CITY OF POMONA
COUNCIL REPORT
February 28, 2022
To: Honorable Mayor and Members of the City Council
From: James Makshanoff, City Manager
Submitted By: Linda Matthews, Human Resources Director
SUBJECT: ADOPTION OF RESOLUTIONS TO RESTRUCTURE POSITIONS IN WATER RESOURCES AND INFORMATION TECHNOLOGY DEPARTMENTS RECOMMENDATION:
It is recommended that the City Council adopt the following resolutions:
RESOLUTION NO. 2022-35 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA, AMENDING APPENDIX B OF THE MEMORANDUM OF UNDERSTANDING WITH THE POMONA MID-MANAGEMENT / CONFIDENTIAL EMPLOYEES’ ASSOCIATION AND AMENDING THE WATER RESOURCES DEPARTMENT AUTHORIZED STAFFING LEVELS FOR THE FISCAL YEAR 2021-22 OPERATING BUDGET TO DELETE THE POSITION OF DISTRIBUTION AND WASTEWATER OPERATIONS SUPERVISOR AND ADD THE POSITIONS OF WATER DISTRIBUTION SUPERVISOR AND WASTEWATER SYSTEM SUPERVISOR RESOLUTION NO. 2022-36 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA, AMENDING APPENDIX A OF THE COMPENSATION PLAN FOR EXECUTIVE MANAGEMENT GROUP A AND B EMPLOYEES AND AMENDING THE AUTHORIZED STAFFING LEVELS FOR THE FISCAL YEAR 2021-22 OPERATING BUDGET BY RECLASSIFYING INFORMATION TECHNOLOGY DIRECTOR TO INNOVATION AND TECHNOLOGY DIRECTOR RESOLUTION NO. 2022-37 – A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA AMENDING THE CITY OF POMONA’S SALARY SCHEDULE FOR FISCAL YEAR 2021-22 TO MEET THE CALIFORNIA CODE OF REGULATIONS TITLE 2, SECTIONS 570.5 AND 571 TO REFLECT CHANGES TO CERTAIN WATER RESOURCES AND INFORMATION TECHNOLOGY CLASSIFICATIONS EXECUTIVE SUMMARY: Approval of the proposed Resolutions (Attachments No. 1, 2 and 3) will delete a vacant position of Distribution and Wastewater Supervisor and add two separate positions of Water Distribution Supervisor and Wastewater System Supervisor in its place. This proposed reorganization will better meet the operational needs of the Water Resources Department. In addition, it will reclassify the position of Information Technology Director to Innovation and Technology Director.
FISCAL IMPACT:
The total estimated cost of deleting the Distribution and Wastewater Supervisor adding the two proposed supervisor positions is a net additional $160,000 annually and $40,041 for the remainder of Fiscal Year 2021-22. For the purposes of budgeting, $19,179 is from the Water Fund (Fund 571), $20,862 is from the Sewer Fund (Fund 581). The total estimated cost to the Information Technology Fund (Fund 675) for reclassifying the Information Technology Director to Innovation and Technology Director is approximately $36,500 annually and $11,000 for the remainder of Fiscal Year 2021-22. Funds are available in the Fiscal Year 2021-22 Operating Budget for all actions herein and no additional budget appropriations are required at this time.
DISCUSSION:
The Water Resources Department has a number of different sections to manage the highly complex and technical water and wastewater systems. Two of these sections are Water Distribution and Wastewater Collection. Prior to about 2018, these two sections each had their own supervisor position. In 2018, the department was reorganized to combine the two positions under one supervisor. However, each of these systems is complex and requires specialized certifications. After reviewing the proposed operations, the Water Resources Director is proposing to eliminate the combined supervisor position of Distribution and Wastewater Supervisor and return to the previous structure of a Water Distribution Supervisor and Wastewater System Supervisor. Along with the split of the duties into two positions, the salary range for the new classifications will decrease by approximately 7.5%, from salary range MC-082 ($9,112 - $11,076 per month) to MC-079 ($8,460 - $10,284 per month).
The Information Technology Director is retiring in May 2022. In preparation to recruit for and fill the position, the City Manager is recommending to reclassify the position to Innovation and Technology Director. This new title and salary better matches the current competitive job market and reflects the increased future expectation of this position to lead citywide efforts to improve City operations through new and innovative technologies and collection and analysis of data. The salary range for the new position is range EA-98, $147,253 to $197,333. The City has contracted with Peckham and McKenney, a highly respected executive search firm for public sector positions, to conduct the recruitment and selection process for the new Innovation and Technology Director.
Resolution No. 2022-35 (Attachment No. 1) modifies the Memorandum of Understanding with the Pomona Mid-Management/Confidential Employees Association (PMMCEA) to reflect the classification changes and also adjusts the authorized staffing levels within the 2021-22 Operating Budget for Water Resources. Resolution No. 2022-36 (Attachment No. 2) modifies the Executive Compensation Plan for Group A and B Employees to reflect the restructure of the Information Technology Director position and authorized staffing levels within the 2021-22 Operating Budget for Information Technology.
Resolution No. 2022-37 (Attachment No. 3) modifies the citywide salary schedule to reflect the same changes recommended herein. In addition, the classification of Police Recruit Trainee is removed from the citywide salary schedule consistent with the 2021-23 Memorandum of Understanding with the Pomona City Employees’ Chapter of the Teamsters Local 1932 that eliminated the classification effective October 24, 2021. The salary schedule also deletes the part-time salary rates in effect October 21, 2021 because they are superseded by the salary rates in effect December 19, 2021. In accordance with the requirements of the California Code of Regulations, Title 2, Sections 570.5 and 571, the City must adopt and publicly post a consolidated salary schedule for all City classifications. All of the actions will be effective March 13, 2022, the beginning of the pay period after approval of this action.
This action includes compensation changes for a local agency executive. Pursuant to California Government Code 3511.1, the City is required to “orally report a summary of a recommendation for a final action on the salaries, salary schedules, or compensation paid in the form of fringe benefits of a local agency executive, as defined in subdivision (d) of Section 3511.1, during the open meeting in which the final action is to be taken.” Consistent with this requirement, this item is being placed on the discussion calendar for consideration COUNCIL PRIORITIES & GOALS: This item supports the 2021-2022 City Council Priority 5: Infrastructure.
Prepared by:
_____________________________
Linda Matthews
Human Resources/Risk Management Director
ATTACHMENT(S):
Attachment No. 1 – Resolution No. 2022-35
Attachment No. 2 – Resolution No. 2022-36
Attachment No. 3 – Resolution No. 2022-37
Exhibit A – Citywide Salary Schedule
Classification Actions