CITY OF POMONA
COUNCIL REPORT
February 26, 2024
To: Honorable Mayor and Members of the City Council
From: Anita D. Gutierrez, City Manager
Submitted by: René Anderson, Human Resources/Risk Management Director SUBJECT: ADOPTION OF RESOLUTIONS AMENDING THE AUTHORIZED STAFFING LEVELS AND CITYWIDE SALARY SCHEDULE WITHIN FISCAL YEAR 2023-24 OPERATING BUDGET RELATED TO CLASSIFICATION CHANGES IN VARIOUS CITY DEPARTMENTS RECOMMENDATION:
It is recommended that the City Council adopt the following resolutions:
ADOPT RESOLUTION NO. 2024-29 - 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 TO ADD THE IMMIGRATION RESEARCH COORDINATOR CLASSIFICATION (Attachment No. 1) ADOPT RESOLUTION NO. 2024-30 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA, AMENDING APPENDIX A OF THE COMPENSATION PLAN FOR EXECUTIVE MANAGEMENT GROUP A & B EMPLOYEES TO ADD THE DEPUTY DEVELOPMENT SERVICES DIRECTOR CLASSIFICATION AND ADJUST THE SALARY RANGE FOR THE ASSISTANT TO THE CITY MANAGER CLASSIFICATION (Attachment No. 2) ADOPT RESOLUTION NO. 2024-31 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA, AMENDING THE CITYWIDE SALARY SCHEDULE OF FISCAL YEAR 2023-24 TO MEET THE REQUIREMENTS OF THE CALIFORNIA CODE OF REGULATIONS TITLE 2, SECTIONS 570.5 AND 571 TO REFLECT CLASSIFICATION CHANGES WITHIN VARIOUS CITY DEPARTMENTS (Attachment No. 3) ADOPT RESOLUTION NO. 2024-32 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POMONA, CALIFORNIA, AMENDING AUTHORIZED STAFFING LEVELS FOR THE FISCAL YEAR 2023-24 OPERATING BUDGET RELATED TO POSITIONS IN THE ADMINISTRATION, COMMUNITY SERVICES, DEVELOPMENT SERVICES, INFORMATION TECHNOLOGY, NEIGHBORHOOD SERVICES, AND WATER RESOURCES DEPARTMENTS (Attachment No. 4) EXECUTIVE SUMMARY:
Approval of the proposed actions will allow the implementation of various classification actions and update staffing allocations impacting several Departments. Classification actions include the addition of two classifications in the Administration Department to serve and assist at the direction of the new City Manager: a Public Information Specialist and an Assistant to the City Manager. Staff is requesting the creation of a new Deputy Development Services Director, the reinstatement of the Development Services Director, and the addition of a Management Analyst for the Development Services Department. Staff is also requesting the addition of two Administrative Assistants for the Information Technology (IT) and Community Services Departments, and a new Immigration Research Coordinator job classification to be funded by the Local Immigration Integration and Inclusion Grant, which is simultaneously on the same agenda for Council approval of funds by Neighborhood Services Department. The City’s Salary Schedule will be updated to reflect these changes, as well as minor formatting and clerical revisions. Lastly, a reclassification within the Water Resources Department is proposed.
FISCAL IMPACT:
The total cost for increasing personnel and adding salary ranges for the requested changes is estimated to impact the FY 2023-24 operating budget in total, for the amount of $305k. The cost may be less depending on when the positions are filled. Of this, $198k is related to General Fund positions; then $26k for the Water Resources reclassification, $21k for the Information Technology (IT) addition, and $31k for the Local Immigration Integration and Inclusion Grant funded positions. Due to salary savings in the IT Fund, Community Services (General Fund), and Water Resources Fund, as well as the approved Grant appropriation in the Neighborhood Services Department, there is no appropriation associated with their respective requests, as the salary and benefits proposed will be provided in the current fiscal year budget. A General Fund budget amendment in the amount of $176k is included with this action for the appropriation needed for the increase in staffing within the Administration and Development Services Departments. The annual cost of these positions, in total, is $1.3M and will be budgeted for a full year in the proposed FY 2024-25 Annual Operating budget.
DISCUSSION:
In October 2023, the Development Services Director and one of the Deputy City Manager positions were reclassified into two Assistant City Managers (ACM). Under this structure, the Development Services Department intended to report to an ACM who previously served as the Director. With the appointment of Anita Gutierrez to City Manager, a vacant ACM position will remain for the remainder of this fiscal year and necessitates recruitment for the Development Services Director to plan, direct, organize, and review the Planning, Building and Safety, and Code Compliance Divisions. The salary range scale for this classification is EA-100 ($173,917 to $233,065). Additionally, with the growth of the Department, including a new design-focused zoning code, an in-house Building and Safety Division, a new Deputy Development Services Director is requested to provide additional management and administration of complex technical, financial, statistical, and analytical work of land use planning, General Plan Administration, and environmental review functions; while enhancing the department's succession planning. The proposed salary range for this classification is EB-092 ($157,344 to $191,316). In addition to the classifications above, the Development Services Department is requesting a Management Analyst classification to manage the Arts Commission, oversee contracts, and assist with high-level art project and program coordination. This position is funded by the Arts in Public Places (AIPP) tax assessment and will have no impact on the General Fund.
The Administration Department requests reinstatement of an Assistant to the City Manager classification to manage and execute special projects as well as interface with Department Directors and others to achieve significant progress toward goals, conduct surveys and perform research and statistical analysis on administrative and operational issues, and provide assistance regarding the legislative programs and services. This classification's new salary range scale is EA-080 ($106,140 to $142,234). Lastly, based in the Administration Department would be the Public Information Specialist who would, among other things, serve as an information conduit on high-profile issues, generate accurate media coverage to highlight departmental activities, and disseminate newsworthy information through various media channels. The salary range scale for this classification is MC-055 ($63,107 to $76,710).
The Water Resources Department recommends reclassifying one (1) Program Assistant to a Management Analyst. Currently, there exists a need for further assistance with complex analysis, recommendations, and implementation of the department’s operations, engineering, and administrative assignments.
The Information Technology (IT) and the Community Services Department staff each request the addition of an Administrative Assistant. The IT Department currently has no administrative support. With the department's highly specialized projects and tasks, administrative support is crucial to assist the Director with internal service demands. The Community Services Department currently has only part-time administrative support dedicated to daily operational needs. These part-time positions experience high turnover. This outward-facing division would benefit from the full-time administrative assistance to serve as liaison to both Payroll and Human Resources to expedite the recruitment and onboarding process and provide general administration functions.
The Neighborhood Services Department requests authorization to accept the Local Immigration Integration and Inclusion Grant from the State of California International Affairs and Trade Unit via an agenda item on the same Council meeting date, which will fund the proposed creation of the Immigration Research Coordinator classification. This position will perform a range of tasks, including program analysis and asset mapping, develop an action plan and resource guide, and provide program and policy recommendations while engaging in community outreach efforts to implement the Immigrant Services Navigation Pilot Program within the City of Pomona.
Lastly, the City’s Salary Schedule is amended to correct the following clerical or typographic errors: the Building & Safety Coordinator from Group D to Group C in the PMMCEA MOU; combine the Administrative series of PMMCEA and General Services group salary ranges, as were adopted in the recent MOU updates; and to correct the effective date of the City Manager’s salary to reflect January 28, 2024. As changes are made to salaries or classifications, the City is required to adopt a revised salary schedule in a public meeting. The attached salary schedule (Exhibit A) meets the California Public Employees Retirement Systems (CalPERS) pay rate reporting requirements in accordance with Government Code Section 20636 defining “Compensation Earnable” and the California Code of Regulations (CCR) Section 570.5. (Attachment No. 3) ATTACHMENT(S):
Attachment No. 1: Resolution No. 2024-29
Attachment No. 2: Resolution No. 2024-30
Attachment No. 3: Resolution No. 2024-31
Exhibit A: Salary Schedule
Attachment No. 4: Resolution No. 2024-32
Classification Actions