City Council Memorandum
TO: HONORABLE MAYOR AND CITY COUNCIL DATE: JUNE 14, 2022 FROM: HUMAN RESOURCES DEPARTMENT WARDS: ALL SUBJECT: REVISIONS TO THE MASTER FRINGE BENEFITS AND SALARY PLAN FOR THE CREATION OF THE CLASSIFICATIONS AND SALARY RANGES FOR WATER RESOURCES ANALYST, SENIOR WATER RESOURCES ANALYST, AND PRINCIPAL WATER RESOURCES ANALYST ISSUE:
Approve a revision to the Citywide Fringe Benefits and Salary Plan to for the creation of the classifications and salary ranges for Water Resources Analyst, Senior Water Resources Analyst, and Principal Water Resources Analyst.
RECOMMENDATION:
That the City Council
Approve the creation of the classifications and salary ranges for the Water Resources Analyst, Senior Water Resources Analyst, and Principal Water Resources Analyst.
Adopt the attached Resolution amending the Master Fringe Benefits and Salary Plan to reflect the creation of the classifications and salary ranges for the Water Resources Analyst, Senior Water Resources Analyst, and Principal Water Resources Analyst.
DISCUSSION:
New Classification Series:
The Human Resources Department requested services from Creative Management Solutions to conduct a classification and compensation study on current incumbents assigned to the Water Quality/Operations and Water Engineering Divisions to determine the appropriate classification for the duties performed. The incumbents are currently classified under the existing Utilities Resources Analyst series which is specific to electric resources operations and does not accurately describe the duties performed within water quality/operations and water engineering. It was determined that it was necessary to create a new classification series specific to water resources, which would encompass duties from both the water quality and water engineering divisions. The proposed Water Resources Analyst series will consist of three levels; entry/journey, journey, and an advanced/supervisory level within the series to allow for proper alignment of functional levels and duties. The Water Resources Analyst performs professional planning and research work related to water demand and conservation, groundwater management, water supply planning, water quality, and other water resources planning tasks. There are four incumbents who will be reclassified into the new classification series. There will be no fiscal impact with three of the incumbent reclassifications, as these incumbents would be placed into the new classification at their current salary rate. There will be a fiscal impact for one incumbent who will be reclassified from a classification which has a lower salary range.
Salary recommendations were aligned with consideration to the city’s market basket and internal parity with existing equivalent classifications. It is recommended that the proposed Water Resources Analyst series be aligned internally with the Utilities Resources Analyst series. The proposed classifications and salary ranges are illustrated below:
New Classification Title and Bargaining Unit
Proposed Monthly
Salary Range
Water Resources Analyst (BU 15)
$7,227 - $8,783
Senior Water Resources Analyst (BU 15)
$8,680 - $11,080
Principal Water Resources Analyst (BU 15)
$11,079 - $13,467
STRATEGIC PLAN ALIGNMENT:
New Classification Series:
This action supports Strategic Priority 5 – High Performing Government and Goal 5.1: Attract, develop, engage and retain a diverse and highly skilled workforce across the entire City organization.
This action also aligns with each of the five Cross-Cutting Threads as follows:
Community Trust – The new classification series allows the city to accurately align the positions with comparable market classifications to attract the appropriate workforce skillset to efficiently maintain City services.
Equity – New classifications are reviewed against comparable classifications within the approved City market basket and internally to ensure the appropriate alignment with comparable internal classifications.
Fiscal Responsibility – New classifications are reviewed both internally and within the City’s comparable market basket to ensure appropriate salary alignment.
Innovation – New classifications are necessary to ensure the City is progressive on new fields of study, changes to specific fields related to certifications, associated technology, education, and experience requirements.
Sustainability & Resiliency – New classifications are adopted to ensure employees can work effectively and efficiently; and at the same time retain a diverse range of highly skilled employees who can adapt to the changing needs of the City both internally and externally.
FISCAL IMPACT:
The proposed new classifications will result in one reclassification for an existing incumbent with a fiscal impact of $4,716 for Fiscal Year 2022/23.
Prepared by: Rene Goldman, Human Resources Director
Certified as to
Availability of funds: Edward Enriquez, Chief Financial Officer/City Treasurer Approved by: Rafael Guzman, Assistant City Manager
Approved as to form: Phaedra A. Norton, City Attorney
Attachments:
Resolution Amending the Fringe Benefits and Salary Plan Exhibit A – Job Code Table-New Classifications
Exhibit B – Salary Survey Data
Exhibit B