City Council Memorandum
TO: HONORABLE MAYOR AND CITY COUNCIL DATE: DECEMBER 20, 2022 FROM: HUMAN RESOURCES DEPARTMENT WARDS: ALL SUBJECT: REVISIONS TO THE MASTER FRINGE BENEFITS AND SALARY PLAN FOR THE SALARY ADJUSTMENT AND BARGAINING UNIT CHANGE TO THE ARTS & CULTURE MANAGER CLASSIFICATION; SALARY ADJUSTMENTS TO THE SENIOR BUSINESS SYSTEMS TECHNICIAN, BUSINESS SYSTEMS ANALYST, SENIOR BUSINESS SYSTEMS ANALYST CLASSIFICATIONS; NEW CLASSIFICATIONS AND SALARY RANGES FOR THE REAL PROPERTY SERVICES OFFICER AND WASTEWATER ELECTRICAL & INSTRUMENT TECHNICIAN I; DELETION OF THE EXISTING INSTRUMENT TECHNICIAN CLASSIFICATION; ADMINISTRATIVE CORRECTIONS TO THE SEPTEMBER 20, 2022 COUNCIL REPORT; ADDITION OF CHIEF PILOT ASSIGNMENT PAY TO SECTION 5, SALARY DIFFERENTIALS FOR POLICE.
ISSUE:
Approve a revision to the Master Fringe Benefits and Salary Plan for the salary adjustment and bargaining unit change to the Arts & Culture Manager classification; salary adjustments to the Senior Business Systems Technician, Business Systems Analyst, Senior Business Systems Analyst classifications; new classifications and salary ranges for the Real Property Services Officer and Wastewater Electrical & Instrument Technician I; deletion of the existing Instrument Technician classification; Administrative corrections to the September 20, 2022 Council Report; addition of Chief Pilot Assignment Pay to Section 5, Salary Differentials for Police.
RECOMMENDATION:
That the City Council
Approve the salary adjustment and bargaining unit change to the Arts & Culture Manager; Approve the salary adjustments to the Senior Business Systems Technician, Business Systems Analyst, Senior Business Systems Analyst classifications; Approve the new classifications and salary ranges for the Real Property Services Officer and the Wastewater Electrical & Instrument Technician I; Approve the deletion of the existing Instrument Technician classification; Approve the Administrative Corrections to the September 20, 2022, Council Report; Approve the addition of the Chief Pilot Assignment Pay to Section 5, Salary Differentials for Police; and Adopt the attached Resolution amending the Master Fringe Benefits and Salary Plan to reflect the salary adjustment and bargaining unit change to the Arts & Culture Manager; salary adjustments to the Senior Business Systems Technician, Business Systems Analyst, Senior Business Systems Analyst classifications; to reflect the new classifications and salary ranges for the Real Property Services Officer and Wastewater Electrical & Instrument Technician I; deletion of the existing Instrument Technician classification; Administrative corrections to the September 20, 2022 Council Report; addition of the Chief Pilot Assignment Pay to Section 5, Salary Differentials for Police.
DISCUSSION:
Salary Adjustment and Reassignment of Bargaining Unit:
Arts & Culture Manager
The Human Resources Department received a request from the Community & Economic Development Department to review the salary level for the Senior Project Manager who is assigned oversight of the Arts & Culture Division in CEDD. A review of the City’s market basket agencies revealed that Arts & Culture duties are not performed by a Project Manager classification. The Project Manager classifications in the market are typically related to public works construction and/or building capital improvement projects. There was only one market basket agency which has an equivalent classification specific to Arts & Culture duties. Currently, the Arts & Culture Manager classification is aligned in salary with the Senior Project Manager classification. Based on the one market comparator, it is recommended that the current incumbent be reclassified into the Arts & Culture Manager classification and that the salary and bargaining unit (from Management to Senior Management) be aligned internally with the Principal Project Manager classification. This salary alignment recommendation would reflect close alignment with the equivalent classification found in the City’s market basket as illustrated in the salary survey data for the Arts & Culture Manager (Exhibit B). The salary adjustment is illustrated as follows:
Job Code
Classification Title
Current Monthly Salary Range
Proposed Monthly Salary Range
% Increase
to Max Salary
8136
Arts & Culture Manager (BU10 - Management)
Proposed (BU 07 – Senior Management)
$7,008 - $12,218
$7,710 - $13,440
10%
Salary Adjustments:
Senior Business Systems Technician, Business Systems Analyst, Senior Business Systems Analyst The Business Systems Technician classification in the SEIU bargaining unit received a salary adjustment of 18.41% based on the market survey results from the SEIU Classification and Compensation Study. The succeeding non-represented classifications in the Business Systems series were adjusted to mitigate compaction issues with each succeeding classification within the series. The Senior Business Systems Technician classification was not included with the salary adjustments in the Council Report dated September 20, 2022 and will need to be adjusted to maintain an appropriate salary differential from the Business Systems Technician classification. Since the Senior Business Systems Technician classification will be adjusted, the succeeding classifications will require an additional adjustment to maintain the appropriate differential between classification levels. The following adjustments are recommended:
Job Code
Classification Title
Current Monthly Salary Range
Proposed Monthly Salary Range
% of
Adjustment
9267
Senior Business Systems
Technician (Para-Prof. BU 55)
$4,817 - $6,412
$5,636 - $7,502
17%
9261
Business Systems Analyst
(Prof. BU 15)
$5,977 - $7,860
$6,276 - $8,253
5%
9257
Senior Business Systems Analyst (Prof. BU 15)
$6,821 - $9,005
$6,889 - $9,095
1%
New Classifications:
Real Property Services Officer:
The Human Resources Department received a request from the Community & Economic Development Department to review the duties performed by an incumbent performing inspections of city-owned properties, multi-family low-income residential dwellings to ensure properties are maintained in compliance with State, City Ordinances and Federal codes and regulations related to HUD for residential dwellings.
The Real Property Services Officer will perform inspections of city-owned and historical preservation properties and multi-family low-income residential dwellings to ensure properties are maintained in compliance with State, City Ordinances, local, and Federal codes and regulations; performs office and field duties associated with the interpretation, application and enforcement of municipal and other related codes dealing with zoning, land use, building, housing, historical preservation, and other public nuisance code provisions.
A market analysis of comparable classifications and salaries utilizing the City’s approved market basket was completed. Since there are no comparable classifications in the market basket specific to real property inspection services, an internal comparison with the existing comparable level classifications was conducted to determine the appropriate salary range. It is recommended that the new Real Property Services Officer be equivalent in salary to the existing Senior Code Enforcement Officer classification. There is one incumbent who will be reclassified into the new classification.
The recommended salary range for the new classification is illustrated below:
Proposed Classification Title
Proposed
Monthly Salary Range
Real Property Services Officer (BU 55-Para-Professional) $6,844 - $8,312
Wastewater Plant Electrical & Instrument Technician I
The Public Works Department proposed a re-title of the Plant & Equipment Electrician to incorporate/combine the duties of the Instrument Technician classification and re-title it to the Wastewater Plant Electrical & Instrument Technician II classification. The two classifications perform similar duties and are typically a combined function in comparable agencies within the City’s market basket. The existing Wastewater Plant Electrical & Instrument Technician II is the journey level classification. The Instrument Technician classification will no longer be utilized and will be deleted from the classification plan. Current incumbents in the Instrument Technician classification were placed into the Wastewater Plant Electrical & Instrument Technician II classification. The purpose of the creation of the new Wastewater Plant Electrical & Instrument Technician I classification is to establish an entry level classification. The entry level classification enables the Public Works Department the ability to hire candidates at the entry level and, once the incumbent attains the required experience and certifications, the department can promote the incumbent to the journey level classification of Wastewater Plant Electrical & Instrument Technician II. The proposed salary range for the entry level Wastewater Plant Electrical & Instrument Technician I is illustrated below:
Job Code
Proposed Classification Title
Salary Range
New
Wastewater Plant Electrical & Instrument Technician I (BU 20) T1 $5,993 - $7,284
T2/3 $5,654 - $6,873
Deletion of Existing Classification:
Job Code
Deleted Classification Title
5230/5231
Instrument Technician (BU 20)
Administrative Corrections to the September 20, 2022 Council Report:
The following administrative corrections are to be made as follows retroactive to the September 20, 2022 council report for the SEIU classifications listed below. These unintended errors were identified after the September 20, 2022 council report was approved by City Council and therefore need to be administratively corrected.
Construction Inspector II (7590/7591) and Senior Construction Inspector (7610/7611) salaries were to be adjusted by 9.56%, not 13% as shown on the report for salary changes, per SEIU salary survey. The correct percentage was provided to SEIU with the salary survey document, unfortunately, the percentage noted on the attachment with the Council report reflected the incorrect percentage.
Landscape Maintenance Inspector (3035/3036) will not receive the title change to Parks Maintenance Inspector, it will remain as Landscape Maintenance Inspector.
Wastewater Maintenance Mechanic (5490/5491) will not receive the title change to Wastewater Maintenance Mechanic I, it will remain as Wastewater Maintenance Mechanic.
Wastewater Maintenance Mechanic II (5492/5493) is to be deleted, this level should not have been created.
Chief Pilot Assignment Pay
The Riverside Police Department submitted a request to the Human Resources Department to create a Chief/Lead Pilot Assignment. RPD provided the following narrative regarding the Chief Pilot assignment and the Air Support Unit (ASU): Airborne law enforcement requires a unique skillset to perform effectively as a pilot and provide efficient public safety from the air as a law enforcement officer. Ensuring police aviation units and individual pilots comply with a vast range of requirements and regulations on a continual basis requires a pilot with a substantial amount of knowledge and skills. The pilot assigned as the Chief Pilot must have a significant understanding of the duties and requirements of a Tactical Flight Officer, Police Pilot Trainee, Police Pilot, and the Certified Flight Instructor (CFI) positions; substantial knowledge in complex aircraft systems, equipment, aircraft maintenance, and law enforcement airborne tactics. The Chief Pilot assignment will fulfill the gap between the pilot and supervisory level staff to ensure a safe and efficient aviation unit.
The Chief Pilot will supervise, delegate and assign RPD Air Support Unit (ASU) pilots and tactical flight officer assignments, designate flight crew designations for patrol and non-patrol missions in the air unit; ensure compliance with FAA, federal, state and local regulations, ASU Standard Operating Procedures; maintain personnel flight training files, schedule and conduct ASU training, coordinate maintenance scheduling and procurement of new equipment; assist in aircraft accident/or incident reporting and investigation; and occupy an RPD ASU patrol shift in a designated Pilot slot.
To determine the best approach to creating a Chief Pilot assignment, the Human Resources Department conducted a review of police MOU agreements from agencies in the City of Riverside’s approved market basket to review common practices within other law enforcement agencies for similar roles. The City of Riverside has specific/separate job classifications for Police Pilot and Police Pilot (Certified Flight Instructor-CFI); however, most the City’s market basket agencies do not have a specific job classification for Police Pilot or Police Pilot (CFI). Most agencies in the City’s market basket utilize an additional or special assignment pay percentage above their current base pay for being assigned as Police Pilot or Police Pilot Certified Flight Instructor (CFI). There was only one agency, County of Riverside, which HR was able to confirm had specific special pay assignment for Chief Pilot duties (additional 10%). Law Enforcement Agencies may also assign a Sergeant, Detective or Police Officer who is a Certified Flight Instructor (CFI) to perform specific roles related to this advanced assignment.
The proposal for the Riverside Police Department is to provide a 5% salary premium pay above base pay of the Police Pilot (CFI) salary for the Chief Pilot assignment. In comparison with the County of Riverside, the maximum salary for their assigned classifications is lower than Riverside’s salary, therefore even though their special assignment pay is 10%, when calculated the overall compensation is lower than what the proposed 5% special pay above the maximum salary of the Police Pilot (CFI) classification would be for Riverside. A notification memo was sent to the Riverside Police Officer’s Association and the union was in agreement with this proposal. This provision would be added and outlined in the City of Riverside, Master Fringe Benefits and Salary Plan in addition to the Riverside Police Officer’s Association Memorandum of Understanding.
STRATEGIC PLAN ALIGNMENT:
Adopting the Resolution to amend the Master Fringe Benefits and Salary Plan to adopt the creation of new classifications and salary ranges and appropriate salary adjustments contributes to 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 aligns with each of the five Cross-Cutting Threads as follows:
Community Trust – New classifications, salary ranges, and salary adjustments allows the city to accurately align with comparable market classifications to attract the appropriate workforce skillset to efficiently maintain City services.
Equity – New classifications, salary ranges, and salary adjustments 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, salary ranges, and salary adjustments 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, educational, and experience requirements.
Sustainability & Resiliency – New classifications, salary ranges, and salary adjustments 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 salary adjustment for the Arts & Culture Manager represents a cost increase of $702 to $1,222 monthly in base salary costs to the min/max salary range.
The proposed salary adjustment for the Senior Business Systems Technician represents a cost increase of $819 to $1,090 monthly in base salary costs to the min/max salary range.
The proposed salary adjustment for the Business Systems Analyst represents a cost increase of $299 to $393 monthly in base salary costs to the min/max salary range.
The proposed salary adjustment for the Senior Business Systems Analyst represents a cost increase of $68 to $90 monthly in base salary costs to the min/max salary range.
The proposed new classification for the Real Property Services Officer represents a cost increase of $624 to $756 monthly in base salary costs to the min/max salary range for the reclassification of one incumbent.
There is no fiscal impact with the proposed creation of the new classifications of Wastewater Plant Electrical and Instrument Technician I.
The Chief Pilot Assignment Pay represents a cost increase of $458 to $530 monthly in base salary costs to the min/max salary of the Police Pilot (CFI) classification.
Prepared by: Rene Goldman, Human Resources Director
Certified as to
Availability of funds: Edward Enriquez, Interim Assistant City Manager/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 Job Code Table
Salary Survey Data for Arts & Culture Manager
Exhibit B
Arts & Culture Manager
Salary Survey Data
November 2022
Agency
Classification
Min Monthly
Max Monthly
City of Pasadena
Cultural Affairs Manager
$10,764
$13,456
City of Riverside
Arts & Culture Manager
$7,008
$12,218
City of Huntington Beach
No equivalent position
City of Glendale
No equivalent position
City of Ontario
No equivalent position
County of Riverside
No equivalent position
City of Long Beach
No equivalent position
City of Burbank
No equivalent position
City of Anaheim
No equivalent position
City of Redlands
No equivalent position
City of Escondido
No equivalent position
City of Fullerton
No equivalent position
City of Murietta
No equivalent position
City of Costa Mesa
No equivalent position
City of Corona
No equivalent position
City of Oceanside
No equivalent position
Revisions to the Master Fringe Benefits and Salary Plan ● Page 2