City Council Memorandum
TO: HONORABLE MAYOR AND CITY COUNCIL DATE: JANUARY 16, 2024 FROM: HUMAN RESOURCES DEPARTMENT WARDS: ALL SUBJECT: REVISIONS TO THE MASTER FRINGE BENEFITS AND SALARY PLAN FOR THE SALARY ADJUSTMENTS TO THE EXISTING UTILITIES POWER SCHEDULER/TRADER, UTILITIES POWER SCHEDULER/TRADER TRAINEE, EMERGENCY SERVICES ADMINISTRATOR, EMERGENCY SERVICES COORDINATOR, EMERGENCY MEDICAL SERVICES COORDINATOR, DEPUTY GENERAL SERVICES DIRECTOR, DEPUTY HUMAN RESOURCES DIRECTOR, DEPUTY CHIEF INNOVATION OFFICER, AND ASSISTANT LIBRARY DIRECTOR CLASSIFICATIONS; AND CREATION OF THE NEW CLASSIFICATION AND SALARY RANGE FOR THE GEOGRAPHIC INFORMATION SYSTEMS (GIS) TECHNICIAN CLASSIFICATION.
ISSUE:
Approve a revision to the Citywide Fringe Benefits and Salary Plan for the salary adjustments to the existing Utilities Power Scheduler/Trader, Utilities Power Scheduler/Trader Trainee, Emergency Services Administrator, Emergency Services Coordinator, Emergency Medical Services Coordinator, Deputy General Services Director, Deputy Human Resources Director, Deputy Chief Innovation Officer, and Assistant Library Director classifications; and the creation of the new classification and salary range for the Geographic Information Systems (GIS) Technician.
RECOMMENDATION:
That the City Council
Approve the salary adjustments for the existing Utilities Power Scheduler/Trader, Utilities Power Scheduler/Trader Trainee, Emergency Services Administrator, Emergency Services Coordinator, Emergency Medical Services Coordinator, Deputy General Services Director, Deputy Human Resources Director, Deputy Chief Innovation Officer, and Assistant Library Director classifications; Approve the creation of the new classification and salary range for the Geographic Information Systems (GIS) Technician; Adopt the attached Resolution amending the Master Fringe Benefits and Salary Plan to reflect the salary adjustments for the existing Utilities Power Scheduler/Trader, Utilities Power Scheduler/Trader Trainee, Emergency Services Administrator, Emergency Services Coordinator, Emergency Medical Services Coordinator, Deputy General Services Director, Deputy Human Resources Director, Deputy Chief Innovation Officer, and Assistant Library Director classifications; and to reflect the new classification and salary range for the Geographic Information Systems (GIS) Technician.
DISCUSSION:
Salary Adjustments:
Utilities Power Scheduler/Trader:
Riverside Public Utilities requested the Human Resources Department to conduct a salary study for the Utilities Power Scheduler/Trader classification to determine if the salary for this classification is within the current market salary range. The Human Resources Department conducted the study using the City’s approved Labor Market Basket. Based on the results of the market survey, the Utilities Power Scheduler/Trader is below market average by -16.94%. It is recommended that the Utilities Power Scheduler/Trader classification salary be adjusted by 5% to reduce the deficit with the market average and to maintain the appropriate 10% minimum differential from the supervisor, professional level classification per the City’s Fringe Benefits and Salary Plan, Part II, Section 5, Salary Differentials, I. Miscellaneous (1). The proposed salary adjustment is illustrated below:
Job Code
Classification Title
Current Monthly
Salary Range
Proposed Monthly
Salary Range
% Increase to Max Salary
7235
Utilities Power Scheduler/Trader
(BU 55-Para-Professional)
$8,960 - $12,609
$9,408 - $13,239
5.00%
7237
Utilities Power Scheduler/Trader Trainee (BU 55-Para-Professional) $7,740 - $8,535
$8,127 - $8,962
5.00%
Emergency Services Administrator, Emergency Services Coordinator, Emergency Medical Services Coordinator The Fire Department requested the Human Resources Department to conduct a salary study for the Emergency Services Administrator, Emergency Services Coordinator, and the Emergency Medical Services Coordinator classifications to determine if the salary for these classifications are within the current market salary range. The Human Resources Department conducted the study using the City’s approved Labor Market Basket. Based on the results of the market survey, the Emergency Services Administrator is below market average by -19.02%. The recommendation is to adjust the Emergency Services Administrator by 19.02%. The survey results show that the Emergency Services Coordinator classification is currently at market. Although this classification is currently at market, this classification is the subordinate classification which reports to the Emergency Services Administrator; therefore, the recommendation is to provide a 5% salary adjustment to narrow the differential between the two classifications due to the adjustment to the Emergency Services Administrator.
The survey results for the Emergency Medical Services Coordinator show that this classification is below market average by -12.30%. The recommendation is to adjust the salary for this classification by the 12.30%. The proposed salary adjustments are illustrated below:
Job Code
Classification Title
Current Monthly
Salary Range
Proposed Monthly
Salary Range
% Increase to Max Salary
2585
Emergency Services Administrator
(BU 10-Management)
$6,658 - $9,025
$7,924 - $10,742
19.02%
2580
Emergency Services Coordinator
(BU 15-Professional)
$6,658 - $8,091
$6,991 - $8,496
5.00%
9325
Emergency Medical Services Coordinator
(BU 15-Professional)
$6,276 - $9,275
$7,048 - $10,416
12.30%
Deputy General Services Director, Deputy Human Resources Director, Deputy Chief Innovation Officer, Assistant Library Director City Manager’s Office requested a salary study be conducted for the Deputy General Services Director, Deputy Human Resources Director, Deputy Chief Information Officer and Assistant Library Director. The Human Resources Department conducted the study using the City’s approved Labor Market Basket. Based on the results of the market survey, the Deputy General Services Director is below market average by -9.23%, the Deputy Human Resources Director is below market average by -4.19%, the Deputy Chief Innovation Officer is below market average by -6.52% and the Assistant Library Director is below market average by -7.55%. To consider both external data and internal alignment with other comparable Deputy classifications, it is recommended that the Deputy General Services Director, Deputy Human Resources Director and Deputy Chief Innovation Officer all be adjusted to a maximum monthly salary of $15,229, which will align them to the Deputy Parks & Recreation Services Director and Deputy Housing and Human Services Director. Furthermore, it is recommended that the Assistant Library Director also be brought up to market average and be adjusted by 7.54%.
Job Code
Classification Title
Current Monthly
Salary Range
Proposed Monthly
Salary Range
% Increase to Max Salary
4539
Deputy General Services Director
(BU 07-Sr. Management)
$11,390 - $13,843
$12,529 - $15,227
10%
8738
Deputy Human Resources Director
(BU 07- Sr. Management)
$11,525 - $14,719
$11,924 - $15,228
3.46%
9210
Deputy Chief Innovation Officer
(BU 07-Sr. Management)
$11,959 - $14,916
$12,373 - $15,432
2.10%
6035
Assistant Library Director
(BU 07 – Sr. Management)
$10,395 - $12,634
$11,180 - $13,587
7.55%
New Classification:
Geographic Information Systems (GIS) Technician
Riverside Public Utilities requested the Human Resources Department to create a new technical classification in the Geographic Information Systems classification series. This position will be an entry/journey level classification which will perform a variety of technical duties in maintaining and updating Geographic Information Systems (GIS) data; to support enterprise GIS software applications, to create spatial maps, reports, and diagrams, and to perform other related duties as assigned. This classification will be the promotional path into the GIS Analyst series. The recommendation is to place this position in the Para-Professional bargaining unit to align with other technical classifications in the City’s classification plan. The Human Resources Department conducted a salary survey to determine the appropriate salary range placement for this classification using the City’s approved Labor Market Basket. Based on the results of the market survey, the proposed maximum salary will overlap slightly with the minimum salary of the Geographic Information Systems (GIS) Analyst classification. The proposed salary range is illustrated below:
Job Code
Classification Title
Current Monthly
Salary Range
New
Geographic Information Systems (GIS) Technician
(BU 55-Para-Professional)
$5,311 - $6,778
STRATEGIC PLAN ALIGNMENT:
Adopting the Resolution to amend the Master Fringe Benefits and Salary Plan to adopt the salary range adjustments contributes to the City of Riverside’s Strategic Priority of a High Performing Government, Goal 5.1: Attract, develop, engage and retain a diverse and highly skilled workforce across the entire City organization.
Community Trust – Salary adjustments to classifications allow the city to accurately align with comparable market classifications to attract the appropriate workforce skillset to efficiently maintain City services.
Equity – Classifications and salary levels are reviewed against comparable classifications within the approved City market basket. These are also reviewed internally to ensure the appropriate internal salary alignment with comparable classifications.
Fiscal Responsibility – Classifications and salaries are reviewed both internally and within the City’s comparable market basket to ensure appropriate salary alignment.
Innovation – Classifications are reviewed and updated 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 – Classifications are updated, 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 total fiscal impact for the salary adjustments listed (20 FTEs) for the six-month period for the remainder of FY 2023/24 is $81,372 and will be absorbed by the departments in their current budget. Future costs will be included in the upcoming FY 2024-2026 Biennial Budget under the respective departments that are impacted and will be included in the budget brought forward to City Council for adoption.
Prepared by: Rene Goldman, Human Resources Director
Certified as to
Availability of funds: Kristie Thomas, Finance Director/Assistant Chief Financial Officer Approved by: Edward Enriquez, Assistant City Manager/CFO, City Treasurer Approved as to form: Phaedra Norton, City Attorney
Attachments:
Resolution Amending the Fringe Benefits and Salary Plan Exhibit A – Job Code Table
Exhibit B – Salary Survey Data for Utilities Power Scheduler/Trader, Emergency Services Administrator, Emergency Services Coordinator, Emergency Medical Services Coordinator, Deputy General Services Director, Deputy Human Resources Director, Deputy Chief Innovation Officer, Assistant Library Director, Geographic Information Systems (GIS) Technician