DATE: MAY 7, 2024
DEPARTMENT: HUMAN RESOURCES
FROM: MARINA HORTA-GALLEGOS, HUMAN RESOURCES DIRECTOR TITLE: Modification to the Classification – Salary Schedule, RECLASSIFICATION, AND WORKFORCE ALLOCATION ADJUSTMENT RECOMMENDED MOTION:
It is recommended that the City Council approve a Resolution modifying the Classification – Salary Schedule to 1) add the classifications of Permit Analyst, Assistant Public Works Director/City Engineer, Retired Annuitant - Senior Civil Engineer, and Senior Wastewater Operator; 2) approve the recommended reclassifications and workforce adjustments in the Community Development Department, Finance and Public Works Departments; 3) approve a recruitment and retention incentive for the Police Services Records Division non-sworn staff (Supervising Police Services Technician and Police Services Technician classifications).
EXECUTIVE SUMMARY:
Staff recommends that the City Council approve the attached Resolution modifying the Classification – Salary Schedule, approve the FY 23-24 workforce allocation adjustment, approve the recommended reclassifications in the Community Development, Finance, and Public Works Departments pursuant to section 3.9 (D) of the Personnel Manual which provides, “Reclassification is generally necessitated through organization modification. Generally, reclassification will result from: 1) Significantly changed duties and responsibilities, necessitating a modification of the pay range and title of the position. 2) Reorganization of a department, or division of a department…,” and approve the recruitment and retention incentive for the Police Services Records Division.
BACKGROUND:
Community Development
Staff recommend reclassifying one incumbent Executive Assistant supporting Community Development to Permit Analyst and adding the classification to the FY 23-24 workforce and to the Classification – Salary Schedule, Association of Management Personnel of Salinas (AMPS) unit. The incumbent was assigned to assist Community Development permit service operations in September 2023. The initial assignment was temporary due to staffing challenges in the Permit Center. Staff immediately recognized the need to reorganize the front counter operations to provide a higher level of customer service, research and analyze front counter operations, application intake/routing, telephone response, and support Permit Center workflow, among other tasks.
The salary range for this classification is:
Additionally, staff recommend reclassifying the following vacant positions, Code Enforcement Officer I to Code Enforcement Officer II, and Administrative Analyst I to Management Analyst.
Finance
Staff recommends the reclassification of the following incumbents to address organizational efficiency and assign classifications that reflect level of responsibility for incumbents as follows, incumbent Purchasing Technician to Senior Accounting Technician, Senior Purchasing Technician to Senior Buyer, and Confidential Office Technician to Administrative Analyst I.
Police
Following recent resignations and promotions from the Police Services Records Division, the Acting Chief, Personnel & Training staff, and Human Resources staff met to review recruitment and retention challenges in the Records Division and recommend a recruitment and retention incentive for twelve non-sworn positions in the Records Division while the City conducts a thorough classification and compensation study for the Police Services Technician series.
As previously noted, the Police Department is a full-service police department operating twenty-four hours per day with an authorized staffing of 157 sworn positions and 54 non-sworn positions. The Department currently has 9 non-sworn vacancies, 5 of which are in the Records Division. The City received 112 applications over the past twelve months. Thirty-three applicants have been invited to interview, 19 have withdrawn from recruitment and 11 failed the background investigation or interview. The challenges with these two classifications are the background investigation, shift schedule (mandatory overtime), twelve-month probationary period, and compensation. Staff has solicited the services of Regional Government Services to conduct an in-depth review of the organizational structure in the Records Division, and a classification and compensation study for the Police Services Technician series.
Staff will continue to meet, review, and return with additional recommendations; however, as an initial and immediate step, staff propose a recruitment and retention incentive of $7,000 for twelve positions. The incentive would be paid in two installments as follows:
Incumbents
Retention Incentive: $3,500 upon Council approval, $3,500 effective in the first full pay period of July 2025.
New Hires
Recruitment Incentive: $3,500 upon hire, $3,500 upon successful completion of the twelve-month probationary period.
The Police Department will utilize salary savings from budgeted, vacant positions to operate the incentive program for a total of approximately $84,000.
Public Works
Staff recommend reactivating the Assistant Public Works Director/City Engineer classification and reclassifying the incumbent City Engineer. This classification is characterized by the responsibility to plan, direct, and review all Public Works engineering activities, managing assigned projects and programs for the Engineering Division, in addition to serving as the department head in the absence of the Director.
Staff recommend adding the classification of Retired Annuitant - Senior Civil Engineer to the Classification – Salary Schedule, to recruit for temporary extra help while staff continue efforts to recruit for two regular vacant Senior Civil Engineer positions.
Staff recommend reclassifying one incumbent Wastewater Operator to Senior Wastewater Operator. The incumbent Wastewater Operator has been designated as the Chief Plant Operator of the Industrial Wastewater Facility overseeing the day-to-day activities of the facility since 2022.
Lastly, staff recommend reclassifying the vacant Associate Engineer position in the Traffic Division to a Management Analyst. The City has been unsuccessful in filling the vacant Associate Engineer position. A Management Analyst will be able to assist with the more complex administrative and program management functions of the division.
CEQA CONSIDERATION:
Not a Project. The City of Salinas has determined that the proposed action is not a project as defined by the California Environmental Quality Act (CEQA) (CEQA Guidelines Section 15378).
STRATEGIC PLAN INITIATIVE:
The proposed action meets the Effective and Culturally Responsive Government Council goal.
DEPARTMENTAL COORDINATION:
The above recommendations are a collaborative and coordinated effort between Human Resources and the respective departments.
FISCAL AND SUSTAINABILITY IMPACT:
Community Development: The impact for the balance of the fiscal year is approximately $6,313, $37,880 over twelve months. The increase in permit service this fiscal year will be covered through the Enterprise Fund and the balance will be offset this fiscal year with salary savings.
Finance: The impact for the balance of the fiscal year is approximately $7,355, $44,130 over twelve months. The increase will be offset with salary savings.
Police: The recruitment and retention incentive will result in a cost of approximately $84,000.
Public Works: No fiscal impact is anticipated in this fiscal year as a result of the reclassifications. The increase in compensation for the Assistant Public Works Director/City Engineer will be offset by the savings from the reclassification of the Associate Engineer to Management Analyst. The impact for the reclassification of the Wastewater Operator is approximately $1,986.00 for the balance of the fiscal year.
ATTACHMENTS:
Resolution
Classification – Salary Schedule (Exhibit A)
RESOLUTION NO. _________ (N.C.S.)
RESOLUTION APPROVING MODIFICATION TO THE
CLASSIFICATION - SALARY SCHEDULE, RECLASSIFICATION, AND WORKFORCE ALLOCATION ADJUSTMENT BE IT RESOLVED BY THE CITY COUNCIL OF SALINAS that the Classification-Salary Schedule previously adopted by the City Council by Resolution is hereby amended to include the classifications of Assistant Public Works Director/City Engineer, Permit Analyst, Retired Annuitant – Senior Civil Engineer, and Senior Wastewater Operator; the reclassifications in the Community Development, Finance Department, and Public Works Department are approved. The workforce of the Community Development Department shall reflect one Permit Analyst. The Police Service Technician and Supervising Police Service Technician recruitment and retention incentive is approved.
PASSED AND APPROVED this 7th day of May 2024, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN: APPROVED:
____________________________________ Kimbley Craig, Mayor ATTEST:
______________________________
Patricia M. Barajas, City Clerk
EXHIBIT A
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