TO:
FOR THE COUNCIL MEETING OF JUNE 21, 2022
COUNCIL AGENDA REPORT
City Council
FROM: City Manager
Prepared by: Chief Human Resources Officer
SUBJECT: APPROVING ORGANIZATIONAL LEADER AND EXECUTIVE LEADER
CLASSIFICATIONS, AND THEIR CORRESPONDING JOB
SPECIFICATIONS
RECOMMENDATIONS:
That the City Council adopt a Resolution establishing the Organizational Leader and Executive Leader classifications and approving the corresponding job specifications.
BACKGROUND:
On May 17, 2022, the City Council approved Resolution No. 2022-45 authorizing personnel changes associated with the budget amendments and operational changes related to the financial report for the third quarter ending March 31, 2022.
On December 7, 2021, the City Council approved Resolution No. 2021-132 authorizing the inaugural broadband Business Program Leader classification to provide greater flexibility in both work assignments and the ability to promote through professional growth and outstanding performance within the City's Alignment Project and competency -based talent acquisition model to attract and retain talent.
DISCUSSION:
Broadbanding is an approach to job classification and compensation that takes into consideration content and scope of a job; employee competencies knowledge, skills, and abilities; the job market; and employee performance. The broadband -method of group like responsibilities and compensation while providing a high degree of flexibility to the organization to meet the needs and demands of the workforce.
The recommended Organizational Leader (Attachment A) and Executive Leader (Attachment B) classifications are based on job intricacy and experience indicators. The following factors are used to distinguish different levels of work within each occupation group:
• Knowledge: measures the technical knowledge required to meet performance competencies at a particular level
• Skill: defines how much preparation and learning through experience and training is necessary to perform at a particular level
• Abilities: defines the capacity to perform an observable behavior
Per Santa Maria Municipal Code Section 2-20.04.1, the attached job classification specifications are set forth. Through the City Council's goals and priorities, these broadband classifications are strategic focuses to develop and retain a high performing and diverse workforce, and to foster a healthy, safe, and productive work environment for employees, departments, and the public maximizing individual and organizational potential and position the City of Santa Maria as an employer of choice.
Fiscal Impact:
The establishment of these classifications has minimal cost impact in Fiscal Year 2021-
22. Alternative:
If the recommended Resolution is not approved, the City will continue to operate utilizing existing classifications and standards.
Impact to the Community:
Overall City services will continue to be provided by City employees with no decrease in the level of service to the public. Instead, it is expected that there will be a positive impact and increase to current service levels to the public achieved by attraction and retention of talent management; increased employee job satisfaction; and increased high performance due to the flexibility and advancement opportunity offered in the new broadbanding classifications.
`Ac LII'D/CATHERINE LE
Ch uman Resources/
Organizational Development
Attachment A - Organizational Leader Job Specification
Attachment B - Executive Leader Job Specification
2 ORGANIZATIONAL/ENTERPRISE LEADER (Non-Safetyl
ORGANIZATIONAL/ENTERPRISE LEADER (Safety)
SUMMARY/IDENTIFYING CHARACTERISTICS:
The Organizational /Enterprise Leader is a broadband single job classification, with differing levels of skills and expertise encompassed within. Incumbents in this classification possess and exhibit Strategic Leader Core competencies. This is an at -will executive leadership classification that could function as an assistant department head or lead major enterprise projects or programs that have citywide impact.
Incumbents could lead other managers and model behaviors that exemplify a global visionary mindset; risk -taking; provide effective and ethical leadership; creative thinking, develop, and implement programs that use human and financial resources to achieve results; are accountable for strategy and goal formation consistent with the City's Mission and key Business Objectives; engage stakeholders; communicate and collaborate effectively at multiple levels; develop employees; analyze issues and data; and efficiently use public resources.
ESSENTIAL DUTIES/RESPONSIBILITIES:
The following duties are a representative example of position assignments, and may vary depending on the business needs of the department and nature of the assignment:
• Plans, organizes, manages, leads, and evaluates the overall operations of the department or major programs or projects. Has authority over department or program staff and/or leads multiple programs and/or divisions within a department or citywide. • Develops, implements, and evaluates departmental standards, policies, goals, and outcomes. • Makes broad policy decisions for a department, work that is performed, and delivery of customer services.
• Prioritizes and allocates resources within the department or citywide; oversees the development of the department or City budget; and balances fiscal priorities among divisions, projects, and programs.
• Establishes department or citywide performance measurements and assumes accountability for achieving department results.
• Leads multi -disciplinary teams with team membership from multiple departments, labor organizations, the community, and/or other governmental agencies. • Coordinates resources and decision making with other departments and/or City Manager's office. • Exercises a high level of independent action and decision making over department or citywide operations
Attachment A
CORE COMPETENCIES:
Strategic Leader
Incumbents should have a solid foundation of Individual Contributor, Front Line Supervisor, and Middle Manager core competencies identified by the organization, as follows:
• Mission Focus - understand and support the organization's mission, believe in it, value it, and display commitment.
• Visioning - imaginative, able to create a vision of the future, communicate it clearly and enthusiastically to others.
• Strategic Thinking - act with the future in mind, understand the factors influencing strategy, and consider future impact when weighing decisions.
• Business Thinking - see the organization as integrated and interlocking; understand the impacts of changes.
• Diplomacy - work within the organization's power network; recognize personal agendas, balance internal politics, and work well with elected officials. • Global Mindset - see their City -role in a larger context within the community, region, and beyond; value diversity and other points of view. identify partnership opportunities, and exhibit coalition - building skills.
• Risk Taking - willingness to take calculated chances to achieve goals; gracefully accept failure, learn, and move forward.
• Leadership Identification - identify with leaders and enjoy positions of responsibility and authority.
• Presentation Skills - comfortable and confident in front of an audience; effectively deliver messages and engage with the public and stakeholders.
QUALIFICATIONS/EXPERIENCE:
1. Experience and/or education directly related to the level of leadership and the scope of organizational authority/responsibility required by the position. This is typically determined at the time of recruitment; and
2. Mastery of the core competencies listed above and the ability to immediately demonstrate these competencies consistent with the position's level in the leadership series and the specific work assignment.
Additional Qualifications:
Some assignments may require incumbents to possess some or all the following:
a. Current technical/professional knowledge of the complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession. b. Possession of license(s) and/or certifications associated with the assignment. c. Possession of a valid California Driver's License, Class C or higher, by the date of appointment.
DEPARTMENT/CORPORATE/EXECUTIVE LEADER — NON -SAFETY
DEPARTMENT/CORPORATE/EXECUTIVE LEADER — SAFETY
SUMMARY/IDENTIFYING CHARACTERISTICS:
The Department/Corporate/Executive Leader is a broad band at -will classification which include senior executive leaders, safety department leaders and Assistant City Manager who report directly to the City Manager or the City Council.
Incumbents in this classification possess and exhibit Strategic Leader Core competencies and other senior managers and models behaviors that exemplify a global visionary mindset; risk -taking; provide effective and ethical leadership; creative thinking, develop, and implement programs that use human and financial resources to achieve results; are accountable for strategy and goal formation consistent with the city's mission and key business objectives; engage stakeholders; communicate and collaborate effectively at multiple levels; develop employees; analyze issues and data; and efficiently use public resources.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and nature of the assignment and the following are examples of duties:
• Has full responsibility for a department or city operations, including customer service delivery, community impacts, regulatory compliance, fiscal accountability, and performance outcomes and measurements.
• Under direction of the City Manager, has authority for decision making in a department, on a program or city staff and lead multiple programs/divisions/departments city-wide. • Operates in an environment that includes elected officials, non -elected officials, governmental agencies, community interest groups, and the public.
• Sets the vision, mission, priorities, goals, business objectives, and values for a department consistent with and stemming from those set by the City Manager and City Council for the entire city.
• Ensures alignment of department, division, program, project, and individual goals and efforts with city business objectives.
• Ensures coordination of department efforts with affected internal and external stakeholders. • Maintains a citywide perspective and responsibility for decision making and policy setting at a department or city level.
• Resolves citywide issues and leads initiatives that have citywide impacts. • Works with the City Manager to set the city vision, mission, priorities, goals, business objectives, and values.
• Ensures departments and citywide projects and initiatives are aligned with city business objectives coordinates and implements City Council initiatives.
Attachment B
CORE COMPETENCIES:
Strategic Leader
Incumbents should have a solid foundation of individual Contributor, Front Line Supervisor and Middle Manager core competencies identified by the organization, • Mission Focus - understand and support the organization's mission, believe in it, value it, and display commitment.
• Visioning - imaginative, able to create a vision of the future, communicate it clearly and enthusiastically to others.
• Strategic Thinking - act with the future in mind, understand the factors influencing strategy, and consider future impact when weighing decisions.
• Business Thinking - see the organization as integrated and interlocking; understand the impacts of changes.
• Diplomacy - work within the organization's power network; recognize personal agendas, balance internal politics, and work well with elected officials. • Global Mindset - see their city role in a larger context within the community, region, and beyond; value diversity and other points of view, identify partnership opportunities, and exhibit coalition - building skills.
• Risk Taking - willingness to take calculated chances to achieve goals; gracefully accept failure, learn, & move forward.
• Leadership Identification - identify with leaders and enjoy positions of responsibility and authority.
• Presentation Skills - comfortable and confident in front of an audience; effectively deliver messages and engage with the public and stakeholders.
QUALIFICATIONS/EXPERIENCE:
1. Experience and/or education directly related to the level of leadership and the scope of organizational authority/responsibility required by the position. (This is typically determined at the time of recruitment.); and,
2. Mastery of the core competencies listed above and the ability to immediately demonstrate these competencies consistent with the position's level in the leadership series and the specific work assignment.
Additional Qualifications:
Some assignments may require incumbents to possess some or all the following:
a. Current technical/professional knowledge of the complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession. b. Possession of license(s) and/or certifications associated with the assignment. c. Possession of a valid California Driver's License, Class C or higher, by the date of appointment.
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA, ESTABLISHING THE
ORGANIZATIONAL LEADER AND
EXECUTIVE LEADER CLASSIFICATIONS AND
APPROVING THE CORRESPONDING JOB SPECIFICATIONS
WHEREAS, broadbanding is an approach to job classification and compensation taking into account the content and scope of a job; employee knowledge, skills, and abilities; and employee performance; and
WHEREAS, a broader classification of Organizational Leader and Executive Leader classifications are based on job intricacy and experience indicators; and WHEREAS, Municipal Code Section 2-20.04.1(a), Job Description (Specifications), states in part "The specifications, when approved by the City Council, shall constitute the official class specifications for the City service"; and WHEREAS, Municipal Code Section 2-20.04.1(b), Job Description (Specifications), states in part, "Each specification shall include, but not be limited to, the class title, a brief description of the scope, nature, and responsibility of the class; a description of the tasks or essential duties ordinarily performed in the positions allocated to the class; a statement of the minimum qualifications considered necessary for proficient performance of the work, including education, experience, training, knowledge and abilities, skills, physical characteristics, and any additional factors considered pertinent." NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:
1. The above recitals are true and correct and incorporated herein.
2. The Organizational Leader and Executive Leader classifications and their corresponding job specifications are hereby established.
3. The Chief Deputy City Clerk is hereby authorized to make minor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.
/1/
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 21st day of June 2022.
Mayor
ATTEST:
Chief Deputy City Clerk
APPROVED AS TO FORM:
City Attorney
APPROVED AS TO CONTENT:
Department Director
City Manager