FOR THE COUNCIL MEETING OF AUGUST 2, 2022
COUNCIL AGENDA REPORT
TO: City Council
FROM: City Manager
Prepared by: Chief Human Resources Officer
SUBJECT: RESOLUTION APPROVING EIGHT NEW CLASSIFICATIONS AND
CORRESPONDING JOB SPECIFICATIONS RESULTING FROM THE
ADOPTION OF THE FISCAL YEARS 2022-23 AND 2023-24 CITY
BUDGET, AND COMPREHENSIVE SCHEMATIC PAY SCHEDULE
RECOMMENDATIONS:
That the City Council adopt a Resolution establishing eight new classifications and corresponding job specifications resulting from the budget adoption for Fiscal Years 2022- 23 and 2023-24; and adopting a comprehensive Salary Schematic Schedule for all full- time and part-time employees in accordance with CaIPERS guidelines.
BACKGROUND:
On June 21, 2022, the City Council approved Resolution No. 2022-71 adopting the budget for Fiscal Years 2022-23 and 2023-24. As part of the adoption of the Fiscal Years 2022- 23 and 2023-24 City Budget, a total of 11 new proposed classification allocations were approved by the City Council.
Position allocation is the process used to allocate a position's defined duties and responsibilities to a job standard. These new classifications are critical for the departments to ensure efficiency in the way work is performed and to meet the business operations. To this end, Human Resources has been engaged and successfully satisfied the meet -and -confer in compliance with the Meyers-Milias-Brown Act (MMBA) with respect to 7 of the 11 new classifications.
The Police Cadet classification is a limited -service classification. Per Santa Maria Municipal Code Section 2-20.16, limited -service classification does not need to be included in the City's established classification plan.
Pursuant to the Santa Maria Municipal Code Section 2-20.04.1 the attached eight job classification specifications are set forth. Through the City Council's goals and priorities, these classifications are strategically focused to develop and retain a high -performing and a diverse workforce, as well as to foster a healthy, safe, and productive work environment for employees, departments, and the public maximizing individual and organizational potential for the City of Santa Maria as an employer of choice.
The Human Resources Division plans to return at a later date for the remaining three new classifications upon completion of the meet -and -confer process. Furthermore, the City's Conflict of Interest Code will be updated at that time.
DISCUSSION:
Public Utilities
Create the full-time classification of Customer Service Technician ($2,038 - $2,477.21/bi- weekly), Attachment A.
Public Works
Create the full-time classification of Transit Planner ($2,810.66 - $3,416.37/bi-weekly), Attachment B; create the full-time classification of Automotive Service Writer ($2,353.85 - $2,861.12/bi-weekly), Attachment C; and create the full-time classification of Heavy Equipment Mechanic ($2,501.79 - $3,040.94/bi-weekly), Attachment D.
Leisure, Cultural & Social Services
In the Recreation and Parks Department, create the part-time classification of Recreation Activity Specialist ($17.00/h - $20.66/h), Attachment E.
In the Community Development Department, create the full-time classification of Housing and Community Services Technician ($2,217.56 - $2,695.46/bi-weekly), Attachment F.
General Government
In the Information Technology Division, create the full-time classification of Share Point Developer ($3,420.17 - $4,157.24/bi-weekly), Attachment G.
Public Safety
In the Police Department, create the Limited -services classification of Police Cadet ($16.75/h - $18.47/h), Attachment H.
Salary Schematic Schedule
A Comprehensive Salary Schematic ("Schedule") for the City of Santa Maria is created and presented in accordance with CaIPERS regulations which is intended to ensure consistency when reporting compensation for City employees. The Public Employees' Retirement Law (PERL) Government Code Section 20636(b)(1) requires pay amounts to be paid pursuant to publicly available pay schedules. The Schedule includes pay rate information for all full-time and part-time employees. The Schedule enhances the disclosure and transparency of public employee compensation by requiring that the pay rates be listed on a single -pay schedule as per CaIPERS' requirements.
CalPERS requires whenever there are changes to one or more pay rates, whether through the Meet and Confer process, employment contracts, new classifications, reclassifications, etc., the City is required to update the Schedule and present it to the City Council for review and approval. Any updates will include an effective date and date of any revisions and are to be retained by the City and available for public inspection for not less than five years. The Schedule (Attachment I) incorporates these changes. Upon adoption of the Resolution by the City Council, the Schedule will be posted on the City of Santa Maria's website.
2 Fiscal Impact:
The establishment of these classifications has minimal cost impact in Fiscal Year 2022- 23 as these position allocations were included in the budget adoption. The recommendation to approve the newly established classifications is in conformance with Santa Maria Municipal Code Section 2-20.02.
Alternative:
If the recommended Resolution is not approved, the City will continue to operate with the existing classification plan.
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; increased employee job satisfaction; and increased performance to serve the community.
--adiautt(
LINDA CATHERINE LE
Chief Human Resources/
Organizational Development
Attachment A — Customer Service Technician
Attachment B — Transit Planner
Attachment C — Automotive Service Writer
Attachment D — Heavy Equipment Mechanic
Attachment E — Recreation Activity Specialist
Attachment F — Housing & Community Services Technician
Attachment G — Share Point Developer
Attachment H — Police Cadet
Attachment I — Schematic Schedule of Salary Ranges
3 CITY OF SANTA MARIA, CALIFORNIA
CUSTOMER SERVICE TECHNICIAN
JOB TITLE: Customer Service Technician
DEPARTMENT: Utilities
CLASSIFICATION: Non -Exempt
UNIT: G
GRADE: 389
ESTABLISHED: JULY 2022
LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general direction of assigned supervisor, provides technical and administrative support functions in the field and in the office related to customer service and billing of water service. Incumbents are expected to perform clerical, semi -technical, and technical duties of average difficulty.
The Customer Service Technician position is an Individual Contributor role that understands and participates in utilities metering and meter reading practices, utility routes, and billing procedures. Their role requires effective collaboration and coordination between the Utilities Department's water operations and the Finance Department's utility billing office.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
• Acts as the liaison between water operations and utility billing regarding water accounts. • Responds to service orders initiated by utility billing and work orders initiated by water operations, and follow-ups with internal and external customers. • Provides customer service in person, by phone, and via email and receives customer complaints and takes or recommends appropriate action.
• Reviews, interprets, and communicates customer account information via multiple databases, including billing and analytical interfaces.
• Connects, disconnects, and locks water services based on account status, and provides notification tags on properties depending upon situation. • Investigates unauthorized water use and water waste throughout the City and conducts leak checks as designated by customer complaint or supervisor. • Investigates various meter problems as assigned by lead or supervisor; evaluates meters to determine if they are functioning correctly, including troubleshooting; corrects minor problems and reports field conditions to supervisor and/or customer; initiates work orders for meter replacements and repairs.
• Prepares written correspondence as required, including letters, memos, summary of findings, reports, and emails.
• Upholds the values of the organization and has strong customer service orientation. • Performs other related projects and duties as assigned. • Demonstrates regular, reliable, and punctual attendance.
Attachment A
CITY OF SANTA MARIA, CALIFORNIA
CUSTOMER SERVICE TECHNICIAN
[EORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
• Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
• Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
• Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. • Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. • Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
• Learning Agility- Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
• Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
QUALIFICATIONS/EXPERIENCE:
• Graduation from high school, and/or equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above; and • Ideally, one or more years' responsible office or clerical experience involving customer service. • Current technical/professional knowledge of complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, such as:
o Applicable Federal, State, and local laws, ordinances, regulations, and guidelines related to assigned duties.
o Basic mathematics with a focus on water flow, metering, and reading meters. o Principles and practices of filing and recordkeeping systems. o Concepts and techniques of customer service.
o Use of technology and software for tracking and maintaining data and records. o Safe work practices for working in the field.
o Effective verbal and interpersonal communication skills.
CITY OF SANTA MARIA, CALIFORNIA
CUSTOMER SERVICE TECHNICIAN
o Microsoft Office Suite (or equivalent).
o Effective use of computer and other office equipment. • Required licenses and/or certifications associated with the assignment:
o Valid Class "C" Driver's License.
CONDITIONS OF EMPLOYMENT:
• Possession of a valid and appropriate Driver License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. • The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed.
SUPPLEMENTAL INFORMATION:
• Requires completion of a background investigation to the satisfaction of the City. • May require completion of a pre -employment physical to the satisfaction of the City. • Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis.
CITY OF SANTA MARIA, CALIFORNIA
TRANSIT PLANNER
JOB TITLE: Transit Planner
DEPARTMENT: Public Works
CLASSIFICATION: Non -Exempt
UNIT: G
GRADE: 185
ESTABLISHED: August 2022
LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general direction of the Transit Manager, helps to develop and coordinate short-range and long- range transportation plans; plans and organizes the operations of the City's demand response and fixed bus route transit system; coordinates assigned activities with other City departments, Federal Transit Administration, other outside agencies, and the public; and performs related work as required.
The Transit Planner is expected to perform the full range of professional transportation planning work involving the application of professional knowledge to various municipal and regional transit and transportation planning problems.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
• Coordinates with the City's transportation planning efforts, including transportation components of the City's Active Transportation Plan and General Plan. • Assist in planning the location and installation/removal of temporary and permanent bus stops to accommodate construction, road emergencies, and transit service needs. • Support the service planning effort by analyzing operational data (i.e., route mileage, vehicle running time, hours of operation, bus stop inventory, etc.) and preparing materials for presentations.
• Reviews, comments upon and coordinates the work of outside Transit/Planning consultants on City and multi -agency projects.
• Review plans, reports, and studies related to ongoing long and short-term planning projects; provide feedback and recommend changes as appropriate
• Coordinates and performs research and analysis leading to the development of new and improved transit systems, to include routing patterns, rate structures, travel patterns, cost analysis, financial needs, funding sources, and related issues.
• Coordinates with cities, transit operators, county departments, and other public and private agencies regarding the most effective current and future transit systems. • Develops and administers policies and procedures concerning transit operations. • Helps prepare, monitor and administer transit budget and other grant applications. • Helps prepare transit and other grant applications and ensures compliance with grant funding requirements.
• Participate in the regular public outreach activities of the division, including rider surveys, public meetings, and workshops; monitor and respond to agency and public comments and policies regarding City Transit operations. Conduct Transit -related studies and analyses, perform a Attachment B
CITY OF SANTA MARIA, CALIFORNIA
TRANSIT PLANNER
variety of planning duties in support of division planning efforts and ridership projections, modify transit routes and schedules, and assist in the preparation of materials for the operator bid process.
• Analyzes problems, issues, and costs relating to private and public costs and benefits, and anticipated impacts an current transportation operations. • Performs related duties as required.
CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
• Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
• Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
• Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. • Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. • Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
• Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
• Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
QUALIFICATIONS/EXPERIENCE:
• Possession of a bachelor's degree with major coursework in public or business administration, transportation and planning, or a related field, and/or • equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above; and • Two years of responsible experience in transit or transportation planning, transportation engineering, public transit operations, or a closely related field; and/or • Current technical/professional knowledge of complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, such as:
CITY OF SANTA MARIA, CALIFORNIA
TRANSIT PLANNER
o Federal, State, and local laws and regulations governing public transit system operations and transportation grant funding.
o Modern transit system operating principles and practices. o Principles and practices of supervision.
o Basic mathematics, account record keeping and budgeting. • Possession of a valid and appropriate Driver License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. • Requires completion of a background investigation to the satisfaction of the City. • The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed. • May require completion of a pre -employment physical to the satisfaction of the City. • Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis.
CITY OF SANTA MARIA, CALIFORNIA
AUTOMOTIVE SERVICE WRITER
JOB TITLE: Automotive Service Writer
DEPARTMENT: Public Works
CLASSIFICATION: Non -Exempt
UNIT: G
GRADE: 388
ESTABLISHED: August 2022
LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general direction of the Fleet Services Supervisor, coordinate automotive and equipment repairs with other City departments and divisions; performs fleet services administrative tasks in support of the scheduling, coordination, and expediting of the repair and preventive maintenance of fleet vehicles prioritizes and assigns work to the technical staff and provides technical assistance related to the ordering of parts, equipment, and vehicles. Perform system administrator duties necessary to maintain the computerized fleet management database.
Automotive Service Writer class is distinguished from the Equipment Mechanic class in that the latter performs the full range of automotive repair work while the former documents, schedules and coordinates the preventive maintenance and repair of fleet vehicles.
To provide the highest quality service in the most efficient, cost-effective, and courteous manner possible.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
• Maintain accurate vehicle status in the fleet management system • Assist in coordinating the administration, repair, and maintenance of the City's vehicles and equipment with various City departments. Effectively communicate with the customer to keep them apprised of the repair status. Notify them promptly upon completion of their vehicles • Compiles data and prepares a variety of reports, including department work order reports, fuel usage reports, shop production reports, service repair summaries, and year-end and month -end reports.
• May provide training to auto shop personnel in the use of the computerized fleet maintenance system
• Inspects and test drives vehicles to verify complaints and determines what repairs are needed and performs preliminary diagnosis
• Monitors records and schedules preventive maintenance, repair and warranty work for automotive equipment based on established preventive maintenance schedules, requests for repairs, personnel availability, or relief vehicles; schedules required California State emission testing, prepares, maintains, and submits annual reports • Correspond with vendors concerning needed parts or services; research and prepare vehicle specifications; provide information and documentation on vehicle replacement needs and costs • May be expected to lead employees within the Fleet Services Division in the absence of the Fleet Services Supervisor as well as provide training, assist with assigning, scheduling, and reviewing work of subordinate certain staff.
Attachment C
CITY OF SANTA MARIA, CALIFORNIA
AUTOMOTIVE SERVICE WRITER
• Perform other related duties and responsibilities as required CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition • Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
• Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
• Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. • Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. • Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
• Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
• Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
QUALIFICATIONS/EXPERIENCE:
• Graduation from high school, and/or equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above; and • Three years of increasingly responsible fleet services experience including use of a computerized fleet management system; and/or
• Current technical/professional knowledge of complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, such as:
o Training in fleet maintenance writing or a related field. o Basic operations, services, and activities of vehicle and equipment service program. o Principles and practices of vehicle and equipment service program development and implementation.
o Effective verbal and interpersonal communication skills. o Microsoft Office Suite (or equivalent).
o Use computer and other office equipment effectively.
• Desired licenses and/or certifications associated with the assignment, such as:
CITY OF SANTA MARIA, CALIFORNIA
AUTOMOTIVE SERVICE WRITER
o Certificate of Completion in Automotive Mechanics, or related subject, from an accredited vocational program
• Possession of a valid and appropriate Driver's License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. • Requires completion of a background investigation to the satisfaction of the city. • The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing, and dexterity levels appropriate to the duties to be performed. • May require completion of a pre -employment physical to the satisfaction of the city. • Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis.
CITY OF SANTA MARIA, CALIFORNIA
HEAVY EQUIPMENT MECHANIC
JOB TITLE: Heavy Equipment Mechanic
DEPARTMENT: Public Works
CLASSIFICATION: Non -Exempt
UNIT: G
GRADE: 400
ESTABLISHED: JULY 2022
LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general direction of the Fleet Services Supervisor performs preventative maintenance, diagnosis, and skilled repair work to a variety of heavy equipment such as the City's automotive fleet, heavy construction equipment, power -driven equipment and specialized fire apparatus vehicles and related equipment. This is a journey -level classification in which incumbents perform a wide range of heavy equipment repairs.
The Heavy Equipment Mechanic class is distinguished from the Equipment Mechanic class in that the latter perform the full range of automotive repair work on light and medium -size vehicles whereas the Heavy Equipment Mechanic works primarily on heavy equipment such as construction equipment, refuse trucks, tractors, specialty fire equipment and apparatus, and other vehicles and equipment.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
• Performs maintenance needs and necessary repairs for all general fleet, heavy equipment, fire vehicles and apparatus, and related equipment.
• Performs heavy equipment and vehicle systems component failure analyses through use of scanner diagnostic software, tools and various power equipment to construct, repair, and modify parts and equipment.
• Completes and maintains vehicle and equipment service records, including time spent, materials used, and schedule of future work using a computerized system. • Inspects, locates mechanical defects and performs general maintenance to all City fleet including fire apparatus vehicles, trucks, tractors, mowers, aerial equipment, loaders, rollers, and other types of heavy mechanical equipment.
• Performs specialized mechanical repair work on vacuum trucks, fuel island equipment, aerial equipment, and other equipment as assigned.
• Performs safety inspections on City vehicles, heavy trucks, cranes, aerial equipment, electrical equipment, fire apparatus and related equipment.
• Performs inspection and conformity to required Department of Transportation standards for commercial vehicles. Fabricates, modifies and installs special equipment and replacement parts using mills, lathes, welders, torch set, plasma cutter and metal cutting saws • Scope of assigned area will depend on departmental structure and is at the discretion of the department director
• Perform other related duties and responsibilities as required.
Attachment D
CITY OF SANTA MARIA, CALIFORNIA
HEAVY EQUIPMENT MECHANIC
CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
• Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
• Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
• Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. • Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. • Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
• Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
• Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
QUALIFICATIONS/EXPERIENCE:
• Graduation from high school, and/or equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above; and • Three years of journey -level working experience in heavy equipment repair work; or completion of two-year apprenticeship program in accredited trade school program plus two years' heavy equipment experience.; and/or
• Current technical/professional knowledge of complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, such as:
o Tools, equipment and procedures used in the overhaul, repair and adjustment of heavy motor equipment.
o Fuel (i.e., gasoline, propane, compressed natural gas, and diesel), ignition, electrical, cooling systems, brake (air and hydraulic systems) and their repair and adjustment. o Operation and care of internal combustion engines, chassis and parts and replacement. o Hydraulic systems in heavy equipment
• Desired certificates associated with the assignment, such as:
CITY OF SANTA MARIA, CALIFORNIA
HEAVY EQUIPMENT MECHANIC
• Master Certificate in Automobile & Light Truck Certification • Master Certificate in Medium -Heavy Truck Certification • Emergency Vehicle Technician Certification
• All required ASE Certifications/Recertification's be maintained in the Medium and Heavy Truck (T) series.
• Possession of a valid and appropriate Driver's License. A California Class "B" Driver's License must be obtained within 12 months of hire. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. • Requires completion of a background investigation to the satisfaction of the City. • The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing, and dexterity levels appropriate to the duties to be performed. • May require completion of a pre -employment physical to the satisfaction of the City. • Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis.
CITY OF SANTA MARIA, CALIFORNIA
RECREATION ACTIVITY SPECIALIST — Part-time
JOB TITLE: Recreation Activity Specialist — Part DEPARTMENT: Recreation & Parks Time
CLASSIFICATION: Non -Exempt
UNIT: G -PT
GRADE: ra
ESTABLISHED: August 2022
LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general direction, coordinates or organizes recreation and program activities at parks and facilities. This position is an individual contributor role that enables Santa Maria residents to enjoy safe, beautiful and well- maintained parks and facilities.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
• Coordinates or organizes the presentation of programs such as arts and crafts, dance, music, and theater arts; assists in the development and presentation of special recreation programs for senior citizens, youths, and people with disabilities.
• Coordinates Recreation activities and assists in the development of recreation family programs. • May coordinate playground, and community center athletic activities including tournaments, leagues, and contests.
• Monitors the use and care of equipment and facilities at one or more parks. Inspects playground equipment and facilities for safety and proper operation. • Maintains or assists in maintaining safety, cleanliness, and order at park facilities; monitors activities and ensures safety rules are observed.
• Performing general cleaning and light custodial functions in the upkeep of assigned areas in City facilities.
• Locking and unlocking doors to ensure security of buildings and related areas, activating/deactivating
• Transporting participants in City vehicles when applicable. • Administering basic first aid when necessary
• Assists in the handling of public complaints.
• Provides direction to temporary or seasonal staff.
CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
Attachment E
CITY OF SANTA MARIA, CALIFORNIA
RECREATION ACTIVITY SPECIALIST — Part-time
• Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
• Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
• Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. • Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. • Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
• Learning Agility- Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
• Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
QUALIFICATIONS/EXPERIENCE:
• Graduation from high school or equivalent; and
• Current knowledge of Recreation activity principles, methods, standards, and techniques associated with the scope of work, such as:
o Writing reports, news releases, letters, -
o Effective verbal and interpersonal communication skills. o Microsoft Office Suite (or equivalent).
o Use computer and other office equipment effectively.
• Possession of a valid and appropriate Driver License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. • Requires completion of a background investigation to the satisfaction of the city. • The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing, and dexterity levels appropriate to the duties to be performed. • Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis.
CITY OF SANTA MARIA, CALIFORNIA
HOUSING & COMMUNITY SERVICES TECHNICIAN
JOB TITLE: Housing & Community Services DEPARTMENT: Community Development Technician
CLASSIFICATION: Non -Exempt
UNIT: G
GRADE: 401
ESTABLISHED: August 2022
LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general supervision, performs clerical, administrative, and technical support to Community Services programs and projects; performs related duties as required ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
• Responds to inquiries from City staff and the public regarding Community Services programs, procedures, activities, and other matters, which require an in-depth knowledge of the internal operation.
• Establishes and/or maintains inventory records for program activities; oversees automated registration system for programs and classes; coordinates all information regarding classes and programs; administers contract employee processing and record keeping. • Performs administrative tasks associated with departmental programs; establishes and carries out record keeping procedures; interfaces with other City staff and outside agencies in obtaining information, scheduling, and coordinating activities.
• Performs graphic layout and design assignments for various program publications, promotional and handout material, including use of desktop publishing software. • Performs a variety of clerical tasks including typing, proofreading, filing, editing, office machine operation, including word processing or operation of other automated systems; sorts, files, prepares, and/or processes a variety of documents and records, including personnel and purchasing forms, and claim vouchers according to established procedures. • Maintains expense journals/spreadsheets, posting expenditures and receipts; assists in monitoring expenses and/or revenues relative to budget; approves and records invoices for payment; handles petty cash.
• Assists Community Services personnel with a variety of administrative tasks using discretion and independent judgment in accordance with general direction; conducts research and provides status information regarding project activity.
• May direct other staff in the course of performing assigned tasks; coordinates work assignments; may supervise and train office clerical staff.
CORE COMPETENCIES:
Individual Contributor:
Attachment F
CITY OF SANTA MARIA, CALIFORNIA
HOUSING & COMMUNITY SERVICES TECHNICIAN
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
• Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
• Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
• Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. • Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. • Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
• Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
• Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
LQUALI FI CATI ONS/EXPERIENCE:
• Graduation from high school or equivalent; and
• Three years of fiscal record keeping experience or any combination of training and experience that provides the desired knowledge and abilities.; and • Current technical/professional knowledge of complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, such as:
o Typing, writing, local and state community and city ordinances, office operations, customer service orientation, efficiency, accuracy, etc. o Effective verbal and interpersonal communication skills. o Microsoft Office Suite (or equivalent).
o Use computer and other office equipment effectively.
• Possession of a valid and appropriate Driver License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. • Requires completion of a background investigation to the satisfaction of the City. • The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed. • May require completion of a pre -employment physical to the satisfaction of the City.
CITY OF SANTA MARIA, CALIFORNIA
HOUSING & COMMUNITY SERVICES TECHNICIAN
• Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis.
CITY OF SANTA MARIA, CALIFORNIA
SharePoint DEVELOPER
JOB TITLE: SharePoint Developer
DEPARTMENT: City Manager - IT
CLASSIFICATION: Non -Exempt
UNIT: G
GRADE: 184
ESTABLISHED: August 2022
LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general direction of the Chief Information Officer designs, develops and coordinates the implementation and support of the City's SharePoint environments, including performing testing and quality assurance of SharePoint applications, workflows, and integration services related to the City's implementation of Microsoft SharePoint and related technologies.
This position requires the ability to assess and understand a diverse set of business process and convert those needs into technical solutions in SharePoint through the development and maintenance of Sites, Subsites, document libraries, lists, workflows, and PowerApps. In addition to creating and maintaining SharePoint assets, the position is also responsible for assisting business users in the use of SharePoint to the benefit of their respective job duties.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
• Designs, implements, and administers the City's implementation of SharePoint, including sites, databases, workflows, and content management services.
• Develops standards and citywide best practices for developing SharePoint and Office 365 applications.
• Designs enterprise business solutions utilizing SharePoint technologies to meet customer needs. • Develops, documents, and implements standards, policies, and guidelines for the use of SharePoint and incorporates relevant elements of such policies into system design. • Designs and develops sites, pages, lists, views, and functions for the City's Intranet and other SharePoint sites.
• Leads end -users, division representatives and management in understanding and documenting functional business requirements and workflows. Recommends improvements leveraging SharePoint technologies to solve day-to-day challenges. • Develops plans to migrate existing electronic data and business practices to SharePoint. • Assists in creating new applications and dashboard solutions for the Intranet and other SharePoint sites to improve enterprise communications and collaboration. • Works collaboratively with vendors and technical staff including: Systems Administrators, Network Engineers, Security Officer, Systems Analysts and Web Developers to build and maintain a robust SharePoint environment.
• Evaluates and recommends products and services to meet business needs. Attachment G
CITY OF SANTA MARIA, CALIFORNIA
SharePoint DEVELOPER
• Researches and applies emerging information technology trends, products and services in support of SharePoint solutions.
• Manages projects budgets, vendors and consultants, project deliverables and approves vendor invoices.
• Coordinates the procurement of SharePoint related products following City guidelines, including preparing requests for proposals (RFPs) and negotiating contracts. • Performs capacity planning to ensure adequate system availability and performance. • Prepares system documentation, computer training materials and user manuals. • Trains end -users on SharePoint.
• Performs other related duties, as assigned.
CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
• Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
• Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
• Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. • Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. • Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
• Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
• Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
QUALIFICATIONS/EXPERIENCE:
• Graduation from an accredited college or university with a bachelor's degree in Computer Science, Management Information Systems, or a closely related field.
CITY OF SANTA MARIA, CALIFORNIA
SharePoint DEVELOPER
• Three years of recent, paid work experience in business systems analysis, implementation, and management with at least one year of the recent, paid work experience must have included implementing and supporting SharePoint and SharePoint related services. • Current technical/professional knowledge of complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, such as:
o SharePoint Server.
o SharePoint Designer.
o MS Office
o Teams, Forms, PowerApps, Power Automate, Stream, Lists and other Office 365 tools. o MS Active Directory.
o Enterprise workflow.
o SharePoint Deployment and Migration.
o System design, development, and documentation techniques. o Project and program management methodologies.
o Database concepts.
• Preferred Certifications could include the following:
o SharePoint, SharePoint Online, and Power Platform
o Exam MS -900 - Microsoft 365 Fundamentals,
o MS -300 - Deploying Microsoft 365 Teamwork,
o MS -301 - Deploying SharePoint Server Hybrid,
o MS- 100 - Microsoft 365 Identity and Services,
o MS -101 - Microsoft 365 Mobility and Security,
o PL- 900 - Power Platform Fundamentals,
o PL -400 - Power Platform Developer Associate, other similar. • Possession ofa valid and appropriate Driver License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. • Requires completion of a background investigation to the satisfaction of the city. • The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed. • May require completion of a pre -employment physical to the satisfaction of the City. • Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis.
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CITY OF SANTA MARIA, CALIFORNIA
POLICE CADET
DEPARTMENT: Police
CLASSIFICATION: Non -Exempt
UNIT: LS
GRADE: pc
ESTABLISHED: JULY 2022
LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general supervision, performs a variety of non -sworn law enforcement -related work in an apprenticeship capacity; and performs related duties as assigned.
A Police Cadet performs a variety of routine and technical tasks in support of sworn police functions. The work is intended to provide college students an introduction to and preparatory training for a career in law enforcement
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
• Performs a variety of administrative and records management and maintenance duties; assists the public at the front counter; controls access to the Police building or section; answers phones and radio calls; operates office machines; compiles data and prepares reports; furnishes a variety of information relating to departmental activities to the public; assigns case numbers, maintains, updates and modifies files, lists and other material; receives, opens, processes and distributes mail.
• Assists sworn officers in the field with traffic control; performs ride -along and may assist in collecting information; assists at DUI checkpoint, fieldwork, traffic control, and crossing guard duties etc.
• Prepares and submits completed reports on all cases assigned, conforming to department standards.
• Assists with storage inventory and control of departmental supplies. • Assists officers and department personnel in fingerprinting, booking, and radio communications. • Participates in formalized training courses and programs as assigned. • Performs related duties as required
CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
• Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
Attachment H
CITY OF SANTA MARIA, CALIFORNIA
POLICE CADET
• Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
• Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. • Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. • Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. • Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
• Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
• Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
QUALIFICATIONS/EXPERIENCE:
• Must be between the ages of 18 through 21 at time of appointment. • Graduation from high school or equivalent; and
• Must be currently enrolled in at least six semester units of study at an accredited college or university and maintain a minimum of six units per semester in an accredited college or university.
All college/university course must have been, and continue to be, accomplished with an overall grade point average of 2.0 or better.
• Current technical/professional knowledge of complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, such as:
o Basic law enforcement functions.
o Organizational structure of the Police Department.
o Effective verbal and interpersonal communication skills. o Microsoft Office Suite (or equivalent).
o Use computer and other office equipment effectively.
• Possession of a valid and appropriate Driver License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. • Requires completion of a background investigation to the satisfaction of the City. • The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed. • May require completion of a pre -employment physical to the satisfaction of the City. • Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis.
City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 08/02/2022
Bi-Weekly Rates
Grade Description Assoc. Step A Step B Step C Step D Step E 322 ACCOUNT CLERK - SCALE HOUSE g 1,665.82 1,749.11 1,836.57 1,928.40 2,024.82 324 ACCOUNT CLERK I g 1,625.15 1,706.41 1,791.73 1,881.32 1,975.39 323 ACCOUNT CLERK II g 1,797.32 1,887.19 1,981.55 2,080.63 2,184.66 136 ACCOUNTING MANAGER m 4,145.18 4,352.44 4,570.06 4,798.56 5,038.49 370 ACCOUNTING TECHNICIAN I g 1,973.67 2,072.35 2,175.97 2,284.77 2,399.01 371 ACCOUNTING TECHNICIAN II g 2,176.45 2,285.27 2,399.53 2,519.51 2,645.49 374 ACCOUNTING TECHNICIAN III g 2,285.26 2,399.52 2,519.50 2,645.48 2,777.75 367 ADMINISTRATIVE ASSISTANT g 2,166.34 2,274.66 2,388.39 2,507.81 2,633.20 447 ARFF SPECIALIST I f 2,583.10 2,712.26 2,847.87 2,990.26 3,139.77 448 ARFF SPECIALIST II f 2,841.36 2,983.43 3,132.60 3,289.23 3,453.69 126 ASSISTANT CITY ATTORNEY m 5,274.31 5,538.03 5,814.93 6,105.68 6,410.96 110 ASSISTANT CITY MANAGER m 6,777.29 7,116.15 7,471.96 7,845.56 8,237.84 203 ASSISTANT PLANNER g 2,217.32 2,328.19 2,444.60 2,566.83 2,695.17 008 ASSISTANT TO THE CITY MANAGER m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15 204 ASSOCIATE PLANNER g 2,797.57 2,937.45 3,084.32 3,238.54 3,400.47 132 ASST DIR OF RECREATION & PARKS m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 388 AUTOMOTIVE SERVICE WRITER g 2,353.85 2,471.54 2,595.12 2,724.88 2,861.12 140 BUILDING DIVISION MANAGER m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 217 BUILDING INSPECTOR I g 2,338.91 2,455.86 2,578.65 2,707.58 2,842.96 220 BUILDING INSPECTOR II g 2,579.25 2,708.21 2,843.62 2,985.80 3,135.09 347 BUILDING PERMIT TECHNICIAN I g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 348 BUILDING PERMIT TECHNICIAN II g 2,217.56 2,328.44 2,444.86 2,567.10 2,695.46 173/174/1 BUSINESS PROGRAM LEADER m 3,213.60 5,849.25
75 (Broadband Range)
164 BUSINESS SYSTEMS ANALYST m 3,570.81 3,749.35 3,936.82 4,133.66 4,340.34 230 CAD TECHNICIAN g 2,456.23 2,579.04 2,707.99 2,843.39 2,985.56 264 CHIEF BUILDING INSPECTOR g 2,842.70 2,984.84 3,134.08 3,290.78 3,455.32 130 CHIEF DEPUTY CITY CLERK m 4,023.32 4,224.49 4,435.71 4,657.50 4,890.38 159 OFFICER m 6,110.94 6,416.49 6,737.31 7,074.18 7,427.89 160 CHIEF INFORMATION OFFICER m 5,395.94 5,665.74 5,949.03 6,246.48 6,558.80 115 CHIEF OF POLICE psmp 7,856.60 8,249.43 8,661.90 9,095.00 9,549.75 226 CHIEF PUBLIC WORKS INSPECTOR g 2,490.19 2,614.70 2,745.44 2,882.71 3,026.85 111 CITY ATTORNEY m 7,548.33 7,925.75 8,322.04 8,738.14 9,175.05 005 CITY MANAGER m 8,643.02 9,075.17 9,528.93 10,005.38 10,505.65 166 CODE ENFORCEMENT OFFICER I g 2,162.82 2,270.96 2,384.51 2,503.74 2,628.93 167 CODE ENFORCEMENT OFFICER II g 2,361.83 2,479.92 2,603.92 2,734.12 2,870.83 165 CODE ENFORCEMENT SUPERVISOR g 2,842.83 2,984.97 3,134.22 3,290.93 3,455.48 168 CODE ENFORCEMENT TECHNICIAN g 1,739.38 1,826.35 1,917.67 2,013.55 2,114.23 211 COMMUNITY PROGRAMS MANAGER m 3,883.67 4,077.85 4,281.74 4,495.83 4,720.62 340 CONFIDENTIAL OFFICE CLERK I m 1,462.30 1,535.42 1,612.19 1,692.80 1,777.44 341 CONFIDENTIAL OFFICE CLERK II m 1,615.68 1,696.46 1,781.28 1,870.34 1,963.86 311 CONFIDENTIAL SECRETARY m 2,020.78 2,121.82 2,227.91 2,339.31 2,456.28 343 CONFIDENTIAL TECHNICIAN I m 2,020.78 2,121.82 2,227.91 2,339.31 2,456.28 344 CONFIDENTIAL TECHNICIAN II m 2,227.91 2,339.31 2,456.28 2,579.09 2,708.04 346 CONFIDENTIAL TECHNICIAN III m 2,579.09 2,708.04 2,843.45 2,985.62 3,134.90 265 CREW LEADER-MAINT SPECIALIST g 2,118.90 2,224.85 2,336.09 2,452.89 2,575.53 298 CRIME ANALYST g 2,348.32 2,465.74 2,589.03 2,718.48 2,854.40 421 CRIME LAB AND EVIDENCE SUPV pn 3,919.14 4,115.10 4,320.86 4,536.90 4,763.75 417 CRIMINALISTICS TECHNICIAN I pn 2,445.53 2,567.81 2,696.20 2,831.01 2,972.56 418 CRIMINALISTICS TECHNICIAN II pn 3,170.63 3,329.16 3,495.62 3,670.40 3,853.92 331 CUSTOMER SERVICE CLERK g 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94 389 CUSTOMER SERVICE TECHNICIAN g 2,038.00 2,139.90 2,246.90 2,359.25 2,477.21 373 DEPUTY CITY CLERK m 2,237.55 2,349.43 2,466.90 2,590.25 2,719.76 009 DEPUTY CITY MANAGER m 5,530.27 5,806.78 6,097.12 6,401.98 6,722.08 149 DEPUTY DIRECTOR - SOLID W m 5,530.27 5,806.78 6,097.12 6,401.98 6,722.08 142 DEPUTY FIRE CHIEF psmf 6,497.57 6,822.45 7,163.57 7,521.75 7,897.84 Attachment I
08/02/2022 Page 1 of 4
City of Santa Maria
Schematic Full -Time BI -Weekly Rates
Effective 08/02/2022
Bi-Weekly Rates
Grade Description Assoc. Step A Step B Step C Step D Step E 112 DIR OF COMMUNITY DEVELOPMENT m 6,778.44 7,117.36 7,473.23 7,846.89 8,239.23 114 DIR OF PUBLIC WORKS -CITY ENGR m 6,368.47 6,686.89 7,021.23 7,372.29 7,740.90 117 DIR OF RECREATION 8 PARKS m 6,164.83 6,473.07 6,796.72 7,136.56 7,493.39 118 DIRECTOR OF FINANCE m 6,526.75 6,853.09 7,195.74 7,555.53 7,933.31 144 DIRECTOR OF UTILITIES m 6,839.44 7,181.41 7,540.48 7,917.50 8,313.38 319 DISPATCHER I pn 2,382.98 2,502.13 2,627.24 2,758.60 2,896.53 320 DISPATCHER II pn 2,764.25 2,902.46 3,047.58 3,199.96 3,359.96 302 ENGINEER I 9 2,843.37 2,985.54 3,134.82 3,291.56 3,456.14 303 ENGINEER II g 3,134.83 3,291.57 3,456.15 3,628.96 3,810.41 317 ENGINEER II I g 3,456.17 3,628.98 3,810.43 4,000.95 4,201.00 231 ENGINEERING TECH II 9 2,213.53 2,324.21 2,440.42 2,562.44 2,690.56 232 ENGINEERING TECH III g 2,456.23 2,579.04 2,707.99 2,843.39 2,985.56 228 EQUIPMENT MECHANIC I g 2,044.32 2,146.54 2,253.87 2,366.56 2,484.89 225 EQUIPMENT MECHANIC II g 2,203.10 2,313.26 2,428.92 2,550.37 2,677.89 191 EXECUTIVE ADMINISTRATOR m 3,578.93 3,757.88 3,945.77 4,143.06 4,350.21 190 EXECUTIVE ASSISTANT m 2,745.32 2,882.59 3,026.72 3,178.06 3,336.96 253 FACILITIES SUPERVISOR g 2,980.96 3,130.01 3,286.51 3,450.84 3,623.38 281 FIELD MECHANIC 9 2,315.74 2,431.53 2,553.11 2,680.77 2,814.81 332 FINANCE CLERK I g 1,665.84 1,749.13 1,836.59 1,928.42 2,024.84 333 FINANCE CLERK II g 1,836.94 1,928.79 2,025.23 2,126.49 2,232.81 329 FINANCE LEAD CLERK 9 2,020.66 2,121.69 2,227.77 2,339.16 2,456.12 449 FIRE BATTALION CHIEF psmf 5,548.60 5,826.03 6,117.33 6,423.20 6,744.36 450 FIRE CAPTAIN f 3,574.15 3,752.86 3,940.50 4,137.53 4,344.41 116 FIRE CHIEF psmf 7,521.75 7,897.84 8,292.73 8,707.37 9,142.74 451 FIRE ENGINEER f 3,139.40 3,296.37 3,461.19 3,634.25 3,815.96 452 FIRE FIGHTER f 2,841.36 2,983.43 3,132.60 3,289.23 3,453.69 453 FIRE FIGHTER IN TRAINING f 2,127.62 2,234.00 2,345.70 2,462.99 2,586.14 443 FIRE INSPECTOR I f 2,478.76 2,602.70 2,732.84 2,869.48 3,012.95 444 FIRE INSPECTOR II f 2,732,84 2,869.48 3,012.95 3,163.60 3,321.78 446 FIRE MARSHAL m 5,445.81 5,718.10 6,004.01 6,304.21 6,619.42 295 FIRE PREVENTION OFFICER I f 2,583.10 2,712.26 2,847.87 2,990.26 3,139.77 296 FIRE PREVENTION OFFICER II f 2,841.36 2,983.43 3,132.60 3,289.23 3,453.69 254 FLEET SERVICES SUPERVISOR 9 3,130.03 3,286.53 3,450.86 3,623.40 3,804.57 299 GIS MANAGER m 3,466.04 3,639.34 3,821.31 4,012.38 4,213.00 192 GIS TECHNICIAN I g 2,612.31 2,742.93 2,880.08 3,024.08 3,175.28 193 GIS TECHNICIAN II g 2,880.07 3,024.07 3,175.27 3,334.03 3,500.73 372 GRANTS SPECIALIST I g 2,280.90 2,394.95 2,514.70 2,640.44 2,772.46 378 GRANTS SPECIALIST II g 2,514.71 2,640.45 2,772.47 2,911.09 3,056.64 209 GROUNDSKEEPER g 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 400 HEAVY EQUIPMENT MECHANIC g 2,501.79 2,626.88 2,758.22 2,896.13 3,040.94 401 HOUSING 8 COMMUNITY SERVICE
TECHNICIAN g 2,217.56 2,328.44 2,444.86 2,567.10 2,695.46 129 HUMAN RESOURCES MANAGER m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15 423 INVESTIGATIVE SPECIALIST 9 2,383.02 2,502.17 2,627.28 2,758.64 2,896.57 286 LABORATORY COORDINATOR 9 2,752.85 2,890.49 3,035.01 3,186.76 3,346.10 275 LANDFILL HEAVY EQUIP LEAD OPR 9 2,407.05 2,527.40 2,653.77 2,786.46 2,925.78 274 LANDFILL HEAVY EQUIP OPR 9 2,183.22 2,292.38 2,407.00 2,527.35 2,653.72 276 LANDFILL HEAVY EQUIP OPR II 9 2,292.38 2,407.00 2,527.35 2,653.72 2,786.41 282 LEAD MECHANIC 9 2,553.13 2,680.79 2,814.83 2,955.57 3,103.35 307 LEAD WASTEWATER OPERATOR g 2,871.45 3,015.02 3,165.77 3,324.06 3,490.26 308 LEAD WATER OPERATOR 9 2,871.45 3,015.02 3,165.77 3,324.06 3,490.26 350 LIBRARIAN I g 2,127.56 2,233.94 2,345.64 2,462.92 2,586.07 248 LIBRARIAN II g 2,350.69 2,468.22 2,591.63 2,721.21 2,857.27 147 LIBRARIAN III m 3,964.48 4,162.70 4,370.84 4,589.38 4,818.85 352 LIBRARY ASSISTANT I g 1,795.70 1,885.49 1,979.76 2,078.75 2,182.69 354 LIBRARY ASSISTANT II g 1,980.01 2,079.01 2,182.96 2,292.11 2,406.72 351 LIBRARY CLERK 9 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94 08/02/2022
City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 08/02/2022
Bi-Weekly Rates
Grade Description Assoc. Step A Step B Step C Step D Step E 161 LIBRARY DIRECTOR m 6,157.73 6,465.62 6,788.90 7,128.35 7,484.77 353 LIBRARY TECHNICIAN g 1,974.66 2,073.39 2,177.06 2,285.91 2,400.21 244 MAINTENANCE WORKER I g 1,667.75 1,751.14 1,838.70 1,930.64 2,027.17 240 MAINTENANCE WORKER II g 1,797.32 1,887.19 1,981.55 2,080.63 2,184.66 330 OFFICE ASSISTANT I 9 1,399.36 1,469.33 1,542.80 1,619.94 1,700.94 328 OFFICE ASSISTANT II g 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 382 OUTREACH COORDINATOR g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 238 PARK SERVICES OFFICER II g 2,076.46 2,180.28 2,289.29 2,403.75 2,523.94 283 PARK SERVICES OFFICER III g 2,533.27 2,659.93 2,792.93 2,932.58 3,079.21 268 PARKS & FOREST SUPERVISOR g 2,956.03 3,103.83 3,259.02 3,421.97 3,593.07 278 PLAN CHECK ENGINEER m 4,390,19 4,609.70 4,840.19 5,082.20 5,336.31 124 PLANNING DIVISION MANAGER m 5,564.22 5,842.43 6,134.55 6,441.28 6,763.34 216 PLANNING TECHNICIAN g 2,023.62 2,124.80 2,231.04 2,342.59 2,459.72 297 PLANS EXAMINER g 2,704.36 2,839.58 2,981.56 3,130.64 3,287.17 152 POLICE COMMANDER psmp 6,952.36 7,299.98 7,664.98 8,048.23 8,450.64 422 POLICE CORPORAL p 3,440.60 3,612.63 3,793.26 3,982.92 4,182.07 151 POLICE DIVISION COMMANDER psmp 6,749.15 7,086.61 7,440.94 7,812.99 8,203.64 416 POLICE LIEUTENANT pmm 5,397.25 5,667.11 5,950.47 6,247.99 6,560.39 413 POLICE OFFICER p 3,192.54 3,352.17 3,519.78 3,695.77 3,880.56 355 POLICE RECORDS SUPERVISOR g 2,495.66 2,620.44 2,751.46 2,889.03 3,033.48 327 DETECTIVES g 1,691.71 1,776.30 1,865.12 1,958.38 2,056.30 325 POLICE RECORDS TECHNICIAN I g 1,493.80 1,568.49 1,646.91 1,729.26 1,815.72 326 POLICE RECORDS TECHNICIAN II 9 1,650.47 1,732.99 1,819.64 1,910.62 2,006.15 410 POLICE SERGEANT pmm 4,357.05 4,574.90 4,803.65 5,043.83 5,296.02 256 POLICE SERVICES TECHNICIAN pn 2,138.35 2,245.27 2,357.53 2,475.41 2,599.18 390 POLICE TRAINEE pn 2,678.91 2,812.86 2,953.50 3,101.18 3,256.24 293 PRINCIPAL CIVIL ENGINEER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 127 PRINCIPAL PLANNER m 4,368.25 4,586.66 4,815.99 5,056.79 5,309.63 362 PROPERTY -EVIDENCE CLERK g 2,213.86 2,324.55 2,440.78 2,562.82 2,690.96 386 PUBLIC INFORMATION MANAGER m 3,570.81 3,749.35 3,936.82 4,133.66 4,340.34 241 PUBLIC WORKS INSPECTOR g 2,258.68 2,371.61 2,490.19 2,614.70 2,745.44 135 PUBLIC WORKS OPERATIONS MGR m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 169 PUBLIC WORKS TECHNICIAN I g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 170 PUBLIC WORKS TECHNICIAN II g 2,217.56 2,328.44 2,444.86 2,567.10 2,695.46 257 RECREATION COORDINATOR 9 2,129.46 2,235.93 2,347.73 2,465.12 2,588.38 158 RECREATION SERVICES MGR m 3,593.51 3,773.19 3,961.85 4,159.94 4,367.94 285 RECREATION SUPERVISOR g 2,464.51 2,587.74 2,717.13 2,852.99 2,995.64 259 RECREATION TECHNICIAN g 2,003.58 2,103.76 2,208.95 2,319.40 2,435.37 252 REG COMPLIANCE SPECIALIST g 2,249.15 2,361.61 2,479.69 2,603.67 2,733.85 314 REG COMPLIANCE SPECIALIST II g 2,455.12 2,577.88 2,706.77 2,842.11 2,984.22 316 MANAGER m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 162 REVENUE MANAGER m 3,236.67 3,398.50 3,568.43 3,746.85 3,934.19 157 RISK MANAGER m 3,945.79 4,143.08 4,350.23 4,567.74 4,796.13 312 SECRETARY g 1,905.10 2,000.36 2,100.38 2,205.40 2,315.67 313 SECRETARY TO THE CITY MANAGER m 2,498.24 2,623.15 2,754.31 2,892.03 3,036.63 125 SENIOR ASSISTANT CITY ATTORNEY m 5,538.03 5,814.93 6,105.68 6,410.96 6,731.51 349 SENIOR BUILDING PERMIT TECH g 2,366.71 2,485.05 2,609.30 2,739.77 2,876.76 292 SENIOR CIVIL ENGINEER g 3,785.35 3,974.62 4,173.35 4,382.02 4,601.12 267 SENIOR CREW LEADER-MAINT SPEC g 2,224.83 2,336.07 2,452.87 2,575.51 2,704.29 321 SENIOR DISPATCHER pn 3,048.96 3,201.41 3,361.48 3,529.55 3,706.03 237 SENIOR PARK SERVICES OFFICER g 3,112.53 3,268.16 3,431.57 3,603.15 3,783.31 205 SENIOR PLANNER g 3,298.13 3,463.04 3,636.19 3,818.00 4,008.90 201 SENIOR PLANS EXAMINER g 3,134.83 3,291.57 3,456.15 3,628.96 3,810.41 337 SENIOR POLICE RECORDS TECH g 1,823.65 1,914.83 2,010.57 2,111.10 2,216.66 163 SENIOR PROJECT MANAGER m 4,155.59 4,363.37 4,581.54 4,810.62 5,051.15 210 SENIOR SYSTEMS ANALYST m 4,471.31 4,694.88 4,929.62 5,176.10 5,434.91 304 SENIOR TRAFFIC SIGNAL TECH 9 2,653.67 2,786.35 2,925.67 3,071.95 3,225.55 08/02/2022
City of Santa Maria
Schematic Full -Time Bi-Weekly Rates
Effective 08/02/2022
Si -Weekly Rates
Grade Description Assoc. Step A Step B Step C Step D Step E 184 SHAREPOINT DEVELOPER g 3,420.17 3,591.18 3,770.74 3,959.28 4,157.24 195 SOLID WASTE COLLECTIONS SUPV g 3,097.30 3,252.17 3,414.78 3,585.52 3,764.80 196 SOLID WASTE EQUIP CREW LDR g 2,126.86 2,233.20 2,344.86 2,462.10 2,585.21 246 SOLID WASTE EQUIP LEAD OPR g 2,352.15 2,469.76 - 2,593.25 2,722.91 2,859.06 222 SOLID WASTE EQUIPMENT OPR I g 1,985.84 2,085.13 2,189.39 2,298.86 2,413.80 224 SOLID WASTE EQUIPMENT OPR II g 2,025.55 2,126.83 2,233.17 2,344.83 2,462.07 197 SOLID WASTE LANDFILL SUPV g 3,097.30 3,252.17 3,414.78 3,585.52 3,764.80 154 SOLID WASTE MANAGER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 380 SPECIAL DISTRICTS COORDINATOR g 2,956.03 3,103.83 3,259.02 3,421.97 3,593.07 358 SPECIAL DISTRICTS SUPERVISOR g 3,297.55 3,462.43 3,635.55 3,817.33 4,008.20 381 SPECIAL DISTRICTS TECHNICIAN g 2,280.44 2,394.46 2,514.18 2,639.89 2,771.88 271 STREET MAINT SUPERVISOR g 2,980.96 3,130.01 3,286.51 3,450.84 3,623.38 214 SYSTEMS ANALYST I g 3,101.43 3,256.50 3,419.33 3,590.30 3,769.82 215 SYSTEMS ANALYST II g 3,420.17 3,591.18 3,770.74 3,959.28 4,157.24 290 TRAFFIC SIGNAL TECHNICIAN g 2,468.54 2,591.97 2,721.57 2,857.65 3,000.53 202 TRANSIT ASSISTANT g 1,546.10 1,623.41 1,704.58 1,789.81 1,879.30 229 TRANSIT COORDINATOR g 2,173.86 2,282.55 2,396.68 2,516.51 2,642.34 185 TRANSIT PLANNER 9 2,810.66 2,951.19 3,098.75 3,253.69 3,416.37 288 TRANSIT SERVICES MANAGER m 4,523.10 4,749.26 4,986.72 5,236.06 5,497.86 383 UTILITIES ACCOUNTING TECH I g 1,973.67 2,072.35 2,175.97 2,284.77 2,399.01 384 UTILITIES ACCOUNTING TECH II g 2,176.45 2,285.27 2,399.53 2,519.51 2,645.49 385 UTILITIES ACCOUNTING TECH III g 2,285.26 2,399.52 2,519.50 2,645.48 2,777.75 387 UTILITIES OUTREACH SPECIALIST g 1,791.49 1,881.06 1,975.11 2,073.87 2,177.56 207 UTILITIES TECHNOLOGY ANALYST g 3,101.43 3,256.50 3,419.33 3,590.30 3,769.82 334 UTILITY BILLING LEAD CLERK g 2,020.66 2,121.69 2,227.77 2,339.16 2,456.12 137 UTILITY BILLING MANAGER m 3,236.67 3,398.50 3,568.43 3,746.85 3,934.19 223 UTILITY BILLING SUPERVISOR 9 2,121.68 2,227.76 2,339.15 2,456.11 2,578.92 306 WASTEWATER OPERATOR g 2,432.57 2,554.20 2,681.91 2,816.01 2,956.81 305 WASTEWATER OPERATOR TRAINEE g 2,160.35 2,268.37 2,381.79 2,500.88 2,625.92 198 WASTEWATER SUPERVISOR g 3,559.04 3,736.99 3,923.84 4,120.03 4,326.03 247 SPECIALIST g 1,797.32 1,887.19 1,981.55 2,080.63 2,184.66 309 WATER OPERATOR g 2,432.57 2,554.20 2,681.91 2,816.01 2,956.81 310 WATER OPERATOR TRAINEE g 2,160.35 2,268.37 2,381.79 2,500.88 2,625.92 258 OPERATOR g 2,917.78 3,063.67 3,216.85 3,377.69 3,546.57 134 WATER RESOURCES MANAGER m 4,897.49 5,142.36 5,399.48 5,669.45 5,952.92 263 WATER RESOURCES OPERATOR g 2,646.48 2,778.80 2,917.74 3,063.63 3,216.81 199 WATER SUPERVISOR g 3,559.04 3,736,99 3,923.84 4,120.03 4,326.03 243 WATER SYSTEM OPERATOR I g 2,107.72 2,213.11 2,323.77 2,439.96 2,561.96 249 WATER SYSTEM OPERATOR II g 2,373.16 2,491.82 2,616.41 2,747.23 2,884.59 08/02/2022 Page 4 of 4
City of Santa Maria
Schematic Hourly Rates
Effective 08/02/2022
Part Time Rates
Grade Description Assoc. Step A Step B Step C Step D Step E za ACCOUNT CLERK AIDE z 18.55 19.48 20.45 21.47 22.54
ac ADMINISTRATIVE AIDE I e 21.07 22.12 23.23 0.00 0.00
ab ADMINISTRATIVE AIDE II a 24.39 25.62 26.89 0.00 0.00 ea ADMINISTRATIVE AIDE III a 28.33 29.75 31.24 0.00 0.00 al ASSIST LIBRARY TECHNICIAN e 16.75 17.59 18.47 0.00 0.00 as ASSISTANT CLERK - OFFICE a 15.91 16.71 17.54 0.00 0.00 ap ASST PUBLIC WORKS INSPECTOR a 29.06 30.51 32.04 0.00 0.00 bp BUSINESS PROGRAM LEADER I (Broadband) mpt 40.17 - - - 50.46 cd CERTIFIED DISPATCH AIDE a 31.44 33.01 34.66 0.00 0.00 zc CLERK II z 16.01 16.81 17.65 18.53 19.46
zx COMMUNITY OUTREACH COORDINATOR z 22.62 23.75 24.94 26.19 27.50 cl CONSULTANT I a 39.92 41.92 44.02 0.00 0.00
cm CONSULTANT II a 46.23 48.53 50.96 0.00 0.00
cn CONSULTANT III a 53.85 56.54 59.36 0.00 0.00
co CONSULTANT IV a 63.04 68.29 73.54 0.00 0.00
cp CUSTOMER SERVICE PHONE OPER a 15.00 15.75 16.54 0.00 0.00 ya EMERGENCY SERVICES SPECIALIST z 31.04 32.59 34.22 35.93 37.73 zp FACILITY SPECIALIST II z 19.06 20.01 21.01 22.06 23.16 zq FACILITY SPECIALIST III z 20.51 21.54 22.62 23.75 24.94 to GENERAL LABORER e 15.23 15.99 16.79 0.00 0.00
zl GRAPHICS TECHNICIAN z 17.62 18.50 19.43 20.40 21.42
dl INTERIM DIRECTOR I e 63.04 68.29 73.54 0.00 0.00
d2 INTERIM DIRECTOR II a 78.80 84.05 89.30 0.00 0.00
d3 INTERIM DIRECTOR III e 94.55 99.81 105.06 0.00 0.00
ci INTERN - GENERAL e 15.00 15.75 16.54 0.00 0.00
ei INTERN -PROFESSION e 15.42 16.19 17.00 0.00 0.00
11 INVESTIGATIVE OFFICER I e 73.54 0.00 0.00 0.00 0.00
i2 INVESTIGATIVE OFFICER II a 105.06 0.00 0.00 0.00 0.00 zf LABORER III z 16.83 17.67 18.55 19.48 20.45
Ip LIBRARY PAGE a 15.00 15.75 16.54 0.00 0.00
zg LIBRARY TECHNICAL ASSISTANT z 19.03 19.98 20.98 22.03 23.13 Ig LIFEGUARD a 15.39 16.16 16.97 0.00 0.00
mt MAINTENANCE TECHNICIAN e 15.42 16.19 17.00 0.00 0.00 ma MULTIMEDIA ASSISTANT a 15.33 16.10 16.90 0.00 0.00
ps PARK SERVICES AIDE a 15.50 16.28 17.09 0.00 0.00
zy PARK SERVICES COORDINATOR z 39.47 41.44 43.51 45.69 47.97 zv PARK SERVICES OFFICER z 25.96 27.26 28.62 30.05 31.55 zpe PEG PRODUCTION MANAGER mpt 34.60 36.33 38.15 40.06 42.06 pc POLICE CADET a 16.75 17.59 18.47 0.00 0.00
zi POLICE RECORDS CLERK z 17.64 18.52 19.45 20.42 21.44 po PROVISIONAL OFFICER z 39.91 41.90 44.00 46.20 48.51
ra RECREATION ACTIVITY SPECIALIST z 17.00 17.85 18.74 19.68 20.66 re RECREATION LEADER II e 15.00 15.75 16.54 0.00 0.00
rc REGULATORY COMPLIANCE CLERK a 15.63 16.41 17.22 0.00 0.00 ao RESERVE POLICE OFFICER LEVEL 1 e 21.01 0.00 0.00 0.00 0.00 bo RESERVE POLICE OFFICER LEVEL 2 a 17.86 0.00 0.00 0.00 0.00 se SECURITY AIDE e 15.00 15.75 16.54 0.00 0.00
zz SENIOR LIFEGUARD z 18.78 19.72 20.71 21.75 22.84
sl SKILLED LABORER e 22.02 23.12 24.28 0.00 0.00
sa STAFF AIDE - FACILITIES 8 15.91 16.71 17.54 0.00 0.00 zt STAFF ASSISTANT z 16.35 17.17 18.03 18.93 19.88
si SWIM INSTRUCTOR a 17.90 18.80 19.74 0.00 0.00
sc SWIM POOL CLERK a 15.00 15.75 16.54 0.00 0.00
tt TECHNICAL AIDE I e 15.42 16.19 17.00 0.00 0.00
12 TECHNICAL AIDE II a 15.63 16.40 17.22 0.00 0.00
t3 TECHNICAL AIDE I I I a 18.20 19.11 20.06 0.00 0.00
tp TEMPORARY PLANNER a 34.84 36.59 38.41 0.00 0.00
zr TRANSIT TECHNICIAN z 19.03 19.98 20.98 22.03 23.13
08/02/2022
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA, ESTABLISHING EIGHT NEW
CLASSIFICATIONS AND CORRESPONDING JOB SPECIFICATIONS
RESULTING FROM THE BUDGET ADOPTION FOR FISCAL YEARS 2022-23 AND 2023-24; AND ADOPTING A COMPREHENSIVE SALARY SCHEMATIC
SCHEDULE FOR ALL FULL-TIME AND PART-TIME EMPLOYEES IN
ACCORDANCE WITH CALPERS GUIDELINES
WHEREAS, job classifications take into account the content and scope of a job; employee knowledge, skills, and abilities, as well as employee performance; and WHEREAS, on June 21, 2022, the City Council adopted the budget for Fiscal Years 2022-23 and 2023-24 (Resolution No. 2022-71) which calls for the creation of new job classifications; and
WHEREAS, 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, 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;" and WHEREAS, the California Public Employees' Retirement System ("CaIPERS") limits "compensation earnable" for retirement purposes to amounts listed on a comprehensive Schematic Salary Schedule meeting requirements set for the in section 570.5 of Title 2 of the California Code of Regulations, including that government agency employers provide and make available to the public the salary of all full-time and part- time employees in a single salary format specified by CaIPERS; and WHEREAS, the City has compiled the necessary salary date to create a single salary schedule in compliance with the requirement of CaIPERS.
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 City Council of the City of Santa Maria authorizes the establishment of Customer Service Technician, Transit Planner, Automotive Service Writer, Heavy Equipment Mechanic, Recreation Activity Specialist, Housing and Community Services Technician, Share Point Developer, and Police Cadet classifications and corresponding job specifications; and
3. The Comprehensive Salary Schematic Schedule for all full-time and part-time employees attached to the City Council Agenda Report as Attachment I, dated August 2, 2022, incorporated herein by reference, is hereby authorized and approved; and
4. 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.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 2nd August 2022.
Mayor
ATTEST:
Chief Deputy City Clerk
APPROVED AS TO FORM:
City Attorney
APP yz TO CONT T:
Department Director
Cit 'ager