City Council
Report
City Council Meeting: October 25, 2022
Agenda Item: 5.O
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To: Mayor and City Council
From: Lori Gentles, Chief People Officer, Human Resources Department Subject: Adoption of Salary Resolution for New and Existing Job Classifications and Approval of Position Changes
Recommended Action
Staff recommends that the City Council:
1. Adopt a resolution of the City of Santa Monica establishing new classifications, revising classification titles, and establishing salary rates for new or existing classifications (Attachment A).
2. Approve the position and classification changes (Attachment B).
Summary
This report presents staffing adjustments needed to address ongoing operational changes and implement recommended changes to positions stemming from completed position classification studies. The report also includes a salary resolution proposing the establishment of new classifications, revising classification titles, and establishing salary rates for new and existing classifications.
Discussion
Human Resources Department staff routinely conducts classification and compensation studies to ensure positions are classified and compensated appropriately. Associated recommendations impacting changes in position classification, classification title, or salary require Council approval and are presented in this report. Additionally, this report presents department-initiated organization adjustments (add/delete positions) that were reviewed by the Human Resources Department.
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Attachment A is a salary resolution presenting for approval new classifications, changes in classification titles, and new or revised salary rates. Attachment B details staffing adjustments to reflect ongoing operational changes and results of classification and compensation studies. The actions presented in Attachment B are described below.
The fiscal impact associated with these changes will be absorbed within departments’ existing budgets. Below are details about specific position changes. The remaining items in Attachment B are only for the purpose of revising classification titles and have no fiscal impact.
• The proposed deletion of a Community Liaison position and addition of a Paralegal position will better address the legal workload of the City Attorney’s Office.
• The proposed deletion of a Legal Operations Coordinator position and establishment of a Principal Legal Analyst position in the City Attorney's Office reflects the department’s intent to appropriately classify the position based on the currently assigned duties. The CAO is promoting a long-term, dedicated employee who has been working out of class in the existing Legal Operations Coordinator classification into the new Principal Legal Analyst position. At a highlevel, duties associated with this position are unique and varied for the CAO, including Council Agenda management, CAO-specific IT management, legal support, and back-up management for the Office Administrator. Establishing this new classification will bring the position to the correct level for the current employee’s continued service to the City.
• The proposed deletion of an Assistant Administrative Analyst position and addition of an Administrative Analyst position will more appropriately resource the Procurement Division of the Finance Department to focus on ongoing strategic initiatives. In addition, there is a growing need to conduct continued process improvements and staff training on procurement procedures. • The proposed deletion of a Safety Officer position and addition of a Safety Administrator position in the Finance Department allows for the appropriate 3 of 4
assignment of duties to the subject position. The higher-level position provides for organizing and administering the activities and operations of the City’s safety, occupational health, injury prevention and loss control programs, which is not representative of the current Safety Officer position.
• The proposed deletion of a Human Resources Fiscal Technician position and establishment of a Human Resources Technician position better aligns with the current needs of the operation and provides for the appropriate assignment of responsibilities to the future incumbent in the position. • The proposed deletion of a Communications and Marketing Coordinator position and addition of a User Experience Designer position in the Information Services Department follows the conclusion of a position classification study in which the Human Resources Department staff determined that the current employee in this position has been working out of classification. The establishment of the User Experience Designer classification allows for the appropriate assignment of duties. The employee will be reclassified with this position. • The proposed deletion of a vacant Custodian I position, and addition of a CIP Project Manager position is being included in order to reconcile an operational adjustment made during the City’s organizational restructuring. The CIP Project Manager position will continue to address the delivery of Council’s ongoing and new capital priorities without delaying ongoing approved and funded projects that support critical infrastructure needs or preserve public health and safety. This change will not impact City’s current custodial operations.
Financial Impacts and Budget Actions
No budget action is necessary as a result of the recommended actions in this report.
The aggregate cost in FY 2022-23 for the classifications identified in this report is approximately $131,000 ($112,000 in the General Fund; $19,000 in the Risk Management Fund) and will be absorbed within existing budgets. The annual cost for the changes identified in this report is approximately $196,000 ($168,000 in the General 4 of 4
Fund; $28,000 in the Risk Management Fund). Future year funding is contingent on Council budget approval.
Prepared By: Ericka Reinke, Senior HR Analyst
Approved Forwarded to Council
Attachments:
A. Attachment A - Salary Resolution for October 25 2022 B. Attachment B - Position and Classification Changes for 10 25 2022