City Council Agenda Report
Meeting Date: June 6, 2023
From: Michael Earl, Director of Human Resources
Department: Human Resources
Submitted by: Lisette Grizzelle, Senior Human Resources Analyst Subject
Amendment to Classification and Compensation Plan
Recommendation
A. Approve new and revised job descriptions; and
B. Adopt Resolution No. 2023-11 adopting the Classification and Compensation Plan in accordance with Government Code Section 20636(b)(1) and repealing Resolution Nos. 2022-29, 2022-31, and 2022-33 effective July 2, 2023.
Background
The Human Resources Department is responsible for maintenance of the Citywide Classification and Compensation Plan (Plan) which consists of the various classification specifications (job descriptions) as well as the Compensation Schedules that list the classification titles and salaries for each classification which are attached to the Plan as Exhibits A through G.
UPDATED, REVISED, AND NEW JOB DESCRIPTIONS
As part of the annual budget process, the Human Resources Department has worked in collaboration with various City Departments to update/revise existing job descriptions and establish new classifications as appropriate. The updated/revised job descriptions as well as the establishment of new classifications is summarized as follows for each of the applicable City Departments.
Public Utilities Department
Approval of new job descriptions in the Public Utilities Department is recommended for the following classifications titles: Chief Utilities Dispatcher (new), Generation and Field Specialist (new), Utilities Customer Service Representative, Lead (new), Utilities Dispatcher Trainee (new). The establishment of these new classifications will provide essential and key services as well as a succession plan within the Public Utilities Department, focusing on customer service and preparing for anticipated planned retirements of existing staff. The establishment of these new classifications does not, ultimately, add to the number of budgeted full-time positions in the Department and each has been included in the Fiscal Year 2023-2024 Department Budget.
RECLASSIFICATIONS
As part of the annual classification review process, Human Resources received requests for reclassification from three employees in three separate classifications. Following thorough review, the requests have been recommended for approval. The reclassification recommendations include the establishment of one new classification, one revised/retitled classification, associated job descriptions, and salary ranges as noted below. Consistent with the City’s Reclassification Policy, reclassification is defined as the reallocation of a position in one classification to a different classification as a result of a significant change in the duties, responsibilities, and/or qualification requirements of the position. A reclassification is typically recommended when the incumbent employee has been performing significantly different work or work at a different level of responsibility or complexity than is reflected in their current job description in excess of one year.
Staff is recommending the following: Reclassification of one Administrative Secretary (Salary Grade C20) to Human Resources Specialist (New) (Salary Grade C22), one Legal Administrative Analyst (Salary Grade C26) to Legal Analyst (Revised/Retitled) (Salary Grade C28), and one Water Maintenance Worker (Salary G18) to Water Maintenance Worker, Senior (Salary Grade G22). The recommended reclassifications have been reviewed and approved by the City Administrator and are submitted to the City Council for approval. Upon approval, these reclassifications would be effective July 16, 2023. These recommendations were included as part of the preliminary budget presentations.
AMENDED EXHIBITS A, C, AND E, OF THE CLASSIFICATION AND COMPENSATION PLAN (COMPENSATION SCHEDULES)
With the approval of the new job descriptions above, approval of the associated salaries for these classifications is recommended as follows:
• Chief Utilities Dispatcher (new), Non-Exempt IBEW – Pay Grade 35 Monthly Salary Range ($11,558 - $14,049)
• Generation and Field Specialist (new), Non-Exempt IBEW – Grade 26 Monthly Salary Range ($7,450 - $9,059)
• Human Resources Specialist (new), Non-Exempt Confidential Grade 22 Monthly Salary Range ($6,313 - $7,674)
• Legal Analyst (revised/retitled), Non-Exempt Confidential – Grade 28 Monthly Salary Range ($8,460 – $10,284)
• Utilities Customer Service Representative, Lead (new), Non-Exempt Teamsters – Pay Grade 22 Monthly Salary Range ($6,129 - $7,450)
• Utilities Dispatcher Trainee (new), Non-Exempt IBEW – Grade 31 Monthly Salary Range ($9,509 - $11,558)
Fiscal Impact
The estimated 2023-2024 fiscal impact associated with the proposed actions is as follows:
There is an approximate annual increase of $6,246 (Salary $5,596 and Benefits $650) associated with the approval of the revised/retitled classification in the City Attorney’s Department. Sufficient funds to cover the proposed change have been included in the proposed City Attorney’s Department Salaries and Benefits account 501010.
There is an approximate annual increase of $4,661 (Salary $4,176 and Benefits $485) associated with the approval of the reclassification in the Human Resources Department. Sufficient funds to cover the proposed change have been included in the proposed Human Resources Department Salaries and Benefits account 501010.
There is an approximate annual increase of $449,571 (Salaries $396,558 and Benefits $53,013) associated with the approval of the reclassification and new classifications in the Public Utilities Department. Sufficient funds to cover the proposed reclassification and new classifications have been included in the proposed Public Utilities Department Salaries and Benefits account 501010.
Attachments
1. Chief Utilities Dispatcher
2. Generation and Field Specialist
3. Human Resources Specialist
4. Legal Analyst
5. Utilities Customer Service Representative, Lead
6. Utilities Dispatcher Trainee
7. Resolution No. 2023-11
8. Classification and Compensation Plan Red-Line