City Council Agenda Report
Meeting Date: June 18, 2024
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 reclassifications; and B. Adopt Resolution No. 2024-12 adopting the Classification and Compensation Plan in accordance with Government Code Section 20636(b)(1) and repealing Resolution No. 2023-23, effective July 14, 2024.
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. Revisions have also been provided to the corresponding employee bargaining groups for review. The updated/revised job descriptions, as well as the establishment of new classifications, is summarized as follows for each of the applicable City Departments.
City Administration
Approval of a change in employee group designation for the existing classification of Deputy City Administrator from Mid-Management to the Executive employee group, in compliance with employment agreement and as a result of increased responsibilities, is recommended. This recommended change does not add to the number of budgeted full-time positions in the Department.
Human Resources Department
Approval of the revised job description for the classification title of Human Resources Analyst (revised) is recommended. The revisions recommended to this existing classification more clearly define this classification as a generalist working across a variety of functions in human resources program areas rather than a limited role under the existing description. The establishment of an additional Human Resources Analyst position has been included in the Fiscal Year 2024-2025 Department Budget.
Public Utilities Department
Approval of a new job description for the classification title of Water Operations Trainee (new) in the Public Utilities Department is recommended. The establishment of this new classification will provide essential and key services as well as a succession plan within the Public Utilities Department, focusing on operational needs and preparing for vacancies due to anticipated retirements of existing staff. The establishment of this new classification does not add to the number of budgeted full-time positions in the Department and has been included in the Fiscal Year 2024-2025 Department Budget.
Public Works Department
Approval of new and revised job descriptions in the Public Works Department is recommended for the following classification titles: Building and Planning Operations Supervisor (new) Mechanic (revised), Mechanic, Senior (revised), Mechanic, Lead (revised), Fleet Supervisor (revised). The approval of the new job description for Building and Planning Operations Supervisor will provide oversight of the various plan check and inspection activities of the department and will assist with succession planning. The approval of the revised job descriptions in the mechanic series will more accurately reflect market trends found for minimum requirements. These changes will assist with employee recruitment and retention efforts and help with succession planning in the Public Works Department.
Classification Deletions
Approval of the deletion of various vacant classifications is listed below. Human Resources, in collaboration with all City Departments, has identified vacant positions that are no longer needed or, in some cases were never filled and are not budgeted.
Assistant General Manager of Generation and Operations
Building and Planning Manager
Environmental Health Program Administrator
Material Control Administrator
Principal Civil Engineer
Principal Electrical Engineer
Public Works Inspector
Public Works Inspector, Senior
Public Works Project Coordinator
Senior Legal & Policy Advisor
Warehouse Worker, Lead
Warehouse Worker, Senior
RECLASSIFICATIONS
As part of the annual classification and review process, Human Resources received requests for reclassification from seven employees in six separate classifications. Following thorough review, five out of the seven requests have been recommended for reclassification. The reclassification recommendations include the establishment of three new classifications including approval of new 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 the duties, responsibilities, and/or qualification requirements of the position. A reclassification is typically recommended when the incumbent employee has been performing 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 two Management Analysts (Salary Grade C26) to Management Analyst, Senior (existing classification) (Salary Grade MM28), one Administrative Secretary (Salary Grade C20) to City Clerk Specialist (New) (Salary Grade C20), one Business and Account Supervisor (Salary Grade MM32) to Risk Manager (New) (Salary Grade MM32), one Human Resources Analyst, Senior to Human Resources Program Manager (New) (Salary Grade MM34). 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 28, 2024. These recommendations were included as part of the preliminary budget presentations.
AMENDED EXHIBITS A, B, C, D AND E OF THE CLASSIFICATION AND COMPENSATION
PLAN (COMPENSATION SCHEDULES)
With the approval of deletion of various vacant classifications, the approval of new and/or revised job descriptions, and reclassifications listed above, approval of the associated salaries is recommended as follows:
• Building and Planning Operations Supervisor (new), Exempt Mid-Management – Pay Grade 29 Monthly Salary Range ($8,883 - $10,798)
• City Clerk Specialist (new), Non-Exempt Confidential – Pay Grade 20 Monthly Salary Range ($5,898 – $7,169)
• Deputy City Administrator (revised) Exempt Executive – Pay Grade 40 Monthly Salary Range ($15,046 – $18,289)
• Human Resources Program Manager (new), Exempt Mid-Management – Pay Grade 34 Monthly Salary Range ($11,338 - $13,781)
• Risk Manager (new), Exempt Mid-Management – Pay Grade 32 Monthly Salary Range ($10,284 – $12,500)
• Water Operations Trainee (new), Non-Exempt Teamsters – Pay Grade 15 Monthly Salary Range ($4,621 - $5,617)
Pursuant to Government Code Section 54953(c)(3), prior to taking final action, an oral report summarizing the recommended revision to the salary schedule applicable to management and executive employees will be provided.
Fiscal Impact
The estimated 2024-2025 fiscal impact associated with the proposed actions is as follows:
There is no additional annual increase associated with the approval of the new classification of City Clerk Specialist in the City Clerk’s Department.
There is no additional annual increase associated with the approval of the new classification of Risk Manager in the Finance Department.
There is an approximate annual increase of $8,790 (Salary $7,875 and Benefits $915) associated with the approval of the new classification in the Human Resources Department. Sufficient funds to cover the proposed reclassification have been included in the approved Human Resources Department Salaries and Benefits accounts. The additional Human Resources Analyst position has been included in the Fiscal Year 2024-2025 Department Budget.
There is an approximate annual increase of $9,058 (Salary $8,115 and Benefits $943) associated with the approval of the reclassification in the City Administration Department. There is no additional cost for the revised classification group designation change in the City Administration Department. Sufficient funds to cover the proposed change have been included in the approved City Administration Department Salaries and Benefits accounts.
There is an approximate annual increase of $9,058 (Salary $8,115 and Benefits $943) associated with the approval of the reclassification in the Public Utilities Department. Sufficient funds to cover the proposed reclassification have been included in the approved Public Utilities Department Salaries and Benefits accounts. The new Water Operations Trainee position has been included in the Fiscal Year 2024-2025 Department Budget.
There is no additional annual increase associated with the approval of the establishment of a new classification title as it is part of succession planning to be filled in the future, or the revised job descriptions in the Public Works Department.
Attachments
1. Building and Planning Operations Supervisor
2. City Clerk Specialist
3. Deputy City Administrator
4. Fleet Supervisor
5. Human Resources Analyst
6. Human Resources Program Manager
7. Mechanic
8. Mechanic, Lead
9. Mechanic, Senior
10.Risk Manager
11.Water Operations Trainee
12.Resolution No. 2024-12
13.Classification and Compensation Plan Red-Line