Report Prepared by: Deneen Proctor, Director of Support Services
Title
SUBJECT: Approval of Citywide Classification Study and Adoption of Resolution to Amend the Classification and Pay Plans by Establishing New Job Classifications and Salary Ranges, Amending Job Classification Titles and Deleting Job Classifications and Amending the Budget Allocation by Adding a Community Liaison Position to the Police Department Budget and Deleting a Recreation Supervisor Position from the Police Department Budget
REPORT IN BRIEF
Considers approving the Citywide Classification Study and adopting a Resolution updating the City’s Classification and Pay Plans and Amending the Budget Allocation by Adding a Community Liaison Position to the Police Department Budget and Deleting a Recreation Supervisor from the Police Department Budget.
RECOMMENDATION
City Council - Adopt a motion:
A. Adopting Resolution 2019-41, a Resolution of the City Council of the City of Merced, California, updating the classification plan by amending current classification titles, establishing new classification titles, and deleting obsolete classification tiles; and,
B. Approving the addition of a Community Liaison position in the General Fund 001 Police Administration; and,
C. Approving the deletion of a Recreation Supervisor position in the General Fund 001 Police Administration.
Body
ALTERNATIVES
1. Approve as recommended; or
2. Deny; or
3. Refer to staff for further study; or
4. Take no action.
AUTHORITY
Article VII, Section 710, of the Merced City Charter, and as recommended by the Merced City Personnel Board.
CITY COUNCIL PRIORITIES
As provided in the 2018-2019 Adopted Budget.
DISCUSSION
In 1998, the City of Merced conducted a formal Classification Study. Over the past two decades, several changes including technological advances, regulatory updates and departmental restructuring have altered the needs of job classifications needed by the City. As a result of these changes, the City Council retained the services Ralph Anderson and Associates to work with the Support Services Department to conduct a citywide classification study that evaluated the job titles and requirements of current positions and to make recommendations to bring them in line with industry standards.
After the selection of Ralph Anderson and Associates as the vendor, Doug Johnson traveled to the Civic Center and held a citywide informational meeting with employees. Mr. Johnson provided employees information on what to expect from the beginning to the end of the process. All employees were then asked to complete a job analysis survey that outlined the essential duties of their respective positions. In the survey, employees were given an opportunity to request an interview with a representative from Ralph Anderson and Associates. The vendor then interviewed the employees that requested interviews and also interviewed all employees that were classified in single incumbent positions.
The vendor then drafted job descriptions for more than 160 positions. The draft job descriptions were reviewed by the employees, the department and then sent back to the vendor for preparation of the final draft. During the entire process staff worked closely with employee bargaining groups keeping them apprised of the progress and also made themselves available to answer questions about the draft documents as they were being finalized.
The citywide classification study is now complete and all of the job descriptions have been reviewed and approved by the Personnel Board.
At this time the Personnel Board is recommending the City Council approve the Resolution amending, adding and deleting the Job titles and Classification Plan as reflected in the attached resolution and as outlined below.
Amend Job Classifications
The following list provides a summary of the job descriptions that have title changes. The salary range for these positions will remain the same in the new class titles as the current class titles.
Current Class Title New Class Title
Accountant III Senior Accountant
Assistant to the City Manager Senior Management Analyst
Building Maintenance Worker I/II Facilities Maintenance Worker I/II
Clerk Typist I/II Office Assistant I/II
Collection System Worker II/III Sewers/Storm Drain Worker II/III
Director of Support Services Director of Human Resources
Development Associate Economic Development Associate
Environmental Control Officer I/II Environmental Compliance Officer I/II
Executive Secretary Executive Assistant
Housing Finance Specialist Housing Specialist
Fire Marshal Deputy Fire Marshal
Insurance Coordinator Risk Analyst
Instrumentation and Electrical Technician Instrumentation, Control/Electrical Technician
Land Application Program Lead Lead Land Application
Lead Main Sewers/Storm Drains Lead Sewers/Storm Drains
Legal Secretary Legal Administrative Assistant
Maintenance Worker I/II (Assigned to WWTP) Land Application Worker I/II
Park Worker III Lead Park Worker
Payroll Coordinator Payroll Supervisor
Personnel Coordinator Human Resources Analyst
Personnel Technician I/II/III Human Resources Technician I/II/III
Police Clerk I/II Police Records Clerk I/II
Pump Operator Water Systems Operator
PWS-Lab/Environmental Control PWS - Environmental Compliance
PWS - Laboratory
PWS-Main Sewers/Storm Drains PWS-Sewers/Storm Drains
PW Sewer Coll Sys/Storm Drains Worker I Sewers/Storm Drain Worker I/II/III
Refuse Equipment Operator Trainee Refuse Equipment Operator I
Refuse Equipment Operator Refuse Equipment Operator II
Safety Specialist Safety Coordinator
Secretary III Administrative Assistant III
Secretary I/II Administrative Assistant I/II
Street Sweeper Operator Trainee Street Sweeper Operator I
Street Sweeper Operator Street Sweeper Operator II
Supervising Police Dispatcher Communications Systems Supervisor
Water Conservation Specialist Water Conservation Coordinator
Water Systems Technician I/II/III Water Distribution Operator I/II/III
The citywide job classification found the lead dispatcher job class performs work that is comparable to job classification in the supervisory unit. The City is currently working through the process outlined in the Employee-Employer Organization Relations Resolution to assign the appropriate unit to the new job classification of Dispatcher Shift Supervisor. Once this process is completed, staff will return to the Council to have the title change approved.
Amend Pay Plan
In a few instances, the recommendation is the creation of new job classifications along with the establishment of the salary range for these new positions.
Community Liaison
Paralegal Office Administrator
Refuse Equipment Operator III
The citywide job classification study found the Recreation Supervisor position assigned to the Police division performs work that is comparable to the duties of the Community Liaison job classification. Therefore, the Police Division is requesting to delete the Recreation Supervisor position assigned to Police and add the Community Liaison position. The Community Liaison job classification will be placed in the Merced Police Officer Association unit.
Obsolete Classifications
Departments have also determined that the following job classifications are no longer needed and have proven over time to be obsolete:
Airport Maintenance Worker
Animal Control Officer I
Animal Control Officer II
Apprentice Electrician
Assistant Architect
Assistant Chief Building Official
Associate Architect
Capital Improvement Coordinator
Code Enforcement Officer
Computer Operator
Development Coordinator
Development Manager
Fire Fighter II
Fire Inspector Trainee
Fleet Maintenance Lead Worker
GIS Data Systems Technician
Housing Program Manager
Housing Rehab Specialist I
Housing Rehab Specialist II
Insurance Clerk I
Insurance Clerk II
Interim Fire Deputy Chief
Land Engineer
Lead Tree Trimmer
Lead Worker Refuse
Lead Worker Utilities
Legislative Director
Maintenance Worker III
NPDES Coordinator
Parts Clerk
Payroll Accountant
Personnel Analyst
Personnel Manager
Pesticide Applicator I
Pesticide Applicator II
Police Commander
Police Community Aide
Police Corporal
Police Secretary III
Principal Architect
Principal Civil Engineer
Public Information Officer
Public Utilities Inspector
Recreation Manager
Redevelopment Technician
Senior Architect
Senior Lab Technician
Supervising Fire Inspector
Supervising Plans Examiner
Urban Forestry Supervisor
Water Engineer
Water System Irrigation Maintenance Worker
Water Treatment Plant Operator I/II
Welder I/II
WWTP Operator Trainee
WWTP Superintendent
IMPACT ON CITY RESOURCES
No additional appropriation is needed.
ATTACHMENTS
1. Resolution
2. Classification Report City of Merced May 2019