HomeMy WebLinkAboutAgenda Statement 1985/05/14 Item 13 COUNCIL AGENDA STATEMENT
Item /
Meeting Date 5/14/85
ITEM TITLE: Resolution 424Z' Amending Resolution No. 11748 regarding
classification and salary plan for Chula Vista Employees
Association and Resolution No. 11791 regarding the salary plan
for middle managers
SUBMITTED BY: Director of Personnel -1—
REVIEWED BY: City Manager (4/5ths Vote: Yes No )
Background
At the May 7th meeting, the City Council requested to review the salary
surveys that were done in conjunction with each of the classification studies
recommended for approval . Each classification study conducted by the
Personnel Department includes both internal alignment (comparison with other
positions in the City) and external alignment (comparison with other cities)
whenever possible. Occasionally, however, a classification is so unique that
outside market data cannot be secured; in which case internal alignment is
used exclusively. For other classification studies, an employee is simply
recommended for a new classification in which no outside survey is required,
and in other cases, the adjustment of one classification makes it necessary to
change another classification to maintain an appropriate wage relationship
between the two. Where salary studies were done in the five classification
studies, they are attached.
As a part of the budget process each year, classification studies are
conducted to evaluate positions that Department Heads feel are no longer
properly classified due to changes in the nature of duties and
responsibilities. Most of the positions that are approved for
reclassification are handled as a part of the budget process. There are,
however, instances where the need to study a position, classification or
classification series arises outside the budget schedule due to mid year
changes of duties and/or responsibilities, recognition of recruitment
difficulties, commitments made during negotiations, or the demands of
Personnel Department workload. One or more of these was a factor in the five
classification studies recently completed.
RECOMMENDATION: Adopt this resolution amending the classification and
salary plans as recommended in the classification studies.
BOARDS/COMMISSIONS RECOMMENDATION: Not applicable.
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Page 2, Item /3
Meeting Date 5/14/85
DISCUSSION:
Since the budget was adopted for 1984-85, the Personnel Department has
conducted five major classification/compensation studies that indicate the
need for action. The five studies are:
1 . The Librarian series
2. The Construction Specialist series
3. Storekeeper
4. Survey Party Chief
5. Data/Entry Computer Operator Series
A discussion of each of these studies will be taken in turn with the
recommendations.
1 . Librarian Series
This study has had a long history directly stemming from the Library review
done by the PAPE unit in September of 1981 . Need for the study further
developed after Rosemary Lane became the Library Director in 1981 . Her
management style has resulted in greater responsibilities for individuals in
the professional Librarian series. Additionally, pressure from the Employees
Association to reevaluate these positions has been growing each year.
Librarian I and II
In the review, all positions in professional classifications were studied and
a survey was conducted. As a result of the study it has been determined that
the current Librarian classification is a full journey level position. In
order to allow for an entry level below the full journey level it has been
recommended that this position be split into two; a Librarian I and a
Librarian II. The Librarian I is to be used as the entry level position with
qualified employees able to transition into the Librarian II classification
upon successful completion of two years as a Librarian I. This method of
flexible staffing and upward mobility is currently used to advantage in the
Engineering Department for Junior Civil Engineer and Assistant Civil Engineer.
A salary survey of the journey level Librarian (Librarian II) was conducted
using 14 cities determined to be comparable in library services to the City of
Chula Vista. Of the 14 cities chosen, 9 had positions comparable to the
proposed Librarian II (salary survey attached). It was determined that our
Librarian II position if placed at the mean of other cities, would require a
salary increase of 9%. The recommendation is for an increase of 4.6% which
would place them within approximately 5% of the mean and would also provide
the internal alignment identified in the classification study.
Senior Librarian
The Senior Librarian classification was determined to be approximately 8% on
wages and 10% when retirement contribution is calculated below the mean of the
8 cities chosen for comparison. Internal alignment considerations for the
Page 3, Item 43
Meeting Date 5/14/85
study determine that the Senior Librarians are on a level similar to that of
the Senior Administrative Analyst due to the responsibility and complexity of
duties. Their responsibilities make it appropriate for them to be removed
from the Chula Vista Employees' Association and placed in the middle
management unit. The recommended increase, when the amount of the PERS
contribution paid by the City is taken into account, would result in a net
increase of 3%. Placing Senior Librarians in middle management, has the
advantage of moving additional positions into middle management and
eliminating a situation in which one association member would be supervising
another. The salary study conducted for this position is attached.
Principal Librarian
The third recommendation in the Librarian series study is an increase in pay
for the Principal Librarians of approximately 16-1/2% to bring them more in
line with comparable positions in the other library systems chosen for
comparison and also bring the Principal Librarians into line with the
Equipment Maintenance Superintendent, Park Superintendent, and Recreation
Superintendent; classifications that are similar in responsibilities, budgets,
duties, and supervision. The salary study conducted for the Principal
Librarian classification is attached.
Summary Recommendations:
Establish the classifications of Librarian I (E step salary of $24,419 - no
increase), and Librarian II (E step salary of $25,546 - 4.6% increase) .
Increase the salary range for Senior Librarian 8.2% to an annual E step of
$31 ,495 and place the Senior Librarian in the Middle Management Group. This
is actually only a 3.2% increase since when the Senior Librarians are placed
in Middle Management the City's contributions to their retirement plan is
reduced from 7% to 2%.
Increase the salary range for Principal Librarian 16.48% to an annual E step
of $35,664. This increase should be retroactive to July since Principal
Librarians have been receiving only 0.2% more than Senior Librarians in
1984-85 (considering both salary and contribution to the retirement system).
This is an insufficient spread for the supervisory relationship between the
Senior and the Principal Librarians. The new rates recommended in the study
will result in a more appropriate 14.58% spread.
2. Construction Specialist Series
A review was conducted of the Construction Specialist Series and included in
an evaluation of the Senior Construction Specialist position, and the
positions of Construction Specialist/Plumber, Construction Specialist
II/Painter, Construction Specialist II/Electrician and Construction Specialist
I/Carpenter. An examination of the duties and responsibilities assigned to
these positions reveals that the three Construction Specialists II and the
Construction Specialist I are all performing at the journey level in their
Page 4, Item
Meeting Date 5/14/85
speciality. The recommendation, in this case, is to reclassify the
Construction Specialist I to Construction Specialist II. Pay at this level is
comparable to similar classifications in the County of San Diego. A salary
study was not conducted for this classification review because it was felt
that the internal alignment was correct for Construction Specialist II based
on the City/County Personnel Association Survey.
With respect to the Senior Construction Specialist, it is recommended that the
title be changed to Supervising Construction Specialist to more accurately
reflect the supervisory nature of this position. It is also recommended that
the salary range be increased approximately 10% to provide the appropriate 15%
spread between a supervisor and the next lower level in the series. A salary
study was not conducted for this recommendation since the recommendation for a
spread of 15% is consistent with the City's practice of providing
approximately 15% between the supervisor and the next lower level
classification in the series.
Summary Recommendations:
Reclassify the Construction Specialist I position to Construction Specialist
II at the annual E step salary of $22,520.
Retitle the Sr. Construction Specialist to Supervisory Construction Specialist
and increase the salary range 10.11% to an annual E step of $25,901 .
3. Storekeeper
A classification study was conducted of the Storekeeper position and resulted
in no significant classification recommendations. The class specification for
this position has been updated to more accurately reflect the types of duties
and responsibilities assigned, however, there is no increase recommended in
classification level . A salary survey was conducted of cities in the County
of San Diego and the results of that survey showed that Chula Vista's
Storekeeper position is approximately 14% below the mean. It is recommended
that the salary range for Storekeeper be increased 6% to bring it more in line
with comparable classifications in other agencies. A salary survey conducted
for the classification of Storekeeper is attached.
Summary Recommendations:
Increase the salary range of Storekeeper 6% to an annual E step of $18,262.
4. Data Entry/Computer Operator Series
Changes in the Data Processing Department had led the Management Services
Director to request a classification study of the Data Entry Operator/Computer
Operator position. Creative use of personnel in the Data Processing Division
resulted in new combination of duties performed by one of the employees.
While this is very effective and efficient for the running of the department,
it does not fit any of the City's existing classifications. Consequently, a
Page 5, Item /3
Meeting Date 5/14/85
new classification was developed and the series was reconstituted so that job
titles would more accurately reflect the work performed. The recommended
salary for the newly created position, Data Processing Operator II, $19,097
per year which is 2.5% above the level of Computer Operator, and 2.7% below
the level of Word Processing Supervisor. The old and new staffing in Data
Processing structure is shown below.
Old Pay New Pay
AnnuirE Step AnnuaTT Step
Data Entry Operator I 15,236 Data Entry Operator I 15,236
Data Entry Oper. II 16,405 Data Entry Operator II 16,405
Data Entry Operator/ Data Processing
Computer Operator 17,052 Operator I 17,052
(currently used only
in Library)
Computer Operator 18,638 Computer Operator 18,638
Data Processing
Operator II 19,097
A new salary survey was not conducted for the Data Entry/Computer Operator
Series because this is a Benchmark position included in the City/County
Personnel Association annual salary survey and is routinely reviewed for the
annual negotiation sessions. The recommendations included in this study are
based on internal alignment plus the fact that last year's Benchmark Survey
showed the positions are appropriately compensated.
Summary Recommendation:
Reclassify the Data Entry Operator/Computer Operator position to Data
Processing Operator II, E step salary of $19,097 (11 .99% increase). This
increase is partially offset by underfilling a Data Entry Operator II with a
Data Entry Operator I - a savings of 7.7%
5. Survey Party Chief
Extreme difficulty in recruitment and retention of the Survey Party Chief led
to a classification and salary review of this position. It was determined
that in order to be competitive, the pay for this position must be increased
approximately 22%. This increase brings the position in line with other
positions in the City of similar difficulty and responsibility. It places the
salary approximately 6.0% above the average of the cities surveyed. The
salary survey that was conducted for the Survey Party Chief review is attached.
(c).-
Page 6, Item 3
Meeting Date 54/85
Summary Recommendation:
Increase the salary range for Survey Party Chief 22% to an annual E step of
$34,730. (This will have no fiscal impact until FY 1985-86. )
Full Classification Reports are available in the Personnel Department for
Council review. All of these changes are subject to negotiations. The Chula
Vista Employees Association, which is affected in each case, has reviewed the
changes and offered no objections. All employees affected support the change.
FISCAL IMPACT: The fiscal impact for these classification salary changes is
$5,850 for the remaining two months in FY 1984-85. The annual cost of the
recommended increases would be $35,100. A retroactive increase is recommended
in the case of the Principal Librarians because that classification was not
awarded the increase at the end of negotiations which would have kept a wage
differential between it and the next lower level classification pending the
Library series classification study. The result of this was that they have
worked for the entire 1984/85 fiscal year at only 1/2% greater wage rate than
their subordinates (when the amount of salary and Public Employees Retirement
System contributions are considered). This inequity has led to the
recommendation for retroactive pay in this case only. The retroactive amount
for the previous 10 months in the fiscal year is $9,500.
A breakdown of the two month costs are:
Library - $4,592 (not including retroactive pay)
Construction Specialist Series - $651
Storekeeper - $205
Data Processing Operator II - $402
Mitigating Factors for the Recommended Increases:
The budget increase necessary for the upgrade to Data Processing Operator II
is offset in part by an underfilling of the Data Entry Operator II position.
(There is currently a Data Entry Operator I in this slot. )
Survey Party Chief will have no fiscal impact until the position is filled.
This will be no sooner than July 1985. The increase recommended will cost a
total of $5,461 the first fiscal year the new wage rate is used.
The amount required for adjustments for the last two months of the fiscal year
and the amount necessary to fund retroactively for the Principal Librarians
can be absorbed by effected departments.
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