HomeMy WebLinkAbout2007/06/05 Item 11
CITY COUNCIL
AGENDA STATEMENT
.:S-';{f:. CITY OF
~~ "'~ (HULA VISTA
ITEM TITLE:
SUBMITTED BY:
REVIEWED BY:
JUNE 5,2007, Item~
(A) RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF CHULA VISTA ADOPTING THE
RESULTS OF THE MID-MANAGEMENT STUDY AND
APPROVING THE CORRESPONDING
COMPENSATION SCHEDULE;
(B) RESOLUTION OF THE CITY COUNCIL OF
THE CITY OF CHULA VISTA ADOPTING THE
RESULTS OF VARIOUS INDIVIDUAL NON-
MANAGEMENT CLASSIFICATION STUDIES AND
APPROVING THE CORRESPONDING _ ~ri
COMPENSATION SCHEDULE. U . U
MARCIA RASKIN, DIRECTO~HUMAN RESOURCES; )r,il)>
INTERIM CITY MANAGER Ii /.'
4/STHS VOTE: YES D NO 0
BACKGROUND
civil Service Rule 1.02(A), briefly stated, provides for necessary reviews and necessary
changes so that the City's classification plan is kept current, and that changes in existing
classes, the establishment of new classes or the abolition of classes are properly reflected in
the classification plan. In the past years, Human Resources staff has conducted a series
(phases I through VII) of Citywide classification and compensation studies of positions
represented by CVEA, the results of which were brought forward to, and subsequently
approved by, the City Council. As part of the City's long-time effort to maintain the
classification plan, Human Resources staff conducted a comprehensive classification and
compensation study of professional and middle management positions in the Mid-
Management group, consisting of 131 employees in 67 classifications.
The Mid-Management Study, as it is called, included a review of the work performed, scope
and complexity of assignments and overall responsibility of each position. In addition,
department-initiated classification reviews were conducted on individual non-management
positions represented by Chula Vista Employee Association (CVEA) and Western Council
of Engineers (WCE).
This report is being brought forward in conjunction with the budget process.
11-1
, I
JUNE 5, 2007, Item~
Page 2 of 12
ENVIRONMENTAL REVIEW
Not Applicable
RECOMMENDATION
(A) Adopt the resolution to approve the results of the Mid-Management Study and the
corresponding compensation schedule to be effective the pay period beginning June
22, 2007.
(B) Adopt the resolution to approve the results of various individual non-management
classification studies and the corresponding compensation schedule to be effective
the pay period beginning June 22, 2007.
BOARDS/COMMISSION RECOMMENDA nON
Not Applicable
DISCUSSION
Human Resources staff recently completed a comprehensive study of professional and
middle management positions in the Mid-Management group, consisting of 131
employees in 67 classifications. The purpose of the study was to conduct a detailed
analysis of each position; determine essential job functions for each classification;
develop and/or revise class specifications to ensure that they were current, accurate and in
compliance with the Americans with Disabilities Act; allocate each position to an
appropriate classification; collect and analyze labor market data; and assess internal
salary relationships for any new or revised classifications. Several individual
classification studies of non-management positions represented by CVEA and WCE were
conducted concurrently with the Mid-Management Study.
Mid-Management Studv:
The Mid-Management Study encompassed a review of professional and middle
management positions found in the following departments: Budget and Analysis, City
Clerk, Communications, Community Development, Conservation and Environmental
Services, Engineering, Finance, Fire, General Services, Human Resources 1, Information
Technology Services, Library, the Nature Center, Planning and Building, Police, Public
Works Operations and Recreation.
The methodology and processes used during the Mid-Management Study were those used
throughout Phases I-VII of the City-wide study of CVEA represented positions conducted
from 1999-2005. Each phase of the City-wide classification and compensation study was
brought forward to, and subsequently approved by, Council.
As with Phases I-VII, Human Resources staff met with each of the department heads prior to
the start of the study, to provide an overview of the process and identify any classification or
compensation issues. Informational meetings were then held with employees to provide them
with an overview of the study process, to answer any questions employees had and to
distribute position inventory questionnaires (PIQs), an instrument by which an employee
describes the duties and responsibilities of their position. Employees completed their PIQs
and forwarded them to their irumediate supervisor for review and comment. Department
I An outside consultant conducted the study ofposil:i~ftOZound in the Human Resources Department.
JUNE 5, 2007, Item~
Page 3 of12
heads were also given the opportunity to review and comment on the PIQs, prior to their
submittal to Human Resources. Human Resources staff then interviewed the incumbents for
additional information and to clarify any statements on their PIQs.
Class specifications were drafted based on the information gathered from the PIQs and
employee interviews and department heads were then given the opportunity to provide for
changes and comments. Employees were given their recommended allocation (classification)
with a draft job description for their position, as well as the opportunity to express their
concerns with their recommended allocation or to provide for any changes to the class
specification.
Human Resources staff reviewed concerns and made appropriate changes. Final
recommendations were given to employees with a class specification for their position. If
the employee was not satisfied with the disposition of their concern, he/she had the
opportunity to submit an appeal. Two appeals were submitted and reviewed by an Appeal
Panel consisting of three Executive Managers. The Panel unanimously upheld Human
Resources' recommendations and the decisions of the Appeal Panel were final. Once the
classification component of the study was completed, Human Resources staff collected and
analyzed salary data from 18 comparable agencies in the Southern Califomia region for each
of the positions under study.
Of the 131 professional and middle management positions reviewed, it is recommended
that:
. 14 positions receive a salary increase;
. 12 positions receive a salary increase and title change;
. 36 positions receive a title change only;
. 68 positions remain at their current title and salary level; and
. 1 vacant position receives a salary decrease.
Incumbents in positions that are recommended for reclassification to a higher class, and
therefore a higher salary, will be placed at a salary step that is five (5) percent higher than
their current rate of pay (per Civil Service Rule 1.07(A), Promotion). In reference to the
proposed salary changes shown on Attachment A, the percentage change reflects the
incumbents' actual salary adjustment for FY07-08.
Pending approval of title changes shown on Attachment A, the following classification titles
will be deleted from the classification plan effective pay period beginning June 22, 2007:
Assistant Transit Coordinator, Avian Specialist, Battalion Chief, City Arborist,
Communications Specialist, Conservation Coordinator, Design Specialist, Development
Services Technician, Disaster Preparedness Manager, Educational Services Manager,
Environmental Projects Manager, Environmental Review Coordinator, Lead Programmer
Analyst, Library Automation Manager, Library Automation Specialist, Library Public
Services Manager, Microcomputer Specialist, Microcomputer Support Manager, Park
Ranger Supervisor, Principal Management Assistant, Senior Building Projects Supervisor,
Senior Development Services Technician, Senior Employee Development Specialist, Senior
Management Assistant, Senior Microcomputer Specialist, Senior Recreation Supervisor and
Transit Coordinator. 11-3
JUNE 5, 2007, ItemL
Page 4 of 12
Additional Classification Studies:
In addition to the positions reviewed as part of the Mid-Management Study, Human
Resources staff conducted department-initiated classification studies on individual non-
management positions found in Community Development, Engineering, Human Resources2,
the Nature Center, Planning and Building, and Public Works Operations.
After a thorough analysis, it is recommended that ten positions receive a title change and
eight positions be reclassified to a higher classification, and therefore receive a salary
increase. In addition, after a review of labor market data and an assessment of: internal
salary relationships for the Painter, Plumber and Public Safety Analyst positions, it is
recommended that incumbents in these positions receive a salary increase.
Human Resources staff also recommends establishing the following new classifications to
meet the ongoing needs of the departments: After School Program Manager, Development
Services Counter Manager, Development Services Technician I, Application Support
Specialist, Programmer Analyst, and Senior GIS Specialist.
DECISION MAKER CONFLICT
Staff has reviewed the decision contemplated by this action and has determined that it is
not site specific and consequently the 500 foot rule found in California Code of
Regulations section l8704.2(a)(I) is not applicable to this decision.
FISCAL IMPACT
Beginning in FY 2007-08:
(A) The total annual cost of implementing the results of the Mid-Management Study
is estimated at $102,000. This amount will be largely offset by a $74,000 increase in
staff time reimbursement revenues, resulting in a net general fund impact of $28,000
annually.
(B) The total annual cost of implementing the results of the individual non-
management classification studies is estimated at $80,000.
These costs were considered as part of the FY 2007-08 budget development process.
Given the budgetary constraints the City is facing, each department has agreed to absorb
these costs in FY 2007-08. As a result, the FY 2007-08 proposed budget document,
delivered to Council on May 24, 2007, contains no additional funding for the
recommended salary and classification changes contained in this report. If these
resolutions are approved, the fmal budget, to be presented to Council on June 19 for
adoption, would reflect the recommended title changes but no additional budget
appropriations.
The annual net cost of these recommendations will be included in future budgets
beginning in FY 2008-09. The ongoing costs of implementing these recommendations
will vary dependent upon the pay step (i.e. A through E) of the incumbents in each
position. The maximum annual net cost in current dollars is estimated at $178,000.
2 As mentioned previously, an outside consultant conducted the study of positions in the Human Resources
Department. 11 - 4
JUNE 5, 2007, Item~
Page 5 of 12
Updated 5-year revenue and expenditure forecasts currently project a $4.5 million base
budget gap for FY 2008-09. Approval oftbese resolutions would increase the projected
gap to between $4.6 and $4.7 million, indicating some combination of unanticipated
revenue enhancements and/or program reductions will likely be required to fund the
ongoing costs of this proposal.
ATTACHMENTS
(A) Mid-Management Study Recommended Position Changes
(B) Individual Non-Management Classification Studies Recommended Position
Changes
(C) Proposed Salary Table (Monthly)
(D) Proposed Salary Table (Bi-Weekly)
Prepared by: Erin Bernal, Principal Human Resources Analyst, Human Resources Department
11-5
ATTACHMENT A
MID-MANAGEMENT STUDY
RECOMMENDED POSITION CHANGES
Title Change Only (36 Positions)
JUNE 5, 2007, Item~
Page 6 of12
Communications
Communications Specialist
Communications
Design Specialist
Engineering
Principal Management Assistant
Fire
Battalion Chier (7)
Fire
Disaster Preparedness Manager
General Services
Conservation Coordinator
General Services
Senior Building Projects
Supervisor (3)
Information Technology Services
Microcomputer Specialist (8)
Information Technology Services
Senior Microcomputer Specialist (2)
Information Technology Services
Microcomputer Support Manager
Library
Library Public Services Manager
Nature Center
Avian Specialist
Planning and Building
Principal Management Assistant
Planning and Building
Environmental Projects Manager (2)
Planning and Building
Senior Management Assistant
Police
Senior Employee Development
Specialist
Public Works Operations
Assistant Transit Coordinator
Public Works Operations
Transit Coordinator
Public Works Operations
City Arborist
11-6
Special Events Planner
Senior Graphic Designer
Principal Management Analyst
Fire Battalion Chier (7)
Emergency Services Coordinator
Environmental Services Program
Manager
Building Projects Manager (3)
Information Technology Support
Specialist (8)
Senior Information Technology
Support Specialist (2)
Information Technology Support
Manager
Library Operations Manager
Nature Center Program Manager
Principal Management Analyst
Senior Planner (2)
Development Automation Specialist
Police Training and Development
Supervisor
Transit Operations Coordinator
Transit Manager
Urban Forestry Manager
JUNE 5, 2007, Item-LL
Page 7 of 12
ATTACHMENT A
(Continued)
Salary Change Only (14 Positions)
Community Development Principal Community Development Specialist (3) +0.57%
Engineering Real Property Manager +0.73%
Information Technology Services Operations and Telecommunications Manager +5.23%
Information Technology Services Applications Support Manager +2.31%
Planning and Building Principal Planner (3) +0.57%
Planning and Building Code Enforcement Manager +0.57%
Police Senior Public Safety Analyst +4.32%
Public Warks Operations Fleet Manager +1.03%
Recreation Principal Recreation Manager (2) + 1.74
3 The percentage change reflects the actual salary 41J1lotiPents effective June 22, 2007.
JUNE 5, 2007, ItemJ.L
Page 8 of 12
ATTACHMENT A
(Continued)
Title and Salary Change (13 Positions)
Budget and Analysis Senior Management Analyst Fiscal and Management Analyst +9.76%"
Finance Senior Management Analyst Fiscal Services Analyst +9.76%"
ITS Lead Programmer Analyst GIS Supervisor +10.00%
ITS Lead Programmer Analyst (2) Senior Programmer Analyst (2) +10.00%
ITS Lead Programmer Analyst (2) Senior Applications Support + 10.00%
Specialist (2)
Library Educational Services Manager After School Program Manager -22.00%
Library Senior Librarian Library Digital Services + 10.00%
Manager
Planning and Building Environmental Projects Principal Planner (2) +8.84%"
Manager (2)
Planning and Building Environmental Review Principal Planner +0.57%
Coordinator
Recreation Senior Recreation Supervisor (2) Senior Recreation Manager (2) +1.71%
New Classifications (No Incumbents)
Information Technology Services
New Classification
Programmer Analyst
Information Technology Services
New Classification
Applications Support Specialist
Planning and Building
New Classification
Development Services Counter
Manager
4 The percentage change reflects the actual salary adjustments effective June 22, 2007.
* Over the next one to three fiscal years, as an incumbent moves through the normal merit step process,
comparing E step to E step, the maximum increase for each position are as follows: Fiscal & Management
Analyst - 21.01%, Fiscal Services Analyst - 21.01%, Principal Planner - 20%, Land Surveyor - 15%,
Human Resources Technician - 21.03%, Nature Center Program Manager - 14.26%, and Parks Manager -
13.69%.
11-8
JUNE 5, 2007, Item---il--
Page 9 of 12
ATTACHMENT B
INDIVIDUAL NON-MANAGEMENT CLASSIFICATION STUDIES
RECOMMENDED POSITION CHANGES
Title Change Only (10 Positions)
Planning and Building
Development Services Technician (9)
Development Services Technician II
Planning and Building
Senior Development Services Technician (1)
Development Services Technician III
Salary Change Only (9 Positions)
General Services
Painter (2)
+5.00%
General Services
Plumber (2)
+5.00%
Fire
Public Safety Analyst
+4.32%
Police
Public Safety Analyst (4)
+4.32%
Title and Salary Change (8 Positions)
Community Secretary Senior Fiscal Office Specialist +5.00%
Development
Engineering Assistant Surveyor II Land Surveyor +9.52%"
Human Resources Senior Office Specialist Human Resources Technician + 10.02%"
Human Resources Senior Office Specialist Senior Fiscal Office Specialist +5.00%
Nature Center Nature Center Specialist Nature Center Program Manager +8.82%"
Planning and Building Office Specialist (2) Senior Office Specialist (2) +10.00%"
Public Works Park Ranger Supervisor Parks Supervisor +8.27%"
Operations
5 The percentage change reflects the actual salary adjustments effective June 22, 2007.
6 See footnote 5.
" Over the next one to three fiscal years, as an incumbent moves through the normal merit step process,
comparing E step to E step, the maximum increase for each position are as follows: Fiscal & Management
Analyst - 21.01%, Fiscal Services Analyst - 21.01%, Principal Planner - 20%, Land Surveyor - 15%,
Human Resources Technician - 21.03%, Nature Center Program Manager - 14.26%, and Parks Manager -
13.69%.
11-9
JUNE 5, 2007, Item-R-
Page 10 of 12
ATTACHMENTB
(Continued)
New Classifications (No Incumbents)
Information Technology Services
New Classification
Senior GIS Specialist
Planning and Building
New Classification
Development Services Technician I
11-10
JUNE 5, 2007, Item~
Page 11 of 12
ATTACHMENT C
PROPOSED SALARY TABLE (MONTHLY)
AFTER SCHOOL PROGRAM MANAGER 7032 MM $5,757.69038 $6,045.57490 $6,347.85364 $6,665.24632 $6,998.50864
APPLICATIONS SUPPORT SPECIALIST 3084 MM $5,366.20884 $5,634.51928 $5,916.24525 $6,212.05751 $6,522.66039
APPLICATIONS SUPPORT MANAGER 3083 MM $6,558.69214 $6,886.62675 $7,230.95808 $7,592.50599 $7,972.13129
CODE ENFORCEMENT MANAGER 4759 MM $7,087.53254 $7,441.90917 $7,814.00463 $8,204.70486 $8,614.94010
DEVELOPMENT SERVICES COUNTER MANAGER 4547 MM $5,773.16402 $6,061.82222 $6,364.91333 $6,683.15899 $7,017.31694
DEVELOPMENT SERVICES TECHNICIAN I 4542 CVEA $3,095.70889 $3,250.49434 $3,413.01905 $3,583.67001 $3,762.85351
DEVELOPMENT SERVICES TECHNICIAN II 4544 CVEA $3,405.27978 $3,575.54377 $3,754.32096 $3,942.03701 $4,139.13886
DEVELOPMENT SERVICES TECHNICIAN III 4545 CVEA $3,916.06566 $4,111.86894 $4,317.46239 $4,533.33551 $4,760.00228
FISCAL SERVICES ANALYST 3609 MM $6,612.93320 $6,943.57986 $7,290.75885 $7,655.29679 $8,038.06163
FLEET MANAGER 6501 MM $6,398.24632 $6,718.15863 $7,054.06656 $7,406.76989 $7,777.10839
GIS SUPERVISOR 3082 MM $5,962.45428 $6,260.57699 $6,573.60584 $6,902.28613 $7,247.40044
HUMAN RESOURCES TECHNICIAN 3315 CONF $3,564.65036 $3,742.88288 $3,930.02703 $4,126.52838 $4,332.85480
LIBRARY DIGITAL SERVICES MANAGER 7025 MM $5,757.69038 $6,045.57490 $6,347.85364 $6,665.24632 $6,998.50864
OPERATIONS & TELECOMMUNICATIONS MANAGER 3025 MM $6,558.69214 $6,886.62675 $7,230.95808 $7,592.50599 $7,972.13129
PAINTER 6434 CVEA $3,609.08937 $3,789.54384 $3,979.02104 $4,177.97209 $4,386.87069
PLUMBER 6432 CVEA $3,969.98624 $4,168.48555 $4,376.90982 $4,595.75532 $4,825.54308
PRINCIPAL COMMUNITY DEVELOPMENT SPECIALIST 4061 MM $7,087.53254 $7,441.90917 $7,814.00463 $8,204.70486 $8,614.94010
PRINCIPAL PLANNER 4431 MM $7,087.53254 $7,441.90917 $7,814.00463 $8,204.70486 $8,614.940 I 0
PRINCIPAL RECREATION MANAGER 7410 MM $5,917.93633 $6,213.83314 $6,524.52480 $6,850.75104 $7,193.28859
PROGRAMMER ANALYST 3086 MM $5,366.20884 $5,634.51928 $5,916.24525 $6,212.05751 $6,522.66039
PUBLIC SAFETY ANALYST 5254 CVEA $4,640.66666 $4,872.69999 $5,116.33499 $5,372.15174 $5,640.75932
REAL PROPERTY MANAGER 6035 MM $6,875.23962 $7,219.00160 $7,579.95168 $7,958.94927 $8,356.89673
SENIOR APPLICATIONS SUPPORT SPECIALIST 3054 MM $5,962.45428 $6,260.57699 $6,573.60584 $6,902.28613 $7,247.40044
SENIOR GIS SPECIALIST 3080 CVEA $4,927.65063 $5,174.03317 $5,432.73482 $5,704.37157 $5,989.59014
SENIOR PROGRAMMER ANALYST 3087 MM $5,962.45428 $6,260.57699 $6,573.60584 $6,902.28613 $7,247.40044
SENIOR PUBLIC SAFETY ANALYST 5259 MM $5,336.76666 $5,603.60499 $5,883.78524 $6,177.97450 $6,486.87323
SENIOR RECREATION MANAGER 7412 MM $5,146.03160 $5,403.33318 $5,673.49984 $5,957.17483 $6,255.03357
11-11
JUNE 5, 2007, Item~
Page 12 of 12
ATTACHMENTD
PROPOSED SALARY TABLE (HI-WEEKLY)
AFTER SCHOOL PROGRAM MANAGER 7032 MM 2,657.39556 2,790.26534 2,929.77860 3,076.26753 3,230.08091
APPLICATIONS SUPPORT SPECIALIST 3084 MM 2,476.71177 2,600.54736 2,730.57473 2,867.10347 3,010.45864
APPLICATIONS SUPPORT MANAGER 3083 MM 3,027.08868 3,178.44311 3,337.36527 3,504.23353 3,679.44521
CODE ENFORCEMENT MANAGER 4759 MM 3,271.16886 3,434.72731 3,606.46367 3,786.78686 3,976.12620
DEVELOPMENT SERVICES COUNTER MANAGER 4547 MM 2,664.53724 2,797.76410 2,937.65230 3,084.53492 3,238.76167
DEVELOPMENT SERVICES TECHNICIAN I 4542 CVEA 1,428.78872 1,500.22816 1,575.23956 1,654.00154 1,736.70162
DEVELOPMENT SERVICES TECHNICIAN II 4544 CVEA 1,571.66759 1,650.25097 1,732.76351 1,819.40169 1,910.37178
DEVELOPMENT SERVICES TECHNICIAN III 4545 CVEA 1,807.41493 1,897.78567 1,992.67496 2,092.30870 2,196.92413
FISCAL SERVICES ANALYST 3609 MM 3,052.12301 3,204.72917 3,364.96562 3,533.21390 3,709.87460
FLEET MANAGER 6501 MM 2,953.03676 3,100.68860 3,255.72303 3,418.50918 3,589.43464
GIS SUPERVISOR 3082 MM 2,751.90198 2,889.49707 3,033.97193 3,185.67052 3,344.95405
HUMAN RESOURCES TECHNICIAN 3315 CONF 1,645.22324 1,727.48441 1,813.85863 1,904.55156 1,999.77914
LIBRARY DIGITAL SERVICES MANAGER 7025 MM 2,657.39556 2,790.26534 2,929.77860 3,076.26753 3,230.08091
OPERATIONS & TELECOMMUNICATIONS MANAGER 3025 MM 3,027.08868 3,178.44311 3,337.36527 3,504.23353 3,679.44521
PAINTER 6434 CVEA 1,665.73356 1,749.02024 1,836.47125 1,928.29481 2,024.70955
PLUMBER 6432 CVEA 1,832.30134 1,923.91641 2,020.11223 2,121.11784 2,227.17373
PRINCIPAL COMMUNITY DEVELOPMENT SPECIALIST 4061 MM 3,271.16886 3,434.7273 I 3,606.46367 3,786.78686 3,976.12620
PRINCIPAL PLANNER 4431 MM 3,271.16886 3,434.72731 3,606.46367 3,786.78686 3,976.12620
PRINCIPAL RECREATION MANAGER 7410 MM 2,731.35523 2,867.92299 3,011.31914 3,161.88510 3,319.97935
PROGRAMMER ANALYST 3086 MM 2,476.71177 2,600.54736 2,730.57473 2,867.10347 3,010.45864
PUBLIC SAFETY ANALYST 5254 CVEA 2,141.84615 2,248.93846 2,361.38538 2,479.45465 2,603.42738
REAL PROPERTY MANAGER 6035 MM 3,173.18752 3,331.84689 3,498.43924 3,673.36120 3,857.02926
SENIOR APPLICATIONS SUPPORT SPECIALIST 3054 MM 2,751.90198 2,889.49707 3,033.97193 3,185.67052 3,344.95405
SENIOR GIS SPECIALIST 3080 CVEA 2,274.30029 2,388.01531 2,507.41607 2,632.78688 2,764.42622
SENIOR PROGRAMMER ANALYST 3087 MM 2,751.90198 2,889.49707 3,033.97193 3,185.67052 3,344.95405
SENIOR PUBLIC SAFETY ANALYST 5259 MM 2,463.12307 2,586.27923 2,715.59319 2,851.37285 2,993.94149
SENIOR RECREATION MANAGER 7412 MM 2,375.09151 2,493.84608 2,618.53839 2,749.46530 2,886.93857
11-12
RESOLUTION NO. 2007-
RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF CHULA VISTA ADOPTING THE RESULTS OF THE
MID-MANAGEMENT STUDY AND APPROVING THE
CORRESPONDING COMPENSATION SCHEDULE
WHEREAS, Civil Service Rule l.02(A), briefly stated, provides for necessary reviews
and necessary changes so that the City's classification plan is kept current, and that changes in
existing classes, the establishment of new classes or the abolition of classes are properly
reflected in the classification plan; and
WHEREAS, as part of the City's long-time effort to maintain the classification plan,
Human Resources staff conducted a comprehensive classification and compensation study of
professional and middle management positions in the Mid-Management group, consisting of
131 employees in 67 classifications; and
WHEREAS, the Mid-Management Study, as it is called, included a review of the work
performed, scope and complexity of assignments and overall responsibility of each position. In
addition, department-initiated classification reviews were conducted on individual non-
management positions represented by Chula Vista Employee Association (CVEA) and
Western Council of Engineers (WCE); and
WHEREAS, Human Resources staff recently completed a comprehensive study of
professional and middle management positions in the Mid-Management group, consisting of
131 employees in 67 classifications; and
WHEREAS, the purpose of the study was to conduct a detailed analysis of each
position; determine essential job functions for each classification; develop and/or revise class
specifications to ensure that they were current, accurate and in compliance with the Americans
with Disabilities Act; allocate each position to an appropriate classification; collect and analyze
labor market data; and assess internal salary relationships for any new or revised
classifications; and
WHEREAS, the Mid-Management Study encompassed a review of professional and
middle management positions found in the following departments: Budget and Analysis, City
Clerk, Communications, Community Development, Conservation and Environmental Services,
Engineering, Finance, Fire, General Services, Human Resources\ Information Technology
Services, Library, the Nature Center, Planning and Building, Police, Public Works Operations
and Recreation; and
1 An outside consultant conducted the study of positions found in the Human Resources Department.
11-13
WHEREAS, once the classification component of the study was completed, Human
Resources staff collected and analyzed salary data from 18 comparable agencies in the
Southern California region for each of the positions under study; and
WHEREAS, incumbents in positions that are recommended for reclassification to a
higher class, and therefore a higher salary, will be placed at a salary step that is five (5) percent
higher than their current rate of pay (per Civil Service Rule 1.07(A), Promotion).
NOW, THEREFORE BE IT RESOLVED that the Council of the CityofChula Vista
hereby adopts the results of the mid-management study and approves the corresponding
compensation schedule.
Presented by:
Approved as to form by:
~~ Q\\\\\I\.r<A\Q~
Ann Moore
City Attorney
Marcia Raskin
Director of Human Resources
11-14
RESOLUTION NO. 2007-
RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF CHULA VISTA ADOPTING THE RESULTS OF
VARIOUS INDIVIDUAL NON-MANAGEMENT
CLASSIFICATION STUDIES AND APPROVING THE
CORRESPONDING COMPENSATION SCHEDULE
WHEREAS, Civil Service Rule I.02(A), briefly stated, provides for necessary reviews
and necessary changes so that the City's classification plan is kept current, and that changes in
existing classes, the establishment of new classes or the abolition of classes are properly
reflected in the classification plan; and
WHEREAS, as part of the City's long-time effort to maintain the classification plan,
Human Resources staff conducted a comprehensive classification and compensation study of
professional and middle management positions in the Mid-Management group, consisting of
131 employees in 67 classifications; and
WHEREAS, department-initiated classification reviews were conducted on individual
non-management positions represented by Chula Vista Employee Association (CVEA) and
Western Council of Engineers (WCE); and
WHEREAS, the purpose of the study was to conduct a detailed analysis of each
position; determine essential job functions for each classification; develop and/or revise class
specifications to ensure that they were current, accurate and in compliance with the Americans
with Disabilities Act; allocate each position to an appropriate classification; collect and analyze
labor market data; and assess internal salary relationships for any new or revised
classifications; and
WHEREAS, several individual classification studies of non-management positions
represented by CVEA and WCE were conducted concurrently with the Mid-Management
Study and
WHEREAS, in addition to the positions reviewed as part of the Mid-Management
Study, Human Resources staff conducted department-initiated classification studies on
individual non-management positions found in Community Development, Engineering, Human
Resources!, the Nature Center, Planning and Building, and Public Works Operations; and
WHEREAS, after a thorough analysis, it is recommended that ten positions receive a
title change and eight positions be reclassified to a higher classification, and therefore receive a
salary increase; and
I As mentioned previously, an outside consultant conducted the study of positions in the Human Resources
Department.
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WHEREAS, in addition, after a review of labor market data and an assessment of
internal salary relationships for the Painter, Plumber and Public Safety Analyst positions, it is
recommended that incumbents in these positions receive a salary increase; and
WHEREAS, Human Resources staff also recommends establishing the following new
classifications to meet the ongoing needs of the departments: Development Services Counter
Manager, Development Services Technician I, Application Support Specialist, Programmer
Analyst, and Senior GIS Specialist; and
NOW, THEREFORE BE IT RESOL YED that the Council of the City of Chula Vista
hereby adopts the results of various individual non-management classification studies and
approves the corresponding compensation schedule.
Presented by:
Approved as to form by:
~'[(j~~f~'0~
Ann Moore
City Attorney
Marcia Raskin
Director of Human Resources
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