HomeMy WebLinkAbout2008/06/03 Item 5
CITY COUNCIL
AGENDA STATEMENT
~~ CITY OF
. (HULA VISTA
JUNE 3, 2008 Item~
SUBMITTED BY:
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CHULA VISTA APPROVING THE CREATION OF A
PROFESSIONAL UNIT
DIRECTOR OF HUMAN RESOURCES /fP--
CITY MANAGER c;::.T -hr,.. .b re G.,.
ASSISTANT CITY MANAGER s-r'
ITEM TITLE:
REVIEWED BY:
4/5THS VOTE: YES D NO 0
SUMMARY
On June 5, 2007, Council approved the results of the Middle Management classification
study, which was the last phase of the on-going project that reviewed all classified positions
throughout the City. Now that the study is completed, one of the findings was the need to
separate the Middle Managers into two distinct groups, Middle Managers and Professionals
based on the level of overall management and administrative responsibilities of each
position.
ENVIRONMENTAL REVIEW
The Environmental Review Coordinator has reviewed the proposed actlvlY for
compliance with the California Environmental Quality Act (CEQA) and has determined
that the activity is not a "Project" as defined under Section 15378 of the State CEQA
Guidelines because it does not include a physical change to the environment; therefore,
pursuant to Section l5060(c)(3) of the State CEQA Guidelines the activity is not subject
to CEQA. Thus, no environmental review is necessary.
RECOMMENDATION
That Council adopt the resolution.
BOARDS/COMMISSION RECOMMENDATION
Not Applicable.
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JUNE 3, 2008, Iteml
Page 2 of6
DISCUSSION
In June 2007, Council approved the results of a comprehensive classification study of
professional and middle management positions in the Middle Management group. 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. Unit designation was not part of the study conducted in 2007, however,
Human Resources staff conducted follow-up analysis of each classification.
As a result of the analysis conducted, it was determined that many of the classifications
designated as Middle Management positions did not meet the term "Middle
Management" as defined in the Government Code under the State Employer Relations
Act (SERA). Although the City is not bound by the SERA, we have used it as guidance
in defining various groups. The Government Code defines a "Managerial Employee" as
any employee having significant responsibility for formulating or administering agency
or departmental policies and programs or administering an agency or department and
exercising independent judgment and discretion in the duties performed. The City's
current makeup of the Middle Management group has encompassed both supervisory and
professional classifications. Many of these classifications do not perform functions that
fall within the criteria set forth in the Government Code definition of "Managerial
Employee." Therefore, because the current Middle Manager group has been defined
broadly, it is over-inclusive. In addition, the Meyers Milias Brown Act defines a
Professional as those who are engaged in work requiring specialized knowledge and
skills attained through a recognized course of instruction and exercise independent
judgment and discretion in the course oftheir work.
Human Resources staff is recommending creating an additional group called the
Professional Unit. This unit would more closely align classifications based on the above
definition.
Two subgroups would also be required to further appropriately designate classifications
within both the Middle Management and Professional groups. These subgroups would be
"Confidential" and "Unclassified". State Employer Relations Act defines "Confidential
employee" as any employee who is required to develop or present management positions
with respect to employer-employee relations or whose duties normally require access to
confidential information contributing significantly to the development of management
positions. The City Charter sections 500 (a) and 701 define "Unclassified" positions. In
general, unclassified employees serve in an "at-will" status. The Charter states these
positions serve "at the pleasure of' the City Councilor City Manager and are not covered
by the Civil Service Rules and Regulations. The City Manager has the authority to
designate management positions to the unclassified service.
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JUNE 3, 2008, Item~
Page 3 of6
Currently, 105 classifications are designated to the Middle Management group. Of these
105 classifications, 41 classifications would remain in the Middle Management group,
2 classifications would be designated as Middle Management (Confidential),
4 classifications as Middle Management (Unclassified), 45 classifications designated as
Professional, 4 classifications as Professional (Confidential), and 9 classifications as
Professional (Unclassified).
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 I 8704.2(a)(1) is not applicable to this decision.
FISCAL IMPACT
No fiscal impact.
ATTACHMENTS
A. List of Classifications and Group Designation
Prepared by: Irene Mosley, Human Resources Operations Manager, Human Resources Department
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ATTACHEMENT A
I 'Classification
ANIMAL CARE FACILITY SUPERVISOR
APPLICATIONS SUPPORT MANAGER
CODE ENFORCEMENT MANAGER
COLLECTIONS SUPERVISOR
COMMUNICATIONS SYSTEM MANAGER
CONSTRUCTION & REPAIR MGR
CRIME LABORATORY MANAGER
CUSTODIAL & FACILITIES MANAGER
DETENTION FACILITY MANAGER
DEVELOPMENT SERV COUNTER MANAGER
ENVIRON SVCS PROG MGR
EQUIPMENT MAINTENANCE MANAGER
FIRE BATTALION CHIEF (112 HR)
FIRE MARSHAL
FLEET MANAGER
GIS SUPERVISOR
INFO TECH SUPPORT MANAGER
LIBRARY DIGITAL SERVICES MGR
LIBRARY OPERATIONS MANAGER
LITERACY AND PROGRAM COORD"
OPEN SPACE MANAGER
OPS&TELECOM MGR
PARKS MANAGER
PERMITS PROCESSING SUPERVISOR
PLAN CHECK SUPERVISOR
POLICE COMMUNICATIONS MANAGER
PLANNING & ENVIRONMENTAL MANAGER
POLICE SUPPORT SERVICES MGR
PRINCIPAL CIVIL ENGINEER
PRINCIPAL LANDSCAPE ARCHITECT
PRINCIPAL LIBRARIAN
PRINCIPAL PLANNER
PRINCIPAL RECREATION MANAGER
PUBLIC WORKS MANAGER
RECORDS MANAGER
SENIOR EQUIPMENT MAINT SUPERVISOR
SR LIBRARIAN
SR RECREATION MGR
URBAN FORESTRY MANAGER
TRANSIT MANAGER
WASTEWATER COLLECTIONS MANAGER
JUNE 3, 2008, Item~
Page 4 of 6
I
Group Designation
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middie Management
Middle Management
Middle Management
Middle Management
Middie Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
Middle Management
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JUNE 3, 2008, Item2
Page5of6
I Classification
BENEFITS MANAGER
SR ACCOUNTANT
REAL PROPERTY MANAGER
CBAG BUDGET MANAGER
CBAG NE1WORK MANAGER
CBAG PROGRAM MANAGER
APPLICATIONS SUPPORT SPECIALIST
BUILDING PROJECTS SUPERVISOR
BUILDING PROJECT MANAGER
CULTURAL ARTS COORDINATOR
DEPUTY CITY CLERK
DESIGN REVIEW COORDINATOR
DEVELOPMENT AUTOMATION SPEC
EMERGENCY SERVICES COORDINATOR
ENVIRONMENTAL RESOURCE MANAGER
FIRE PREVENTION ENGINEER
FISCAL SERVICES ANALYST
INFO TECH SUPPORT SPECIALIST
LANDSCAPE ARCHITECT
LITERACY TEAM COORDINATOR
LIBRARY ADMINISTRATIVE COORD
NATURE CENTER PROGRAM MANAGER
ODT SPECIALIST I
ODT SPECIALIST II
POLICE TRAINING & DEV SUPV
PRIN PROJECT COORD
PRINCIPAL ECONOMIC DEV SPEC
PRINCIPAL MANAGEMENT ANALYST
PRINCIPAL REVENUE ANALYST
PROGRAMMER ANALYST
PUB INFO OFFICER (PD)
PUBLIC WORKS COORDINATOR
REDEVELOPMENT COORDINATOR
REVENUE & RECOVERY MANAGER
RISK ANALYST
RISK MANAGEMENT SPECIALIST
SPECIAL EVENTS PLANNER
SR APPLICATIONS SUPPORT SPEC
SR ECONOMIC DEV SPEC
SR PROJECT COORD
SR GRAPHIC DESIGNER
SR INFO TECH SUPPORT SPEC
SR MANAGEMENT ANALYST
SR PLANNER
SR PROCUREMENT SPECIALIST
SR PROGRAMMER ANALYST
Group ~i\:inati6n"
Middle Management (Confidential)
Middle Management (Confidential)
Middle Management (Unclassified)
Middle Management (Unclassified)
Middle Management (Unclassified)
Middle Management (Unclassified)
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional'"
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
Professional
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Classific.atiolt .
SR PUBLIC SAFETY ANALYST
SR RISK MGMT SPECIALIST
SYSTEMS/DA TABASE ADMINISTRATOR
TRAFFIC ENGINEER
VETERINARIAN
TRANSIT OPERATIONS COORD
FISCAL AND MANAGEMENT ANALYST
HR ANALYST
SR HR ANALYST
PRINCIPAL HR ANALYST
CBAG LEAD PROGRAMMER ANALYST
CBAG METH STK FORCE COORDINATOR
CBAG MICROCOMPUER SPECIALIST
CBAG PROGRAM ANALYST
CBAG NTWKADMINISTRATOR I
COASTAUENVIRON POLICY CONSULTANT
CONSTNT SRVCS MGR
SENIOR DEPUTY CITY CLERK
EXECUTIVE ASST TO THE CITY MGR
DEPUTY CITY ATTY II
'Pending Council approval on 6110108.
JUNE 3, 2008, Item---5-
Page 6 of6
Group De$ilination
Professional
Professional
Professional
Professional
Professional
Professional
Professional (Confidential)
Professional (Confidential)
Professional (Confidential)
Professional (Confidential)
Professional (Unclassified)
Professional (Unclassified)
Professional (Unclassified)
Professional (Unclassified)
Professional (Unclassified)
Professional (Unclassified)
Professional (Unclassified)
Professional (Unclassified)
Professional (Unclassified)'
Professional (Unclassified)
5-6
RESOLUTION NO. 2008-
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
CHULA VISTA APPROVING THE CREATION OF A
PROFESSIONAL UNIT
WHEREAS, in June 2007, the Chula Vista City Council approved the results of a
comprehensive classification study of professional and middle management positions in the
Middle Management group; 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, unit designation was not part of the study conducted in 2007, however,
Human Resources staff conducted follow-up analysis of each classification; and
WHEREAS, as a result of the analysis conducted, it was determined that many of the
classifications designated as Middle Management positions did not meet the term "Middle
Management" as defined in the Government Code under the State Employer Relations Act
(SERA); and
WHEREAS, although the City is not bound by the SERA, the City has used it as
guidance in defining various groups; and
WHEREAS, the Government Code defines a "Managerial employee" as any employee
having significant responsibility for formulating and administering agency or departmental
policies and programs or administering an agency or department and exercising independent
judgment and discretion in the duties performed; and
WHEREAS, the City's current makeup of the Middle Management group has
encompassed both supervisory and professional classifications, and is therefore over-inclusive;
and
WHEREAS, the Meyers Milias Brown Act defines a Professional as those who are
engaged in work requiring specialized knowledge and skills attained through a recognized course
of instruction and who exercise independent judgment and discretion in the course of their work;
and
WHEREAS, Human Resources staff is recommending creating an additional group called
the Professional unit; and
J:\Altorney\RESO\HRICreation of Prof! Unit_ 06.0J-08.doc
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Resolution No. 2008-
Page 2
WHEREAS, this unit would more closely align classifications based on the definition
found in the Meyers Milias Brown Act; and
WHEREAS, two subgroups, "Confidential" and "Unclassified," would also be required
to further appropriately designate classifications within both the Middle Management and
Professional groups; and
WHEREAS, SERA defines "Confidential employee" as any employee who is required to
develop or present management positions with respect to employer-employee relations or whose
duties normally require access to confidential information contributing significantly to the
development of management positions; and
WHEREAS, the City Charter currently designates several positions In the Middle
Management unit as unclassified positions; and
WHEREAS, currently, 104 classifications are designated to the Middle Management
group; and
WHEREAS, of these 104 classifications, 42 classifications would remain in the Middle
Management group, 3 classifications would be designated as Middle Management
(Confidential), 4 classifications as Middle Management (Unclassified), 44 classifications
designated as Professional, 3 classifications as Professional (Confidential), and 8 classifications
as Professional Unclassified).
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City ofChula Vista
that it hereby approves the creation of a Professional Unit.
Presented by
Approved as to form by
~~;\q;~,\~'{.q\,,\:).~\
Ann Moore
City Attorney
Marcia Raskin
Director of Human Resources
J:lAttomeyIRESO\HR\Crealion of prorl Unil_ 06-03-08.doc
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