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HomeMy WebLinkAboutAgenda Statement 1980/07/10 Item 06 COUNCIL AGENDA STATEMENT .JI' , . Item' . 6 . ' Meeting Date 7/10/80 ITEM TITLE: Resolution /6/frf- Establishing the compensation plan for the Middle Management employees for Fiscal Year 1980-81 SUBMITTED BY: City Manager (4/5ths Vote: Yes___ No~) /_;. This resolution provides for the establishment of the compensation plan for Middle Management employees. RECOMMENDATION: Adopt resolution BOARD/COMMISSION RECOMMENDATION: N.A. DISCUSSION: The classifications listed on Attachment "A" are recommended for an 8.5% salary increase effective July 11,1980, with the following exceptions: Battalion Chief is recommended for a 13.5% increase. Fire Marshal is recommended for an 18.5% increase. During the 1979-80 fiscal year, the City created the Director of Public Safety. Although the Director is effectively providing the administrative guidance for the department, the technical expertise is still being acquired. Due to the newness of the concept as well as a lack of technical fire training, the Public Safety Director must rely on the Battalion Chiefs and Fire Marshal to a far greater extent on technical fire issues. Since the creation of the Public Safety Director position, the Battalion Chiefs and Fire Marshal must exercise more independent judgment and authority, which requires more responsi- bility from these individuals than the City has demanded in the past. In recognition of this situation, staff recommends these classifications for 5% additional compensation, as well as the 8.5% extended to all other Middle Managers. In addition, management has questioned the validity of paying the Fire Marshal 5% less than the Battalion Chiefs. In many jurisdictions, the Fire Marshal actually receives higher compensation that the Battalion Chiefs for the knowledge the position requires. The Director of Public Safety relies on the Battalion Chiefs for individual technical authority on any given shift as well as combined technical authority on departmental suppression issues. However, the Fire Marshal is individually responsible for Fire Code issues. There- fore, staff recommends the Fire Marshal for a 10% increase in compensation in addition to the 8.5% extended to all other Middle Managers. if this action is approved, the Fire Marshal and Battalion Chiefs will receive the same compensation. The Battalion Chiefs and the Fire Marshal will now receive straight-time compensation for overtime as opposed to the current compensation of time and one half. Police Captain is recommended for a 13.5% increase. This increase will reestablish a 15% salary differential between Police Lieutenant and Police Captain. Currently, a Police Lieutenant with a Bachelor's Degree qualifies for a 5% education differential. Because the Police Captain is not eligible for this incentive, the education differenti a 1 reduces the difference between the base wage of a Lieutenant and Captain from 15% to 10%, causing a compaction between the classifications. continued Form A-113 (Rev. 11/79) EXHIBITS Agreement_ Resolution X Ordinance Plat Notification List Other Attachment "A" ENVIRONMENTAL DOCUMENT: Attached Submitted on .... Item No.6 Me~ting pcrte'7/10/80 Page 2 Arthur Young & Company in the classification survey recommended an 18% differential between first-line and second-line supervision and, in other cases, 15% between classification levels. Staff believes the 15% differential is adequate between Police Lieutenants and Captains. Currently Police Captains receive $100 annual uniform allowance. Beginning in the 1980-81 fiscal year, this benefit will no longer be received. Senior Civil Engineer is recommended for a 13.5% increase. Historically, a 15% salary differential existed between the classifications of Senior Civil Engineer and Associate Civil Engineer. An Associate Civil Engineer with a certificate of registration as a professional engineer in the State of California received 5% additional salary. This practice reduced the salary differential between the Senior Civil and Associate Civil Engineer in many cases from 15% to 10%. For the last two years the City has required registration of all Associate Civil Engineers. Due to this action, the differential between these classifications is now 10% in all cases. If the Arthur Young report is implemented, in no other instance City-wide will the relation- ship between the first-line and second-line supervisors be anything less than 15%. If the City is to maintain equity among the supervisorial ranks, this differential should be applied. The additional level of responsibility justifies a 15% differential between the Senior Civil Engineer and Associate Civil Engineer. FISCAL IMPACT: If the Arthur Young study is implemented, the total cost of the compensation package is estimated at $204,000. This meets the wage guidelines set by the City Council. DAS:mab ~ Ii P by the C: ~Jf c.. Chula V;st:J, C;:.'j;,c" d Dated 1-/~-~t?