HomeMy WebLinkAboutAgenda Statement 1988/08/09 Item 10
COUNCIL AGENDA STATEMENT
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ed
Item
Meeting Date
8/9/88
ITEM TITLE:
Resolution /37 J- A - Establishing compensation
plan for middle management employees for FY 1988-89
SUBMITTED BY:
1"1 ' I !'}J,
City Manager} tv ) (lD.._--
4/5ths Vote: Yes No X
This resolution provides for the establishment of a compensation plan for
middle managers for FY 1988-89.
RECOMMENDATION: Adopt resolution.
DISCUSSION:
The 60 employees who are middle managers are not represented by an association
.r union. In order that proper input is achieved regarding their salaries
nd fringe benefits, in each of the past four years they have selected
a committee that submits the middle managers proposals regarding fringe
benefit adjustments to the City Manager. These are then evaluated and discussed
with the middle management committee before formulating recommendations
to you. In addition, the results of the salary survey are shared with
each middle manager for their position only, and a tentative recommendation
is also communicated to them. Then the middle managers individually or
collectively have the option to meet with the City Manager to discuss this
tentative recommendation. This process is now complete, and what is recommended
reflects the results of this process.
The salary survey used as a guide in developing middle management salaries
last year has been updated for FY 1988-89. Based on the results of the
survey, it is recommended that middle management employees be granted a
3% salary increase (beginning the first pay period in July) and an additional
3% salary increase effective the first pay period in January, 1989. These
are the same salary increments provided the City employees represented
by CVEA and maintain the internal relationships between supervisors and
those being supervised. It is also recommended that 1.5% of the employee
contribution to PERS be paid by the City effective the first pay period
in July 1988, and that another 1.5% be paid effective the first pay period
in January 1989. This will place the benefit at 7%, the amount paid all
CVEA represented employees, as well as middle managers in all 18 cities
used in Chula Vista's salary survey. In addition to these salary and PERS
adjustments, it is recommended that the middle managers market basket increase
~from $3,106 to $3,467 annually.
On June 21, 1988, the City Council adopted Resolution 13638 making the
necessary finding that fixing of compensation for unrepresented City officers
and employees is tied to that of represented employees. Adoption of this
/0
resolution allows for any adjustments determined appropriate subsequent
to July 1, 1988 to be effective as of any date determined by the City Council.
411Lveral positions are recommended for special salary adjustments in addition
to the abovementioned general adjustment, based upon survey data for their
positions, internal relationships and performance. Given good to excellent
performance, some positions which were significantly below the market average
for their job are recommended for a slightly higher adjustment in order
to reduce the number of positions significantly below the norm in their
market.
Position
Assistant Fire Chief
Battalion Chief
Fire Marshal
Police Captain
Chief Building Inspector
Principal Comm. Dev. Specialist
Principal Librarian
Senior Librarian
Public Information Coordinator
Park Superintendent
Recreation Superintendent
Open Space Coordinator
Park Maint. Supervisor II
Senior Personnel Analyst
Street Maintenance Superintendent
.UbliC Works Supervisor II
uilding Maintenance Superintendent
Special Adjustments
July Increase January Increase
.5 .5
.5 .5
.5 .5
.5 .5
2.0 2.0
1 .55 1 .55
1.3 1.3
.96 .96
3.8 3 .8
1.6 1.6
1.6 1.6
1.0 1.0
1.0 1.0
.96 .96
2.4 2.4
1.0 1.0
2.4 2.4
In addition to the list of 1% and 2% special adjustments for those positions
substantially below the average for those positions in the surveyed cities
the size of Chula Vista, additional adjustments are recommended which are
discussed in the following paragraphs.
For the Police Captains, Battalion Chiefs and Fire Marshal, it is recommended
that these positions be compensated with the same overall adjustment as
provided to those employees represented by the Fire Fighters and Police
Officers Associations. This is proposed in order to maintain the internal
salary relationship between these positions and the positions that they
supervise.
The Chief Building and Housing Inspector is recommended for an additional
adjustment because this position among all the middle managers was the
most significantly below the market average (nearly 15%) and is also significantly
below other Number 2 positions in other departments in the City. Therefore,
internal relationships would justify the additional adjustment as well
as the market data for this position.
The adjustments recommended for Parks Superintendent, Recreation Superintendent,
Street Maintenance Superintendent, and Building Maintenance Superintendent
are supported by market data and internal salary relationships. The market
data for Parks Superintendent indicates that this position is in excess
ef 14% below the average for this position. As far as internal comparisons
are concerned, the Parks and Recreation Superintendents are below the Redevelopment
Coordinator and should be compensated at least at that level. Finally,
there is a slightly additional adjustment for Street Maintenance Superintendent
and Building Maintenance Superintendent in order that these positions will
be paid at the same rate as the Parks and Recreation Superintendents.
I 3 1d--~
10 .
The benchmark position for Public Works Supervisor II, Parks Maintenance
Supervisor II and the Open Space Coordinator is the Parks Maintenance Supervisor
. position, which shows that it is over 12% below the average for positions
this type in our salary survey. It is recommended that an additional
adjustment of 1% in both July and January be provided for these positions,
in order to bring these positions closer to the average, as well as to
maintain internal relationships among these positions.
It is recommended that various adjustments be provided for the Principal
Librarian, Principal Community Development Specialist and Public Information
Coordinator to place them on par with the Principal Management Assistant
classification. The department heads that supervise these positions, as
well as administrators in the City Manager's Office and Personnel Department,
have indicated that the duties and responsibilities of all three of these
positions are at least at the Principal Management Assistant level, and
this recommendation is to create better internal equity within the organization
for these positions.
Finally, it is recommended that the Senior Personnel Analyst and the three
Senior Librarians receive an additional adjustment of .96% in July and
in January in addition to the regular salary adjustment, in order to place
the compensation for these positions on par with the Senior Management
Assistant. Again, these positions are judged to be at least on par in terms
of duties and responsibilities as a Senior Management Assistant and, as
a result, in terms of equity it is recommended that this adjustment be
accomplished.
_he proposed adjustment for the Executive Director of the Nature Interpretive
enter is the standard adjustment recommended for all middle managers.
nfortunately, because of schedule conflicts, the process for salary review
described above for other middle managers has not yet been followed for
this position. If, after this process is completed, there are any additional
recommendations regarding this position, they will be forwarded to you
in the near future.
All the proposed salary adjustments, plus fringe benefit adjustments, are
within City Council authorization for salary and fringe benefit adjustments.
FISCAL IMPACT:
The approximate cost of this compensation package is $243,530, which is
within the City Council authorization for these adjustments.
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