HomeMy WebLinkAboutFY 2106-17 Classifications-Allocated StaffCITY OF PALM DESERT
HUMAN RESOURCES DEPARTMENT
STAFF REPORT
REQUEST: By minute motion approve recommended changes in classifications
and allocated staff for the Fiscal Year 2016/2017.
SUBMITTED BY: Justin McCarthy, Interim City Manager
Lori Carney, Human Resources Manager
DATE: June 30, 2016
CONTENTS: For reference only - Exhibit A — Allocated classifications and
authorized positions
For reference only - Exhibit B — Salary Schedule
Recommendation:
By minute motion approve recommended changes in classifications and
allocated staff for the Fiscal Year 2016/2017.
Executive Summarv:
As part of the annual budget process, under the direction of the City
Manager, staff reviews staffing and workforce organization and proposes
changes as necessary. This report provides a status of the current
staffing plan as well as recommendations for adjustments.
Overall the number of City employees has been reduced from 117 in
FY 2015/2016, to 112 for FY 2016/2017. The budget for salaries has
decreased from $11,494,366 to $11,278,315, a reduction of $216,051.
Staff recommends the elimination of five positions and the reclassification
of eight positions (described below) and funding is available in the FY
2016/2017 budget set for approval at this meeting.
Backqround:
During the last year there were several organizational changes, which are
summarized here. Major changes include the departure of the City Manager and
appointment of an Interim, and the retirement of the longtime Director of Finance
Staff Report
Salary Resolution - FY 2016/2017
June 30, 2016
Page 2 of 6
and appointment of an internal candidate and subsequent reorganization of
duties and divisions. In addition the City Council provided direction to staff
prioritizing goals outlined in the strategic plan. Within this context staff has
prepared a plan for allocated and funded positions which reflects the needs of
the City and provides resources for Council identified areas of focus.
Staff Chanqes
Eliminated Positions:
The following positions are vacant and have been eliminated from the staffing
plan for FY 2016/2017:
• Director of Housing
• Maintenance Worker II (1 position)
• Customer Service Clerk (Visitor Center)
• Customer Service Clerk (part-time, Visitor Center)
• Laborer
This brings the total number of allocated positions from 117 in July 2015, to 112
in July 2016.
Reclassifications:
• Maintenance Services Manager— to —Facilities Manager
The City currently owns 14 separate buildings (not including Housing
Authority properties) which are managed by five different city employees,
in coordination with five different agency representatives. In some cases,
such as the Park View Office Complex, currently managed by Finance
staff, there is not a clear alignment between the skill sets of a property
manager and those of the responsible department, which is primarily
focused on fundamentally different processes and programs.
This reclassification is part of a broader reorganization of property
maintenance functions and will result in increased efficiency,
standardization in services and contracts and more effective management
of the City's considerable investment in physical assets.
There is no change to the salary
Staff Report
Salary Resolution - FY 2016/2017
June 30, 2016
Page 3 of 6
• Building Maintenance Supervisor to the Facilities Maintenance Technician
As part of the reorganization of the Building Maintenance function this
position is being retitled, and the job description updated to reflect the new
duties and reporting relationships. This position will support the Facilities
Manager with day to day operations and maintenance functions.
There is no change to the salary
• Streets Maintenance Supervisor, Grade Change 121 — 123
This change is part of the broader reorganization of duties related to the
improvement of the Facilities Maintenance Division. The reclassification
of the Maintenance Services Manager to focus on facilities creates the
need for higher level supervision of the streets maintenance functions.
The incumbent is well qualified to perform the additional duties and the
reclassification will result in a more direct and streamlined supervision of
streets maintenance crews. The job description for Streets Maintenance
Supervisor will be updated to reflect the higher level of responsibility and
the minor grade change will align the position with positions with similar
levels of responsibility.
From Grade 121 to Grade 123
• Special Programs Coordinator (grade 113) to Management Analyst I
(grade 120)
The City Council has made clear their desire to prioritize Economic
Development, and the use of special events as an economic development
tool. The incumbent has been performing duties in support of a variety of
programs including community events and support for special events.
This reclassification is appropriate to reflect the increased complexity of
the work and the higher level of responsibility. The classification of
Management Analyst is also more flexible and allows the Economic
division to continue to focus on events and utilize staff to provide analytical
and administrative support for programs and projects that are identified in
the strategic plan goals.
Staff Report
Salary Resolution - FY 2016/2017
June 30, 2016
Page 4 of 6
As a result of the reclassification some clerical and routine duties will be
reassigned freeing the incumbent to provide more support for Special
Events and Economic Development.
From salary grade 113 to 120.
• Management Analyst II (grade 123) to Sr. Management Analyst (grade
127) — City Manager's Department
The incumbent has provided increasingly complex and responsible
support for the City Manager's office, and serves as the City's Public
Information Officer. The position was previously approved at the Sr.
Management Analyst level, what is requested in this report is approval of
the budget for this level. This position is responsible for the City's most
sensitive, complicated and nuanced communications, requiring a high
level of skill and judgement. It is also responsible for development and
maintenance of the City's Strategic Plan and other important and
responsible projects arising from the City Manager's office.
The City Manager's office lost the prior Sr. Management Analyst to
promotion and still requires a staff member at this level. Overall the
number of staff in the Department remains reduced by one from the prior
Fiscal Year.
From salary grade 123 to 127
• Management Analyst II (grade 123) to Sr. Management Analyst (grade
127) — Housing Division
As stated above, the appointment of the Director of Housing to the
position of Director of Finance has resulted in the elimination of the
Director of Housing position, and a reorganization of the housing and
finance functions. This request is to reclassify a Management Analyst II to
the position of Sr. Management Analyst to reflect the increased level of
responsibility, such as taking higher level control of existing housing
authority programs (including rental and resale programs), increased
accountability for program compliance and a greater role in development
of new affordable housing.
Staff Report
Salary Resolution - FY 2016/2017
June 30, 2016
Page 5 of 6
• Building & Safety Technician to Clerical Assistant (Grade 111 to 90)
The retirement of a Building Permit Specialist provided an opportunity for
restructuring, reassigning many of the Building & Safety Technician
functions. The position is currently vacant and this allows the position to
be replaced at a lower level. The new position will provide basic clerical
support to maintain the historically high levels of customer service
provided to the public, with no increase in the number of department staff.
From salary grade 111 to 90.
• Human Resources Manager to Director of Human Resources (Grade 131
to 139)
The position is currently allocated to be flexibly staffed at either the
Director to Manager level, and the incumbent has demonstrated the
qualifications necessary to serve at the Director level. The complexity of
public sector human resources administration continues to increase and
the City will benefit from a higher level classification in this role.
In addition, the City Manager has identified the need to reduce the number
of his direct reports. This reclassification will be part of a reorganization,
with Risk Management and Information Technology reporting to the
Human Resources Director. This will create an internal services division,
primarily responsible for functions which support other City Departments.
From salary grade 131 to 139.
Staff Report
Salary Resolution - FY 2016/2017
June 30, 2016
Page 6 of 6
Fiscal Analvsis:
The total impact of all changes is a net decrease in salaries of $216,051.
Submitted b
Lori Carney, Human Resources Manager
J et bore, Director of Finance
Approval:
�Z' �O ,
stin McCarthy, Interim City ger
RESOLUTION NO. 2016-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PALM
DESERT, CALIFORNIA, RESCINDING AND REPLACING
RESOLUTION NO. 2016-09, ADOPTING ALLOCATED
CLASSIFICATIONS, AUTHORIZED POSITIONS, "EXHIBIT A" and
SALARY SCHEDULE, "EXHIBIT B", FOR THE PERIOD OF
JULY 1, 2016 THROUGH JUNE 30, 2017.
WHEREAS, the City of Palm Desert has met and conferred in good faith with the
Palm Desert Employees Organization (PDEO) in accordance with the Meyers-Milias-
Brown Act and the City employer - employee relations Ordinance No. 1042; and
WHEREAS, the City of Palm Desert has reached agreement and entered into a
Memorandum of Understanding with the employees represented by the Palm Desert
Employees Organization, for the period July 1, 2014, through June 30, 2017; and
WHEREAS, the attached Salary Schedule "Exhibit B" is consistent with the
MOU/Agreement between the Palm Desert Employees Organization and the City of
Palm Desert.
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY
OF PALM DESERT AS FOLLOWS:
SECTION I - SALARY SCHEDULE, RANGES & ALLOCATED CLASSIFICATIONS
All employees shall be classified and shall receive compensation for services
performed. This compensation shall be in accordance with the established salary
schedule and salary ranges for their respective classification as shown below.
The City of Palm Desert's Personnel System, Section 2.52 of the Palm Desert Municipal
Code prescribes specific terms for appointment and tenure of all City employees. The
allocated classifications, positions and salary ranges outlined in the attached "Exhibit A"
are authorized and approved for Fiscal Year 2016-2017.
Page 1 of 4
Resolution 2016 - - Salary Resolution
SECTION II - EXEMPT PERSONNEL
The following positions are exempt from overtime provisions as defined by the Fair
Labor Standards Act and set forth in the Personnel Rules and Regulations, Section
2.52.305.
The positions designated as Group A have a higher level of responsibility and authority
and among other things, these positions require spending numerous extra hours at
meetings, conferences and work.
Group A - Management:
City Manager
Assistant City Manager
City Clerk
City Engineer
Director of Building & Safety
Director of Community Development
The positions designated
things; these positions
conferences and work.
Director of Economic Development
Director of Finance/City Treasurer
Director of Human Resources
Director of Public Works
Director of Special Programs
as Group B are professional in nature and among other
require spending occasional extra hours at meetings,
Group B — Mid-Manaqement:
Assistant Finance Director
Assistant Engineer
Assistant Planner `
Associate Planner
Building Maintenance Supervisor
Code Compliance Supervisor
Deputy City Treasurer
Economic Development Manager
Facilities Manager
Information Systems Manager
Landscape Supervisor
Marketing and Tourism Manager
Management Analyst 1/11
Maintenance Services Manager
Principal Planner
Project Administrator
Risk Manager
Senior Engineer
Senior Engineer/City Surveyor
Senior Financial Analyst
Senior Management Analyst
Supervising Plans Examiner
Streets Maintenance Supervisor
Tourism & Marketing Specialist
Transportation Engineer
Resolution 2016 - - Salary Resolution
SECTION III - MILEAGE REIMBURSEMENT
The mileage reimbursement rate to employees required to use their personal car on
City business shall be set by Council and conform to current Internal Revenue Service
guidelines.
SECTION IV - OTHER COMPENSATION
Employees may be eligible for post employment retirement benefits as follows:
• Retiree Health Benefits (tier based on hire date):
o Tier One: Hired prior to December 31, 2007. Retiree Health Service
Stipend as provided for in Resolution 2008-02.
o Tier Two: Hired between January 1, 2008 and December 31, 2014.
Retiree Health Service Stipend as provided for in Resolution 2008-02.
o Tier Three: Employees hired after January 1, 2015 are not eligible for the
Retiree Health Service Stipend, but are instead enrolled in the City's ICMA
Retirement Health Savings Account.
• The City contracts with the California Public Employees Retirement System
(CaIPERS) to provide pension benefits to qualifying employees. (tier based on
hire date and CaIPERS status):
o Tier One: Hired prior to August 31, 2011. Benefits are calculated under
the 2.7% @ 55 formula.
o Tier Two: Hired between September 1, 2011 and December 31, 2012,
and "Classic" CaIPERS members. Benefits are calculated under the 2% @
55 formula.
o Tier Three: Hired after January 1, 2013. Benefits are calculated under the
2% @ 62 formula.
While this resolution establishes the ranges and gross salary for certain positions in the
classified service for the City of Palm Desert, there are other benefits both tangible and
intangible that are not addressed in this document. Unless referenced otherwise, all
benefits in place on June 30, 2016, will continue as constituted.
Resolution 2016 - - Salary Resolution
SECTION V
This resolution is effective upon adoption. The provisions relating to salary and other
compensation shall be effective and where applicable, accrue on, and from
July 1, 2016, or as noted herein.
PASSED, APPROVED AND ADOPTED by the Palm Desert City Council this
day of June 2016 by the following vote, to wit:
AYES:
NOES:
ABSENT:
ABSTAIN:
ROBERT A. SPIEGEL, MAYOR
ATTEST:
RACHELLE KLASSEN, CITY CLERK
CITY OF PALM DESERT, CALIFORNIA
CITY OF PALM DESERT AUTHORIZED/ALLOCATED
RESOLUTION NO. POSITIONS FY 2016/2017
Exhibit "A"
Department / Division
Count Classification
Sa ary
Range
Authorized
City Manager
1
1
CITY MANAGER
(3)
Sr. Management Analyst
127
1
A
Administrative Secretary (City Manager)
113
1
Human Resources Director
139
1
Risk Manager
129
1
B
Human Resources Technician
113
1
Human Resources Assistant
95
1
Information Technology
(4)
Information Systems Manager
135
1
B
G.I.S. Specialist
114
1
Information Systems Technician
114
2
City Clerk
139
1
CITY CLERK
(6)
Deputy City Clerk
118
1
Administrative Secretary (City Council)
113
1
Records Technician
113
1
Office Assistant II
104
1
Clerical Assistant
90
1
Director of Finance/City Treasurer
145
1
FINANCE/CITY TREASURER
(14)
Finance
(11)
Assistant Finance Director
135
1
Deputy City Treasurer
127
1
Senior Financial Analyst
127
1
Sr. Management Analyst
127
1
Management Analyst I I - OR -
123
1
Management Analyst 1
120
Administrative Secretary
113
1
Accounting Technician II
118
4
Affordable Housing
(3)
Sr. Management Analyst
127
1
A, B
Housing Programs Technician
113
2
B
Director of Community Development
142
1
COMMUNITY• •
Community Development /
(7)
Principal Planner
131
1
Planning
Associate Planner - OR -
127
2
Assistant Planner
123
Management Analyst
120
1
Administrative Secretary
113
1
Senior Office Assistant
107
1
Art in Public Places
(2)
Management Analyst 11
123
1
Public Arts Technician
113
1
Code Compliance
(6)
Code Compliance Supervisor
123
1
Code Compliance Officer II - OR -
118
4
Code Compliance Officer 1
114
Code Compliance Technician
113
1
Business License
(2)
Sr. Office Assistant (Business License)
107
1
Office Assistant 11
104
1
Page 1 of 4
CITY OF PALM DESERT
RESOLUTION NO.
Exhibit "A"
AUTHORIZED/ALLOCATED
POSITIONS FY 2016/2017
Department / Division
Count Classification
Sa ary
Range
Authorized
WORKSPUBLIC
Public Works Administration
(16)
Director of Public Works
145
1
City Engineer
139
1
Transportation Engineer
130
1
Senior Engineer/City Surveyor
130
1
Senior Engineer - OR -
129
1
Associate Engineer
127
Project Administrator
127
1
Senior Management Analyst
127
1 A
Assistant Engineer
125
1
Public Works Inspector II - OR -
120
3
Public Works Inspector 1
118
Capital Improvement Projects Technician
113
1
Administrative Secretary
113
1
Accounting Technician (Public Works)
113
1
Office Assistant II - OR -
104
1
Office Assistant 1
100
Clerical Assistant
90
1
Landscape Services
(5)
Landscape Supervisor
123
1
Landscape Specialist
121
1
Landscape Inspector II - OR -
118
3
Landscape Inspector
114
Facilities Management
(3)
Facilities Manager
130
1 A
Building Maintenance Supervisor - OR -
Facilities Technician
114
1 C
Maintenance Worker 11
106
1
Public Works - Corporation Yard
Streets Maintenance
(13)
Streets Maintenance Supervisor
123
1 A
Senior Maintenance Worker
111
2
Equipment Operator 1
109
3
Maintenance Worker 11 - OR -
106
6
Maintenance Worker 1
101
Laborer 11 - OR -
87
1
Laborer
Traffic Signal Maintenance
(3)
Traffic Signal Specialist
121
1
Traffic Signal Technician 11
118
1
Traffic Signal Technician I
111
1
BUILDING
Director of Building & Safety
140
1
Supervising Plans Examiner
123
1
Building Permit Specialist 11
118
1
Building Permit Specialist 1
114
1
Building Inspector 11 - OR -
118
5
Building Inspector 1
114
Administrative Secretary
113
1
Office Assistant II
104
1
Clerical Assistant
90
1
Page 2 of 4
CITY OF PALM DESERT AUTHORIZED/ALLOCATED
RESOLUTION NO. POSITIONS FY 2016/2017
Exhibit "A"
Deoartment / Division Count Classification
Salary
Range
Authorized
ECONOMIC DEVELOPMENTAssistant City Manager
145
1
Director of Economic Development
137
1
Economic Development Manager
134
1
Marketing and Tourism Manager
129
1
Economic Development Technician 1
114
1
Marketing and Tourism Specialist
114
1
Clerical Assistant
90
1
Customer Service Clerk (part-time) - .7 FTE
87
1
ESPECIAL PROGRAMS (4) DDirector of Special Programs
137
1
Recycling Technician
113
1
Management Analyst
120
1 A
Office Assistant II
104
1
TOTAL ALLOCATED POSITIONS 112
Total FTE = 111.7
Footnotes:
A: Reclassifications effective July 1, 2016
B: Reorganizations of existing staff
C: Reclassfication of vacancy after incumbent retirement, effective August 1, 2016
Page 3 of 4
CITY OF PALM DESERT
RESOLUTION NO.
Exhibit "A"
P. bl it W o rks, 40
HR
Staffing by Department
Finance/Afforda We Housln& 14
•
Ls:: JsJl1Si3;L'�],LY��y r;uuu�u��.�
ie w's rd
Building & Safety
12
City Clerk
6
City Manager
3
City Manager
3
Community Development
17
Code Compliance/Business License
S
Planning
7
Public Art
2
Economic Development
12
Economic Development
4
Special Programs
4
Tourism And Marketing
4
Finance/Affordable Housing
14
Affordable Housing
3
Finance
11
HRIAdmin Services
a
Human Resources/Risk
4
Information Technology
4
Public Works
40
Facilities Maintenance
3
Landscape Services
5
PW AdminlDevelopment
16
Streets Maintenance
13
Traffic Signal Maintenance
3
_ _
Grand Total
112
:m{raa-r:icssr-mar
Building & Safety
12
City Clerk
6
City Manager
3
Community Development
17
Economic Development
12
Finance/Affordable Housing
14
HR/Admin Services
8
Public Works
40
Grand Total
112
AUTH O R IZE DIALL OCATE D
POSITIONS FY 2D1fi12017
r, 3
Nwlopment, 17
Page 1 of 1
City Of Palm Desert Resolution No. 2016-
Schedule of Salary Ranges Exhibit B
July 1, 2016 - June 30, 2017
City Council 1,950.75 1 per month
Housing Authority 50.00 per meeting attended (maximum 4 meetings per month)
City Manager 1 248,906.11 annually I
5%
5%
5%
5%
5%
3.5%
3.9%*
Grade
Step 1
Step 2
Step 3
Step 4
Step 5
Step 6
Step 7
Step 8
1
119.6664
87
12.4848
13.1070
13.7598
14.4534
15.1776
15.9426
16.5000
17.1435
90
17.1666
18.0336
18.9210
19.8696
20.8692
21.9096
22.6700
23.5541
95
18.5130
19.4412
20.4102
21.4302
22.5012
23.6232
24.4596
25.4082
100
22.0320
23.1642
24.3066
25.5102
26.8056
28.1520
29.1312
30.2532
101
22.5930
23.7252
24.9186
26.1528
27.4686
28.8456
29.8452
31.0182
104
24.3270
25.5306
26.8260
28.1724
29.5800
31.0590
32.1402
33.3744
106
25.5306
26.8260
28.1724
29.5800
31.0590
32.6094
33.7416
35.0472
107
26.1936
27.5298
28.9068
30.3348
31.8648
33.4356
34.5984
35.9448
109
27.5400
28.9272
30.3450
31.8750
33.4458
35.1492
36.3732
37.7706
111
28.9374
30.3654
31.8954
33.4764
35.1696
36.9138
38.1990
39.6780
113
30.3654
31.8954
33.4764
35.1696
36.9138
38.7702
40.1268
41.6772
114
31.1406
32.6910
34.3332
36.0366
37.8420
39.7494
41.1366
42.7176
118
34.3638
36.0774
37.8930
39.8004
41.7588
43.8498
45.3798
47.1444
120
36.1182
37.9236
39.8208
41.7792
43.8702
46.0836
47.6952
49.5414
121
37.0158
38.8722
40.8204
42.8400
45.0024
47.2566
48.9090
50.7858
123
38.8926
40.8510
42.8808
45.0330
47.2872
49.6434
51.3774
53.3562
125
40.8714
42.9012
45.0738
47.3280
49.7046
52.1730
53.9988
56.0898
127
42.9216
45.0840
47.3382
49.7148
52.1832
54.8046
56.7222
58.9050
129
44.1044
47.3586
49.7352
52.2036
54.8250
57.5586
59.5680
61.8834
130
46.2468
48.5418
50.9694
53.5194
56.2020
59.0070
61.0674
63.4236
131
47.3892
49.7556
52.2342
54.8454
57.5892
60.4656
62.5770
64.9944
134
51.0306
53.5908
56.2632
59.0886
62.0364
65.1474
67.4220
70.0332
135
52.2954
54.9270
57.6708
60.5370
63.5664
66.7386
69.0744
71.7570
137
54.9576
57.7014
60.5778
63.6174
66.7692
70.1352
72.5832
75.3882
139
57.7320
60.6390
63.6582
66.8304
70.1760
73.6848
76.2552
79.2132
140
59.1702
62.1180
65.2392
68.5032
71.9100
75.5106
78.1524
81.1920
142
62.1690
65.2698
68.5338
71.9610
75.5514
79.3458
82.1229
85.2720
144
65.3208
68.5848
75.0018
75.6126
79.4070
83.3646
86.2818
89.6172
145
66.9630
70.2882
73.8276
77.5098
81.3756
85.4556
88.4442
91.8612
50 Y-RATE
66.3200
151 Y-RATE
56.7222
* July 1, 2014 Step 7 was divided to create a Step 8 while maintianing same top salary. Step 7 is a 3.5% increase and Step 8 is
the balance
Page 1 of 1