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HomeMy WebLinkAbout72-22RESOLUTION NOo 72-22 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF UKIAH ADOPTING A CLASSIFICATION PLAN ALONG WITH WAGE, SALARY AND FRINGE BENEFIT PACKAGE AS AMENDED BY THE CITY MANAGER AND COUNCIL The City Council of the City of Ukiah does hereby RESOLVE: Ao That the Memorandum of Agreement Between Appointed City Representa- tives and Operating Engineers Union~ Local No. 3 Regarding Salaries and Salary Related Benefits For Represented Employees, Of The City Of Ukiah In Compliance With The Myers-Milias-Brown Act of 1968, signed and dated by all parties July 20~ 1971, is approved as modified by the Memorandum of August 25~ 1971 and included in Section B of this resolution. 10 11 12 13 14 15 17 2O 22 23 B. Incorporated herein by reference made a part hereof and attached here- to is the memorandum presented to the City Council by the City Manager dealing with salary and fringe benefits along with its recommendations for administrative personnel and dated August 25~ 1971 which is approved as modified by action of the City Council no November 3~ 1971 to the following extent. 1) The recommended position of Assistant Director of Public Works is not approved at this time. C. The Position Classification and Pay Plan prepared and submitted by Griffenhagen-Kroeger, Inc. of San Francisco, California in June 1971 is approved as modified by information contained in those items mentioned in Section A and B of this Resolution and further modified by action of the City Council on November 3~ 1971 to the following extent. 24 25 1) The recommended position of Assistant Police Chief is not approved at this time. 26 PASSED AND ADOPTED this 3rd day of November~ 1971. 27 AYES: Councilmen Scotto~ Buxton~ Simpson~ Pearson= and Mayor Norgard. 28 NOES. None. 29 ABSENT: None. 3O ~l ATTEST: CITY CLERK M E M 0 R A N D U M DATE~ August 2,5~ 19'71 TO: City G?~unci 1 FROM: City Manag+2~: SUBJECT: SALARIES AND FRINGE BENEFITS I. t2 the con£ere'nces w'~th Union :in. 1970 one point: of agreement was the c. ompler'ion oi a posi[:~.?n class.if~cartl, on study. This was done by use of th~ iirm c:i Griffenhager;~Kroeger. Inc. and the report was distribut:~,~d to [:he Cour~ J l sere, fa1 weeks ~.go The c .... - - ,, offend, years meetings wit:h t:he uni.~n r~,s'o!ted in spec. i:fic changes :in t:h~:: report which 'were ~iso furnished to the Count. il <m J',~.]y 21, !97].~ S~.nce thai: !:[me t:his o~f'fic~: ha..s~, :i'~7 c:,mpt.~ar~c~;; wSth the mandates of the 7Me, yer~Mi! ][as ~ Brc,~fl Ac:t:~ m<~.L w'~ ~'h m:anag~me~nt:: e~w:~c l~_~,/e~s and a].l other employees 'who request:ed a.: be h4:az:d :i,n. div'idtJallv. As a r,:.sult of t:he com'binatic~n c,.t; many n:,~:e~:/ngs at many i~:,ve]s the foli,,wing r'eco~mmndations are submit:ted to the Cc, unc/.l l::~r' s~'i. a r'ies sad reia~ed ben=~f'~ts !'o:t' the two fiscal 7ea,.s 'Oerfc>d ref~:rt"ed ti,:, in my pres,;.,.n?:.at.'i~:~n dat~:~:::d 7--21-.71. It: mu. st be kept :irt :r!.;nd that the rec. emme. ndat:~cn must: be governed by the effect: oi7 L~h(~. Pr~.:s'fd~:~:'s :'~rd. et-' :frcaztng pr'ic,~q ~nd wages and that no accurate 'pred*~c' ~,' ' , ,:, ~:~r, ~4n b~: made r~g;:~rding ~n ef:fecti, ve date. R:ecomsnandatsicns f'or .sa. lar:y and fringe benefit: :~dj~rslm,;nt for a!l C:it:y emplo.yees: I (Memo) Ail points contained in the Memoranduxr~ of Agreement tween City and Operating Engi. nee:rs Local Union No. 3 dated 7-19-71~ sl. gned 7-20~71~ and presented to 'the Ci.~:y Cou. ncil 7~21-71o II The reco'mm~endatio'Jis for a. dministrative, personnel as received from the position classification study are, attached with my reccmendati, ons not:ed for each. My analysis ind:[cates that it is essential to reestablish the differential which previously existed between these positions and subordinatt,,s. It is a critical requi.rement to accomplish the necessary and more comPl, icated superv:ision which have resulted from more :tnd more complex state and federal controls. Without this action tb, e reclassification fails to accomplish /.us prime purpose of establishing ap, d main-. raining acceptable relationships bet:ween p<~siti, ons, III Fire Chili' job description under _E-mpl. cw~ent Standards recommended for change to "equivalent to an A..A. d-~~ a~ ;iFive'~ v'gars of responsible .supervisory work ~ . . . This posit/on requires identical education and. experience as Police Chief. Ci~ Council 8--25--71 ~ IV The follc~wing titl.~'~ revisit,ns on P~ges 1.3 and 14 of the griffen- hagen-Kroeger rope, ri: Change Public W~rks Superintendent t~'? Assistant Dir~ctcr of Public Works. Change Assistant Civil Engineer tc.~. Civil Engim::ering Assistant. Abolish Building Inspector Change Treatment Plant Supervisox: to Chief Treatm~;nt Plan Operat~r. Change Senior Lineman to ~Li. ne S'~b~f~'>reman. Abolish Utility Meter Serviceman Ab~l. ish Mot:~r Sweeper Operator Establish Water and Sewer M~intenanceman I and Change Building C~st~>d. ian C~','~ Jani~c,'z" Ab:7~li~sh Fire Mar~sha]l. Ail chas~ges in this section are rec,e.?r~z~'..ended f,::r clarifJcati~n and. compliance with titles nc. tm. ally used. £n similar operations in c~ther ~:.,rganizat:i.~'>ns. A11 change:~ listed will be utilized to correct supporting data in oth~r parts ,~:>f the Griff£nhagen~Kro~ger report. V Changes Jn A1].c, cati~?n Li~,~t Cit:y Manager's Office Ch~-~nge A. F. R©binson t:o Stenographer Clerk'. Fin~nce Department Change P. W. Pr:~;~.'t t~ Lineman Fire Department Change E o J. Martin to Fire Captain VI Ail other inclusions in the memorandum of agreement with Operating Engineers are recon~nended 'to be applicable to all classified employees at the earliest possible time in compliance with Federal requirements and. the contents of the memorandum of agreement. S uitL~a r}~ The total package oi employee benefits must be divided into two areas. First the effect of the position classification study authorized by union agreement and City Coun. cil action last year. This program as presented by tbe consultant and adjusted is a correction of inequities that have occurred since our original program was started in 1956. The ineq,~ities are a result of many factors such as organizational changes~ program expansions or delet:ions,~ and requirements ol State and Federal programs and laws~ C__ity Council 8- 25~.71 The cost of the program, as rec,,-~mmended f~r fiscal year 1971~72 is: Position Classification Program (agreed for fiscal year'70~71) 5% cost of living increase fc, r all classified employees (based on Memorandum of Agreement) $203000 $50~750 Total $70~750 The ccn'tents c?f 'this report art~ reco~nended for adoption as presented. Lye ~/C. Cash C i t ~M aha g~ r ht PUBLIC M,~NAGEMENT CONSULTANTS / 64 Pine Street, San Francisco, California 94111 (415) 421-3412 Griffenhagen-Kroeger, Inc. June 8, 1971 Mr. Lyell C. Cash City Manager City Hall Ukiah, California 95482 Dear Mr. Cash: Enclosed are our salary recommendations for the administrative positions in Ukiah. In connection with these, we would like to make the following points: 1. In recommending appropriate ranges for these positions our primary concern has been to provide a sufficient differential o~er subordinate levels to recognize the additional responsibility for decision making, creativity in providing iraproved services for the same or lesser cost, and for planning, coordinating and directing a staff. The amounts of the differential recommended varies somewhat depending on the scope of operations, organization structure and other factors. 2. Our secondary concern has been to attempt some evaluation of these administrative positions with each other so that they are compensated in reasonable accordance with their relative difficulty and respon- sibility. 3. Only as a final check have we given any 'consideration to the rates paid for similar jobs in other Northern California cities. As you well know, the title Public Works Director or Director of Finance, for example, may mean very different things in different cities de- pending on the size of the city, functions performed, organization structure, financial condition of the city and other factors. Please be sure to call us if we can be of help to you or the council. Very tr.uly yours, , :,:' ,.. ",, ,., ,'/ 1,"/.~/,.~. Elmer V. Williams Principal ConsUltant a member of The Diebold Group Public Works Director Recommended Range: -1-34-7--1636- This class includes the function of acting as City Engineer and requires registration as a Civil Engineer in California. The suggested range is 25% over that for the Public Works Superintendent, his nearest subordinate, and 10% over the highest of the other department heads (City Attorney at $1223-$1483). For the responsibilities included in this position, we believe these relation- ships are appropriate. Although the proposed range is not an increase over the present range, it compares favorably with that of most of ~he Nor~her~ California Cities listed in the League of California Cities Salary Survey. · C_ity Attorney_ Recommended Range:--t-22~-48~ Our recommended placement for this pos±tion is based pr±marily on the fact that this is an occupationa~ field in which there is a scarcity of qualified person- nel. This range appears to be low compared with statewide data for these types of positions; however, based on the internal relationships within the City, we are not able to justify a higher range. Even so, the recommended range places this position below only that of the Public Works :Director. Police Chief Recommended Range: 4-t36-t380 Our recommendation for this class would p~ovide a 20% differential over that recommended for the lower class of Assistant Police Chief and 5% above that recommended for Fire Chief. ~e maximum rate of the proposed range represents a significant, increase over the present maximum of $1282. However, we believe the recommended range is justified in relation to other LTkiah de~artmenl: heads and subordinate police positions. Fire Chief Recommended Range: - 1081-1315 ....... C-/,:v~ ~-~','.-,/-; ~:: ,'~:'~ : '.;.~ ~-bto-I The recommended range would place this department head position 5% below that recommended for Police Chief. Tn lowering the differential between the ' Police Chief and Fire Chief from 10~ to 5~, we have recognized the distr±ct- wide responsibilit±es of the Fire Department. We believe that the Police Chief job is somewhat more difficult and technical than that of Fire Chief and deserves to retain the same differential that exists between the lower classes in these two series. Director of Finance Recommended Range: Za ~h~s case, ~t ~s not feasible ~o deLem~ae an appropriate salary ~eveZ based p~ma~Zy oa a d~ffe~eat~a~ ove~ the nearest subord&nate. S~nce ~h~s ~s a p~ofess~ona~ c~ass and the nearest subordinate ~s a eZe~caZ c~ass Accoun~ C~e~k) &L ~s d~ff~cu~t to compare them. We believe that department head responsibilities of this position justify a 15% differential over the class of Assistant City Manager. Although some of the duties of both positions are similar, the present emphasis of the Assistant City Manager position is on independent staff functions. This differential would result in a 5% increase over the present range. Assistant City. Manager Recommended Range: '--959-446/-v We are recommending a range which would be a 15% differential over the Recrea- tion and Parks Director class. It is our understanding that the Assistant City Manager is gradually assuming supervisory responsibility and will, in the future have full control over the Recreation and Parks position. The recom- mended range will be a 7 1/2% increase over the present range for Assistant City Manager. Building Inspector Recommended Range: We are recommending no increase in the range assigned to this class. The League of California Cities salary survey indicates that the Ukiah job compares favor- ably with similar jobs in other Northern California'cities. In addition, the proposed range appears to place this class~ in an equitable relationship with other City classes. The recommended range is 2 1/2% higher than Electrical Foreman and at the same level as Public Works Supervisor. Recreation and Parks Director/~ Recommended Range: 827-1006 The recommended range would be a 25% differential over the Park Maintenance Foreman class. The range would place this position at the lowest level .of the department heads. Although this range appears to be somewhat low in comparison with other Northern California cities listed in the League of California Cities Survey, the internal relationship appears to be proper. Also, we gave consideration to the fact that the Ukiah Recreation and Parks Director does not have the full control of all Parks activities.