resolution amending the city's position classification and salary plan 11-2013.pdf

8/14/2019 Resolution Amending the City's Position Classification and Salary Plan 11-2013.pdf

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To:From

Submitted by:Subject:

CITY OF CARMEL-BY-THE-SEACouncil Report

November 5 2 13Honorable Mayor and Members of the City CouncilJason Stilwell, City AdministratorSusan Paul, Administrative Services DirectorConsideration of a Resolution Amending the City s Position Classification andSalary Plan by Adopting the Job Description and Sa lary Schedule/ Range for theSenior Human Resources Analyst and Salary Schedules/ Ranges for the BuildingOfficiat City Clerk and Deputy City Clerk Positions

Recommendation s): Adopt the attached Resolution Attachment I) amending the City s PositionClassification and Salary plan by adopting the job description and salary rangefor the Senior Human Resources Analyst and salary ranges for the BuildingOfficial, City Clerk and Deputy City Clerk classification . The Job Description forthe Senior Human Resources Analyst is contained in Attachment II).

Executive Summary: The classification of Senior Human Resources Analyst does not currently exist.Staff is proposing the establishment of the classification to allow for flexibility inhiring personnel to support the Human Resources function in the AdministrativeServices Department. The Department s adopted budget includes the positionof Human Resources Manager. The position is currently vacant. Theestablishment of the Senior Human Resources Analyst classification will providethe Department the flexibility to hire at either the manager or analyst level.Staff is proposi ng the City Council adopt the job description and set the salaryrange.The Building Official position was funded as part of the Fiscal Year FY) 2013 14operating budget. The position is currently vacant. Prior to commencing therecruitment to fill the vacancy staff reviewed the job description and salary forthe position. As a result of this review, staff is recommending that the salary berevised to reflect the market for the position. This position provides oversightof the City s building and safety and code compliance function and isresponsible for a range of management, technical and professional work.The position of Deputy City Clerk was approved by the City Council as part of theFiscal Year FY) 2013 2014 operating budget. This work is currently beingperformed by a temporary employee. In order to recruit an experienced CityClerk or Deputy City Clerk staff is recommending that the salary ranges for thepositions be set commensurate with the market. The recommended action will

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Position l ssification taffReportNovember 5 2013Page2

enable the City Administrator to bring onboard professional staff as a regularemployee to perform the various duties, responsibilities, and activities of theCity Clerk s Office.

Analysis/Discussion: The adopted FY 2013-2014 budget provides funding for the proposed changes.The addition of the Senior Human Resou rces classification is designed to providefor flexibility and greater operational efficiency in staffing. Recommended salarychanges for the Building Official and Deputy City Clerk reflect the marketcompensation for the technical and professional work required of the positions.

ity CouncilCommissions

City; Attorn ey City Ad llllmstr to r

Marketmg Commu nity Services

d m m i s t r t lServices

Human ResourcesM< r_or Sr. Anol vst

Ch ref Ftnanc a ln;H f' r

Informa tionTechnology

Publtc Safety

Ambulance

Fire

Pollee

Public Services Libr ry

Public Works

Forest Parks andBeach

Facllitles Mamtenance

C1t;yEn ineer

Pl nmng

U idmg SafetyBuilding Official

Commu nity Planninand Burlding

Code Compliance

The addition of the Senior Human Resources Analyst classification is designed to providethe Administrative Services Department with the flexibility of hiring at either theManager of Analyst Level to fill the current vacancy. The recommended salary changesreflect the market for the positions of Building Official, City Clerk and Deputy City Clerkand will allow the City to recruit to fill the current vacancies utilizing a competitivesalary. The positions are depicted on the chart above.

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Position Classification StaffReportNovember 5 2013Page

The proposed salary ranges for the positions are as follows:Building Official Range 366

I 82,896 I87,036 I 91,380 195 ,952 1100,752 1 103,776City Clerk Range 364)82,080 86,184 94,492 95,016 99,768 102,756

Deputy City Clerk Range 31664,596 67,824 71,208 74,772 78 ,516 80,880

Senior Human Resources Analyst Range 362I 81,264 I 85,322 189,592 I 94,068 I98,772 1101,736

The funding for the positions outlined above was included in the FY 2013-14 adoptedbudget. The positions will provide professional, technical and management expertise infun ctions related to ; building services, city clerk, and human resources.The Citys process for creating positions includes, adopting the jo description andsetting the salary range is established in the Carmel Municipal Code CMC) and is setforth below:The City Council adopts a Position Classification Plan CMC 2.52.020). The Plan includesthe duties and responsibilities of authorized positions; a base for establishing anequitable pay plan; and needed information in recruiting, selecting, promoting,transferring, and training employees or making organizational changes. (Ord. 87-1 2,1987). The City Administrator has responsibility for administrating the plan CMC

2.52 .040(A)) . CMC 2.52.520 B) calls for a salary resolut ion . A salary resolution adopted by the City

Council establishing the legal current sala ry range from the salary schedule for eachclass of position. The salary resolution is adopted annually or periodically by the CityCounci l upon review and recommendation of the City Administrator in accordance


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Position Classification Staff ReportNovember 5 2013Page

with the provisions outlined in CMC 2.52.510. Other amendments may be madefrom time to time, as required, by the City Coun ci l. (Ord. 87 -1 2, 1987).

The City Council approves jobs, positions, and fund ing CMC 2.52.040(0)). The CityAdministrator proposes new positions and revised class specifications to the CityCouncil and takes appropriate action in related salary matters on direction from theCity Council.

CMC 2.52.030(E) defines Job description as a written description of a class,identifying factors and conditions which are essential characteristics of the class,including the title, examples of duties and responsibilities which are typical ofpositions in the class, any factors or conditions which distinguish it from otherclasses, and necessary or desirable qualifications to perform the dut ies of positionsin the class. (Ord. 87-1 2, 1987}.

The Code establishes the City Administrator as the appointing authority(2.52.090(A)). The appointing authority is the City Administrator for all positionsexcept elective positions, City Attorney, City Engineer, and City Treasurer. The CityAdministrator has responsibility for employment, promotion, demotion, transfer,discipline, and dismissal of employees either direct ly or upon recommendation of adepar tment head.

iscal Impact: See belowBudgeted yes/no)Yes

Previous CouncilAction/Decision History:

Funding Source general fund, grant, state)General Fund

The City Council adopted FY 2013-14 Operating Budget in June approving thefunding and positions.

Attachment: Resolution amending the Classification and Salary Plan

Reviewed byCity d m i n i s t r t o r Asst. City Admin. DPublic Safety DirCity Eng ineer D

City AttorneyDir of CPBLibrary Dir

DD

Administrative Services 0Dir of Public SvcsOther D


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CITY OF CARMEL-BY-THE-SEACITY COUNCIL

RESOLUTION 2013-

ATTACHMENT I

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARMEL-BY-THE-SEAAMENDING THE POSITION CLASSIFICATION AND SALARY PLAN BY

ADOPTING THE SENIOR HUMAN RESOURCES ANALYST JOB DESCRIPTIONNDS L RYSCHEDULEffi NGE NDS L RYSCHEDULESffi NGESFOR

THE POSITIONS OF BUILDING OFFICIAL CITY CLERK AND DEPUTY CITYCLERK

WHEREAS, the City Council approved the positions of Building Official and Deputy CityClerk with the adoption of the City s Fiscal Year (FY) 2013-14 operating budget; and

WHEREAS, the Carmel-by-the-Sea Municipal Code requires that the City Council adopt aPosition Classification Plan and Salary Resolution (CMC 2.52.020 and CMC 2.52.520 (B); and

WHEREAS, upon review and recommendation by the City Administrator in accordance withthe provisions outlined in CMC 2.52.510 the aforementioned plans may be amended by Councilaction; andWHEREAS, the City Council in accordance with (CMC 2.52.040 (D)) approves jobs, positions

and funding includingjob descriptions and salaries; and

WHEREAS, the Position Classification and Salary Plan must be adopted in order to implementadding the positions approYed with the adoption of the Citys FY 2013-14 operating budget.

NOW, THEREFORE, BE IT RESOLVED THAT THE CITY COUNCIL OF THE CITY OFCARMEL-BY-THE-SEA does hereby:Amend the Position Classification Plan by including the job description for the Senior HumanResources Analyst; andAmend the Salary Plan by establishing the follov.ring salary schedules/range:

95,952 100,752 103,776

90,492 95,016 99,768 102,756

74,772 78,5 16 80,880


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98 772 101 736

PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF CARMEL-BYTHE-SEA this 5

1h day ofNovember 2013 by the following roll call vote:AYES:NOES:ABSENT:ABSTAIN:

ATTEST:

Daryl A Betancur CMCDeputy City Clerk

COUNCIL MEMBERS:COUNCIL MEMBERS:COUNCIL MEMBERS:COUNCIL MEMBERS:

SIGNED

Jason Burnett MAYOR

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DEFINITION

CITY OF CARMEL BY THE SEA

SENIOR HUM N RESOURCES ANALYSTAt Will

Attachment II

Under direction to perform a wide variety of advanced journey level professionaladministrative analytical and coordination duties in support ofhum n resources functionsand programs including recruitment selection performance evaluation training staffdevelopment classification job evaluation benefits and compensation; to oversee andcoordinate assigned administrative processes procedures and programs; and to providehighly responsible and complex staff assistance to the Administrative Services Director.SUPERVISION EXERCISED

Exercises technical and functional supervision over professional and administrative supportstaff.EXAMPLES OF IMPORT NT AND ESSENTIAL DUTIES

Provide professional advanced journey level staff assistance and coordination in support ofhuman resources functions and programs including recruitment selection performanceevaluation training staff development classification job evaluation benefits laborrelations workers compensation risk management and salary administration.Participate in the development and implementation of new or revised human resourcesprograms systems procedures and methods ofoperation.Compile and analyze data and make recommendations regarding human resources programsand systems; assist in the development and implementation ofrelated policies.Participate n the preparation and administration of assigned budgets; maintain and monitorappropriate budgeting and expenditure controls.Research collect compile and analyze information from various sources on a variety ofspecialized human resources topics; prepare comprehensive technical records reports andsummaries to present and interpret data identify alternatives and make and justifyrecommendations.Plan and conduct comprehensive salary and benefit studies; perform job evaluationclassification and job description development.


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City o Carmel-by-the-SeaSenior Human Resources Analyst Continued)

EXAMPLESO IMPORTANT AND ESSENTIAL DUTIES continued)Coordinate the recruitment process; screen employment applications; ensure applicants meetor exceed minimum qualifications; rank candidates according to qualifications.Design, coordinate, and administer written, performance, and/or oral employmentexaminations; ensure that exams and interviews are conducted in accordance with Federaland State laws and City policies and procedures.Monitor legislation and analyze proposed legislation to determine impact on humanresources operations and programs.Serve as a liaison with employees, public and private organizations, community groups, andother organizations; provide information and assistance regarding human resourcesprograms and services; receive and respond to complaints and questions relating to humanresources; review problems and recommend corrective actions.Attend meetings as a representative for the Administrative Services Department; prepare,administer, and monitor programs.OTHER JOB RELATED DUTIESPerform related duties and responsibilities s assigned.JOB RELATED AND ESSENTIAL QUALIFICATIONS

Knowledge ofAdvanced principles and practices of EEO, selection, recruitment, job evaluation,benefits administration, classification, and salary administration.Advanced knowledge of Risk Management and Workers Compensation.Advanced principles nd techniques of human resources management and programadministration.

Principles and practices of budget development, preparation, and expenditurecontrol.Organizational and management practices as applied to the analysis, evaluation,development and implementation of human resources programs, policies andprocedures.

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Knowledge of continued)Pertinent Federal, State, and local laws, codes, and regulations includingadministrative and departmental policies and procedures.Advanced knowledge ofCollective argaining and Labor Relations.Advanced principles and practices of performance management, training, and staffdevelopment.Project management principles and concepts.Research and reporting methods, techniques, and procedures.Sources of information related to a broad range of human resources programs,services and functions.Public relations techniques and methods.Modem office practices, methods, and computer equipment.Ptinciples and procedures of statistical and administrative record keeping.Safe driving principles and practices.

Skill toOperate modem office equipment including computer equipment and software.Operate a motor vehicle safely.Ability toEffectively administer a variety of human resources programs, functions, andadministrative activities.

Research, analyze, and evaluate human resources programs, policies, andprocedures.Conduct research on a wide variety ofhuman resources and administrative topics.Ability to continued)Interpret and apply administrative and human resources policies and procedures.

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Prepare clear and concise correspondence and reports on a variety o humanresources and administrative issues.Independently perform the full range o responsible and difficult analytical andadministrative work involving the use o independent judgment and personalinitiative.Understand the organization and operation o he Human Resources Function and ooutside agencies as necessary to assume assigned responsibilities.Plan, organize, and carry out assignments from management staff with minimalsupervision and direction.

Analyze problems, identifY alternative solutions, project consequences o proposedactions, and implement recommendations in support o human resources goals.Communicate clearly and concisely, both orally and in writing.Establish, maintain, and foster positive and harmonious working relationships withthose contacted in the course o work.Minimum Qualifications

ExperienceFive years o responsible human resources experience.TrainingEquivalent to a Bachelor s degree from an accredited college or universitywith major course work in public administration, human resourcesmanagement, or a related field.

License or Certificate

Possession of, or must obtain, an appropriate, valid driver s license.Special RequirementsEssential duties require the following physical skills and work environment:Ability t work in a standard office environment; ability to travel to different sitesand locations.

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Effective Date November 2 13

resolution amending the city's position classification and salary plan 11-2013.pdf

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