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Home My WebLink About07 - Classification & Compensation Study for Key & Management PositionsCITY OF NEWPORT BEACH AGENDA ITEM NO. 7 TO: HONORABLE MAYOR AND MEMBER CITY COUNCIL FROM: Homer L. Bludau, City Man DATE: November 27, 2001 SUBJECT: Classification and Compensation Study for Key and Management Positions RECOMMENDATION 1. Approve a 2.5% cost of living adjustment effective July 1, 2001 for all employees currently classified in a Key & Management positions. Cost = $138,173 2. Adopt the attached list of classifications and salary ranges as the new Key & Management group. 3. Approve placement of Key and Management employees into the new salary ranges. Cost = $56,271 BACKGROUND On June 12, 2001 the City Council approved a contract with the National Center for Educational Research and Technology (NCERT) for the development of a comprehensive classification and compensation plan for all Key and Management positions. The Key and Management Group which is not affiliated with an employee bargaining group, has not been treated consistently in the past in terms of salary and benefit issues. Some of the major areas of concern were as follows: 1. Salary compaction issues between managers and the positions that report to them. Personnel management practice recognizes a 12% to 15% differential between such positions is advisable where one position reports to another. 2. Positions were not properly classified based on the work being performed. City Hall • 3300 Newport Boulevard • Post Office Box 1768 • Newport Beach, California 92659 -1768 Classification and Compensation Study for Key and Management Positions Page 2 3. Outdated job descriptions and some positions did not have a job description. 4. The City has been experiencing recruitment difficulty because of non- competitive pay ranges. 5. Some positions were not appropriately designated as Key and Management. 6. Many positions did not have assigned salary ranges. When we recruited for these positions, we had to do salary surveys to determine an appropriate range. 7. Salary relationships were skewed. 8. Most of the non - department head positions were only receiving a cost of living annual increase. Employees working under them were receiving both cost of living and, in most cases, 5% step increases within their salary ranges which created severe compaction problems. The following cities and agencies were used for like job comparisons in the Study: Anaheim Laguna Beach Costa Mesa Long Beach Santa Monica Mesa Consolidated Water District STUDY RESULTS Santa Ana Irvine Huntington Beach Orange Irvine Ranch Water District Orange County Sanitation District The Study has now been completed and the consultant has made recommendations as to the internal salary alignment of classes, the allocation of each position to an appropriate class and series, appropriate salary ranges, and prepared class specifications that reflect the current duties and responsibilities of each class. The consultant also made recommendations as to appropriate group divisions and classifications to be placed in and out of existing bargaining units. Those recommendations are: 1. Four separate salary schedules (with pay ranges) were created to cover Key and Management employees: 1) an Executive Management schedule for department directors and the Assistant City Managers (only ranges, not steps); 2) an Administrative Management schedule for Assistant/Deputy department heads; 3) a Division Head schedule; and 4) a schedule for Confidential Employees 2. Positions were assigned to salary ranges based on each position's required expertise, salary survey information, size of department, and consequences of service error. Classification and Compensation Study for Key and Management Positions Page 3 3. Before the Study, there were 62 employees in Key and Management; after the Study there are 61, but 5 positions were removed from Key and Management, while 4 were added. 4. As a result of the Study, 3 positions will be Y -Rated (are at a higher scale than their new range allows and are frozen in pay), while 6 positions are at their top step. 5. All Key and Management positions have updated or new job descriptions. COST IMPLICATIONS 1. All 62 Key and Management positions receive a 2.5% cost of living adjustment retroactive to July 1, 2001. Cost = $138,173 2. After the 2.5% cost of living adjustment is applied to current salaries, employees within the Administrative Management, Division Head and Confidential schedules be place on the next available pay step within their ranges. Cost = $56,271. 3. The total cost for this fiscal year would be $194,444 which is already budgeted. The 62 Key and Management positions did not receive a 2.5% cost of living increase that all employees, with the exception of public safety, received on July 1, 2001. The City Manager withheld the 2.5% COL until the Study was completed, but now recommends implementing the COL increases retroactive to July 1, 2001, when other employees received this increase. CONCLUSION The implementation of the Key and Management Study will resolve a great many personnel issues this organization has been dealing with for many years. It also creates a salary system based on a salary survey and looking at each separate position to place it in its proper relationship position. The City Attorney, City Clerk and City Manager positions are not Key and Management employees, since these positions report directly to the City Council. Therefore, these three positions were not included as a part of this Study and are not part of the recommendations. KEY AND MANAGEMENT GROUP EXECUTIVE MANAGEMENT Public Works Director 8902 -10846 Administrative Services Director /Treasurer 8902 -10846 Utilities Director 8065 -9826 Building Director 8065 -9826 Community Service Director /City Librarian 8266 -10071 Assistant City Manager 9352 -11395 Human Resources Director 8065 -9826 Police Chief 10071 -12271 General Services Director 8685 -10581 Fire Chief 9826 -11972 Planning Director 8065 -9826 Deputy City Manager 7306 -8902 ADMI1gISTRATIVE MANAGEMENT Utilities Operations Manager 6419 -7800 Development & Transportation Manager 7627 -9272 Deputy Director Administrative Services 7627 -9272 City Engineer 7627 -9272 Deputy General Services Director 7261 -8824 Assistant City Attorney 8214 -9984 DIVISION MANAGEMENT Fiscal Operations Manager 6419 -7800 Principal Civil Engineer 6576 -7994 Revenue Manager 7082 -8609 Risk Manager 6743 -8195 Assistant City Librarian 6419 -7800 Operations Support Superintendent 6108 -7424 Senior Services Manager 5398 -6562 Deputy Building Official 6743 -8195 Field Maintenance Superintendent 6108 -7424 Park and Tree Superintendent 6108 -7424 Finance Officer 7082 -8609 Recreation Superintendent 6108 -7424 Deputy City Attorney- Litigation 7082 -8609 Human Resources Operations Manager 5814 -7067 Refuse Superintendent 6108 -7424 Equipment Maintenance Superintendent 6108 -7424 Fire Support Services Manager 5814 -7067 Chief Building Inspector 5531 -6725 MIS Manager 7082 -8609 CONFIDENTIAL Human Resources Analyst 4153 -5843 Emergency Services Coordinator 3952 -5562 EMS Manager 4816 -6777 Administrative Manager 4471 -6293 Administrative Assistant to the Fire Chief 3166 -4454 Human Resources Assistant * 3401 -4784 Executive Assistant to the City Manager 3676 -5172 Public Information Officer 4583 -6450 Administrative Assistant to the Police Chief 3166 -4454 Deputy City Clerk 3326 -4679 Administrative Assistant to the HR Director * 2943 -4141 Administrative Assistant to the City Attorney * 3166 -4454 Administrative Analyst 3767 -5302 *Positions formerly in the City Employees Association CLASSIFICATIONS TO BE PLACED IN THE PROFESSIONAL/TECHNICAL UNIT Telecommunications/Network Coordinator 4644 -6534 Library Information Systems Coordinator 4241 -5968 Operations Coordinator 4644 -6534 Applications Coordinator 5259 -7400 Information Systems /GIS Coordinator 4644 -6534