HomeMy WebLinkAbout4.06 AmendClassSalPlan CI'TY CLERK
File # 700-20
AGENDA STATEMENT
C'rTY COUNCTL MEETTNG DATE:June I.S 2004
SUBJECT: Amending the City's Salary Plan and Classification Plan for Fiscal
Year 2004-2005.
Report Prepared by: Julie Carter, Assistant to the City Manager
ATTACHMENTS: 1. Resolution Amending the Salary Plan for Full-Time
Personnel
2. Resolution Amending the Salary Plan for Management
Positions Exempt From Competitive Service
3. Resolution Amending the Classification Plan
RECOMMENDATIO~ (~Adopt Resolutions
FINANCIAL STATEMENT: The adoption of the Salary Plan Resolutions will adjust the existing
salary ranges to the market average for each identified classification
effective July 1, 2004. Funding for the revised salary range values
have been incorporated into the proposed Fiscal Year 2004-2005
Budget.
DESCRIPTION: The City's Personnel System is e~tablished by the City Council and
administered by the City Manager. Employees are selected, retained, promoted and paid based on their
level of competency to perform required job duties. Each position in the City service has an assigned pay
range with minimum and maximum pay rates. Basic qualifications are established for each position and,
thereafter, employees are selected in accordance with the City's Personnel System Rules.
Employee salary ranges are contained in the City's adopted Salary Plan. The Salary Plan indicates the
minimum and maximum rates of pay for each classification. Initially, each classifiCation is rated
according to its level of difficulty and responsibility, working conditions, supply and demand, market
conditions, etc. Annual review and adjustment recommendations to salary ranges are made to the City
Council by the City Manager in accordance with the City's Personnel System Rules and procedures.
Salary Plan for Full-Time Personnel
On an annual basis, the City conducts a comprehensive salary survey to compare salary range values for
all full-time classifications with similar classifications of other municipal agencies. The salary survey
process is the City's mechanism for recommending to the City Council adjustments to the salary range
values. The recommended salary range values for each classification were developed with consideration
given to the following criteria:
1. Agencies within the market area.
2. Classifications within each municipal agency that have comparable duties, responsibilities, etc.
3. Salary consistency between classifications in a Particular series, e.g., Assistant Planner, Associate
Planner, Senior Planner.
4. organizational size, where appropriate.
COPIES TO: _~
/ ~-~'z..~ ITEM NO.
5. The 2003-2004 survey agencies were used as a base for the 2004-2005 survey. The list of agencies
was altered when a job classification in a given survey was eliminated, or when the duties were
modified so that the job classification was no longer comparable. When this occurred, a comparable
position in another agency was identified and included in the market survey for the affected job
classification.
6. For certain unique positions (e.g., Economic Development Director, Parks and Facilities Development
Manager, Information Systems Manager, Community Safety Assistant, and Assistant to the City
Manager) it has been difficult to find the appropriate comparisons in other agencies. Consequently, a
number of classifications are "benchmarked" to other positions within the City's classification system.
When benchmarking classifications, consideration is given to positions with similar educational and
experience requirements, level of responsibility, supervisory responsibility, etc.
Attachment 1 amends the City's Salary Plan for the City's Full-Time Personnel and adopts the new salary
range values for Fiscal Year 2004-2005 effective July 1, 2004.
Salary Plan for Management Positions Exempt From Competitive Service
Department Head and Management Employees include the following classifications:
1. Administrative Se~wices Director
2. Assistant City Manager
3. Assistant to the City Manager
4. Building Official
5. City Clerk
6. City Engineer
7. Community Development DireCtor
8. Economic Development Director
9, Finance Manager
10. Information Systems Manager
11. Parks and Community Services Director
12. Parks and Community Services Manager
13. Parks and Facilities Development Manager
14. Planning Manager
15. Public Works Director/Assistant City Engineer
These management positions are exempt from the City's Competitive Service. Appointments to these
classifications are made directly by the City Manager. On an annual basis, the same salary survey process
that is used for City's full-time personnel is used for the City's Department Head and Management
positions.
Attachment 2 amends the City's Salary Plan for management positions exempt fi'om the competitive
service and adopts the new salary range values for Fiscal Year 2004-2005 effective July 1, 2003.
Classification Plan Amendment
Part of the City's annual compensation review includes an examination of the City's classifications.
During Fiscal Year 2004-2005, Staff is proposing replacement of one classification to reflect expanded
job duties in the Information Systems Division. It is proposed that the City add a two-tiered Information
Systems Technician classification to reflect the City's growth in technology and expanded responsibilities.
Attachment 3 amends the City's Classification Plan to include the new position of Information Systems
Technician I/II. The former classification (Information Systems Technician) will be removed from the
City's Classification Plan and replaced by the new classification Information Systems Technician I/II.
Staff recommends the City Council adopt the Resolutions.
RESOLUTION NO. -04
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
ESTABLISHING A SALARY PLAN FOR FULL-TIME PERSONNEL IN ACCORDANCE WITH
THE PERSONNEL RULES
WHEREAS, the City Council has adopted a Salary & Benefit Plan pursuant to the PersOnnel
System Rules; and
WHEREAS, the City Council adopted Resolution No. 85-01 and subsequent amendments which
establish a Salary Plan for full-time personnel in accordance with the PersOnnel System Rules; and
NOW, THEREFORE, BE IT RESOLVED that the following salary provisions shall be established
in accordance with City's PerSonnel System Rules.
BE IT FURTHER RESOLVED that any previous enacted salary provisions cOntained in
Kesolution No. 85-01 and subsequent amendments Shall be sUperseded by this Resolution.
ARTICLE I: SALARY PROVISIONS
SECTION A: REGULAR EMPLOYEES EXEMPT FROM FAIR LABOR STANDARDS ACT (FLSA)
OVERTIME PROVISIONS
Employees covered under this Section shall be paid a monthly salary within the following ranges with the
exclusion of any Performance Pay Adjustment granted in accordance with the Personnel System Rules. In
the event that it is deemed by the City Manager to be in the best interest of the City, temporary
appointments of no more than 6 months, where the work assignments are such that they can be completed
with less than a 40 hour week, may be approved based upon the hourly rates. The total salary paid for
such work shall not be less than the "salary test" required for an exemption under the FLSA.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Analyst II $5,368 $6,710 $30.97 $38.71
Assistant Civil Engineer $5,432 $6,790 $31.34 $39.17
Associate Civil Engineer $6,292 $7,865 $36.30 $45.38
Associate Planner $5,361 $6,701 $30.93 $38.66
Geographic Information System Coordinator $5,368 $6,710 $30.97 $38.71
Heritage & Cultural Arts Supervisor $5,197 $6,496 $29.98 $37.48
Housing Specialist $6,174 $7,717 $35.62 $44.52
Parks & Facilities Development Coordinator $5,361 $6,701 $30.93 $38.66
Recreation Supervisor $5,197 $6,496 $29.98 $37.48
Senior Administrative Analyst $6,174 $7,717 $35.62 $44.52
Senior Building Inspector $5,458 $6,823 $31.49 $39.36
Senior Civil Engineer $7,011 $8,764 $40.45 $50.56
Senior Planner $6,118 $7,648 $35.30 $44.12
ATTACHMENT 1
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SECTION B: REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF THE FLSA.
Employees covered under this Section shall be paid hourly wages within the following ranges with the
exclusion of any Performance Pay Adjustment granted in accordance with the Personnel System Rules.
The monthly salaries are shown for informational purposes only.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Aide $4,298 $5,373 $24.80 $31.00
Administrative Analyst I $4,831 $6,039 $27.87 $34.84
Administrative Technician $3,907 $4,884 $22.54 $28.18
Assistant Planner $4 723 $5,904 $27.25 $34.06
Code Enforcement Officer $4 250 $5,313 $24.52 $30.65
Community Safety Assistant $4 723 $5,904 $27.25 $34.06
Engineering Technician I $4 152 $5,190 $23.95 $29.94
Engineering Technician II $4 566 $5,708 $26.34 $32.93
Finance Technician I $3 338 $4,172 $19.26 $24.07
Finance Technician II $3 709 $4,636 $21.40 $26.75
Heritage Center Director $4,417 $5,521 $25.48 $31.85
Information Systems Technician* $3,958 $4,948 $22.83 $28.55
Information Systems Technician I $3,843 $4,804 $22.17 $27.72
Information Systems Technician II $4,270 $5,337 $24.63 $30.79
Office Assistant I $2,780 $3,475 $16.04 $20.05
Office AsSistant II $3,089 $3,861 $17.82 $22.28
Preschool Instructor $15.22 $19.03
Public Works Inspector $4,712 $5,890 $27.18 $33.98
Recreation Coordinator $4,417 $5,521 $25.48 $31.85
Recreation Technician $3,534 $4,417 $20.39 $25.48
Secretary $3,398 $4,247 $19.60 $24.50
Secretary to the City Manager/Deputy City Clerk $4,298 $5,373 $24.80 $31.00
Senior Finance Technician $4,120 $5,150 $23.77 $29.71
Senior Office Assistant $3,398 $4,247 $19.60 $24.50
*This position being replaced by Information Systems Technician I/II
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2004.
PASSED, APPROVED AND ADOPTED this 15th day of June, 2004.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
G:\CITYPERS\Salary & Surveys2\Salary Schedules\Current FT Salary Reso.doc
04
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
ESTABLISHING A SALARY PLAN FOR MANAGEMENT POSITIONS EXEMPT FROM
COMPETITIVE SERVICE
WHEREAS, the City Council has adopted a Salary & Benefit Plan pursuant to the Personnel System
Rules; and
WHEREAS, the City Council adopted Resolution No. 86-01 and subsequent amendments which
establish a Salary Plan for gull-time management positions exempt ~rom competitive service in accordance
with the City'S personnel System Rules; and
NOW, THEREFORE, BE IT RESOLVED that the following salary provisions Shall be established in
accordance with City's Personnel System Rules.
BE IT FURTHER RESOLVED that any previous enacted salary provisions contained in ResolUtion
No. 86-01 and subsequent amendments shall be superseded by this Resolution.
ARTICLE I: SALARY PROVISIONS
REGULAR EMPLOYEES EXEMPT FROM FAIR LABOR STANDARDS ACT (FLSA) OVERTIME
PROVISIONS
Employees covered Under this Section shall be paid a monthly salary within the following ranges with the
exclusion of any Performance Pay Adjustment granted in accordance with the Personnel System Rules. In the
event that it is deemed by the City Manager to be in the best interest of the City, temporary appointments of
no more than 6 months, where the work assignments are such that they can be completed with less than a 40
hour Work week, may be approved based upon the hourly rates. The total salary paid for such work shall not
be less than the "salary test" required for an exemption under the FLSA.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Services Director $9,440 $11,800 $54.46 $68.08
Assistant City Manager $10,158 $12,698 $58.60 $73.26
Assistant to the City Manager $7,010 $8,763 $40.44 $50.56
Building Official $7,154 : $8,942 $41.27 $51.59
City Clerk $6,191 $7,739 $35.72 $44.65
City Engineer $8,102 $10,128 $46.74 $58.43
Community Development Director $9,272 $11,590 $53.49 $66.87
Economic Development Director $7,011 $8,764 $40.45 $50.56
Finance Manager $7,010 $8,763 $40.44 $50.56
Information Systems Manager $7,010 $8,763 $40.44 $50.56
Parks & Community Services Director $9,365 $11,706 $54.03 $67.53
Parks & Community Services Manager $7,010 $8,763 $40.44 $50.56
Parks & Facilities Development Manager $7,010 $8,763 $40.44 $50.56
Planning Manager $7,154 $8,942 $41.27 $51.59
Public Works DireCtor/Assistant City Engineer $9,171 $11,464 $52.91 $66.14
ATTACHMENT 2
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2004.
PASSED, APPROVED AND ADOPTED this 15th day of June, 2004.
AYE S:
NOES:
i ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
G:\CITYPERS\Salary & Surveys2\Current Mgt Salary Reso.doc
RESOLUTION NO. - 04
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
AMENDING THE CLASSIFICATION PLAN
WHEREAS, in accordance with the City's Personnel System Rules, the City Council adopted
Resolution No. 30-84 and subsequent resolutions which comprise the Classification Plan; and
WHEREAS, it is necessary to periodically revise job descriptions in the Classification Plan to
reflect current responsibilities and laws.
NOW, THEREFORE, BE IT RESOLVED that Resolution No. 30-84 and subsequent resolutions
shall be further amended to add the following position:
Information Systems Technician I/II (Exhibit A)
BE IT FURTHER RESOLVED that the Classification of Information Systems Technician is
hereby deleted.
BE IT FURTHER RESOLVED that this document shall become a part of the official
Classification Plan for the City of Dublin; and that the changes contained herein shall be effective July 12,
2004.
PASSED, APPROVED AND ADOPTED this 15th day of June, 2004.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor.
ATTEST:
City Clerk
ATTACHMENT 3
Exhibit
Date Adopted: 07-12-2004
Date Revised:
Title: Information Systems Technician Ifil
FLSA: Non Exempt
General Purpose:
Under direction of the Information Systems Manager (ISM), performs installations,
configurations, troubleshooting and maintenance of hardware, software, peripheral and related
communication equipment. Receives and responds to requests for assistance from users;
researches, analyzes, and provides solutions to information systems problems and performs other
related work as required.
Distinguishing Characteristics:
Information Systems Technician I
The Information Systems Technician is the entry4evel class in the information services technical
series that allows the incumbent to develop computer and network skills, knowledge and
abilities. Under immediate supervision, incumbents perform basic hardware and software
installation, City web site maintenance, and user support duties. This classification is flexibly
staffed with the Information Systems Technician II and incumbents may advance to the higher
level after gaining experience and demonstrating a level of proficiency that meets the
qualifications of the higher-level class.
Information Systems Technician II
The Information Systems Technician II is responsible for a full range of activities related to the
acceptance, installation, and troubleshooting of local area networks, cOmputers, and peripheral
equipment; develops and implements computer network systems; maintains telecommunications
systems; provides customer support services including training and resolving computer problems;
and performs related work with minimum supervision. The incumbent is responsible for
providing a wide variety of technical support to the IS Manager. The incumbent will be required
to use independent judgment and initiative in carrying out assignments and tasks. Positions in
this class are flexibly staffed and are normally filled by advancement from the Information
Systems Technician I level.
Essential Duties and Responsibilities:
Network and Information Systems Support - Perform basic installations of cables, computer
stations, plugs, modems and related communication equipment; maintain inventory of data
processing equipment, supplies and materials; assist in long-term planning for City networking
and information management systems.
Hardware Support - Assist IS Manager in installation of new equipment and equipment
modifications or enhancements; equipment maintenance; configure equipment and install
operating and applications software; analyze operating instructions and documentation; operate a
variety of microcomputers and auxiliary equipment such as printers, modems, and
telecommunications equipment.
Technical Resource Support - Assist IS Manager in providing technical assistance and training
to users (equipment and programs); assist staff on various applications which include but are not
limited to Microsoft Office Suite, Pagemaker, AutoCad, civil engineering, and graphics
programs; act as a resource for City staff on operation of computers and peripheral equipment;
investigate and trace sources of error; log computer usage and operating difficulties; run standard
diagnostic programs to identify equipment and software problems; establish procedures related to
office support, record keeping, disc handling and related management information systems.
Essential Duties and Responsibilities:
Information Systems Technician II
(In addition to the requirements for the IS Technician I)
Set-up and maintain computer network systems; install network system components, protocols
and services.
Monitor day-to-day computer operations and resolve operational problems, ensures that all
systems are on-line and functional.
Monitor system accounts, system security, e-mail and Internet services.
The omission of specific statements of duties does not exclude them from the position if the work
is similar, related or a logical assignment to this class.
Minimum Qualifications:
Information Systems Technician I:
Knowledge of:
Principles and operations of management information systems and peripheral equipment
(computers, networks, phones, Internet, software and hardware applications, cabling, printers,
plotters, routers, data lines and modems, etc.).
Operating systems and standard applications programs (computers, printers, modems and related
hardware).
Techniques and practices in utilizing standard applications software including word processing,
data base, telecommunications, desktop publishing, and spreadsheets.
Principles and practices of web design; knowledge of HTML, JavaScript, DHTML and hands-on
experience with Access database, Adobe PhotoShop, Front Page and/or DreamWeaver.
Customer service skills.
Exhibit A
Ability To:
Install, configure and maintain management information technologies for the City (e.g.
computers, networks, phones, voice mail, Internet, etc.).
Observe and problem solve operational and technical deficiencies; interpret and verbally explain
technical concepts to less knowledgeable individuals.
Manage multiple Projects simultaneously and be Sensitive to deadlines and changing priorities.
Work flexible hours if necessary.
Minimum Qualifications:
Information Systems Technician II:
(In addition to the requirements for the IS Technician I)
Knowledge of:
Various administrative functions including budgeting, contract supervision, equipment
acquisition and vendor payments.
Specific computer/technology applications including but not limited to geographic information
systems, financial software, building permit, business license, records management and other
systems implemented and/or coordinated by the Information Systems Division.
How computer software can be configured to improve operational effectiveness of municipal
government operations.
Ability to:
Analyze system issues and determine a logical course of action.
Analyze trends in technology and take initiative in advancing technical expertise to keep up with
the constantly changing computer field.
Train users on more complex packages and the use of end-user computing equipment.
Set priorities and meet critical deadlines; while working independently without close
supervision.
Physical Standards:
The physical standards described are representative of those that must be met by employees to
successfully perform the essential functions of this class, Reasonable accommodations may be
made to enable individuals with disabilities to perform the essential functions.
An employee is regularly required to sit for long periods of time; intermittently stand, walk,
bend, climb, kneel and twist while working on computer equipment, peripherals, and ancillary
equipment; perform simple grasping and fine manipulation; use telephone, ~write and use
keyboard to communicate; discern wire colors and see small text and numbers on wiring and
circuitry; routinely move equipment weighing up to 30 pounds.
While performing duties, the employee is regularly required to use various hand tools and testing
equipment in repair, adjustment and problem identification of personal computers and related
equipment; read and interpret complex data, information and documents; analyze and solve
problems; interact with City management, other governmental officials, contractors, vendors,
employees and the public.
Education, Experience, and Training:
Information Systems Technician I:
Any combination of education and experience equivalent to the following is likely to provide the
required knowledge and abilities. A typical way to obtain the knowledge and abilities would be:
Education: A high school diploma or equivalent is required. An Associate Arts degree
majoring in Computer Information Systems or other related field or forty-five
quarter units (or its equivalence in semester units) in computer-related courses is
highly desirable.
Experience: This is an entry-level position, but experience in troubleshooting, diagnosing,
repairing and installing personal computers, printers and peripherals; and
experience working with Windows and PCs is highly desirable.
Training: Any recent training such as, academic courses and certification programs, which
are relevant to this job classification. Forty-five quarter units or its equivalent in
semester units in computer related courses is desirable.
Information Systems Technician II:
Education: An Associate Arts degree majoring in Computer Information Systems or other
related field or forty-five quarter units (or its equivalence in semester units) in
computer-related courses is required.
Experience: Two to three years of experience in troubleshooting, diagnosing, repairing and
installing personal computers, printers and peripherals; and experience working
with Windows and PCs is required.
Training: Any recent training such as academic courses and certification programs, which
are relevant to this job classification. Forty-five quarter units or the equivalent
in semester units in computer related courses is desirable.
Licenses, Certificates, Special Requirements:
Possession of a valid California Class C Drivers' License and Certificate of Automobile
Insurance for Personal Liability are required. Possession of network certification i.e., M.S.C.E.
or Certified Novel Engineer (CNE) or equivalent is highly desirable.
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