HomeMy WebLinkAboutItem 4.21 RevPersonnelSystem
-
,,~_ n~---.....
" CITY CLERK
File # Drr1IO][Q]-~f7]
AGENDA STATEMENT
CITY COUNCIL MEETING DATE: June 16, 1998
SUBJECT:
Revisions to the Personnel System (Report Prepared by: Lou Ann Riera-
Texeira, Assistant to the City Manager)
EXHIBITS ATTACHED: 1. Resolution Establishing a Salary Plan for Full-Time Personnel
2. Resolution Amending the Benefit Plan
3. Resolution Amending the Personnel Rules
4. Amendment to Resolution Establishing Management Positions Exempt
from Competitive Service and Prescribing Leave Benefits for the
Positions
~/endment to the Classification Plan
RECOMMENDA TIOflr"dOPt Resolutions.
FINANCIAL Based on the current number and status of employees, costs associated with
STATEMENT: the proposed changes to the personnel system as described below will be as
follows: maximum annualized cost to prorate trust fund and tuition
reimbursement benefits according to scheduled hours for part-time
employees is estimated at $475, and may vary depending upon employee
participation in the tuition reimbursement plan; costs associated with
increasing General Leave accrual will vary depending on employee
longevity and leave usage; and costs associated with miscellaneous
housekeeping modifications are minimal.
Sufficient funds will be included the FY 1998-99 budget to cover the costs
associated with these changes
DESCRIPTION: The City's personnel system is governed by several documents. Each
document addresses a specific set of issues. The staffreport identifies proposed changes to the City's
current personnel system. As discussed below, these proposed adjustments are based on several factors,
including comprehensive survey of other agencies and discussions with City employees.
SALARY RANGE ADJUSTMENTS
Included in the City's personnel system are resolutions which address salary ranges for both part-time and
full-time personnel. The attached salary plan (Exhibit 1) contains proposed salary ranges for the City's
full-time personnel. The salary ranges provide a minimum and maximum salary to be paid for each
position.
-------------------------------------------------------------------
COPIES TO:
ITEM NO.
4.21
H1cc-forms/agdastmt.doc
c;,1
~
The proposed salary ranges are . ~d on market conditions determined b'comprehensive survey of
comparable positions in similar agencies. Each year, the City Manager's staff conducts a wage and
b~nefit survey of approximately 40 Bay Area local government agencies. The survey" is performed in an
effort to keep the City's wage and benefit structure competitive with the market in which the City
competes for labor. The recommended salary ranges also take into account the relationship of each
position to others in the organization (e.g., the relationship between Assistant, Associate and Senior
Planner).
The City of Dublin utilizes a pay-for-performance system. Thus, all movement within the salary range is
based on performance. The proposed modifications to the Salary Plan do not typically automatically
increase actual salaries. Employees' salaries can only be adjusted upon completion of a satisfactory or
better performance review. Thus, modifications to the Salary Plan will typically impact current salaries at
the time of a performance review.
The City Manager and his staff have met with all regular employees to discuss the proposed salary ranges.
Based on these discussions and on the market survey, staff recommends that the City Council adopt the
attached resolution establishing a Salary Plan for full-time employees (Exhibit 1).
THE BENEFIT PLAN
The City's Personnel System Rules require the City Council to adopt a Benefit Plan. This Plan provides a
summary of the City's benefit programs, including medical, dental, life and disability insurance,
retirement, holidays, car allowance and travel expenses, and participation in voluntary plans such as
deferred compensation and credit union programs.
Once again, the City Manager's staff has conducted a market survey comparing the City's benefit package
to the market average. In addition, the City Manager has discussed the benefit issues with City employees.
The following outlines the sections ofthe Benefit Plan where changes are proposed (Exhibit 2); all
remaining sections of the Benefit Plan would remain in tact.
Section 4. Supplemental DentalNision/Health Care Reimbursement Trust Fund - The City provides
several benefits which are prorated for regular part-time employees, including dental insurance, trust fund
and tuition reimbursement benefits. These benefits differentiate between full-time employees (Le., 40
hours per week) and part-time employees (20-39 hours per week).
The City currently provides regular full-time employees with a supplemental Trust Fund of $900 per
Fiscal Year ($450 per year for regular part-time employees). The Trust Fund can be used to fund excess
health, dental, and vision care costs, such as co-payments, excess premiums, optical exams and
prescription eyewear.
The proposed change is to prorate these benefits in accordance with the hours regularly worked by
employees. Thus, an employee who works 30 hours per week would be eligible for 75% of the Trust Fund
($675) instead of 50% ($450).
The City currently employs only one person who is affected. The maximum cost to the City at this time
to prorate the trust fund based on hours scheduled would be $225 per year.
Section 11. Education Reimbursement - The City of Dublin currently provides regular full-time
employees with tuition reimbursement up to 75% of the costs of tuition, books and fees not to exceed
$1,000 per ye~ ($500 per year for part-time regular employees). Reimbursement is made for course(s)
-~-
undertaken which are job relate \lso, the employee must demonstrate cessful completion of the
'course(s) undertaken in order to receive reimbursement.
,
The proposed change is to prorate these benefits in accordance with the hours regularly worked by
employees. Thus, an employee who works 30 hours per week would be eligible for 75% of the education
reimbursement ($750) instead of 50% ($500).
The City currently employs only one person who is affected. The maximum cost to the City at this time
to prorate the education reimbursement based on hours scheduled would be $250 per year.
Section 12. Car Allowance and Milea~e Reimbursement -'The City currently designates certain
management positions as eligible to receive a monthly car allowance. The car allowance serves as full
compensation for all operating costs (excluding tolls, parking fees, and out of area travel). Staff proposes
to add the position of Economic Development Director to the list of eligible auto allowance recipients.
Staff recommends that the City Council adopt the attached resolution amending the Benefit Plan (Exhibit
2).
PERSONNEL RULES
The City Council has adopted rules for the administration of the City's personnel system. Once again,
based on the market survey and on discussions with City employees, the following amendments to the
Personnel System Rules are proposed (Exhibit 3):
RULE XVII. LEAVE - Section 4. "General Leave Accrual": Subsection (a) Full-Time Employees. The
City of Dublin currently provides employees with General Leave in lieu of traditional vacation and sick
leave. In accordance with the market survey and with the employees' request, it is proposed that the
Personnel Rules be amended to add one additional day of General Leave to the current annual accrual
schedule for full-time employees. The cost associated with increasing the General Leave accrual will vary
depending on employee longevity and leave usage
RULE XVII. LEAVE - Section 20 "Catastrophic Sick Leave Bank." Staff proposes to add a new Section
to the Personnel Rules. This section would provide procedures for the voluntary transfer of leave hours
from one employee to another for catastrophic illness or injury. As proposed, such transfer of leave hours
shall be limited to situations where the recipient of the transfer, by reason of catastrophic illness or injury,
has exhausted all available leave balances and will be placed on unpaid leave status.
In accordance with the market survey and with the employees' request, it is proposed that the Personnel
Rules be amended to provide for the above modifications (Exhibit 3); all remaining sections of the
Personnel Rules would remain in tact.
RESOLUTION PRESCRIBING LEAVE BENEFITS FOR MANAGEMENT POSITIONS
EXEMPT FROM COMPETITIVE SERVICE
The City Council has adopted a resolution which prescribes leave benefits for those employees who are
exempt from the competitive service. This resolution addresses all types of leave including General
Leave, Administrative Time Off and Sick Leave.
If the City Council approves the above changes to the Personnel Rules relating to General Leave and
catastrophic Leave, it will also be necessary to make the corresponding amendments to the management
-?;-
leave resolution. Accordingly,' proposed that Section 4. General Lea !\ccrual, of this document be
amended, and that a new section be added (Section 23 - Catastrophic Sick Leave Bank) as discussed
above. The proposed amendments are shown in Exhibit 4; all remaining sections of !his document would
remain in tact.
CLASSIFICATION PLAN
Pursuant to the City's Personnel System Rules, ajob description and salary range must be adopted for
each classification in the organization. The job description typically includes key elements, knowledge,
skills, abilities and requirements of the position.
Staff proposes changes to the job descriptions for the position of Economic Development Manager. The
proposed changes are based on the need to expand the scope of the position to include additional
functions, including redevelopment. The proposed changes to the Economic Development Director job
description include a new title (from "Manager" to "Director"); expanded job duties to include
coordination of redevelopment activities; and a new salary range.
Staff recommends that the City Council adopt the attached resolution amending the Classification Plan
(Exhibit 5).
CONCLUSION
It is recommended that the City Council review the proposed changes to the City's Personnel System and
adopt the necessary resolutions. All recommended changes in salary ranges and benefits will be effective
July 1, 1998.
-y-
RESOLUTION NO. - 98
/ d!f /1
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. 64-97 and subsequent amendments which
establish a Salary Plan for full-time personnel in accordance with the Personnel Rules; and
NOW, THEREFORE, BE IT RESOLVED that the following salary provisions shall be established in
accordance with the City's Personnel System Rules.
BE IT FURTHER RESOLVED that any previous enacted salary provisions contained in Resolution No.
64-97 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 Rules. IN THE EVENT
THAT IT IS DEEMED BY TilE CITY MANAGER TO BE IN TilE BEST INTEREST OF THE CITY, TEMPORARY APPOINTMENTS OF NO MORE
TIIAN 6 MONTHS, WHERE THE WORK ASSIGNMENTS ARE SUCH THAT THEY CAN BE COMPLETED WITH LESS THAN A 40 1I0UR WORK
WEEK, MAY BE APPROVED BASED UPON THE HOURLY RATES. THE TOTAL SALARY PAID FOR SUCH WORK SHALL NOT BE LESS TIIAN
TilE "SALARY TEST" REQUIRED FOR AN EXEMPTION UNDER FLSA.
Monthly
. Minimum
Monthly
Maximum
Hourly Hourly
Minimum Maximum
Administrative Assistant $3,769 $4,711 $21. 74 $27.18
Assistant City Manager/ Adminis- $6,311 $7,889 $36.41 $45.51
trative Services Director
Assistant Civil Engineer $3,963 $4,954 $22.86 $28.58
Assistant to the City Manager $4,801 $6,002 $27.70 $34.63
Associate Planner $3,939 $4,924 $22.73 $28.41
City Clerk $4,490 $5,613 $25.91 $32.38
Community Development Director $6,164 $7,705 $35.56 $44.45
Computer Systems Specialist $3,769 $4,711 $21. 74 $27.18
Economic Development Manager $5,344 $6,680 $30.83 $38.54
Finance Manager $4,802 $6,002 $27.70 $34.63
* Planning Director $5,710 $7,138 $32.94 $41.18
Public Works Director/City $6,698 $8,373 $38.64 $48.31
Engineer
Recreation Director $6,128 $7,660 $35.35 $44.19
Recreation Supervisor $3,720 $4,650 $21.46 $26.83
Senior Civil Engineer $5,344 $6,680 $30.83 $38.54
Senior Planner $4,759 $5,949 $27.46 $34.32
* Classification is currently vacant.
EXHIBIT 1
~~J1
SECTION B: REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF 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 Rules. The mont~ly
salaries are shown for informational purposes only.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Secretary $2,945 $3,681 $16.99 $21.24
* Administrative Aide $3,239 $4,049 $18.69 $23.36
Assistant Planner $3,370 $4,212 $19.44 $24.30
Community Safety Assistant $3,370 $4,212 $19.44 $24.30
Engineering Technician $3,237 $4,046 $18.67 $23.34
* Finance Technician I $2,677 $3,346 $15 .44 $19.30
Finance Technician II $2,945 $3,681 $16.99 $21.24
* Heritage Center Director $3,058 $3,823 $17.64 $22.06
Management Assistant $3,426 $4,282 $19.76 $24.70
* Office Assistant I $2,068 $2,585 $11.93 $14.91
Office Assistant II $2,275 $2,844 $13.13 $16.41
Preschool Instructor $1,860 $2,324 $10.73 $13.41
Public Works Inspector $3,559 $4,449 $20.53 $25.67
Recreation Coordinator $3,058 $3,823 $17.64 $22.06
Secretary $2,677 $3,346 $15.44 $19.30
* Classification is currently vacant.
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 1998.
PASSED, APPROVED AND ADOPTED this 16th day of June, 1998.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
:;; <1 JI
RESOLUTION NO. - 98
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
*********
AMENDING THE BENEFIT PLAN
WHEREAS, the Personnel System Rules require the City Council to adopt a Benefit Plan; and
WHEREAS, the Benefit Plan prescribes the current benefits provided to employees by the City.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Dublin hereby
amends Resolution No. 65-97 and subsequent amendments to include the following:
Section 4. Supplemental DentalNision/Health Care Reimbursement Trust Fund:
a. Plan Limits: Full-time employees shall have a limit of $900 per plan year for
eligible reimbursements. Employees regularly scheduled to work between 20 and
40 hours per week shall receive a pro-rated share based on hours regularly
scheduled h::lvO ::llimit of $150 per pbn YO::lr for eligible reimbursements.
Section 11. Education Reimbursement: Full-time and regular part-time employees shall be
eligible to participate in an education reimbursement program. The City shall only reimburse
the employee for courses undertaken which are job related, or are part of a job related course
of study and/or degree program. The employee must obtain prior authorization from the City
Manager and reimbursement will only be provided upon submittal of proof of satisfactory
completion of the courses undertaken with a passing grade when applicable. The City will
reimburse an amount equal to 75% of the employee's tuition and/or fees, (including books). For
full-time employees, the amount reimbursed shall not exceed $1,000 per Fiscal Year; for
employees scheduled to work between 20-39 hours per week, the amount shall be pro-rated
based on regularly scheduled hours not oxceed $500 per FiGc::l1 Ye::lr. The payment of any
reimbursements shall be contingent upon the fulfillment of reporting requirements established
by the City Manager.
Section 12. Car Allowance and Mileage Reimbursement: The following positions shall be
eligible to receive the designated monthly allowance. The receipt of the car allowance pursuant
to this section shall be full compensation for all operating costs excluding tolls, parking fees and
out of area travel.
a. Management Positions Receiving Monthly Allowance
Eligible Positions
Asst City Manager/Administrative Services Director
Community Development Director
Economic Development Director
Planning Director
Public Works Director/City Engineer
Recreation Director
Monthly Allowance
$190
$190
$190
$190
$190
$190
EXHIBIT 2
I.'.
j ,/ II
! ~j
BE IT FURTHER RESOL \TED that the changes contained herein shall be effective July 1, 1998.
-- PASSED, APPROVED AND ADOPTED this 16th day of-Tune, 1998.
AYES:
NOES:
/iliSENT:
lit",
ABSTAIN:
Mayor
ATTEST:
City Clerk
5 'f JI
RESOLUTION NO. - 98
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
*********
AMENDING THE PERSONNEL SYSTEM RULES
WHEREAS, the City Council is authorized to adopt rules for the administration of the City's
personnel system; and
WHEREAS, the City Council adopted Resolution 141-90 and subsequent amendments
establishing the Personnel System Rules; and
WHEREAS, the objective ofthese rules is to facilitate efficient and economical services to the
public and provide for an equitable system of personnel management in municipal government.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Dublin does hereby
amend the Personnel System Rules as follows:
Section 4. "General Leave Accrual": Depending on the status of the employee, the amount of general
leave accrued shall be as denoted in the appropriate section below:
a. Full-Time Employees: Each full-time employee in the competitive service shall accrue
general leave for each bi-weekly period of service, based on the years of service with the
City. If an employee begins their service on any date other than the first working day of a
bi-weekly pay period, the amount of general leave earned in that period shall be
proportionate to the number of days worked. The accrual of leave shall begin on the first
day of service. However, use of leave shall not begin until after one (1) month of service,
. except as noted in Section 10. The bi-weekly period shall coincide with the payroll period
established by the City Council.
Length of Service
Beginning with the first month of service through
of service through the fifth year (60th month)
Leave Accrued Each
Bi-Weekly Period
6.77 Hours
Following the fifth year through the tenth year
tenth year (61 st month - 120th month)
7.69 Hours
Following the tenth year (121st month)
8.31 Hours
Section 20. "Catastrophic Sick Leave Bank": Upon approval of the City Manager or his/her designee,
a catastrophic sick leave bank may be established for the benefit of an employee incapacitated by an
extreme or severe illness or injury. Employees may donate general leave to another employee in
accordance with the City of Dublin Catastrophic Leave Policy and subject to the conditions listed below.
Conditions for Receiving Donated Leave Time
a. All regular employees of the City of Dublin (part-time and full-time), who have successfully completed
one year of paid service, shall be eligible to request catastrophic leave due to their own serious illness
or injury, or serious illness or injury to an immediate family member as defined in Section 1 of the
City's Catastrophic Leave Policy.
EXHIBIT 3
6 ~ J/
b. Eligible employees may request leave donations after all leave (general, sick, holiday) has been (or
is expected to be) exhausted.
c. An employee requesting catastrophic leave must receive the recommendation of his/her Department
Head, and the approval of the City Manager. Such leave may be approved up to a maximum of 45
work days in a calendar year.
d. An employee receiving catastrophic leave shall remain on "paid status" for the purposes of normal
payroll deductions (Le., state and federal taxes, retirement, health and benefit contributions, wage
attachments and assignments, etc.).
e. While using catastrophic leave hours, the employee will continue to accrue general leave hours.
f. While using catastrophic leave, the employee will retain paid employee status with the City; the leave
shall not constitute a break in service; and the employee shall be eligible to receive all other
employment benefits to the same extent and under the same conditions as a paid employee.
g .Upon termination of employment, return to work, or death, all unused catastrophic leave hours shall
be returned to the City's "Catastrophic Leave Bank." The recipient shall have no claim upon unused
catastrophic leave credits.
h .Catastrophic leave shall not be used in conjunction with short or long term disability benefits; Workers
Compensation leave; or light, limited or restricted duty.
Conditions for Donating Leave Time
a. All regular employees of the City of Dublin (part-time and full-time), who have successfully completed
one year of paid service, shall be permitted to donate leave.
b. Employees may donate general leave time. Employees may not donate sick leave hours.
c. Employees donating leave must have a total leave balance (including general and/or sick leave) of at
least 80 hours of leave after the donation of leave time.
d. Donations are irrevocable.
e. The donation must be a minimum of four (4) hours and, thereafter, in whole hour increments.
f. Donors may donate a maximum of 40 hours per calendar year.
g. Donors will have no tax liability on donated hours.
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 1998.
PASSED, APPROVED AND ADOPTED this 16th day of June, 1998.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
7'f II
RESOLUTION NO. - 98
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
*********
AMENDING THE RESOLUTION ESTABLISHING MANAGEMENT POSITIONS
EXEMPT FROM COMPETITIVE SERVICE AND PRESCRIBING LEAVE BENEFITS
FOR THE POSITIONS
WHEREAS, the City Council has adopted a Personnel Ordinance; and
WHEREAS, Section 4(e) of the Ordinance exempts Department Heads and other
Management Positions from the Competitive Service; and
WHEREAS, the exemption from competitive service also exempts these employees from
the personnel rules, including the description of leave benefits; and
WHEREAS, the City Council has adopted Resolution No. 21-90 and subsequent
amendments which establish management positions and prescribe leave benefits for these
positions; and
WHEREAS, due to changes in the leave policy, it is appropriate to amend Resolution No.
21-90 and subsequent resolutions.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Dublin does
hereby amend the Resolution Establishing Management Positions Exempt from Competitive
Service and Prescribing Leave Benefits as follows:
Section 4. "General Leave Accrual": The amount of general leave accrued shall be as denoted below:
Management Employees: Management employees shall accrue general leave for each biweekly
period of service, based on the years of service with the City. If an employee begins their service
on any date other than the first working day of a biweekly pay period, the amount of general
leave earned in that period shall be proportionate to the number of days worked. The accrual of
leave shall begin on the first day of service; however, use of leave shall not begin until after 1
month of service, except as noted in Section 1 Q, The accrual shall be in accordance with the
following schedule:
Length of Service
Leave Accrued Each
Biweekly Period
Beginning with the first month of service
through the fifth year (60th month)
Following the fifth year through the tenth year
(51st month - 120th month)
7.39 hours
8.31 hours
Following the tenth year (121 st month)
8.92 hours
Section 23. UCatastrophic Sick Leave Bank": Upon approval of the City Manager or his/her designee, a
catastrophic sick leave bank may be established for the benefit of an employee incapacitated by an
extreme or severe illness or injury. Employees may donate general leave to another employee in
accordance with the City of Dublin Catastrophic Leave Policy and subject to the conditions listed below.
EXHIBIT 4
9 I'll
Conditions for Receiving Donated Leave Time
a. All regular employees of the City of Dublin (part-time and full-time), who have successfully completed
one year of paid service, shall be eligible to request catastrophic leave due to their own serious illness
or injury, or serious illness or injury to an immediate family member as defined in Section 1 of the
City's Catastrophic Leave Policy.
b. Eligible employees may request leave donations after all leave (general, sick, holiday) has been (or
is expected to be) exhausted.
c. An employee requesting catastrophic leave must receive the recommendation of his/her Department
Head, and the approval of the City Manager. Such leave may be approved up to a maximum of 45
work days in a calendar year.
d. An employee receiving catastrophic leave shall remain on "paid status" for the purposes of normal
payroll deductions (i.e., state and federal taxes, retirement, health and benefit contributions, wage
attachments and assignments, etc.).
e. While using catastrophic leave hours, the employee will continue to accrue general leave hours.
f. While using catastrophic leave, the employee will retain paid employee status with the City; the leave
shall not constitute a break in service; and the employee shall be eligible to receive all other
employment benefits to the same extent and under the same conditions as a paid employee.
g .Upon termination of employment, return to work, or death, all unused catastrophic leave hours shall
be returned to the City's "Catastrophic Leave Bank." The recipient shall have no claim upon unused
catastrophic leave credits.
h .Catastrophic leave shall not be used in conjunction with short or long term disability benefits; Workers
Compensation leave; or light, limited or restricted duty.
Conditions for Donating Leave Time
a. All regular employees of the City of Dublin (part-time and full-time), who have successfully completed
one year of paid service, shall be permitted to donate leave.
b. Employees may donate general leave time, Employees may not donate sick leave hours.
c. Employees donating leave must have a total leave balance (including general and/or sick leave) of at
least 80 hours of leave after the donation of leave time.
d. Donations are irrevocable.
e. The donation must be a minimum of four (4) hours and, thereafter, in whole hour increments.
f. Donors may donate a maximum of 40 hours per calendar year.
g. Donors will have no tax liability on donated hours.
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 1998.
PASSED, APPROVED AND ADOPTED this 16th day of June, 1998.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
'1 / ;/
./
RESOLUTION NO. - 98
-.
A RESOLUTION OF THE CITY COUNCIL
,OF THE CITY OF DUBLIN
*********
AMENDING THE CLASSIFICATION PLAN
"WHEREAS, in accordance with the City's Personnel System Ru1es, the City Council adopted
Resolution No. 30-84 and subsequent resolutions which comprise the Classification Plan; and
WHEREAS, it is necessary to periodically update existing job descriptions to insure that the
qualifications required are appropriate to the classification.
NOW, TIffiREFORE, BE IT RESOLVED that Resolution No. 30-84 and subsequent resolutions
shall be further amended to include an update to the job description for the position of Economic
Development Manager (Attachment A).
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 Ju1y 1, 1998.
PASSED, APPROVED AND ADOPTED this 16th day of June, 1998.
.
AYES:
NOES:
ABSENT:
.t\BSTAIN:
Mayor
A TrEST:
City Clerk
.
EXHIBIT 5
2.
3,
4.
5.
6.
7.
8.
9.
10.
Required:
ECONOMIC DEVELOPMENT DIRECTOR
Candidate Qualifications
/ i>~-1 ~i
Key Elements ____ _ ____ _ _ __ _ _ _ _ _ _ _ __ _ __, _ __ ____ _.
1. Develop and administer citywide economic development and redevelopment strategies and programs
designed to improve the City's revenue growth and promote a well-balanced economy.
Develop and conduct economic studies, needs assessments, research and financial analyses;
research and analyze business and community demographics; compile and update an economic
development database, including establishing and maintaining a real estate inventory, land costs, lease
rates and related record~ for businesses; keep abreast of current trends affecting business
development.
Develop and market techniques, strategies, programs and promotional material to stimulate
commercial, industrial and related business activity; develop financial incentives and resources through
coordination with State and Federal government, the business community and other groups.
Act as City liaison and discuss issues concerning economic development, redevelopment, business
retention and attraction, and financing with interested parties; provide opinions and suggestions from
these parties to City staff and officials.
Prepare and monitor project budgets and expenditures; develop project timetables and work programs;
research and analyze complex data; evaluate alternatives and make recommendations.
Assist in analyzing proposed development projects for financial feasibility and impacts on economic
development and redevelopment.
Perform general administrative activities including preparing, negotiating and administering contracts,
agreements, grant applications, requests for proposals and related material.
Prepare and present clear and concise written and oral reports to citizens, the business community,
and government officials.
Attend and make presentations at meetings during day, evening and weekend hours.
Attend off-site meetings during day, evening and weekend hours.
.
1. Bachelor's degree from an accredited college or university with major course work in Business or
Public Administration, Economics, Urban Planning or a related field.
2. Four years of professional full time experience in economic or business development.
3. Knowledge of economic development issues, trends and market forces.
4. Knowledge of research analysis and marketing methodologies.
5. High level of interpersonal skills to deal effectively with others.
6. Ability to communicate effectively in writing and orally.
7, Valid California Driver's license to be secured and maintained as a condition of continued employment.
Preferred:
1. Master's degree.
2, Familiar with personal computers and appropriate software.
3. Experience as a business manager or owner.
General Purpose of Position:
Under general direction of the City Manager, develop, implement and coordinate economic development and
redevelopment activities of the City to encourage business retention and attraction in order to improve the.
City's economic climate; act as liaison between the City and the business community; provide financial,
technical and administrative assistance in the area of economic development; and perform other duties as
assigned.
,I) t< //
Major Duties and Responsibilities:
. Develop and administer citywide economic development and redevelopment strategies and programs.
_.~_ Dev~_I~p and con?uct economic stud~es, needs ass~ssments,. research and financial ana.lyses; research
and analyze bUSiness and commumty - demographics; compile and update an economiC development
database, including establishing and maintaining a real estate inventory, land costs and lease rates, and
related records for businesses; keep abreast of current trends affecting business development.
. Develop and market techniques, strategies, programs and promotional material to stimulate commercial,
industrial and related business activity; develop financial incentives and resources through coordination
with State and Federal government, the business community and other groups.
. Act ~s City liaison and discuss issues concerning economic development, redevelopment, business
retention and attraction, and financing with interested parties.
. Perform general administrative activities including preparing, negotiating and administering contracts,
agreements, grant applications, requests for proposals and related materials.
. Prepare and present clear and concise written and oral reports to citizens, the business community, and
government officials.
. Attend and make presentations at meetings during day, evening and weekend hours.
Knowledge, Skills and Abilities:
Position requires knowledge of the following: principles, practices and issues of economic development and
redevelopment including business recruitment and attraction, real estate, land development and financing
alternatives; business, economic and market forces and indicators; marketing, public information and
promotional techniques used in economic development; effective public, business and community relations
techniques including effective public speaking, communication principles and group dynamics; research and
analysis methodologies including statistical analysis and demographics and trend forecasting techniques;
.cal, State and Federal laws, regulations and resources relating to economic development and
edevelopment; and administrative and budgeting principles and practices.
position requires the ability to: develop, implement and coordinate economic development and redevelopment
programs and activities; compile and analyze data pertaining to economic development and redevelopment;
organize work, set priorities and exercise sound independent judgment; utilize or learn to use personal
computer to perform word processing, spreadsheet and database functions; prepare and present effective oral
_ and written reports; and work effectively with business leaders, developers, citizens and merchant groups,
other City Staff and officials.
Education and/or Training:
Bachelor's degree from an accredited college or university with major course work in Public or Business
Administration, Economics, Urban Planning or a closely related field. A Master's degree is desirable.
Four years of full time professional experience in economic or business development involving program
development; business attraction, retention and marketing; real estate development; commercial property
brokerage/management; financial analysis; and/or chamber of commerce experience.
License and Certification:
Position requires a valid California Class C driver's license to be secured and maintained as a condition of
continued employment.
.:\PERSNEL\CITYRECRUOBSPECS\ECONDEV.DOC