HomeMy WebLinkAboutItem 4.17 Personnel System Revision
CITY CLERK
File # D[1][Q][{j-~~
72.0-/0
AGENDA STATEMENT
CITY COUNCIL MEETING DATE: June 17, 2008
SUBJECT:
Revisions to the Personnel System
Report Prepared by: Julie Carter, Assistant to the City Manager
ATTACHMENTS: 1. Resolution Amending the Classification Plan
2. Resolution Amending the Salary Plan for Full-Time Personnel
3. Resolution Amending the Salary Plan for Management Positions
Exempt From Competitive Service
4. Resolution Amending the Benefit Plan for Management Positions
~ Exempt from Competitive Service
RECOMMENDA nON: 2S ~ Adopt Resolutions
FINANCIAL STATEMENT: The adoption of the Full-Time Salary Plan Resolutions will adjust the
existing salary ranges to the market average for each identified
classification effective July 1, 2008. Funding for the revised salary range
values and additional classifications has been incorporated into the
proposed Fiscal Year 2008-2009 Budget.
DESCRIPTION: The City's Personnel System is established 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.
CLASSIFICATION PLAN AMENDMENT
Pursuant to the City's Personnel System Rules, a job description must be adopted for each classification in the
organization. The job description typically includes key elements, knowledge, skills, abilities and requirements
of the position. The job descriptions make up the City's Classification Plan.
The City Manager requested that the Personnel Officer develop three new classifications pursuant to an
increased scope of duties and responsibilities. Attached to the Resolution (Attachment 1) are Exhibit A, Band
C, which are the newly developed job descriptions for the positions of:
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COPIES TO:
ITEM NO. ~
. Senior Code Enforcement Officer
. Heritage and Cultural Arts Manager
. Assistant Director of Parks and Community Services
Staff recommends that the City Council adopt the attached resolution amending the Classification Plan.
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.
5. The 2007-2008 survey agencies were used as a base for the 2008-2009 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 2 amends the City's Salary Plan for the City's Full-Time Personnel and adopts the new salary range
values for Fiscal Year 2008-2009 effective July I, 2008.
Salary Plan for Manaeement Positions Exempt From Competitive Service
Department Head and Management Employees include the following classifications:
1. Administrative Services Director
2. Assistant City Manager
3. Assistant Director of Parks and Community Services
4. Assistant to the City Manager
5. Building Official
6. City Clerk
7. City Engineer
8. Community Development Director
9. Director of Planning
10. Economic Development Director
11. Finance Manager
12. Heritage and Cultural Arts Manager
13. Information Systems Manager
14. Parks and Community Services Director
15. Parks and Community Services Manager
16. Parks and Facilities Development Manager
1 7. Planning Manager
18. Public Works Director/Assistant City Engineer
The above classifications are designated management and are exempt from the City's Competitive Service.
Appointments to designated management 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 3 amends the City's Salary Plan for management positions
exempt from the competitive service and adopts the new salary range values for Fiscal Year 2008-2009 effective
July 1, 2008.
MANAGEMENT POSITIONS EXEMPT FROM COMPETITIVE SERVICE AMENDMENT
The new proposed positions of Heritage and Cultural Art Manager and Assistant Director of Parks and
Community Services will be designated as management and exempt from the City's competitive service system.
In order to identify these positions as management and exempt a separate Resolution must be adopted that
establishes the benefits for such management positions. The Resolution in Attachment 4 designates the newly
created positions of Heritage and Cultural Arts Manager and Assistant Parks and Community Services Director
as management positions and defines specific leave benefits. The Assistant Parks and Community Services
Director classification will be added to list of management classifications that receive a car allowance. The
Public Works Manager classification will no longer receive a car allowance effective July 1, 2008, and that
modification is also made in the attached Resolution.
Staff recommends the City Council adopt the Resolutions.
RESOLUTION NO. - 08
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 add job descriptions in the Classification Plan.
NOW, THEREFORE, BE IT RESOLVED that Resolution No. 30-84 and subsequent resolutions shall
be further amended to include the following job descriptions:
Senior Code Enforcement Officer (Exhibit A)
Heritage and Cultural Arts Manager (Exhibit B)
Assistant Director of Parks and Community Services (Exhibit C)
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 1, 2008.
PASSED, APPROVED AND ADOPTED this 1 ih day of June, 2008.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
ATTACHMENT 1
Exhibit A
Date Adopted: July 1, 2008
Date Revised:
Title:
Senior Code Enforcement Officer
FLSA:
Non-Exempt
Salary:
$5,426 - $6,782
General Purpose:
Under general direction of the Planning Manager, seeks compliance with sections of the Municipal Code,
ordinances and resolutions in such areas as planning, zoning, community nuisance, property maintenance,
housing, signs and related areas, and performs related work as required.
Distinguishing Characteristics:
This is a working lead position in the job class series. The Senior Code Enforcement Officer is
responsible for investigating, analyzing, and resolving more complex or difficult issues related to permit
or licensing functions mandated by the City of Dublin Municipal Code. As lead, the incumbent may
assign, provide direction or review the work of other Code Enforcement Officers in the division. The
incumbent is a civilian employee empowered to issue notices of violation and seek resolutions of
problems through administrative processes.
Essential Duties and Responsibilities:
The following duties are normal for this classification. 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.
Receive and respond to complaints from the public and Staff regarding substandard dwellings or
structures, zoning violations, debris, unsanitary conditions, abandoned or inoperative vehicles, overgrown
vegetation, and other zoning and municipal code violations.
Initiate investigations as necessary for observed violations; prepare necessary notices and citations that
outline proper repair and correction methods, time limits, permits and all necessary remedial work
required.
Prepare investigative reports and collect evidence for civil property abatements, civil litigation and
criminal prosecution; prepare legal documents, including abatement and inspection warrants,
correspondence and post legal documents.
Contact property owners and schedules and conduct on-site inspections; interpret codes and regulations
and explains inspections; interpret codes and regulations and explain inspection procedures to involved
parties.
Exhibit A
Monitor compliance activities and conduct follow-up inspections.
Act as liaison with the City Attorney's office and the 'Courts regarding property abatements; file property
tax assessment liens; and coordinate assigned work with related activities by other City departments,
governmental agencies and organizations.
Collect and safeguard evidence of violations to be presented in court; testify in court a required.
As directed, serves as liaison and provides staff assistance to various citizen and community interest
groups; may make presentations to the City Council, Planning Commission and community groups; and
develop and present community outreach programs.
Maintain files and records and prepare reports.
Establish positive working relationships with representatives of community organizations, state/local
agencies and associations, City management and Staff, and the public.
Perform related work as necessary.
Minimum Qualifications:
Knowledl!e of:
Principles, practices and trends of City Planning.
Principles, practices and techniques of code violation investigation and enforcement.
Applicable City and State regulations and policies related to code enforcement.
Effective public contact techniques in person, on the telephone and through written communication.
Investigative techniques useful in inspecting residential, business, health, safety and welfare activities to
ensure compliance with applicable codes and ordinances.
Negotiation and conflict resolution techniques.
Research, record keeping and report writing techniques.
Municipal code enforcement methods and procedures.
Customer service techniques.
Knowledge oflead/supervisory techniques.
Federal, state and local laws, regulations and court decisions applicable to assigned areas of
responsibility.
Ability To:
Enforce policies, procedures, codes and regulations pertaining to code enforcement activities.
2
Exhibit A
Interpret, apply and clearly explain codes, policies and regulations to the general public.
Communicate clearly and concisely orally and in writing.
Work independently, correctly prioritize cases and exercise sound judgment.
Read and interpret laws, codes, ordinances and policies.
Work indoors or outdoors in a variety of climatic conditions.
Maintain manual and electronic records accurately and in a timely manner.
Deal effectively and tactfully with property owners and managers, tenants, contractors, City Staff and the
general public.
Operate word processing, e-mail and digital photographic equipment.
Work and attend occasional night and weekend meetings and conferences.
Ability to lead and direct the work of others.
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; talk or hear, in person, in meetings and
by telephone; use hands and fingers to handle, feel or operate standard office equipment; and reach with
hands and arms. The employee is frequently required to bend and twist to reach files, walk and stand.
The employee is frequently required to bend, climb, stoop, crawl, twist, crouch or walk to investigate
various types of potential Municipal Code violations. The employee should be able to conduct building
and field inspections. While performing duties, the employee is regularly required to use written and oral
communication skills; 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.
Training and Experience:
Any combination equivalent to education and experience is likely to provide the required knowledge and
abilities. A typical way to obtain the knowledge and abilities would be:
Education: Equivalent to an AA/AS degree from an accredited college or university with major course
work in Public Administration, Business, Code Enforcement, Police Science or a closely
related field. A Bachelor's degree in Public Administration, Business, Code Enforcement,
Police Science or closely related field is highly desirable and may be substituted for six
months of required experience.
Experience: Three years of responsible experience in public contact work involving inspection,
investigation, interpretation and application of codes, code enforcement or related
activities.
3
Exhibit A
Licenses; Certificates; Special Requirements:
Possession of a valid California Class C drivers' license and Certificate of Automobile Insurance for
Personal Liability.
PC-832 Certificate
4
Exhibit B
Date Adopted: July 1, 2008
Date Revised:
Title:
Heritage and Cultural Arts Manager
FLSA:
Exempt/Management
SALARY:
$7,907 - $9,884
General Purpose:
Under direction of the Park and Community Services Director, plans, directs, coordinates and manages
activities of the Heritage and Cultural Arts Division of the Parks and Community Services Department.
Responsible for revenue generation, special interest classes, facility management and rental; contract
management; arts education programs; special events, and special programs as assigned. Duties include
extensive work with other departments, agencies and the community requiring problem solving,
creativity, commitment, tact and discretion. This position functions as a member of the Parks and
Community Services Department management team in Departmental policy development, administrative
planning and addressing of Departmental problems, budget development, personnel recruitment; and
does related work as required.
Distinguishing Characteristics:
The Heritage and Cultural Arts Manager is a management position responsible for directing, supervising,
and participating in the activities of the Heritage and Cultural Arts Division; provides highly responsible
and complex staff assistance to the Parks and Community Services Director. Incumbents in this
classification have a broad range of independence within policy and procedural limitations and work
under minimal supervision. The incumbent is accountable to the Department Director for the effective
supervision of personnel and the quality and efficiency of services directed. While the general parameters
of the job are defined, the employee is expected to select and put into effect work procedures and
practices which will lead to the effective and efficient accomplishment of Department goals.
Recommendations on the improvement of Division activities are expected.
This classification is distinguished from the Parks & Community Services Director who serves as the
Department Head of the entire Department with responsibility for Parks & Community Services, Heritage
and Cultural Arts, and Parks and Facility Development functions. This class differs from Heritage and
Cultural Arts Supervisor and Heritage Center Director in that the Heritage and Cultural Arts Manager
provides direct and indirect supervision and management to professional, technical, contract and clerical
staff in the Heritage and Cultural Arts Division.
Essential Duties and Responsibilities:
The following duties are normal for this classification. 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.
Exhibit B
Plans, organizes, directs and coordinates Heritage and Cultural Arts Division activities; plans, formulates
and implements program plans for citywide special events, cultural and heritage activities, including the
effective use of the Heritage Center facilities and equipment.
Negotiates and implements agreements related to both City public art projects and art projects required of
private developers.
Advises and serves as contact point for private sector public art projects; manages consultant agreements,
coordinates public art projects with other City Departments and artists.
Establishes general approaches to be used in carrying out projects and determines priorities; reviews
activity reports and periodically checks work in progress and upon completion to ensure compliance with
policy, standards and directions; resolves operational and personnel problems.
Investigates public complaints and requests related to functions supervised and makes determinations on
action to be taken.
Prepares recommendations on budgetary needs as related to personnel, equipment and material, including
related justifications; administers the Division budget including the approval and control of expenditures;
develops long range plans and objectives for Division; conducts a continuing review of activities for
purposes of detecting problem areas and increasing efficiency.
Evaluates Division staffing arrangements, staffing levels and work assignments and makes necessary
recommendations to Department Director; sets performance standards for Division staff and evaluates
performance; submits hiring recommendations for Division staffto the Department Director.
Reviews and makes recommendations regarding construction plans for Heritage and Cultural Arts
facilities in terms of program usage; monitors and manages projects within area of assignment; conducts
periodic and special community meetings seeking public involvement on Heritage and Cultural Arts
planning projects and other related activities as required.
Coordinates activities of the Division with City staff, contractors and outside agencies; negotiates and
implements concessionaire, joint use and license agreements with commercial service providers; contract
entertainers, special event talent, community organizations and other public agencies.
Serves as Staff liaison to the Dublin Fine Arts Foundation.
Staffs and serves as secretary to the Heritage and Cultural Arts Commission; represents the City in
meetings of the City Council, City Commissions and community groups and prepares oral and written
reports; develops agendas and staffs related internal committees.
Oversees the planning operations, activities and programs of the Dublin Heritage Center, which includes
the original Murray Schoolhouse, the old St. Raymond Church, the pioneer Dublin Cemetery, Dublin
historical park and other related amenities.
Provides information about the City's Heritage and Cultural Arts program to local groups, agencies and
arts organizations; provides information for press releases; oversees production of arts educational and
promotional materials, catalogs, or programs; makes presentations and lectures to local groups and
agencies to gather support and encourage community participation and education in the arts.
2
Exhibit B
Minimum Qualifications:
Knowledee of:
Principles, practices, methods and materials for municipal heritage and cultural arts programs,
administration and activities.
Methods and techniques of evaluating heritage and cultural arts program needs and effectiveness.
Methods and techniques of coordinating municipal facilities and facility maintenance.
Supervisory principles and methods, including goal setting, budget preparation and administration and
employee supervision.
Thorough knowledge of the facilities, arrangements, resources, and equipment and safety practices
necessary to administer broad heritage and cultural arts programs.
Working knowledge of human behavior and psychology as applied to the vanous groups, which
participate in recreational activities.
A wide variety of contemporary arts and arts movement including local, national and international artists.
Curatorial principles and methods of program development, implementation, and promotion.
Federal, state and local laws, regulations and court decisions applicable to assigned areas of
responsibility.
Ability To:
Act as a visionary to develop and implement long-range program goals that respond to the heritage and
cultural needs of the Dublin community.
Plan, coordinate and oversee large scale community and special events.
. Plan, organize, assign, direct, review and evaluate comprehensive municipal heritage and cultural arts
programs and activities.
Select, train, motivate and evaluate assigned staff; develop, implement and interpret policies, procedures,
goals, objectives and work standards.
Analyze problems, evaluate alternatives and make creative recommendations.
Establish and maintain effective working relationships with those contacted in the course of the work.
Operate office equipment including computers and supporting word processing and spreadsheet
applications.
Represent the City effectively in meetings with others; and maintain accurate records and prepare clear
and concise reports, meeting agendas and correspondence.
3
Exhibit B
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; talk or hear, in person, in meetings and
by telephone; use hands and fingers to handle, feel or operate standard office equipment; and reach with
hands and arms. The employee is frequently required to, bend and twist to reach files, walk, stand and
run while participating in recreational programs or special events. While performing duties, the employee
is regularly required to use written and oral communication skills; analyze community service budgets
and technical reports; read and interpret complex data, staff reports, information and documents; analyze
and solve problems; interact with City management, other governmental officials, contractors, vendors,
employees and the public.
The employee's working hours may emphasize either outdoor or indoor work. There may be some light
physical work or activity in the operation of recreational programs, handling of event supplies and/or
equipment. The employee's work hours may vary in accordance with the program being offered.
Training and Experience:
Any combination equivalent to education and experience is likely to provide the required knowledge and
abilities. A typical way to obtain the knowledge and abilities would be:
Education: Bachelor's Degree in art, art history, arts administration, social science, recreation,
marketing or public administration, or related field. Possession of a Master's degree in
art, art history, arts administration, social science, recreation, marketing, public
administration or related field is desirable.
Experience: Four years of progressively responsible experience in art, art history, arts administration,
which includes at least one year of experience supervising the business and staffing
activities for a Heritage and/or Cultural Arts Center of comparable size to the City of
Dublin. Experience in community public event planning, art education, cultural, social
and fire arts programming is highly desirable.
Licenses; Certificates; Special Requirements:
Possession of a valid California Class C drivers' license and Certificate of Automobile Insurance for
Personal Liability.
4
Exhibit C
Date Adopted: July I, 2008
Date Revised:
Title:
Assistant Director of Parks and Community Services
FLSA:
Exempt! At-Will
SALARY:
$8,661-$10,826
General Purpose:
Under administrative direction of the Park and Community Services Director, assists in directing,
planning, organizing and administering the activities of all program areas within the Recreation Division
of the Parks and Community Services Department; coordinates Division activities; provides highly
responsible and complex administrative assistance and support to the Director. This position functions as
a member of the Parks and Community Services Department management team in Departmental policy
development, administrative planning and addressing of Departmental problems, budget development,
and personnel recruitment. Serves as Acting Parks and Community Services Director in the absence of
the Director; and does related work as required.
Distinguishing Characteristics:
The Assistant Director of Parks and Community Services is a management position responsible for
formulating policy, developing goals and objectives, supervising staff, and developing and administering
the Recreation Division's budget. Incumbents in this classification have a broad range of independence
within policy and procedural limitations and work under minimal supervision. The incumbent is
accountable to the Department Director for the effective supervision of personnel and the quality and
efficiency of services directed. While the general parameters of the job are defined, the employee is
expected to select and put into effect work procedures and practices which will lead to the effective and
efficient accomplishment of Department goals. Recommendations on the improvement of Division
activities are expected. The Assistant Director of Parks &. Community Services provides direct
supervision and management to professional, technical, contract and clerical staff in the Recreation
Division.
This classification is distinguished from the Parks & Community Services Director who serves as the
Department Head of the entire Department with responsibility for Parks & Community Services, Heritage
and Cultural Arts, and Parks and Facility Development functions.
Supervision Exercise:
Direct supervision and supervision through secondary supervisors is provided to personnel assigned to
the Recreation Division.
Exhibit C
Essential Duties and Responsibilities:
The following duties are normal for this classification. 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.
Plans, organizes, directs and coordinates Parks and Community Services Department - Recreation
Division activities; plans, formulates and implements program plans for recreational activities, including
the effective use of a wide variety of recreational areas, facilities and equipment.
Serve as the principle assistant to the Parks and Community Services Director; assists the Director in day-
to-day administration and coordination of Recreation Division. Assist and participate in the
development, implementation and monitoring of the Departments Goals and Objectives Program.
Establishes general approaches to be used in carrying out projects and determines priorities; reviews
activity reports and periodically checks work in progress and upon completion to ensure compliance with
policy, standards and directions; resolves operational and personnel problems, which cannot be handled
by lower level supervisors.
Provide direction and coaching to assigned Division regarding Departmental issues and resolution of
personnel, budgetary and administrative issues.
Investigates public complaints and requests related to functions supervised and makes determinations on
action to be taken.
Prepares recommendations on budgetary needs as related to personnel, equipment and material, including
related justifications; administers the Division budget including the approval and control of expenditures;
develops long range plans and objectives for Division; conducts a continuing review of activities for
purposes of detecting problem areas and increasing efficiency.
Evaluates Division staffing arrangements, staffing levels and work assignments and makes necessary
recommendations to Department Director; sets performance standards for Division staff and evaluates
performance; submits hiring recommendations for Division staffto the Department Director.
Conducts studies on difficult operational and administrative problems, and prepare reports with practical
solutions for review by the Director.
Reviews and makes recommendations regarding construction plans for recreation facilities in terms of
program usage; monitors and manages projects within area of assignment; conducts periodic and special
community meetings seeking public involvement on recreation facility projects and other leisure related
activities as required.
Works with Director and other Division Managers in developing long-range strategies and plans to
accommodate the growth of the community and the Parks and Community Services Department.
Coordinates activities of the Division with City staff, contractors and outside agencies; negotiates and
implements concessionaire, joint use and license agreements with commercial service providers,
community organizations and other public agencies.
Represents the City in meetings of the City Council, City Commissions/Committees and community
groups; prepares and presents oral and written reports; develops agendas, and staffs various Department
committees.
2
Exhibit C
Minimum Qualifications:
Knowledee of:
Principles, practices, methods and materials for municipal recreation programs, administration and
activities.
Principles and procedures used in the administration of public personnel administration and labor
relations functions.
Principles, practices and techniques of project management.
Principles and practices of municipal buildings, facilities development and facility maintenance.
Organizational and management practices as applied to the analysis and evaluation of programs, policies
and operational needs; methods and techniques of evaluating recreational program needs and
effectiveness.
Principles and practices of organization, administration, supervision, performance evaluation and
training.
Principles and practices of public finance and policy development, budget preparation and
administration.
Principles and practices of research techniques, statistical methods and fiscal forecasting.
Principles of community and public relations.
Customer service techniques and public speaking.
Basic information technology and computer applications.
Thorough knowledge of the facilities, arrangements, resources, and equipment and safety practices
necessary to administer broad recreational programs.
Working knowledge of human behavior and psychology as applied to the various groups, which
participate in recreational activities.
Federal, state and local laws, regulations and court decisions applicable to assigned areas of
responsibility.
Ability To:
Plan, organize, assign, direct, review and evaluate comprehensive municipal recreation programs and
activities for the City.
Select, train, motivate and evaluate assigned staff; develop, implement and interpret policies, procedures,
goals, objectives and work standards.
Plan, direct and control the administration and operations of operating divisions and municipal recreation
functions.
3
Exhibit C
Develop, implement, and interpret ordinances, regulations, policies and procedures.
Successfully develop, control and administer budgets and expenditures.
Analyze problems; identify alternative and innovative solutions; project consequences of proposed
actions and implement recommendations in support of goals.
Establish and maintain effective working relationships with those contacted in the course of the work.
Operate office equipment including computers and supporting word processing and spreadsheet
applications.
Address large and small groups of people.
Represent the City effectively in meetings with others; and maintain accurate records and prepare clear
and concise reports, meeting agendas and correspondence.
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; talk or hear, in person, in meetings and
by telephone; use hands and fingers to handle, feel or operate standard office equipment; and reach with
hands and arms. The employee is frequently required to, bend and twist to reach files, walk, stand and
run while participating in recreational programs or special events. While performing duties, the employee
is regularly required to use written and oral communication skills; analyze community service budgets
and technical reports; read and interpret complex data, staff reports, information and documents; analyze
and solve problems; interact with City management, other governmental officials, contractors, vendors,
employees and the public.
The employee's working hours may emphasize either outdoor or indoor work. There may be some light
physical work or activity in the operation of recreational programs, handling of event supplies and/or
equipment. The employee's work hours may vary in accordance with the program being offered.
Training and Experience:
Any combination equivalent to education and experience is likely to provide the required knowledge and
abilities. A typical way to obtain the knowledge and abilities would be:
Education: Equivalent to a Bachelors degree from an accredited four-year college or university with
specialization in recreation administration, leisure studies, business administration or a
related field. A Master's degree in a related field is preferred.
Experience: Five years of responsible recreation experience supervising a variety of leisure time and
recreational programs and two years of administrative and/or lead supervisory
experIence.
4
Exhibit C
Licenses; Certificates; Special Requirements:
Possession of a valid California Class C drivers' license and Certificate of Automobile Insurance for
Personal Liability.
Special Requirements: Must have the willingness and ability to: work the hours necessary to accomplish
the assigned duties, including evening and week-end hours; attend evening meetings; travel out of town
and attend workshops, conferences, seminars during work and non-work hours.
5
RESOLUTION NO. -08
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 III
Resolution 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 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
Minimum
Monthly
Maximum
Administrative Analyst II
Assistant Civil Engineer
Associate Civil Engineer
Associate Planner
Geographic Information System Coordinator
Heritage & Cultural Arts Supervisor
Housing Specialist
Network Systems Coordinator
Parks & Facilities Development Coordinator
Recreation Supervisor
Senior Administrative Analyst
Senior Building Inspector
Senior Civil Engineer
Senior Plan Checker
Senior Planner
$5,866
$6,234
$7,250
$6,128
$5,866
$5,982
$6,746
$5,866
$6,128
$5,982
$6,746
$6,291
$8,123
$6,291
$6,983
$7,333
$7,793
$9,063
$7,660
$7,333
$7,477
$8,433
$7,333
$7,660
$7,477
$8,433
$7,864
$10,154
$7,864
$8,729
A TT ACHMENT 2
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 $5,034 $6,292 $29.0423 $36.3000
Administrative Analyst I $5,279 $6,599 $30.4558 $38.0712
Administrative Technician $4,576 $5,720 $26.4000 $33.0000
Assistant Planner $5,426 $6,782 $31.3038 $39.1269
Code Enforcement Officer $4,883 $6,104 $28.1712 $35.2154
Community Safety Assistant $5,426 $6,782 $31.3038 $39.1269
Finance Technician I $3,846 $4,807 $22.1885 $27.7327
Finance Technician II $4,274 $5,342 $24.6577 $30.8192
Heritage Center Director $5,084 $6,355 $29.3308 $36.6635
Information Systems Technician I $4,390 $5,488 $25.3269 $31.6615
Information Systems Technician II $4,878 $6,097 $28.1423 $35.1750
Office Assistant I $3,255 $4,069 $18.7788 $23.4750
Office Assistant II $3,617 $4,521 $20.8673 $26.0827
Permit Technician $4,576 $5,720 $26.4000 $33.0000
Preschool Instructor $18.2300 $22.7900
Public Works Inspector $5,587 $6,984 $32.2327 $40.2923
Public Works Technician I $4,835 $6,044 $27.8942 $34.8692
Public Works Technician II $5,319 $6,649 $30.6865 $38.3596
Recreation Coordinator $5,084 $6,355 $29.3308 $36.6635
Recreation Technician $4,067 $5,084 $23.4635 $29.3308
Secretary $3,979 $4,974 $22.9558 $28.6962
Secretary to the City Manager/Deputy City Clerk $5,034 $6,292 $29.0423 $36.3000
Senior Code Enforcement Officer $5,426 $6,782 $31.3038 $39.1269
Senior Finance Technician $4,749 $5,936 $27.3981 $34.2462
Senior Office Assistant $3,979 $4,974 $22.9558 $28.6962
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2008.
PASSED, APPROVED AND ADOPTED this 17th day of June, 2008.
AYES:
NOES:
ABSENT:
ABST AIN:
Mayor
ATTEST:
City Clerk
ATTACHMENT 2
RESOLUTION NO. -08
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 full-time management positions exempt from 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 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
Minimum Maximum
Administrative Services Director
Assistant City Manager
Assistant Parks & Community Services Director
Assistant to the City Manager
Building Official
City Clerk
City Engineer
Community Development Director
Economic Development Director
Finance Manager
Heritage & Cultural Arts Manager
Information Systems Manager
Parks & Community Services Director
Parks & Community Services Manager
Parks & Facilities Development Manager
Planning Manager
Public Works Director! Assistant City Engineer
Public Works Manager
$11,033
$11 ,870
$8,661
$7,907
$8,123
$7,865
$9,222
$10,698
$8,123
$7,907
$7,907
$7,907
$10,862
$7,907
$7,907
$8,123
$10,512
$7,907
$13,791
$14,838
$10,826
$9,884
$10,154
$9,831
$11,528
$13,373
$10,154
$9,884
$9,884
$9,884
$13,578
$9,884
$9,884
$10,154
$13,140
$9,884
ATTACHMENT 3
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2008.
PASSED, APPROVED AND ADOPTED this 17th day of June, 2008.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
ATTACHMENT 3
RESOLUTION NO. XX- 08
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
********
AMENDING THE BENEFIT PLAN FOR MANAGEMENT POSITIONS EXEMPT FROM
COMPETITIVE SERVICE RESOLUTION
WHEREAS, the City Council has adopted a Personnel Ordinance; and
WHEREAS, Section 2.20.040.E of the Ordinance exempts Department Heads and other
Management Positions from the Competitive Service; and
WHEREAS, in accordance with the City's Personnel Ordinance, the City Council adopted
Resolution No. 142-90, 109-91, and subsequent Resolutions which establishes Management Positions and
defines benefits for those positions; and
WHEREAS, it is necessary to periodically add job descriptions to the adopted Classification Plan
that are designated as Management Positions; and
NOW, THEREFORE, BE IT RESOLVED that the positions of Heritage and Cultural Arts
Manager and Assistant Parks and Community Services Director shall be designated as a Management
Employees under the City's Personnel Ordinance; and
BE IT FURTHER RESOLVED that the positions of Heritage and Cultural Arts Manager
and Assistant Parks and Community Services Director shall be granted benefits in accordance with City
Resolution 142-90 and 109-91, as amended.
BE IT FURTHER RESOLVED that the position of Assistant Parks and Community Services
Director shall be added to the list of Management Positions eligible for car allowance and monthly
reimbursement as provided in Resolution 109-91, Section 12 as follows:
Section 12. Car Allowance and Mileage Reimbursement:
The following position 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 Position Receiving Monthly Allowance
Eligible Positions
Assistant Parks and Community
Services Director
Monthlv Allowance
$190
BE IT FURTHER RESOLVED that the position of Public Works Manager shall be deleted from
the Management Positions eligible for car allowance and monthly reimbursement as provided in
Resolution 109-91, Section 12.
1
A TT ACHMENT 4
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1,2008.
PASSED, APPROVED AND ADOPTED this 1 ih day of June, 2008.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
2
A TT ACHMENT 4