HomeMy WebLinkAbout4.06 RevPersonnelSys
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CITY CLERK
File # @]~~~-[J[Q]
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AGENDA STATEMENT
CITY COUNCIL MEETING DATE: June 3,1997
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 Part-Time Personnel
2. Resolution Establishing a Salary Plan for Full-Time Personnel
'"' ~r-I3. Resolution Amending the Personnel Rules
RECOMMENDATION: (J!JY Adopt Resolutions.
FINANCIAL STATEMENT:
Based on the current number and status of City employees, costs
associated with the proposed changes to the personnel system as
described below will be as follows: the annual maximum cost
associated with increasing the Trust Fund would be approximately
$11,775; costs associated with the flex schedule and holiday pay
will be minimal.
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Sufficient funds will be included in the Fiscal Year 1997-98 budget
to cover the costs associated with these benefit changes.
DESCRIPTION: The City's personnel system is governed by several documents.
Each document addresses a specific set of issues. The staff report identifies proposed changes to the
City's current personnel system. As discussed below, these proposed adjustments are based on several
factors, including recent changes in state and federal law, a 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 part-time and full-
time personnel. The attached salary plan for part-time personnel (Exhibit 1) contains amended salary
ranges for two of the City's part-time, temporary positions (Clerk Typist, Recreation Leader I). The
proposed salary range changes are in accordance with the new State and Federal minimum wage
requirements, effective March of 1997.
The attached salary plan for full-time personnel (Exhibit 2) contains proposed salary ranges for the City's
full-time regular employees. The salary ranges provide a minimum and maximum salary to be paid for
each position. The proposed salary ranges are based on market conditions determined by a comprehensive
survey of comparable positions in similar agencies. Each year, the City Manager's staff conducts a wage
and benefit survey of approximately 40 Bay Area local government agencies. This is performed in an
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COPIES TO:
ITEM NO.
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H1cc-forms/agdastmt.doc
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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 uf each
position to others in the organization (e.g., the relationship between Assistant, Associate and Senior
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The City of Dublin utilizes a pay-for-performance system. Thus, all movement within the salary range i.:~:
based on performance. The proposed modifications to the Salary Plans do not automatically increase
actual salaries. Employees' salaries can only be adjusted upon completion of a satisfactory or better
performance review. Thus, modifications to the Salary Plans will typically impact salaries at the time of a
performance review.
It is also recommended that the City delete the classification of Secretary to the City Manager/Deputy
City Clerk, which is not currently used. Staff has been unable to collect adequate information to keep the
salary range for this unique position current. Further, the City has other classifications which could be
utilized to fulfill the needs of this position, should the need arise.
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 resolutions establishing new Salary Plans for part-time and full-time employees.
PERSONNEL RULE CHANGES
The City Council has adopted rules for the administration of the City's personnel system. Once again,
based on market comparisons and on discussions with City employees, the following amendments to the
Personnel System Rules are proposed (Exhibit 3):
1. Flex Schedule in Lieu of Overtime - Currently, when an employee works overtime (hours worked in !;::-
excess of 40 in a work week), the employee has the option of either receiving overtime pay (at time and
one-half); or flexing their schedule within the work week to accommodate the overtime. Staff proposes to
expand the current flex time provision to allow employees the option of flexing their schedule within the
2-week pay period, rather than the current one week period.
2. Time and One-Half Pay for Working on City Holidays ~ Currently, the Personnel Rules provide that
if an employee is required to work on a holiday, the employee will receive eight (8) hours oftime off "in
lieu" of the designated holiday. lbis time "in lieu" ofa holiday must be used in the Fiscal Year in which
it is earned. Staff proposes to amend the current policy to provide that employees who are required by the
City to work on a City recognized holiday, be compensated at the rate of time and one half.
3. Increase Trust Fund - In addition to the above, one change is proposed to the City's Trust Fund. The
Trust Fund is designed to cover excess dental, vision and medical costs. The City Manager administers
the Trust Fund program. Staff proposes to amend the Administrative Requirements of the City of Dublin
Dental!OpticallHealth Expense Reimbursement Plan Personnel System Rules to provide for the following
(to be effective July 1, 1997):
a. Full-time employees shall have a limit of $900 per "PLAN YEAR" for eligible reimbursements.
b. Employees regularly scheduled to work between 20 and 40 hours per work week shall have a limit of
$450 per "PLAN YEAR" for eligible reimbursements. .:.
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It is recommended that the City Council review the proposed changes to the City's personnel system and
adopt the necessary resolutions.
RESOLUTION NO. - 97
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A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
* * * * * * * * *
AMENDING THE SALARY PLAN FOR P ART- TIME PERSONNEL
\VHEREAS, the City Council adopted Resolution No. 122-93 and subsequent resolutions establishing a Salary
Plan for Part-Time Personnel; and
WHEREAS, competitive salary provisions which will help attract and retain quality employees are important to
the organization; and
WHEREAS, it is desirable to update salary provisions for part-time employees in the City's personnel system in
accordance with recently adopted State and Federal MINIMUM wage requirements.
NOW, TIIEREFORE, BE IT RESOLVED that the part-time salary provisions enacted in Resolution 122-93 and .
subsequent resolutions be superseded by this resolution.
BE IT FURTHER RESOLVED, that the following part-time houriy salary ranges shall be established in
accordance with the City of Dublin Personnel System:
.:
Minimum Hourly Rate
$12.00
$ 8.00
$ 5.50
$ 6.00
\.$>5;00.......... .
.......... ..., .........
$10.00
$ 6.00
$ 5.00
$ 9.00
$ 6.00
$ 5.00
i:\ ...S~5.(}O{> ..........
,. ..... .. .... . ....... .
...... .. ... . .......
$ 6.00
$ 6.00
$ 7.50
$10.00
$ 5.50
$14.00
$ 6.50
Maximum Hourlv Rate
$15.48
$10.00
$ 8.25
$ 8.00
,.,...$~~9Q:'/.: ....
..................
$16.00
$ 7.50
$10.00
$12.00
$ 8.00
$10.00
.................... . .'.SK50>...
. . . . . . . ., . .......
. ...... ..." ....
$ 7.50
$16.00
$10.00
$13.00
$ 8.25
$16.00
$ 8.50
Part-Time Classification
Aquatics Coordinator
Assistant Pool Manager
Building Attendant
Cashier
...C...........'..;:.T ................p...:::.'.. ......... ...........
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Crime Prevention Specialist
Lifeguard
Planning Intern
Pool Manager
Preschool Aide
Recreation Intern
iRecreatlolltelideT.1
..... ... ., ... ....
...... . "............... "...... ... ...
.............,.,............... .............,
Recreation Leader n
Recreation Specialist
Senior Recreation Leader
Sports League Director
Sports Field Attendant
Sports Official
Swim Instructor
PASSED, APPROVED AND ADOPTED this 3rd day of June, 1997.
AYES:
NOES:
ABSENT:
. ABSTAIN:
A ITEST:
Deputy City Clerk
Mayor
RESOLUTION NO. -97
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
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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. 36-96 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. 36-96 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 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 IIORK SHALL NOT BE LESS THAN THE "SALARY TEST" REQUIRED FOR AN EXEMPTION UNDER
FLSA.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Assistant $3,634 $4,543 $20.97 $26.21
Assistant City Manager/Adminis- $6,002 $7,503 $34.63 $43.29
trative Services Director
Assistant Civil Engineer $3,849 $4,811 $22.20 $27.76
Assistant to the City Manager $4,514 $5,642 $26.04 $32.55
Associate Planner $3,838 $4,798 $22.14 $27.68
City Clerk $4,214 $5,267 $24.31 $30.39
Community Development Director $5,885 $7,356 $33.95 $42.44
* Computer Systems Specialist $3,634 $4,543 $20.97 $26.21
Economic Development Manager $4,514 $5,642 $26.04 $32.55
Finance Manager $4,574 $5,717 $26.39 $32.98
* Planning Director $5,416 $6,770 $31. 25 $39.06
Public Works Director/City $6,508 $8,135 $37.55 $46.93
Engineer
Recreation Director $5,737 $7,171 $33.10 $41.37 .,
Recreation Supervisor $3,599 $4,499 $20.76 $25.96
Senior Civil Engineer $5,225 $6,531 $30.14 $37.68
Senior Planner $4,514 $5,642 $26.04 $32.55
* Classification is currently vacant.
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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 monthly salaries are
shown for informational purposes only.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Secretary $2,860 $3,575 $16.50 $20.63
Administrative Aide $3,146 $3,933 $18.15 $22.69
Assistant Planner $3,257 $4,071 $18.79 $23.49
Community Safety Assistant $3,257 $4,071 $18.79 $23.49
* Engineering Technician $3,138 $3,923 $18.11 $22.63
* Finance Technician I $2,600 $3,250 $15.00 $18.75
Finance Technician II $2,860 $3,575 $16.50 $20.63
* Heritage Center Director $2,968 $3,710 $17.12 $21. 40
* Management Assistant $3,304 $4,130 $19.06 $23.83
* Office Assistant I $2,028 $2,535 $11.70 $14.63
Office Assistant II $2,230 $2,788 $12.87 $16.08
Preschool Instructor $1,815 $2,269 $10.47 $13.09
Public Works Inspector $3,490 $4,362 $20.13 $25.17
Recreation Coordinator $2,968 $3,710 $17.12 $21. 40
Secretary $2,600 $3,250 $15.00 $18.75
e>*
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Classification is currently vacant.
PASSED, APPROVED AND ADOPTED this 3rd day of June, 1997.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
e- H Drive/SalllrY/RES0$97.DOC
RESOLUTION NO. - 97
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
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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 No. 141-90 and subsequent amendments
establishing the Personnel System Rules; and
WHEREAS, the objective of these 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:
RULE XIV. COMPENSATION AND BENEFITS
Section 7. "Calculation of Hours Worked": For purposes of calculating overtime pay, holidays Shall." ::
count as hours worked within a work period. Employees eligible for overtime who take minutes at a City
Council or Commission meeting shall be compensated at one and one-halftimes their hourly rate for the
time they are attending the meeting, regardless of the hours worked in the corresponding work period,
unless the employee requests and the Department Head approves an alternative arrangement (e.g., flex
schedule during the affected weffi; pay period:) If a flex schedule is approved, the flex hours shall be
granted on an hour-for-hour basis. The flex time must be scheduled as not to interfere with assigned
duties.
RULE XVI. ATTENDANCE AND HOLIDA YS
Section 1. "Work Hours": The usual working hours for City employees shall be 8:00 a.m. to 5:00 p.m.
and a normal work week shall consist of forty (40) hours. Some departments may require a different work
schedule which shall be developed by the Department Head and approved by the City Manager. If the
employee is required to work a different schedule, the employee shall be permitted to flex his/her
normal work day(s) within the affected pay period. The flex day(s) must be taken within the
affected pay period, must be scheduled as not to interfere with assigned duties, and is subject to
approval by the Department Head and/or City Manager.
Section 6. "Employees Required to Work on Holiday": If an employee is required to work on a holiday,
the employee shall be compensated at one and one-half times their hourly rate for the time worked .
will receive eight (g) holli"s ohime off "in lieu" of the designated holiday. This time "in lieu" of a holiday . . :...
must be used in the PiscaJ Year in which it is earned.
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PASSED, APPROVED AND ADOPTED this 3rd day of June, 1997.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
Deputy City Clerk
H/cc-formsJresoPers.doc