HomeMy WebLinkAbout4.2 Revisions to the Personnel SystemCELEBRATING
STAFF REPORT
CITY COUNCIL
DUBLIN
CALIFORNIA
Agenda Item 4.2
DATE: September 20, 2022
TO: Honorable Mayor and City Councilmembers
FROM: Linda Smith, City Manager
SU B,ECT : Revisions to the Personnel System
Prepared by: Sarah Monnastes, Human Resources Director
EXECUTIVE SUMMARY:
The City Council will consider proposed changes to certain documents that are part of the City's
current Personnel System Rules and Position Allocation Plan. The proposed adjustments are
based on the need to account for the new health premium rates, and to add certain positions to the
City's workforce beginning in Fiscal Year 2022-23.
STAFF RECOMMENDATION:
Adopt the following: 1) Resolution Amending the Benefit Plan; 2) Resolution Amending the
Classification Plan; 3) Resolution Amending the Salary Plan for Full -Time Personnel; and 4)
Resolution Amending the City of Dublin Position Allocation Plan for Fiscal Year 2022-23; and
approve the budget change.
FINANCIAL IMPACT:
Implementation of the changes described in this Staff Report requires City Council approval of a
budget adjustment of $291,016 for the addition of the Geographic Information Systems (GIS)
Coordinator and Office Assistant II, both in the Public Works Department. Funding can be
appropriated from the General Fund Undesignated Reserve for these positions. There is no
budgetary impact from the other proposed changes in this Staff Report.
DESCRIPTION:
This Staff Report addresses proposed changes to various documents that are part of the City's
Personnel System Rules, and to the City's Position Allocation Plan, to reflect new health rates as
well as proposed organizational and staffing changes. The following sections identify the City
documents being updated and describe the changes being proposed.
Page 1 of 3
17
Benefit Plan Amendments
Per the existing arrangement with employees, annual health rate increases are split 50/50
between the City and employees up to $100, based on the Kaiser Family premium. Attachment 1 is
a proposed amendment to the Benefit Plan establishing the City's maximum medical contribution
of $2,030 per month effective January 1, 2023 (an increase of $74.00 per month from 2022).
Sufficient funds are included in the Fiscal Year 2022-23 Budget to cover City -paid health and
welfare benefits.
Classification Plan Amendments
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 collectively make up the
City's Classification Plan.
Attachment 2 is a proposed amendment to add a Maintenance Coordinator to the Classification
Plan. The Maintenance Coordinator position will provide expertise in planned and preventative
maintenance operations and activities, including implementation of, analysis of, and technical
work associated with the computer maintenance management system (CMMS) and with
infrastructure asset management. The Maintenance Coordinator will also provide contractor field
performance review, maintenance contract management, and maintenance customer service. This
position will report to the Public Works Manager and was already authorized during the Fiscal
Year 2022-23 budget cycle.
Attachment 2 also proposes to add back the Geographic Information System (GIS) Coordinator to
the Classification Plan with updates to the job specification. The GIS Coordinator will provide
expertise and technical work in the creation, management, analysis, maintenance, and mapping of
all types of data. The GIS Coordinator will integrate geospatial, asset, and other data on multiple
platforms and software systems, including, but not limited to the City's work order system (Fixlt
Dublin), the CMMS, computer aided design (CAD), data collection devices, and mobile and web -
based applications. Work will include geocoding, georeferencing, data collection, data input,
research, trend analysis, and maintenance of infrastructure and project data. This position will
report to the Public Works Director.
Also in Attachment 2, Staff recommends deleting the following classifications from the
Classification and Salary Plans: Heritage Center Director, Parks and Community Services Business
Manager, and Public Works Superintendent. These classifications are no longer in use and the
duties for which these positions were once responsible are performed by employees in other
classifications.
Salary Plan Amendment
Included in the City's Personnel System are Resolutions that address salary ranges for City
personnel. Attachment 5 is a proposed amendment for the inclusion of the Maintenance
Coordinator and GIS Coordinator classifications into the City's Salary Plan for Full -Time Personnel.
The salary ranges for the Maintenance Coordinator and GIS Coordinator were determined based
on a market assessment of comparable positions in similar agencies and then aligned internally
within the City classification plan of related jobs in terms of scope and requirements to establish
Page 2 of 3
18
pay equity within the City's Salary Plan.
Position Allocation Plan
Attachment 6 is a proposed amendment to the Position Allocation Plan for Fiscal Year 2022-23
adding 2 FTE (full-time equivalent) to the plan. In addition to the GIS Coordinator, Staff is
proposing the addition of 1 FTE Office Assistant II to support the maintenance division. These two
positions will increase the salary and benefits budget by a combined total of $291,016, which can
be appropriated from the General Fund Undesignated Reserve as shown in the budget change
(Attachment 8).
STRATEGIC PLAN INITIATIVE:
Strategy 3: Infrastructure Maintenance and Investment
Objective 3B: Provide on -going condition assessments of aging facilities and assets.
NOTICING REQUIREMENTS/PUBLIC OUTREACH:
The City Council Agenda was posted.
ATTACHMENTS:
1. Resolution Amending the Benefit Plan
2. Resolution Amending the Classification Plan
3. Exhibit A to the Resolution - Maintenance Coordinator Job Specification
4. Exhibit B to the Resolution - Geographic Information Systems (GIS) Coordinator Job
Specification
5. Resolution Amending the Salary Plan for Full -Time Personnel
6. Resolution Amending the City of Dublin Position Allocation Plan for Fiscal Year 2022-23
7. Exhibit A to the Resolution - Position Allocation Plan for Fiscal Year 2022-23
8. Budget Change
Page 3 of 3
19
Attachment I
RESOLUTION NO. XX — 22
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
AMENDING THE BENEFIT PLAN
WHEREAS, the Personnel System Rules requires 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 does
hereby amend Resolution 61-20 and subsequent amendments to include the following:
Section 7. Flexible Spending Account: The City shall make available a flexible benefit program
(tax deferred employee contribution) that can be applied to specific expenses, e.g., health
premiums, and medical, dental, and vision expenses not covered by the insurance plan. The
City's plan is subject to the requirement and availability of Internal Revenue Code Section 125,
allowing employees to use pre-tax compensation for PEMHCA medical premiums, eligible
dependent care expenses, eligible uninsured medical expenses, or a combination thereof. All
costs associated with the enrollment and administration of an eligible employee's account shall
be paid by the City.
e. Beginning with the January 1, 2023 premium, eligible employees shall receive up to
$2,030 per month toward the premium cost for CalPERS health insurance based on the
employee's annual plan election Tess the amount of any contribution provided by the City
directly to CaIPERS under government Code Section 22892.
BE IT FURTHER RESOLVED that the changes contained herein shall be effective
September 20, 2022.
PASSED, APPROVED AND ADOPTED this 20th day of September, 2022, by the
following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
Reso. No. XX-22, Item X.X, Adopted XX/XX/22 Page 1 of 1 20
Attachment 2
RESOLUTION NO. XX — 22
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 amend job descriptions to the Classification
Plan.
NOW, THEREFORE, BE IT RESOLVED that Resolution No. 30-84 and subsequent
Resolutions shall be amended to include the following position:
Maintenance Coordinator (Exhibit A)
Geographic Information Systems (GIS) Coordinator (Exhibit B)
NOW, THEREFORE, BE IT RESOLVED that Resolution No. 30-84 and subsequent
Resolutions shall be further amended to delete the following job descriptions:
Heritage Center Director
Parks and Community Services Business Manager
Public Works Maintenance Superintendent
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 September 20, 2022.
PASSED, APPROVED AND ADOPTED this 20th day of September, 2022, by the
following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
Reso. No. XX-22, Item X.X, Adopted XX/XX/22 Page 1 of 1
21
Attachment 3 - Exhibit A
Title:
FLSA:
General Purpose:
Maintenance Coordinator
Exempt
Date Adopted: September 20, 2022
Date Revised:
Under general direction of the Public Works Manager, the Maintenance Coordinator performs a
variety of duties relating to the delivery and oversight of maintenance efforts including contract
management, field quality assurance inspections, customer service support, Computerized
Maintenance Management System (CMMS) development and management, data collection and
analysis, preventative maintenance program development, implementation, and monitoring, and
other duties as required.
Distinguishing Characteristics:
This classification is responsible for: planning, organizing, and directing various maintenance
contracts; administering the Computerized Maintenance Management System (CMMS);
developing and monitoring preventative maintenance programs; developing effective work
processes; performing high level analytical work; exercising considerable judgement and
initiative.
This classification is distinguished from the Public Works Manager who has overall
responsibility for maintenance functions.
Supervision Received and Exercised:
Receives direction from the Public Works Manager. May exercise supervision over assigned City
and contract employees.
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.
Prepares scopes of work, schedules, and budgets for maintenance activities.
Develops and manages maintenance budgets and invoicing; manages the status of financial
expenditures and account balances.
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Attachment 3 - Exhibit A
Communicates directly with maintenance service providers, vendors, contractors, and various
city staff.
Develops and manages consultant and service contracts.
Monitors and evaluates operations performed by maintenance contractors and service providers,
sets performance standards, and recommends actions for improvement, as necessary.
Analyzes, develops, and implements maintenance projects, plans, procedures, and practices.
Reviews and makes recommendations for revisions of City ordinances related to infrastructure.
Provides customer service support; responds to requests and concerns from the public.
Reviews and prepares recommendations for capital improvement, development, and maintenance
projects.
Participates in and provides technical assistance to community and professional groups and
committees.
Represents the Maintenance Division at City Council, Planning Commission, interagency,
community and professional groups, and other public meetings.
Administers the Computer Maintenance Management System (CMMS).
Modifies and maintains the CMMS to support asset data analysis; ensures data accuracy and
maintains quality control.
Develops, coordinates, and implements an infrastructure asset management registry and
inventory database.
Performs and coordinates asset inventory, data analysis, work order management, database
management, and modeling and planning activities for asset maintenance, rehabilitation, and
replacement.
Develops, implements, coordinates, evaluates, and updates preventative maintenance programs.
Develops annual and long-range maintenance capital improvement program recommendations.
Examines risk assessment data and develops processes that can help to prioritize capital and
maintenance decisions.
Performs a variety of data extractions and system integrations.
Assists with the development and implementation of workflows and business practices.
Performs other related work as required.
2
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Attachment 3 - Exhibit A
Minimum Qualifications:
Knowledge of:
Principles, practices, and methods of municipal maintenance programs.
Work planning and budgeting.
Customer service techniques.
Methods of collaborative problem solving.
Programs and systems management.
CMMS and Citizen/Customer Request Management software and associated work order
processing and tracking.
Methods and techniques of data collection and analysis.
Preventative maintenance programs.
Report preparation research methods.
Ability To:
Understand, apply, and implement policies, practices, and procedures.
Develop, prioritize, and manage multiple projects and programs.
Work independently in identifying the need for and developing proposed changes to maintenance
and operating practices.
Analyze projects, research, and identify impacts, propose alternatives, and implement
recommendations.
Collect, analyze, interpret, and apply a variety of data and information.
Establish and maintain cooperative relationships with City Staff, contractors, vendors, and the
general public.
Operate a personal computer with common software applications (i.e., word processing,
spreadsheet, and database) and specialty software including CMMS.
Interpret, apply, explain, and ensure compliance with applicable Federal, State, local, and
departmental policies, procedures, laws, and regulations.
3
24
Attachment 3 - Exhibit A
Prepare clear and concise reports, correspondence, procedures, and other written materials.
Read, interpret, and retrieve drawings, blueprints, maps, and specifications.
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 safely lift and/or maneuver office supplies and construction
plans weighing up to 20 pounds. 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:
Experience:
Equivalent to a bachelor's degree from an accredited college or
university, preferably with major course work in computer science,
information technology, civil engineering, environmental studies, public
administration, business administration, engineering, or related field.
Two (2) years of maintenance experience, project management,
customer service, business process analysis, contract management, and
CMMS development, preferably in a municipality.
Licenses; Certificates; Special Requirements:
Possession of a valid California Class C Drivers' License and Certificate of Automobile
Insurance for Personal Liability.
4
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Attachment 4 - Exhibit B
Title:
FLSA:
General Purpose:
Date Adopted: September 3, 2002
Date Revised: September 20, 2022
Geographic Information Systems (GIS) Coordinator
Exempt
Under administrative direction, performs work of routine difficulty in the development,
implementation, coordination, utilization, and implementation of a City-wide Geographic
Information Systems (GIS). Personally performs both routine and complex tasks of both a
technical and administrative nature necessary to develop and operate the system. Provides
technical support for related software.
Distinguishing Characteristics:
This is the full journey level class. Employees at this level receive only occasional instruction or
assistance as new or unusual situations arise and are knowledgeable of the operating procedures
and policies within the work unit. While the work is primarily performed for the Public Works
Department, the position provides support to multiple user departments throughout the City.
Successful performance of the work requires advanced technical skills in addition to the ability
to interpret and explain technical concepts to non -technical users. GIS Coordinator is
distinguished from the lower level of Information Systems Specialist by the responsibility for
maintenance of specialized and dedicated technology systems, such as GIS, as compared to the
Specialist more generalized technical support responsibilities involving physical installation,
assembly, configuration, and maintenance of the personal computer network linking all City
Departments.
Supervision Received and Exercised:
Receives direction from the Public Works Director. This position may also receive technical and
functional supervision from departmental management/professional staff. Provide lead direction
to City staff or contractors as applicable.
Provide management and direction for City GIS contractors.
Essential Duties and Responsibilities:
Prepares, collects, organizes, and inputs data to build a digital database of City's utilities.
Performs routine data management tasks, such as data validation and correction, queries and
editing in GIS as well as relational database management.
1
26
Attachment 4 - Exhibit B
Performs textual and point digitization of graphic data related to City's infrastructure.
Prepares engineering drawings and maps, and standard detail drawings with use of GIS or
computer -aided design (CAD) system.
Operates GIS based workstation. Troubleshoots hardware and software problems.
Aids engineering Staff in production of standard and customized maps or plots.
Undertakes minor field surveys.
Performs management and administration of geospatial data, including integration and
maintenance of commonly used GIS data within a shared enterprise GIS database.
Provides technical support and guidance to other City departments in GIS database design,
connectivity, access, and quality assurance.
Prepares, collect, organize, and input data to maintain and enhance the GIS database for all
geospatial data.
Integrates hardware (Laptops/Tablets, GPS, servers, etc.) with GIS software and development of
interfaces between GIS and other city applications according to standard IS methodologies.
Responds to customer requests for geographic information.
Provides intermediate administration of GIS and GIS SQL Database servers, including data
security, hardware problem identification, configurations, system updates and documentation.
Provides intermediate administration and support to City database systems, including deficiency
correction in databases, problem resolutions, data integrity, and documentation.
Other duties as required in support of system and users.
Minimum Qualifications:
Knowledge of:
Principles, practices, terminology and trends in geographic information systems usage and
modern land -based mapping application theory.
City and related department regulations, policies, and procedures relative to area of assignment.
Applications of and ability to use computer operating systems and various software programs,
including network software.
Modern office procedures, methods, and computer equipment.
Global Position System (GPS) data collection utilities.
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27
Attachment 4 - Exhibit B
ArcInfo, ArcView, MapGuide Author, MapGuide Server, and AutoCAD applications or similar
software.
Ability To:
Plan and create databases.
Determine most appropriate software and data resources.
Coordinate the work of outside consultants.
Prepare professional quality maps.
Develop GIS demos.
Integrate GIS data for City and County Uses.
Train others in GIS techniques.
Apply advanced mathematical concepts such as exponents, logarithms, quadratic equations, and
permutations.
Apply mathematical operations to such tasks as frequency distribution, determination of test
reliability and validity, analysis of variance, correlation techniques, sampling theory, and factor
analysis.
Physical Standards:
The physical standards described are representative of those that must be met by employees to
successfully perform the essential functions of this class. Reasonable accommodations may be
made to enable individuals with disabilities to perform the essential functions.
An employee is regularly required to sit for long periods of time; intermittently stand, walk,
bend, climb, kneel and twist while working on computer equipment, peripherals, and ancillary
equipment; perform simple grasping and fine manipulation; use telephone and write and use
keyboard to communicate; discern wire colors and see small text and numbers on wiring and
circuitry; routinely move equipment weighing up to 30 pounds.
While performing duties, the employee is regularly required to use various hand tools and testing
equipment in repair, adjustment and problem identification of personal computers and related
equipment; read and interpret complex data, information, and documents; analyze and solve
problems; interact with City management, other governmental officials, contractors, vendors,
employees, and the public.
Education, Experience, and Training:
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:
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Attachment 4 - Exhibit B
Education: A bachelor's degree from an accredited college or university with major course
work in planning, computer science, geography (GIS), engineering, or a related
field. An associate's degree and two (2) years of geographic information systems
experience may substitute for the four-year degree requirement.
Experience: Three (3) years progressively responsible experience in database analysis,
database design, application development, project management, automated
mapping, or GIS.
Training: Any recent training, such as academic courses and certification programs, which
are relevant to this job classification
Licenses; Certificates; Special Requirements:
Possession of a valid California Class C Drivers' License and Certificate of Automobile
Insurance for Personal Liability.
4
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Attachment 5
RESOLUTION NO. XX — 22
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
RESOLUTION AMENDING THE SALARY PLAN FOR
FULL-TIME PERSONNEL
WHEREAS, in accordance with the City's Personnel System Rules, the City Council
adopted Resolution No. 77-22 and subsequent Resolutions which establish a Salary Plan for
full-time personnel.
NOW, THEREFORE, BE IT RESOLVED that the position of Maintenance Coordinator
and Geographic Information Systems (GIS) Coordinator shall be added and covered under
Article I, Section B of the Salary Plan for Full -Time Personnel.
BE IT FURTHER RESOLVED that the following position shall be paid an hourly rate
within the following salary range with the exclusion of any Performance Pay Adjustment granted
in accordance with the adopted Personnel Rules:
Maintenance Coordinator
Geographic Information Systems (GIS) Coordinator
Monthly Monthly
Minimum Maximum
$8,653 $10,818
$8,653 $10,818
BE IT FURTHER RESOLVED that this document shall become a part of the official
Salary Plan for the City of Dublin; and that the changes contained herein shall be effective
September 20, 2022.
PASSED, APPROVED AND ADOPTED this 20th day of September, 2022, by the
following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
Reso. No. XX-22, Item X.X, Adopted XX/XX/22 Page 1 of 1 30
Attachment 6
RESOLUTION NO. XX — 22
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
RESOLUTION AMENDING THE CITY OF DUBLIN POSITION ALLOCATION PLAN
FOR FISCAL YEAR 2022-23
WHEREAS, at the Budget Hearing on June 7, 2022, the City Council adopted the
position allocation plan for Fiscal Year 2022-23; and
WHEREAS, it is necessary to periodically amend and update the Position Allocation
Plan; and
WHEREAS, an updated Position Allocation Plan for Fiscal Year 2022-23 (Exhibit A) is
attached reflecting the following changes:
DEPARTMENT CHANGE
Public Works
Office Assistant II
GIS Coordinator
1.00 (Increase of 1.00)
1.00 (Increase of 1.00)
NOW, THEREFORE, BE IT RESOLVED that the City Council approved the updated
Position Allocation Plan for Fiscal Year 2022-23 as attached.
PASSED, APPROVED AND ADOPTED this 20th day of September, 2022, by the
following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
Reso. No. XX-22, Item X.X, Adopted XX/XX/22 Page 1 of 1 31
POSITION ALLOCATION PLAN
SUMMARY BY DEPARTMENT
Department
Actual Adopted Amended Proposed Proposed vs
2020-21 2021-22 2021-22 2022-23 Amended
Ci Mana_er Office
City Positions
22.00
Total
Administrative Services
City Positions
Total
Communi Develo . ment
City Positions
Contract Positions
22.00
9.00
9.00
18.00
7.67
Total
Fire Department
City Positions
Contract Positions
25.67
1.00
38.56
Total
Police Department
39.56
City Positions
Contract Positions
Total
Parks & Community Services
City Positions
Total
Public Works
City Positions
Contract Positions
23.00
23.00
18.00
7.40
25.40
25.00
25.00
19.00
7.40
26.40
1.00
38.56 I
39.56
24.00 (1.00) 1
24.00
19.00
6.90
(0.50)
25.90
0.50
1.00 1.00
38.56 I I 38.56
39.56
39.56
4.00 4.00 4.00 4.00
63.00 64.00 67.00 ' I 69.00 2.00
67.00
22.00
22.00
18.00
36.27
Total
54.27
68.00
71.00
23.00
23.00
23.00
23.00
18.00
36.49
18.00
37.52
54.49
55.52
73.00
2.00
23.00
23.00
21.00
45.00
3.00
7.48
66.00
10.48
Actual Adopted Amended Proposed Proposed vs
2020-21
Ci Em.lo ees
ontract Em lo ees
94.00
145.50
TOTAL CITY & CONTRACT
239.50
2021-22 2021-22
96.00
146.45
99.00
150.48
242.45 249.48
2022-23 Amended
101.00
159.46
2.00
8.98
260.46
10.98
NOTE: All of the designated personnel perform duties directly from City facilities. The Position Allocation Plan does not account
for the temporary/seasonal Staff in the Parks & Community Services Department. It also does not include all the contract personnel
who perform work under contract to the City of Dublin at offsite locations. Examples of these contract personnel include Contract
Engineering, some MCE Corporation (Public Works); Alameda County employees performing some Police, Fire, and traffic signal
maintenance services; or legal services provided by Meyers, Nave, Riback, Silver & Wilson.
32
POSITION ALLOCATION PLAN
CITY POSITIONS
Department / Classification
Proposed
Actual Adopted Amended Proposed vs
2020-21 2021-22 2021-22 2022-23 Amended
City Manager Office
City Manager
1.00
1.00
1.00
1.00
Assistant City Manager
1.00
1.00
1.00
1.00
Administrative Technician
2.00
2.00
2.00
3.00
1.00
Assistant to the City Manager
1.00
1.00
1.00
1.00
Chief Information Security Officer
1.00
1.00
1.00
1.00
City Clerk
1.00
1.00
1.00
1.00
Communications Manager
1.00
1.00
1.00
1.00
Economic Development Director
1.00
1.00
1.00
1.00
Executive Aide
1.00
1.00
1.00
1.00
Huma Resources Manager
1.00
1.00
1.00
1.00
Human Resources Director
1.00
1.00
1.00
1.00
Information Systems Manager
1.00
1.00
1.00
1.00
Information Systems Specialist
1.00
1.00
1.00
1.00
Information Systems Technician I/II
1.00
1.00
1.00
1.00
Management Analyst II
2.00
2.00
2.00
2.00
Management Analyst II (Limited Term)
1.00
(1.00)
Network Systems Coordinator
1.00
1.00
1.00
1.00
Office Assistant II
2.00
2.00
2.00
2.00
Senior Office Assistant
1.00
2.00
2.00
1.00
(1.00)
Special Projects Mgr
1.00
1.00
Special Projects Mgr (Limited Term
1.00
1.00
1.00
1.00
Total - Ci Manager Office
22.00
23.00
25.00
24.00
1.00
Administrative Services
1.00
1.00
Administrative Services Director
1.00
1.00
Accountant
1.00
1.00
1.00
1.00
Administrative Aide
1.00
1.00
1.00
1.00
Asst. Admin. Services Director
1.00
1.00
1.00
1.00
Finance Technician I/II
1.00
1.00
1.00
1.00
Financial Analyst
1.00
1.00
1.00
1.00
Management Analyst I
1.00
1.00
1.00
1.00
Senior Accountant
1.00
1.00
1.00
1.00
Senior Finance Technician
1.00
1.00
1.00
1.00
Total - Administrative Services
9.00
9.00
9.00
.
9.00
https://dublinca-my.sharepoint.com/personal/sarah_monnastes_dublin_ca_gov/Documents/Desktop/New Job Specs/Maintenance and GIS/01_Position
Allocation Plan FY 22-23_9.20.22 Changes
33
POSITION ALLOCATION PLAN
CITY POSITIONS
Department / Classification
Non -Departmental
Community Development
Community Development Director
Administrative Aide
Administrative Technician
Assistant Planner
Associate Planner
Proposed
Actual Adopted Amended Proposed vs
2020-21 2021-22 2021-22 2022-23 Amended
1.00
1.00
1.00
1.00
1.00
Asst. Director of Community Dev. 1.00
Chief Building Official
1.00
Code Enforcement Officer
Office Assistant II
Permit Technician
_Permit Technician (Limited Term
_Plan Check Engineer
Plans Examiner
Principal Planner
Senior Code Enforcement Officer
Senior Management Analyst
Senior Office Assistant
2.00
1.00
1.00
1.00
1.00
2.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
2.00
1.00
1.00
2.00
1.00
1.00
1.00
1.00
2.00
1.00
2.00
2.00
1.00
1.00
2.00
1.00
1.00
1.00
1.00
(1.00)
1.00
1.00
2.00
1.00
1.00
1.00
1.00
2.00
2.00
1.00
1.00
2.00
(1.00)
1.00
1.00
2.00
1.00
Senior Planner
1 00
1 00
1.00
Total - Community Develo . ment
Fire De . artment
18.00
18.00
19.00
19.00
Office Assistant II
1.00
1.00
1.00
1.00
Total - Fire De . artment
Police Department
1.00
1.00
1.00
1.00
Administrative Aide
Administrative Technician
Office Assistant II
1.00
1.00
2.00
1.00
1.00
1.00
1.00
2.00
2.00
1.00
1.00
2.00
Total - Police De . artment
4.00
4.00
4.00 4.00
https://dublinca-my.sharepoint.com/personal/sarah_monnastes_dublin_ca_gov/Documents/Desktop/New Job Specs/Maintenance and GIS/01_Position
Allocation Plan FY 22-23_9.20.22 Changes
34
POSITION ALLOCATION PLAN
CITY POSITIONS
Department / Classification
Proposed
Actual Adopted Amended Proposed vs
2020-21 2021-22 2021-22 2022-23 Amended
Parks & Communi Services
Parks & Community Svcs Director
Asst. Parks & Comm Services Dir.
1.00
1.00
1.00
1.00 1.00
Heritage & Cultural Arts Manager
Graphic Design & Comm Coordinator
Management Analyst I
Management Analyst II
Office Assistant II
1.00
1.00 1.00
1.00
1.00 1.00
1.00
1.00 1.00
1.00
1.00 1.00
1.00
1.00 1.00
Recreation Coordinator
Recreation Manager
Recreation Supervisor
Recreation Technician
Senior Office Assistant
Total - Parks & Communi
Public Works
Public Works Director
Administrative Aide
Assistant Civil Engineer
1.00
6.00 7.00
7.00
1.00 1.00
1.00
3.00 3.00
3.00
3.00 3.00
2.00
2.00 2.00
3.00
1.00 1.00
Assistant Civil Engineer (Limited Term)
Assistant Public Works Dir/City Engineer
Associate Civil Engineer
Capital Improvement Program Manager
Environmental & Sustain. Manager
Environmental Technician
Geographic Information Systems Coordinator
Maintenance Coordinator
1.00
1.00
1.00 1.00
1.00 1.00
3.00 3.00
1.00 1.00
1.00 1.00
1.00 1.00
Management Analyst II
Office Assistant II
Parks & Facilities Dev. Coordinator
Permit Technician
Public Works Manager (Maintenance)
1.00
1.00
1.00
1.00
Public Works Maintenance Superintendent 1.00
Public Works Trans/Ops Manager
Senior Civil Engineer
Senior Public Works Inspector
Total - Public Works
1.00
1.00
1.00
18.00
1.00
3.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
18.00
1.00
18.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
7.00
1.00
3.00
2.00
3.00
1.00
1.00
1.00
3.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
1.00
2.00
1.00
1.00
1.00
1.00
1.00
(1.00)
1.00
1.00
1.00
21.00
3.00
GRAND TOTAL - CITY POSITIONS
94.00
96.00
99.00
101.00
2.00
https://dublinca-my.sharepoint.com/personal/sarah_monnastes_dublin_ca_gov/Documents/Desktop/New Job Specs/Maintenance and GIS/01_Position
Allocation Plan FY 22-23_9.20.22 Changes
35
POSITION ALLOCATION PLAN
CONTRACT POSITIONS
Department / Classification
Community Develo . ment
Actual Adopted Amended Proposed Proposed vs
2020-21 2021-22 2021-22 2022-23 Amended
Building Inspector 6.50 6.50 6.50
Plan Checker 1.17 0.90 0.90
6.00 (0.50)
0.90
Total - Community Development 7.67 7.40 7.40 6.90 (0.50)
Fire Department (Alameda County)
CERT Coordinator
Code Com.liance Officer
De Fire Marshal
Emer ' enc Pre . ared. Mana • er
Fire Ca.tain
Fire En•'neer
Fire Marshal
Firefighter/Paramedic
Plans Checker
0.14
1.00
1.00
0.14
12.00
12.00
0.14
12.00
0.14
0.14
0.14
1.00
1.00
1.00
1.00
0.14
0.14
12.00
12.00
12.00
12.00
0.14
0.14
12.00
0.14
12.00
0.14
0.14
1.00
1.00
0.14
12.00
12.00
0.14
12.00
0.14
Total- Fire Department
Police Department (Alameda County)
38.56 38.56 38.56 38.56
Commander
Ca. tain
Lieutenant
Ser.eant
Officer
Clinician Supervisor
Clinician
Sheriff's Technician
1.00
1.00
2.00
10.00
45.00
4.00
1.00
1.00
2.00
10.00
1.00
1.00
2.00
10.00
46.00
46.00
1.00
2.00
4.00
4.00
1.00
1.00
2.00
10.00
48.00
1.00
2.00
2.00
4.00
Total - Police Department
Public Works (MCE)
63.00 64.00 67.00
69.00
2.00
Maintenance Superintendent
Maintenance Supervisor
Landscape Foreman
Landscape Laborer I
Landscape Laborer II
Landscape Laborer III
Total - Public Works
1.00
4.00
7.00
6.00
18.27
36.27
1.00
1.00
1.00
4.00
4.00
7.00
7.00
6.00
18.49
36.49
6.00
18.52
37.52
1.00
1.00
4.00
10.00
3.00
7.00
1.00
22.00
45.00
3.48
7.48
GRAND TOTAL - CONTRACT POSITIONS 145.50 146.45 150.48 159.46
8.98
https://dublinca-my.sharepoint.com/personal/sarah_monnastes_dublin_ca_gov/Documents/Desktop/New Job Specs/Maintenance and GIS/O1_Position
Allocation Plan FY 22-23_9.20.22 Changes 36
Attachment 8
CITY OF DUBLIN
FISCAL YEAR 2022-23
BUDGET CHANGE FORM
Budget Change Reference #:
City Council's Approval Required
From Un-Appropriated Reserves X
From Designated Reserves
DECREASE BUDGET AMOUNT
Account
Amount
Budget Transfer Between Funds
Other
INCREASE BUDGET AMOUNT
Account
Amount
EXP: General Fund - Planning - Salaries & Benefits
GIS Salaries (10016000.51xxx)
GIS Benefits (10016000.52xxx)
OAII Salaries (10016300.51xxx)
OAII Benefits (10016300.52xxx)
$129,816
$45,072
$82,416
$33,712
REASON FOR BUDGET CHANGE
Salaries and Benefits cost for 1 additional Office Assistant II and 1 GIS Coordinator
As Presented at the City Council Meeting 9/20/2022
**********Finance Use Only**********
Posted By:
Date:
37