AGENDA #6c
MEMORANDUM
TO: Mayor and Town Council
FROM: W. Calvin Horton, Town Manager
SUBJECT: Ordinances Establishing the Position Classification and Pay Plans Effective July 1 and October 1, 2003
DATE: June 9, 2003
INTRODUCTION
We recommend enactment of the attached ordinances establishing Position Classification and Pay Plans effective July 1, 2003 and October 1, 2003. In the following sections, we recommend: 3% pay increases for employees effective October 1, 2003; special pay adjustments for Fire and Police job classes; title changes; pay range changes for other jobs that require no expenditures; and, we list position changes previously presented and discussed by the Council.
DISCUSSION
General Increase Proposal to be effective October 1, 2003
We recommend that all Town pay ranges be increased by 3%, which would adjust the minimum, maximum and all intermediate steps in each range. All eligible Town employees would receive a 3% pay adjustment effective October 1, 2003. The cost of this for Fiscal Year 2003-04 would be $645,163 for all funds and the annual cost would be $860,217. We believe that the recommended adjustments are justified on the basis of comparison to the pay rates of other employers in our labor market. Following the Council’s decision on May 21, 2003 to allocate $670,000 for employee pay raises, we prepared revised recommendations to be effective October 1, 2003.
Special Pay Adjustments to be effective October 1, 2003
We also recommend additional pay adjustments for Fire and Police classes as shown below, based on market conditions:
|
Dept |
Title |
Old Grade |
New Grade |
Cost |
|
Fire |
Firefighter I |
31 |
32 |
$ 9,624 |
|
|
Master Firefighter |
33 |
33 |
$ 7,393 |
|
Police |
Police Officer I |
32 |
33 |
$ 7,820 |
|
|
Police Officer II |
33 |
34 |
0 |
|
|
Police Officer III |
34 |
35 |
0 |
|
|
Police Officer IV |
35 |
36 |
0 |
|
|
Police Sergeant |
38 |
39 |
0 |
|
|
Police Lieutenant |
40 |
41 |
0 |
|
Total Cost |
|
|
|
$24,837 |
As requested by the Council, funds have been allocated to make additional special pay adjustments to the lowest-paid group, the Police Officer I class, to enable the Police Department to move the salaries of this group. This will allow the Police Department to increase its entry or starting pay for new hires to a competitive level with the local labor market, without overlapping the new hire pay with that of the current employees. The Police Chief believes these changes will be sufficient to support effective recruitment at the entry level for the department in the coming year.
In the Fire Department, funds have been allocated to make additional special pay adjustments to the lowest-paid group, the Firefighter I class, to enable the Fire Department to move the salaries of this group. This will allow the Fire Department to increase its entry or starting pay for new hires to a competitive level with the local labor market, without overlapping the new hire pay with that of the current employees. The lowest-paid group of current employees in the Master Firefighter level will also be adjusted, to maintain internal pay equity within the department. The Fire Chief believes these changes will be sufficient to support effective recruitment at the entry level for the department in the coming year.
New Positions to be effective July 1, 2003
The following changes in authorized positions are as presented and discussed by the Council.
Finance Department:
· Add one new position of Accountant at grade 38(minimum-$38,109/maximum-$57,163) to provide needed staffing to accomplish expanded work required by new government mandates and other actions, created by reallocation of resources.
Fire Department:
· Add one new position of Training Officer at grade 40 (minimum-$42,015/maximum-$63,023) to address critical staff training needs.
Human Resources Department:
· Add one new Occupational Health and Safety Officer at grade 39 (minimum-$40,014/maximum-$60,022) to manage Town-wide programs in Workers’ Compensation, OSHA reporting and compliance and Safety programs. (This is being implemented by reorganizing existing departmental resources; no added funds are required.)
· Add one new Administrative Clerk at grade 28(minimum-$23,396/maximum-$35,093) to provide needed staff support in Town-wide programs in Workers’ Compensation, OSHA.
· reporting and compliance and Safety programs, and to support employee benefits administration. (This is being implemented using existing resources, no added funds are required.)
Library
· Add 12.5 hours per week for Librarian II at grade 37 (minimum-$36,294/maximum-$54,441) to address technology needs identified by consultants.
Transportation Department
· Add one Assistant Director-Maintenance position at grade 41 (minimum-$44,116/maximum-$66,174) to address management needs in the maintenance department.
· Add one Administrative Analyst position at grade 40 (minimum-$42,015/maximum-$63,023) to provide support to the management team and assist in research and reporting in the contracts, grants and program areas.
· Add 10 full-time Transit Operator II positions at grade 29 (minimum-$24,565/maximum$36,848) to support expanded demand for bus services and reduce overtime costs.
· Add 3 full-time Mechanic positions at grade 31 (minimum-$27,083/maximum-$40,625) to support increased fleet service demands.
Public Works
Position Changes As Discussed With Council
Manager’s Office
· Delete one Assistant to the Manager position at grade 40(minimum-$42,015/maximum-$63,023), add one Public Information Officer position at grade 40 (minimum-$42,015/maximum-$63,023), to address citizen information needs and media communications for the Town.
Town Clerk’s Office
· Change one existing position of Administrative Clerk at grade 28 (minimum-$23,396/maximum-$35,093) from 10 hours per week to 20 hours per week to meet increased administrative demands. (This is being implemented using existing department resources; no added funds are required.)
Finance Department
(The changes shown are being implemented using existing departmental funds; no added funds are required.)
· Delete one existing position of Purchasing and Contracts Manager at grade 39 (minimum-$40,014/maximum-$60,022). Add one new position of Purchasing Coordinator at grade 37 (minimum-$36,294/maximum-$54,441) in recognition of reorganization of work.
· Delete one existing position of Buyer at grade 35 (minimum-$32,920/maximum-$49,380). Add one new position of Purchasing Technician at grade 31 (minimum-$27,083/maximum-$40,625) in recognition of restructuring of work.
· Delete one existing half-time position of Office Assistant at grade 27 (minimum: $22,282/maximum $33,422). The position will be vacant as of July 1.
Human Resources Department
(All changes shown are being implemented using existing departmental resources; no added funds are required.)
· Delete one full-time Employee Relations and Training Coordinator at grade 39 (minimum-$40,014/maximum-$60,022) and add one half-time Human Resources Specialist II at grade 33 (minimum-$29,859/maximum-$44,789), to reflect reorganization of work.
· Delete one full-time Employment Coordinator at grade 39 (minimum-$40,014/maximum-$60,022) and add one half-time Human Resources Specialist II at grade 33(minimum-$29,859/maximum-$44,789), to reflect reorganization of work.
· Delete one full-time Human Resources Assistant at grade 29 (minimum-$24,565/maximum-$36,848) and add one full-time Secretary/Receptionist at grade 28 (minimum-$23,396/maximum-$35,093) to reflect reorganization of work.
· Delete one part-time Administrative Clerk at grade 28 (minimum-$23,396/maximum-$35,093) and add one full-time Human Resources Specialist I at grade 30 (minimum-$25,794/maximum-$38,690) to reflect reorganization of work.
Parks and Recreation Department
· Change current departmental funds for contract employee hours to one 30-hour permanent part-time position of Recreation Specialist at grade 31(minimum-$27,083/maximum-$40,625) to address programmatic needs. No added funds are required.
Proposed Changes in Pay Range: Funding Not Required, to be effective July 1, 2003
The following recommendations are for changes in pay range for jobs where no additional funding is required. This is possible because all current employees in these jobs are above the minimum rate for the new higher pay range recommended.
These recommendations are revised from those presented on May 21, 2003. The revised recommendations are based on comparisons of data between the Town and the 50th percentile of the labor market surveyed, rather than on the 75th percentile.
A number of the initial changes recommended have been withdrawn; only the most significant changes needed have been proposed. No additional funding is required to accomplish these changes in pay range.
If approved, the proposed changes would result in current employees moving to a different (lower) step or point in the new (higher) pay range with no change granted in current pay. The benefit of these changes is that they place these jobs at a more appropriate level with the labor market. This would improve the success rate of the Town’s recruitment to fill them when vacant.
Town Clerk’s Office
· Change one existing position of Deputy Town Clerk from grade 30 (minimum- $25,795/maximum-$38,690) to grade 33 (minimum-$29,859/maximum-$44,789), in recognition of job expansion and addition of a lead/supervisory role.
· Change one existing position of Town Clerk from grade 45 (minimum-$53,623/maximum-$80,435) to grade 47 (minimum-$59,120/maximum-$88,679) in recognition of broader scope of responsibilities and internal comparisons.
Finance Department:
· Change one existing position of Revenue Collector from grade 34 (minimum-$31,352/maximum-$47,029) to grade 33 (miminum-$29,859/maximum-$44,789), to reflect labor market comparison. This change will be made to the vacant position before recruitment is initiated.
· Change two existing positions of Accountant from grade 35 (minimum-$32,920/maximum-$49,380) to grade 38 (minimum-$38,109/maximum-$57,163) to align the jobs with the local labor market.
· Change one existing position of Accounting Services Manager from grade 40 (minimum-$42,015/maximum-$63,023) to grade 42 (minimum-$46,322/maximum-$69,483) in recognition of market comparisons.
· Change one existing position of Assistant Finance Director from grade 44 (minimum-$51,070/maximum-$76,604) to grade 46 (minimum-$56,304/maximum-$84,456), in recognition of market comparisons.
Information Technology Department
· Change Network Telecommunications Analyst from grade 41(minimum-$44,116/maximum-$66,174) to grade 42 (minimum-$46,322/maximum-$69,483) to align with local labor market.
Public Works Department
· Change Landscape Architect/Urban Forester from grade 39 (minimum-$40,014/maximum-$60,022) to grade 43 (minimum-$48,638/maximum-$72,957) in response to internal comparisons.
· Change Landscape Operations Superintendent from grade 40 (minimum-$42,015/maximum-$63,023) to grade 43 (minimum-$48,638/maximum-$72,957) based on market comparisons.
· Change Solid Waste Services Superintendent from grade 40(minimum-$42,015/maximum-$63,023) to grade 43 (minimum-$48,638/maximum-$72,957) based on market comparisons.
· Change Internal Services Superintendent from grade 41 (minimum-$44,116/maximum-$66,174) to grade 44 (minimum-$51,070/maximum-$76,604) based on market comparisons.
· Change Field Operations Superintendent from grade 41(minimum-$44,116/maximum-$66,174) to grade 44 (minimum $51,070/maximum-$76,604) based on internal comparisons.
Transportation Department
· Change Transportation Director from grade 49 (minimum-$64,179/maximum-$97,769) to grade 51 (minimum-$71,860/maximum-$107,790) to recognize growth in job scope and responsibility.
· Change Mechanic Helper from grade 28 (minimum-$23,396/maximum-$35,093) to grade 29 (minimum-$24,565/maximum-$36,848) to correct a clerical error.
Proposed Changes in Title Only: to be effective July 1, 2003
The final changes proposed here are title changes only. The assigned pay range will not change. In some cases, the title is no longer in use; in others, organizational changes in one or more departments have required title changes to more accurately describe the work of the jobs. No funding is required for any of these changes.
Finance Department:
· Change Accountant-Housing to Accountant, to identify the position with the most appropriate job class with closely similar work.
· Change Accounts Payable Technician and Payroll Technician to Accounting Technician II to identify the positions in one class of closely similar work.
Human Resources Department
· Change Human Resources Specialist class to Human Resources Specialist I and Human Resources Specialist II, at grade 30 and 33, to establish a series to identify two levels of similar work.
Police Department
· Delete Crime Prevention Officer as title is no longer in use.
· Delete Professional Standards Officer as title is no longer in use.
Public Works
RECOMMENDATION
That the Council enact the attached ordinances. (O-5, O-6)