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Resolution Amending the City's Position Classification and Salary Plan 11-2013.pdf

Resolution Amending the City's Position Classification and Salary Plan 11-2013.pdf

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Published by L. A. Paterson
Carmel City Council Agenda Item
Carmel City Council Agenda Item

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Published by: L. A. Paterson on Nov 05, 2013
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11/05/2013

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95
To:
From
Submitted by: Subject:
CITY
OF
CARMEL-BY-THE-SEA Council
Report
November
5
2 13 Honorable
Mayor
and
Members
of
the
City Council Jason Stilwell, City
Administrator
Susan Paul,
Administrative
Services
Director
Consideration
of
a Resolution Amending the City s Position Classification and Salary
Plan
by Adopting the
Job
Description and
Sa
lary Schedule/
Range
for
the Senior Human Resources Analyst and Salary Schedules/
Ranges
for
the Building Officiat City Clerk and Deputy City Clerk Positions
Recommendation s):
Adopt the attached Resolution
Attachment
I) amending the City s Position Classification and Salary plan by adopting
the
job
description and salary range
for
the Senior Human Resources Analyst and salary ranges
for
the Building Official, City Clerk and Deputy City Clerk classification. The
Job Descr
iption
for
the Senior Human Resources Analyst
is
contained in
Attachment
II).
Executive Summary:
The
classification
of
Senior Human Resources Analyst does not currently exist. Staff
is
proposing the establishment
of
the classification
to
allow
for
flexibility
in
hiring personnel
to
support the Human
Re
sources function in the Administrative Services Department.
The
Department s adopted budget includes
the
position
of
Human Resources Manager. The position
is
currently vacant.
The
establishment
of
the Senior Human Resources Analyst classification will provide the Department the flexibility
to
hire
at
either the manager
or
analyst level. Staff
is
propo
si
ng
the City Council adopt the
job
description and set the salary range. The Building Official position
was
funded
as
part
of
the
Fiscal
Year
FY)
2013 14
operating budget. The position
is
currently vacant. Prior
to
commencing the recruitment
to
fill the vacancy staff reviewed the
job
description and salary
for
the position.
As
a result
of
this review, staff
is
recommending
that
the salary
be
revised
to
reflect the market
for
the position.
This
position provides oversight
of
the City s building and safety and code compliance function and
is
responsible
for
a range
of
management, technical and professional work. The position
of
Deputy City Clerk was approved by the City Council
as
part
of
the
Fiscal
Year
FY)
2013 2014
operating budget. This work
is
currently being performed
by
a temporary employee.
In
order
to
recruit
an
experienced City Clerk
or
Deputy City Clerk staff
is
recommending
that
the salary ranges
for
the positions
be
set commensurate with the market. The recommended action will
1
 
96
Position
l
ssification
taff
Report November 5 2013 Page2
enable the City Administrator
to
bring onboard professional st
aff
as
a regular employee
to
perform the various duties, responsibilities, and activities
of
the City Clerk s Office.
Analysis/Discussion:
The adopted
FY
2013-2014 budget provides funding
for
t
he
proposed changes.
The
addition
of
the Senior Human
Resou
r
ces
classification
is
designed
to
provide
for
flexibility and greater operational efficiency in staffing. Recommended salary changes
for
the Building Official and Deputy City Clerk reflect the market compensation
for
the technical and professional work required
of
the positions.
ity
Council
Commissions
City;
A
ttorn
ey
City
Ad
llllms
tr
tor Ma
rk
etmg C
om
mu
nity Services
dmmistr tl
v
 
Services Human Resources
M<
r_
or
Sr.
Anol
v
st
Ch
ref
Ft
nan
c a
l
n
;H f'r
Infor
ma
tion Technolo
gy
Publtc
Sa
f
ety
Ambulance Fire Pollee
Public
Services
Li
br
 r
y
Public Works
Fore
st
 Parks and Beach
Fa
cllitles Mamtenance
C
1t;y
En
 
in
e
er
Pl
 nmng
U
idmg Safety· Building Official
Co
mmu
nity Plann
in
g and Bur
ld
ing
Co
de Compliance
The addition
of
the Senior Human Resources Analyst classification
is
designed
to
provide the Administrative Services Department
with
the flexibility
of
hiring
at
either the Manager
of
Analyst
Level
to
fill
the
current vacancy. The recommended salary changes reflect the market
for
the positions
of
Building Official, City Clerk and Deputy City Clerk and will allow the City
to
recruit
to
fill the current vacancies utilizing a competitive salary.
The
positions are depicted on the chart above.
2
 
97
Position Classification
Staff
Report November 5 2013
Page
The proposed salary ranges
for
the positions are
as
follows:
Building Official Range
366
I
82,896
I
87,036
I
91,380 1
95
,952 1100,752 1103,776
City Clerk Range 364)
82,080 86,184 94,492 95,016 99,768 102,756
Deputy City Clerk Range
316
64,596 67,824 71,208 74,772
78
,516 80,880
Senior Human Resources Analyst Range
362
I
81,264
I
85,322 1 89,592
I
94,068
I
98,772 1101,736
The
funding f
or
the positions outlined above was included in the
FY
2013-14 adopted budget. The positions will provide professional, technical and management expertise
in
functions related
to
; building services, city clerk, and human resources. The City s process
for
creating positions includes, adopting the
jo
description and setting the salary range
is
established
in
the Carmel Municipal Code
CMC)
and is set forth below: The City Council adopts a Position Classification Plan
CMC
2.52.020).
The
Plan
includes the duties and responsibilities
of
authorized positions; a
base
for
establishing
an
equitable pay plan; and needed information
in
recruiting, selecting, promoting, transferring, and training employees
or
making organizational changes. (Ord. 87-1
§
2,
1987). The City Administrator
has
responsibility
for
administrating the plan
CMC
2.
52
.040(A)).
CMC
2.52.520
B)
calls
for
a salary resolution. A salary resolution adopted
by
the City Council establishi
ng
the legal current
sala
ry range from the salary schedule
for
each
class
of
position. The salary resolution
is
adopted annually
or
periodically by the City Council upon review and recommendation
of
the City Administrator in accordance

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