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HomeMy WebLinkAboutAGENDA REPORT 2001 0516 CC REG ITEM 11GTO: FROM: DATE: MOORPARK CITY COUNCIL AGENDA REPORT Honorable City Council I'T'EM i I. & CITY OF MOORPARKK, CALIFORNIA City Council Nlecting of 5 -110- aool - ACTION: APPRQUE5;D �AEE ReC.bF- :HeWVRnOn 1n6_LU_0LA(- q pDpnorz of RE,so zoo! -1 b t3-1-- Z>O I - �i f Deborah S. Traffenstedt, ATOM /City Clerk 13)5 May 10, 2001 (CC Meeting of 5/16/01) SUBJECT: Consider Resolution No. 2001- Establishing a Revised Classification Plan and Job Descriptions for Non - Competitive and Competitive Service Employees and Rescinding Resolution No. 2001 -1813 and Consider Resolution No. 2001 - Amending the Salary Plan for Competitive Service, Non - Competitive Service and Hourly Employees, and Rescinding Resolution No. 2001 -1814 BACKGROUND At the City Council's meeting on February 7, 2001, the Council approved Resolutions Nos. 2001 -1813 and 2001 -1814 updating the City's Classification and Salary Plans. The current proposed amendment to the Classification and Salary Plans is to create Planning Technician I and II positions. Currently there is a Planning Technician position at salary range 52. The proposed change is to add a Planning Technician I position at salary range 41 and rename the Planning Technician position at salary range 52 to Planning Technician II. The overall intent of these changes is to provide more flexibility for recruitment. Depending upon the success of a recent Planning Technician recruitment, the intent is to currently underfill the vacant, budgeted Associate Planner position with a Planning Technician I or II. DISCUSSION Attachment 1 is a draft resolution that is proposed to establish a revised Classification Plan and Job Descriptions. Only the Planning Technician job description has been revised to incorporate Planning Technician I and II language. Legislative format has been used to identify the revised language in the job description. The final resolution will include the entire Classification Plan, including all job descriptions for Non - Competitive and Competitive Service Employees. Only the revised Planning Technician I and II job description is included with the attached draft resolution (Attachment 1). J0 Honorable City Council May 10, 2001 Page 2 A revised Salary Plan resolution has also been prepared (Attachment 2) to incorporate the revisions to the Planning Technician series. Legislative format has been used to show the revisions to the list of Competitive Service Positions in the resolution. The Salary Tables are not included with the draft Salary Plan Resolution, since no amendment to those tables is currently proposed. The final Salary Plan resolution will include the Salary Tables, since Resolution No. 2001 -1814 will be rescinded. STAFF RECOMMENDATION 1. Adopt Resolution No. 2001- establishing a Revised Classification Plan and Job Descriptions for Non - Competitive and Competitive Service Employees and Rescinding Resolution No. 2001 -1813. 2. Adopt Resolution No. 2001- amending the Salary Plan for Competitive Service, Non - Competitive Service and Hourly Employees, and rescinding Resolution No. 2001 -1814. Attachments: 1. Draft Resolution amending Classification Plan 2. Draft Resolution amending Salary Plan 00097 RESOLUTION NO. 2001- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MOORPARK, CALIFORNIA, ESTABLISHING A REVISED CLASSIFICATION PLAN AND JOB DESCRIPTIONS FOR NON- COMPETITIVE AND COMPETITIVE SERVICE EMPLOYEES AND RESCINDING RESOLUTION NO. 2001 -1813 WHEREAS, the City Council adopted Resolution No. 2001 -1813 on February 7, 2001, establishing a revised classification plan and job descriptions for Non - Competitive and Competitive Service employees; and WHEREAS, the Council has determined that revisions to the classification plan are appropriate to revise the Planning Technician job description to create a Planning Technician series consisting of Planning Technician I and Planning Technician II. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK DOES HEREBY RESOLVE AS FOLLOWS: SECTION 1. All job descriptions attached as Exhibit A to this resolution are hereby adopted as the City's Classification Plan for all included employees in both the Non - Competitive and Competitive Service. SECTION 2. The City Manager shall have the authority to make temporary additions or deletions to the Classification Plan in the interest of efficient and effective administration of the Plan. Such alterations shall not become an approved part of the Plan until adoption by City Council resolution. SECTION 3. Resolution No. 2001 -1813 is hereby rescinded. SECTION 4. The City Clerk shall certify to the adoption of this resolution and shall cause a certified resolution to be filed in the book of original Resolutions. PASSED AND ADOPTED this 16th day of May, 2001. Patrick Hunter, Mayor ATTEST: Deborah S. Traffenstedt, City Clerk Exhibit A: Classification Plan Job Descriptions J009 Resolution No. 2001 - Page 131 PLANNING TECHNICIAN I PLANNING TECHNICIAN II Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class Specifications are not intended to reflect all duties performed within the j ob . DEFINITION To perform technical work in the field of land use, planning and zoning; to process permits and conduct research; and to provide information and assistance to the general public, developers, and the business community on planning, zoning and development matters. DISTINGUISHING CHARACTERISTICS Planning Technician I - This is the entry -level class in the Planning Technician series. This class is distinguished from the Planning Technician II by the need for the supervisor to provide a greater level of supervision and training to enable the employee to perform essential and marginal functions. Planning Technician II - This is the full journey -level class within the Planning Technician series. Employees within this class are distinguished from the Planning Technician I by the ability to perform the full -range of essential and marginal functions based on education and job experience. SUPERVISION RECEIVED AND EXERCISED Receives immediate supervision from an assigned supervisor. ESSENTIAL AND MARGINAL FUNCTION STATEMENTS - Essential and other important responsibilities and duties may include, but are not limited to, the following: Essential Functions: 1. Confer with and advise other staff, architects, builders, attorneys, contractors, engineers and the general public regarding City development policies and standards; provide customer service at the public counter and over the phone. 2. Provide responsible staff assistance and support to the assigned supervisor and other planning staff. 3. Accept applications for development; enter data in a computer; check commercial, industrial and residential development plans to determine compliance with appropriate conditions of 0 Resolution No. 2001 - Page 132 approval regulations and policies; process administrative and discretionary permits and minor variances. 4. Participate in the environmental review process of proposed development projects. 5. Conduct planning research; prepare reports; prepare and maintain graphics and maps. 6. Collect, record and summarize statistical and demographic information; establish and maintain a variety of databases; research and draft various ordinances for review. 7. Process minor applications such as, sign permits, zoning clearances, and lot line adjustments. 8. Perform site visits of proposed projects; survey neighborhoods for land uses and other purposes. 9. Research and prepare a variety of documents, briefs and correspondence on planning activities. 10. Perform related duties and responsibilities as required. QUALIFICATIONS Knowledge of: Basic principles and practices of urban planning and development. Basic site planning and architectural design techniques and methods. Modern office procedures, methods and equipment. Principles and procedures of record keeping. Principles of business letter writing and basic report preparation. Ability to: Prepare maps and basic landscape, building layout and architectural drawings. Learn laws underlying general plans, zoning and land divisions. Learn applicable environmental laws and regulations. Learn to interpret planning and zoning programs to the general public. Interpret and utilize current literature, information sources and research techniques in the field of urban planning. Conduct site inspections. operate and use modern office equipment including typewriter, fax machine or fax /modem, personal computer or terminal, printers and copiers. �, ipJL Resolution No. 2001 - Page 133 Enter data into a computer at a speed necessary for successful performance. Respond to difficult and sensitive public inquiries. Understand and carry out oral and written directions. Communicate clearly and concisely, both orally and in writing. Establish and maintain cooperative - working relationships with those contacted in the course of work. Maintain physical condition appropriate to the performance of assigned duties and responsibilities. Maintain mental capacity, which allows the capability of making sound decisions and demonstrating intellectual capabilities. Maintain effective audio /visual discrimination and perception to the degree necessary for the successful performance of assigned duties. Experience and Training Guidelines Any combination of experience and training that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be: Planning Technician I Experience: Six months of experience working in municipal, county or regional government community development /planning department Or similar private sector experience. An internship with a public agency community development/ planning department for one semester or for two quarters, where college credit is received, may substitute as qualifying experience. Training: Equivalent to a Bachelors degree from an accredited college or university with major course work in planning, architecture, geography, public administration, business management or a related field. Planning Technician II Experience: One year of experience working in municipal, county or regional government community development /planning department or similar private sector experience. An internship with a public agency— community development /planning department for two semesters or for three — quarters, where college credit is received, may alse se-Eve substitute as qualifying experience. Resolution No. 2001 - Page 134 Training: Equivalent to a Bachelors degree from an accredited college or university with major course works in planning, architecture, geography, public administration, business management or a related field. License or Certificate Possession of, or ability to obtain and maintain an appropriate, valid California driver's license. WORKING CONDITIONS Environmental Conditions: Office and field environment; travel from site to site; exposure to computer screens; exposure to outside atmospheric conditions, dust and noise; work on slippery or uneven surfaces. Physical Conditions: Essential functions may require maintaining physical condition necessary for sitting, standing, bending, kneeling, squatting, or walking for prolonged periods of time; travel to various locations; operating motorized vehicles; medium lifting, carrying, pushing and pulling; climbing; balancing; stooping; reaching; handling; use of fingers; talking; hearing; near and far acuity; depth perception. -kC� f) QI0 RESOLUTION NO. 2001- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF MOORPARK, CALIFORNIA, AMENDING THE SALARY PLAN FOR COMPETITIVE SERVICE, NON - COMPETITIVE SERVICE AND HOURLY EMPLOYEES, AND RESCINDING RESOLUTION NO. 2001 -1814 WHEREAS, the City Council at its meeting on February 7, 2001, adopted Resolution No. 2001 -1814, revising the Salary Plan to change the Maintenance Worker I position title to Maintenance Worker II (retaining Salary Range 37), change the Maintenance Worker II position title to Maintenance Worker III (retaining Salary Range 41), and add a Maintenance Worker I position at Salary Range 18; and WHEREAS, a further revision to the Salary Plan is required to add a competitive service position salary range for Planning Technician I at Range 41 and to change the Planning Technician position at Range 52 to Planning Technician II. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK DOES HEREBY RESOLVE AS FOLLOWS: SECTION 1: The salary plan of bi- weekly and hourly rates is hereby adopted for all of the positions herein listed: Non - Competitive Service Positions Salary Range City Manager 91 Assistant City Manager 83 Deputy City Manager 81 Community Development Director 79 Community Services Director 79 Public Works Director 79 Administrative Services Director 74 Assistant to City Manager /City Clerk 74 Redevelopment Manager 69 Administrative Services Manager 69 Finance /Accounting Manager 69 Planning Manager 69 Information Systems Manager 65 Principal Planner 65 Recreation Superintendent 65 Senior Management Analyst 65 Management Analyst 60 Information Systems Supervisor 60 Resolution No. 2001 - Page 2 Competitive Service Positions Salary Range Senior Planner 64 Associate Planner 60 Public Works Supervisor /Inspector 60 Recreation Supervisor 59 Maintenance Supervisor 59 Vector Control Specialist 59 Assistant Planner 56 Human Resources Analyst 56 Executive Secretary 52 Planning Technician II 52 Code Enforcement Officer II 51 Account Technician II 51 Human Resources Assistant 51 Senior Center Coordinator 51 Recreation Coordinator 11 51 Deputy City Clerk II 50 Recreation Coordinator I 47 Account Technician I 46 Administrative Services Technician 46 Deputy City Clerk I 46 Senior Maintenance Worker 45 Administrative Secretary 43 Maintenance Worker III 41 Planning Technician I 41 Vector Control Technician 41 Code Enforcement Officer I 40 Crossing Guard Supervisor 39 Secretary II 39 Receptionist 39 Account Clerk II 38 Records Clerk 38 Maintenance Worker II 37 Account Clerk I 34 Secretary I 29 Clerk Typist 20 Maintenance Worker I 18 Hourly Positions Salary Range Information Systems Technician 46 Teen Coordinator 39 Program Director 34 Recreation Assistant 32 Recreation Leader III 32 Intern 30 Laborer /Custodian III 28 Recreation Leader II 22 Clerk 22 Administrative Aide 20 Resolution No. 2001 - Page 3. Laborer /Custodian II 18 Crossing Guard 18 Recreation Leader I 14 Clerical Aide II 14 Laborer /Custodian I 10 Clerical Aide I 6 Recreation Aide 6 SECTION 2. The corresponding salaries for the ranges established in Section 1 are attached hereto and incorporated herein as "Bi- Weekly Salary" and `Hourly Salary" Tables. SECTION 3. The Salary Plan is based on ranges of two and one - half percent (2.5 %) and step increases of two and one -half percent (2.5 %) structure with eleven (11) steps. The salary is based on a bi- weekly (80 hours) rate. The annual rate is calculated by multiplying the bi- weekly rate by twenty -six (26) pay periods. The monthly rate is calculated by dividing the annual rate by twelve (12) months. The hourly rate is calculated by dividing the bi- weekly rate by eighty (80) hours. SECTION 4. Effective with the payroll period beginning July 1, 2000, City shall pay a deferred compensation contribution into a City approved deferred compensation program, for enrolled regular full -time and regular part -time employees, and the contribution amount shall be as follows: City Manager - Two and one -half percent (2.5 %) of gross base salary, Department Head positions - two percent (2 %) of gross base salary, and all other Management and Competitive Service regular full -time and regular part -time positions - One and one -half percent (1.5 %) of gross base salary. Gross base salary is defined as wages paid as described in the Salary Plan (reference Section 3 herein) plus any additional wages paid to the employee which are calculated as a percent of the Salary Plan wages (excluding deferred compensation payment). SECTION 5. Effective with the payroll period beginning July 1, 2000, City shall pay compensation to non - competitive and competitive service employees at the rate of thirty cents ($.30) per hour for all hours actually worked, including vacations and City holidays, but not for any other time off (sick leave, disability, etc.) for up to forty (40) hours per week for those employees with the demonstrated ability to effectively speak and understand Spanish. Qualification for this pay shall be determined by the City Manager at his /her sole discretion. SECTION 6. Implementation of salary adjustments for positions noted in Section 1 herein shall be limited by the performance review system. Employees shall be evaluated prior to their anniversary date, and salary adjustments shall be effective as of 03010.5 Resolution No. 2001 - Page 4 the first day of the pay period in which the anniversary date occurs. SECTION 7. The implementation of this Salary Plan shall be applicable to the payroll period beginning May 19, 2001, except as otherwise indicated in Sections 4 and 5 herein. SECTION 8. Resolution No. 2001 -1814 is hereby rescinded in its entirety. SECTION 9. The City Clerk shall certify to the adoption of this resolution and shall cause a certified resolution to be filed in the book of original Resolutions. PASSED AND ADOPTED this 16th day of May, 2001. Patrick Hunter, Mayor ATTEST: Deborah S. Traffenstedt, City Clerk Exhibit A: Salary Tables (Annual, Monthly, Biweekly, and Hourly)