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MOORPARK CITY COUNCIL
AGENDA REPORT
TO: The Honorable City Council
FROM: Steven Kueny, City Manager
DATE: May 9, 2002 (CC Meeting of May 15, 2002)
SUBJECT: Consider Upgrade of Secretary I Position in Assistant
City Manager's Office and Modification to Salary Plan
DISCUSSION:
For several years, the Administrative Services Department had a
Secretary I position that supported the clerical and secretarial
functions for the Department. The Administrative Services
Department also had an Administrative Secretary that provided
primary secretarial and administrative support to the Assistant
City Manager, who headed the Department.
With the appointment of a Director of Administrative Services,
the modification of the Administrative Secretary position to
Administrative Services Technician and the split of the
Department with the separation of the Assistant City Managers
Office from the Administrative Services Department, the
Secretary I position has taken on a higher level of secretarial
support to the Assistant City Manager, especially relative to
emergency services, redevelopment, economic development and
public information activities. This position has also assumed
primary responsibility for administration of the Business
Registration Program. An upgrade of the position from Secretary
I to Secretary II and a promotion of the incumbent employee is
warranted. It's recommended that the City Council approve this
upgrade effective May 17, 2002, Costs for this change can be
absorbed by other savings in the department and on an annual
basis for salary and benefits would result in an approximate
cost of $4,500.
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City Council Agenda Report
May 9, 2002 (CC Meeting of May 15, 2002)
Page 2
In September 2001, the City Council modified the salary plan for
division heads from Range 71 to a combined range of 71 -74 and
for department heads from Range 79 to a combined range of 79 -81.
This was to allow flexibility for hiring. This was also in
response to difficulty in successfully recruiting to fill these
positions and an independent salary survey (prepared by a
contract consultant for another jurisdiction that included
Moorpark's salary ranges). That survey showed Moorpark's
management positions 10 -20 percent below comparable positions.
Even with the implementation of the September 2001 changes, it
has been difficult to obtain a large candidate pool. For those
hired (and offered and declined), it has been at or above the 7th
step of the City's 11 step salary plan. It has also resulted in
new hires receiving a starting salary at or above comparable or
higher level positions (salary compaction).
The issue of salary compaction and related separation between
mid - management, division heads and department heads, needs to be
addressed to ensure both internal equity but also to enhance
recruitment and retention. I'm recommending an additional 21,�
percent in the salary ranges between division heads and mid -
management and between department heads and division heads. The
percent of range difference between the other management
positions would remain the same.
It's recommended that the specific percent salary range
difference between the different management levels be as
follows:
Management
Current
% Salary
Proposed
% Salary
Level
Range
Difference
Range
Difference
Mid-
67
N/A
67
NA
Management
Division
71 -74
171-1%
75
20%
Head
Department
79 -81
171x%
83
20%
Head
Deputy City
83
5%
85
5%
Manager
Assistant
85
10%
87
10%
City Manager
City Manager
93
20%
95
20%
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City Council Agenda Report
May 9, 2002 (CC Meeting of May 15, 2002)
Page 3
While the ranges are proposed to be changed, the new ranges do
not result in an increase in salary at this time. Incumbents
would be moved to a step on the higher range with the same
salary. For example, 74F goes to 75E and 79G goes to 83C.
The proposed changes would go into effect in July 2002.
STAFF RECOMMENDATION:
1. Approve upgrade of Secretary I to Secretary II position in
Assistant City Manager's Office effective May 17, 2002.
2. Direct staff to return with Salary Plan Resolution changes
for the June 5 meeting.