HomeMy WebLinkAboutAGENDA REPORT 2021 0217 CCSA REG ITEM 09ACITY OF MOORPARK, CALIFORNIA
City Council Meeting
of February 17, 2021
ACTION Adopted Resolution No. 2021-
3992, Rescinding Resolution No. 2020-
3966; and Adopted Resolution No. 2021-
3993, Rescinding Resolution No. 2020-
3967. (Roll Call Vote: Unanimous). BY
B.Garza.
A. Consider Resolution Amending the Classification Plan and Rescinding Resolution
No. 2020-3966, and Resolution Amending the Salary Plan for Non-Competitive
Service and Competitive Service Employees and Rescinding Resolution No.
2020-3967. Staff Recommendation: 1) Adopt Resolution No. 2021-3992
amending the Classification Plan and rescinding Resolution No. 2020-3966; and
2) Adopt Resolution No. 2021-3993, amending the Salary Plan for Non-
Competitive Service and Competitive Service Employees and rescinding
Resolution No. 2020-3967. (ROLL CALL VOTE REQUIRED) (Staff: PJ
Gagajena)
Item: 9.A.
MOORPARK CITY COUNCIL
AGENDA REPORT
TO: Honorable City Council
FROM: PJ Gagajena, Assistant City Manager
DATE: 02/17/2021 Regular Meeting
SUBJECT: Consider Resolution Amending the Classification Plan and
Rescinding Resolution No. 2020-3966, and Resolution Amending the
Salary Plan for Non-Competitive Service and Competitive Service
Employees and Rescinding Resolution No. 2020-3967
BACKGROUND/DISCUSSION
The new job classification of Purchasing Analyst is proposed to be added to the
Classification and Salary Plans. This position offers a significant need in the City of
Moorpark to oversee purchasing activities, including administering agreements; working
with Departments to procure supplies, materials, equipment and services; oversee the
processing and evaluation of bids and contracts; manage the inventory of the City’s
fixed assets; and coordinate the disposal of surplus property.
The recent retirement and departure of employees in the Finance Department offered
an opportunity to reassess its staffing and classifications plans, and create a position
that other Departments have requested to enhance citywide operations. A salary
survey was completed and the Purchasing Analyst will be placed at Range 62, which is
the entry salary level for Non-Competitive Service employees. This salary level remains
competitive with other cities in Ventura and Los Angeles counties.
Since the entire Classification Plan exceeds 400 pages, the Classification Plan
Resolution attachments included with this agenda report are limited to the new job
description described in this report. The final adopted Classification Plan resolution will
include all City job descriptions and will be available on the City’s website.
FISCAL IMPACT
There are no fiscal impacts in amending the Classification and Salary Plans. However,
if the new position of Purchasing Analyst is filled, it will have a fiscal impact of
approximately $105,510, which includes salary and benefits. The position would be
funded by vacant budgeted positions in the Finance Department and will have minimal
budget impacts for Fiscal Year 2020/21.
Item: 9.A.
1
Honorable City Council
02/17/2021 Regular Meeting
Page 2
COUNCIL GOAL COMPLIANCE
This action does not support a current strategic directive but is related to City Council
Strategy 3, Goal 4, Objective 2 (3.4.2): Update City’s purchasing ordinance to include
standards for procurement described by the Uniform Guidance. The position, if filled,
will work on implementing the City’s purchasing ordinance and standards.
STAFF RECOMMENDATION (ROLL CALL VOTE REQUIRED)
1. Adopt Resolution No. 2021-____ amending the Classification Plan and
rescinding Resolution No. 2020-3966; and
2. Adopt Resolution No. 2021-____, amending the Salary Plan for Non-Competitive
Service and Competitive Service Employees and rescinding Resolution
No. 2020-3967.
Attachment 1: Draft Classification Plan Resolution No. 2021-___
Attachment 2: Draft Salary Plan Resolution No. 2021-____ for Competitive Service
and Non-Competitive Service Employees
Attachment 3: Salary Survey
2
RESOLUTION NO. 2021-___
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, ESTABLISHING A REVISED
CLASSIFICATION PLAN AND JOB DESCRIPTIONS FOR NON-
COMPETITIVE, COMPETITIVE SERVICE, AND HOURLY
EMPLOYEES AND RESCINDING RESOLUTION NO. 2020-3966
WHEREAS, the City Council adopted Resolution No. 2020-3966 on November 4,
2020, establishing a revised classification plan and job descriptions for Non-Competitive
and Competitive Service employees; and
WHEREAS, at the regular meeting on February 17, 2021, the City Council has
determined that the City’s Classification Plan should be amended to add the new job
classification of Purchasing Analyst; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The job description attached as Exhibit A to this resolution is
hereby adopted into the City’s Classification Plan.
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. For all Classification Plan job descriptions which contain a
reference to City, City of Moorpark, or City Council, such reference may also include
responsibility for other governmental public agencies for which the Moorpark City
Council serves as the governing body or has entered into a joint exercise of powers
agreement, including but not limited to the Successor Agency of the Redevelopment
Agency of the City of Moorpark, Successor Housing Agency of the Redevelopment
Agency of the City of Moorpark, Moorpark Public Financing Authority, Industrial
Development Authority of the City of Moorpark, and Moorpark Watershed, Parks,
Recreation, and Conservation Authority.
SECTION 4. Resolution No. 2020-3966 is rescinded and this resolution shall
become effective upon adoption.
ATTACHMENT 1
3
Resolution No. 2021-___
Page 2
SECTION 5. 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 17th day of February, 2021.
_________________________________
Janice S. Parvin, Mayor
ATTEST:
__________________________________
Ky Spangler, City Clerk
Exhibit A: Classification Plan and Job Descriptions
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Resolution No. 2021-___
Page 3
EXHIBIT A
City of Moorpark Classification Plan
and
Job Descriptions
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Resolution No. 2021-___
Page __
PURCHASING ANALYST
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 job.
DEFINITION
To perform a wide variety of responsible and complex administrative and analytical
purchasing duties; to oversee assigned administrative processes, procedures and
programs related to the procurement of goods, materials, supplies, equipment, and
services; and to perform a variety of tasks relative to assigned areas of responsibility.
This position is overtime exempt.
SUPERVISION RECEIVED AND EXERCISED
Receives direction from various management staff.
Exercises functional and technical supervision over technical and clerical staff,
administers contracts and monitors performance.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other
important responsibilities and duties may include, but are not limited to, the following:
Essential Functions:
1.Receive, review and process requisition of all City informal purchases.
2.Administer cooperative purchasing agreements with other public agencies, and
negotiates annual services agreements and/or contracts.
3.Set up vendors; maintain a current, local, and emergency services vendor list;
and research vendor history in City’s document repository and financial systems.
4.Collaborate with City departments, vendors and other agencies to ensure
purchase of diversified supplies, materials, equipment and services are done in
accordance with established Federal, State and City laws.
5.Assist City staff in the procurement of supplies, materials, equipment and
services and/or manage appropriate ongoing service agreements.
6.Research, coordinate, review and monitor City’s formal procurement processes
for: Request for Bid (RFB), Request for Proposal (RFP), Request for Quote
(RFQ), Request for Tender (RFT), and Request for Information (RFI).
7.Oversee processing and evaluation of bids, quotations, requisitions, purchase
orders, agreements and contracts as requested.
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Resolution No. 2021-___
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8.Conduct an annual inventory count of the City’s fixed assets and thorough review
of vendor list against the City’s financial system.
9.Coordinate disposal of surplus property and equipment; and complete paperwork
necessary for sale, auction, donate and/or disposal in accordance with City
ordinances and administrative regulations.
10.Oversee Purchasing Card Program and recordkeeping.
11.Respond to inquiries and concerns from the general public, vendors, suppliers
and service providers regarding purchasing policies and procedures, complaints,
debriefs, product and services offerings, and doing business with the City.
12.Maintains proper stock levels by determining reorder levels and initiating
purchases of the Central Services Division
13.Assume direct responsibility for monitoring and administering assigned program
areas; assist in assigned administrative support functions including budget; may
direct the work activities of assigned clerical and technical personnel or other
subordinate staff; participate in employee selection; prioritize and coordinate
work assignments; review work for accuracy.
14.Provide responsible staff assistance and support to assigned management staff
and department or program area.
15.Assist in developing and implementing operational, administrative, program, and
other policies and procedures; assist in contract negotiations; prepare employee
evaluations.
16.Analyze the preparation and administration of assigned budget(s); assist in
maintaining and monitoring of appropriate budgeting controls; prepare various
financial reports as required.
17.Collect, compile, and analyze complex information from various sources on a
variety of specialized topics related to assigned programs; prepare reports which
present and interpret data, and identify alternatives; make and justify
recommendations.
18.Assist in administering maintenance and service contracts; develop requests for
proposals; conduct research on specifications.
19.Participate in the drafting and implementation of department goals, policies and
procedures.
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Resolution No. 2021-___
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20.Receive and respond to complaints and questions from the general public;
review problems and recommend corrective actions; prepare summary reports as
required.
21.Participate in special projects and studies including complex research of new
programs and services, budget analysis and preparation, and feasibility
analyses; prepare and present reports.
22.Assist in preparation of ordinances and other supporting program documents;
assist in preparing and monitoring program grants and related proposals.
23.Prepare comprehensive technical records and analytical reports pertaining to
assigned area of responsibility; conduct research and comprehensive data
collection efforts to support analysis.
24.Assist in developing and design departmental, operational and administrative
procedures or forms as required.
25.Participate in various committees; attend and participate in professional group
meetings.
26.Make oral and written presentations to the City Council, staff, the public and
professional groups.
Marginal Functions:
1.Assist in a variety of department operations; perform special projects and
assignments as requested.
2.Serve as emergency response worker as necessary.
3.Perform related duties and responsibilities as required.
QUALIFICATIONS
Knowledge of:
Principles and practices of governmental purchasing.
Principles and practices of contract administration, purchase orders and requisitions.
Modern purchasing and warehousing methods and procedures.
Types of supplies, parts, materials, and equipment commonly used by the City.
Legal aspects of bidding and contract procedures.
Shipping, receiving, and inventory procedures.
Methods of research, program analysis, and report preparation.
Surplus disposal methods and practices.
Methods and techniques of customer service.
Principles and procedures of record keeping.
Policies and procedures of the assigned department.
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Resolution No. 2021-___
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English usage, spelling, grammar, and punctuation.
Modern office procedures, methods, and equipment.
Research and analytical techniques.
Federal, State and local laws, codes and regulations.
Ability to:
Perform complex administrative and analytical activities for assigned programs.
Independently perform administrative and analytical activities in the area of work
assigned.
Understand the organization and operation of the assigned department and outside
agencies as necessary to assume assigned responsibilities.
Interpret and apply administrative and departmental policies and procedures.
Effectively manage contracts and evaluate the work of contractors.
Research, analyze, and evaluate programs, policies, and procedures.
Analyze problems, identify alternative solutions, project consequences of proposed
actions and implement recommendations in support of goals.
Research, develop and prepare ordinances, resolutions, contracts, and technical
reports and associated summary data for presentation to City Council and others.
Prepare clear and concise reports.
Operate and use modern office equipment including computer, printers and copiers.
Enter data on a computer at a speed necessary for successful job performance.
Research, analyze, and evaluate new service delivery methods, procedures and
techniques.
Research quality and price, judge suitability and alternatives, assist in the preparation of
specifications.
Independently prepare correspondence and memoranda.
Communicate clearly and concisely, both orally and in writing.
Respond tactfully, clearly, concisely and appropriately to inquiries from the public, press
or other agencies on sensitive issues in area of responsibility.
Establish and maintain effective working relationships with those contacted in the
course of work.
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.
Maintain physical condition appropriate to the performance of assigned duties and
responsibilities.
Perform responsible and difficult administrative work involving the use of independent
judgment and personal initiative.
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:
Experience
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Resolution No. 2021-___
Page __
Three years of increasingly responsible administrative and analytical purchasing
experience, preferably within a local government environment.
Training
Equivalent to a Bachelor’s degree from an accredited college or university with
major course work in public administration, business administration 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 environment; occasional field environment; exposure to computer screens.
Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting for
prolonged periods of time; light lifting, carrying, pushing and pulling; reaching; handling;
use of fingers; talking; hearing; near acuity.
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RESOLUTION NO. 2021-____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, REVISING THE SALARY PLAN FOR
NON-COMPETITIVE SERVICE AND COMPETITIVE SERVICE
EMPLOYEES AND RESCINDING RESOLUTION NO. 2020-
39403967
WHEREAS, the City Council at its regular meeting on November 4,
2020February 17, 2021, considered and adopted an amended Salary Plan Resolution
for Non-Competitive Service and Competitive Service positions to change the position
of Senior Account Technician to Senior Account Technician I and add the new position
of Senior Account Technician IIadd the new position of Purchasing Analyst.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF MOORPARK
DOES HEREBY RESOLVE AS FOLLOWS:
SECTION 1. The Salary Plan of hourly rates is hereby adopted for all of the Non-
Competitive Service and Competitive Service positions herein listed:
Non-Competitive Service Positions* Salary Range
City Manager **
Assistant City Manager 91
Deputy City Manager 89
Administrative Services Director 87
City Engineer/Public Works Director 87
Community Development Director 87
Finance Director 87
Parks and Recreation Director 87
Public Works Director 87
Assistant to the City Manager/City Clerk 83
City Engineer 83
Planning Director 83
Assistant City Engineer 79
Deputy Community Development Director 79
Deputy Finance Director 79
Assistant to the City Manager 75
Budget and Finance Manager 75
City Clerk 75
Community Services Manager 75
Economic Development and Planning Manager 75
Information Systems Manager 75
Parks and Landscape Manager 75
Planning Manager 75
Public Works Manager 75
Senior Civil Engineer 75
Administrative Services Manager 71
Economic Development and Housing Manager 71
Finance/Accounting Manager 71
*All Non-Competitive Service positions are exempt from payment of overtime.
** See separate Non-Competitive Service City Manager Salary Schedule on page 15.
ATTACHMENT 2
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Resolution No. 2021-____
Page 2
Non-Competitive Service Positions* Salary Range
Human Resources Manager 71
Program Manager 71
Recreation Services Manager 71
Accountant II 67
Associate Civil Engineer 67
Landscape/Parks Maintenance Superintendent 67
Principal Planner 67
Public Works Superintendent/Inspector 67
Senior Housing Analyst 67
Senior Human Resources Analyst 67
Senior Information Systems Analyst 67
Senior Management Analyst 67
Accountant I 62
Active Adult Center Supervisor 62
Assistant City Clerk 62
Assistant Engineer 62
Human Resources Analyst 62
Information Systems Administrator 62
Management Analyst 62
Parks and Facilities Supervisor 62
Public Works Supervisor 62
Purchasing Analyst 62
Recreation Supervisor 62
Competitive Service Positions Salary Range
Associate Planner II 59
Human Resources Specialist 59
Recreation Specialist 59
Senior Account Technician II 59
Vector/Animal Control Specialist 59
Associate Planner I 56
Active Adult Center Coordinator 53
Administrative Specialist 53
Deputy City Clerk II 53
Executive Secretary 53
Human Resources Assistant 53
Recreation Coordinator III 53
Senior Account Technician I 53
Account Technician II 51
Assistant Planner 51
Code Compliance Technician II 51
Information Systems Technician II 51
Vector/Animal Control Technician II 51
Facilities Technician 49
Landscape Maintenance Inspector 49
Administrative Assistant II 48
Community Services Technician 48
*All Non-Competitive Service positions are exempt from payment of overtime.12
Resolution No. 2021-____
Page 3
Competitive Service Positions Salary Range
Deputy City Clerk I 48
Landscape Maintenance Specialist 47
Recreation Coordinator II 47
Senior Maintenance Worker 47
Vector/Animal Control Technician I 47
Account Technician I 46
Information Systems Technician I 46
Administrative Assistant I 45
Code Compliance Technician I 45
Irrigation Specialist 45
Planning Technician 45
Maintenance Worker III 43
Crossing Guard Supervisor 41
Office Assistant III 41
Public Works Technician 41
Recreation Coordinator I 41
Maintenance Worker II 39
Teen Coordinator 39
Account Clerk II 38
Recreation Leader IV 38
Recreation Assistant II 36
Account Clerk I 34
Laborer/Custodian IV 34
Office Assistant II 34
Recreation Assistant I 32
Maintenance Worker I 31
Office Assistant I 29
SECTION 2. The corresponding salaries for the ranges established in Section 1
of this resolution are attached hereto and incorporated herein as the “Salary Schedule”
Table. The Bi-Weekly Salary for each range is calculated by multiplying the Hourly
Salary by two thousand eighty (2,080) hours and dividing that calculation by twenty six
(26) pay periods. The Monthly Salary for each range is calculated by multiplying the
Hourly Salary by two thousand eighty (2,080) hours and dividing that calculation by
twelve (12) months. The Annual Salary for each range is calculated by multiplying the
Hourly Salary by two thousand eighty (2,080) hours. The “Salary Schedule” Table, City
Manager Annual Salary Schedule, and Classification and Salary Schedule attached to
this resolution are for information purposes, only, since calculations are approximate
due to rounding differences.
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%) with a total of thirteen
(13) steps, not including the City Manager Salary Schedule.
SECTION 4. City shall continue to 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 - Four percent (4.0%) of gross base salary, Department Head positions – two
and one-half percent (2.5%) of gross base salary, and all other Management and 13
Resolution No. 2021-____
Page 4
Competitive Service regular full-time and regular part-time positions – Two percent
(2.0%) of gross base salary. Gross base salary is defined as wages paid as described
in the Salary Plan Schedule (reference Section 2, herein) and including longevity pay;
and excluding bilingual pay, in-lieu insurance payment, uniform cleaning allowance,
leave cash-out, overtime pay, car and cellular telephone allowances, and deferred
compensation payment. A Retired Annuitant is not eligible for a deferred compensation
contribution.
SECTION 5. Bilingual pay compensation for Spanish language bilingual skills
shall be paid to qualified regular full-time and part-time employees, consistent with the
qualification requirements approved in a Memorandum of Understanding (MOU)
between the City of Moorpark and the Service Employees International Union CTW ,
CLC, Local 721, and to qualified non-competitive service employees consistent with a
City Council adopted management benefits resolution. Qualification for bilingual pay
shall be determined by the City Manager at his or her sole discretion. The current rates
per an approved MOU and management benefits resolution are: forty cents ($.40) per
hour for verbal bilingual pay, for all hours actually worked, and including annual leave,
vacation leave, City holidays, and sick leave, but not for disability leave or other unpaid
leave, for up to forty (40) hours per week; and fifty cents ($.50) per hour for combined
verbal/written bilingual pay, for all hours actually worked, and including annual leave,
vacation leave, City holidays, and sick leave, but not for disability leave or other unpaid
leave, for up to forty (40) hours per week. A Retired Annuitant is not eligible for bilingual
pay compensation.
SECTION 6. Longevity pay compensation shall be paid to qualified regular full-
time employees hired prior to January 1, 2015, consistent with the qualification
requirements approved in a Memorandum of Agreement between the City of Moorpark
and the Service Employees International Union CTW , CLC, Local 721 as follows:
121 to 180 Months of service – one-percent (1%),
181 to 240 Months of service – one and one-half percent (1.5%),
241 to 300 Months of service – two percent (2.0%)
301 or more Months of service – two and one-half percent (2.5%); and
Longevity pay compensation shall be paid to qualified Non-Competitive Service
employees hired prior to January 1, 2015, consistent with the qualification requirements
approved in a City Council adopted Management Benefits Resolution as follows:
Department Heads
61 to 120 Months of service – one percent (1.0%)
121 to 180 Months of service – one and one-half percent (1.5%)
181 to 240 Months of service – two percent (2.0%)
241 to 300 Months of service – two and one-half percent (2.5%)
301 or more Months of service – three percent (3.0%)
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Resolution No. 2021-____
Page 5
Management Employees
121 to 180 Months of service – one percent (1.0%)
181 to 240 Months of service – one and one-half percent (1.5%)
241 to 300 Months of service – two percent (2.0%)
301 or more Months of service – two and one-half percent (2.5%).
Retired Annuitant
Not eligible for longevity pay compensation.
SECTION 7. Implementation of salary adjustments for positions noted in Section
1, herein, shall be limited by the performance evaluation system established by the City
Manager. Employees shall be evaluated prior to their anniversary date, and approved
salary adjustments shall be effective as of the first day of the pay period in which the
anniversary date or revised anniversary date occurs. A Retired Annuitant is not eligible
for merit raise salary adjustments pursuant to a performance review system, based on
the limited term of the Retired Annuitant appointment.
SECTION 8. Resolution No. 2020-3940 3967 shall be rescinded in its entirety,
and this revised Salary Plan for Non-Competitive Service and Competitive Service
Employees shall become effective with the pay period beginning November 7February
27, 20210.
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 174th day of NovemberFebruary, 20210.
Janice S. Parvin, Mayor
ATTEST:
Ky Spangler, City Clerk
Exhibit A: Salary Schedule Tables (Competitive Service and Non-Competitive
Service Employees; Hourly and Annual Salary Schedule Table for the City
Manager position; and Classification and Salary Schedules.)
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Resolution No. 2021-____
Page 6
EXHIBIT A
--- NON-COMPETITIVE SERVICE CITY MANAGER POSITION ---
CITY OF MOORPARK CITY MANAGER SALARY SCHEDULE
EFFECTIVE WITH PAY CHECK DATED OCTOBER 2, 2020
RANGE HOURLY RATE ANNUAL SALARY*
CM 107.36 223,308.80
*Annual Salary is based on 2080 Hours (40 Hours/Week, 52 Weeks/Year)
16
County of
Ventura City of Oxnard City of Santa
Paula
City of Santa
Clarita
City of Thousand
Oaks Average
City of
Moorpark
(Current Salary)
City of
Moorpark
Proposed
Position
Title
Purchasing
Technician
Purchasing
Manager
Purchasing
Agent
Purchasing and
Risk
Administrator
Purchasing
Specialist
Purchasing
Analyst
Purchasing
Analyst
Purchasing
Analyst
Low Step $36,118.85 $86,715.62 $71,739.20 $84,656.00 $53,268.80 $66,499.69 N/A $71,718.40
High Step $50,565.77 $150,039.76 $87,214.40 $102,897.60 $71,385.60 $92,420.63 N/A $96,449.60
Purchasing Analyst Wage Comparison 2021
Positions listed are City of Moorpark positions approximated to similar positions at other agencies based on job requirements and duties. Only wage is
included in calculations; benefits are not considered.
Purchasing
Analyst
ATTACHMENT 3
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