HomeMy WebLinkAboutAGENDA REPORT 2022 0316 CCSA REG ITEM 09ECITY OF MOORPARK, CALIFORNIA
City Council Meeting
of March 16, 2022
ACTION THE MAYOR MADE AN ORAL
SUMMARY REPORT. ADOPTED
RESOLUTION NO. 2022-4081,
RESCINDING RESOLUTION NO. 2021-
4056; AND ADOPTED RESOLUTION NO.
2022-4082 RESCINDING RESOLUTION
NO. 2021-4056. (ROLL CALL VOTE:
UNANIMOUS).
E.Consider Resolutions Amending the Classification Plan for Non-Competitive and
Competitive Service Employees to Add the New Positions of Project Administrator
I, II, III, and IV and Update the Job Descriptions for Maintenance Worker I, II, and
III, and Rescinding Resolution No. 2021-4022; and Amending the Salary Plan for
Hourly Employees to Add Salary Rates for the New Positions of Project
Administrator I, II, III, and IV, and Rescinding Resolution No. 2021-4056. Staff
Recommendation: 1) Prior to a motion to adopt the revised Salary Plan Resolution
for Hourly Employees, the Mayor shall make an oral summary report for
compliance with Section 54953(c)(3) of the Government Code as follows: “Staff is
recommending the City Council approve a revised Salary Plan Resolution for
Hourly Employees that includes adding the salary ranges for Project Administrator
I, II, III, and IV. These positions are consistent with the local agency executive
definition in Section 3511.1(d) of the Government Code;” and 2) Adopt Resolution
No. 2022-4081, amending the Classification Plan for Non-Competitive and
Competitive Service Employees and rescinding Resolution No. 2021-4022 to add
the new positions of Project Administrator I, II, III, and IV and update the job
descriptions for Maintenance Worker I, II, and III; and 3) Adopt Resolution No.
2022-4082, amending the Salary Plan for Hourly Employees and rescinding
Resolution No. 2021-4056 to add the salary rates for the new positions of Project
Administrator I, II, III, and IV. (ROLL CALL VOTE REQUIRED) (Staff: PJ
Gagajena, Assistant City Manager and Interim City Treasurer/Finance
Director)
Item: 9.E.
MOORPARK CITY COUNCIL
AGENDA REPORT
TO: Honorable City Council
FROM: PJ Gagajena, Assistant City Manager and Interim City Treasurer/
Finance Director
DATE: 03/16/2022 Regular Meeting
SUBJECT: Consider Resolutions Amending the Classification Plan for Non-
Competitive and Competitive Service Employees to Add the New
Positions of Project Administrator I, II, III, and IV and Update the Job
Descriptions for Maintenance Worker I, II, and III, and Rescinding
Resolution No. 2021-4022; and Amending the Salary Plan for Hourly
Employees to Add Salary Rates for the New Positions of Project
Administrator I, II, III, and IV, and Rescinding Resolution No. 2021-
4056
BACKGROUND/ DISCUSSION
Since the onset of the COVID-19 pandemic, the City has experienced a number of staff
turnovers due to retirements, promotions or personnel issues. The hiring process
typically takes approximately four to eight weeks to fill these vacancies. Although the
size of the City staff is relatively small with a total of 55 full-time positions, the City is
usually able to continue operations when a few vacancies occur throughout the
organization. When necessary, the City also appoints current employees to interim or
temporary appointments to keep operations functioning. However, when multiple
positions become vacant at the same time in one department and no current staff are
available or qualified to be appointed on a temporary basis, the City’s operations may
be significantly disrupted. This has recently taken place in the City’s Finance
Department due to the departures of key staff occurring at the same time. During these
instances, it is essential for the City to have the ability to hire temporary part-time
employees externally in a more immediate and efficient manner.
Currently, the City’s Salary Plan for Hourly Employees is limited to 20 job classifications
that are mostly related to functions and programs for the Parks, Recreation and
Community Services Department for seasonal part-time work. There are a few clerical
and administrative positions listed but it does not include higher-level job classifications
that can perform a wide variety of work for any City division or department. Therefore,
the City has no ability to hire employees at those levels on a temporary part-time basis
externally if there is no internal staff available to perform the work. On these occasions,
Item: 9.E.
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Honorable City Council
03/16/2022 Regular Meeting
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the City would have to establish a contract with a temporary staffing agency or
consultant, which could take as long as the hiring process or may prove to be more
costly.
In order to allow the City the ability to hire temporary part-time employees on an as-
needed basis in a more urgent and efficient manner during times when no internal staff
are available to fill vacant positions or for additional help to support critical operations,
the City proposes to amend the Classification Plan for Non-Competitive and
Competitive Service Employees and Salary Plan for Hourly Employees by adding the
positions of Project Administrator I, II, III, and IV. The general job responsibilities of
these positions offer the City maximum flexibility to use these positions to perform a
wide variety of work and be hired at any time subject to approval of the City Manager.
Upon the City Council’s adoption of the amended Classification Plan for Non-
Competitive and Competitive Service Employees and Salary Plan for Hourly
Employees, the plans would become effective retroactively with the pay period
beginning January 1, 2022.
In addition, with the recent retirement of a long-time employee serving as a
Labor/Custodian IV, this position will be reclassified and filled as a Maintenance Worker
in the Parks, Recreation, and Community Services Department. In order to include
building- and facilities-related work responsibilities previously performed by the
Labor/Custodian IV in the Maintenance Worker I, II, and III job classifications, the job
descriptions for Maintenance Worker I, II, and III will be updated to describe the
essential functions specific to the Public Works, Parks, and Facilities Divisions.
GOVERNMENT CODE SECTION 54953(c)(3) ANNOUNCEMENT
Consistent with Section 54953(c)(3) of the Government Code, the Mayor, Mayor Pro
Tempore, or other presiding officer shall orally report a summary of a recommendation
for a final action on the salaries, salary schedules, or compensation paid in the form of
fringe benefits of a local agency executive, as defined in Section 3511.1(d) of the
Government Code, during the open regular meeting in which the final action is to be
taken and prior to the motion to approve. The positions of Project Administrator I, II, III,
and IV are equivalent to Department Head and Management Employee positions that
are considered local agency executives per the State law definition (which includes a
chief executive officer, a deputy and assistant chief executive officer, a department
head, and a position held by an employment contract), therefore an oral report is
required.
FISCAL IMPACT
There is no fiscal impact for amending the Classification Plan for Non-Competitive and
Competitive Service Employees or Salary Plan for Hourly Employees. However, if the
City hires temporary part-time employees or full-time employees under these amended
plans, these positions would be funded by any vacant budgeted positions.
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Honorable City Council
03/16/2022 Regular Meeting
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COUNCIL GOAL COMPLIANCE
This action does not support a current strategic directive.
STAFF RECOMMENDATION (ROLL CALL VOTE REQUIRED)
1. Prior to a motion to adopt the revised Salary Plan Resolution for Hourly
Employees, the Mayor shall make an oral summary report for compliance with
Section 54953(c)(3) of the Government Code as follows: “Staff is recommending
the City Council approve a revised Salary Plan Resolution for Hourly Employees
that includes adding the salary ranges for Project Administrator I, II, III, and IV.
These positions are consistent with the local agency executive definition in
Section 3511.1(d) of the Government Code;” and
2. Adopt Resolution No. 2022-____, amending the Classification Plan for Non-
Competitive and Competitive Service Employees and rescinding Resolution
No. 2021-4022 to add the new positions of Project Administrator I, II, III, and IV
and update the job descriptions for Maintenance Worker I, II, and III; and
3. Adopt Resolution No. 2022-____, amending the Salary Plan for Hourly
Employees and rescinding Resolution No. 2021-4056 to add the salary rates for
the new positions of Project Administrator I, II, III, and IV.
Attachment 1: Draft Classification Plan Resolution No. 2022-____ for Non-
Competitive and Competitive Service Employees
Attachment 2: Draft Salary Plan Resolution No. 2022-____ for Hourly Employees
Note: Since the entire Classification Plan exceeds 400 pages, the Classification Plan Resolution
attachments included with this agenda report are limited to the 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.
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RESOLUTION NO. 2021-40222022-____
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
MOORPARK, CALIFORNIA, ESTABLISHING A REVISED
AMENDING THE CLASSIFICATION PLAN AND JOB
DESCRIPTIONS FOR NON-COMPETITIVE, AND COMPETITIVE
SERVICE EMPLOYEES TO ADD THE NEW POSITIONS OF
PROJECT ADMINISTRATOR I, II, III, AND IV, AND UPDATE
THE JOB DESCRIPTIONS FOR MAINTENANCE WORKER I, II,
AND III AND RESCINDING RESOLUTION NO. 2021-39924022
WHEREAS, the City Council adopted Resolution No. 2021-3992 4022 on
February 17July 7, 2021, establishing a revised classification plan and job descriptions
for Non-Competitive and Competitive Service employees; and
WHEREAS, at the regular meeting on July 7, 2021March 16, 2022, the City
Council has determined that the City’s Classification Plan should be amended to add
the new job classifications of Project Administrator I, II, III, and IV; and update the job
descriptions for Maintenance Worker I, II, and III Economic Development Manager and
Recreation Program Specialist; and change the job title of Senior Information Systems
Analyst to Senior Information Systems Administrator; 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. 2021-3992 4022 is rescinded and this resolution
shall become effective upon adoption.
ATTACHMENT 1
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Resolution No. 2021-40222022-
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 167th day of JulyMarch, 20221.
_________________________________
Janice S. Parvin, Mayor
ATTEST:
__________________________________
Ky Spangler, City Clerk
Exhibit A: Classification Plan and Job Descriptions
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Resolution No. 2021-40222022-
Page 3
EXHIBIT A
City of Moorpark Classification Plan
and
Job Descriptions
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MAINTENANCE WORKER I
MAINTENANCE WORKER II
MAINTENANCE WORKER III
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 semi-skilled and skilled work in the construction, maintenance and repair of
City streets and streetscapes, parks, City buildings or other facilities. These positions are
not overtime exempt. The City has the discretion to make occasional adjustments of the
work week, work day or hours for these positions to serve the interest of the City's
operation and mission.
DISTINGUISHING CHARACTERISTICS
Maintenance Worker I--This is the entry-level class in the Maintenance Worker series.
This class is distinguished from the Maintenance Worker II by the absence of directly
related experience and requiring training to complete the more routine tasks and duties
assigned to positions within the series.
Maintenance Worker II--This is the journey level class in the Maintenance Worker series.
This class is distinguished from the Maintenance Worker III by the performance of the
more routine tasks and duties assigned to positions within the series. Employees in this
class may have only limited related work experience.
Maintenance Worker III--This is the advanced journey level class within the Maintenance
Worker series. Employees within this class are distinguished from the Maintenance
Worker II by the performance of the full range of duties as assigned including the most
difficult maintenance tasks. Employees at this level receive only occasional instruction or
assistance as new or unusual situations arise, and are fully aware of the operating
procedures and policies of the work unit. Positions in this class are flexibly staffed and
are normally filled by advancement from the II level, or when filled from the outside,
applicants must have prior experience.
SUPERVISION RECEIVED AND EXERCISED
Maintenance Worker I and II
Receives immediate supervision from supervisory, management or higher-level
maintenance staff.
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Maintenance Worker III
Receives general supervision from supervisory, management or higher-level
maintenance staff.
May exercise lead worker supervision over lower-level maintenance staff, temporary staff,
administer contracts and monitor performance.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other
important responsibilities and duties may include, but are not limited to, the following:
Maintenance Worker I, II and III
Essential Functions (All Divisions):
1. Provides responsible staff assistance and support to assigned supervisory or
maintenance staff.
2. Operate various maintenance equipment and trucks; clean and maintain
equipment.
3. Operate a variety of mechanical tools and equipment such as power saws, power
sanders, drills, air compressors, paint sprayers, pressure washers, welding
equipment, and various hand tools as required.
4. Set up and take down traffic warning devices and barricades for traffic control.
5. Sand blast, paint, and remove graffiti from City facilities and structures.
6. Order and maintain necessary materials, supplies and equipment to perform
assigned work.
Essential Functions (Public Works Division):
1. Maintain streets and public right-of-way, streetscapes, parks, City buildings or
other City facilities.
2. Provide responsible staff assistance and support to assigned supervisory or
maintenance staff.
32. Maintain roadways by removing sand, gravel and debris; clean and maintain storm
drains, pipes and catch basins.
4. Operate various maintenance equipment and trucks; clean and maintain
equipment.
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5. Install and maintain irrigation systems; install, repair, and maintain water meters;
read water meters in parks and other landscaped areas.
6. Conduct playground inspections; backfill sand as needed; install new playground
equipment; inspect and make report of playground equipment condition.
7. Maintain ball fields; disk and roll; install new ball field equipment; perform weed
abatement.
8. Maintain City facilities; repair drinking fountains; paint and repair restrooms as
needed; repaint all surfaces as needed; remove graffiti; check park telephone
operation; inspect security lighting, operate and maintain HVAC systems.
93. Construct forms, pour place and finish cement concrete foron curbs, gutters,
sidewalks, streets, alleys and other related areas.
104. Perform flood control maintenance duties; install storm drain pipes and other
drainage devices; dig ditches and backfill trenches and holes.
115. Break and repair concrete and asphalt surfaces; excavate and replace concrete,
and asphalt surfaces; perform hot patching and sealing on surfaces; shovel and
rake asphalt.
12. Set up and take down traffic warning devices and barricades for traffic control.
136. Maintain traffic and street signs and pavement marking; replace stop, parking, and
street signs; perform street stenciling.
14. Sand blast graffiti from City facilities and structures.
15. May perform custodial duties including cleaning restrooms and offices; maintain
and clean floors; dust office machines; close buildings.
16. Plant trees; install new planters.
177. May perform crossing guard duties to escort children and adults across the street
in a safe manner after verifying visually and audibly that it is safe to enter the
intersection.
Essential Functions (Parks Division):
1. Maintain streetscapes, parks, or other City facilities.
3. May perform custodial duties including cleaning restrooms and other facilities.
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2. Install and maintain irrigation systems; maintain irrigation controllers and manage
irrigation schedules.
3. Conduct playground inspections; install sand and wood fiber as needed; install
new playground equipment; inspect fields, trails, playground and park equipment,
and prepare reports.
4. Maintain sport fields; install new ballfield equipment; perform weed abatement;
aerate and fertilize.
5. Maintain park facilities; repair, install and maintain drinking fountains, bar-b-ques,
picnic tables, benches, trash receptacles, gazebos and shade structures; paint and
repair restrooms and park facilities; repair trails, sidewalks, and drainage devices;
inspect and repair security lighting.
6. Complete minor improvement projects as assigned; construct forms, pour and
finish concrete on park sidewalks and other related areas.
7. Maintain parking lots, parking lot signs and park signs; replace stop signs, park
rules, and other related signs.
8. Plant trees, shrubs and install bark mulch; install new planters.
9. Maintain sport courts; replace nets, posts and court fencing; repair and replace
basketball hoops and nets; maintain bocce ball, horseshoe and other courts.
Essential Functions (Facilities Division)
1. Maintain City facilities and other areas as assigned.
2. Troubleshoot and perform minor repairs to buildings, fixtures, and equipment as
needed; paint and remove graffiti; inspect security lighting; maintain HVAC,
electrical and plumbing systems.
3. May perform custodial duties including cleaning restrooms and offices; dust office
machines; empty and clean trash receptacles; sweep and scrub building floors;
vacuum traffic areas; spot clean and shampoo carpets; dust, polish and clean
office furniture, tables, shelves, cabinets and woodwork; dust and wash light
fixtures; clean upholstery, sofas and chairs; clean interior and exterior windows,
blinds and glass doors; clean, disinfect and polish plumbing fixtures, counter tops
and other stainless-steel fixtures; close and secure buildings.
4. Clean ramps, stairwells, sidewalks, patios, and breezeways.
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5. Move and install office furniture and partitions; hang clocks, artwork, and displays;
coordinate the relocation of city staff and provide assistance as needed.
6. Operate a variety of custodial and maintenance equipment, including power and
hand tools, high and low speed floor buffers, carpet cleaners, vacuums and
extractors, power sanders, drills, air compressors, paint sprayers, sewer augers,
and various tools required for custodial and building maintenance.
7. Inventory supplies and equipment; restock toiletries and supplies; replace burned-
out light bulbs.
8. Repair and replace plumbing fixtures including sinks, toilets, faucets and pipes;
repair water lines and clear obstructions from sewer lines.
9. Set up tables, chairs and other equipment for daily activities and programs; move
and arrange furniture and equipment for special events, rentals, and projects.
10. Adjust heating and air conditioning thermostats.
11. Replace electrical switches, light fixtures, and ballasts; perform other minor
electrical repairs.
12. Repair and adjust locks, doors, and door closers.
13. Clean and repair rain gutters; climb ladders, climb onto roofs and under buildings.
14. Maintain parking lot signs; replace stop, parking, and other related signs.
Marginal Functions:
1. Respond to public inquires in a courteous manner.
2. Serve as emergency response worker as necessary.
3. Perform related duties and responsibilities as required.
QUALIFICATIONS
Maintenance Worker I and II
Knowledge of:
Equipment and tools used in the area of work assigned.
Occupational hazards and standard safety practices.
Safety rules when crossing streets.
Basic first aid methods and techniques.
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Ability to:
Learn methods and techniques of general construction, maintenance and repair related
to the area of work assigned.
Learn to perform a variety of skilled and semi-skilled maintenance, construction and repair
work in the area of work assigned.
Learn to operate a variety of vehicular and stationary mechanical equipment in a safe and
effective manner.
Perform a variety of manual tasks for extended periods of time and in unfavorable weather
conditions.
Perform heavy manual labor.
Understand and follow oral and written instructions.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective 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 for effective interaction and communication with
others.
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:
Maintenance Worker I
Experience
One year of experience performing maintenance work, within the assigned
essential function area, is desirable.
Training
Equivalent to completion of twelfth grade.
License or Certificate:
Possession of or ability to obtain and maintain an appropriate, valid California driver's
license.
Maintenance Worker II
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In addition to the qualifications for Maintenance Worker I:
Experience
OneTwo years of related experience performing maintenance work within the
assigned essential function area, is desirable.
Training
Equivalent to completion of twelfth grade.
License or Certificate:
Possession of or ability to obtain and maintain an appropriate, valid California driver's
license.
Maintenance Worker III
In addition to the qualifications for Maintenance Worker I and II:
Knowledge of:
Methods and techniques of general construction, maintenance, and repair related to the
area of work assigned.
Principles of supervision and training.
Ability to:
Perform a variety of skilled and semi-skilled maintenance, construction and repair work
in the area of work assigned.
Operate a variety of vehicular and stationary mechanical equipment in a safe and
effective manner.
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
Two years of related experience performing maintenance work.
Training
Equivalent to completion of twelfth grade.
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License or Certificate:
Possession of or ability to obtain and maintain an appropriate, valid California driver's
license.
Within twelve (12) months of employment, the employee shall obtain and thereafter
continuously maintain one or more of the following licenses or certificates, based on
department and specific assignments, as determined by the City Manager: Limited
Backflow Prevention Device Tester (Ventura County Environmental Health Department);
Qualified Playground Inspector (National Playground Safety Institute); and Class A or B
California Driver's License.
WORKING CONDITIONS
Maintenance Worker I, II and III
Environmental Conditions:
Field environment; frequent exposure to outside atmospheric conditions; exposure to
noise, dust, grease, smoke, fumes, gases or other atmospheric conditions that may affect
the respiratory system, eyes or skin; work around moving mechanical parts of equipment,
tools or machinery; work in high, exposed places; work on slippery or uneven surfaces.
Physical Conditions:
Essential functions may require maintaining physical condition necessary for sitting,
standing or walking for prolonged periods of time; travel to various locations; operating
motorized vehicles; medium to heavy lifting, carrying, pushing and pulling; climbing;
balancing; stooping; kneeling; crouching; crawling; reaching; handling; use of fingers;
talking; hearing; near and far acuity; depth perception.
The additional essential functions for performance of crossing guard duties include
repetitive light lifting of a "Stop" sign in a raised position above the head with either arm;
clear vision of 20/40 minimum with no color blindness; hearing sufficient to discern
approaching vehicles, children, adults, or other moving objects across a frequency range
from 500 hertz (Hz) to 3,000 Hz with or without a hearing aid; frequent stepping up and
down from a curb; ability to walk a minimum of 70 feet within 12 seconds; and ability to
grasp and restrain children from moving into an unsafe area.
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PROJECT ADMINISTRATOR I
PROJECT ADMINISTRATOR II
PROJECT ADMINISTRATOR III
PROJECT ADMINISTRATOR IV
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 assist, support, coordinate, manage, supervise, and direct a variety of projects,
programs, services and activities within an assigned division, department, and/or outside
agency. These positions are temporary, part-time, and not overtime exempt.
SUPERVISION RECEIVED AND EXERCISED
May receive direction from the assigned supervisor or various management staff.
May exercise direct and primary supervision over technical, professional and clerical staff.
ESSENTIAL AND MARGINAL FUNCTION STATEMENTS--Essential and other
important responsibilities and duties may include, but are not limited to, the following:
Essential Functions:
1. Provide responsible staff assistance and support to assigned divisions,
departments, and/or outside agencies.
2. Assist, support, coordinate, manage, supervise, and direct a variety of projects,
programs, services and activities within an assigned division, department, and/or
outside agency.
PROJECT ADMINISTRATOR I
1. Perform a general variety of basic duties in support of an assigned function in the
office or field.
2. Operates a computer and other modern office equipment.
3. Provides responsible staff assistance and support to the assigned supervisor.
4. Receive and respond to complaints and questions from the general public.
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PROJECT ADMINISTRATOR II
In addition to the Essential Functions for the Project Administrator I:
1. Assume direct responsibility for monitoring and administering assigned program
areas; assist in assigned administrative support functions.
2. Provide responsible staff assistance and support to assigned management staff
and department or program area.
3. Collect, compile, and analyze complex information from various sources on a
variety of specialized topics related to assigned programs.
4. Participate in special projects and studies including complex research of
programs and services.
PROJECT ADMINISTRATOR III
In addition to the Essential Functions for the Project Administrator II:
1. Plan and coordinate the work plan for the assigned program, division, and/or
department.
2. May be appointed to serve as department head for any City department; may be
assigned responsibility for any budgeted division of responsibility.
3. Oversee and participate in the development and administration of the assigned
department budget; forecast funds needed for staffing, equipment, materials, and
supplies; monitor and approve expenditures; implement adjustments.
1.
2.4. Prioritize work activities and projects and review work of assigned personnel
for accuracy.
3.5. Prepare agreements; oversee and administer contracts and direct the work
of consultants and contractors.
4.6. Prepare and present staff reports, ordinances, resolutions, and other
supporting documentation for City Council and appointed commissions and
boards.
7. Receive and respond to difficult and sensitive inquiries and complaints from the
public, press, or other agencies.
5.8. Provide responsible staff assistance and support to the City Manager or Assistant
City Manager.
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PROJECT ADMINISTRATOR IV
In addition to the Essential Functions for the Project Administrator III:
1. Plan, direct, coordinate and review the work plan for a division or department;
assign work activities, projects and programs; review and evaluate work products,
methods and procedures; meet with staff to identify and resolve problems.
2. May be appointed to supervise one or more department heads for any City
department.
1.3. Manage the development and implementation of city-wide goals, objectives,
policies, and priorities for each assigned service area.
2.4. Monitor and evaluate the efficiency and effectiveness of service delivery
methods and procedures; recommend, within departmental and City policy,
appropriate service and staffing levels.
5. Attend and participate in professional group meetings; stay abreast of new trends
and innovations in the areas of responsibility; represent City at local and regional
meetings.
3.6. Assist City Manager with special projects as assigned.
Marginal Functions:
1. Serve as emergency response worker as necessary.
2. Perform related duties and responsibilities as required.
QUALIFICATIONS
PROJECT ADMINISTRATOR I
Knowledge of:
Operational characteristics, services and activities of municipal service delivery
projects.
Principles and practices of project development and administration.
Methods of research, program analysis, and report preparation.
Pertinent Federal, State and local laws, codes and regulations.
Modern office procedures, methods, and equipment.
English usage, spelling, grammar, and punctuation.
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Principles of proper phone etiquette.
Principles of mathematics and statistics.
Standard safety precautions.
Ability to:
Assist, support, coordinate, manage, supervise, and direct the operations, services
and activities of one or more municipal projects or programs.
Interpret and apply Federal, State, and local laws, regulations, policies and
procedures.
Respond tactfully, clearly, concisely and appropriately to inquiries from the public,
press or other agencies on sensitive issues in area of responsibility.
Communicate clearly and concisely, both orally and in writing.
Operate and use modern office equipment including computer, printers and
copiers.
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 administrative work involving the use of independent
judgment and personal initiative.
Work in the field as necessary.
PROJECT ADMINISTRATOR II
In addition to the qualifications of Project Administrator I:
Knowledge of:
Principles and practices of municipal budget preparation and administration.
Methods of research, program analysis, and report preparation.
PROJECT ADMINISTRATOR III
In addition to the qualifications of Project Administrator II:
Knowledge of:
Principles of supervision, training, and performance evaluation.
Principles and practices of employee recruitment, selection, and management.
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Management methods and techniques to analyze programs, policies and
operational needs.
PROJECT ADMINISTRATOR IV
In addition to the qualifications of Project Administrator III:
Knowledge of:
Management skills to analyze programs, policies and operational needs.
Principles and practices of contract administration.
Purchasing procedures and practices.
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:
PROJECT ADMINISTRATOR I
Experience
One year of general administrative, clerical, technical or project assistance
experience.
Training
Any combination of training and education which has led to the acquisition of the
required knowledge, skills and abilities.
PROJECT ADMINISTRATOR II
Experience
Two Three years of general administrative, clerical, technical or project assistance
experience including two years of supervisory responsibilities.
Training
Any combination of training and education which has led to the acquisition of the
required knowledge, skills and abilities. A Bachelor’s degree from an accredited
college or university with major course work in public administration, business
administration, urban studies, economics, or a related field is desirable.
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PROJECT ADMINISTRATOR III
Experience
Three Five years of increasingly responsible of general administrative, clerical,
technical or project assistance experience including three years of supervisory
responsibilities.
Training
Any combination of training and education which has led to the acquisition of the
required knowledge, skills and abilities. A Bachelor’s degree from an accredited
college or university with major course work in public administration, business
administration, urban studies, economics, or a related field is desirable.
PROJECT ADMINISTRATOR IV
Experience
Five Seven years of increasingly responsible of general administrative, clerical,
technical or project assistance experience including five years of supervisory
responsibilities.
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. A Masters degree is desirable.
License or Certificate:
Possession of or ability to obtain and maintain an appropriate, valid California driver's
license.
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WORKING CONDITIONS
PROJECT ADMINISTRATOR I
PROJECT ADMINISTRATOR II
PROJECT ADMINISTRATOR III
PROJECT ADMINISTRATOR IV
Environmental Conditions:
Office environment; exposure to computer screens; possible exposure to field
environment.
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. 2021-40562022-
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF MOORPARK, CALIFORNIA, ADOPTING
AMENDING ATHE SALARY PLAN FOR HOURLY
EMPLOYEES, AND RESCINDING RESOLUTION NO.
2020-39812021-4056 TO ADD THE SALARY RATES
FOR THE NEW POSITIONS OF PROJECT
ADMINISTRATOR I, II, III, AND IV
WHEREAS, the City Council at its regular meeting on December 1, 2021March 16,
2022, considered and adopted an amended Salary Plan Resolution for Hourly Employees
with a revised salary table for calendar year 2022 to add salary rates for the new positions
of Project Administrator I, II, III, and IV.address the increase in the California minimum
wage.
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
positions herein listed:
Hourly Positions Salary Range
Project Administrator IV 16
Project Administrator III 15
Project Administrator II 14
Project Administrator I 13
Preschool Director 12
Preschool Teacher 11
Camp Director 10
Senior Nutrition Coordinator 10
Solid Waste & Recycling Assistant 10
Assistant Camp Director 8
Parks & Facilities Attendant III 7
Intern 7
Records Clerk 6
Recreation Leader II 5
Parks & Facilities Attendant II 4
Camp Counselor II 4
Clerical Aide/Crossing Guard 4
Preschool Aide 4
Crossing Guard 3
Clerical Aide II 3
Recreation Leader I 2
Parks & Facilities Attendant I 2
Camp Counselor I 1
Clerical Aide I 1
SECTION 2. The corresponding salaries for the ranges established in Section 1 of
this resolution are attached hereto and incorporated herein as the “Hourly Employees
Salary Schedules” Table.
ATTACHMENT 2
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Resolution No. 2021-40562022-
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SECTION 3. Salary ranges from 1 to 12 are The Salary Plan is based on ranges
with increases from $0.50 to $2.00 and step increases of two and one-half percent (2.5%)
with a total of five (5) steps. The new salary ranges from 13 to 16 associated with the new
positions of Project Administrator I, II, III, and IV are based on ranges with increases of
$25.00 and $5.00 step increases with a total of five (5) steps.
SECTION 4. Overtime: When in the best interest of the City, the City Manager or a
department head or his/her designee may require an employee to work more hours than
are typically scheduled. Overtime that can be anticipated or scheduled shall require the
prior approval of the department head based on budget limits. No more than ten (10)
hours of overtime may be worked in any one work week without prior written approval of
the City Manager. Credit for overtime shall not begin until an employee has worked forty
(40) hours for that work week. All overtime shall be computed in increments of one quarter
(1/4) hour and shall be credited at one and one-half (1 ½) times the overtime worked.
Calculation of overtime pay shall be based on an employee’s regular pay rate.
Compensation for authorized overtime shall be included in the paycheck for the pay
period.
SECTION 5. Implementation of salary adjustments for positions noted in Section 1,
herein, shall be limited by the performance evaluation system established by the City
Manager. Employees shall be evaluated prior to their anniversary date, and approved
salary adjustments shall be effective as of the first day of the pay period in which the
anniversary date or revised anniversary date occurs.
SECTION 6. This Salary Plan shall become effective retroactively with the pay
period beginning January 1, 2022.
SECTION 7. The City Clerk shall certify to the adoption of this resolution and shall
cause a certified resolution to be filed in the book of original resolutions.
PASSED AND ADOPTED this 1st 16th day of DecemberMarch, 20221.
Janice S. Parvin, Mayor
ATTEST:
Ky Spangler, City Clerk
Exhibit A: Salary Schedule Table for Hourly Employees
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Resolution No. 2021-40562022-
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EXHIBIT A
Calendar Year 2022
Effective Pay Period Beginning January 1, 2022
A B C D E
1 15.00$ 15.38$ 15.76$ 16.15$ 16.56$
2 15.50$ 15.89$ 16.28$ 16.69$ 17.11$
3 16.00$ 16.40$ 16.81$ 17.23$ 17.66$
4 16.50$ 16.91$ 17.34$ 17.77$ 18.21$
5 17.00$ 17.43$ 17.86$ 18.31$ 18.76$
6 17.50$ 17.94$ 18.39$ 18.85$ 19.32$
7 18.00$ 18.45$ 18.91$ 19.38$ 19.87$
8 18.50$ 18.96$ 19.44$ 19.92$ 20.42$
9 19.00$ 19.48$ 19.96$ 20.46$ 20.97$
10 20.00$ 20.50$ 21.01$ 21.54$ 22.08$
11 21.00$ 21.53$ 22.06$ 22.61$ 23.18$
12 23.00$ 23.58$ 24.16$ 24.77$ 25.39$
13 25.00$ 30.00$ 35.00$ 40.00$ 45.00$
14 50.00$ 55.00$ 60.00$ 65.00$ 70.00$
15 75.00$ 80.00$ 85.00$ 90.00$ 95.00$
16 100.00$ 105.00$ 110.00$ 115.00$ 120.00$
HOURLY EMPLOYEE SALARY SCHEDULE
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