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HomeMy WebLinkAboutAGENDA REPORT 2001 0207 CC REG ITEM 11GMOORPARK CITY COUNCIL AGENDA REPORT TO: Honorable City Council --1051 . ul ITEM / r. C=. of o2 — %_ ge-0 / ACTTONT- BY. — ._._ FROM: Deborah S. Traffenstedt, ATCM /City Clerk �GJT DATE: January 26, 2001 (CC Meeting of 2/7/01) SUBJECT: Consider Resolution No. 2001- Establishing a Revised Classification Plan and Job Descriptions for Non - Competitive and Competitive Service Employees and Rescinding Resolution No. 2000 -1775 and Consider Resolution No. 2001 - Amending the Salary Plan for Competitive Service, Non - Competitive Service and Hourly Employees, and Rescinding Resolution No. 2000 -1776 BACKGROUND At the City Council's meeting on September 6, 2000, the Council approved Resolutions Nos. 2000 -1775 and 2000 -1776 updating the City's Classification and Salary Plans. At the City Council's November 1, 2000 meeting, the City Council approved the addition of a regular, full -time Laborer /Crossing Guard position in the Public Works Department. This new position with combined duties requires an amendment to the City's Classification Plan to incorporate a job description. After further analysis of the intended duties and salary range, staff is proposing a renaming of the position to Maintenance Worker I with incorporation of various amendments to the Maintenance Worker job description series and the Salary Plan as discussed below. DISCUSSION Attachment 1 is a draft resolution that is proposed to establish a revised Classification Plan and Job Descriptions. Only the Maintenance Worker job description has been revised to incorporate Maintenance Worker I, II, and III class descriptions. Legislative format has been used to identify the revised language. If the proposed changes to the Maintenance Worker job description are approved, the one current City employee that has a Maintenance Worker I position title will be reclassified as a Maintenance Worker II; the three employees that currently have a Maintenance Worker II position title will be reclassified as Maintenance Worker III; and the new Public Works Laborer II position approved at the C '02.x.11 Honorable City Council January 26, 2001 Page 2 November 1, 2000 meeting will be reclassified as a Maintenance Worker I (Salary Range 18). The final resolution will include the entire Classification Plan, including all job descriptions for Non - Competitive and Competitive Service Employees. Only the revised Maintenance Worker job description is included with the attached draft resolution (Attachment 1). A revised Salary Plan resolution has also been prepared (Attachment 2) to incorporate the revisions to the Maintenance Worker series. Legislative format has been used to show the new language /revisions. 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. 2000 -1776 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. 2000 -1775. 2. Adopt Resolution No. 2001- amending the Salary Plan for Competitive Service, Non - Competitive Service and Hourly Employees, and rescinding Resolution No. 2000 -1776. 3. Approve change of budgeted position for Public Works Department from Laborer II to Maintenance Worker I. Attachments: 1. Draft Resolution amending Classification Plan 2. Draft Resolution amending Salary Plan C ")0 2 15 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. 2000 -1775 WHEREAS, the City Council adopted Resolution No. 2000 -1775 on September 6, 2000, 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 Maintenance Worker job description series. 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. 2000 -1775 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 7th day of February, 2001. Patrick Hunter, Mayor ATTEST: Deborah S. Traffenstedt, City Clerk Exhibit A: Classification Plan Job Descriptions C 0 :1 C3 Resolution No. 2001 - Page 116 MAINTENANCE WORKER I MAINTENANCE WORKER II MAINTENANCE WORKER III Class specifications are intended to the range of duties performed by specifications are not intended to within the job. DEFINITION present a descriptive list of employees in the class. reflect all duties performed and eentrel eperatiens few- mesquitees, flies and ethere veeters, --and- dees -rel ated weiAE - and- suppert!-oFe s er-orie _ s as required. To perform semi - skilled and skilled work in the construction, maintenance and repair of City streets and streetscapes, parks, City buildings or other facilities. 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 ent �- 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. -Sines t e-1 ee= �g eally used as a training elass, Employees in this class may have only limited related ewe direme ly related work experience. Maintenance Worker III- -This is the full - 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, have prior experience. C v 0 2:1. r.y Resolution No. 2001 - Page 117 SUPERVISION RECEIVED AND EXERCISED Maintenance Worker I and II Receives immediate supervision from supervisory, management or higher -level maintenance staff. Maintenance Worker III Receives general supervision from supervisory, management or higher -level maintenance 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. Maintain streets, streetscapes, parks, City buildings or other City facilities. 2. Provide responsible staff assistance and support to assigned supervisory or maintenance staff. 3. 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. 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. 9. Construct forms, pour and finish cement on curbs, gutters, sidewalks, streets, alleys and other related areas. C�021B Resolution No. 2001 - Page 118 10. Perform flood control; install storm drainpipes; dig ditches and backfill trenches and holes. 11. 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. 13. Maintain traffic signs; 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. 17. 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. 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. Ability to: Learn methods and techniques of general construction, maintenance and repair related to the area of work assigned. Resolution No. 2001 - Page 119 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 is desirable. Training: Equivalent to completion of twelfth grade. License or Certificate Possession of, or ability to obtain, an appropriate, valid California driver's license. Maintenance Worker II In addition to the qualifications for Maintenance Worker I: Experience: One year of related experience performing maintenance work is desirable. C 00202"00 Resolution No. 2001 - Page 120 Training: Equivalent to completion of twelfth grade. License or Certificate Possession of, or ability to obtain, 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. 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. License or Certificate Possession of, or ability to obtain, an appropriate, valid California driver's license. c3_10224 Resolution No. 2001 - Page 121 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 B California Driver's License (State of California) . WORKING CONDITIONS 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 for at least 1,000 feet in order to see approaching vehicles, children, adults, or other moving objects; hearing sufficient to discern approaching vehicles, children, adults, or other moving objects; frequent stepping up and down from a curb; and ability to walk a minimum of 70 feet within 12 seconds. C X0222 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. 2000 -1776 WHEREAS, the City Council at its meeting on September 6, 2000, adopted Resolution No. 2000 -1776, revising the Salary Plan to add an hourly position salary range for Information Systems Technician at Range 46 and provide a definition for gross base salarv; and WHEREAS, a further revision to the Salary Plan is required 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. 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 Competitive Service Positions Salary Range Senior Planner 64 Associate Planner 60 C302.23 Resolution No. 2001 - Page 2 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 52 Code Enforcement Officer II 51 Account Technician II 51 Human Resources Assistant 51 Senior Center Coordinator 51 Recreation Coordinator II 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 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 Laborer /Custodian II 18 Crossing Guard 18 Recreation Leader I 14 Clerical Aide II 14 C 0%.]" 0 I tip' Resolution No. 2001 - Page 3 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 noted in Section 1 herein shall review system. Employees shall anniversary date, and salary adju: the first day of the pay period occurs. salary adjustments for positions be limited by the performance be evaluated prior to their 3tments shall be effective as of in which the anniversary date C00225 Resolution No. 2001 - Page 4 SECTION 7. The implementation of this Salary Plan shall be applicable to the payroll period beginning February 10, 2001, except as otherwise indicated in Sections 4 and 5 herein. SECTION 8. Resolution No. 2000 -1776 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 7th day of February, 2001. Patrick Hunter, Mayor ATTEST: Deborah S. Traffenstedt, City Clerk Exhibit A: Salary Tables (Annual, Monthly, Biweekly, and Hourly) C^'0226