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Home My WebLink AboutAGENDA REPORT 2013 0619 CCSA REG ITEM 09G ITEM 9.G. MOORPARK CITY COUNCIL AGENDA REPORT TO: Honorable City Council FROM: Deborah S. Traffenstedt, Deputy City ManagerT DATE: June 12, 2013 (CC Meeting of 6/19/13) SUBJECT: Consider Resolution Amending the Salary Plan for Competitive Service, Non-Competitive Service, and Hourly Employees and Rescinding Resolution No. 2010-2963 BACKGROUND AND DISCUSSION Attached to this report is a draft resolution amending the Salary Plan. The amendment is proposed to revise the Salary Range for the non-competitive service (management) position of Parks and Recreation Director from Range 85 to 83, consistent with the direction received at the March 20, 2013, regular City Council meeting, agenda item 9.C. In addition, the position title for management position of Code Compliance Supervisor has been removed from the Salary Plan, because the corresponding job description was not created (after the Code Compliance Supervisor position was added to the Salary Plan, one management position was subsequently cut from the Community Development Department budget as a cost savings measure). A Principal Planner is currently assigned as the supervisor for code compliance responsibilities. The attached draft resolution incorporates the revisions described in this report. Salary and benefit negotiations with the union (SEIU Local 721) have not been concluded and a revised Memorandum of Understanding with the union is pending; therefore, no cost-of-living adjustment is proposed with this amendment to the Salary Plan. Agenda item 9.C. for the March 20, 2013, regular meeting also discussed adding a Maintenance Specialist position, which is not proposed to be added to the Salary Plan at this time, but will be scheduled when the job description has been completed and can then be considered concurrently. Exhibit A (Salary Schedules) of the Salary Plan Resolution will not be revised with the exception of the effective date; therefore, Exhibit A is not included with the attached draft resolution, but will be attached to the final resolution. FISCAL IMPACT None. 47 Honorable City Council June 19, 2013, Regular Meeting Page 2 STAFF RECOMMENDATION Adopt Resolution No. 2013- Attachment: Draft Salary Plan Resolution (not including Exhibit A, Salary Schedules, which will be attached to the final resolution) 48 RESOLUTION NO. 2013- 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. 2010-2963 WHEREAS, the City Council at its meeting on June 2013, adopted a revised Salary Plan to change the salary range for the non-competitive service (management) position of Parks and Recreation Director from Ranee 85 to Range 83 and to delete the non-competitive service position of Code Compliance Supervisor at Range 62. 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: Non-Competitive Service Positions* Salary Range City Manager 99 Assistant City Manager 91 Deputy City Manager 89 Administrative Services Director 87 City Engineer/Public Works Director 87 Community Development Director 87 Public Works Director 87 Parks and Recreation Director 863 Assistant to City Manager/City Clerk 83 Finance Director 83 Planning Director 83 Assistant City Engineer 77 Parks and Landscape Manager 77 Planning Manager 77 Redevelopment Manager 77 Senior Civil Engineer 77 Budget and Finance Manager 75 Administrative Services Manager 71 Assistant to City Manager 71 Finance/Accounting Manager 71 Information Systems Manager 71 Recreation/Community Services Manager 71 Accountant II 67 Associate Civil Engineer 67 City Clerk 67 Landscape/Parks Maintenance Superintendent 67 Principal Planner 67 All Non-Competitive Service Positions are exempt from payment of overtime. 49 Resolution No. 2013- Page 2 Non-Competitive Service Positions* Salary Range Public Works Superintendent/Inspector 67 Recreation Superintendent 67 Senior Information Systems Analyst 67 Senior Management Analyst 67 Accountant 1 62 Active Adult Center Supervisor 62 Assistant City Clerk 62 Assistant Engineer 62 Code Ge Supervisor 62 Human Resources Analyst 62 Information Systems Analyst 62 Management Analyst 62 Parks and Facilities Supervisor 62 Public Works Supervisor 62 Recreation Supervisor 62 Competitive Service Positions Salary Range Associate Planner 59 Human Resources Specialist 59 Recreation Specialist 59 Vector/Animal Control Specialist 59 Assistant Planner II 56 Administrative Specialist 53 Executive Secretary 53 Human Resources Assistant 53 Recreation Coordinator III 53 Senior Account Technician 53 Code Compliance Technician II 51 Account Technician II 51 Active Adult Center Coordinator 51 Assistant Planner 1 51 Deputy City Clerk II 51 Information Systems Technician II 51 Facilities Technician 49 Administrative Assistant 48 Community Services Technician 48 Deputy City Clerk 1 48 Vector/Animal Control Technician 48 Recreation Coordinator II 47 Senior Maintenance Worker 47 Account Technician 1 46 Information Systems Technician 1 46 Administrative Secretary 45 Community Development Technician 45 Code Compliance Technician 1 43 Maintenance Worker III 43 All Non-Competitive Service Positions are exempt from payment of overtime. 50 Resolution No. 2013- Page 3 Competitive Service Positions Salary Range Crossing Guard Supervisor 41 Records Clerk 41 Secretary II 41 Maintenance Worker II 39 Recreation Coordinator 1 39 Teen Coordinator 39 Account Clerk II 38 Account Clerk 1 34 Laborer/Custodian IV 34 Recreation Leader IV 34 Secretary 1 33 Recreation Assistant 32 Maintenance Worker 1 31 Receptionist 31 Office Assistant III 29 Office Assistant II 24 Hourly Positions** Salary Range Program Director 32 Recreation Leader III 32 Senior Nutrition Coordinator 32 Intern 30 Laborer/Custodian III 28 Recreation Leader II 22 Office Assistant 1 20 Laborer/Custodian II 18 Clerical Aide/Crossing Guard 18 Crossing Guard 18 Box Office Cashier 14 Clerical Aide II 14 Recreation Leader 1 14 Laborer/Custodian 1 10 Clerical Aide 1 6 Recreation Aide 6 SECTION 2. The corresponding salaries for the ranges established in Section 1 of this resolution are attached hereto and incorporated herein as the"Hourly Salary Schedule" Table. The Bi-Weekly Salary for each range may be 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 may be 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 may be calculated by multiplying the Hourly Salary by two thousand eighty(2,080)hours. The"Bi-Weekly Salary Schedule"and ** An employee in a designated hourly position may be hired as regular part-time, consistent with the definition in the City's Personnel Rules. 51 Resolution No. 2013- Page 4 "Monthly 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. 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 - Three percent(3.0%)of gross base salary, Department Head positions—two and one-half percent (2.5%) of gross base salary, and all other Management and 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. 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 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. SECTION 6. Longevity pay compensation shall be paid to qualified regular full- time and part-time employees, 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 consistent with the qualification requirements approved in a City Council adopted management benefits resolution as follows: 52 Resolution No. 2013- Page 5 Department Heads and City Manager 61 to 120 Months of service — one percent (1.0%) 121 to 180 Months of service — one and one-half percent (1.5%) 241 to 300 Months of service —two and one-half percent (2.5%) 301 or more Months of service — three percent (3.0%) 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%). SECTION 7. Implementation of salary adjustments for positions noted in Section 1, herein, shall be limited by the performance review system. Employees shall be evaluated prior to their anniversary date, and salary adjustments shall be effective as of the first day of the pay period in which the anniversary date occurs. SECTION 8. The implementation of this Salary Plan shall be effective beginning with the paycheck dated July 19, 2013. SECTION 9. Resolution No. 2010-2963 is hereby rescinded in its entirety upon the effective pay period for this revised Salary Plan (paycheck dated July 19, 2013). SECTION 10. 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 day of June, 2013. Janice S. Parvin, Mayor ATTEST: Maureen Benson, Assistant City Clerk Exhibit A: Salary Schedules (Hourly, Bi-weekly, and Monthly) 53