HomeMy WebLinkAbout55B - RESO - AMEND CLASSIFICAITONStW-
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REQUEST FOR
COUNCIL ACTION
$°"° ° u
CITY COUNCIL MEETING DATE:
CLERK OF COUNCIL USE ONLY:
SEPTEMBER 16, 2014
TITLE:
APPROVED
PROPOSED AMENDMENT TO
❑ As Recommended
CLASSIFICATION AND
❑ As Amended
❑ Ordinance on 1 Reading
COMPENSATION PLAN AND
❑ Ordinance on 2nd Reading
ANNUAL BUDGET
❑ Implementing Resolution
❑ Set Public Hearing For
CONTINUED TO
FILE NUMBER
CITY MANAGER
RECOMMENDED ACTION
Adopt a resolution that amends the City's Basic Management Classification and Compensation
Plan (Resolution No. 91 -066) and amends the Fiscal Year 2014 -15 Annual Budget to reduce the
compensation level of three job classifications.
DISCUSSION
The Personnel Services Department periodically reviews the compensation levels assigned to City
job classifications to ensure continued market competitiveness and alignment with industry
standards. Recently, three vacant middle management job classifications in the Community
Development Agency were examined in this process: Housing Division Manager (MM), Economic
Development Manager (MM), and Community Development Manager (MM). A survey of several
Orange County cities indicated that each of these job classifications is over - compensated in this
labor market. Further, a compensation analysis completed by an outside consultant earlier this
year confirmed the recent data analysis and supported a conclusion that certain middle
management job classifications in the City are over-compensated in relation to comparable
positions in other agencies.
In order to evaluate internal equity, the compensation levels of these three classifications were
compared to middle management classes in the City with similar responsibility and authority, and
again it was determined that the three classes are over - compensated. As a result, the Executive
Director of Personnel Services is proposing a 10% reduction in compensation for the subject job
classifications. This adjustment will place these classes at a level standard for many middle
management job classifications in the City and will retain a highly competitive compensation
structure in the respective professions.
STRATEGIC PLAN ALIGNMENT
Approval of this item allows the City to meet Goal #4 — City Financial Stability, Objective #1,
Maintain a stable, efficient and transparent financial environment and Goal #7 — Team Santa Ana,
Proposed Amendment to Classification and Compensation Plan and Annual Budget
September 16, 2014
Page 2
Objective #4, Establish employee compensation that attracts and retains a highly qualified
workforce.
FISCAL IMPACT
There is no fiscal impact associated with this action as the three job classifications are currently
vacant.
Edward Rays
Executive Director
Personnel Services Department
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RESOLUTION NO. 2014-
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SANTA ANA TO AMEND RESOLUTION NO. 91 -066 TO
ADJUST THE SALARY FOR THREE FULL TIME MIDDLE
MANAGEMENT CLASSIFICATION TITLES IN THE CITY'S
BASIC CLASSIFICATION AND COMPENSATION PLAN.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS
FOLLOWS:
Section 1: The City Council hereby finds, determines and declares as follows
A. Section 1004, Article X of the City Charter of the City of Santa Ana
requires the City Manager to prepare, install and maintain a position
classification and pay plan subject to civil service rules and regulations
and the approval of the City Council.
B. On July 1, 1991, the City Council passed and adopted Resolution
No. 91 -066, re- establishing the Basic Classification and Compensation
Plan for classifications of employment designated as unrepresented
Executive Management (EM) and Middle Management (MM).
C. It is the City's practice to assign job titles that reflect the duties and
responsibilities of the classification and are consistent with other
classifications within the City's organization structure as well as
comparable job titles in the labor market, while maintaining internal pay
equity relationships and attracting and retaining qualified candidates.
D. The Executive Director of Personnel Services proposes to adjust the
salary level for three (3) middle management classifications in order to
more closely reflect compensation practices in the labor market and to
properly align the compensation level of these classifications with the
compensation of other middle management classifications in the City.
E. It is now desired to amend Council Resolution No. 91 -066, as amended, to
effect these changes.
Section 2: That Section 3B Middle Management Classifications of Resolution
No. 91 -066, as amended, be further amended by providing salary adjustments for the
following three (3) full time classification titles at the monthly seventeen -step salary rate
ranges as indicated:
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Classification Title
Community Development
Manager (MM)
Economic Development
Manager (MM)
Housing Division Manager (MM)
17 -Step Salary Rate Range Effective 9/16/14
FROM TO
SRR Min -Max SRR Min -Max
MM -26 $9051 - $13433 MM -22 $8200 - $12172
MM -26 $9051 - $13433
MM -26 $9051 - $13433
MM -22 $8200 - $12172
MM -22 $8200 - $12172
Section 3: That except as amended by this Resolution, all other provisions of
Resolution No. 91 -066, as amended, shall remain in full force and effect.
2014.
Section 4: This Resolution shall be operative from and after September 16,
ADOPTED this 16th day of September, 2014.
Miguel A. Pulido
Mayor
APPROVED AS TO FORM:
Sonia R. Carvalho
City Attorney
By:
Joseph Straka
Assistant City Attorney
AYES:
NOES:
ABSTAIN:
NOT PRESENT:
Councilmembers
Councilmembers
Councilmembers
Councilmembers
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CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, MARIA D. HUIZAR, Clerk of the Council,
Resolution No. 2014 -_ to be the original
City of Santa Ana on September 16, 2014.
Date:
do hereby attest to and certify the attached
resolution adopted by the City Council of the
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Clerk of the Council
City of Santa Ana
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