HomeMy WebLinkAbout4.09 Personnel System CITY CLERK
File # 0700-20
AGENDA STATEMENT
CITY COUNCIL MEETING DATE: April 4, 2000
SUBJECT:
Revisions to the Personnel System
Report Prepared by: Julie Carter, Assistant to the City Manager
ATTACHMENTS:
1. Resolution Establishing a Salary Plan for Full-Time Personnel
2. Resolution Amending the Classification Plan for Full-Time
Personnel
3. Resolution Amending the Benefit Plan
4. Resolution Fixing Employer's Contribution Rate Under the
Public Employees' Medical and Hospital Care Act and
Rescinding Resolution 4-93
RECOMMENDATION:
Adopt Resolutions.
Authorize City Manager to transfer funds from the Contingent
Reserve into the appropriate accounts for costs associated with
amending the employer's contribution rate for medical insurance
premiums.
FINANCIAL STATEMENT:
Sufficient funds have been included in the City's Contingent
Reserve to cover cost for Fiscal Year 1999/2000. Future costs will
be included in the Fiscal Year 2000-2001 budget to cover the costs
associated with salary and benefit changes.
DESCRIPTION: The City's personnel system is governed by several documents.
Each document addresses a specific set of issues. The Staff report identifies proposed changes to the
City's current personnel system. As discussed below, these proposed adjustments are based on several
factors, including a comprehensive survey of other agencies and discussions with City employees.
SALARY RANGE ADJUSTMENTS
Included in the City's personnel system are resolutions that address salary ranges for part-time and full-
time' personnel. The attached salary plan for full-time personnel (Attachment 1) contains proposed salary
ranges for the City's full-time regular employees. The salary ranges provide a minimum and maximum
salary to be paid for each position. The proposed salary ranges are based on market conditions
determined by a comprehensive survey of comparable positions in similar agencies. Each year, the City
Manager's Staff conducts a wage and benefit survey of approximately 40 Bay Area local government
agencies. This is performed in an effort to keep the City's wage and benefit structure competitive with the
market in which the City competes for labor. The recommended salary ranges also take into account the
relationship of each position to others in the organization (e.g., the relationship between Assistant,
Associate and Senior Planner).
COPIES TO:
ITEM NO.
The City of Dublin utilizes a pay-for-performance system. Thus, all movement within the salary range is
based on performance. The proposed modifications to the Salary Plans do not automatically increase
actual salaries. Employees' salaries can only be adjusted upon completion of a satisfactory or better
performance review. Thus, modifications to the Salary Plans will typically impact salaries at the time of a
performance review. The new salary range values are effective July 1, 2000.
It is also recommended that the City delete the classification of Assistant City Manager/Administrative
Services Director, which is not currently used and was replaced with a Council approved Administrative
Services Director classification. In addition, this year, Staff is proposing that two positions be re-titled to
more accurately reflect their market classification. The proposed positions and title changes are as
follows:
Old Title New Proposed Title
Administrative Assistant Administ/ative Analyst II
Management Assistant Administrative Analyst I
These are title changes only. There are no adjustments to the job description. The attached resolution
(Attachment 2) will authorize the classification title changes.
The City Manager and his Staff have met with all regular emPloyees to discuss the proposed salary
ranges. Based on these discussions and on the market survey, Staff recommends that the City Council
adopt the attached resolutions.
BENEFIT PLAN CHANGES
The City's Personnel System Rules require the City Council to adopt a Benefit Plan. The Plan provides a
summary of the City's benefit program including medical, dental, life and disability insurance, retirement,
holidays, car allowance and travel expenses, and participation in deferred compensation and credit union
programs. Once again, the City Manager's Staff has conducted a market survey comparing the City's
Benefit Plan to the market average. In addition, the City Manager has discussed the benefits with City
employees. The following outlines the section of the Benefit Plan where the change is proposed. All
remaining sections would remain intact.
Medical Insurance - The City currently contracts with the Public Employees' Retirement System (PERS)
for the provision of health plans due to the number of part¥ipating agencies. PERS allows each
participating agency to designate the amount to be contributed by the employer. Presently, the City
contributes up to $443 per month per employee/retire for medical insurance. As of January 1, 2000, the
City experienced an increase in health plan premiums. Consequently, a number of health plans in which
City employees are presently enrolled now exceed the City's maximum contribution. A resolution
increasing the City's contribution to a maximum of the three-party Kaiser premium is attached
(Attachment 3). There would continue to be health plans, which exceed the City's maximum
contribution, and this amount would be paid for through payroll deductions.
In addition to amending the City's Benefit Plan to increase the City's contribution, it is also necessary to
adopt a separate resolution increasing the employer's contribution under the Public Employees' Medical
and Hospital Care Act. The attached resolution (Attachment 4) increases the City's contribution from
$443 per month to the three-party Kaiser premium and rescinds Resolution No. 4-93. The proposed
increase represents an 8% increase in the City's maximum contribution. The City's medical contribution
was last adjusted in November 1993. Based on current enrollment, the estimated cost to the City to
increase the health contribution would be $7,530 per year. The proposed increase would be effective with
the May 1, 2000 premium.
Staff recommends that the City Council review the proposed modifications to the City's Personnel System
and adopt the necessary resolutions as attached to this report.
· RESOLUTION NO. - 00
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
ESTABLISHING A SALARY PLAN FOR FULL-TIME PERSONNEL
IN ACCORDANCE WITH THE PERSONNEL RULES
WHEREAS, the City Council has adopted a Salary & Benefit Plan pursuant to the Personnel System
Rules; and
WHEREAS, the City Council adopted Resolution No. 64-97 and subsequent amendments which
establish a Salary Plan for full-time personnel in accordance with the Personnel Rules; and
NOW, THEREFORE, BE IT RESOLVED that the following salary provisions shall be established in
accordance with the City's Personnel System Rules.
BE IT FURTHER REsoLVED that any previous enacted salary provisions contained in Resolution No.
64-97 and subsequent amendments shall be superseded by this Resolution.
ARTICLE I: SALARY PROVISIONS
SECTION A: REGULAR EMPLOYEES EXEMPT FROM FAIR LABOR STANDARDS ACT
(FLSA) OVERTIME PROVISIONS
Employees covered under this Section shall be paid a monthly salary within the following ranges with the
exclusion of any Performance Pay Adjustment granted in accordance with the Personnel Rules. IN THE EVENT
THAT IT IS DEEMED BY THE CITY MANAGER TO BE IN THE BEST INTEREST OF THE CITY~ TEMPORARY APPOINTMENTS OF NO MORE
THAN 6 MONTHS~ WHERE THE WORK ASSIGNMENTS ARE SUCH THAT THEY CAN BE COMPLETED WITH LESS THAN A 40 HOUR WORK
WEEK, MAY BE APPROVED BASED UPON THE HOURLY RATES. THE TOTAL SALARY PAID FOR SUCH WORK SHALL NOT BE LESS THAN
THE "SALARY TEST" REQUIRED FOR AN EXEMPTION UNDER FLSA.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Analyst II
Administrative Services Director
Assistant Civil Engineer
Assistant to the City Manager
Associate Civil Engineer
Associate Planner
Building Official
City Clerk
Community Development Director
*Computer Systems Specialist
Economic Development Director
Finance Manager
Information Systems Manager
Parks & Community Services Director
Parks & Facilities Project Manager
*Planning Director
Public Works Director/City Engineer
Recreation Supervisor
Senior Civil Engineer
Senior Planner
*Classification is currently not used
$4,128
$7,582
$4,386
$5,316
$5,093
$4,404
$6,019
$4,913
$7,255
$4,128
$5,658
$5,316
$5,316
$6,914
$5,316
$5,710
$7,524
$4,040
$5,658
$5,128
$5,160
$9,478
$5,482
$6,645
$6,366
$5505
$7524
$6141
$9.069
$5.160
$7.073
$6,645
$6,645
$8,642
$6,645
$7,138
$9,405
$5,050
$7,073
$6,410
$23.82 $29.77
$43.74 $54.68
$25.30 $31.63
$30.67 $38.34
$29.38 $36.73
$25.41 $31.76
$34.73 $43.41
$28.34 $35.43
$41.86 $52.32
$23.82 $29.77
$32.80 $40.81
$30.67 $38.34
$30.67 $38.34
$39.89 $49.86
$30.67 $38.34
$32.94 $41.18
$43.41 $54.26
$23.31 $29.13
$32.64 $40.81
$29.58 $36.98
ATTACHMENT
SECTION B: REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF FLSA.
Employees covered under this Section shall be paid hourly wages within the following ranges with the
exclusion of any Performance Pay Adjustment granted in accordance with the Personnel Rules. The monthly
salaries are shown for informational purposes only.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Aide
Administrative Analyst I
Administrative Secretary
Assistant Planner
Community Safety Assistant
Engineering Technician I
Engineering Technician II
Finance Technician I
Finance Technician II
* Heritage Center Director
Information Systems Technician
Office Assistant I
Office Assistant II
Preschool Instructor
Public Works Inspector
Recreation Coordinator
Recreation Technician
Secretary
$3,411
$3,715
$3,102
$3,895
$3 895
$3 375
$3 712
$2 791
$3 102
$3 401
$3 162
$2 182
$2 424
$1 874
$3,820
$3,401
$2,649
$2,791
$4,264 $19.68 $24.60
$4,644 $21.43 $26.79
$3,877 $17.90 $22.37
$4,869 $22.47 $28.09
$4,869 $22.47 $28.09
$4,219 $19.47 $24.34
$4,640 $21.42 $26.77
$3,489 $16.10 $20.13
$3,877 $17.90 $22.37
$4,251 $19.62 $24.53
$3,952 $18.24 $22.80
$2,727 $12.59 $15.73
$3,030 $13.98 $17.48
$2,342 $10.81 $13.51
$4,775 $22.04 $27.55
$4,251 $19.62 $24.53
$3,311 $15.28 $19.10
$3,489 $16.10 $20.13
*Classification currently not used.
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2000.
PASSED, APPROVED AND ADOPTED this 4th day of April, 2000.
AYES:
NOES:
ABSENT:
ABSTAIN:
ATTEST:
Mayor
City Clerk
H:\CC-MTGS\RESO-2000$.doc
RESOLUTION NO. - 2000
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
AMENDING THE CLASSIFICATION PLAN FOR FULL-TIME PERSONNEL
WHEREAS, in accordance with the City's Personnel System Rules, the City Council adopted
Resolution No. 30-84 and subsequent resolutions which comprise the Classification Plan; and
WHEREAS, it is necessary to periodically add, change and delete job descriptions from the
Classification Plan.
NOW, THEREFORE, BE IT RESOLVED that Resolution No. 30-84 and subsequent resolutions
shall be further amended to delete the position of Assistant City Manager/Administrative Services
Director; change the title of the job description for Administrative Assistant to Adminstrative Analyst II;
and change the title of the job description for Management Assistant to Administrative Analyst I.
BE IT FURTHER RESOLVED that this document shall become part of the official Classification
Plan for the City of Dublin, and that the changes contained herein shall be effective July 1, 2000.
PASSED, APPROVED AND ADOPTED this 4th day of April, 2000.
AYES:
NOES:
ABSENT:
ABSTAIN:
ATTEST:
Mayor
City Clerk
ATTACHMENT 2
RESOLUTION NO. - 2000
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
AMENDING THE BENEFIT PLAN
WHEREAS, the Personnel System Rules require the City Council to adopt a Benefit Plan; and
WHEREAS, the Benefit Plan prescribes the current benefits provided to employees by the City.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Dublin hereby
amends Resolution No. 109-91 and subsequent amendments to include the following:
Section 2: Medical Insurance: All City employees who are members of the Public Employees'
Retirement System (PERS) shall be eligible to select from plans administered by the Public Employees'
Medical and Hospital Care Act.
Beginning with the May 1, 2000 premium, the City of Dublin will contribute a maximum of up to
the three-party Kaiser premium, exclusive of administrative charges, towards medical insurance.
If the cost of coverage exceeds the amount of the City contribution, the additional cost will be paid
by the employee through payroll deductions or at the employee's option to the extent allowed by
Section 4 o£the Benefit Plan.
PASSED, APPROVED AND ADOPTED this 4th day of April, 2000.
AYES:
NOES:
ABSENT:
ABSTAIN:
ATTEST:
Mayor
City Clerk
ATTACHMENT 3
RESOLUTION NO. - 2000
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
FIXING THE EMPLOYER'S CONTRIBUTION UNDER THE PUBLIC EMPLOYEES'
MEDICAL AND HOSPITAL CARE ACT
WHEREAS, Government Code Section 22825.6 provides that a local agency contracting under the
Public Employees' Medical and Hospital Care Act shall fix the amount of the employer's contribution at
an amount not less than the amount required under Section 22825 of the Act; and
WHEREAS, The City of Dublin is a local agency contracting under the Act;
WHEREAS, on January 11, 1993, the City Council adopted Resolution No. 4-93 fixing the
employer's contribution at $443 per month; and
WHEREAS, various health plans offered by the Act have increased premiums due to cost
increases within the health care industry.
NOW, THEREFORE, BE IT RESOLVED that the employer's contribution for each employee or
annuitant shall be the amount necessary to pay the cost of his/her enrollment, including the enrollment of
his/her family members, in a health benefit plan, up to the three-party Kaiser premium plus administrative
fees and Contingency Reserve Fund assessments.
BE IT FURTHER RESOLVED that the contribution shall begin with the May 1, 2000 premium
and that Resolution No. 4-93 shall be rescinded.
PASSED, APPROVED AND ADOPTED this 4th day of April, 2000.
AYE S:
NOES:
ABSENT:
ABSTAIN:
ATTEST:
Mayor
City Clerk
ATTACHMENT 4