PREPARED BY: ALICIA SOUTHERN DATE OF MEETING: 04/05/21
SUBJECT:
TITLE
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN PABLO AMENDING THE CITY’S CLASSIFICATION AND COMPENSATION PLAN FOR FY 2020/21 BY (1) REVISING THE REQUIREMENTS FOR THE POLICE CAPTAIN POSITION; AND (2) RE-TITLING AND REVISING OF THE ADMINISTRATIVE SERVICES DIRECTOR TO DIRECTOR OF FINANCE
Label
CITY MANAGER RECOMMENDATION
Recommendation
Adopt Resolution
Body
Compliance statements
Adoption of the proposed Resolution is essential to advancing the current policy item: Future Labor Relations Concessions & Partnerships in the Policy Area: Fiscal Sustainability in the FY 2021-23 City Council Priority Workplan, effective March 15, 2021.
CEQA Compliance Statement
This is not a project as defined by CEQA.
BACKGROUND
The City Council adopted a quadrennial General Fund Operating Budget on June 19, 2017 for the period FY 2018-21. The proposed amendments to the Classification and Compensation Plan (hereafter referred to as “the Plan”) are generally consistent with the City Council’s already approved budget in relation to staffing and salaries. Furthermore, under San Pablo Municipal Code Sections 2.04.140, 2.04.220, and 2.48.010 the City Manager is the administrative head of government and maintains the authority of preparing a salary plan as a component of the City’s Personnel System for submittal to the City Council for adoption annually.
Due to unforeseen vacancies from employee attrition and retirements, ongoing employee labor relations agreements, and/or labor market and operational efficiencies, the City Manager may recommend specific amendments to the adopted Plan to ensure City operational efficiency and service delivery. The Plan delineates procedures and schedules for future updates to ensure appropriate staffing levels are maintained and that salaries remain competitive in relation to the surrounding labor market and in line with the City Council’s approved budget.
CMO/HR Staff has routinely conducted audits and appraisals as authorized above. No additional FTEs are being proposed with this Proposed FY 2020/21 Plan Amendment.
Proposed Amendments
Revision of Police Captain.
On December 18, 2017, City Council adopted Resolution 2017-232 on the regular agenda to increase retention by adopting a reorganization of the Police Department recommended by an outside consultant to more appropriately distribute the workload and enhance overall departmental efficiency by: eliminating three (3) Police Commander classifications and adding two (2) Police Captain classifications and three (3) Police Lieutenant classifications, amongst other recommended changes.
One of the Police Captain classifications was filled in February 2019. There is currently an open recruitment for the other Police Captain position. While going through the recruitment process for this position, it became clear that the minimum requirements for recruiting for this position had to be updated to reflect the current Police Department command structure and account for required California Peace Officer Standards and Training (POST) Certificates.
The changes above will not result in any FTE changes for the remainder of FY 2020/21 or FY 2021/22.
Revision and Retitling of Administrative Services Director to Director of Finance.
On December 18, 2017, City Council adopted Resolution 2017-232 on the regular agenda to move operational oversight of the Information Technology Department under the Finance Director, who had been providing oversight since the retirement of the Information Technology Manager in December of 2016. At that time, the Finance Director position became the Administrative Services Director and the Finance Department became the Administrative Services Department. The City has since hired an Information Technology Manager in November of 2019.
With the resignation of the Administrative Services Director effective April 15, 2021, the City has an opportunity to further consolidate work and increase internal operational efficiencies. Before recruiting to fill the Administrative Services Director position, Human Resources studied the current staffing levels, the complexity of the work being performed, and the type of projects and programs that are currently processed by employees in the Administrative Services Department. The results indicate that the Department could be better served by reclassifying and consolidating the information technology functions into the current Assistant City Manager classification, and by transferring the information technology function from the Administrative Services Department to the City Manager’s Office. This will facilitate sharing resources and will more effectively staff the Department to deal with complex City-initiated and privately funded technology projects as well as ongoing projects and programs. This reorganization and reclassification approach will result in better Departmental effectiveness.
The recommended segregation of the Information Technology functions with the Information Technology Manager reporting directly to the Assistant City Manager and leaving the remaining finance functions with a new Finance Department results in the following staffing changes:
• Reclassify the Administrative Services Director position to a new position Director of Finance
The changes above will not result in any FTE changes for the remainder of FY 2020/2 or FY 2021/22.
FISCAL IMPACT
Both the proposed revisions of the Police Captain and Director of Finance classifications to the Plan will be budget neutral; and, not result in any new FTE cost impacts for FY 2020/21 or FY 2021/22.