HomeMy WebLinkAboutAgenda Report - November 2, 1988 (50)oAk
COUP+CIL C0MMUNICAT_0N
TO: THE CITY COUNCIL
FROM: THE CITY MANAGERS OFFICE
COUNCIL MEETING DATE
November 2, 1988
SUBJECT: ADOPT RESOLUTION APPROVING CLASS SPECIFICATIONS AND SETTING SALARY RANGE FOR
THE POSITION OF PERSONNEL ANALYST
PREPARED RY: City Manager
RECOMMENDED ACTION: That the City Council authorize the addition to the
work force of the position of Personnel Analyst, and
approve the class specifications and salary range for
same.
BACKGROUND INFORMATION: W have been aware for some time that the City's
personnel office was understaffed. However, for
various reasons w decided to postpone the request
for additional staffing. At the time w launched the
recruitment fcr a new Personnel Director w advised the City Council that one of
the first assignments of the person hired would be to evaluate the existing
operation and staff and then recommend appropriate action where attention was
needed. The attached mum (Exhibit A) prepared by the Assistant City Manager
summarizes the situation at this point and supports the recommendation that this
position. Also attached (Exhibit B) is a copy of the recommended class
specifications. The Assistant City Manager's mum presents the recommended
control point based on supervisory differential. This results in a first -step
total compensation o f :
A B C D E
$2,241 $2,353 $2,470____T2_,594 $2,724
Included in the attached memo are the results of a
survey of nine valley cities in which the number of analysts in each city is
listed. The analyst positions are in addition to the department head (Personnel
Director) position. I agree with the Assistant City Manager's sentiment that
such a request should be considered as part of the overall budget review
process. However, I don't believe it to be in the City's best interest to wait
until then. Such a schedule would mean that we would not have this filled until
about a year from now. Filling this position now will provide a level of
service to which job applicants, employees, retired employees, department heads
and the public in general are entitled.
City Council approval of this new position will add
significantly to the efficient operation of this important segment of the City's
organization.
Respectfully submitted,
Thomas A. Peterson
City Manager
TAP :br
Attachments
COUNC464
0 911 IN
M E M 0 R A N D U til
TO : City Manager
FROM: Assistant City Manager
DATE : October 13, 1988
SUBJ : Addition of Personnel Analyst
W have known for some time that the staffing in the Personnel Office is
inadequate. The decision was made not to add additional professional staff
until vie had a better idea of how the staff trill be used and the functions to be
performed.
Joanne Narloch has now been on board for two months; rrnrh of that time has been
spent with department heads to determine the services which need to be performed
to meet their needs and reviewing the polices and procedures in the personnel
operation. The major deficiency Joanne has identified, and one that Ae all
suspected, is that vie have no formalized personnel policies and procedures,
resulting in a "seat of the pants" operation.
There i s currently no position control system in place. Our recruiting and
selection procedures have provided a generally high quality work force.
However, w have not followed legal guidelines and have run the risk of...
violating laws relative to equal employment opportunities. A policy needs to be... .
developed on requesting and conducting classification studies and procedures.
In the area of discipline our record is less than stellar. Joanne is now
providing guidance in handling such actions as the need arises.
W have no performance appraisal system; records are kept manually or using the.,
word processor; employee and supervisory training in the areas of sexual; .
harassment, discrimination, affirmative action, discipline, etc. are not being .%....:'::::.
addressed.
In addition to the ongoing duties of administering and directing personnel
functions, there is an immediate need to develop and write a set of modern day,.: °:..
ersonnel r les and a ersonnel olic and roced res manual and t o be in the
F u p p y p u g
process of automating the personnel functions.
Addition of Personnel Analyst
October 13, 1988
Page - 2 -
There is a critical need for an additional professional level staff person to
work in the area of recruitment, selection, classification and affirmative
action. I recognize this should be handled as a budget request in the next
budget. However, me need to begin upgrading this critical area now.
W have surveyed staffing levels and salaries in other personnel offices. The
results are surnmarized below.
This averages one analyst per 241 employees. The City of Lodi now has 367
budgeted positions.
An external comparison of these same cities shows the man salary to be
$2,916.00. I have trouble with the small number of positions surveyed and
prefer to use internal alignments. The differential between department heads
and their assistants is between 70 and 75%.
Community Development Director - Chief Building Inspector 72.7
Finance Director - Assistant Finance Director 73.1
Parks & Recreation Director - Recreation Superintendent 69.3
Public Works Director - Chief Civil Engineer 70.3
Attached is a proposed class specification for a Personnel Analyst. A salary
level equal to 71.5% of the Personnel Director control point would be $2,724 per
month. This salary is near that of the Accountant II position which has the
same education and experience criteria.
erry L. Glenn
Assistant City Manager
LG =br
Attachment
ACMMEM68
Number of
Per Number
City
------------------
Analysts
of Employees
Salary
. Chico
1
268
2,983
. Modesto
3
940
$3,418
. Redding
2
560
2,475
. Roseville
3
486
2,760
. Stockton
4
1,400
3,355
. Tracy
1
250
2,798
. Vacaville
1
320
2,642
. Visalia
4
400
3,418
. West Sacramento
1
205
2,817
This averages one analyst per 241 employees. The City of Lodi now has 367
budgeted positions.
An external comparison of these same cities shows the man salary to be
$2,916.00. I have trouble with the small number of positions surveyed and
prefer to use internal alignments. The differential between department heads
and their assistants is between 70 and 75%.
Community Development Director - Chief Building Inspector 72.7
Finance Director - Assistant Finance Director 73.1
Parks & Recreation Director - Recreation Superintendent 69.3
Public Works Director - Chief Civil Engineer 70.3
Attached is a proposed class specification for a Personnel Analyst. A salary
level equal to 71.5% of the Personnel Director control point would be $2,724 per
month. This salary is near that of the Accountant II position which has the
same education and experience criteria.
erry L. Glenn
Assistant City Manager
LG =br
Attachment
ACMMEM68
PERS, ANALYST
nF'FrnlrmrrW,
October 13, 1988
Under the general direction of the Personnel Director, to perform
professional personnel work in a variety of areas including
recruitment and selection, labor relations, classification, salary
aaninistration, training, benefits, affirmative action and employee
assistance, workers' ompensation, and to perform other related work
as required.
DISTINGUISHING CHARACTERISTICS:
This is a journey -level class and performs technical personnel work.
Incumibents of this class are expected to carry out their as..-ignments
without detailed instructions or guidance. Incumbents are expected to
be independently responsible for particular duties far which
guidelines have been established.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction frrin the Personnel Director.
May exercise indirect supervision over assigned clerical Pel.
E CAMPLES OF DUTIES:
Perfazzm professional personnel work in a variety of personnel program
areas including recruituent, administration of exams, Affirmative
Action, training, employee selection, classification, salary
administration, and workers' oaapensation.
Plan and coordinate recruitments; prepare job anuuncements; advertise
jobs through various media forms; and accept and screen employment
applications.
Administer and score examinations; establish eligibility lists.
Provide information and interpretation regarding city personnel rules,
regulations and prr.<cedures.
perform job audits and analyses of individual positions, classes, and
series of classes.
Conduct salary and fringe benefit surveys.
Provide staff assistance relating to labor relations.
CO
Assist in-insesvice training and other related programs, including
employee orientation.
Work with departments on personnel problems, staffing needs, and
interruption of personnel policies and procedures.
Prepare correspondence.
Participate in special projects as assigned,
Input and retrieve data frcm ocaputer system.
Perform related duties as assigned.
QUALIFICATMZ:
Knowledge of:
Principles and techniques of recruitment and selection of personnel
including job analysis, test development, and validation methodology.
Applicable Federal and State laws and regulations.
Employee relations and discipline.
Interviewing theory and practices.
Methods used in the development and administration of position
classification and compensation plans.
Fundamental principles and practices of public personnel
administration.
Current trends in personnel administration.
Methods of basic statistical analysis.
Legislation pertaining to equal employment and affirmative action
programs.
Ability to:
Analyze, collect and interpret data and utilize it in malting clear and
concise reports
Perform job audits and write class specifications
Interpret and apply rules and regulations
Establish and maintain effective working relationships w it h dot
officials, employees, and the public
0
Experience and Education:
Experience: one year of experience performing professional level
personnel work.
Education: A Bachelor's degree frau an aamiedited college or
university with major course work in public adninistration, political
science, business administration, or a closely related field.
Fa
RESOLUTION NO. 88-155
ia
A RESOLURON OF THE LOCI CITY COUNCIL,
APPROVING CLASS SPECIFICATIONS AND SETTING SALARY RANGE
FOR THE POSITION OF PERSONNEL ANALYST
RESOLVED, that the City Council of the City of Lodi does hereby
approve class specifications for the position of Personnel Analyst, as
shown on Exhibit A attached hereto and thereby made a part hereof.
BE IT FURTHER RESOLVED that the City Council of the City of Lodi
does hereby establish the salary range for Personnel Analyst as follow:
A B C D E
$2,241 $2,353 $2,470 $2,594 $2,724
Dated: November 2, 1988
I hereby certify that Resolution No. 88-155 was passed and
adopted by the City Council of the City of Lodi in a regular
meeting held November 2, 1988 by the following vote:
Ayes : Council Members -
Noes : Council Members -
Absent: Council Members -
Alice M. Reimche
City Clerk
CM
DEFINITION=
PERS, ANALYST
M0
November 2, 1988
Under the general direction of the Personnel Director, to perform
professional personnel work in a variety of areas including -
recrui.tment and selection, labor relations, classification, salary
administration, training, benefits, affirmative action, employee
assistance, workers' compensation, and to perform other related work
as required.
DISTINGUISHING CHARACTERISTICS:
This is a journey -level class and performs technical personnel work.
Incumbents of this class are expected to carry out their assignments
without detailed instructions or guidance. Incumbents are a -ted to
be independently responsible for particular duties for which
guidelines have been established.
Receives general direction from the Personnel Director.
May exercise indirect supervision over assigned clerical personnel.
EXMPLES OF DUTIES:
Plan and coordinate recruitments; develop job announcements and
supplemental questionnaires, advertise jobs through various media
forms; and accept and screen employment application materials.
Develop, administer and score examinations; establish eligibility
lists.
Interview candidates and chair qualifications appraisal panels.
Provide information and interpretation regarding City personnel rules,
regulations and procedures.
Perform job audits and analyses of individual positions, classes, and
series of classes.
Write classification specifications, examination documentation, and
other reports as assigned.
M
Provide staff assistance relating to labor relations.
Assist in coordinating in service training and other related programs,
including employee orientation.
Work with departments on personnel problems, staffing meds, and
interruption of personnel policies and procedures.
Prepare correspondence.
Participate in special projects as assigned.
Input and retrieve data from canputer system.
Perform related duties as assigned.
QUALIFICATIMS:
Knowledge of:
Principles and techniques of recruitment and selection of personal
including job analysis, test development, and validation methodology.
Applicable Federal and State laws and regulations.
Employee relations and discipline.
Interviewing theory and pra&-ices.
Methods used in the development and administration of position
classification and compensation plans.
Fundamental principles and practices of public persormel
administration.
Current trends in personnel administration.
Methods of basic statistical analysis.
Legislation pertaining to equal employment and affirmative action
programs.
Ability to:
Analyze, collect, and interpret data; utilize it in waking clear and
concise reports.
Perform job audits and write class specifications.
Interpret and apply rules and regulations.
Establish and maintain effective working relationships w i t h department
officials, employees, and the public.
Go
Experience and Educaticn:
Any combination equivalent to experience and education that would
likely provide the required knowledge and abilities would be
qualifying. A typical combination is:
Experience: One year of experience performing professional level
personnel work.
Education: A Bachelor's degree from an accredited college or
university with major course %,aark in public adninistrati.on, political
science, business adn nistration, or a closely related field.
PERSANAL/TXTA,. Q4P
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