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Home My WebLink AboutAgenda Report - September 19, 19837 (P- CITY OF LORI OFFICE OF TF1: CITY C1. RK 7: Honorable Mayor, City Council Menbers aril. Staff Fran: Alice M. Reimche City Clerk Subject:W MANN Special Meeting - Closed Session Di-scussinn Items. DATE: Monday Septl¢sr 19.. 1983 TIME: 7:00 a.m. Enclosed herewith is information pertain�' 7 to items that will be discussed at the September 19., 1983 .xvxvvvv� Y.-vvv vvv Special Meeting os esalon; namely, a) t.ahor Negotiations with Firefighters b) Other Personnel Matters Should you have any questions, please do not hesitate to call this office. Very truly yours, ALICE M. RElIUM City Clerk y' MM x"a i - I 'q1 S �a RALPH ANDERSEN AND ASSOCIATES July 11, 1983 TO: Hank Glaves, City Manager Jerry Glenn, Assistant City Manager FROM: John Shannon, Chuck Doolittle Ralph Andersen & Associates SUBJECT: Position of Community Relations Assistant As part of the Lodi Classification and Compensation Study being con- ducted by us for the City of Lodi, we were asked to review the posi- tion of Community Relations Assistant. This is an unr,lassified position held for approximately three years by Ms. Charlene Lange. We interviewed Ms. Lange on March 10, 1983; this memo reports on our observations and analysis. FACTUAL BACKGRcOUND The Community Relations Assistant position was created about three years ago with primary responsibilities for: . Promoting and coordinating the Community Center project which involves serving as staff for the Old Lodi Union High School Site Foundation . Engaging in special projects related to community interests and community public reiations. A great deal of the position's time is devoted to the Community Cen- ter and Foundation staff role. Evidently, the position has primary responsibility for the Community Center project including fund- raising, program development, and program administration. 1446 ETHAN WAY SUITE 101 SACRAMENTO. CALIFORNIA 95825 (916) 929-5575 July 11, 1983 Page Two Special projects have included: Energy conservation programs . Economic development Slide presentations Recreation programs inn AKIAI vc1c A review of the position may be expressed in terms of the four major job factor evaluative criteria used for all City of Lodi positions in our "whole job" position classification analysis. . KNOWLEDGE AND SKILLS. --The position requires substantial know- ledge of public relations and program management, including fund-raising, communication skills, and administrative skills. The incumbent must lh.a a specific knowledge of the City and the Community Center program (facilities, support groups, and user - groups) to perform its duties. . MANAGEMENT CONTROL --The position has little formal supervisory author y. It has extensive informal supervisory duties in the coordination of volunteers related to the Community Center project. The position is the primary City contact and coor- dinator for Center programs and fund-raising events. DEC ISIUN-MAK LNG --The position works with substantial indepen- dence and ma es frequent programming decisions related to Com- munity Cci rr activity. As staff to the Foundation, the posi- tion is frequently called upon to effectively recommend ac- tions for the Foundation and Center. Special projects also are performed independently with a variable amount of decision- making requ<i-red in each project. WORKING RELATIONSHIPS --Are numerous and diverse. Primary rela Aanships are w th Foundation members, comailunity repre- sentatives and citizens, volunteers, City management staff, and the City Council. July 11, 1933 Page Three ISSUES Based upon our discussion with City management staff and the incum- bent and upon our independent evaluation, the personnel administra- tion issues associated with the Community Relations Assistant posi- tion appear to be as follows: . Reporting relationship is unclear. Does the position "belong to" and report to the City Manager's Office or the City Coun- cil? This confusion is traceable to the circumstances sur- rounding its creation in that the Council played a major role in creating the positron, but is not in a position to provide direct supervision of City staff. What is the primary role for the job? For example, how should special project assignments be determined and what are the limits of the position's responsibilities for the Community Center project? . What is an appropriate salary range for the position? These issues all su99est that the position is "floating" within the City organization without clear context or direction. CONCLUSIONS AND RECOMMENDATIONS Action should be taken to clarify the context and role of the Com- munity Relations Assistant position. Steps toward this end include: . Assign > the position to an office for purposes of supervision and reporting. This is particularly important since the allo- cation of time by the incumbent should receive direction and review from a management position. The logical placement of the position is with the City Manager's Office. . Determine what, if any, long-term role the position will fill. What wilt happen with the position after the Community Center project progresses past the initial development stage? Is there an ongoing need for public relations and special project work? Does the City wish to provide staff support to the School Site Foundation? A structure for position duties should be embodied in a position description. Provide policy support and direction for position activities. The City has invested in the Community Center property and is July 11, 1963 Page Four in partnership with community groups to develop the site and program activities therein. Decisions as to the position's role in the Center project and community group liaison should come from City policymakers and not from the position itself. . Affix a definite salary range to the position reflecting proper internal alignment with other City positions. Pursuant to these recommendations, attached is a proposed class specification for the Community -Relations Assistant position. With regards to salary range, it appears appropriate to internally align the position with either the Administrative Assistant class or the Recreation Supervisor class. Both the Administrative Assistant ($1507-$1831 per month*) and the Recreation Supervisor ($1582-$1923 per month*) classes perform functions of a similar nature to the Community Relations Assistant. On the basis of this internal alignment analysis using the criteria of Knowledge/Skills, Management Control/Decision-Making/and Working Relationships, it is recommended that a salary range of $1507-$1831 per month be adopted for the position. *Represents 9132-83 salary levels plus 4% recently adopted increase. COMLMUNITY RELATIO;6 ASSISTANT DEFINITIOPi CITY OF LODI Engages in a variety of community relations activities including liaison with community interest groups, coordination of public events, and public relations projects; coordinates special projects as assigned. SUPERVISION RECEIVED AND EXERCISED Receives direction from the City Manager and .assistant City Manager. Exercises functional supervision over numerous volunteers involved in projects coordinated by this position. EXIh1PLES OF DUTIES - Duties may include, but are not limited to, the following: Coordinates the activities of community interest groups involved in projects affecting the City, in particular the Foundation supporting. Community Center development and operations, inciuding: goal -setting,, fund-raising, coordina- tion of Center activities, and administrative staff support for the Foundation. Cooruinates rental of unused City buildings. Conducts energy conservation programs. Assists the Economic Development Committee. Prepares slide shows, brochures, and other literature to assist public rela- tions efforts of the City.. Engages in special projects as assigned. Performs related duties as assigned. QUALIFICATIONS Knowledge of: Principles and practices of pubiic relations. Principles and practices of program management and volunteer management. Composition and public interest features of the City of Lodi. Techniques of communication. Fund-raising techniques. CITY OF LUU1 Conununity Relations Assistant (Continued) Ability to: Coordinate and supervise the work of others. Develop and implement community interest programs, fund-raising proj- ects, and special projects. Prepare slide shows, brochures, and other promotional media. Communicate effectively, orally and in writing, including public speak- ing. Establish and maintain effective work relationships; relate well to a variety of community members. Experience and Education Any- combination of experience and education that would likely produce the qualifying knowledge and ability. A typical combination is: Experience- Two years in public relations or program administration involv- ing civic projects. Education: Completion of high school or its equivalent. Licenses and Certificates Possess -Ion of a valid Driver's License issued by the California Department of Motor Vehicles. -41 fi .,y R, I-V U fi I, C U 41 U fi w cO 41 1 ry fi IS cj Aj COMMUNITY DEVELOPMENT 3282 3 FINANCE DIRECTOR 3241 3 FIRE CHIEF 3362 3 POLICE CHIEF 3542 3 PUBLIC WORKS DIR. 3765 3 RECREATION & PARKS DIR. 3020 3 UTILITIES DIRECTOR 3688 3 - ASST. CITY MANAGER 3269 3 ADM. ASSISTANT 2273 2 CITY CLERK 2120 2 CITY ATTORNEY 3512 4 CITY MANAGER 4491 4 COMMUNITY RELATIONS ASST 1655 1 Q� U U fi C U U � w 0 1 ry IS d 4u41 Aj 577 (9.0) 3603 (9.8) 3594 (9.5) 406 (5.1) 3398 (4.8) 3389 (4.6) 591 (6.8) 3621 (7.7) 3676 (9.3) 827 (8.0) 3829 (8.1) 3839 (8.4) 895 (3.41 3930 (4.4) 3923 (4.2) 217 (6.5) 3283 (8.7) 3246 (7..5) 820 (3.6) 3854 (4.5) 3848 (4.3) 459 (5.8) 3419 (4.6) 3429 (4.9) 273 2273 2273 437 (14.9) 2435 (14.9) 2416(14.0) 064 (15.7) 4076 (16.1) 4099(16.7) 622 (2.9) 4594 (2.3) 4524 (0.7) 923 + Reg. Benefits (Ralph Anderson Report) COMMUNITY DEV DIR Santa Maria .Menlo Park Burlingame Monterey Cupertino Newark Santa Cruz Redding Pleasant Hila Union City Los Altos San Luis Obispo *Campbell Merced Davis Belmont Seaside Vacaville Antioch Roseville Pleasanton LODI Lompoc Woodland Petaluma Chico w/o Lodi Average w/o Lodi Avg Q2 & Q3 Median SALARY SURVEY DEPAE'TMEN'T HE•'ADS AUGUST 1983 4328 4317 4097 3920 3906 3906 3878 3874 3775 3703 3661 3630 3594 3550 3499 3435 3430 3419 3389 3304 3298 3282 3057 2975 2854 2620 92,701 89,415 3565 3577 3603 3594 -1- ASST CITY MGR Santa Maria _ 4054 Merced 3935 Monterey 3830 Vacaville 3529 Campbell 3503 Chico 3453 *Lompoc 3429 Los Gatos 3375 Davis 3365 LODI 3269 Santa Cruz 3277 Union City 3139 Novato 3-090 San Luis Obispo 2996 48,244 W/o Lodi 44,975 Average 3446 Average w/o Lodi 3459 Avg Q2 & Q3 3419 Median 3429 FIRE CHIEF Union City Burlingame Campbell Milpitas Vacaville San Luis Obispo Santa Maria San Bruno Santa Cruz Monterey Pacifica Los Altos *Merced Pleasanton Roseville Petaluma Clovis LODI Chico Redding Newark Davis Seaside Lompoc Woodland w/o Lodi Average Average w/o Lodi Avg Q2 & Q3 Median 4278 4050 3982 3935 3873 3871 3844 3838 3791 3770 3766 3750 3603 3521 3489 3370 3366 3362 3347 3320 3242 3203 3066 3057 2861 89,.555 86,193 3582 3591 3621 POLICE CHIEF Menlo Park Union City Santa Maria Pleasanton Burlingame Vacaville Los Catos Pleasant Hill Monterey San Luis Obispo Campbell Milpitas Los Altos Merced Redding *Santa Cruz San Bruno Antioch Belmont Pacifica Davis Newark Uovato Seaside Clovis LODI Chico Petaluma Lompoc Roseville Woodland Average 3676 Average w/o Lodi Avg Q2 & Q3 Median -2- 4532 4411 4334 4199 4170 4104 4083 4080 4060 4044 4025 3899 3880 3857 3851 3827 3751 3744 3726 3667 3657 3612 3600 3592 3550 3542 3453 3373 3322 3304 3102 118,351 114,809 3818 3827 3827 383'9 PUBLIC 11O1iKS DIR. - Burlingame Menlo Park Santa Maria Redding Belmont Union City Pleasanton Newark Merced Campbell Monterey Vacaville *Antioch San Bruno Santa Cruz Pleasant Hill Roseville Chico LODI San Luis.Obispo Clovis Davis Seaside Petaluma - Lompoc Woodland S.ar_atoga W/o Lodi Average Average w/o Lodi Avg Q2 & Q3 Median 4448 431.7 4298 4281 4235 42.10 4096 4076 4072 4025 4020 4018 3942 3904 3878 3851 3846 3781 3765 3:'43 3675 3644 3592 3450 3423 3397 3054 105,041 101,276 3890 3895 3930 3923 -3- RECREATION & PARKS DIR. Santa `7aria 3738 Monterey 3620 Merced 3586 Menlo Park 3552 San Bruno 3357 Santa Cruz 3277 *Redding 3214 Vacaville 3211 Roseville 3087 LODI 3020 Davis 2989 Lompoc 2640 Woodland 2525 41,816 39,786 Average 3217 Average w/o Lodi 3233 Avg Q2 & Q3 3283 Median 3246 FINANCE DIRECTOR Santa Maria 4518 Vacaville 4091, Monterey 3780 Pacifica 3748 Union City 3703 San Bruno 3664 Campbell 3595 Merced 3586 Milpitas 3559 San Luis Obispo 3522 Roseville 3489 Santa Cruz 3443 *Antioch 3389 Pleasant Hill 3376 Davis 3365 Cupertino 3314 LODI 3241 Pleasanton 3236 Saratoga 3234 Seaside 3066 Chico 3062 Clovis 3024 Burlingame 2969 Relding 2960 Woodland 2778 Petaluma 2676 88,388 85,147 Average 3400 w/o Lodi 3406 Avg Q2 & Q3 3398 Median 3389 -4- CITY ATTORNEY Union City 4552 Burlingame 4383 Il;erced 4345 Antioch 4208 Pleasanton 4102 *San Bruno 4099 Monterey 4040 Davis 3932 Chico 3781 San Luis Obispo 3700 Roseville 3562 LODI 3512 48,216 44,604 Average 4018 w/o Lodi 4064 Avg Q2 & Q3 4076 Median 4099 CITY MA14AGER CITY CLC.RK Santa Maria 5537 Menlo Park 3222 Vacaville 5487 *Santa Cruz 2996 Newark 5078 *Santa Maria 2798 Redding 4978 *Los Gatos 2795 Cupertino 4889 *Campbell 2709 Monterey 4875 Cupertino 2533 San Bruno 4864 San Bruno 24.87 Novato 4850 *Monterey 2416 Milpitas 4828 Roseville 2361 Pleasant Hill 4753 Chic, 2345 Merced 4752 *Antioch 2196 San Luis Obispo 4708 LODI 2120 Burlingame 4660 San Luis Obispo 2100 Chico 4539 Novato 2090 Union City 4532 *Woodland 1832 *Los Altos 4517 Petaluma 1674 Campbell 4515 Los Gatos 4500 38,674 Menlo Park- 4500 36,554 Petaluma 4500 Davis 4498 LODI 4491 Average 2417 Belmont 4431 w/o Lodi 2437 -- 0easide 4428 Lompoc 4409 Avg Q2 & Q3 2435 Roseville 4377 Santa Cruz 4263 Median 2416 Pacifica 4243 Clovis 4226 Antioch 4134 Woodland 3802 143,164 138,673 Average 4618 w/o Lodi 4622 Avg Q2 & Q3 4594 Median 4524 -5- LI MEMORANDUM To: Honorable Mayor and Council Members From: Assistant City Manager Date: September 14, 1983 Subj.: Department Head Salaries Councilman Snider requested 1 prepare the attached summary based on information presented to Shirtsleeve Executive Session on September 13. The first three columns are taken directly off of the salary survey summary shown after Page 5 of the information packet. Zhe last three columns reflect the amounts necessary to increase the base salary to the survey, one-half the difference, and one—third the difference plus a 4% salary increase (that 5 given to ether employees). The amounts shown fi=r Administrative Assistant do not reflect any differences in survey cities and City of Lodi as comparable jobs are not available. The salary shown for the Community Relations Assistant is consistent with the recommendations of the Ralph Anderson survey which you too have in the information packet. JERRY L. GLENN Assistant City Manager JLG:vc attachment ................... ..... . rye Cut'XSt:l. WILLIAM T. NAYS August 22, 1983 ARNOLD S. PEIRSE N' RICHARD E. ELDER, JR. ROBERT C.IIAYS Mr..Jerry Glenn Q Evaployee Relations Officer City of Lodi 221 West Pine Street :Lad1j=-AZA: 0 ro: P.eq-,ests.`of the United : ire:ic:hters o: Lodi for changes is cc=r-en ;;.Stier. t:-.d k.ene f it.: for repre en ted Lis. r ion. Mr. Jerry Glenn August 22, 1983 Pa( -ie R%Jo 7. VACATION: An increase in vacation accrual to reflect the following: ,Y One ( 1) through five ( 5) years six ( 6) shifts 96 _✓y �'`I Six ( 6) through ten •i2i10)'years nine ( 9) shifts Fi Eleven (11) through twenty201 years twelve (12) shifts Twenty-one years thereon - fifteen (15) shifts A B. HOLIDAYS: Increase holiday shifts from five (5) shifts per year jQ to six (6) shifts per year. 9. LONGEVITY; City to establish a longevity program based on two and C one-half percent (2�%) of basic nay for each five (5) years of i service. 10. SAFETY EQUIPMENT: City to provide safety boots as per OSHA requirements, y' J 11. SALARY: A substantial pay increase. 12. INSURANCE:- City to provide C.S.F.A. Plan 3 Life Insurance and C.S.F.A. L.T.D. Insurance. 13. PROMOTIONS: Establish and maintain a current promotional list for all tested positions. 14. EDUCATIONAL TUITIONS City to increase the educational tuition program from one hundred dollars ($100.00) per man, per year, to _ four hundred fifty dollars ($450.00) per man,per year. pv Pjitegt. dcilc:P� L 4 lb rL 15. MAINTENANCE OF BENEFITS: Continuation of all rights and benefits _ not specifically covered by this M.O.U. 16. EMERGENCY CALL BACK: An increase in the emergency call back minimum from three (3) hours to five (5) hours time and one-half (1)2)- 17. SAFETY: City to refrain froin requiring employees to perform driving assignments in?n ulawful andunsafe manner. We would appreciate an opportunity to commence the mcet and confer prcess with respect to these items and are looking forward to our meeting on September 1, 1983, 10:00 A.M. `' e fin�,y�us,tltr�+ lu.., FIRE CAPTAIN - SALARY DATA TOP STEP Davis $2284 $289 $129 $12 $2714 El Cerrito 2496 607 - 23 3126 Fairfield 2417 494 - 16 2927 Livermore' 2533 564 - 20 3117 Manteca 2420 398 - 25 2843 Modesto 2496 519 175 22 3212 Pleasanton 2391 521 215 16 3143 Roseville 2182 307 131 25 2645 Tracy 2067 680 - 25 2772 Vacaville 2548 612 229 15 3404 Woodland 2143 495 193 25 2856 Antioch/ Pittsburg 2745 549 - 33 3327 AVERAGE 2394 503 89 21 3007 LODI 2059 530 185 24 2798 7.5% FIRE CAPTAIN - SALARY DATA TOP STEP Davis $2284 $289 $129 $12 $2714 El Cerrito. 2496 607 - 23 3126 Fairfield 2417 494 - 1.6 2927 Livermore 2533 564 - 20 3117 Manteca 2420 398 - 25 2843 Modesto 2496 519 175 22 3212 Pledsanton 2391 521 215 16 3143 -- RoseviIl-e 2182 307 131 25 26-45 Tracy 2667 680 - 25 2772 Vacaville 2548 612 229 15 3404 Woodland 2143 495 193 25 2856 Antioch/ Pittsburg 2745 549 - 33 3327 AVERAGE 239`4 50.3 89 21 3007 LODI 2053 530 185 24 2798 7.5% FIRE CAPTAIN - SALARY DATA TOP STEP Davis $2284 $289 $129 $12 $2714 E1 Cerrito 2496 607 - 23 3126 Fairfield 2417 494 - 16 2927 Livermore 2533 564 - 20 3117 Manteca 2420 398 - 25 2843 Modesto 2496 519 175 22 3212 Pleasanton 2391 S21 215 16 3143 Roseville 21.82 307 131 25 2645 Tracy 2067 680 - 25 2772 Vacaville 25-48 612 229 15 3404 Woodland 2143 495 193 25 2856 Antioch/ Pittsburg 2745 549 - 33 3327 AVERAGE 2394 503 89 21 3007 LOD-I 2059 530 185 24 2798 7.5% ItI,;S0J AY1'IC)- I\0. 43>`16 .'. ItL:501-.1J it 3l� I I:\G MANAGE-l.•il;Nl' I\C:F:NTj :'t.: PLAN' AS. CITY -POLICY. 1VI-IEREAS, the City Council of the City of 1,0rii cicfaires to establish a set of salary and wale supplernents for its Maitzi-emcnt emptoyees to reward them for loyal and dedicated service and its an incentive to remain with the City of Lodi; NOW, THEREFORE, BE IT RESOLVED that the iollocving Management Incentive Plan be :adopted as City policy: I. The Management Incentive F.an consists of a salary administration program and certain benefits specific to two t classification-; of management employees. Schedule A consists of the City Managerand City Department Heads. C. Schedule B consists of "mid -management" employees. Salary ranges for each of these positions will be reviewed and appropriate modifications made annually by the City Council. Those employees in Classification A, except for Council appointees, will be evaluated by the City Manager for salary ;i increases. Employees in Classification B are to be evaluated by Department Heads with confidential recommendations sub- mitted to the City Manager. A. Group Life Insurance Coverage Each participant in the program will receive group life coverage paid for by the City of Lodi. Group A employees will receive life insurance coverage equal to 1. 5 times their annual salary rounded to the nearest one thousand dollars. "B1° clasiifieation employees will receive coverage of ��t';' • fifteen thousand dollars. V. t k. ,c • 13.- Deferred Compensation . :,As a supplement to the City's deferred compensation p6 -1A, the City will provide, in addition to normal salary -and con- ° tributions to deferred compensation, an additional contribu-tion .A tb expand retirement benefits. For C assification' A employees, • ` %.an additional 10/0 of, income; for Classification B, an additional :, • . •:._576 of income will be added- to individually.pelected deferred '. income plate. Employees will receive this during their- employ- ment with the City of Lodi and cannot withdraw it'until they either retire •or leave the service of the City. 1 � C:. 1'hysic�rl I•_x_trnin,etin:r Each member of the hicentiwe PL n it;:iy schcclt}te a complete physical exc:r.ri!uat.ion anmrrlly. Any physical deficicnc:y "Viric:h rrric;ht iinpair job efficiency %Fill be promptly reported to the City I'Aana"cr. Thi!; b: -refit in lieu of thts birthday holiday. D. Executive I.ezve Each member of tine Management Incentive Plan will be given an additional five clays of Executive Leave each July 1. This leave may not be carried forward or reimbursed in any iorm. E. Other Benefits Benefits offe red within the Management Inc::�r.tive Plan include, without reference, benefits equal to those o; any employee group which are w-,gotiated as a part of a labor contract; how- eyer, for Classification .f1 employees, the City will pay for the full cost of these benefits for employee and dependents. The City shall not be required to provide such benefits if individual members are ineligible due to law or regulations. Salary Schedules: Schedule "A" salary range does not contemplate automatic stepa nor the assigntnernt of steps within salary ranges. It is intended that the City Manager hire or assign staff emplo fc•^s to any salary within the range provided for any position. In the case of Schedule "B" personnel, the Department I -lead will assign salaries to the appropriate 'salary range with the approval and concurrence of the City Manager. It is implied and understood that Council appointive positions will be assigned salaries, within the stipulated salary range for such positions, by the City Council. FURTHER, BE IT RESOLVED, that the City Manager submit the necessary resolutions to implement this plan so that these benefits will become available at the earliest possible time. A SCJ -I.PIMJ 1,E-,- - A III:I'ADS City Manager Assistant City Manager C> Administrative Assistant City Clerk COMmunity Development Director Finance Director Librarian Fire Chief Police Chief Utility Director Parks and Recreation Director Public Works Director -3- St;F{FL>CILF; 73 Administrative Assistant (Public works) Assistant City Engineer Assistant Finance Director Assistant Planner (2) Associate Civil Engineer Chief Building43. inspector Equipment and Building S-apz-rvisor- P;trk Supe-rvisor Recreation Supervisor (2) Street Supervisior Water/Sewer Supervisor Supervising Librarian (2) 'Assistant Fire Chief Chief Fire Inspector Fire Training Officer Police Captain. (3) Police Lieutenant (4) Assistant 'Utility Director Electrical Engineer Utility Supervisor Dated: 10arch 16, 1977 I hereby certify that Resolution No. 4336 was passed and adopted by the City Council of the City of Lodi in a regular meeting held March 16, 1977 by the following vote: Ayes: Councilmen - Ehrhardt, Hughes, Katzakian, Pinkerton and Katnich Noes: Councilmen - None Absent: Councilmen - None l. + � • ui ALI M.. R 7MCHE City Clerk