HomeMy WebLinkAboutAgenda Report - January 21, 1998 E-18.� 0COUNCIL COMMUNICATION
AGENDA TITLE: Class Specification and Salary Range for Sr. Human Resources Analyst
MEETING DATE: January 21, 1998
SUBMITTED BY: Human Resources Director
RECOMMENDED ACTION: That the City Council adopt the attached class specification and
salary range for Sr. Human Resources Analyst.
BACKGROUND INFORMATION: The Human Resources Department has been staffed
with a professional position of Human Resources Analyst UII since 1990. During the past seven years, this
position has been utilized as both an entry and journey level classification based upon the candidate pool
and the availability of on the job training. Over the past few years the focus and functions of Human
Resources has changed; specifically labor relations and negotiations, insurance, and risk management have
all been placed under the responsibility of the department.
With the addition of these areas and the responsibilities inherent, there has been little opportunity to
provide the training required for an entry level position. The compensation level designated for the current
position does not accurately reflect the competitive market rate commensurate with the job and newly added
responsibilities. In evaluating the need to increase the salary, the factors mentioned above have given rise to
an assessment of the job as to its current functions. To assist effectively in providing professional staff
support it is imperative that the person hired possess the experience, skills and abilities to perform the level
of work required in directing assessment centers, performing and designing analytical surveys based upon
specific needs, and providing staff support for labor negotiations.
The implementation of this classification would provide us with the ability to recruit an experienced
individual with skills in much needed areas to provide the professional support the department's have
requested.
This request will not increase staffing but will allow flexibility of hiring an individual who can work
independently and perform the more complex functions associated with the position. The existing
classification of Human Resources Analyst II would not be filled if we are successful at recruiting at the
Senior level.
i
APPROVED:
H. Dixo6 Flynn -- City AAanager
CI'IYOFLODI COUNCIL COMMUNICATION
The monthly salary range for Sr. Human Resources Analyst is:
Step
A
Step
B
Step
C
Step
D
Step
E
$3,636.34
$3,818.16
$4,009.07
$4,209.52
$4,420.00
COST: $7,493.00 additional cost per year.
FUNDING: Current Budget
Respectfully submitted,
t
Joanne arloch, Human Resources Director
0
Vicky McAthie, Finance Director
CC" City Attorney
APPROVED:
H. Dixon Flynn -- City Manager
RESOLUTION NO. 98-17
A RESOLUTION OF THE LODI CITY COUNCIL
APPROVING THE CLASS SPECIFICATION AND
SALARY RANGE FOR SENIOR HUMAN RESOURCES
ANALYST
RESOLVED, that the Lodi City Council does hereby approve the class
specification for the Senior Human Resources Analyst, as shown on Exhibit A, attached
hereto; and
FURTHER RESOLVED, the Council hereby approves the salary range as
follows:
STEP
A B C D E
$ 3,636.34 $ 3,818.16 $ 4,009.07 $ 4,209.52 $ 4,420.00
Dated: January 21, 1998
I hereby certify that Resolution No. 98-17 was passed and adopted by the City
Council of the City of Lodi in a regular meeting held January 21, 1998 by the following
vote:
AYES: Council Members — Land, Mann, Pennino, Warner and Sieglock
(Mayor)
NOES: Council Members - None
ABSENT: Council Members - None
ABSTAIN: Council Members - None
&.'ih - 4
ALICE M. REIMCHE
City Clerk
98-17
CITY OF LODI
SENIOR HtiM_A.N RESOtiRCES INALYST
DEFINITION:
January 21, 1998
Under general direction, performs complex management, administrative and professional work in
a variety of areas of human resources, including recruitment and selection, classification and
compensation, affirmative action, training, employee relations, or other designated function;
provides professional assistance to City management staff in personnel and related matters; and
performs related work as assigned.
DISTINGUISHING CI-LARACTE€LISTICS:
This is the advanced journey level classification in the professional human resources series. An
incumbent manages or administers human resources programs; performs complex organizational
and administrative studies and may supervise or direct work of others. This class is
distinguished from the Human Resources Analyst II position, il-i that the latter works less
independently or on less complex assignments and may have only limited responsibilities.
EY—A-Nv PLES OF DUTIES:
Duties may include, but are not limited to the following:
Designs and implements recruitment programs to obtain qualified candidates, especially from
targeted groups.
Designs, administers and validates selection procedures, including, but not limited to, application
reviews, -written and performance tests, interviews and assessment centers; insures
compliance with federal and state employment regulations.
Conducts organizational and classification studies, job audits, and prepares new or updates job
analysis documents and class specifications.
Collects compensation and benefit data and prepares analyses and reports; provides
compensation benefits and other information to other agencies.
Develops and implements programs and policies to accomplish equal employment opportunity
and affirmative action goals and objectives.
:assists in the employee relations function by researching info,nnation for grievance resolution
and labor negotiations; participates in labor negotiations and other employer-employee
relations issues.
Develops and coordinates employe development efforts and City wide training activities.
03SPECf.DOC
CLASS SPECIFICATION CITY OF LODI
Senior Human Resources Analvst Page 2 of 3
EXAtMPLES OF DUTIES (continued):
Provides technical support to, confers with, and interprets policies, procedures and regulations to
City management and supervisory staff, representatives of employee organizations and
employees; provides information to the public regarding City policies and procedures.
Conducts varied analytical studies; prepares reports, correspondence and a variety of written
materials.
Monitors developments in the human resources field, evaluates their impact on City activities,
and recommends policy and procedural improvements.
Assists in the development and implementation of goals, objectives, policies, and procedures;
assists in administering the department's budget.
Assists in the investigation of grievances and complaints; prepares findings and recommends
resolution of same.
M 1 i OU.ALIFICATIONS:
Knowledge of:
Principles, practices and techniques of public personnel administration, including recruitment,
selection, job analysis, classi-fication and compensation plan administration.
Affirmative action principles and practices.
Administrative principles and methods, including goal setting, program and budget development
and implementation and employee super -vision.
Principles and practices of labor relations including effective negotiation techniques.
Applicable state and federal laws and regulations.
Standard office practices and procedures, including basic business data processing applications.
Basic supervisory principles and practices.
Applicable computer software programs.
Ability to:
Analyze complex technical problems, evaluate alternatives and make sound independent
judgments wiihin general policy guidelines.
Design effective recruitment programs to obtain qualified candidates.
Develop valid and effective selection procedures
Conduct classification, compensation and organizational analyses and studies.
Develop and implement e tective equal employment opportunity and ata rmative action
programs.
Prepare clear, concise and competent reports, correspondence and other vV itten materials.
Planning, direciing and I�VI�«'ing ih� wor" oL ot'r.�rs on a project basis.
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CLASS SPECIFICATION CITY OF LODI
Senior Human Resources Analvst Pa?e 3 of 3
i 1 fUM OUALIFICATIONS (continued):
Ability to (continued):
Establish and maintain effective relationships with those contacted in the course of the work.
Operate computers and peripheral equipment with proficiency.
EDUCATION AND EXPERIENCE:
Any combination equivalent to education and experience that would likely provide the required
knowledges and abilities would be qualifying. A typical combination is:
Education:
Equivalent to a Bachelor's degree from an accredited college or university with major course
wort: in business or public administration, industrial relations, human resources management, or
a closely related field.
ExT)erience:
Three years of increasingly responsible public human resources experience in a generalist
capacity which has included responsibilities in more than one of the responsibility areas outlined
above. Additional professional -level experience as outlined above may be substituted for the
college education on a year -for -year basis to a maximum of two years.
LICENSES A_NND CERTIFICATES:
Possession of the appropriate valid Driver's License from the California Depar�nent of Motor
Vehicles.
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