HomeMy WebLinkAboutResolutions - No. 4164RESOLUTION NO. 4164
APPROVING AND ADOPTING JOB SPECIFICATIONS
AND TITLES AS PREPARED AND SUBMITTED BY
STATE OF CALIFORNIA PERSONNEL BOARD
COOPERATIVE PERSONNEL SERVICES IN THAT
CERTAIN REPORT ENTITLED "CITY OF LODI
LIMITED CLASSIFICATION STUDY, 1975"
RESOLVED, that the report of State of California Personnel
Board Cooperative Personnel Services entitled "City of Lodi Limited
Classification Study, 1975", a copy of which is annexed hereto and
made a part hereof as if set forth in full herein, be and the same is
hereby approved and adopted by the City Council of the City of Lodi;
and
BE IT FURTHER RESOLVED, that the job classifications
and classification titles contained in the said report be and the same
are hereby approved and adopted as job specifications and classifica-
tion titles in the classified personnel system of the City of Lodi and
said specifications and titles shall apply as of March 1, 1976.
FURTHER RESOLVED, that Resolution No. 3308-A and all
other resolutions in conflict herewith are hereby repealed to the
extent of any duplication or conflict herewith.
Dated: February 18, 1976
I hereby certify that Resolution No. 4164 was passed
and adopted by the City Council of the City of Lodi in
regular meeting held February 18, 1976 by the follow-
ing vote:
Ayes: Councilmen - Ehrhardt, Hughes, Katnich,
Pinkerton and Schaffer
Noes: Councilmen - None
Absent: Councilmen - None
ALIGE- .M. 1t)D1MCHE _
City t-lerk
CITY OF LODI
L LMI TES POSPITON CJASSIPICATION STUDY
JUNE 1975
Prepared for the
City Counoil
Ben Schaffer, Mayor
Richard L. Hughes, Mayor Pro Tem
Members
Ezra Ehrhardt
Walter Katnich
Jaws W, Pinkerton
Prepared by
CALIFORNIA STATE PERSONSIL BOARD
Cooperative Personnel Services
George P. Lloyd 11, Supervisor
Wendell K Coon. Survey Program Manager
Joseph A. Broderick. Assistant Survey Program Manager
Tom Eeerhartz
Survey Director
Kiy Kaxano
Survey Clerk
STATE OF CALIFORNIA
CALIFORNIA STATE PERSONNEL BOARD
LOCAL GOVERNMENT SERVICES DIVISION
COOPERATIVE PERSONNEL SERVICES
st Floor. W9 -12th Street 714 W. Olympic Boulevard
Saaanente 95814 Los Angeles 90015
City Council
city of Lodi
City Hall
221 West Pine Street
Lodi, CA 95240
Attention Mr. Henry Glavea
City Manager
Honorable Members:
EDMUND G. BROWN JR, Governor
Sacramento, California
January 15, 1976
We are pleased to submit the final report of recommendations resulting
from the limited position classification study conducted in accordance
with the agreement between our agencies.
Following submission of our preliminary report on August 29, 1975,
employees, employee organization representatives, and department heads
were given an opportunity to review the report and' submit coT=ents
and requests for reconsideration of the recommendations made in the
report.
Comments were received from, or on behalf of employees in eight job
. clagsifications. Comments covering four of the job classifications
were discussed with representatives of the San Joaquin County Employees'
Association during the review period. Supplemental on-the-job interviews
were held with two employees who submitted comments.
The comments submitted to us. analysis of the comments, and final recom-
mendations are discussed below.
Revised class specifications have been prepared for five classifications
based on comments received during the review period. One new classifi-
cation has been recommended. The revised and new class specifications
are attached to this report.
COEMENTS. ANALYSIS, AND RECOMMENDATIONS
Comment
Mr. Lester L. Schlaba. whose position was recommended for the classifica-
tion Equipment Service and Repair Worker, disagreed with the word
"incidental" in the class specification in reference to the welding duties
of his job. He stated many modifications are required of new vehicles
Mr. Henry Glaves ( -2- January 15, 1976
put into service by the Public Works Department and the classification
study appears to make his welding duties secondary when, in fact, they
represent an important part of his job.
Analysis
A supplemental on-the-job interview was held with Mr. Schlabs during
the review period, to review his current duties and responsibilities.
His position was also discussed with Mr. Richard Wiech, Building and
Equipment Maintenance Supervisor, and with your Director of Public Works.
The facts obtained from these additional discussions indicate that the
welding duties of Mr. Schlabs do constitute a more substantial portion
of his "normal" work week than indicated by the class specification and
salary range recommended for his classification. Mr. Schlabs spends
approximately 50% of his time performing various welding and parts fab-
rication duties, and 50% of his time performing mechanical maintenance and
service work of generally the same skill level as employees whose positions
have been allocated to the class Mechanic.
Welding duties consist of an approximately equal mix of the less skilled
welding tasks, such as welding steps, license plate brackets, and
rewelding bumpers and other broken pieces on equipment, welding seat
belt brackets, and building taillight brackets, to the more skilled
welding tasks, such as fabricating and installing special safety guards
over lights and cabs of equipment, and building special equipment stands
and shelves for use in the Public Works Department.
On the basis of the additional information regarding the duties of this
position and our personal inspection of examples of the kinds of fabrica-
tions and welding tasks required of Mr. Schlabs. we agree that the
welding duties of this position were not fully considered in the pre-
liminary report and justify a different job classification and some upward
adjustment in salary range for this position.
Recommendation
We recommend the classification Equipment Welder -Mechanic be establfshed
for this position at salary range 27.5 This would place this new
classification at salary parity with the recommended classification Sewage
Plant Equipment Maintenance Worker and at a 5% salary differential below
the classification Mechanic. This salary level. in our judgment, appro-
priately recognizes that approximately 50% of the duties of the position
consists of mechanical repair work comparable to that performed by the
employees in the Mechanic classification. and the remaining 50% consist of an
approximately equal mix of skilled and relatively unskilled welding tasks.
A class specification for the proposed class Equipment Welder -Mechanic
and revised specification for Equipment Service and Repair Worker are
attached to this report.
Comment
The San Joaquin County Employees' Association requested reconsideration
of the classification (Stenographer -Clerk II) recommended for the posi-
tion occupied by Joyce Denton in the Parks and Recreation Department.
Mr. Henry Glaves -3- January 15, 1976
The SJCEA believes this position should be allocated to the classification
Stenographer -Clerk IIT.
Analysis
A supplemental on-the-job interview was conducted for this position.
On the basis of the additional information and clarifications obtained
during this interview, we agree this position should be reallocated to
the higher class Stenographer -Clerk 111. The major considerations which
we believe support reallocation to the higher classification are:
(1) the incumbent is required to supervise the work of two full-time
employees; (2) the incumbent is currently required to take shorthand
from the Director of the Recreation and Parks Department and from two
recreation supervisor, which was not required during the initial stages
of the study; (3) the incumbent is required to take charge of a substan-
tial amount of administrative detail associated with the operation of
the Recreation and Parks Department, including preparation of the agenda
for the Parks and Recreation Commission and final minutes of Commission
meetings, reminding department administrators of important meetings,
assuming responsibility for the maintenance of contracts and other
department records, and assisting with preparation of the Department bud-
get; (4) the incumbent is required to interpret rules and regulations
of the Department to a broad spectrum of community organizations, in-
cluding church groups, boys' clubs, and annual grape and wine festival
officials, and supervise and participate in the clerical work required
to schedule a broad range of recreational activities involving large
numbers of participants in the community.
The wide range and intensity of participation in the recreation program
in the City of Lodi is noted on page 16 of the Preliminary Report. The
position occupied by Mrs. Denton is, in summary, responsible for the
accomplishment of substantial administrative detail, and supervision of
all clerical work and maintenance of all records and files associated
with the recreational activities administered by the City. We believe
this position substantially meets the standards for allocation to the class
Stenographer -Clerk 111.
Recommendation
We recommend the position occupied by Joyce Denton be reallocated to the
classification Stenographer -Clerk 111.
Comment
The San Joaquin County Employees' Association requested reconsideration
of the classification title Engineer Aid II, recommended for three posi-
tions in the Public Works Department. The SJCEA believes the variety of
technical and subprofessional engineering duties performed by the
employees whose positions were allocated to this class justify a change
in title from Engineering Aid II to Engineering Technician. The employees'
association further requested the title Supervising Engineering Aid be
changed to Supervising Engineering Technician.
Mr. Henry Glaves -4- January 15, 1976
Analysis
The request for change in classification title submitted by the SJCEA
was similarly made at the start of the study by the employees whose posi-
tions were allocated to the Engineering Aid II classification.
Survey staff agreed to contact the public agencies used by the City of
Lodi for salary comparison to determine current prevailing practice with
respect to the use of classification titles for subprofessional engineering
positions. The information obtained as a result of this contact is
described on pages 12 and 13 (concluding at the top of page 14) of the
Preliminary Report. Our findings were that the title Engineering Aid II is
still in common use and appropriate for the kinds of duties performed by
positions allocated to this classification in the City of Lodi.
We agree with SJCEA, that the classification designation Engineering Aid may,
to some members of the public, misleadingly indicate an inexperienced level
of competency of an "Assistant" level of competency. It is not uncommon
in public employment for employees to utilize a working title that is differ-
ent from the formal job classification to which their position is assigned.
For example, employees whose positions are allocated to a classification
such as Stenographer-C1erk.II, or Typist -Clerk II will utilize a working
title of "Secretary to..." then add the name of the particular department
in which they are employed. We believe it would be appropriate for employees
in the Engineering Aid Ii classification to similarly use a working title
that they believe is more descriptive of the duties they perform. A working
title such as Engineering Assistant, Engineering Technician, Engineering
Survey Technician. or whatever the employees and the department believe
appropriate could be utilized for positions in the Engineering Aid II classi-
fication. The classification title would be retained for purposes of ad-
ministering the classification and salary plan and for setting forth the
standards, requirements. and examples of duties in the class specifications
for this class.
Recommendation
No change.
Comment
The Assistant City Manager forwarded to us a copy of a letter from Mr. Henry
B. Lucas, Business Representative of the International Brotherhood of Elec-
trical Workers, L.U. No. 1245. requesting reconsideration of the recommenda-
tions for the position occupied by Mr. Chuck Loftus. This position was
recommended for allocation to the classification utility Materials Warehouse
Worker, at salary range No. 27.5 (Salary Schedule "A'). A report dated
May 7, 1975, (attached to our preliminary survey report) outlines the classi-
fication and salary recommendation for this position and the basis for these
recommendations.
Mr. Lucas stated he believes the matter of classification. job duties. and
rate of pay for Mr. Loftus' position should have been answered jointly by
Mr. Henry Glaves -5- January 15, 1976
the City and the local Union 1245 through the "meet and confer" process.
Mr. Lucas did not offer any new information specifying why he believed
the classification and salary recommendation for the class Utility Materials
Warehouse Worker was inappropriate. Consequently, we have no basis on which
to reconsider our recommendations for this classification. It is our under-
standing that if such additional information is received by the City, it
will be forwarded to Cooperative Personnel Services.
We wish to point out that survey staff did discuss the recommendations in
the May 7, 1975 report with the employee, Mr. Chuck Loftus, with Mr. Dave
Curry, the Assistant Administrator of the Utilities Department, and with
Mr. Lucas. The discussion covered our survey procedure and the facts of
judgments leading to our recommendations for the classification Utility
Materials Warehouse Worker. These discussions occurred after the above
individuals had had an opportunity to review the recommendations in the
report of May 7, 1975.
Recommendation
No change.
Comment
We were informed by the Assistant City Manager that the City Librarian,
Mr. Leonard L. Lachendro, requested the classification title Library Atten-
dant (recommended in the Preliminary Report) be changed to Library Assis-
tant I and the classification title Library Assistant in the Preliminary
Report be changed to Library Assistant 11. These classifications are shown
on page 27 of the Preliminary Report.
Analysis
Of the survey agencies used by the City of Lodi for salary comparisons,
only the Cities of Roseville and Woodland currently employ library cleri-
cal employees. These two cities use the classifications Library Assistant I
and Library Assistant II. On the basis of this practice and Cooperative
Personnel Services' general experience that these class titles are commonly
utilized in other cities, we agree with the requested class title changes.
Recommendations
We recommend the proposed class title Library Attendant be changed to Library
Assistant I. We recommend the proposed class title Library Assistant be
changed to Library Assistant II. Revised class specifications shoving the
recommended classification titles are attached to this report.
Comment
We were advised by the Aesistant City Manager that employees in the classi-
fications Maintenance Worker I, II, and III submitted statements regarding
the fact that the class specifications proposed for their positions refer-
enced work at the Sanitary Land Fill Facility which is no longer operated
by the City.
Mr. Henry Glaves -6- January 15, 1976
Analysis
On the basis of information from the Assistant City Manager that the
Sanitary Land Fill Facility will no longer be operated by the City, we
agree that statements referencing work performed at this facility should
be deleted from the class specification.
Recommendation
We recommend the revised class specifications for the classes Maintenance
Worker I, II, and III attached to this report be substituted for the
corresponding class specifications provided in the Preliminary Report.
We wish to emphasize that the utilization of the names of employees in
discussing the above requests for reconsideration was only for the purpose
of identifying the positions involved in these requests.
We again express our appreciation for the cooperation and constructive
assistance provided by employees, department administrators, and repre-
sentatives and spokespersons for employee organizations during the course
of the survey and the review period. This survey could not have been
conducted without their cooperative assistance.
Sincerely,
H THOMAS HEERHARTZ
Survey Director
Enc .
City of Lodi
January 1976
EQUIPMENT SERVICE AND REPAIR WORKER
DEFINITION
Under general supervision, to service, adjust, and make the less
difficult repairs to parks department equipment; to do welding in the
fabrication of parts or repair of parks equipment; and to do related
work as required.
DISTINGUISEING CHARACTERISTICS
Employees whose positions are allocated to this class spend a
majority of their time performing lubrication, servicing, and minor
adjustments and repair work on a variety of parks department maintenance
equipment. Employees perform some welding and parts fabrication work
in the maintenance and repair of equipment; however, these duties are
performed incidentally to a wide variety of equipment servicing work and
do not constitute a majority of assigned duties. Employees in this class
may perform the less difficult mechanical repair work for parks equipment
and participate in the more complex mechanical repair work; however, this
is also performed incidentally to primary assignment of the servicing,
adjusting, and making of minor repairs to equipment.
EXAMPLES OF DUTIES
Lubricates, services. cleans, and makes adjustments and minor repairs
to a variety of parks department maintenance equipment; does tuneup work
not requiring major mechanical repairs including the installation of
spark plugs, points, condensors, adjustment of timing and carburation.
and changing of oil and air filters on a variety of parks maintenance
equipment; uses arc or acetylene welding equipment for the fabrication
of parts necessary for the strengthening, repair, or minor modification
of parks maintenance equipment; operates grinders to sharpen lawn mower
reels and bed knives and adjusts lawn mowing equipment; recommends and
may participate in more extensive and complex mechanical repairs where
required.
DISTINGUISHING CHARACTERISTICS
Knowledge of:
Methods, tools, and equipment used in the servicing and
lubrication of common parks maintenance mechanical
equipment;
Operation and care of internal combustion engines.
and
Equipment Service and Repair Worker - 2
Ability to:
Service and make minor mechanical repairs to a variety of parks
equipment;
Demonstrate skill in the use of hand and power tools;
Operate acetylene or arc welding equipment in the repair of
parks equipment and minor fabrication of parts;
Maintain cooperative relationships with others contacted in the
course of work.
and
Experience: One year of experience in the servicing and repair of
parks equipment for automotive, public works, or other power -
driven mechanical equipment.
City of Lodi
EQUIPMENT WELDER -MECHANIC
DEFINITION
January 1976
Under general supervision. to do welding in the repair. modification,
and fabrication of parts required for the safe functioning of a variety
of public works equipment; to make minor and major mechanical repairs to
automotive and a variety of public works mechanical equipment; and to do
related work as required.
DISTINGUISHING CHARACTERISTICS
Employees whose positions are allocated to this class spend approxi-
mately one-half of their time performing a variety of welding work in the
repair and modification of public works equipment and one-half of their
time in the servicing and mechanical repair work of a variety of public
works equipment. Assigned welding duties consist of a variety of less
skilled, semiskilled, and skilled welding utilizing acetylene and arc
welding equipment. Mechanical repair work involves some skilled and some
less difficult mechanical repair work and equipment servicing work; however,
the majority of the mechanical repair work could not be performed unless
the incumbent possessed prior experience in skilled mechanical repair work
and is capable of performing the full range of skilled mechanical repair
work on a variety of mechanical equipment.
EXAMPLES OF DUTIES
Uses arc or acetylene welding equipment for the repair, strengthening,
and fabrication of a variety of parts and modifications for public works
equipment such as steps, hose racks, tail light brackets. seat belt
brackets, safety racks, trailer hitches, and stands for portable power
equipment; determines design, selects materials. and bracings necessary
for difficult equipment modification and safety rack installations; uses
welding equipment to build shelves and racks necessary for the storage of
tires and other materials in the public works department; inspects,
services and makes mechanical adjustments and repairs to equipment such
as automobiles, trucks, tractors, graders, street sweepers, street rollers,
wheel tractor loaders, backhoes, portable pumps, and hydraulic equipment;
diagnoses trouble and determines extent of necessary repairs; repairs and
adjusts engines, transmissions and clutches, cleans, repairs, and replaces
carburetors, fuel pumps, strainer. fuel lines, gasoline tanks and
gauges; wires and repairs electrical systems; makes repairs to hydraulic
equipment components such as pumps, cylinders, and hoses; realigns and
adjust brakes; repairs water pumps and hoses; posts repair and servicing
work performed to equipment records as part of the City's preventive
maintenance program.
Equipment Welder -Mechanic - 2
DESIRABLE QUALIFICATIONS
Knowledge of:
Methods, tools, and equipment used in making welding
modifications and repairs and fabricating parts for
public works equipment;
Methods, tools, and equipment used in the servicing,
repair, and overhaul of a wide variety of automotive
and public works equipment;
Operation and care of internal combustion engines.
and
Ability to:
Operate acetylene or arc welding equipment in the
fabrication of parts and repair and modification
of public works equipment;
Make skilled mechanical repairs to a variety of automotive
and public works equipment;
Accurately diagnose and determine the extent of mechanical
repairs needed for a variety of public works equipment;
Demonstrate skill in the use of hand and power tools;
Maintain cooperative relations with others contacted in the
course of work.
and
Experience: Three years of experience in the repair of automotive
and other power driven equipment, including experience in the
operation of arc or acetylene welding equipment in making
welding repairs and modifications to public works equipment.
City of Lodi
LIBRARY ASSISTANT I
DEFINITION
January 1976
Under general supervision, to assist the public in the use of the
City library; to do a variety of library clerical work; and to do related
work as required.
DISTINGUISHING CHARACTERISTICS
Employees in this classification, after a period of training, are
expected to work under general supervision in all departments of the City
library, giving assistance to the public in the use of the library and
performing a variety of moderately difficult clerical work in the mainte-
nance of library files and records, and preparation of materials for use
by the public.
EXAMPLES OF DUTIES
Receives and charges out books and other materials made available to
the public in the City library; assists patrons with routine reference
questions and in the location of shelved materials in the City library;
registers new patrons; takes fines for lost, damaged and overdue books;
marks books with an electric stylus; checks and repairs library films and
book jackets; types and files catalog cards, accession sheets, pockets,
book lists, book orders, requisitions, and bulletins; cuts stencils and
ditto carbons; returns books to shelves; makes circulation counts and book
counts; pastes pockets; stamps books; packs and unpacks library materials;
gives information to the public in person and by telephone.
DESIRABLE QUALIFICATIONS
Knowledge of:
Clerical techniques and office practices.
and
Abili;y to:
Learn library terminology and standard library practices;
Learn the types and uses of library materials and the
publications in the library;
Operate a typewriter and perform routine clerical work;
"flake simple arithmetical computations;
Library Assistant I - 2
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships.
and
Experience: One year of clerical experience.
City of Lodi
LIBRARY ASSLSTANT II
DEFINITION
January 1976
Under general supervision, to perform a variety of subprofessional
library work; to do responsible clerical work; and to do related work as
required.
DISTINGUISHING CHARACTERISTICS
The position in this class takes charge of the technical services
department of the library and performs a variety of subprofessional and
responsible clerical work including the ordering of books, ordering of
library of Congress catalog cards, and cataloging and recataloging of
library catalog cards. Additionally, the position is responsible for
training and supervising clerical work of all library attendants in the
City's library.
EXAMPLES OF DUTIES
Sends order slips to book vendors and orders library of Congress
catalog cards for nonfiction library materials; maintains records of
books ordered and checks invoices for books received, returning books
received in error; catalogs all adult and juvenile fiction library
materials; types session numbers on catalog cards and types new book
lists and lists for new reference books added to the City's library;
recatalogs and reclassifies catalog cards for adult and juvenile
materials based on changes in headings published on library of Congress
cards; maintains records and coordinates the interlibrary loan program;
ascertains the extent of damage and needed repairs to library materials;
processes photograph records, pamphlets, and other nonbook materials
received by the library: compiles lists of needed library supplies:
trains, and supervises the clerical library work performed by library
attendants in the City library; nray assist in the operation of public
desk in the library.
DESIRABLE QUALIFICATIONS
Knowledge o f:
Standard technical services required
public library;
Library terminology and practices;
Standard library clerical techniques
the public.
and
in the operation of a
and library services to
Library Assistant II - 2
Ability to:
Perform a variety of technical and subprofessional library
clerical work;
Train and supervise the work of library attendants;
Perform less difficult reference work and assist students in
other patrons in the selection of library materials;
Understand and carry cut oral and written directions;
Establish and maintain cooperative working relationships.
and
Experience: TvNo years of increasingly responsible experience in
library clerical work.
City of Lodi
MAINTENANCE WORKER I
191901,0IIII000
January 1976
Under supervision. to perform a variety of semiskilled and unskilled
manual tasks in the installation, repair, and maintenance of streets, sewer,
or water utilities; and to do related work as required.
DISTINGUISH NG CHARACTER SACS
This is the entry-level class for maintenance positions in the Street
and Sewer and Water Departments. Positions in this class perform routine
unskilled laboring duties and may be in training for the semiskilled main-
tenance work characteristic of the Maintenance Worker II class. Under this
training Concept, employees hired in the Maintenance Worker I class may
reasonably expect their positions to be reallocated to the Maintenance
Worker II class as they receive work assignments requiring more skill and
the regular operation of trucks and light equipment. However, those posi-
tions which continue �o• perform the more routine, unskilled manual laboring
tasks or are not required to operate trucks and light equipment on a regular
basis, should remain allocated to the Maintenance Worker I class indefinitely.
Works as a member of a street, water, or sever crew, or performs rou-
tine grounds, cleaning, and maintenance tasks at the City's water pollution
control plant; lifts and mores heavy objects: lifts and carries stones, boxes,
gravel, dirt, asphalt, timber and other materials and equipment as directed;
performs pick and shovel worst in digging, widening and backfilling trenches
and other excavations; sweeps, clears and cleans roadsides, gutters, curbs,
culverts, catch basins and other drainage structures: removes debris and
clears aw4y undergrowth; uses such tools as shovels, rakes, jackhammers.
compressors a ppray rigs. and tampers; assists in preparing surfaces for
painting 4n4 in applying asphalt, macadam, concrete and premixed materials
to streets and other roadways; assists in raking, smoothing and tamping
patches; assists in laying pipes and sewer lines; uses caulking tools to
fit pipes together: assists in making taps and connections to mains; as a
member of a street painting crew assists in setting cones, directing traffic,
laying fours, and in cleaning and caring for equipment and supplies; at the
City's water pollution control plant mows lawns, weeds and cleans grounds,
removes grit from plant, washes tanks, and otherwise assists in a routine
cleaning of plant facilities: in all assignments may operate power and
automotive equipment temporarily or in a training capacity; cleans and
maintains basic tools used on the job.
Maintenance Worker I - 2
LICENSE
Possession of an appropriate California operator's license issued by
the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
The uses and purposes of various hand tools employed in basic
laboring work;
The safety precautions and practices necessary in working with
hand tools and heavy equipment.
MP
Ability to:
Understand and accurately follow oral directions;
Perform heavy manual labor;
Work outdoors under adverse weather conditions.
and
Experience: None required.
City of Lodi
MAINTENANCE WORKER II
DEFINITION
January 1976
Under general supervision. to perform a wide variety of semiskilled
work in the -repair and maintenance of City streets and installation and
repair of sewer and water systems or other facilities; to operate medium
duty trucks and light equipment; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
Employees whose positions are allocated to the class Maintenance Worker
II generally work as crew members in either the Street or Sewer and Water
Departments. Incumbents occasionally work independently and may supervise
a helper as required by the nature of the assignment. Employees whose
positions are allocated to the Maintenance Worker 11 class are expected to
perform semiskilled tasks without close or continuous supervision or to
operate medium duty trucks or light equipment as a principle part of their
work assignment.
EXAMPLES OF DUTIES
Breaks through, lays, rakes, builds forms as necessary, and finishes
asphalt and concrete materials in the patching, repair and construction of
City streets. curbs and sidewalks; removes debris from roadways, catch
basins, and other City property; cleans and unplugs sewer lines; digs out
and backfills trenches in performing installation and repair work on sewer
and water lines; replaces broken water and sewer piping, using a variety of
pipe sizes and compositions, sleeves, valves, fittings and tees; taps water
mains and installs new water service; installs fire hydrants; locates and
maps water lines and valves; checks City wells and the operation of water
pumping equipment and performs maintenance and minor mechanical repairs as
necessary: operates rollers, loaders, light tractors, medium duty trucks,
and rodding machines as a regular assignment and may operate graders. bull-
dozers, or cranes on a temporary basis or as a training assignment; may
operate a chipper when on a tree trimming crew, and assist the tree trimmer
by throwing lines, lowering branches and supplying tools; paints traffic
and directional symbols such as crosswalks, loading zones, bus stops and
parking and center lines using stencils, tape and cords and brush and spray
painting equipment; cleans and performs minor repairs on tools and equipment
used in assigned work.
Maintenance Worker II - 2
LICENSE
Possession of an appropriate California operator's license issued by
the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
Methods, practices, and materials used in street, sewer and
water maintenance work;
The operation and minor maintenance of power -driven equipment
including medium duty trucks, loaders, chippers, and
related equipment;
Tools used in street, sewer and water construction maintenance
work;
Safe work practices.
and
Ability to:
Perform semiskilled maintenance work related to the activities
of the department to which assigned;
Perform heavy manual labor;
Operate assigned equipment with skill and safety;
Understand and carry out oral and written directions;
Maintain cooperative working relationships with those contacted
in the course of work.
and
Experience: Two years of maintenance experience comparable to
that of a Maintenance Worker I in the City of Lodi, including
the operation of light power -driven equipment iri a training
capacity.
City of Lodi
MAINTENANCE WORKER III
DEFINITION
January 1976
Under general supervision, to operate heavy automotive maintenance and
construction equipment; to perform a variety of skilled and semiskilled main-
tenance work; to act as a lead worker; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
The class of Maintenance Worker III is distinguished by its lead re-
sponsibilities and the requirement that incumbents regularly operate heavy
public works equipment with a minimum of supervision.
EXAMPLES OF DUTIES
Functions as the heavy equipment operator for a street or sewer and
water crew; operates graders, bulldozers, rollers, backhoe. front end loader
or cranes in the installation and repair of water and sewer pipes; when
equipment operation is not required, performs a variety of semiskilled tasks
in the installation and repair of water and sewer pipes, fire hydrants, and
City streets, curbs and sidewalks; acts as a lead worker in the absence of
the foreman.
LICENSE
Possession of an appropriate California operator's license issued by
the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
Power equipment, tools, materials, and procedures used in
sewer and water utility installation and maintenance;
The operation and minor maintenance of heavy automotive
maintenance and construction equipment;
Safe work practices.
and
Maintenance Worker III - 2
Ability to:
Perform semiskilled and skilled maintenance work;
Operate such power -driven equipment as graders, bulldozers,
cranes, and rollers;
Perform heavy manual labor;
Organize and supervise the work of others;
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships
with those contacted in the course of work.
and
Experience: Three years of increasingly responsible experience in
construction and maintenance work, including experience in the
operation of a variety of construction equipment.
STATE OF CALIFORNIA
CALIFORNIA STATE PERSONNEL BOARD
' OCAL GOVERNMENT SERVICES DIVISION
_00PERATIVE PERSONNEL SERVICES
First Floor, 909 -12th Street 714 W. Olympic Boulevard
Sacramento 95814 Loi Angeles 90015
City Council
City of Lodi
City Hall
221 West Pine Street
Lodi. CA 95240
Attention Mr. Henry Glaves
City Manager
Honorable Members:
W M U N D G. BROWN JR, Governor
Sacramento, California
August 29, 1975
We are pleased to submit this comprehensive report of the recommendations
resulting from the limited position classification study conducted in
accordance with the agreement between our agencies.
This report includes an explanation of our survey objectives and pro-
cedures, allocation recommendations for all positions studied, written
specifications describing all proposed classes, and special comments
explaining significant recommendations. A summary of classification
recommendations begins on'page i
The survey staff is available to provide a review period for this study
if -you desire one. This would allow interested parties to submit factual
information supporting disagreements they have with recommendations
included in this report. The survey staff would review all comments and
prepare a letter containing our analysis of each comment and our recom-
mendation for its disposition. Work associated with this appeal analysis
would be billed to you on an actual cost basis in addition to the cost of
the comprehensive study.
W recommend you take this report under submission at this time and
approve its distribution to all interested parties for at least a two-
week period. Employees and other interested parties could be given the
opportunity to submit written comments during this period and your
administration could determine -on the basis of comments received -
whether you wish to proceed with a review period.
city Council -2- August 29, 1975
City of Lodi
The class specifications included in this report contain desirable quali-
fications that we feel are job-related. This included eliminating some
educational requirements for classes in which the courts have recently
ruled that such requirements were not valid. The section of the BOOK OF
CLASS SPECIFICATIOXS titled "Employment Standards in Class Specifications"
describes this effort in more detail. Since this is a limited study
covering only a portion of your classes, we recommend that you review the
desirable qualifications of the remainder of your classes to eliminate
any non -valid standards.
We wish to express our appreciation for the cooperation and assistance our
survey staff received from all the City personnel contacted during the
course of this study.
Sincerely, ,� 1
r/ //1)��
,✓ OMAS HEERHARTZ
Survey Director
TABLE OF CONTENTS
Letter of Transmittal
Page Number Color Paper
Summaries of Classification Recommendations
Pink
Classification Recommendations
i
Classes Retitled
i
New Classes
i
Abolished Classes
i
Recommendations
Introduction
White
Study Objectives
1
Study Procedure
1- 2
The Classification Plan
White
What is a Classification Plan?
3
What are the Uses of a Classification Plan?
3
How is a Position Classified?
3- 4
What are Allocation Factors?
4
How are These Allocation Factors Used to
4- 5
Classify Positions?
How does Work Load Affect Classification?
5
How do the Various Persons Involved With
6
the Development of a Classification Plan
Work Together?
What About the Maintenance of the
6- 7
Classification Plan?
Implementing Classification Recommendations
Blue
How Should Proposed Classification
8- 9
Recommendations be Implemented?
What is the Difference Between Salary
10
Ranges and Salary Steps?
Should an Employee be Changed to a Higher
10
Classification in Order to Give a
Salary Increase?
What is the Relationship Between the
10-11
Classification Plan and the Salary
Plan?
Special Comments
12-16
White
Schematic List of Classes
17-19
Pink
Present and Proposed Class -Salary Relationship
20-27
Pink
Charts
Position Allocation List
28-31
Buff
Table of Contents - 2
Color Paper
Book of Class Specifications White
Employment Standards in Class
Specifications
Interpretation of Class Specifications
Class Specification Format
Alphabetical List of Classes
Individual Specifications in
Alphabetical Order
Report on Utility Warehouse Worker Position White
SUMMARY
OF
RECOMMENDATIONS
Number of classes in present plan . . . . . . . . . . . . . . . . . . . 62
Number of classes in proposed plan . . . . . . . . . . . . . . . . . . 63
CLASSES RETITLED
Present Class Title
Electrical Utility Assistant
Gardener headman
Library Clerk
Maintenance Man I
Maintenance Man 11
Maintenance Man III
Park Maintenance Mal I
Park Maintenance Man II
Park Maintenance Man 111
hTVW CT ACODO
Accounting Technician
Building Maintenance Lead Worker
Building Maintenance Worker
Clerical Trainee
ABOLISHED CUSSES
Equipment Maintenance N n
Laborer
Park Maintenance Specialist
1
Proposed Class Title
Electrical Utility Clerk
Gardener
Library Attendant
Maintenance Worker I
Maintenance Worker II
Maintenance Worker III
Park Maintenance Worker I
Park Maintenance Worker II
Park Maintenance Worker III
Equipment Service and Repair
Worker
Sewage Plant Equipment
Maintenance Worker
Stenographer- Transcriber
Police Clerk
Police Stenographer
Street Painter
SM-MRIES OF CIASSIPICATION RECOMMMDATIONS
The table below shows the number of positions recommended for adjustment to
a salary range with a higher or lover ma)dmum salary than the positions'
present classifications. The adjustments result from: (1) recommended
reclassification of specific positions; or (2) adjustments of internal
relationships between classes within an occupational group.
The Position Allocation List. starting on page 28 straws the present and proposed
classifications recommended for each of the 76 positions studied.
Suggested methods of implementing these reco=endatiorns are discussed beginning
on page 8.
ii
Occupational
Group
Percentage Adjustment by Position
+102
+7k2
+5x
+2�%
0
-211%
-SX
-711%
Total
Secretarial,
Clerical and
Related
2
0
1
0
25
0
2
0
30
intenance and
Operations
0
7
0
0
28
0
0
1
36
Planning,
Engineering and
Inspection
0
0
1
3
4
0
0
0
8
Recreation and
Administrative
0
0
0
0
2
0
0
0
2
Total
2
7
2
3
59
0
2
1
76
The Position Allocation List. starting on page 28 straws the present and proposed
classifications recommended for each of the 76 positions studied.
Suggested methods of implementing these reco=endatiorns are discussed beginning
on page 8.
ii
INTRODUCTION
INTRODUCTION
STUDY OBJECTIVES
In conducting this position classification study, the staff had the
following major objectives:
1. To reco rend revisions in the present position classification
plan so that the plan will systematically describe the kinds
of work currently performed by all employees and the levels
of responsibility and difficulty which that work involves.
2. To prepare complete specifications for all classes of
positions studied in the survey. These specifications
are the basic administrative tools used in maintaining the
classification plan and in other personnel administrative
activities.
3. To allocate each position to its appropriate class on the
basis of the duties and responsibilities assigned at the
time the position was studied.
4. To determine the appropriate salary relationships, in terms
of percentage differentials, ag classes within the sarne
or closely related occupational groups, on the basis of
comparative levels of assignments.
STUDY PROCEDURE
The steps follwed to achieve the study objectives are listed belw:
1. The project staff met with management representatives to
explain the study objectives and procedures and to discuss
their concerns and suggestions.
2. The project staff met with all available employees and
department heads to discuss the objectives and procedures
of the study. Job questio-cmaire forms, as shwa Irm diately
after this discussion of study procedure, were distributed.
A 1 1 employees vere asked to describe their duties and
responsibilities. Additional forms and instructions were
provided for employees =able to meet with our staff.
3. Upon the independent completion of job questionnaires by
emp loyees , supervisory personnel reviewed the forms and
were given the opportunity to add their eoQmeats but were
asked not to change the employees' statements. The
original copies vere them forwarded to our office, with
administration and employees retaining copies for reference
purposes.
-1-
4. The project staff thoroughly analyzed each questionnaire and
reviewed other pertinent classification materials such as
organization, functional, and class relationship charts.
5. The information gained from the above sources was supplemented
by interviewing 67% of the employees participating in the
study to insure a thorough understanding of your jobs by our
staff. These interview are referred to as job audits.
Selection of personnel for these job audits was based on
the following factors:
a. Major administrators and supervisors to obtain a broad
overview of the various work programs.
b. All employees requesting an interview.
c. Employees filling positions in vhich clarification or
additional information was needed or in which the
existing class allocation was questionable.
d. Sufficient numbers of employees to provide a repre-
sentative cross section of the work for a particular
occupational group.
These interviews were carried out by the project staff at various
work locations.
6. Based upon the information obtained from the questionnaires and
audits, the project staff grouped into classes positions which
were similar in kind and level. Written specifications were
then developed for all classes.
7. Internal class relationships were reviewed and adjusted where
necessary to insure equitable salary differentials among
classes within the same or closely related occupational
groups.
8. Each job classification was assigned to a specific salary
range.
9. The project staff held a meeting with management to discuss our
preliminary findings and recommendations, make certain our
coverage was adequate, and answer any questions.
10. This comprehensive report of our findings and recommendations
was prepared for consideration.
-2-
Form 651 -CPS (Mar 1971)
CALIFORNIA STATE PERSONNEL BOAF
COOPERATIVE PERSONNEL SERVICES Leave Blank
JOB DESCRIPTION FORM Information on this form will be used to help classify or set the pay for your
job.
Be clear and accurate. Fill nut completely.
Mr.
1.
1Srs.. ..... .... ......................
2. Department.. ............................
Miss (cross 7U[ fW:l
3.
Payroll Title.................................
4. Address where You work ...........................
5.
Rate of Pay $ . . .. . . . a .......... (month, hour. day)
............................................
Do you receive othermoney, quarters. meals, laundry. etc.,
6. Hours of work
from your job? Indicate:
(a) Basic work week .............................
..........................................
(b) Shift schedule (days and hours) ....................
7.
How long have you been working for this jurisdiction?....................................................
.
S.
Who is your immediate supervisor?.................................................................. .
(Name)
(Ti tlel
9.
I directly supervise the following employees:
10. i supervise through subordinotes (show numbers and titles
only):
Name job Title
Number of employees Job Title
11.
List any machines, equipment. office appliances. or motor vehicles you are required to use in doing your job. Indicate whether use is
JI
occasional. frequent, or constant:
12.
Indicate license, registration. or certificates required for
13. For office positions only:
your job:
Typing Stenography
a. Motor Vehicle Operator's License
Class . ..............................
Regularly required:
Occasionally required:
b. Other ......... . ....................
....................................
Not required:
I certify that the answers to all questions are my o,xn and that to the best of my knowledge they are complete and correct.
Date ...................... 19 ..........
(Signed)..................................
15b,
15c.
CERTIFICATE OF IMMEDIATE SUPERVISOR
CERTIFICATE OF DEPARTMENT HEAD
INQICATE BELOW:
INDICATE BELOW:
a. I concur entirely with employee's statement
a. I concur entirely with employee's statement
b. See attached memo for comments
b. See attached memo for comments
c. I need to discuss this with you
c, I nead to discuss this with you
(Signed)................................
(Signed).......................................
(Title).................................
(Title)........................................
Form 651 -CPS (Mar 1971)
16. This is the most important item on t.. form. Describe your own job in your own word. trist the duties first that take the
largest amount of your time. Estimate the mount of your working time spent on each duty. Use percentages or number of
hours or days. or a similar breakdown. You may group related duties together and give estimated time for each group. Please
do NOT copy a standard job specification or duty statement.
70 Or amt of timc
I nttsch extra s
Haw long have you been do
8. In your opinion, what part
9. (Optional) if there is any c
ifmore space is needed.
THE
CLASSIFICATION
PLAN
THE CLASSIFICATION PLAN
WHAT IS A CLASSIFICATION PLAN?
A classification plan is a way of systematically deiscribing the Positions
and classes in a public agency. A position is a group of duties and re-
sponsibilities which are intended to be performed by one employee. A
class is any number of positions (one or more) which are sufficiently
similar in duties and responsibilities that the same job title, minimum
qualifications, qualifying tests, and salary range are appropriate for
all positions in the class.
A position classification plan attempts to describe the working situation
at a given moment. It is derived from the smallest unit of organization -
the position - which characteristics, like those of the overall organiza-
tion, are continually changing. Consequently, as job assignments to
individual positions change, the classification plan should be reviewed
accordingly.
WHAT ARE THE USES OF A CLASSIFICATION PLAN?
The classification plan is a key personnel management tool which:
Serves as a basis for an organized and equitable salary plan.
- Aids in recruiting and selecting qualified personnel. The descrip-
tion of each class, the "class specification", provides information
to the agency and to job applicants as to entrance qualifications
for all classes, and helps the agency determine what should be
included in the examination process. It also enables current
employees to see possible career ladders available to them.
- Provides a basis for analyzing training needs, developing training
programs, and fostering the development of a career service within
the agency.
- Provides information useful in the preparation, review, and control
of a budget and the clarification of organizational problems.
- Assists management in planning for future growth and changes in
services.
HOW IS A POSITION CLASSIFIED?
In classifying jobs, we are concerned with what work is being done, not
with who, how much, or how well it is being done. The job itself must be
analyzed - the job which actually exists as duties to be performed before
an employee is hired to perform them.
-3-
A position, then, is classified after a careful study of the duties and
responsibilities assigned to the position, in which a number of allocation
factors are used to assist in making the proper classification decision.
WHAT ARE ALLOCATION FACTORS?
Allocation factors are job requirements which can be compared in order to
measure the similarities and differences among positions. The most im-
portant of these allocation factors are:
1. Kind or nature of the work.
2. Difficulty of the work - difficulty of decisions; skill, men-
tality, training, experience, and analytical requirements;
initiative; cooperation and contact with others; complexity of
duties - the variety of elements or tasks assigned, abstract
concepts dealt with and the amount of new procedures to be
183m8d ,
3. Supervision - both given and received.
4. Responsibility for decisions - degree and level - consequence of
errors.
5. Knowledges and abilities required - also education, certifi-
cates or licenses, and experience needed to perform the work.
6. Working conditions - hazards of the job.
HOW ARE THESE ALLOCATION FACTORS USED TO CLASSIFY POSITIONS?
Allocation factors are studied during the analysis of each position. They
are then compared with the same elements in positions which involve similar
kinds of work. Not all such factors will be pertinent to all positions
and each factor is weighed in accordance with the importance of that par-
ticular factor to the kind of job under'study.
Consideration of these allocation factors leads to the identification of
various classes. More specifically, positions are normally divided first
into groups which involve the same kind of work and then subdivided into
classes based on levels of responsibility within each grouping.
Within each occupational group there may be as many as three or four dif-
ferent levels below the administrative level, depending upon the size and
organization of a department.
-4-
The basic levels are:
1. Entry Level: This is usually a trainee level. Employees in
entry-level classes perform the routine, repetitive tasks,
and may receive training in the more complex operations of a
department. These positions require no particular previous
experience.
2. Working Level: This is the experienced, working -level group of
classes. Most positions in the various occupational groups are
allocated to working -level classes. The work performed at this
level involves the ability to independently make decisions in
procedural matters and the performance of duties of average
difficulty without immediate supervision. Positions allocated
to classes at this level require previous general experience in
an occupational family. In many cases, employees who have com-
pleted one year in an entry-level class can expect to be eligible
for promotion to a working -level class. Working -level classes
generally carry a title which includes the Roman numeral 11, or
they carry an adjective title (which contains no Roman numeral
designation).
3. Lead Supervisory Level: Classes at this level are distinguished by
the following factors: (i) the work performed is of a specialized
nature, requiring previous experience in a particular office, and
(2) the assigned duties and responsibilities include exercising
lead supervision over other employees. The performance of spe-
cialized or complex work, not supervision, is the major work
assignment. Some positions requiring the performance of highly
specialized and complex duties may be allocated to this level
even though the positions are not assigned lead supervisory
responsibilities.
4. Supervisory Level: The primary responsibility of classes at this
level is the supervision of a group of subordinates. Supervision,
rather than the performance of specialized work, is the key feature
of classes at this level. Titles at this level often contain the
terms "Senior" or "Supervising".
5. Administrative Level: Classes at this level plan, organize, direct
and supervise the activities of a department. Department manage-
ment, rather than the supervision of subordinates or the perform-
ance of difficult technical work, distinguishes positions in these
classes.
HOW DOES WORK LOAD AFFECT CLASSIFICATION?
It doesn't. Positions are classified according to the nature and the kind
of duties and responsibilities assigned to the position. The addition of
more duties of the same kind to a position does not justify a higher clas-
sification. Problems of excessive work loacLzre properly solved by re-
distributing the work or adding employees, by reclassifying existing
positions.
-5-
HOW DO THE VARIOUS PERSONS INVOLVED WITH THE DEVELOPMENT OF A CLASSIFICATION
PLAN WORK TOGETHER?
The development of a workable position classification plan requires the
coordinated efforts of employees, supervisory and administrative personnel,
and trained personnel analysts. Employees are most aware of the duties
they are actually performing. Supervisory and administrative personnel
are most aware of the manner in which departments are organized to accom-
plish their objectives. The personnel analyst translates information re-
garding assigned duties and departmental organization into a classification
plan. The plan distinguishes between kinr�srand levels of duties and re-
sponsibilities in a manner which can reasonably be measured (through
written tests, oral interviews, etc.). In doing this, the analyst applies
his knowledge of prevailing classification practices in a way which will
best assist the local agency management in carrying out its programs.
WHAT ABOUT 'IE MAINTENANCE OF THE CLASSIFICATION PLAN?
A classification plan is an accurate description of work performed only
at the time it is prepared. The plan should not function in a manner
which fixes the titles, duties, or qualifications required of employees.
It is intended as a beginning rather than an end.
The process of keeping a classification plan up to date should begin when
the plan is adopted. Changes in job duties or the addition of new re-
sponsibilities should be recognized. Class specifications should be
reviewed to insure that they continue to accurately describe the duties
of a class and that the qualification standards are consistent with the
needs of the agency. A clear-cut procedure should be established and
followed to achieve continued maintenance of the classification plan.
Regardless of the extent of classification plan maintenance, an overall
review of the plan is necessary from time to time. A classification plan
which is subject not only to good internal administration, but to the
periodic review of outside consultants, is an asset to sound personnel
administration. The frequency of these overall reviews depends on the
rate of growth and change of the agency, and the amount of classification
maintenance services that can be performed by its staff.
It has been the experience of Cooperative Personnel Services that general
classification reviews conducted at relatively frequent intervals are
less costly and less disruptive to an agency than thorough surveys con-
ducted at intervals of five or more years.
-6-
A considerable amount of time and money is invested in a sound classifi-
cation plan. Such plans require the continued attention of an administra-
tive official or group, and the frequent attention of experienced personnel
analysts. In view of the investment and the potential dividends of a
well-maintained plan for employee, administrator, and taxpayer alike, the
cost of organized maintenance is relatively small. The savings to be
effected by improving employee morale and job satisfaction probably more
than offset the cost of a maintenance program.
-7-
CLASSIFICATION RECOMMMATIONS
During the course of this study, vm analyzed the duties assigned to all
positions, filled or vacant, that were referred to us. The "Position
Allocation List" section of this report contains what we feel are the
appropriate allocations for a 11 positions studied. The names of incum-
bents are included on that list in order to identify the positions. W
wish to stress the fact that we are recommending allocating positions.
notep ople. It is a management decision to 6etermi.ne how incumbents w i 11
be affected by our classification recomm ndatlons. For instance. where
we have recommended reallocating a position to a class with a higher salary
range than the original class to which the position was allocated, there
are several approaches available to management, such as transferring
incumbents of the reallocated positions to vacant positions allocated
to their original classes and opening the higher level positions to com-
petitive examinations; or, reassigning the duties that justified the
higher or lower allocations to positions already allocated to the
appropriate classes; or moving incumbents with their positions and grant-
ing salary increases as appropriate.
Inc=bents should be moved with their positions only if they meet the
education and experience requirements for the class to which their
position is assigned. If an employee does meet these requirements.
management may allow the employee to "underfill" the position by remaining
in a lower classification until the employee meets all requirements for
advancement to the higher classification.
For those agencies that do not have personnel rules governing such trans-
actions, we present the following as one possible system of implementing
salary and salary -related recommendations in this report,
1. Rule 1. Classes Proposed for Movement to a Righier Salary Range
Incumbents of positions in a class that is proposed fora salary,
increase should nuw to the same steps in the proposed salary
range that they were on in the lower salary range. Their
anniversary dates should remain unchanged. EMloyees in this
category are identified by the number (1) after their names on
the Position Allocation List beginning on page 28.
2. Rule 2. Classes Proposed for Movement to a Lamer Salary Range
or Reallocation of a Position to a Class with a Lower Salary Ran
a. Incumbents of all positions in a class, or incumbents of
positions reallocated to a class, that is proposed' slot- a
lower salary range with a maximum step not lower than the
incumbents' current actual salaries. should continue to
receive their present salaries until their next anniversary
date, which remains unchanged, at which time they would be
eligible to move to the step in the salary range with the
next higher dollar amount, unless they vere already at the
maximum step.
�8-
b. Incumbents of all positions in a class, or incumbents of
positions reallocated to a class, that is proposed for a
lower salary range with a maximum step Lcs4._tthe
incumbents' current actual salaries should continue to r
receive their present salaries until the maximum step of
the range again exceeds the incumbents' actual salaries.
This action is generally referred to a -s a "Y" rate and
allows "freezing" rather than reducing employees'
salaries. The letter "Y" should be used with these rates
on all official pay—related records and documents until
the frozen salaries again fall within the range of the
class.
Incumbents who fall under Rule 2 are identified by the
number (2) after their names on the Position Allocation
List beginning on page 28.
3. Rule 3. Reallocation of a Position to a Class With a Higher or
Equal Proposed Salary Range
a. An employee in a position proposed for reallocation to a
different class vith a recommended salary range that is at
least Sz higher than the salary range recommended for the
employee's present class should be placed on a step in the
new range that is at least 5%higher than the step the
employee vould receive i£the position were not proposed
for reallocation. In cases where management eels
inequities have existed over substantial periods of time,
management may grant a step placement in excels of the 5% l
figure. The effective date of the reallocation should
become the employee's new anniversary date.
b. An employee in a position proposed for reallocation to a
class vith a recc=e.nded salary range that is equal to or
higher by less than 5% than the salary range Xecoended
for the original, class should move to the same: step on the
range of the new class. The salary anniversary date should
remain unchanged.
Incumbents, whose positions are recommended fox a class with
a higher m&ximum salary than their present class are identified
by the number (3) after their names on the Pogition Allocation
List beginning on page 28.
Computation of Salaries for Part -Time Positions
To present accurate salary relationships among relatecl classes of
positions, we have presented all recommendations basecl on a full
monthly rate. Incumbents vho work less than full timit should be
paid in accordance with the number of hours actually worked.
-9-
WHAT IS THE DIFFERENCE BETWEEN SALARY RAS AND SALARY STEPS?
The salary range is established on the basis of comparative data for bench
mark classes. A range is appropriate, however, so long as it enables an
agency to recruit and retain properly qualified personnel. Of special
importance is the fact that the minimum of the range becomes the initial
or hiring step which the agency offers in competing for employees.
The salary steps within a salary range, on the other hand, are used as an
incentive for competent employees to remain in your employment and to
improve their effectiveness on the job. Movements from step to step are
based on satisfactory service. Step advancements are typically granted at
the end of each year of service until the top of the salary range is
reached. These movements are not related in any way to wage levels in
other agencies since they reflect on the individual employee and not the
class or job.
From year to year, it may become necessary to reassign individual classes
fiasn their established salary range to a higher or lawer salary range.
This kind of change will be necessary due to increasing or decreasing.
salary levels for that type of employment in neighboring public agencies
-" : �
and private industry. It should be clearly understood that these salary,
range changes, whether for individual classes or for all classes
classified service, may be expected to occur from time to time in addition'``''
to the normal step increase within the range for individual. employees.
SHOULD AN EMPLOYEE BE CHA143ED TO A HIGHER CLASS LFIGAT-ION IN.ORDLR TO
A SALARY INCREASE?
A .change in classification should NOT be made merely to increase an
employee's salary. Classification changes should be made as the result
of changes in the duties assigned to a position. Furthermore, 'salary
range changes should not be approved in order to recognize quality of 5
performance, length of service, or a desire for higher Wages ox.inereased<. __'.
on the of an employee
prestige part
�q
If a position is comprised of duties which are consistent with a particular?`
class, the position should not be assigned to a new or Existing class; at a.�
,to_.'
higher range merely because the salary of the proper class is` believed
be inadequate. If the salary is inadequate for one position in a class, it
is inadequate for all positions in that class, and the class should "be,'
moved to a new salary range consistent with prevailing 4rage levels ".
WHAT IS THE RELATIONSHIP BE7WZM1 TFCB CLASSIFICATION ?4AN AND THE SALARY PLAN?
The classification plan provides the base upon which the: salary plan.,:is
built. In public agencies an employee's salary is detei:mined by the' class
to which his position has been allocated. Since salary recommendations
-10- 1
are based on comparative data for bench mark classes and internal relation—
ships between bench mark and nonbench mark classes, it is important to
study the positions in an agency to be sure that they are in the proper
class. If a classification study shws that some positions are improperly
classified, then those positions should be reallocated to an appropriate
class before salary recommenda�iorns are made. If a position is improperly
classified then the salary for that position w i 1 1 be wrong also.
-11-
SPECIAL COMMENTS
SPECIAL COMMENTS INDEX
Class
Page Number
Engineering Aid 11
12-14
Electrical Utility Clerk
14
Stenographer -Transcriber
14
Utility Warehouse Worker
15
Library Attendant
15
Park Maintenance Worker II
15
Recreation Supervisor
16
Classification Titles vs. Working Titles
16
Maintenance Worker I
16
Park Maintenance Worker Ii
16
SPECIAL COMMENTS
Engineering Aid II
Employees in this classification asked us to consider changing the title
for their classification to Engineering Technician on the basis that this
title is now in use by a n=ber of the survey agencies used by the City
of Lodi in its salary studies and by the neighboring City of Stockton.
We contacted the cities which Lodi currently uses for salary surveys (and
the City of Stockton) to obtain information on the current use of the
classification Engineering Technician. The Cities of Pleasanton. Fairfield,
Antioch, Roseville. Hanteca, and Stockton currently have the classification
Engineering Technician. The City of Fairfield currently has no positions
in its Engineering Technician classification and will be discontinuing the
use of this classification immediately. The City of Livermore uses the
class titles "Technician" and "Engineering Technician".
Of the above cities, the Cities of Livermore, Fairfield, Roseville. Manteca,
and Stockton use the classification Engineering Aid in addition to the
classification Engineering Technician.
Our information on the utilization of the classification Engineering
Technician in the above survey agencies verifies Cooperative Personnel
Services' experience that this class title is normally utilized for posi-
tions that perform amore difficult level of subprofessional engineering
design, layout, and survey work than Engineering Aid positions and require
at least three years' of eubprofessional engineering experience or college
education beyond the twelfth grade. One exception is Engineering Technician
in the City of Antioch, where duties and job requirements are similar to
those for Engineering Aid II in Lodi. The levels of education and experience
required for the class Engineering Technician in the above cities is sham in
the table below.
City Education Required Experience Required
Pleasanton Either: AA degree in Civil
Engineering or related
field and one year of experience
Or: High school graduation
and three years of experience
Antioch Either: Two years of college
in Civil Engineering or
related field
Or: High school graduation and two years of experience
Roseville Either: High School graduation
and three years of experience
Or: Two years of college
and one year of experience
-12-
City Education Required
Experience Required
Manteca Either: High school graduation
and four years of experience
Or: Two years of college
and two years of experience
Live1wre High school graduation and three years of experience
Stockton Either: Two years of college
with major in Civil
Engineering and two years of experience
Or: High school graduation
and four years of experience
including two years as
Senior Engineering Aid
Although we cannot agree with the suggestion that the class title Engineering
Aid II be changed to Engineering Technician in the City of Lodi to more
closely reflect prevailing practice, we do believe an adjustment in the
relationship between the classes Engineering Aid I and Engineering Aid II
in the City of Lodi is justified. In our experience, the relationship
between these classes can vary from 10%to 15%depending on the experience
required and on the range and level of difficulty of assigned work at the
Engineering Aid II level.
Our recommendation to increase the existing 107 differential between Engineer-
ing Aid I and Engineering Aid II to a 12 7 differential is based on our
evaluation of the range and difficulty of work assigned to positions at the
Engineering Aid II level. The most difficult duties, in our judgment, consist
of preliminary layout work for a variety of public works which currently con-
stitutes about 20%of the assigned office duties for Engineering Aid II
employees. Preliminary design and layout work is, in some surveyed agencies,
performed by positions in classifications above the Engineering Aid II level.
Additionally, we are impressed by the wide range of office and field sub -
professional engineering duties assigned to employees in the Engineering
Aid Ii classification.
We recognize that salary data from the most recent salary study conducted by
the City of Lodi do not, alone, support the recommended increase in the
salary differential between Engineering Aid I and Engineering Aid 11. Our
recommendation for this change in salary differential is based primarily on
the strength of the subprofessional duties performed at the Engineering Aid II
level and our previous experience indicating that a 124% or 15% differential
is appropriate if substantial subprofessional duties are performed at the
Engineering Aid II level.
The current advancement pattern from Engineering Aid I to Engineering Aid 11
in the City of Lodi requires two years of experience at the Engineering Aid I
level. We recommend that advancements from the I to the II level in the future
be based on the ability of the employee to perform the full range of
-13-
subprofessional duties assigned to the Engineering Aid II level in addition
to meeting of the two year experience requirement for the higher level.
Electrical Utility Clerk
This position was previously studied by Cooperative Personnel Services in
June 1970 and recommended for reallocation in that study from the classi-
fication Account Clerk to the classification Electrical Utility Assistant
Although the current job description filled out by the incumbent in this
position, Mrs, D. Bohnet, indicates a lesser percentage of time spent on
joint pole line calculations and other of the more difficult clerical tasks
which justified the upward allocation of her position in 1970, the basic
duties and responsibilities of the position have not changed substantially
since 1970. W recognize that our recd aendation for the classification
Electrical Utility Clerk reverses (by 5%) the recommendation made in the
1970 study. The 1970 study did not. however, cover any positions at or
above the level of Senior Account Clerk (Salary Range 24.5) where the
classification Electrical Utility Assistant is currently allocated. This
is one of the disadvantages of a limited position classification study in
which the relative duties and responsibilities of other positions at a
given level are not compared due to limitations on the numbers of positions
studied. Although we agree with the earlier study that the overall clerical
duties of the Electrical Utility Clerk position justify allocation above
the Account Clerk level and the requirement for experience in an electrical
utilities department, wE do not believe the duties and responsibilities of
the position are sufficiently difficult to justify salary parity with the
class Senior Account Clerk or the existing salary relationship above the
level of Stenographer Clerk III. Consequently, we have recommended down-
ward allocation of the class Electrical Utility Clerk to Salary Range 23.5
and a title change from Electrical Utility Assistant to Electrical Utility
Clerk to ohtxin greater consistencv in the use of the title Clerk for
secretarial and clerical positions in the City service.
The revised class specification for the class Electrical Utility Clerk
continues to require one year of experience in an electrical utilities
department for allocation to a position of this class. If the position
currently filled by Mrs. Bohnet is, in the future, filled by an employee
who does not have the required year of experience, the position should be
downgraded to a lower level classification for a period of not less than
one year until the new employee obtains the required experience in the
City of Lodi Utility Department.
Stenographer- Transcriber
One position in the Police Department which is currently allocated to the
classification Stenographer Clerk II has been recommended for reallocation
to a new classification Stenographer -Transcriber. The duties of this
position consist primarily of transcribing of police reports from machine
recording. Consequently, the desired qualifications for the class
Stenographer Clerk II are not appropriate for this position. The proposed
classification Stenographer -Transcriber should facilitate the recruitment
of an employee capable of achieving a sustained typing speed front machine
recording necessary for performance in this position.
-14-
U t i l i t y Warehouse Worker
Enclosed at the end of this report are copies of an earlier report forwarded
to your administration covering the class Utility Warehouseman in the
Electrical Utility Department. Although this was issued as a preliminary
report, we studied no additional positions in the Utility Department and
therefore we consider the recommendations in this report final with respect
Co the position of Utility Warehouse worker.
Library Attendant
Employees in the classification Library Clerk asked us to consider changing
the title for their class. Only three of the surveyed agencies utilized by
the City of Lodi, the Cities of Livermore, Roseville, and Woodland, use
library classifications. The City of Livermore uses the title Library Clerk.
The Cities of Roseville and Woodland use the titles of Library Assistant I
and Library Assistant 11. Since the City of Lodi is already utilizing the
classification Library Assistant for a single position, we have recommended
the title Library Clerk be changed to Library Attendant to reflect the require-
ment that employees in this classification be capable of working in all major
library departments in providing assistance to the public in person and over
the telephone in utilizing the full range of library services. We believe the
designation Clerk does not adequately reflect the fact that a majority of time
is spent in providing assistance to the public in the use of library facilities.
Employees in the class Library Attendant also asked us to review the working
conditions for their classification. specifically, the requirement that they
work on certain number of evening and Saturday shifts on a rotational basis.
Since this study is limited to the classification of positions, we are not
able to review whether it is prevailing practice in other Lodi survey agencies
to require library employees to work evening and Saturday shifts without
additional compensation. we recommend that the matter of working hours and
working shifts for library employees be reviewed along with the next salary
study conducted by the City of Lodi to determine if an inequity exists.
Park Maintenance Worker Ii
In writing the "Distinguishing Characteristics" for the classification Park
Maintenance Worker II, we have attempted to clearly set forth the require-
ment that positions allocated to this class perform the full range of park
maintenance work independently, including the frequent operation of gang
mower or similar motorized equipment.
Although we found a generally sound pattern of the allocation of positions
to the classes Park Maintenance Worker I and 11, we did find one position,
that occupied by Nh A. Gehring, for which we could not support continued
allocation to the classification Park Maintenance Worker 11.
-15-
Recreation Supervisor
In reviewing the job descriptions and discussing assigned duties and
responsibilities with the two employees whose positions are in this
classification, we were impressed with the wide range, intensity of
participation, and numbers of employees that were hired, oriented,
trained, and evaluated by the two employees in this classification.
Although we believe the current classification title is appropriate to
reflect assigned duties and responsibilities, we recommend that con-
sideration be given in the next salary study conducted by the City to
the range, intensity of participation, and kinds, and numbers of
recreational specialists and leaders, game officials and score keepers,
playground coaches, part-time instructors. and umpires hired. and
supervised by the Recreational Supervisors in the City of Lodi in
relation to positions of the same title in the survey cities utilized
by the City of Lodi. W believe the City of Lodi has one of the more
intense recreation programs with one of the widest participations of
any of the cities utilized for salary comparisons by the City of Lodi.
Classification Titles vs. Working Titles
Several employees commented. during the course of the survey, that they
did not like utilizing their classification title when speaking to the
public or signing documents as representatives of the City. It is common
practice for employees in public jurisdictions to use a working title in
addition to their formal position classification title. Under this concept,
an employee in a position allocated to the classification Typist Clerk 11.
or Stenographer Clerk 11, could use the working title "Secretary to the
Street Department" or "Secretary to the Parks and Recreation Department"
in place of the classification title.
Maintenance Worker I - Mr. Ronald Hertz
The position occupied by Hr. Hertz is currently allocated to the class
Maintenance Man I and recommended for allocation to the class Maintenance
Worker I. In our judgment, this position is borderline and there is
justification for reallocation to the class Maintenance Worker XI. We
reco=end that when the employee's foreman and department head believe
the employee is substantially performing at the Maintenance Worker 11
level, that this position be reallocated to that class.
Park Maintenance Worker II - Calvin Ost
During the course of the study, the position occupied by Mr. Ost was taken
over by Mr. Jerry Storck. Mr. Ost, on the other hand, assumed the position
formerly held by Mr. Storck. Our recommendations in the study assume that
the above employees are performing substantially the duties of their
predecessors following this position switch.
-16-
SCHEMATIC LIST OF CLASSES
CLASS - SALARY
RELATIONSHIP CHARTS
City of Lodi
SCHEMATIC LIST OF CI_ASSB
AND
PRESENT AND PROFOSR) SALARY RANG
MAINTENANCE AND OPERATIONS CLASSES
Park Supervisor
Street Supervisor
Water and Sewer Supervisor
Equipment and Building
Maintenance Supervisor
Chief Sewage Plant Operator
S t r e e t Foreman
Water Services Foreman II
Park Foreman
Water Services Foreman I
Building Maintenance Lead Worker
Gardener
Mechanic
Maintenance Worker III
Building Maintenance Worker
Laboratory Technician
Park Maintenance Worker III
Sewage Plant Equipment
Maintenance Worker
Swage Plant Operator
Equipment Service and
Repair Worker
Street Sweeper Operator
Tree Trimmer
Haintenance Man II
Parking Meter Repairman -Collector
-17-
June 1975
Present Proposed
Range Salary Rama Salary
34.5 $1254-1526 34.5 $1254-1526
34.5 1254-1526 34.5 1254-1526
34.5 1254-1526 34.5 1254-1526
33.5 1195-1453 33.5 1195-1453
31.5
1083-1317
31.5
31
1058-1286
31
31
1058-1286
31
30.5
1031-1254
30.5
30
1008-1225
30
New Class
29
29
960-1166
29
28.5
936-1138
28:5
28
914-1111
28
New Class
27.5
27.5
892-1083
27.5
27.5
892-1083
27.5
New Class
27.5
27.5
892-1083
27.5
New Class
27
27
870-1058
27
27
870-1058
27
26
830-1008
26
26
830-1008
26
1083-1317
1058-1286
1058-1286
1031-1254
1008-1225
960-1166
960-1166
936-1138
914-1111
892-1083
892-1083
892-1083
892-1083
892-1083
870-1058
870-1058
870-1058
830-1008
830-1008
Schematic List of Classes - 2
PUNNING, ENGWEERING, AND INSPECTION CLASSES
Associate Civil Engineer
Present
Chief Building Inspector
35.5
Range
Salary
MAINIINANCE AND OPERATIONS CLASSES
- C an t d .
Junior Civil Engineer
32
Park Maintenance Worker II
25.5
$ 809-
982
Maintenance Worker I
24.5
771-
936
Park Maintenance Worker I
24
753-
914
Janitor
22
681-
829
PUNNING, ENGWEERING, AND INSPECTION CLASSES
Associate Civil Engineer
37
Chief Building Inspector
35.5
Assistant Civil Engineer
34.5
Assistant Planner
33
Junior Civil Engineer
32
Projects Officer
32
Building Inspector
31.5
Public Works Inspector
30.5
Engineering Assistant
30
Junior Planner
30
Supervising Engineering Aid
29
Engineering Aid II
27
Engineering Aid I
25
1417-1723
1317-1601
1254-1526
1166-1417
1111-1350
1111-1350
1083-1317
1031-1254
1008-1225
1008-1225
960-1166
870-1058
790- 960
Proposed
Range Salary
25.5
24.5
24
22
37
35.5
34.5
33
32
32
31.5
30.5
30
30
30
27.5
25
$ 809- 982
771- 936
753- 914
681- 829
1417-1723
1317-1601
1254-1526
1166-1417
1111-1350
1111-1350
1083--1317
1031-1254
1008-1225
1008-1225
1008-1225
892-1083
790- 960
RECREATION AND GENERAL. ADMINISTRATIVE CLASSES
Recreation Supervisor 30.5 1031-1254 30.5 1031-1254
Administrative Assistant 30 1008-1225 30 1008-1225
(Public Works)
-18-
Schematic L i s t of Classes - 3
Present
Range Salary
SECRETARIAL, CLERICAL, AND RELATED CLASSES
Secretary to City Manager
Dispatcher Clerk- Jailer
Dispatcher Clerk -Matron
Meter Reader
Dispatcher Clerk -Fire
Library Assistant
Senior Account Clerk
Electrical Utility Clerk
Stenographer Clerk III
Parking Enforcement Assistant
Account Clerk
Library Attendant
Stenographer Clerk II
Stenographer- Transcriber
Typist Clerk II
Stenographer Clerk I
Telephone Operator- Receptionist
Typist Clerk I
Clerical Trainee
-19-
Proposed
Range Salary
27
$870-1058
27
$870--1058
25.5
809-
982
25.5
809-
982
25.5
809-
982
25.5
809-
982
25.5
809-
982
25.5
809-
982
24.5
771-
936
24.5
771-
936
24.5
771-
936
24.5
771-
936
24.5
771-
936
24.5
771-
936
24.5
771-
936
23.5
735-
892
23.5
735-
892
23.5
735-
892
22.5
699-
850
22.5
699-
850
21.5
666-
809
21.5
666-
809
21.5
666-
809
21.5
666-
809
21.5
666-
809
21.5
666-
809
New
Class
21.5
666-
809
20.5
634-
771
20.5
634-
771
19.5
604-
735
19.5
604-
735
19.5
604-
735
19.5
604-
735
18.5
575-
699
18.5
575-
699
New
Class
16.5
521-
634
City of Lodi
PRESL, CLASS—SALARY RELATIONSHIP CHAI._
MAINTENANCE AND OPERATIONS CLASSES
Salary Range
June 1975
34.5 $1254-15U*YpP7P^(+�i�ga
SWqParkr o
�5 r, t4pxr
34 1225-148
Equip 6 Bld
33.5 1195-145
..
.
. . . . . .
. . .
. . . . .
Mgi1jt Su pvr
. ,
33 1166-14I
32.5 1138-1382
. . . .
. . . . .
. . . .
. . . . . .
•
3372 IM -1350
. . . . .
. . . . . .
31.5 1083-1317
e ew-
age Plant
. . . . . . .
. . . .
. . . . . .
. . . . .
.QRera toX
Street
Water Svs
31 1058-1286
Foreman
Foreman II
Park
30.5 1031-1254
Foreman
.
. . . . .
. . . . . .
. . .
'
. . . . . . . .
Water Svs•
. . . . . ..
30 1008-1225
Foreman I
83-1191
• •
29 960-1166
'
Gardener
. . . .
'
Leadman
28.5 936--1138
Mechanic
. . . . . .
28 914-1111
. . . .
Maintenance
Man ITT
. . . . .
. . . . .
. . . . . ...
Park Maint
Park Maint
Sewage
aboratory
iechn
27.5 892-1083
:
Spec
. . ...
Man III
.
Plant Opr
• . • . .
27 879-105
. .
Tree
Trimmer
Weer
• . . . . . ..
26.5 850-1031
Parks Equip
. . . . . ..
. .
. . . . .
•Street
Rejpaiir Wki
Maintenance
P arking Mtr
26 830-100
Man II
Painter
epairm-Coli
25.5 809- 982
Park Maint
Equip Mainz
. . . . . .
. . . . .
.MSn .II .
. . . .
. . .
.
25 790- 96
936
Maintenance
.� ........ .. ..
•MSn.I. . •
.. '
Park Main t
. . . . .
. . . . . .
. . . ...
. . . . . . ..
24 753- 91
Man I
23.5 735- 89
. . . . .
. . . . •
. . . .
. . . . .
. . . . . .
. . . ...
23 716- 87
. . . . . ..
22.5 699- 85Laborer
. . . . .
.
. . .
. . . . . . .
22 681- 82
Janitor
. . . . .
. .
. . . .
-20-
City of Lodi
PROPOSED CLASS -SALARY RELATIONSHIP CHART
MAINTENANCE AND OPERATIONS CLASSES
June 1975
34.5 $1254-152
Street
Park
Water and
Parking 'Mir
lRepairm-Coll
Sypgryi$oT
SVpgryigoV
. . . . .
.Sgwgr.SVpYr
34 1225-148
.
. . . . .
. Worker II.
. . . . .
33.5 1195-145
r25790-
961-
Equip & Bldg
int Supvr
33 1166-141
g36Maintenance
i
. . . . . . .
32 1111-135
. . . . . .
.
Worker.I .
31.5 1083-131
. . . . .
. . . . . .
agee enrrta
.
ttieet�
.00perator .
ater Svs
31 1058-128Foreman
Foreman II
Park
30.5 1031-125
Foreman
. . . . . .
. . . . .
. . . . . .
. . . . .
. Water' Svs ,
30 1008-122
Foreman I
29.5 983-119
•.Gardener
29 960-116
Bidg Raini
Lead Wkr
,8.5 936-113
Mechanic
- -
28 914-1111
. .
Maintenance
. . . . .
. . . . .
. . . . . .
Park Maint
Bldg Maint
Sewage
Sewage P aw
27.5 892-108
. . . . . .
Worker III
Worker
Plant r
Equip Maint
Wkr.
27 870-105
Tree
Street
Sweeper
.�
y p�
Trimmer
n..r
RevairSWkr6
Lab Tech
-
83()-1008Worker
3ntenance
II
Parking 'Mir
lRepairm-Coll
9- 982
Park Maint
.
. . . . .
. Worker II.
. . . . .
r25790-
961-
g36Maintenance
Worker.I .
. . . .
. . . . .
. . . . . .
3- 914
Park Maint
Worker I
23.5 735- 892
....... ........................
23 716- 870
22.5 699- 85
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
_Z 681- 829 Janitor
-21-
. . . . . 1 . . . . . .
City of Lodi
June 1975
PRESENT CLASS -SALARY RELATIONSHIP CHART
Salary Range PLANNING, ENGINEERING, AND INSPECTION CLASSES
37 $1417-172F ' .
. . . . . . . . Engineer . i .
. . . . . . . . . . . . .
36.5 1383-1682
36 1350-1642
. . . . . . . . . . . . . . . . . . . . . . .
Ci�ief* Bldg .
35.5 1317-1601 Insp
35 1285-1562
. . . . . . . . . . . . . . . .
isst Civil
34.5 1254-1526 Engineer
34 1225-1488
. . . . . . . . . . . . . .
33.5 1195-1453
Asst
33 1166--1417 Planner
. .. . . . . . . . . . . .i
. . . . . . . . . . . . . . . . .
r30l?08-1225
138-1382 .#
111-135 Jr Civil Projects
Engineer. Officer
083-1317
• Building .
ector
058-128
. . . . . . . . . . . . . . . . ..
032-I25 Public Wks
s
Junior Eng
29..5 983-119
29 960-116 Sup Eng --
. . . . . . . . . . .Atd@ . . . . . . . . . . .
28.5 936-113 .
28 914-•111
. . . . . . . . . . . . . . . . . . . . . . . . . 1
27.5 892-108
r.265
870-1051. Eng -
. . . . .A�dg I . .
850-103
26 830-100
. . . . . . . • . . . . . . . . . . . . . . . .
25.5 809- 98
25 790- 96 Eng
. . . . . . . . . . . . Adg .
24.5 771- 9 1 C
-22-
City of Lodi
PROPOSED CLASS -SALARY RELATIONSHIP CHART
Salary Ranee
PLANNING_ ENGINEERING" AND INSPECTION CLASSES
7 $1417-1723
Assoc
. . . . . .
. . , . .
, . . . .
r4,wAl. &
6.5 1383-1682
36 1350-1642
. . . . . ..
35.5 1317-1601
. . . .
. . . . .
. . . . .
. . .
Chief Bldg
Inan
. . . . ,
35 1285-1562
. . . , . . .
34.5 1254-1526•
I
, . . .
. . . . .
Asst Civil
. . . . .
Engineer
34 1225-1488
. . . . . . .
. . . .
33.5 1195-1453
.
. . . . .
. . . . .
. . . . . .
. . . . .
33 1166-1417
Asst
. .
32.5 1138-1362
32 1111.-1350
Jr Civil
Engineer
Building
31.5 1083-1317
Inspector
31 1058-1286
Public Wks
30.5 1031-1254•
Ins
30 1008-1225
Junior
Sup Eng
Eng
. . . . . .
Plagngr.
A#d. . .
Assistant
. . . . .
29.5 983-1.19
29 960-116
. . . . .
. . . . .
. . .
28.5 936-11
. . .
. . . .
. , . . .
28 914-11.1
27 5
. 892-108
•
Eng
Aid II
27 870-105
• • • • r • •
• •
26.5 850-103
• • •
• • • , •
• • • • ♦
• • • • •
• • • • •
26 830-100
.
.
25.5 809- 98
. . . .
. . . . .
. . . . .
. . . , .
. . . . .
25 790- 96C
Eng
r • • r • r
. • , • .
. Aid. 1. •
• . • ♦ ,
• • r • •
4.5 771- 93
-23-
June 1975
P r o i e c t s
Officer. .
r
s
A
r
city of LOni
PRES„.44T CLASS -SALARY RELATIONSHIP CHPt,,i
RECREATION AND GENERAL ADMINISTRATIVE CLASSES
Salary Range
-24-
June 1975
. . . . . . .
. . . . .
. . . . . .
. . . . .
. . . . .
. . . . .
31.5 $1083-1317
. • . .
.
31 1058-1286
. . . .
. . . .
. . . .
. . . .
. . . .
30.5 1031-1254
Recreation
. . . . . . •
. . . . . .
•
SgperKigo;
.
30 1008-1225
Adman Asst
P ub Wks)
29.5 983-1194
• • • • • . •
. . •
29 960-1166
. . •
. . . • •
. . • • .
. . . • • .
. . . .
28.5 936-1138
. . . . . . .
. . .
28 910-1111
. .
. . . . .
. . . . .
. . . . . .
. . . . .
27,5 892-1083
. . . . . .
.
27 870-1058
. . .
. . . . .
. . . . •
. . . . .
.......
.....
.....
.....
. .
.. .
......
..........
....
.....
,
.........................
.....
..
.............
....
.........
.....
-24-
June 1975
City of Lodi
PRak.,,,ED CLASS -SALARY RELATIONSHIP CRAKT
RECREATION AND GENERAL ADMINISTRATIVE CLASSES
Salary Ranue
June 1975
. + . . . . •
• . • . .
. • . . .
• . . .
. . . . .
. .
Admin Asst
Pub Wks)
.
. . . . . .
. . . . . .
. . . . . .
. . . . . .
. . . . . .
■ ■ ■ •
■ ■ ■ ■ ■
■ ■ ■ ■ ■
■ ■ ■ • ■ ..
■ ■ ■ ■ ■
■ ■ ■ ■ ■
• • • • • •
• • • . •
■ ■ ■ ■ ■
■ ■ ■ ■ ■
• . . . • . • . . . .
31.5 $1083--131
♦ • • . . •
31 1058-128
. . . . .
.
tecreation
30.5 1031--1254
. . . . . . ..
30 1008-1225
. .
. . . . .
.
983-1194
. . . . . .
29 960-116
. . . . .
28.5 936-1138
. . . . . . .
28 914-111
. . . . . .
. . . .
. . . . .
. . . . .
. . . . . .
27.5 892-1483
. . . . . . .
27 870-1058
. . . . .
. . . . .
. . . . .
. . . . .
. . . . .
. . . . .
. . . . . .
. . . . . . . . . .
. . . . . . . . . .
. . . . . . .
. . . . .
. . . . .
. . . . . .
. . . . . . .
. . . . . .
. . . . .
. . . . .
. . . . .
. . . . . .
. . . . . . .
. . . . . .
. . . . .
. . . . .
. . . .
. . . . . .
-25-
City of Lodi June 1975
PRE.%—. r CLASS -SALARY RELATIONSHIP CBA,
SECRETARIAL, CLERICAL, AND RELATED CLASSES
Salary Race
-26-
28 $914-1111
27.5 892-1083
. . . . . . .
27 870-1058
. . . .
. . . . .
Secty to
. .
City Mgr
26.5 850-1031
. . . . . . .
26 830-1008
. . . . .
. . . . . . . . . . .
Meter
?
25.5 809- 982
Disp CA-
Disp Clk- r
. . . . .
. . . . .
Matron . .
Jailer . �
. . . . .
25 790- 960
Ir
24.5 771- 936
S r P.cct
E l e c t r i c a l
Disp Cik-
Library
Fire
Assistant
24 753- 914
Steno C1k
§ no .C1k.
23.5 735- 692
. . . . . .
.
,
.
23 716- 870
. . .
Police
. . . . . . . .
22.5 699-- 850
Parking E►l
. . . . .
. . . .
Asst
�-
22 681- 829
21.5 666- 809
Steno CA
Account
Police
Library
.' .
.1
Clk .
Clerk
. .
Clerk.
21 650- 790
20.5 634- 771
TyPist
..Clerk,Il
. . . .
. . . .
rs arrs
20 618- 753
.
+
19.5 604- 735
Steno CA
Telephone
. .
. . . . .
1 . ..
. . . . .
. . . . .
fl!?r ;Recpt .
19 590- 716
18.5 575- 699
Typist
Cjerk.1.
. . . .
.
. . . . . .
. . . . .
t
18 562- 681
. . . . . •
• . . . . •
• . a . . .
17.5 548- 666
-26-
City of Lodi
PROPOSED CLASS -SALARY RELATIONSHIP CHART
SECRETARIAL, CLERICAL, AND RELATED CUSSES
Salary Range
June 1975
�i
28 $914-1111
27.5 892-1083
27 870-1058
. . .
ty o
'Sec't
. . . .
. .
. . . . . .
City Mgr
1
25.5 850~1031.
Accounting
g
`
. . . . . .
. . . . .
. . . .
Teclin . ..
. . . .
. . . . .
. . . . . . .
26 830-1008
25.5 809- 982
Meter
Disp Clk-•
Disp Clk-
. . ..
. . .
. . . . .
Readei
Matron
Jailer .
25 790- 960
24.5 771- 936
Senior Acct
Disp Clk-
Library
. .
. . . . .
. . . . .
Clk . . . .
. . . . .
Fire
Assistant
24 753-- 914
735 892
Steno Clk
Electrical
. .
IIT
UtiL Glerlc.
23 716 870
.
^2.5 699- 850
.
. . . . . .
22 681- 829
. . . .
. . . . .
. . . . .
. . . . . .
21. 5666-.809
Steno Clk
Account
Library
. .
_
• II
Clk � •
Attendant
. . . . .
121 .659- 7$0
v- . � 1
!
1
20.5 634- 771
Typist
3
C, erk Il
. . .
. . . .
. . . . . . 3
20 618— 753
19.5 604— 135
Steno Clk
Telephone
.
. . . . . ..
I. . . . .
. . . . . .
0Rr . RBcv t .
. . . . . .
. . . . .
19 590— 716
18.5 575— 699
Typist
. . . .
. . . .
..
c.1�k 1.
18 5621 681
17.5 548— 666
......
.....
.....
...
1
17 535— 650
. . . . . . .�
Clerical
�
6.5 521— 634
. . . . . .
•Tral nee . .
. . . . .
I . . . .
. . . . . . . . . .
. . . . . ..
POSITION
ALLOCATIONS
City of Lodi
POSITION ALLOCATION LIST
June 1975
Each position included in the study has been analyzed to identify the type
and level of duties assigned and has been recommended for allocation to the
appropriate class. This list contains those recommendations. The names of
incumbents of the positions have been included so that all interested parties
nny easily interpret our reco=endat.ions, The recommendations refer to posi-
tions, not inc=bents. The decision, in the case of a proposed upward or
downward reallocation of a position, to move the incumbent with the position
or to follow a different procedure such as opening the position to a com-
petitive examination rests with management. In cases where current personnel
rules do not cover such transactions, Cooperative Personnel Services will be
available to discuss alternate methods of implementation.
Position
PRESENT PRCFC)SM Currently
Title Range Title Range Occupied- By
Recreation
30.5
Recreation
30.5
Field, M.
Supervisor
Supervisor II
Recreation
30.5
Recreation
30.5
Williamson, R
Supervisor
Supervisor IZ
MAINTENANCE AND OPERATIONS
CLASSES
Gardener 1,eadman
29
Gardener
29
Bender, R.
Parks Maintenance
27.5
Building Maintenance
29
Freshour, R. (3)
.Specialist
Lead Worker
Mechanic
28.5
Mechanic
28.5
Bechthold, G.
Mechanic
28.5
Mechanic
28.5
Feikert. A.
Maintenance Man 111
28
Maintenance Worker 111
28
Lachenmeier, A
Maintenance Man II
26
Building Maintenance
27.5
Falos, J. (3)
Worker
Park Maintenance
27.5
Park Maintenance
27.5
Mendez, J.
Mai III
Worker III
Maintenance Man II
26
Sewage Plant Equip-
27.5
Ahart , G. (3)
ment Maintenance
Worker
Park Maintenance
25.5
Equipment Service and
27
Pepper, F. (3)
Mai II
Repair Worker
Equipment Maintenance
25.5
Equipment Service and
27
Schlabs, L. (3)
Mai
Repair Worker
(3) = See Rule 3 on page 9
-28-
Position Allocation List - 2
Position
PRESENT PROPOSED Currently
Title Flame Title Range Occupied By
2'cAr, 4'tMIMCZ ANM OPERATIONS CLASSES - Contd.
Maintenance Man II
26
Maintenance Worker
11
26
Ralt%er, W.
Maintenance Man II
26
Maintenance Worker
II
26
Martel, A.
Maintenance Man 11
26
Maintenance Worker
II
26
Mitchell, D.
Maintenance Man II
26
Maintenance Worker
II
26
Mittelsteadt, R.
Maintenance Man II
26
Maintenance Worker
II
26
Pechin, D.
Maintenance Man IT
26
Maintenance Worker
II
26
Quaschnick, J.
Maintenance Man II
26
Maintenance Worker
II
26
Rempfer, 0.
Maintenance Man II
26
Maintenance Worker
II
26
Strohmaier, J.
Maintenance Man II
26
Maintenance Worker
II
26
Terra, L.
Park Maintenance
25.5
Park Maintenance
25.5
Baumhack W.
Man II
Worker II
Park Maintenance
25.5
Park Maintenance
25.5
Daijogo, K.
Man II
Worker II
Park Maintenance
25.5
Park Maintenance
25.5
Devalt. K
Man II
Worker II
Park Maintenance
25.5
Park Maintenance
25.5
Filley, D.
Man II
Worker II
Park Maintenance
24
Park Maintenance
25.5
Mason, D. (3)
Man I
Worker 11
Park Maintenance
25.5
Park Maintenance
25.5
Mason, E.
Man II
Worker II
Park Maintenance
25.5
Park Maintenance
25.5
Ost, C.
Man II
Worker II
Park Maintenance
24
Park Maintenance
25.5
Perhach, J. (3)
Man I
Worker II
Park Maintenance
25.5
Park Maintenance
25.5
Reinbold, K.
Man 11
Worker II
Park Maintenance
25.5
Park Maintenance
25.5
Tuckerman, W.
Man II
Worker II
Maintenance Man I
24.5
Maintenance Worker
I
24.5
Hertz. R.
Park Mainrenance
24
Park Maintenance
24
Culbertson, J.
Man I
Worker I
Park Maintenance
24
Park Maintenance
24
Garcia, J.
Man I
Worker I
Park Maintenance
25.5
Park Maintenance
24
Gehring, A. (2)
Man II
Worker I
(2) - See Rule 2 on page 8-9
(3) - See Rule 3 on page 9
-29_
Position Allocation List - 3
Position
PRESENT PROPOSED Currently
T i t l e Range Title Range Occupied By
MAINTENANCE AND OPERATIONS CLASSES - Contd.
Park Maintenance
24
Park Maintenance
24
Haupt, V.
Man I
24.5
Worker I
24.5
Bechthold, R
Park Maintenance
24
Park Maintenance
24
Patterson, J.
Man I
24.5
Worker I
24.5
Soucie, V.
Park Maintenance
24
Park Maintenance
24
Storck, J.
Mal I
Worker I
PLANNING ESDI G IHE ER N G
AND INSPECTION CLASSES
Stenographer -Clerk
23.5
Project Officer
32
Projects Officer
32
Weimer, E.
Public Works
30.5
Public Works
30.5
Raverty, H.
Inspector
11
Inspector
III
Engineering
30
Engineering
30
Davis, M.
Assistant
Assistant
III
Engineering
30
Engineering
30
Lea, R
Assistant
8-9
Assistant
Supervising
29
Supervising
30
Tamura, K (1)
Engineering Aid
Engineering Aid
Engineering Aid II
27
Engineering Aid II
27.5
Okamoto, J. (l)
Engineering Aid II
27
Engineering Aid LI
27.5
Owe, W. (1)
Engineering Aid II
27
Engineering Aid II
27.5
Werbiel. D. (1)
SECRETARIAL, CLERICAL AND FZL.ATED CLASSES
Senior Account Clerk
24.5
Accounting Technician
26.5
Formento, D. (3)
Library Assistant
24.5
Library Assistant
24.5
Bechthold, R
Senior Account Clerk
24.5
Senior Account Clerk
24.5
Cadwallader, M.
Senior Account Clerk
24.5
Senior Account Clerk
24.5
Soucie, V.
Electrical Utility
24.5
Electrical Utility
23.5
Bohnet. D. (2)
Assistant
Clerk
Stenographer -Clerk
23.5
Stenographer -Clerk
23.5
Blaufus, S.
III
III
Stenographer -Clerk
21.5
Stenographer -Clerk
23.5
Crete, V. (3)
11
III
Police Stenographer
22.5
Stenographer -Clerk
23.5
Masterson, J. (3)
III
(1) See Rule 1 on page 8
(2) See Rule 2 on page
8-9
(3) See Rule 3 on page
9
_30_
Position Allocation List - 4
Position
PRESENT PROPOSED Currently
T i t l e Range T i t l e Range Occupied By
SECRETARIAL, CLERICAL AND RELATED CLASSES - Contd.
Account Clerk
21.5
Account Clerk
21.5
Clapp, V.
Account Clerk
21.5
Account Clerk
21.5
Dossett, R.
Account Clerk
21.5
Account Clerk
21.5
Lintan, D.
Account Clerk
21.5
Account Clerk
21.5
Motoyaw, J.
Account Clerk
21.5
Account Clerk
21.5
Robey , J.
Account Clerk
21.5
Account Clerk
21.5
Schlabs. A.
Account Clerk
21.5
Account Clerk
21.5
Schmid, B.
Library Clerk
21.5
Library Attendant
21.5
Atkinson, C.
Library Clerk
21.5
Library Attendant
21.5
Dixon, T.
Library Clerk
21.5
Library Attendant
21.5
Houbein, V.
Library Clerk
21.5
Library Attendant
21.5
Miller, R.
Library Clerk
21.5
Library Attendant
21.5
Mitchell, C.
Library Clerk
21.5
Library Attendant
21.5
Zedeker, Z.
Stenographer -Clerk
21.5
Stenographer -Clerk II
21.5
Burton, M.
II
Stenographer -Clerk
21.5
Stenographer -Clerk 11
21.5
Denton, J.
II
Stenographer -Clerk
21.5
Stenographer -Clerk II
21.5
Heintich, E.
zz
Stenographer -Clerk
21.5
Stenographer -Clerk II
21.5
Hunt, E.
Iz
Stenographer -Clerk
21.5
Stenographer -Clerk II
21.5
Pugh, P.
II
Stenographer -Clerk
21.5
Stenographer -Clerk II
21.5
Reynolds, R.
II
Stenographer- Clerk
21.5
Stenographer-
21.5
Hitt 1 e . C.
II
Transcriber
Police Clerk
21.5
Typist -Clerk II
20.5
Motoy-, L. (2)
Typist -Clerk II
20.5
Typist -Clerk II
20.5
Reed, B.
(2) ■ See Rule 2 on page 8-9
-31-
BOOK OF CLASS SPECIFICATIONS
EMPL4YKaT STANDARDS IN CLASS SPECIFICATIONS
The Civil Rights Act of 1964 mandated that employment decisions in
private industry be made on the basis of job qualifications, not on the
basis of race, religion, nationality, sex, or any other nonjob-related
factor. To implement and enforce the Civil Rights Act, Congress estab-
lished the Equal Employment Opportunity Commission (EEOC). The EEOC
issued a set of selection standards in 1966, and revised them in 1970,
under the title, "Guidelines on Employee Selection Procedures".
The United States Supreme Court, in the 1971 case of Griggs v. Duke
Power Company, made the landmark decision regarding fair employment
testing. The specific question to which the unanimous opinion was
addressed was this: Is an employer prohibited by Title VII of the 1964
Civil Rights Act from requiring a high school education or the passing
of a standardized general intelligence test as a condition of employment
when (1) neither standard can be shown to be significantly related to
job performance; (2) both requirements operate to disqualify minority
applicants at a greater rate than White applicants (adverse effect); and
(3) the jobs in question had formerly been filled only by Whites as part
of an overtly discriminatory practice?
The essential elements of the Court's ruling were these:
1. Selection criteria which have the effect of discriminating
against minority competitors, and which cannot be demon-
strated to be job related, are illegal under the 1964 Civil
Rights Act. (This places the burden of proof on the
employer.)
2. The new guidelines of the EEOC express the will of Congress,
and thus provide a standard for the enforcement of Title VII
of the Civil Rights Act of 1964.
The Equal Employment Opportunity Act of 1972 extended the applicability
of the EEOC "Guidelines" to local government.
The EEOC "Guidelines" impact on the content of class specifications.
They state that the use of any test which adversely affects the hiring
of disadvantaged group members constitutes discrimination unless (1) the
test has been validated; and (2) the employer can demonstrate that
alternative suitable employment procedures are unavailable. The "Guide-
lines" define a "test" as "any paper and pencil or performance measure
used as a basis for any employment decision." Since minimum, or desir-
able, qualifications are tools used to screen out or rank job seekers,
they fall within this definition of a "test". Their negative impact may
be greater than realized since potential candidates may screen them-
selves out of competition upon reading the qualifications and never
formally apply for some jobs.
CPS has developed class specifications describing all classes of posi-
tions included in the study. Based on our analyses of the jobs, we have
developed a list of knowledges, skills, and abilities for each class
that we believe are necessary for an applicant to possess when hired in
order to perform satisfactorily on the job. These are knowledges and
abilities that cannot be acquired in a brief orientation.
We have included the Sype and quantity of experience/education that we
feel can reasonably be expected to provide the necessary background. We
have developed alternate patterns wherever appropriate and have devel-
oped career ladders. The type of experience/education included in the
specifications possesses a substantial degree of content validity since
it is based on an analysis of job content. In order to validate the
quantity of experience/education, an empiricial study would be required.
This would be prohibitively expensive and time-consuming. Therefore, we
have made a reasonable attempt to specify the minimum quantity of
experience/education that could reasonably be expected to provide the
requisite knowledges, skills, and abilities.
In our attempt to bring you into conformity with the law, we have
eliminated some historically prevalent qualifications such as a high
school diploma or college degree for classes where these requirements
cannot be shown to be job related. In other cases, we have provided
alternate experience/education patterns to some qualifications that have
become prevailing practice but are indefensible.
In order to further comply with the law, CPS has recommended revising
class titles that tend to restrict employment in a class to persons of
one sex when this is not actually necessary for successful job
performance.
Since it is not feasible to empirically validate the quantity of
experience/education in all the class specifications and since court
decisions in regard to cases involving minimum or desirable qualifica-
tions have varied to some degree, we cannot guarantee that the qualifi-
cations included in the class specifications will stand up in case of a
challenge that is taken to court. However, they do represent an effort
to develop reasonable job-related standards through job analyses by
which to measure job applicants.
I1*, T PRETATION CF CLASS SPECIFICATIONS
Class Titles
The class titles in the classification plan are used as payroll titles
and are intended to be generally descriptive of the type of work done
by positions allocated to the class. They should not be confused with
or in any way prevent the proper use of organizational or "working"
titles.
Class Specifications are General Descriptions
Class specifications are descriptive and explanatory, but not restric-
tive. They are intended to indicate the kinds of positions allocated
to various classes and should not be construed as declaring to any
extent or in any way what the duties and responsibilities of any one
position should be. The use of a particular expression or illustration
as to duties does not exclude others not mentioned that are of a similar
nature.
In determining the class to which any position should be allocated, the
specification of each class should be considered in its entirety and in
relation to others in the classification plan. Consideration should be
given to both the general and specific duties, the responsibilities, and
the qualifications required in relation to other classes.
Qualifications
The following personal qualification requirements apply to all classes
though not specifically mentioned in the specification:
Good health and freedom from disabling defects and communicable
diseases; good physical condition and agility and strength
commensurate with the duties of the class; honesty; sobriety;
industry; initiative; resourcefulness; dependability, good
judgment; good moral character and reputation; loyalty; and
other related qualities.
The qualifications indicated in the specifications form the essential
basis for selection of new employees in the class. The extent of a
specific knowledge or ability is construed in relation to the appro-
priate level of difficulty of the particular class involved. Candi-
dates who possess these knowledges and abilities to the greatest
degree are considered most qualified for employment in the class in-
sofar as these factors are concerned.
Education and experience patterns represent desirable recruitment quali-
fications. Persons not meeting the education and experience, or promo-
tional qualifications where indicated, should not normally be further
considered for employment in the class. Where there is no education or
experience listed on a specification, we are indicating that none is
required.
Fnrmnt
The following page illustrates the format used for all class specifications.
FORMAT
CLASS TITLE
DEFINITION
The main purpose or function performed is briefly described here.
Also included is a statement of the type or extent of supervision received
or exercised. Definitions end with "...and to do related work as required"
to cover emergency or short-term special assignments and to emphasize the
fact that the specifications are descriptive, not restrictive.
DISTINGUISHING C'HARACTER1STICS
This section, when used, describes the level of work in relation to
higher or lower classes in the same class series, e.g., Typist Clerk I and
Typist Clerk 11.
Imo: a ::.Yefyff .y
A list of representative or illustrative examples of work performed
by incumbents is contained in this section. A I I duties are not covered.
nor is it necessary that incumbents actually perform all the duties
included. These examples are "typical" and reflect the nature, diffi-
culty, and responsibility of the work.
LICENSE
Candidates =st have any license mentioned here.
IW,01171:iICK61WA01aAFIVAI*01011
Knowledge o f :
Knowledges listed here should be measured, and the candidates who
possess them in the greatest degree are considered most
qualified on this selection factor.
and
Ability to:
The abilities listed here are, also, selection factors.
and
Experience: Candidates should have this nwh experience to merit con-
sideration for employ7wnt in the class. Where specifically pro-
vided, additional education may be substituted for experience.
and
Education: Candidates should have the education indicated. Wlbe
specifically provided, additional experience may be substituted
for education. All specifications do not contain this section.
What specific educational requirements are not appropriate, this
section is omitted.
City of Lodi
ALPHABETICAL LIST OF CLASSES
Account Clerk
Accounting Technician
Building Maintenance Lead Worker
Building Maintenance Worker
Clerical Trainee
Electrical Utility Clerk
Electrical Utility Warehouse Worker
Engineering Aid II
Engineering Assistant
Equipment Service and Repair Worker
Gardener
Library Assistant
Library Attendant
Maintenance Worker I
Maintenance Worker II
Maintenance Worker III
Mechanic
Park Maintenance Worker I
Park Maintenance Worker II
Park Maintenance Worker 111
Projects Officer
Public Works Inspector
Recreation Supervisor
Senior Account Clerk
Sevage Plant Equipment Maintenance Worker
Stenographer Clerk II
Stenographer Clerk III
Supervising Engineering Aid
Typist Clerk I
Typist Clerk 11
June 1975
City of Lodi
DEFINITION
Under general
culty involving the
records; and to do
June 1975
ACCOUNT CLERK
supervision, to perform clerical work of average diffi-
keeping and reviewing of financial and statistical
related work as required.
DISTINGUISHING CHARACTERISTICS
An employee in this class is called upon to do a wide variety of
clerical work of average difficulty involving financial records, including
billing, collecting. posting and checking of such records. Work assigned
is usually controlled by established procedures, and is not closely super-
vised or checked Once the employee is trained.
EXAMPLES OF DUTIES
Performs a variety of clerical work of average difficulty in keeping
financial records. recording and checking financial transactions, and pre-
paring financial or statistical statements or reports: collects, sorts
and posts invoices. warrants, receipts, and other data; checks and recon-
ciles accounts; audits and verifies claims and warrants; prepares uayrolls,
computing and proving deductions; maintains accounts receivable and pre-
pares bills for services provided by the City: maintains departmental
expenditure records and assigns costs to proper account; maintains journals
and general ledger; prepares revenue and expenditure analysis; meets the
public at the counter to receive money in payment for utility services;
uses judgment within established procedures to resolve billing or utility
service charge problems; personally and over the telephone answers ques-
tions regarding City utility service. billing, and collection procedures
and policies; composes and types letters relating to departmental policies
and procedures; types lists, reports, payrolls and other tabular material;
cuts stencils and operates calculating, adding, bookkeeping, duplicating
and addressing machines.
DESIRABLE OUALIFICATIONS
Knowledge of:
Financial record-keeping methods, practices, and
terminology;
Office methods and procedures and common office
equipment.
and
Account Clerk - 2
Ability to:
Maintain financial and statistical records with speed and
accuracy;
Operate office machines and equipment including typevriter,
calculator, and bookkeeping machines;
Make arithmetical computations rapidly and accurately;
Resolve problems in accordance with established policies,
regulations and procedures;
Type at the rate of 40 words per minute;
Deal tactfully and courteously with the general public.
Experience: One year of clerical experience involving financial
record-keeping work.
City of Lodi
ACCOUNTING TECHNICIAN
DEFINITION
June 1975
Under direction, to supervise and participate in the maintenance of
complete and interrelated city income and expenditure records utilized for
budgetary controls; to supervise and participate in the preparation of
monthly and annual budget status reports; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
The position in this class is responsible for the maintenance of
control records of city income and expenditures in all major budgetary
fund categories and for the preparation of periodic reports summarizing
the budget status of each major fund category. Substantial knowledge of
city cost center designations and budgetary and financial transaction and
accounting procedures are required for the performance of assigned duties.
EXAMPLES OF DUTIES
Supervises and personally participates in the posting of all city
revenues and expenditures to proper fund accounts, and the maintenance and
balancing of city general ledgers and subsidiary ledgers; supervises and
participates in the preparation of monthly and annual reports of city
budgetary status; resolves problems in charging and posting incomes, ex-
penditures, and budget transfers to appropriate budget codes; audits
supporting financial records and reports such as collectors' daily reports
and interdepartmental memos involving fund transfers; makes and posts
general ledger entries originating from journal entries; provides infor-
mation on budgetary and financial status to city departments on request;
audits and balances the subsidiary ledgers and general ledger prior to
preparation of revenue and expenditure reports each month; prepares
special monthly, quarterly, and annual reports involving Federal programs,
income tax withholdings, social security and Public Employees' Retirement
System accounting, and adjusting and closing entries at the conclusion of
each fiscal year; orients and trains new employees and supervises the
maintenance of required records.
DESIRABLE QUALIFICATIONS
Knowledge of:
Accounting and bookkeeping principles and procedures relating
to governmental and business accounting;
Modern office organization, equipment, and procedures;
Principles of employee supervision and training;
Basic principles of governmental budgeting.
and
Accounting Technician - 2
Ability to:
Supervise and participate in the maintenance of a complex,
interrelated set of financial records;
Make determinations and resolve problems with accounting
classification determinations with speed and accuracy;
Analyze accounting data and prepare clear and accurate financial
statements and reports;
Make arithmetical calculations with speed and accuracy;
Instruct and supervise clerical personnel;
Establish and maintain cooperative relationships with those
contacted in the course of work.
and
Experience: Four years of increasingly responsible experience in
maintaining financial and statistical records, including two
years of experience at a level comparable to Senior Account
Clerk in the City of Lodi.
City of Lodi
BUILDING MAINTENANCE LEAD WORKER
DEFINITION
June 1975
Under general supervision, to supervise and perform a wide variety
of semiskilled and skilled work in several trades in the maintenance and
repair of automatic sprinkler systems, buildings, grounds, and equipment;
and to do related work as required.
DISTINGUISHING CHARACTERISTICS
The position in this class supervises and personally performs a
variety of tasks in the building trades. Although work requires the use
of journeymen's tools and ability to perform duties in several of the
crafts, the skill required in any one field is normally less than would
be required of a journeyman in that field.
EXAMPLES OF DUTIES
Supervises and performs semiskilled and skilled work in the altera-
tion, repair, or construction of articles and structures of wood, such
as room additions, partitions. counters, benches, tables, forms, and
fences; supervises and participates in the installation. repair, and
maintenance of automatic sprinkler system control clocks, valves,
sprinkler heads, and pipelines; supervises and participates in the
preparation of wood surfaces for painting and in the painting of these
surfaces utilizing brush and spray equipment; supervises and personally
installs and maintains building and plumbing equipment; supervises and
participates in repairs to electrical appliances and fixtures including
the installation of wall plugs, electrical lines, switches, flood lights
and fans; supervises and participates in the building of forms, pouring
and finishing of concrete for building foundations, and curbings; super-
vises the use of and personally uses a wide variety of hand and hand -
power tools; estimates and may order material for work projects; may take
charge of a larger building or grounds maintenance crew during the
absence of a supervisor.
DESIRABLE QUALIFICATIONS
Knowledge of:
Methods, materials, tools, and equipment used in the building
maintenance trades, such as carpentry, plumbing, electri-
cal, and painting;
Building Maintenance Lead Worker - 2
Methods and practices followed in the maintenance of tools,
machinery, and equipment;
Safe work practices;
Techniques of supervision.
and
Ability to:
Supervise and personally perform a wide variety of semiskilled
and skilled building and sprinkler system maintenance and
repair work;
Recognize and locate conditions which require repair and
maintenance work;
Work from sketches and drawings;
Effectively supervise the work of other employees;
Establish and maintain cooperative working relationships with
those contacted in the course of work.
and
Experience: Three years of experience in semiskilled general build-
ing maintenance work of any combination of carpentry, plumb-
ing, electrical, or painting work at a level comparable to
Building Maintenance Worker in the City of Lodi.
City of Lodi
BUILDING MAINTENANCE WORKER
DEFINITION
June 1975
Under aenera,l supervision, to do a wide variety of sentskilled and
skilled work in several trades in the maintenance and repair of buildings,
grounds, and equipment; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
Positions in this class are assigned a variety of tasks in the build-
ing trades. Although work requires the use of journeyman's tools and
ability to perform duties in several of the crafts, the skill required in
any one field is normally less than would be required of a journeyman in
that field.
EXAMPLES OF DUTIES
Alters, repairs, or constructs articles and structures of wood, such
as room additions, partitions. counters, benches. tables, forms, and
fences; maintains and repairs woodwork of buildings; operates power sags,
drills, and related woodworking equipment; prepares wood surfaces for
painting, and applies paint, varnish, shellac, lacquer, or other protec-
tive or decorative finishes to various surfaces using brush and spray
equipment; installs and maintains building plumbing equipment; repairs
and replaces pipes, valves, fittings, timers and other fixtures for build-
ings and sprinkler systems; packs faucets and cleans out drains and obstruc-
tions in water systems; makes repairs to electrical appliances and fixtures,
installs wall plugs, electrical lines, switches, flood lights and fans;
builds forms, pours and finishes concrete; estimates and may order material
for work projects.
DESIRABLE QUALIFICATIONS
Knowledge of:
Standard methods, materials, and equipment used in a variety
of building maintenance and repair work;
Safe work practices.
and
Building Maintenance Worker - 2
Ability to:
Perform a vide variety of semiskilled and skilled building
maintenance work;
Use required tools and equipment skillfully and safely;
Recognize and locate conditions which require repair and
maintenance work;
Work from sketches and drawings;
Understand and carry out oral and written directions:
Establish and maintain cooperative working relationships
with those contacted in the course of work.
and
Experience: Three years of experience in semiskilled general
building maintenance work of any combination of carpentry,
plumbing, electrical, or painting work.
City of Lodi
CLERICAL TRAINEE
DEFINITION
June 1975
Under direct supervision, to learn a variety of typing and general
clerical duties in a training capacity; to do a variety of the more
routine clerical work; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
This is the entry and training level for employees who do not
possess the educational level or typing skill required for the class
Typist Clerk I_ In this training capacity, employees are expected to
obtain the experience necessary for advancement to the next higher class
or to develop the typing skill which is required for advancement to that
class. Employees perform the more routine or repetitive clerical tasks,
and work is observed and reviewed during its performance and upon com-
pletion. Employees who complete the experience required for the next
higher class, or develop a required typing skill, may reasonably expect
their positions to be reallocated to the next higher classification.
19.I1�I��Ct�7B■�7�ylll�.y
Performs a variety of clerical work including typing, proofreading,
filing, checking, and recording information on records; answers telephones
and waits on the public, giving information as required; types letters,
memorandums, or other material, from oral directions, rough draft, notes
or transcribing machine recordings; prepares offset and dito masters and
mimeograph stencils; operates adding machines and other office appliances;
sorts and files documents and records according to predetermined classifi-
cations, maintaining alphabetical, index and cross reference files; per-
forms routine arithmetical calculations; mails out letters, forms, and
applications; receives, sorts, and distributes incoming and outgoing
mail; assists in making out forms; prepares simple statistical reports.
DESIRABLE QUALIFICATIONS
Ability to:
Perform routine clerical work, including ability to spell
correctly, to use good English, and to make simple
arithmetical calculations;
Learn to operate standard office appliances and to learn
office rules, methods, and policies;
Type at a speed of 40 words a minute from clear copy, or
develop this typing speed in a training capacity.
City of Lodi
ELECTRICAL UTILITY CLERK
DEFINITION
June 1975
Under direction, to perform responsible clerical work relating to
the preparation and maintenance of cost and inventory records in the
utilities department; to perform secretarial and general clerical duties;
and to do related work as required.
DISTINGUISHING CHARAC ERILSITCS
An employee in this class is required to maintain a variety of
materials, job costs, and utility equipment and material inventory and
cost records which require prior experience in utility company work in
order to be familiar with the terminology and procedures of utility record
keeping. Although judgment is required to accurately maintain required
inventory and cost records, computations necessary to post to these
records are done in accordance with established procedures and formula
and do not require specialized mathematical or statistical skills or
experience. Secretarial and general clerical is performed along with
clerical work related specifically to utility department records.
EXAMPLES OF DUTIES
From department inventory stock cards, determines prices of materials
issued to and used by utility field crews; verifies accuracy of budget
account codes against which material costs are charged and submits recaps
of charges to the finance department; calculates labor and overhead and
equipment charges against individual field utility projects and records
required information on pull or transformer inventory cards; sets up
depreciation schedules for poles and transformers and calculates remain-
ing stock values for future pricing purposes; maintains maps showing
transformer and pole locations; maintains purchase order records for
utility departments; verifies shipments of materials and equipment
received prior to releasing invoices for payment; assigns budget account
numbers to invoices after verifying prices; types letters, memorandums,
and electrical reports from rough draft, dictation, or verbal instructions;
checks joint poles and anchor applications received from Pacific Telephone
and Telegraph Company for accuracy prior to preparing billings to this
Company for joint pole and anchor use; types and assembles documents
required to obtain bids for utility work; recaps payroll hours worked and
maintains sick leave and vacation records for departmental employees; cal-
culates electric power statistics such as load factors and percentage of
annual growth using standard formula; annually, prices, extends, and
totals summary of utility department inventory; types and assembles
preliminary budget documents for the department; acts as department
receptionist, answers telephone, and gives information to callers and
visitors on department policies and operations.
Electrical Utility Clerk - 2
DESIRABLE QUALIFICATIONS
Knowledge o f :
Terminology regarding methods, equipment, materials, and
general operating procedures of an electrical utility
department;
Office methods, procedures, and equipment.
and
Ability to:
Maintain statistical and financial records;
Make arithmetical calculations rapidly and accurately;
Learn, interpret, and apply departmental policy and rules;
Use judgment in resolving problems related to utility depart-
ment records;
Compose correspondence independently;
Take and transcribe shorthand dictation;
Type at a speed of not less than 50 words per minute.
and
Experience: Three years of increasingly responsible clerical
experience in a position involving maintenance of statistical
or fiscal records, pricing of work or purchase orders, or
related activities. A minimum of one year of experience with
a utility company is required. (Applicants without this one
year of specific experience should be hired in an appropriate
lower level class until such experience can be obtained.)
City of Lodi
ELECTRICAL UTILITY WAREHOUSE WORKER
DEFINITION
June 1975
Under general direction, to order, receive, account for and issue
electrical equipment, supplies, and tools for the utility warehouse; to
perform clerical and related work as required.
EXAMPLES OF DUTIES
Maintains accurate records of City electrical utility equipment,
materials and supplies; estimates future supply requirements and assists
in developing procedures to assure adequate, but not excessive stock
levels; receives and f 11 s work order requisitions for equipment,
materials and tools for field performance; checks purchase invoices
against purchase orders. Maintains accurate ledgers for all open order
accounts and prepares orders against than as required: makes entries in
record books as shipments are received and inspects materials received
for quantity and freedom from damage; numbers new transformers as
received; keeps accurate records of parts, supplies, materials and tools
issued; files copies of requisitions and delivery sheets; makes deductions
and additions to perpetual inventory cards; helps in unloading shipments,
places newly received items on shelves or in other designated places;
keeps catalogs up to date: answers telephone and gives information con—
cerning stock; takes periodic and special inventories; contacts suppliers,
prepares purchase requisitions and audits deliveries; maintains tools
(including small hydraulic) in good working order: maintains stocks of
safety gloves, tape, and other supplies; sends out gloves for safety
testing periodically as required; keeps premises in clean, neat, and
orderly condition.
LICENSE
Possession of a valid operator's license issued by the State Depart—
ment of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
Wide variety of electrical supplies, materials and equipment
used in the construction and maintenance of high and low
voltage lines;
Applicable utility department safety rules.
and
Electrical Utility
Warehouse Worker - 2
Ability to:
Demonstrate an aptitude for purchasing, warehousing, and
inventory control practices and techniques;
Keeps detailed and accurate records and maintains a perpetual
inventory;
Prepares reports;
Make arithmetical calculations and extensions;
Follow written and oral instructions;
Type with moderate s k ill (25 words per minute);
Establish and maintain cooperative working relationships with
other employees and the public.
and
Experience: Two years of experience in an electrical utility
involved in the construction and maintenance of electric
distribution systems.
t
City of Lodi
AID 11
DEFINITION
June 1975
Under general supervision, to perform subprofessional engineering
office and field work involving surveying and drafting: and to do related
work as required.
DISTINGUISHING CHARACTERISTICS
Fmployees in this class perform a wide variety of office and field
subprofessional engineering work. Fmployees normally rotate annually
between office and field assignments and are expected to be proficient in
a variety of subprofessional duties in both assignments.
EXAMPLES OF DUTIES
On field assignments, operates transits and levels to determine dis-
tances, layout curves and establish ties in the preparation of a variety
of preliminary locations, construction, property, and other survey work;
may serve as a working survey party chief in less complex assignments,
working independently with rodman and chainzaan in the observation, comput-
ing, and recording of field data; determines lines, angles, distances,
elevations, and keeps field notes of readings and observations; cleans and
adjusts survey instruments; calculates cuts and fills for pipe and street
work.
In the office, uses drafting instruments; performs layout work on
less complex public works projects; makes rough layouts, tracings. draw-
ings. diagrams, and maps for public works projects; performs the computing
and drafting operations involved in checking and reducing field survey
notes; calculates distances, ties, angles, areas, stations, traverse8 and
closures; lays out, draw, inks, traces, checks, and keeps maps up to date:
refers to public records to obtain information necessary for projects.
DESIRABLE QUALIFICATIONS
Knowledge of:
Principles of algebra, geometry and trigonometry;
Nomenclature, symbols, methods, practices, techniques, and
instruments used in drafting and mapping.
and
Engineering Aid II - 2
Ability to:
Perform a variety of office and field subprofessional
engineering work;
Collect and analyze data;
Transpose drawings and diagrams and prepare neat and accurate
tracings;
Interpret engineering maps, plans, specifications and legal
descriptions;
Understand and apply laws, rules and regulations;
Establish and maintain cooperative working relationships.
and
Experience: One year of subprofessional engineering or dref ting
experience involving office and field experience.
City of Lodi
ENGINEERING ASSISTANT
DEFINITION
June 1975
Under general supervision, to perform difficult subprofessional engi-
neering office and field work; to conduct traffic engineering studies; and
to do related work as required.
DISTINGUISHING CHARACTERISTICS
Employees in this class are expected to perform difficult subpro-
fessional engineering work in the office or in the field requiring sub-
stantial independent judgment, performance with minimum supervision, and
substantial knowledge and experience in subprofessional engineering work.
Employees may be expected to supervise other subprofessional engineering
staff in the performance of field survey work.
EXAMPLES OF DUTIES
When assigned to field surveys, acts as chief of survey party crew;
sets line and grade for city public works projects and supervises work of
Engineering Aids engaged in field surveys; makes topographic surveys for
future public works projects including street widening and curb and gutter
installation; makes property surveys necessary for topographic maps or' for
newly acquired properties; exercises judgment in staking out public works
construction jobs in accordance with engineering plans; uses drafting instru-
ments and other engineering aids in the office to perform the computing and
drafting operation involved in checking and reducing field and survey notes;
calculates distances, ties, angles, areas, stations, transverses and
enclosures; computes grades and profiles.
When assigned to traffic engineering studies, conducts such studies
including vehicular and pedestrian volumes, prevailing speeds, accidents,
parking patterns; prepares written reports of traffic engineering studies
including charts, maps, diagrams and photographs necessary for the installa-
tion of traffic control devices; drafts city resolutions and ordinances
pertaining to traffic signal installations; prepares documents such as
property descriptions, annexation descriptions, deeds, easements, and ease-
ment vacations; calculates distances, angles, transverses, enclosures, and
makes drawings for property descriptions; answers complaints from the public
regarding curb, gutter, sidewalk and driveway maintenance and repairs.
Engineering Assistant - 2
DESIRABLE QUALIFICATIONS
Knowledge of:
Principles of algebra, geometry, and trigonometry and their
applications to subprofessional engineering work;
Principles and tools used in engineering field survey work;
Engineering drafting methods, techniques, and equipment;
Traffic survey methods and procedures.
and
Ability to:
Act as field survey party chief and personally perform a
variety of difficult subprofessional field and office
engineering work;
Interpret engineering maps, plans, specifications and legal
descriptions;
Make accurate engineering computations;
Transpose drawings and diagrams and prepare neat and accurate
tracings;
Prepare clear and accurate notes and reports;
Interpret laws, rules and regulations;
Establish and @ain'tain cooperative working relationships.
and
Experience: Tmu years of subprofessional engineering experience at
a level comparable to Engineering Aid 11 in the City of Lodi.
City of Lodi
EQUIPMENT SERVICE AND REPAIR WORKER
DEFINITION
June 1975
Under general supervision, to service, adjust, and make the less
difficult repairs to public works or parks equipment; to do welding in
the fabrication of parts or repair of equipment; and to do related work
as required.
DISTINGUISHING CHARACTERISTICS
Employees whose positions are allocated to this class spend a
majority of their time performing lubrication, servicing, and minor
adjustment and repair work on a variety of public works and parks
maintenance equipment. Employees perform some welding and parts fabri-
cation work in the maintenance and repair of equipment, however, these
duties are performed incidentally to a wide variety of equipment servicing
work and do not constitute a majority of assigned duties. Employees in
this class may perform the less difficult mechanical repair work for
public works and parks equipment and participate in the more complex
mechanical repair work, however, this is also performed incidentally to
primary assignment of the servicing, adjusting. and making of minor
repairs to equipment.
EXAMPLES CF DUTIES
Lubricates, services, and makes adjustments and minor repairs to a
variety of public works or parks maintenance equipment; does tuneup work
not requiring major mechanical repairs including the installation of
spark plugs, points, condensors, adjustment of timing and carburation.
adjustment of brakes, and changing of oil and air filters on a variety
of public works and parks maintenance equipment; checks and adjusts
brakes; installs water pumps, seals, and makes other less difficult
mechanical repairs; uses arc or acetylene welding equipment for the
fabrication of parts such as trailor hitches, steps, racks, or for the
repair of frames of park maintenance equipment; services and makes minor
repairs to hydraulic equipment including the replacement of seals and
servicing of hydraulic fluid levels; operates grinders to sharpen lawn
mower reels and bed knives and adjusts lawn mowing equipment; recommends
and may participate in more extensive and complex mechanical repairs where
required.
Equipment Service and
Repair Worker - 2
DISTINGUISHING CHARACTERISTICS
Knowledge o f:
Methods, tools, and equipment used in the servicing and lubri-
cation of automotive and other mechanical equipment;
Operation and care of internal combustion engines.
and
Ability to:
Service and make minor mechanical repairs to a variety of
public works or parks equipment;
Demonstrate skill in the use of hand and power tools;
Operate acetylene or arc welding equipment in the fabrication
of parts or repair of equipment;
Maintain cooperative relationships with others contacted in
the course of work.
and
Experience: One year of experience in the servicing and repair of
automotive, public works, or other power driven mechanical
equipment.
f
City of Lodi
GARDENER
DEFINITION
June 1975
Under direction. to plan, supervise and participate in the skilled
gardening program of the City; and to do related work as required.
UKAXPLES OF DUTIES
Plans, supervises a small crew of Park Maintenance Workers, and par-
ticipates in the propagating, transplanting, cultivating. trimming, spray-
ing, fertilizing. pruning, and watering of trees, shrubs, and flowers;
inspects plants for insects and diseases and sees that they are properly
watered, cultivated and sprayed; inspects lawns and establishes or alters
fertilizer and irrigation programs depending on the particular needs of
each area; supervises and participates in the preparation and planting of
new lawn areas; plans and advises on the planting and remodeling of flowers
and shrubbery beds in parks and around City buildings: selects and prepares
requisitions for current and yearly seed, plant, insecticide, fungicide.
and other gardening supplies; works with the Park Supervisor in planning
schedules for the construction of new parks and landscaping of park areas;
maintains and makes repairs to hoses, tools and equipment; may operate
light trucks to haul rubbish and supplies.
DESIRABLE QUALIFICATIONS
Knowledge of:
Principles and methods of general gardening, with particular
reference to the propagation, planting, transplanting,
and care of flowers. trees, and shrubs;
Plant cultivation, irrigation, spraying, and fertilization;
Plant diseases and pests;
Plant insect and disease control;
Soil preparation;
Gardening tools and equipment.
and
Ability to:
Apply the principles and methods of ski 1 ledgardening work;
Train and supervise the work of other employees;
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships.
and
Experience: Four years of increasingly responsible experience in
gardening, nursery, or greenhouse work.
C i t y of Lodi
LIBRARY ASSISTANT
DEFINITION
June 1975
Under general supervision, to perform a variety of subprofessional
library work; to do responsible clerical work; and to do related work as
required.
DISTTNGUISffiNG CHARAMRI STI CS
The position in this class takes charge of the technical services
department of the library and performs a variety of subprofessional and
responsible clerical work including the ordering of books, ordering of
library of Congress catalog cards, and cataloging and recataloging of
library catalog cards. Additionally, the position is responsible for
training and supervising clerical work of all library attendants in the
City's library.
EXAMPLES OF D1JT11ES
Sends order slips to book vendors and orders library of Congress
catalog cards for nonfiction library materials; maintains records of
books ordered and checks invoices for books received, returning books
received in error; catalogs all adult and juvenile fiction library
materials; types session numbers on catalog cards and types new book
lists and lists for neve reference books added to the City's library;
recata,togs and reclassifies catalog cards for adult and juvenile
materials based on changes in headings published on library of Congress
cards; maintains records and coordinates the interlibrary loan program;
ascertains the extent of damage and needed repairs to library materials;
processes photograph records, pamphlets, and other nonbook materials
received by the library; compiles lists of needed library supplies;
trains, and supervises the clerical library work performed by library
attendants in the City library; niay assist in the operation of public
desk in the library.
DESIRABLE QUALIFICATIONS
Knowledge of:
Standard technical services required
public library;
Library terminology and practices;
Standard library clerical techniques
the public.
and
in the operation of a
and library services to
Library Assistant - 2
Ability to:
Perform a variety of technical and subprofessional library
clerical work;
Train and supervise the work of library attendants;
Perform less difficult reference work and assist students in
other patrons in the selection of library materials;
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships.
and
Experience: Two years of increasingly responsible experience in
library clerical work.
City of Lodi
DEFINITION
Under general
City library; to do
work as required.
June 1975
LIBRARY ATTENDANT
supervision, to assist the public in the use of the
a variety of library clerical work; and to do related
DISTINGUISHING CHARACTERISTICS
Employees in this classification, after a period of training, are
expected to work under general supervision in all departments of the City
library, giving assistance to the public in the use of the library and
performing a variety of moderately difficult clerical work in the mainte-
nance of library files and records, and preparation of materials for use
by the public.
EXAMPLES OF DUTIES
Receives and charges out books and other materials made available to
the public in the City library; assists patrons with routine reference
questions and in the location of shelved materials in the City library;
registers new patrons; takes fines for lost, damaged and overdue books;
marks books with an electric stylus; checks and repairs library films and
book jackets; types and files catalog cards, accession sheets. pockets,
book lists, book orders. requisitions, and bulletins; cuts stencils and
ditto carbons; returns books to shelves; makes circulation counts and book
counts; pastes pockets; stamps books; packs and unpacks library materials;
gives information to the public in person and by telephone.
DESIRABLE QUALIFICATIONS
Knowledge of:
Clerical techniques and office practices.
and
Ability to:
Learn library terminology and standard library practices;
Learn the types and uses of library materials and the
publications in the library;
Operate a typewriter and perform routine clerical work;
Make simple arithmetical computations;
Library Attendant - 2
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships.
and
Experience: One year of clerical experience.
City of Lodi
MAINTENANCE WORKER I
DEFINITION
June 1975
Under supervision. to perform a variety of semiskilled and unskilled
manual tasks in the installation, repair, and maintenance of streets, sewer,
or water utilities; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
This is the entry-level class for maintenance positions in the Street
and Sewer and Water Departments. Positions in this class perform routine
unskilled laboring duties and may be in training for the semiskilled main-
tenance work characteristic of the Maintenance Worker II class. Under this
training concept, employees hired in the Maintenance Worker I class may
reasonably expect their positions to be reallocated to the Maintenance
Worker II class as they receive work assignments requiring more skill and
the regular operation of trucks and light equipment. However, those posi-
tions which continue to perform the more routine, unskilled manual laboring
tasks or are not required to operate trucks and light equipment on a regular
basis, should remain allocated to the Maintenance Worker I class indefinitely.
EXAMPLES OF DUTIES
Works as a member of a street, water, or sewer crew, or performs rou-
tine grounds, cleaning, and maintenance tasks at the City's water pollution
control plant, or sanitary landfill facility. Lifts and moves heavy objects;
lifts and carries stones, boxes, gravel, dirt, asphalt, timber and other
materials and equipment as directed; performs pick and shovel work in digging,
widening and backfilling trenches and other excavations; sweeps, clears and
cleans roadsides, gutters, curbs, culverts, catch basins and other drainage
structures; removes debris and clears away undergrowth; uses such tools as
shovels, rakes, jackhammers, compressors, spray rigs, and tampers; assists
in preparing surfaces for painting and in applying asphalt, macadam, con-
crete and premixed materials to streets and other roadways; assists in rak-
ing, smoothing and tamping patches; assists in laying pipes and sewer lines;
uses caulking tools to fit pipes together; assists in making taps and con-
nections to mains; as a member of a street painting crew assists in setting
cones, directing traffic, laying forms, and in cleaning and caring for
equipment and supplies; at the City's Water Pollution Control Plant mows
lawns, weeds and cleans grounds, removes grit from plant, washes tanks, and
otherwise assists in a routine cleaning of plant facilities; at the City's
sanitary landfill facility, directs traffic, cleans and sweeps banks and
ramps. moves ramps and timbers, fights fires and patches surface areas; in
all assignments may operate power and automotive equipment temporarily or
in a training capacity; cleans and maintains basic tools used on the job.
Maintenance Worker I - 2
LICENSE
Possession of an appropriate California operator's license issued by
the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
The uses and purposes of various hand tools employed in basic
laboring Work;
The safety precautions and practices necessary in working with
hand tools and heavy equipment.
M
Ability to:
Understand and accurately follow oral directions;
Perform heavy manual labor;
Work outdoors under adverse weather conditions.
and
Experience: None required.
I
City of Lodi
MAINTENANCE WORKER II
DEFINITION
June 1975
Under general supervision, to perform a wide variety of semiskilled
work in the repair and maintenance of City streets and installation and
repair of sewer and water systems or other facilities; to operate medium
duty trucks and light equipment; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
Employees whose positions are allocated to the class Maintenance
Worker IL generally work as crew members in either the Street or Sewer and
Water Departments or at the City's sanitary landfill facility. Incumbents
occasionally work independently and may supervise a helper as required by
the nature of the assignment. Employees whose positions are allocated to
the Maintenance Worker II class are expected to perform semiskilled tasks
without close or continuous supervision or to operate medium duty trucks
or light equipment as a principle part of their work assignment.
EX -4 iPLSS OF DUTIES
Breaks through, lays, rakes, builds forms as necessary, and finishes
asphalt and concrete materials in the patching, repair and construction of
City streets, curbs and sidewalks; removes debris from roadways, catch
basins, and other City property; cleans and unplugs sewer lines; digs out
and backfills trenches in performing installation and repair work on sewer
and water lines; replaces broken water and sewer piping, using a variety of
pipe sizes and compositions, sleeves, valves, fittings and tees; taps water
mains and installs new water service; installs fire hydrants; locates and
maps water lines and valves; checks City wells and the operation of water
pumping equipment and performs maintenance and minor mechanical repairs as
necessary; operates rollers, loaders, light tractors, medium duty trucks,
and rodding machines as a regular assignment and may operate graders, bull-
dozers, or cranes on a temporary basis or as a training assignment; may
operate a chipper when on a tree trimming crew, and assist the tree trimmer
by throwing lines. lowering branches and supplying tools; paints traffic
and directional symbols such as crosswalks, loading zones, bus stops and
parking and center lines using stencils, tape and cords and brush and spray
painting equipment; at the City's sanitary landfill facility directs traffic,
collects money, keeps records, cleans and sweeps banks and ramps, moves ramps
and timbers, fights fires, and patches surface areas; cleans and performs
minor repairs on tools and equipment used in assigned work.
Maintenance Worker II - 2
LICENSE
Possession of an appropriate California operator's liclense issued by
the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
Methods, practices, and materials used in street, sewer and
water maintenance work;
The operation and minor maintenance of power -driven equipment
including medium duty trucks, loaders, chippers, and
related equipment;
Tools used in street, sewer and water construction maintenance
work;
Safe work practices.
Ability to:
Perform semiskilled maintenance work related to the activities
of the department to which assigned;
Perform heavy manual labor;
Operate assigned equipment with skill and safety;
Understand and carry out oral and written directions;
Maintain cooperative working relationships with those contacted
in the course of work.
and
Experience: Two years of maintenance experience comparable to
that of a Maintenance Worker I in the City of Lodi, including
the operation of light power -driven equipment in a training
capacity.
City of Lodi
MAINTENANCE WORKER 111
DEFINITION
June 1975
Under general supervision, to operate heavy automotive maintenance and
construction equipment; to perform a variety of skilled and semiskilled main-
tenance work; to act as a lead worker; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
The class of Maintenance Worker III is distinguished by its lead re-
sponsibilities and the requirement that incumbents regularly operate heavy
public works equipment with a minimum of supervision.
EXAMPLES OF DUTIES
Functions as the heavy equipment operator for a street or sewer and
water crew; operates graders, bulldozers, rollers, backhoe, front end loader
or cranes in the installation and repair of water and sewer pipes; when
equipment operation is not required, performs a variety of semiskilled tasks
in the installation and repair of water and sewer pipes, fire hydrants, and
City streets, curbs and sidewalks; acts as a lead worker in the absence of
the foreman.
At the City's sanitary landfill facility, supervises assigned crew,
operates a bulldozer, directs traffic and keeps records of cash and charge
accounts.
LICENSE
Possession of an appropriate California operator's license issued by
the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
Power equipment, tools, materials, and procedures used in
sewer and water utility installation and maintenance;
The operation and minor maintenance of heavy automotive
maintenance and construction equipment;
Safe work practices.
and
Maintenance Worker III - 2
Ability to:
Perform semiskilled and skilled maintenance work;
Operate such power -driven equipment as graders, bulldozers,
cranes, and rollers;
Perform heavy manual labor;
Organize and supervise the work of others;
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships
with those contacted in the course of work.
and
Experience: Three years of increasingly responsible experience in
construction and maintenance work, including experience in the
operation of a variety of construction equipment.
City of Lodi
MECHANIC
DEFINITION
June 1975
Under general direction, to make minor and major mechanical repairs
to automotive and a variety of public works mechanical equipment; and to
do related work as required.
DISTTNGUISF1WG CKARACTERISTICS
Employees whose positions are assigned to this class are required to
perform skilled mechanical repair work on a variety of automotive and
public works equipment as a primary work assignment. Although less
difficult mechanical repair and some equipment servicing work rrrayy be
performed, the majority of the mechanical repair work could not be per-
formed unless the incumbent possessed prior experience in skilled mechani-
cal repair work and is capable of performing the full range of skilled
mechanical repair work on a variety of mechanical equipment.
EXAMPLES C' DUTIES
Inspects motorized and other mechanical equipment such as automobiles,
trucks, tractors, graders, street sweepers, street rollers, wheel tractor
loaders, back hoes, portable pumps, and hydraulic equipment; diagnosis
trouble and determines extent of necessary repairs; repairs and adjusts
engines, transmissions, and clutches, tunes and reconditions engines;
refaces, receipts and adjusts valves; cleans, repairs, and replaces
carburetors, fuel pumps, strainers, fuel lines, gasoline tanks and
gauges; wires and repairs electrical systems; makes repairs to hydraulic
equipment components such as pumps, cylinders, and hoses; services and
repairs air compressors; repairs and replaces lights, switches, and
equipment wiring; realigns and adjusts brakes; repairs water pumps and
hoses; performs lubrication and equipment servicing work; posts repair
and servicing work performed to equipment records as part of the City's
preventive maintenance program; nray perform welding utilizing arc or
acetylene welding equipment; nray supervise the work or instruct an
assistant.
DESIRABLE QUALIFICATIONS
Knowledge o f:
Methods, tools, and equipment used in the overhaul, repair, and
adjustment of the wide variety of automotive and public
works motorized equipment;
Operation and care of internal combustion engines.
and
Mechanic - 2
Ability to:
Make skilled mechanical repairs to a variety of automotive and
public works equipment;
Accurately diagnose and determine the extent of mechanical
repairs needed for a variety of public works equipment;
Demonstrate skills in the use of hand and power tools.
and
Experience: Three years of experience in the repair of automotive
and other power driven equipment.
City of Lodi
PARK MAINTENANCE WORKER I
DEFINITION
June 1975
Under supervision, to perform the more routine work in the maintenance
of parks, playgrounds, athletic fields and other areas; to clean and main-
tain park equipment and facilities; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
Positions in this class perform the less difficult duties in parks
and playground maintenance. A wide variety of hand tools, and hand oper-
ated power tools is used in performing assigned work. Although this class
may be used for training new employees for positions with more difficult
duties, employees who regularly perform the less difficult duties charac-
teristic of Park Maintenance Worker I, should remain assigned to this
class indefinitely.
EXAMPLES OF DUTIES
Waters, mows, weeds, trims. and fertilizes lawns, rakes leaves, cleans
walks, fields. courts, and other facilities; prepares baseball and softball
diamonds by watering, dragging infields, raking, and lining; weeds, culti-
vates, waters. and sprays flowers and ornamental and foundation shrubs;
picks up paper and debris; may operate parer mowers, edgers, and other
equipment; may drive vehicles, as required; assists in moving and install-
ing park recreation facilities; performs unskilled work in the maintenance
and repair of park structures and equipment; sweeps and cleans restroomss
in park buildings; sets up park buildings for meetings and other events;
on a temporary or training basis, may operate tractor -driven gang mowers
and other light equipment.
LICENSE
Possession of an appropriate California operator's license issued
by the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
Basic methods, tools, materials, and equipment used in
park maintenance work;
Safe work practices.
and
Park Maintenance Worker I - 2
Ability to:
Perform general park maintenance work;
Use hand and power tools required of park maintenance work;
Perform heavy manual labors;
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships
with those contacted in the course of work.
and
Experience: None required.
City of Lodi
PARK MAINTENANCE WORKER II
DEFINITION
June 1975
Under general supervision, to perform a variety of semiskilled or
skilled tasks in gardening and general grounds maintenance work: to oper-
ate tractor -driven gang mowers and other light equipment as a regular
assignment; to maintain park facilities and equipment: and to do related
work as required.
DISTINGUISHING CHARACTERISTICS
This class is distinguished from the class of Park Maintenance
Worker I in that the Park 'Maintenance Worker II performs the more diffi-
cult and skilled assignments both in gardening and parks maintenance work
and is expected to work without close or continuous supervision. Posi-
tions involving the regular operation of tractor -driven gang mowers or
other light equipment should be allocated to this classification.
EXAMPLES OF DUTIES
Plants, transplants, removes, fertilizes, cultivates, waters, and
sprays flowers, shrubs, grass, and shade trees: grows flowers and shrubs
from seeds and cuttings; spades, rakes, hoes, and otherwise prepares
kround for planting; operates tractor -driven gang mowers, light tractors,
power mowers, edgers, and other equipment; makes minor adjustments and
repairs on equipment; prepares baseball and softball diamonds by watering,
dragging. raking, and lining; makes minor repairs on irrigation systems
and assists in trimming trees and shrubs, removing dead or diseased limbs
or branches, using handsaws and other basic trimming devices: rakes leaves,
cleans walks, courts and other park structures, and performs general
grounds maintenance work; assists in the construction and repair of
sprinkler systems, park buildings. facilities and equipment, including
the perfcnnance of the less difficult carpentry, plumbing, electrical,
and concrete construction and repair work.
LICENSE
Possession of an appropriate California operator's license issued
by the State Department of Motor Vehicles.
Park Uaintenance Worker II - 2
DESIRABLE QUALIFICATIONS
Knowledge of:
Methods, tools, and techniques used in gardening and the
maintenance of landscaped areas;
Basic methods. tools, and materials used in park building
maintenance and repair work;
Basic characteristics and control techniques of plant
pests and diseases;
Safe work practices.
and
Ability to:
Operate tractor -driven gang mowers, light tractors, and
other assigned equipment with skill and safety:
Perform semiskilled or skilled park maintenance work related
to activities of the department where duties are performed:
Perform heavy manual labor;
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships with
those contacted in the course of work.
M
Experience: Tvw years of experience in park maintenance work
comparable to that of the class Park Maintenance Worker I
in the City of Lodi.
City of Lodi June 1975
PARK MAINTENANCE WORKER III
DEFINITION
Under general supervision, to supervise and participate in the work
of a small crew performing a variety of groundskeeping, tree. and park
construction, maintenance and repair work; to operate power and light
automotive equipment; to perform skilled work in the maintenance and
construction of park facilities; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
The class of Park Maintenance Worker III is distinguished by its
responsibility for the supervision of a small crew performing a wide vari-
ety of grounds maintenance and facilities construction, repair, and main-
tenance work in Lodi Lake Park.
EXAMPLES OF DUTIES
Supervises and participates in the watering and spraying of flowers,
shrubs, grass, and trees and pruning and trimming of trees and bushes;
supervises and participates in the installation and maintenance of irri-
gation systems and the repair of park facilities, personally performing
the more skilled tasks; supervises and participates in the construction
of new park facilities including small structures, boat docks and retain-
ing walls, concrete foundations, curbs, walkways, slabs, and mowing strips;
supervises and participates in the general maintenance of park grounds
including cultivation, raking, sweeping, and removing papers and other
debris; lays out work schedules, assigns and reviews work of assigned crew,
and prepares time and work reports on subordinate personnel.
LICENSE
Possession of an appropriate California operator's license issued
by the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
Materials, equipment. and methods used in park maintenance
work;
Gardening methods, including planting and caring for various
flowers. plants, trees, shrubs, and lawns;
Park Maintenance Worker III - 2
The more common plant diseases and insect pests and the
approved methods and materials used in controlling
and eradicating them;
Tools. methods, and materials used in construction and
maintenance of park facilities;
Safe work practices.
and
Ability to:
Perform skilled park maintenance and construction work;
Read and understand blueprints;
Operate light power -driven equipment;
Organize and supervise the work of subordinate personnel;
Maintain records of time and materials;
Understand and carry out oral and written directions;
Establish and maintain cooperative working relationships
with those contacted in the course of work.
and
Experience: Three years of increasingly responsible experience
in the construction and maintenance of park grounds and
facilities.
City of Lodi
PROJECTS OFFICER
DEFINITION
June 1975
Under general supervision, to inspect the construction and repair of
public works; to negotiate purchases of rights of way and property
required for City uses; and to do related work as required.
EXAMPLES OF DUTIES
Inspects a variety of public works construction projects such as
sidewalks, curbs and gutters, water lines, storm drains, sanitary sewers,
sprinkler systems, street construction, and a variety of underground
structures built by contractors, for adherence to plans and specifications;
performs compaction tests and other materials testing; enforces compliance
with approved plans and specifications; researches manufactured products
to establish their conformance with City standards; tests completed
systems; makes final recomendations to hire authority regarding progress
payments for utility projects and the acceptability of completed construc-
tion work; assists in the preparation of plans, specifications, and cost
estimates for construction of public works; discusses utility improvement
with residents to obtain their cooperation; prepares and reviews reports
and records of utility projects.
Negotiates for acquisition of easements, rights of way, and property
titles necessary to install or construct public improvement; discusses
improvements with property owners; prepares necessary documents for right
of way acquisition; resolves complaints arising out of right of way nego-
tiations; gathers, checks, and compiles information on right of way
estimates.
LICENSE
Possession of a valid California operator's license issued by the
State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge o f:
Public works construction techniques, methods, materials, and
equipment;
Engineering specifications;
Legal descriptions and laws and instruments pertaining to the
right of way acquisition;
The methods of obtaining voluntary dedications of right of way
and the effect on property values of deed and tact
restrictions, zoning ordinances, setbacks, tax and
improvement assessments, easements and encroachments.
and
Projects Officer - 2
Ability to;
Read and interpret construction plans and specifications;
Make arithmetical calculations with speed and accuracy;
Inspect a wide variety of public works and related construction
projects, to determine compliance with approved plans and
specifications;
Interpret laws, rules, and regulations;
Conduct successful right of way negotiations with property
owners;
Make simple appraisals of real property;
Maintain accurate records and write reports;
Establish and maintain cooperative working relationships with
the public, contractors, and City employees.
and
Experience: Any combination of three years of experience in public
works construction inspection, engineering drafting work or
survey party work, including at least one year of experience
in the acquisition of property and rights of way.
City of Lodi
PUBLIC WORKS INSPECTOR
June 1975
DEFINITION
Under general supervision, to inspect the construction and repair of
a wide variety of public works; to review plans and specifications prior to
public works construction; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
Employees in this class are expected to exercise considerable tact
and judgment in making field inspections of construction and maintenance of
public works structures to determine conformance to plans and specifications
and obtain adherence to those plans and specifications by contractors per-
forming work for the city. Employees are expected to make suggestions
regarding public works construction and repair prior to commencement of
construction from review of plans and specifications.
EXAMPLES OF DUTIES
Inspects a variety of public works construction and maintenance projects
including subdivision improvements, paving work, ponding basins, storm drains,
sanitary sewers, water mains, bleachers, sprinkler systems, softball com-
plexes, traffic signal and street lighting systems, and electrical substation
site preparations for conformance to plans and specifications; uses tact in
advising contractors and obtaining adherence to plans and specifications;
inspects encroachment permit work such as curb, gutter, and sidewalk in-
stallation and replacement, telephone duct -vault -conduit -cable installation,
and gas lines -vaults; reviews and makes recommendations for changes to plans
and specifications for public works construction prior to commencement of
construction; prepares city and State -required job reports; verifies and
certifies percentage of job completion and approves contract payments and
security releases; selects and sends materials for laboratory testings
and reviews test results; takes relative compaction and impaction tests
and instructs new Engineering Aids in basic testing procedures.
LICENSE
Possession of a valid California driver's license issued by the State
Department of Motor Vehicles.
Public Works Inspector - 2
DESIRABLE QUALIFICATIONS
Knowledge of:
Construction materials, methods, and techniques for a wide
variety of ccznon city public works projects;
Construction materials testing methods and procedures;
Principles of construction contracting and subcontracting.
and
Ability to:
Read and interpret public works construction plans and
specifications;
Inspect a wide variety of public works and related construction
projects to determine compliance with approved plans and
specifications;
Exercise judgment and tact in dealing with contractors to obtain
conformance to approved plans and specifications;
Interpret laws, rules and regulations;
Maintain records and prepare accurate written reports;
Establish and maintain cooperative working relationships with
the public, contractors, and city employees.
and
Experience: Any combination of three years of experience in public
works construction inspection, engineering drafting work or
survey party work.
City of Lodi
RECREATION SUPERVISOR
June 1975
DEFINITION
Under general direction, to perform professional recreation work in
the organization and direction of major recreational programs and activi-
ties in the City; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
This is the full professional level of recreation supervision work,
which requires previous experience, and considerable judgment on the part
of employees in recommending appropriate programs, and planning, organiz-
ing, and supervising such programs.
EXAMPLES OF DUTIES
Recommends increases and decreases in various recreational program
activities to the Department Director; submits preliminary budget for
approved range of recreational activities placed under the employee's
supervision; plans, organizes, schedules, and supervises designated
range of recreational programs; interviews, trains, evaluates, and super-
vises gymnastic instructors, recreation leaders, theater directors, game
officials, recreation specialists, and recreation aids required to carry
out designated recreation programs; makes public meetings to explain and
encourage participation and assistance with City recreation programs;
attends meetings and coordinates the work of advisory commissions and
boards; answers questions fcam the public by telephone and face-to-face
regarding City recreation programs; coordinates the work of clerical
staff necessary to obtain si.gnljps, make and post recreational activity
schedules, and establish and maintain necessary records of recreational
activities; prepares correspondence, manuals, and brochures explaining
various City recreational programs and activities.
DESIRABLE QUALIFICATIONS
Knowledge of:
Philosophy, principles, and practices of public recreation
programs;
Major sports, games and other recreational activities suitable
for children, adolescents, and adults;
Policies and philosophies governing public recreation programs
in the City of Lodi;
First aid methods and safety precautions related to recreational
settings;
Principles of group supervision;
Principles of employee hiring, training, and evaluation.
and
Recreation Supervisor - 2
Ability to:
Plan, coordinate, and
Supervise and instruct
activities;
Establish and maintain
direct recreational programs;
individuals and groups in recreational
cooperative working relationships.
and
Experience: One year of professional experience as a leader in
recreational activities, preferably in the City of Lodi.
City of Lodi
SENIOR ACCOUNT CLERK
DEFINITION
June 1975
Under direction, to supervise and participate in the maintenance of a
set of financial or statistical records; to supervise and participate in
the resolution of collection or utility service charge problems; and to
do related work as tequired.
DISTINGUISHING CHARACTERISTICS
Employees in this class are responsible for supervising and partici-
pating in the clerical work required to maintain an interrelated set of
financial records such as records of all city collections, or utility bill-
ing and service charge records. Employees supervise and participate in the
clerical assistance to the public connected with collections or utility
billings and service charges and supervise and participate in the resolution
of collection or utility service charge problems. Incumbents work under a
minimum of supervision and are required to exercise initiative and inde-
pendent judgment in the accomplishment of assigned responsibilities.
EXAMPLES OF DUTIES
Supervises and participates in the collection of utility payments
and other monies and in the maintenance of support financial records and
the preparation of reports of collections made; supervises and participates
in the preparation of itemized lists of collections and in the preparation
of bank deposit documents by proper fund code; supervises and participates
in the receipt, verification, and closing of billings and partial payments
for city collections; supervises and participates in the taking of orders
and requests for connection and disconnection for city utility services;
supervises and participates in the cross checking, verification, and
preparation of corrections to automated billing records prepared by an
outside billing firm for the various utility services of the city; super-
vises and personally calculates monthly charges for electric meters used
by the city; supervises and personally answers the telephone and waits on
customers, answering questions on utility bills, business licenses, utility
service contracts and utility service problems; supervises and participates
in the preparation of monthly and annual records and reports for the city
collection or utility service functions in the Finance Department; prepares
a tentative budget for the collection or utility service function; trains
new employees and part-time employees as required.
Senior Account Clerk - 2
i
DESIRABLE QUALIFICATIONS
Knowledge of:
Financial record keeping methods, practices, and terminology;
Office methods and procedures and common office equipment;
Principles of supervision and employee training.
and
Ability to:
Supervise and participate in the preparation and maintenance
of a complete set of financial or statistical records;
Operate office machines and equipment including typewriter,
calculator, and bookkeeping machines;
Make arithmetical computations rapidly and accurately;
Resolve problems relating to collections or utility service
with tact and judgment;
Maintain cooperative relations with the public and other
city employees.
and
Experience: Two years of experience in maintaining financial or
statistical records at a level comparable to Account Clerk
in the City of Lodi.
City of Lodi
SEWAGE PLANT EQUIPMENT MAINTENANCE WORKER
DEFINITION
June 1975
Under general supervision, to perform a variety of semiskilled and
skilled mechanical maintenance and repair work on treatment plant and
pumping station equipment and facilities; and to do related work as
required.
EXAMPLES OF DUTIES
Inspects treatment plant equipment and facilities to locate needed
repairs and maintenance; installs, services, and maintains a variety of
treatment plant equipment including pumps, pipelines, valves, electric
motors and filters, hydraulic units, boilers. collection units, displace-
ment blowers and other types of stationary machinery and equipment; employs
mechanic's tools. welders, and plumbing tools to maintain various parts and
pieces of plant equipment; fabricates, assembles, and installs special
structures and equipment as needed; repairs and replaces pipes, valves,
fittings, and other related plumbing equipment; makes repairs to electrical
equipment; repacks variety of pumps; performs less complex laboratory tests
in absence of laboratory technicians; may act as Treatment Plant Operator
during vacations and emergencies.
DESIRABLE QUALIFICATIONS
Knowledge of:
The operation and maintenance of mechanical equipment, includ-
ing pumps and electric motors;
The tools, equipment and methods used in the overhaul, repair,
adjustment and modification of stationary power equipment,
and of the pumping and electrical systems used in a sewage
treatment plant;
Sewage treatment processes and the tests used to check the
effectiveness of such processes.
and
Ability to:
Detect possible mechanical failures and service and perform
mechanical repairs, maintenance work, and modification
to equipment used in a sewage treatment plant;
Make less difficult laboratory tests of sewage and interpret
such tests;
Read and interpret gauges and recording devices reflecting
plant operations;
Use various mechanic's tools with skill and accuracy;
Follow oral and written directions.
and
Sewage Plant Equipment Maintenance Worker - 2
Experience: Two years of experience in servicing and general
mechanical repair work involving pumps, motors, or other
equipment common to a water ox sewage treatment plant.
City of Lodi
STENOGRAPHER CLERK II
DEFINITION
June 1975
Under general supervision, to do a wide variety of stenographic and
clerical work of average difficulty; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
Positions allocated to this class require the efficient use of the
typewriter and skill in taking and transcribing shorthand notes even though
in some positions a relatively small proportion of time may be spent in
taking and transcribing shorthand.
Although incumbents in this class perform some secretarial work for
one or more city administrators or professionals, the primary duties of
positions in this class consist of a variety of moderately difficult c_leri-
cal and stenographic duties. Work is normally reviewed only on completion
and for overall results, and mistakes may often be evident only from com-
plaints by the general public or from the presence of substantial in-
accuracies in departmental records. Employees in this class may have fre-
quent contact with the public answering a variety of procedural questions
or giving out information from established department records.
EXAMPLES OF DUTIES
Answers telephone and acts as receptionist, giving desired information
by consulting various sources, or refers callers to sources of information;
types letters, reports, memos, case reports, and forms from dictation,
machine recordings, or rough draft; transcribes dictation and machine
recordings literally, with some editing or revising of copy; attends meet-
ings and prepares summary minutes; composes routine letters from marginal
notes or verbal instructions, including letters requesting information or
documents; upon referral by supervisor or after personally screening
correspondence, answers routine requests for information by enclosing
materials or sending form letters; types multiliths, dittos, and stencils
from various rough draft materials and makes reproductions; does posting
and makes entries in books of accounts or other records; keeps time and
other statistical or financial records; inserts and extracts materials
from subject matter or case files; classifies material by subject matter
and prepares new file folders as needed; operates mimeograph and ditto
machines and collates or assembles reports; maintains department infor-
mational, operational, or personnel records; screens reports for com-
pleteness and accuracy; compiles financial or statistical reports from a
number of established sources.
Stenographer Clerk II - 2
DESIRABLE QUALIFICATIONS
Knowledge of:
English usage, spelling, arithmetic, and punctuation;
Office methods and practices, including filing and reception-
ist techniques;
Office machines and their operation.
and
Ability to:
Perform clerical and stenographic work of average difficulty
without close supervision;
Maintain cooperative relations with others contacted in the
course of work;
Follow oral and written directions;
Take dictation and transcribe it accurately;
Type at a speed of 45 words a minute from clear, legible copy.
and
Experience: One year of experience in stenographic, typing, and
general clerical work.
r,.
City of Lodi
STENOGRAPHER CLERK III
DEFINITION
June 1975
Under general supervision, to serve as secretary to a city adminis-
trator such as the director of a city department; to relieve the adminis-
trator of a variety of administrative details and perform a variety of
difficult, responsible clerical work; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
Positions in this class are distinguished from positions in the class
Stenographer Clerk II by several factors: (1) Incumbents serve as
full-time secretary to an administrator such as the director of a major
city department, or other city administrator responsible for a broad
program that requires extensive public contact and contact at all levels
of the city administration on the part of his secretary; (2) The duties
of positions allocated to this class require considerable knowledge of
city organization, programs, policies, and rules, because of extensive
contact with the public, other city administrations, and community
business firms; and (3) Incumbents perform difficult and responsible
clerical work and relieve an administrator of a variety of administra-
tive details requiring the interpretation of written and financial
documents, the ability to independently assemble data and information
for reports and prepare reports that require considerable independent
.judgment.
EXAMPLES OF DUTIES
Performs a variety of secretarial and clerical duties for a city
administrator and relieves the administrator of a variety of administra-
tive detail; interviews office visitors and telephone callers and either
answers questions, resolves complaints, or gives desired information to
callers through the use of independent judgment and knowledge of city and
department policies and procedures, or refers persons to another source
of information; uses judgment to schedule appointments for administrator
and reminds him of appointments; receives, screens, and distributes in-
coming mail, independently answering correspondence regarding department
programs and policies; performs a variety of special studies requiring
the identification of sources of information, and preparation of completed
reports; prepares agendas, makes arrangements for meetings and conferences,
and takes minutes at meetings; assists in campil,ing and reviewing complex
statistical and accounting materials, including annual department budget;
maintains records and files relating to contracts, and other technical
matters; contacts representatives of other agencies and the general public
Stenographer Clerk III - 2
regarding legal procedures and requirements, and attempts to achieve con-
formance to established regulations; takes and transcribes dictation
including materials of a confidential nature as well as letters, reports,
and other documents; cuts mineograph and other stencils; operates office
applicances, including adding machine, mimebgz•aph and ditto; may super-
vise or coordinate the work of other clerical employees.
DESIRABLE QUALIFICATIONS
Knowledge of:
City organization, programs, and policies;
Modern office methods and practices, including filing systems,
receptionist and telephone techniques, and letter and
report writing;
Correct English usage, spelling, grammar, and punctuation;
Basic methods of financial and statistical record keeping and
budget preparation;
Common office machines.
and
Ability to:
Interpret and apply city rules and policies with good
judgment;
Perform responsible and difficult secretarial and clerical
work with accuracy, speed, and a minimum of supervision;
Exercise sound judgment and deal effectively with a wide
variety of personalities and situations requiring diplo-
macy, friendliness, poise and firmness;
Apply a broad knowledge of programs and functions in relieving
an administrator of a variety of administrative detail;
Make arithmetical calculations quickly and accurately;
Prepare and maintain complex financial and statistical records
and reports;
Take dictation at a speed of 100 words a minute and transcribe
it accurately;
Type at a speed of 50 words a minute from clear, legible copy.
and
Experience: Three years of increasingly responsible experience in
secretarial and clerical work, including at least one year of
experience in the City of Lodi at a level comparable to
Stenographer Clerk LI.
City of Lodi June 1975
STENOGRAPHER -TRANSCRIBER
DEFINITION
Under general supervision, to transcribe reports from machine recording;
to do stenographic and clerical work of average difficulty; and to do related
work as required.
DISTINGUISHING CHARACTERISTICS
The duties of positions allocated to this class consist primarily of the
transcription of reports such as police reports from machine recordings with
sustained speed and accuracy. In addition to machine transcription. incum-
bents in this class may, occasionally. take and transcribe face-to-face
dictation. A variety of clerical work of average difficulty may also be
performed.
EXAMPLES OF DUTIES
Types reports such as Standard Crime Reports and Narrative and Supplemen-
tal police reports with sustained high speed and accuracy from machine
recordings, selecting correct sentence structure, punctuation. grammar, and
spelling; may type letters, memorandums, or other materials from face-to-face
dictation or rough draft; may perform filing of records or reports; may act
as receptionist and answer the telephone, giving out routine information or
referring callers to the proper source; may type stencils and make reproduc-
tions using mimeograph, ditto, or xerox equipment.
DESIRABLE QUALIFICATIONS
Knowledge of:
English usage, spelling, grammar, and punctuation;
Office methods and practices, including the use and operation of
common dictation recording and transcribing machines.
and
Ability to:
Accurately transcribe reports from machine recordings at a sustained
typing speed of 60 words a minute, using correct grammar, punc-
tuation, and spelling;
Take dictation and transcribe it accurately;
Follow oral and written directions;
Maintain cooperative relations with others contacted in the course
of work.
and
Experience: One year of experience in stenographic or clerical work
including experience in transcription of machine recordings with
sustained high speed and accuracy.
City of Lodi
SUPERVISING ENGINEERING AID
DEFINITION
June 1975
Under general supervision. to assign and supervise the preparation
of plans, maps. and specifications for public works improvements; to
perform a variety of office and field engineering work involved in the
planning and design of public works facilities; and to do related work
as required.
EXAMPLES OF DUTIES
Assigns. supervises and personally performs more difficult subprofes-
sional engineering work in the preparation of improvement plans for street,
curb, gutter, alley, parking lot, water main, sewer, storm drain, lift
stations, drainage basins, and other projects; prepares engineering design
and related drawings, specifications. and estimates in connection with the
construction and maintenance of a variety of engineering projects, includ-
ing streets, storm drains, sewers, and related public works: assists in
the preparation of street reports project and employee time reports,
utility inventory records, and the maintenance of all map files; develops
and trains engineering aids on standard drafting procedures; makes rough
layouts, tracing, drawings and title sheets required for office and con-
tract work; performs design work independently or as an assistant to an
engineer; performs occasional field work, operating transits and levels
in the preparation of a variety of preliminary locations, construction.
property. and other survey work; may serve as a working survey party
chief in less complex assignments. working independently with rodman and
chairman in the observation, computing, and recording of field data;
determines lines, angles, distances. elevations, and keeps field notes
of readings and observations; cleans and adjusts survey instruments; uses
drafting instruments.
DESIRABLE QUALIFICATIONS
Knowledge of:
Principles of algebra, geometry and trigonometry;
Nomenclature, symbols, methods. practices, techniques, and
instruments used in drafting and mapping;
Basic principles of engineering field survey work;
Principles of supervision.
and
Supervising Engineering Aid - 2
Ability to:
Supervise a variety of subprofession engineering work;
Perform a variety of difficult subprofessional engineering
design and layout work for public utilities;
Collect and analyze data;
Transpose drawings and diagrams and prepare neat and accurate
tracings;
Interpret engineering maps, plans, specifications and legal
descriptions;
Understand and apply lays, rules and regulations;
Make effective oral and written reports;
Establish and maintain cooperative working relationships.
and
Experience: Three years of subprofessional engineering or drafting
experience.
City of Lodi
TYPIST CLERK I
DEFINITION
June 1975
Under direct supervision, to type from ordinary manuscript or from
printed or typewritten matter; to do a variety of the more routine
clerical work; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
This is the normal entrance level for clerical employees who have
completed the desired twelfth grade education and possess the desired
typing skill but have no previous clerical experience. Employees in
this grade normally work under supervision performing a group of repeti-
tive or closely related duties according to established procedures.
While a variety of tasks may be assigned, each step usually fits a
pattern which has been established and explained before work is started.
Generally work is observed and reviewed both during its performance and
upon completion, and changes in procedure or exceptions to rules are
explained in detail as they arise. Incumbents are normally considered
to be on a training status and, as assigned responsibilities and breadth
of knowledge increase with increased experience, they reasonably expect
their positions to be reassigned to the next higher grade of Typist
Clerk 11. Under this training concept, positions assigned to the grade
of Typist Clerk II which become vacant may reasonably be filled at the
Typist Clerk I grade, with the understanding that future reassignment to
the Typist Clerk II grade in most cases is to be expected. In some
instances, however, occurring most frequently in offices with more than
one clerical employee, work is assigned and supervised in such a way as
to permit the performance of only the more routine duties, according to
well-established procedures, with little opportunity for exercising inde-
pendent judgment. In such cases, a position may remain a Typist Clerk I
for an indefinite period of time.
EXAMPLES OF DUTIES
Performs a variety of clerical work including typing, proofreading,
filing, checking, and recording information on records; answers telephone
and waits on the public, giving information as required; types letters,
memorandums, or other materials from oral direction, rough draft, copy,
notes or transcribing machine recordings; prepares offset and ditto masters
and mimeograph stencils; operates adding machines and other office appli-
ances; sorts and files documents and records according to predetermined
classifications, maintaining alphabetical, index, and cross-reference files;
performs arithmetical calculations; mails out letters, forms, and applica-
tions; receives, sorts, and distributes incoming and outgoing mail; acts
as receptionist; assists in making out forms; prepares simple statistical
reports.
Typist Clerk I - 2
DESIRABLE QUALIFICATIONS
Ability to:
Perform routine clerical work, including ability
correctly, to use good English and to make
aritMatiQai calculations;
Learn to operate standard office applicances and
rules, methods, and policies;
Type at a speed of 40 words a minute from clear,
M-0
Experience: None required.
to spell
simple
learn office
legible copy.
City of Lodi
TYPIST CLERK II
DEFINITION
June 1975
Under general supervision, to perform varied, moderately difficult
clerical work; and to do related work as required.
DISTINGUISHING CHARACTERISTICS
Positions in this class are normally filled by advancement from the
class Typist Clerk I, or, when filled from the outside, require prior
clerical experience. A Typist Clerk II works under general supervision
and, within a framework of established procedures, is expected to perform
a wide variety of typing and general clerical duties with only occasional
instruction or assistance. Adequate performance at this level requires
a knowledge of departmental procedures and policies, and the ability to
choose among a limited number of alternatives in solving routine problems.
A Typist Clerk II is expected to work productively in the absence of
supervision. Employees in this class may have frequent contact with the
public, answering a variety of procedural questions or giving out informa-
tion from established records. Work is normally reviewed only on comple-
tion for overall results.
EXAMPLES OF DUTIES
Performs a wide variety of clerical work including typing of a wide
variety of material from rough draft copy, marginal notes, verbal instruc-
tions, or transcribing machine recordings, including letters, reports,
case files, requisitions and purchase orders, warrants, and various forms
and statistical data; verifies columns of figures and makes extensions and
arithmetic calculations; reviews requisitions for supplies; checks supplies
against invoices and purchase orders; posts approved purchase orders to
accounting records; keeps purchase order files; matches invoices to pur-
chase orders, checks extensions and computes discounts; calls vendors and
writes letters to resolve purchasing problems; may perform less difficult
posting of financial data incidental to report preparation or record
keeping; checks and tabulates simple statistical data; tabulates data for
reports; serves as receptionist; operates switchboard; gives information,
transfers calls, and places long distance calls; answers questions con-
cerning city or department programs, schedules, and activities; cuts
stencils, multilith and ditto masters; operates duplicating equipment;
receives, sorts, and distributes mail; sorts, indexes, and files materials
alphabetically, numerically, and by - other predetermined categories;
operates adding, calculating, mimeograph, and other office machines.
Typist Clerk II - 2
DESIRABLE QUALIFICATIONS
Knowledge of:
Modern office methods and appliances;
Basic letter writing practices.
and
Ability to:
Spell correctly and use good English;
Perform clerical work of average difficulty and sort and
verify statistical and other financial data;
Make ar i tcLma t i ,s a l computations;
File and maintain offIce records;
Maintain cooperative relations with others contacted in the
course of work;
Type at a speed of 45 words a minute from clear, legible copy.
and
Experience: One year of experience in general typing and clerical work.
STATE CF CALIFORNIA
CALIFORNIA STATE PERSONNEL BOARD
LOCAL GOVERNMENT SERVICES DIVISION
COOPERATIVE PERSONNEL SERVICES
First Floor, 909-- 12th Street 714 W. Olympic Boulevard
Socromento 95814 Los An9*6s 40015
Mr. Jerry Glenn
Assistant City Manager
City of Lodi
City Hall
221 West Pine Street
Lodi, CA 95240
Dear Mr. Glenn:
FRIAMMR Q. RYAWM ao., Rovernor
Sacramento, California
May 7, 1975
You asked us to provide interim recommendations on the classification
and class relationships of two positions in the City service, in
advance of the complete report from the study of 77 positions in the
City service.
This interim report covers the positions:
1. Utility Warehouseman -Clerk, for which you asked us to deter-
mine whether a classification or class relationship inequity
existed, that would justify an immediate interim adjustment.
2. Building Maintenance Man. a proposed new position for which
you would like to commence recruitment.
INTERIM RECOMMENDATIONS
Utility Warehouseman -Clerk
We recommend the title for this class be changed to Utility Materials
Warehouse Worker in order to make a title more consistent with the
duties performed and to reflect the fact that the experience required
for this position is in electrical utility work and not clerical work.
Although the incumbent does perform a substantial amount of clerical
work in keeping utilities materials records. these clerical duties are
not unusual for positions with a "Warehouseman" classification title.
We recommend no change in the existing relationship between the class
Utility Warehouseman -Clerk and other classes in the Utility Department
(Salary Schedule "A").
Mr. Jerry Glenn -2- May 7, 1975
Building Maintenance Man
We recommend the class title Building Maintenance Worker be used for
this proposed class. We recommend interim assignment of this class to
Salary Range 26 (Salary Schedule "B") at parity with the class Mainte-
nance Man II.
BASIS FOR INTERIM RECOMMENDATIONS
Utility Warehouseman -Clerk
The recommendation on this position is based on a review of the job
description completed by the employee in the position, Mr. Charles D.
Loftus, a thorough interview with Mr. Loftus to discuss the position,
and a tour of the warehouse and a substation storage area in which he
performs his duties. Additionally, we interviewed the Personnel Direc-
tor of the Pacific Gas and Electric Company in Stockton to discuss the
utilization of job classifications by P G & E in their utility operations.
The interim recommendations were subsequently based on consideration of
two factors:
1. The comparability between the position Utility Warehouseman -
Clerk and positions utilized by P G & E. This relationship
was considered because we understand the City of Lodi compares
certain classes in its Utility Department with classes in the
P G 6 E for purposes of recommending salary levels.
2. Existing internal class relationships between the class
Utility Warehouseman -Clerk and other classes in the Utility
Department.
The employee in this position is responsible for maintaining an appropri-
ate working inventory of approximately 1,000 different supply items used
in the installation and maintenance of utilities in the City. Duties
include placing purchase orders for supplies purchased under blanket
order without requisition, preparing requisitions for high value items,
and contacting suppliers and obtaining price quotes for infrequently
purchased supplies and materials. Independent decisions are made on the
purchase of supplies under blanket orders and low -value items not main-
tained in the running inventory. Purchasing through requisitions or bid-
ding, which constitutes the greatest dollar volume of purchasing, is done
with the signature and approval of the Assistant Utility Director.
Mr. Jerry Glenn -3- May 7, 1975
The incumbent is responsible for setting up and maintaining inventory con-
trol records, estimating material and supply requirements based on projected
utility -approved projects, and preparing and forwarding requisition forms
required to charge materials to the proper utility project. The incumbent
prepares an annual inventory of warehouse items and recommernds an increase
in inventory of materials for which heavy use is projected.
Although the volume of work is not a consideration in the classification of
a position, it appears the volume of work for this position is increasing
due to the fact that the growing Lodi population is placing increasing
demands on the Utility Department and because of the continuing above -ground
utilities with underground installations.
We were unable to find a job classification in the Pacific Gas and Electric
Company that directly compares to the Utilities Warehouseman -Clerk in the
City of Lodi. P G & E utilizes four levels of classifications in their
utilities warehouse operations. Three of these levels, the "Itaterials Man".
"Hateri.als Leadman", and "Materials Facility Man" are shown on the attached
salary and classification relationship chart.
The ilaterials Han classification represents the entry and working level in
the P G u E utility warehouse operations. The Materials Leadman class
represents a supervisory class that requires two years of experience as
a Materials Flan. An employee in the Materials Leadman classification
would normally head a unit of four to five Materials Men in a large ware-
house, responsible for a particular function in that warehouse such as
salvage, transformers, filling materials requisitions daily for field crews,
receiving, or shipping. The Materials Leadman is expected to have a Class 1
license to drive a 40 -foot diesel truck as a requirement for the position.
The Materials Facility Man classification is normally utilized by P G b E
only in field warehouse operations such as that in Oakdale., California
where the Haterials Facility Nin is responsible for the independent opera-
tion of a 2 -man warehouse under the general supervision of a Foreman who
spends most of his time in the field. The Raterials Facility Man is
required to have one year of experience as a Materials Leadman.
The Stockton warehouse currently employs several individuals in the classi-
fication Materials Facility Man. however, this results from a consolidation
of P G 6 E warehouse operations into the central Stockton warehouse. The
individuals in the Materials Facility Man classification were formerly
responsible for the field warehouse operation. We were advised by P G E E
that when these positions become vacant. they will be filled by employees
in a lower classification.
The fourth classification in the P G & E series is the Supervising Materials
Man who is in charge of the entire warehouse operation in the Stockton ware-
house.
Mr. Jerry Glenn -4- May 7, 1975
Pacific Gas and Electric uses the classification Materials Facility Man
to recognize the independent responsibility assigned to employees in this
class for operating a field warehouse with considerable independence,
little supervision, and requiring the supervision of one employee. Although -
we believe the technical ordering and purchasing duties of the Materials
Facility Man are no more complex than those of the Utilities Warehouseman -
Clerk in the City of Lodi. the position in Lodi is not required to super-
vise a full-time employee and perform with the degree of independence
required of the Materials Facility Man in a remote P G 6 E warehouse.
The classification Materials Leadman is also not directly comparable to the
classification Utilities Warehouseman -Clerk in Lodi for several reasons.
Materials Leadman is a supervisory class, however, the employees in this
class, and their subordinates. tend to specialize in specific portioas of
the utility warehouse operations such as salvage, transformers, receiving,
or shipping. The Utilities Warehouseman -Clerk in Lodi, on the other hand,
is a nonsupervisory position. however, it is responsible for the entire
range of warehouse operations but on a reduced scale from that of the P G & E
warehouse in Lodi.
We believe the Materials Man classification in P G 6 E is least comparable
to the Utilities Warehouseman -Clerk since employees in this class are work-
ing under the supervision of the Materials Leadman and have no particular
responsibility for the operation of a unit or warehouse.
Even though we are not able to make a direct comparison between the class
Utilities Warehouseman -Clerk and a P G 6 E classification. we believe a
reasonable comparison can be made between Utilities Warehouseman -Clerk and
Materials Leadman in P G 6 E. There are off -setting strengths to positions
in both classes. which provide support for salary parity between these
classes. For example, the Materials Leadman supervises other employees, but
works with a limited range of materials. The Utility Warehouseman -Clerk
does not supervise, but is required to maintain the full range of utility
supplies and equipment.
Although the current salary for Materials Leadman in P G 6 E is approximately
9% higher than the salary for Utilities Warehouseman -Clerk in the City of
Lodi, this same approximate 9X salary differential exists between other Lodi
and P G 6 E classifications such as Groundsman and Lineman and Electrician,
probably resulting from more recent salary adjustments for P G & E than in
the City of Lodi. We understand the City of Lodi will grant an approximate
8.5% salary adjustment in July 1975. Such an adjustment for Utility Depart-
ment classes would place Utility Warehouseman -Clerk and Materials Leadman
in P G & E at near salary parity.
Mr. Jerry Glenn -5- May 7, 1975
In addition to considering the class relationships between Utilities Ware-
houseman -Clerk and P G & E classifications. we considered the existing
internal class relationships between Utilities Warehouseman -Clerk and
other classifications in the Lodi Utility Department. The class relation-
ships discussed below are shown on the attached relationship chart.
We note that the current class relationships places the Utilities Ware-
houseman -Clerk at only a 15% differential below the classes Electrician
and Lineman. These two classifications represent the full professional
level of utility installation and maintenance. Positions in these classi-
fications are compensated for their training and skills utilized on the
job as well as the hazards of their work. Employees in these classifica-
tions are expected to have the same knowledge of supplies and materials
utilized in utility installation and maintenance as the Utilities Ware-
houseman -Clerk, as well as the skills and knowledges for installing and
maintaining this equipment.
Without the benefit of a study of individual positions in the classifica-
tions Electrician and Lineman, we believe it is difficult to justify an
upward adjustment of the classification Utilities Warehouseman -Clerk that
would reduce the existing 15% differential between these classifications.
We note that the classification Utilities Warehouseman -Clerk is currently
at a salary level that is only approximately 5% below the classification
Street Light Maintenance Man and less than 5% below the classification
Apprentice Electrical Technician. Although we believe no direct compari-
son between these classes can be made, the qualifications for Street Light
Maintenance Man and Apprentice Electrical Technicians are two years of
experience in electrical utility construction or maintenance work, which
are similar to the qualifications required for Utilities warehouseman -
Clerk. The knowledge of utility materials, equipment, and supplies, is
similar, and in addition, the Street Light Naintenance Pian and Apprentice
Elecrrical Technicians are required to exercise technical and professional
skills on the job in the installation and repair of utilities. We believe
the relationship between Utilities Warehausaman-Clerk and these two classi-
fications further demonstrates that the skills and responsibilities of the
Utilities Warehouseman -Clerk are recognized in the existing relationship
between this class and reasonable related maintenance operations classes.
Building Maintenance Man
The interim recommendation for this classification is based on a review
of the proposed class specification and a comparison of the duties described
therein to the duties described in specifications for related classes in
the maintenance and operations field in the City of Lodi.
?4r. Jerry Glenn - - May 7, 1975
The draft class specification prepared by the Personnel Department for
this class provides sufficient information to cc7rence recruitment for an
employee for this position. A revised class specification will be pre-
pared and submitted with the final report. We suggest you consider being
liberal with the proposed 4 -year experience requirement U you find an
applicant who otherwise meets the expectations of the City and the require-
ments for the position.
We found similarities between duties of this position as described on the
draft class specifications provided by the City, and the rather broad range
of maintenance and repair work outlined in the class specification for Park
Maintenance Specialist. We believe we need to clarify the relative duties
of positions in the Park Mainrenance Specialist and other maintenance and
operations claesifications before making a final recommendation for the
class Building and Maintenance Man that would place this position at a
level higher than Raintanance Man 11, A final recommendation and a class
specification will be submitted in the final report.
We would be pleased to discuss the recommendations in this report with you,
members of your City administration, or affected employees.
Very truly yours,
H. THOMAS H8RRftrlRTZ
Survey Director
�r
CITY OF LODI
PACIFIC GAS AND
ELECTRIC COMPANY
Salary Range and Classification Salary Range and C: asification
. F�$� 13642lectriciai I'Lineman
. .
......
....
.....
. I . . .
9.3%
.......
-
Materials
3Q.5 $1027-1248
Electrician
Lineman
�` l2 8?
(Lineman)
Facility Niro .
30 1002-1218
7%
. . . .
29.5 , 978,-190
. . . . .
. . . .
. . . .
x
. . t . .
. .
Materials
29 954--1162
15% +
11803
Leadman
Street Lt
28.5 932-1133
Maint Man
• .
APPrentice•
.
28 909-1105
Elect Tech -9.3%
utilityI.
27.5 887-1079
Wrhse-Clk
1
26.5 846-1027.
. . . . . . . . . . . . . . . . . . . . . .
Katerials. .
26 825--1002 927-1007 L4a,,
25.5 805- 9711 899- 9763 Croundman
x . . .
7.3%
Groundman
I. . . . . . . . . . . . .
. . . . . . . . . . . . . . , . . . . . . p . . . . . ., . . . . . . ,. . . . , . . . . . . .