HomeMy WebLinkAbout1993 ADMINISTRATIVE REPORT
TO: . Honorable Mayor and City Council · APPROVED
FROM: John W. Stinson, Assistant City Manager .DEPARTMENT HEAD ~
DATE: July 21, 1993 CITYATrORNEY ~'~-- ~-
CITY MANAGER ~
SUBJECT: Reclassifications and new and revised job specifications.
1. A Resolution amending Resolution Nos. 57-92 and 90-92 setting salaries and related
benefits for employees of the Blue and White Collar Units, and the General Supervisory
Unit.
RECOMMENDATION:
Staff recommends referral to Personnel Committee.
BACKGROUND:
The following reclassifications have been proposed as part of the FY93-94 Budget. The majority
of these reclassifications are resulting from budgetary actions taken which elimated positions, or
significantly changed the duties and responsbilities of the affected positions. These changes in
staffing were implemented tO create significant budgetary savings, and the cost associated with the
proposed reclassifications have been included in the budget adopted by the City Council. The
Human Resources Division has reviewed each request: Based on job audits, interviews and review
of information received from supervisors, division and department heads, the following
~recommendations are being made:
Supervisor I (Parks) and SuPervisor I (Trees): Since the incumbents have the same level of
responsibilities as Supervisor II's in the Parks Division, the previous incumbents were classified at
the Supervisor II level, and the classification consultant, Reward Strategies Group (RSG),
recommended that all Parks Supervisors be classified at the same level, it is recommended that
these two positions be reclassified to-Supervisor II.
Development Assistant (ED/CD): The incumbent's level of responsibilities and eXPertise are similar
with those of the department's two Development Associates. Neither the incumbent's supervisor
nor department head draw any distinction between the level of duties and responsibilities between
the incumbent and the Development Associates. Consequently, it is recommended that the
July 22, 1993. l:30pm
AD'MINISTRATIVE REPORT Page Z
· Development Assistant be reclassified to Development Associate.
Planning Technician (ED/CD): This position was reviewed in the RSG Compensation Study and
it was determined that the duties and responsibilities of the Planning Technician in the CD
Program were consistent with those performed by an Assistant Planner.· The study recommended
that this position be reclassified to that of an Assistant Planner. The Human Resources Division
concurs with RSG's recommendation.
Data Entry Clerk (General Services): The incumbent is the sole secretarial support for the division
and is' responsible for performing secretarial work of considerable di~culty and complexity. The
position provides support similar to that of other division secretaries through'out the City.. Since
the duties closely match those listed in the'job specification for Secretary I, .it is recommended that
the Data Entry Clerk be reclassified to Secretary I.
Accounting Clerk II (Sanitation): The primary focus of this position is billing and account
maintenance for the Sanitation Commercial Revenue Program. This is a significant program
totaling $4 million in .revenue annually. The duties closely match those listed in the job
specification for Revenue Program Aide with the exception of the type of charges monitored, ie.
sanitation vs. sewer. Accordingly, it is recommended that the Accounting Clerk II be reclassified
to Revenue Program Aide.
Hazardous Materials Specialist: Due to the vacancy of the Hazardous Materials Specialist
position, the duties of the current Planning Technician - Hazardous Materials will be expanded.
This will involve including a portion of the more technical aspects of the previous Hazardous
Materials Specialist job duties as well as the more technical aspects of the Risk Management and
Prevention Program. The field related activities, underground tank program, as well as the field
related activities of the current Planning Technician - Hazardous Materials, will be performed by
a firefighter working directly out of the Hazardous Materials Division. Therefore, it is
recommended that a new classification entitled Hazardous Materials Technician be created and
that the current Planning Technician - Hazardous Materials be reclassified to that new title.
The vacancy of the Human" Resources Manager position has necessitated an evaluation of the
structure and nature of work within the Human Resources Division. As a reSUlt, a reorganizatiOn
has taken place in order to effectively and efficiently conduct the business of the City. This
restructuring began in December 1992 with the realignment of the Human Resources Division
reporting to the Assistant City Manager. At this time, additional changes are being proposed to
complete the restructuring. They are as follows:
Human Resources Analysts (2 positions) to Human Resources Supervisor: The two Human
Resources Analysts have assumed day-to-day supervision of division staff and assist in planning,
organizing and coordinating division operations. As a result, a new job specification entitled
Human Resources Supervisor has been developed (see attached) to incorporate supervisory
responsibilities. This will entail a change from the White Collar to the General Supervisory Unit.
It is recommended that both Human Resources Analysts be reclassified to Human Resources
July 22. 1993. ll:27am
ADMINISTRATIVE REPORT Page 3
Supervisor.
Human Resources Technician to Human Resources Analyst I: With the reclassification of the
current .Analysts to Human Resources Supervisor, it will be necessary to reassign the more routine
recruitment and selection responsibilities to the Human Resources Technician. Therefore, a new
job specification for Human Resources Analyst I has been developed (see attached) to incorporate
these additional responsibilities. The Human Resources Analyst I will be considered the entry level
professional classification. As a result, it is recommended that the current Human Resources
Technician be reclassified to the newly created Human Resources Analyst I.
The Miscellaneous Civil Service Board has approved the above mentioned reclassifications, job
specification revisions and creations at their regular meeting on June 15, 1993, with the exception
of the .Hazardous Materials Technician which was approved by the Fire Civil Service Board on
June.16, 1993. -~
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JULYS/I_.2~PR2.CC
July 22. 1993. ll~27am
CITY' CF BAKERSFIELD. CLASS SPECIFICATION: 501
UNIT: WHITE COLLAR
EEO4: TECHNICIANS
'CLASS TITLE: HAZARDCUS MATERIALS TECHNICIAN
CLASS CHARACTERISTICS SUMMARY:
Under General sul~ervision, reviews, evaluates and approves hazard and operaDility
studies, risk analysis and vanous engineering re.ports dealing with risk management and
prevention programs: reviews evaluates and ap.~roves underground storage tank
inst~iatJon and removal work plans, site assessment and site mitigation programs;
oversees the remeaiation projects associated with soil contamination resulting from
leaking underground storage tanks within the City of Bakersfield:. provides informational
support to Fire Department emergency resl~onders.
REPDESENTATIVE DUTIES:
The following typicaJ tasks and responsiDiiities are representative of all positions in the
cia, ss. They are descriptive, not limiting.
Essential Duties:
Analyzes hazard and operal2ility studies and engineering plans with respect to the
de?-.ian, operation and maintenance of ec!ui:~ment: evaluates [isK management plans with
rosco= to adeauacy of employee training, safety procedures and emergency response
ca~a~iiities: works with engineering consulting firms toward the resolution of proDlems
in 'method. ptanning and risk management plan document content; reviews, evaluates
and a:~proves underground storage tank installation clans and removal plans; reviews
soil analysis of tank removal preliminary. ~ssessments to ensure compliance with all
regulations concerning environmental contamination: evaluates site assessments and site
m~tigatlon programs as required, to ensure com~iiance with all applical21e environmental
regulations: confers with industry, pul21ic and environmental contractors as required to
administer the underground tank and hazardous materials program; provides technical
assistance and research for a variety of groiects.
QUALIF!CATIONS GUIDE:
Knowledqe. Skills and Abilities of:
Know~edqe of: principles of Risk AnaiYs~s and crevention methods: underground
storage tank regulations: engineenng princ~cieS used in remediating soiid
contamination resulting from underground storage tank releases: principles and
~ecr~nic~ues of soil sampling and analysis.
Abititv (o: read and evaluate tecnn~cai repot[s: prioritize information and evaluate
ziternaUves: exercise sound inde[~enoent i udgementwithin estaDlished guidelines:
estaPtish and maintadn a cooBerauve working relationship with the puDlic, industry
znd'other governmental agencies.
CLASS ..-TTLE: HAZARDOUS MATERIALS TECHNICIAN
TRAINING AND EXPERIENCE:
A typical way of oDtalning the knowleclge, skills, and abilities outlined above is:
Graaua, on from an accreaited college or university with a Bachelor's. degree` in
chemistry, environmental engineering, industrial hygiene, geology, hydrology or closety
relateo cnysical or environmental health science including experience in environmentaJ
quality 'control, puDtic or process safety planning or a related field. Experience in
persona computer operation is aJso requirea.
Ucenses: Certificates: Special Reauirements:
Possession of a vaUicl California clriver's iicense, Class C.
PhysicaJ Conditions or Special Workinc~ Conditions:
Primaniy stanaara office environment aha working conditions, however, may occasionally
be exDosecl to unpleasant aha potentiaity hazarctous conditions.
Apprcvea by the Fire Civil Service Boar(:: 6-16-93
Apprcvea by' the City Council:
CITY OF BAKERSFIELD CLASS SPECIFICATI'ON: 7-414 702
UNIT: WHITE COLL,*,R
GENERAL SUPERVISORY
EEO4: PROFESSIONALS
CLASS TITLE: HUMAN RESOURCES ANALYST'SUPERVlSOR
CLASS SUMMARY:
Under general direction, supervises the work of Human Resources staff and assists in
planninql or.qanizinq and coordinatinq division operations; performs a variety of
professional and technical activities in support of the City's human resources
management.system, including recruitment and selection, classification, compensation,
affirmative action, employee and supervisory training, and employee morale/motivation.
REPRESENTATIVE DUTIES:
The following typical tasks and responsibilities are representative of the position's
essential duties. They are descriptive, not limiting.
Essential Duties
Supervises Human Resources staff by assistinq with planninq, assi.qninq and reviewinq
work: orients, trains and .qives direcUon to emc}tovees; designs and implements
recruitment programs to ot~tain qualified candidates: prepares job announcements,
advertisements and other recruitment materials: screens applications for qualifications:
coordinates, designs and administers job-related selection procedures, including, but not
limited to application reviews, written and performance tests, interviews, and assessment
technioues; analyzes test results: ensures all phases of the recruitment and selection
process meet applicable federal, state, and local laws and regulations; provides
administrative support to memt2ers of the City's civil service boards; conducts
background and reference checks: presents human resources management issues to
civil service boards: conducts organizational and classification studies.; conducts
classification audits, analyzes results, makes recommendations for change regarding
incumbents, classes, and class series, and prepares .job specifications: collects
compensation and benefit data and prepares analyses and reports: makes
recommendations for compensation structure ioased on studies and analyses; provides
classification and Compensation informaUon to other organizations; assists in designing
and imbtementing eduat employment o,Dportunity and affirmative action policies and
programs; updates Affirmative Action Plan: assists in preparing and monitoring the
division's annual budget: conducts test research and development; may collect
information for employee negotiations and/or grievance proceedings; interprets policies.
procedures and regulations: prepares reoorts, correspondence and a variety of written
materials: maintains accurate records and files: assists in procuring and implementing
divisional computer hardware and softw~-~e: provides t~ch.-.!c~ =.".d fi-'.".ctic."."~ ever~!~ht,
CLASS TITLE: HUMAN RESOURCES A~'J,,,',.:YST SUPERVISOR
...... -* -'+"~ May assume division management responsibility in the absence of the
manager of Human Resources.
DISTINGUISHING CHARACTERISTICS:
Positions in this class receiVe policy and proqram direction from the Assistant City
Manaqer who has overall manaqement accountability for the division and all CiW-wide
human resources pro.qrams. The Human Resources Supervisor directs the worl< of
division staff members as well as performs a wide variety of professional level duties.
!c':c~ .d,.;:icc. 'While primary assignments may be concentrated in one or two of the
· speciaiist personnel areas, incumbents are expccted to perform work in any of the
QUALIFICATIONS GUIDE:
Knowleclqe of:
Principles and practices of supervision: principles, methods, and practices, of
public ~ human resources aclministration; recruitment, testing, selection,
and job analysis techniques and proceaures: classification and compensation
administration: applicable federal, state and local laws and regulations; basic
affirmative action principles and practices; statistical concepts and analytical
techniques; basic labor relations principles and practices in a collective
bargaining environment; standard office practices and procedures; personal.
computer operation including Word processing, spreadsheet and database
software.
Ability to:
Direct and supervise the wort< of staff; design effective recruitment programs to
obtain qualified candidates: deveioD valid and effective selection procedures and
processes; conduct classification, organizational and compensation studies;
analyze technical information, evaluate alternatives, and make sound, independent
judgments within establist~ed guidelines: interpret and applY laws, regulations and
policies; .prepare clear, concise and effective written reports, analyses.'
correspondence and other materials: maintain accurate records and files;
establish and maintain effective working relationships; operate a personal
computer.
CLASS TITLE: HUMAN RESOURCES ANALYST SUPERVISOR
Trainin.q and ExperienCe:
A typical way of obtaining the knowledge, skills, and abilities outlined above is:
Graduation from an accredited college or university with a Bachelor's degree in
business, public or t~)ecee¢,~ human resources administration, or a related field
and t';;c three years of professional ~ human resources administration
experience wl~ich included one year of teadworker or supervisory experience.
Additional experience in professional F)eFeeFko~ human resources administration
may be substituted for the education on a year-for-year basis to a maximum of
two years. Experience in personal computer operation is also required.
Physical Conditions or Special Workinq Conditions:
Standard office environment and working conditions.
Approved by the Miscellaneous. Civil Service Board: June 15, 1993
Approved by the City Council:
MISC\H\HRSUPV
CITY OF BAKERSFIELD CLASS SPECIFICATION: 6443 704
UNIT: WHITE COLLAR
EEO4: :~ PROFESSIONALS
CLASS TITLE: HUMAN RESOURCES :~.C-G-NNiG.~.N ANALYST I
CLASS CHARACTERISTICS SUMMARY:
Under goncr"~ d!r_-ct!cn, pa."rorms ~ ...... , ............ ,- ........................... ~.
rccru!tmcnt ~;''' * ........... ,+;---,- supervision, performs entry level .qeneralist human
resources services in recruitment, selection, employee benefits, employee and
supervisory training, Unemployment CIaims, employee morale/motivation, ",,.".-J surveys,
ancl other areas of human resources aclministration as assiqned.
EXAMPLES OF DUTIES REPRESENTATIVE DUTIES:
The following typical tasks an(: responsibilities are representative of the position's
essential duties. They are descriptive, not limiting.
Essential Duties:
Assists with recruitinq and examininq activities inctudinq preparation, of announcements,
aclvertisements, ancl brochures: reviews aDpiications and evaluates education and work -
history: prepares anc~ administers written, performance and oral examinations; conducts
bacKqroUnd aha reference checks: assists with the City's Affirmative Action Plan and
other special emol°yment pro!ects: assists in classification studies and writinq of class
specifications: assists in qathennq salary clara: counsels iob applicants on employment
opportunities aha stanaards: assists with s[~ecial studies anci preparation of reports as
asS~qnea: answers routine corresoonctence anct questions relatin,q to the hpman
resources proqraml administers temporary employment program, including screening,
interviewing ancl recommenciing canqiclates to meet departmental employment nc~---~ds;
.conqucts orientation seSsions for all new employees; monitors Employee Assistance
Program-and provides information to employees or managers as needed; responds
verl~aily and in writing to salary survey requests and other questions relating to the City's
employment practices: aciministers Unembioyment Insurance including responding to
ctai'ms, monitoring level of claims and making recommendations relative to accepting or
rejecting claim: aqministers_ Employee Service Award and Rideshare Program; prepares
EEO-4 reports annually; provicJes_ City Attorney's Office witt~ information requested in
Department of Fair Employment aha Housing complaints: assists_ with inquiries alaout
benefits wtaen neeaect: upqates_ anq maintains worKforce complement listing; assists in
the c~evetopment and administration of empioyee and supervisory training programs:
.maintains accurate records aha files.
CLASS TITLE: HUMAN RESOURCES TECH,NICIAN ANALYST I
DISTINGUISHING CHARACTERISTICS:
This is an entry level class. Incumbents perfdrm the more routine recruitment,
selection, employee relations, trainin.q and affirmative action duties while learninq
City.policies, procedures, specific techniques and requtations related to human
resources manaqement.
QUALIFICATIONS GUIDE:
Principles of organization and taer-seP~ human resources management; practices
relatinq to equal employment opportunity; Public Employees' Retirement System
and other insurance and benefit programs; personal computer oPeration including
word processing and spreadsheet software.
Ability to:
Communicate effectively and write clear, concise reports;. Rather and analyze
data; devetOp and maintain effective working relationships; operate a personal
computer; maintain accurate records and files; interpret rules and reRulations.
TRAINING AND EXPERIENCE:
A typical way of obtaining the knowledge, skills and abilities, outlined above is:
Graduation from an accredited college or university with a Bachelor's degree in
Public or Business Administration or a closely related field and one year work
experience in r- ....... ~ "" '~"" '"~"*~ ...... *~' ...... """ ""i'="*"'~,., run.ich; "' ~"'"'
funct!cn.human resources administration. Additional experience in human
resources administration may be substituted for the education on a year-for-year
basis to a maximum of two years, Experience in personal computer operation is
also required.
Physical Conditions or Special Workinq Conditions:
Standard office environment and working conditions.
Approved by the Miscellaneous Civil Service Board: June 15, 1993
Approved by City Council: ~ ....... ~ *a~'~
M/SC'~H\HRANLYST
RESOLUTION NO..
A RESOLUTION AMENDING RESOLUTIONS NOS. 57-92 AND
90-92 SETTING SALARIES AND RELATED BENEFITS FOR
EMPLOYEES OF THE BLUE AND WHITE COLLAR UNITS AND
THE GENERAL SUPERVISORY UNIT.
WHEREAS,. Resolutions Nos.. 57-92 and 90-92 Set salaries
and related benefits for employees of the Blue and White Collar
Units and the General Supervisory Unit.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City
of Bakersfield that effective July 1, 1993,.the Salary.Schedule, a
part of Resolutions Nos. 57-92 and 90-92, is hereby amended as
follows:
1. Resolution No. 57-9.2 is hereby amended by deleting
the following class titles from the White Collar Unit:.
704 ~ Human Resources Analyst
18.337 19.253 20.214 21.226 22.286
1466.96 1540.24 1617.12 1698.08 1782.88
3190.64 3350.02 3517.24 3693.32 3877.76
502 A Planning Technician - Hazardous Materials
13.692 14.374 15.094 15.846 16.640
1095.36 1149.92 1207.52 1267.68 1331.20·
2382.41 2501.08 2626.36 2757.20 2895.36
2. Resolution No. 5·7-92 is hereby amended by adding the
following class titles to the White Collar Unit:
501 ~ Hazardous Materials Technician
15.783 16.574 17.401 18.273 19.183
1262.64 1325.92 1392.08 1461.84 1534.64
2746.24 '2883.88 3027.77· ~3179.50 3337.84
701 A Human Resources Analyst I
14.906 15.653 16.429 17.250 18.115
1192.48 1252.24 1314.32 1380.00 1449.20
2593.64 2723.62 2858.65 3001.50 3152.01
3. Resolution No. 90-92'is hereby amended by adding the
following class title to the General Supervisory Unit:
702 ~ Human Resources Supervisor
19.951 20.949 21.997 23.097 24.253
1596.0,8 1675.92 1759.76 1847.76 1940.24
3471.47 3645.13 3827.48 4018.88 4220.02
o0o
I HEREBY CERTIFY that the foregoing Resolution was passed
and adopted by the Council of the City of Bakersfield at a regular
meeting thereof held on , by the following vote:
CITY CLERK and EX OFFICIO CLERK of
the Council of the City of Bakersfield
APPROVED
BOB PRICE
MAYOR of the City of Bakersfield
APPROVED as to form:
LAWRENCE LUNARDINI
CITY ATTORNEY of the City of Bakersfield
JM/kec
RES.93\HR.ANA