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HomeMy WebLinkAbout08/03/2000 BAKERSFIELD Alameda, Cit~ M/a"nager Mike Maggard, Chair Staff: Alan Christensen Irma Carson Mark Salvaggio AGENDA SUMMARY REPORT SPECIAL MEETING PERSONNEL COMMITTEE Thursday, August 3, 2000 11:00 a.m. City Manager's Conference Room 1. ROLL CALL Call to Order 11:15 a.m. Present: Councilmembers Mike Maggard, Chair; Irma Carson and Mark Salvaggio 2. ADOPT DECEMBER 20, 1999 AGENDA SUMMARY REPORT Adopted as submitted. 3. PUBLIC STATEMENTS None 4. DEFERRED BUSINESS A. DISCUSSION AND COMMITTEE RECOMMENDATION ON MANAGEMENT SALARY SURVEY City Manager Alan Tandy gave an overview of the results of the survey. This survey was a sampling of the market to compare the City's salary plan to see if the positions were in the range of the positions in the sample group of the surveyed agencies. Job performance was not considered, only the job specification requirements and compensation paid. The information was reviewed by the committee made up of City employees and Human Resources staff. The survey took longer than anticipated in order go through in a detailed basis each individual position and the composite samples to ensure that we were comparing similar positions as much as possible. Some of the cities have aspects in their pay plans that are dissimilar to ours, so it had to be decided if using that element of their pay plan for comparison was appropriate. There were differing opinions of how the survey results should be interpreted and if the cities with different pay plans were good comparisons. There was not full agreement. The following position adjustments were as close to an agreement that could be achieved from all the differing views. AGENDA SUMMARY REPOR'e PERSONNEL COMMITTEE Thursday, August 3, 2000 Page -2- From the survey information, seven positions were identified as being significantly underpaid compared to the survey average. This would require compensation adjustments ranging from .9% to 10.4%. The positions are Assistant Director of Recreation and Parks, City Treasurer, City Clerk,' Assistant to the City Manager, Risk Manager, Communications Coordinator, and Community Development Coordinator. Each of these positions are singular in nature with only one employee in each classification. These positions did not get the recent 5% increase. Committee member Carson stated that she thought all those who did not get the 5% increase should have been included in the salary study including Supervisory. Also, that the study was to include information on salary ratios between the levels to avoid future compaction issues. Human Resources Manager Carroll Hayden stated none of the survey cities had a plan in place regarding salary ratios between the levels. Due to the complexity of the rate structures where you have certification pay, special pays for education and shift differentials, it is difficult for cities to establish a written plan for ratios between levels. There was a lengthy discussion of all the different options. The Committee directed staff to set another Personnel Committee meeting on August 14th or 15th for further discussions regarding this item. 5. NEW BUSINESS A. UPDATE OF HEALTH INSURANCE PLAN RENEWALS (New Business heard first) Carroll Hayden stated that staff, the City's consultant (Buck Consultants) and the Insurance Committee have reviewed the utilization rates and expenses versus the premiums paid for health insurance. It became obvious that while we are making progress on premiums paid in and expenses, we could not better ourselves by going out to market. No dissatisfaction has 'been communicated to staff about the plans we have, so staff recommended and the Insurance Committee agreed that with our utilization rate, we should try to renew the existing plans. The consultant has been working with the City's different insurance companies trying to come up with renewal rates for 2001. The Insurance Committee will meet on August 14th to review the renewal rates we have received from the different insurance companies: Preliminarily, Blue Cross Fee for Service Plan overall increase will be about 12%, the retirees increase will be 11.9% and actives increase will be 11.7%. This is good compared to nationwide rates. For the HMO Blue Cross fumishes CalifomiaCare, the retirees increase will be 9% and actives increase will be 8.9%. Blue Cross Medicare Risk will have no change. Kaiser will increase 13.5% overall with slight variations between retirees and actives. PacifiCare Medicare Risk for retirees is having a reduction of 11.7%. The Committee requested staff to prepare a memo and keep Council updated on the negotiations between Blue Cross and the local hospitals. AGENDA SUMMARY RE'PORe PERSONNEL COMMITTEE Thursday, August 3, 2000 Page -3- B. DISCUSSION AND COMMITTEE RECOMMENDATION ON INSPECTOR SERIES STUDY REPORT Carroll Hayden reported that over a year ago under one of the provisions of our MOU with Blue and White Units, several employees requested a classification study of their positions. Some requests referenced that they thought they were comparable to the Code Enforcement Officer classification. A review was done of all the "Inspector like" positions including: Building Inspector, Code Enforcement Officer, Fire Inspector, Wastewater Inspector and Financial Investigator. To ensure that the positions were properly classified and properly compensated, a salary survey was done using the agencies designated by the Blue and White Units. Human Resources staff studied the duties, responsibilities, knowledge, skills, and abilities of each classification. Fire Inspector A reclassification request was received from Fire Chief Ron Fraze. He felt this position has similar duties and responsibilities to the Code Enforcement Officer I and I1. The results of the salary survey were that the compensation for the City's Fire Inspector position is approximately 17% less than the survey average. An internal comparison reflects that the Fire Inspector is comparable to Code Enforcement Officer I. The City's current salary for Code Enforcement Officer I is equivalent to the salary survey average for Fire Inspector. Human Resources staff met with Fire Chief Ron Fraze and Development Services Director Jack Hardisty, and staff is recommending that the compensation for Fire Inspector be set equivalent to the current Code Enforcement Officer I salary. The Fire Inspector job specification will also need to be updated to reflect current responsibilities and minimum qualifications. Industrial Waste Inspector A request was received from the Union to look at this position, and the comparison there was to the Building Inspector I. The survey showed that the City's Industrial Waste Inspector position compensation is 14.2% less than the surveyed agencies. An internal comparison reflects that this position is comparable to Building Inspector I. Staff is recommending the City's Industrial Waste Inspector salary be set equivalent to Building Inspector I. The job specification will also need to be updated to reflect current responsibilities and qualifications. In addition, it would be appropriate to move the Industrial Waste Inspector position from the Blue Collar to the White Collar Unit. Financial Investigator The Finance Director submitted a request that the Financial Investigator position be looked at in comparison with the Code Enforcement Officer I. The survey indicated that the City's Financial Investigator position is more comparable to a Police Service Technician than a Code Enforcement Officer. Human Resources staff did an internal study of job duties performed by these positions. Because the Financial Investigator most closely compares internally to the Police Service Technician (whose compensation is approximately 2% less) and the City's current Financial Investigator is within 7 - 12% of the survey findings, staff recommends no change in compensation. Chuck Waide agreed with staff's recommendation on the salary changes and is stiil reviewing the changes to the job specifications. The Committee requested that in the future, job specifications, which include duties, responsibilities and minimum qualifications be provided to make comparisons easier. A motion was made to approve staff's recommendation and moving forward with the recommended changes. The Committee approved with Committee Member Carson abstaining. AGENDA SUMMARY REPOI PERSONNEL COMMITTEE Thursday, August 3, 2000 Page -4- C. DISCUSSION REGARDING ENHANCED PERS RETIREMENT BENEFITS Carroll Hayden stated that the State passed a bill that allows safety employees in California to bargain for enhanced benefits under the PERS system. About six weeks ago a package regarding the cost was distributed to the Council. This legislation allows bargaining to up to 3% at 50 at retirement, or 3% at 55. Currently we are a PERS agency and our safety employees are under a contract which provides 2% at age 50. It was noted that the current plan graduates from the 2% to 2.7% at age 55. Actuarial information has been taken from the State PERS Office on the cumulative costs to the City to make the conversion. To make the full conversion to 3% at 50, we projected out an average budgetary cost to Police and Fire, and it is in the area of $4 million per year. There are all sorts of variables such as how investments perform, actuarial methodology is often changed by the State, so the projection of $4 million per year is an assumption based on the current information from the State. There. are other lesser plans but the State methodology is very complicated and would require further study. In response to questions, Alan Tandy stated this was put on the agenda at the request of a Councilmember. As the information impacts ongoing negotiations, the Committee agreed that further detailed discussion should be held inclosed session. 6. ADJOURNMENT The meeting was adjourned at 1:45 p.m. Staff present: Assistant City Manager Alan Christensen; City Attorney Bart Thiltgen; Human Resources Manager Carroll Hayden; Human Resources Supervisors Janet McCrea and Anthony Gonzales; Development Services Manager Jack Hardisty; Finance Director Gregory Klimko; Treasurer Bill Descary; City Clerk Pam McCarthy; Assistant Chief Bill Rector; Police Lieutenant Tim Taylor; Data Processing Manager Mike Kennedy; arriving at 12:00 p.m. City Manager Alan Tandy and Assistant Fire Chief Bob Tobias. Others present: Chuck Waide and Ed Nance, S.E.I.U. cc: Honorable Mayor and City Council AC:jp S:~AC\PersonnelCom\00aug03summary.wpd