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Home My WebLink About05/25/1995 BAKERSFIELD Galen Chow, Chair Patricia J. DeMond Mark Salvaggio Staff: John W. Stinson AGENDA PERSONNEL COMMITTEE Thursday, May 25, 1995 4:15 p.m. City Manager's Conference Room 1501 Truxtun Avenue, Suite 201 Bakersfield, CA 1. ROLL CALL 2. APPROVAL OF FEBRUARY 7, 1995 MINUTES 3 PRESENTATIONS 4. PUBLIC STATEMENTS 5. DEFERRED BUSINESS 6. NEW BUSINESS A. WORKERS' COMPENSATION ADMINISTRATOR REQUEST FOR PROPOSAL 7. ADJOURNMENT JWS:jp FILE COPY NOTICE OF SPECIAL MEETING OF THE PERSONNEL COMMITTEE OF THE COUNCIL OF THE CITY OF BAKERSFIELD NOTICE IS HEREBY GIVEN that the Personnel Committee of the City Council will hold a Special Meeting for the purpose of a Committee Meetinq on Thursday, May 25, 1995, at 4:15 p.m., in the City Manager's Conference Room, Second Floor, City Hall, Suite201, 1501 Truxtun Avenue, Bakersfield, CA, to consider: 1. ROLL CALL 2. APPROVAL OF FEBRUARY 7, 1995 MINUTES 3. PRESENTATIONS 4.PUBLIC STATEMENTS DEFERRED BUSINESS 6.NEW BUSINESS A. WORKERS' COMPENSATION ADMINISTRATOR REQUEST FOR PROPOSAL 7. ADJOURNMENT Johh W. Stinso~, Assistant City Manager JWS:jp FILE COPY B A K E R S F I E L D Staff~--/John W. Sffnso'n Patricia J. DeMond Mark Salvaggio AGENDA SUMMARY REPORT PERSONNEL COMMITrEE Tuesday, February 7, 1995 4:00 p.m. City Manager's Conference Room 1. ROLL CALL Call to Order 4:05 p.m. Present: Councilmembers Galen Chow, Chair; Patricia J. DeMond; and Mark Salvaggio 2. APPROVAL OF NOVEMBER 28, 1994 MINUTES Approved as submitted. 3. PRESENTATIONS None 4. PUBLIC STATEMENTS None 5. DEFERRED BUSINESS None AGENDA SUMMARY REPORT PERSONNEL COMMITTEE Tuesday, February 7, 1995 Page -2- 6. NEW BUSINESS A. REORGANIZATIONS, POSITION RECLASSIFICATIONS AND SALARY ADJUSTMENTS The Committee reviewed the following reorganizations, reclassifications and salary adjustments which reflect the remainder of requests from the 1994-95 budget process and other actions being recommended by the City Manager. Most of these reflect recommendations made in the RSG Classification Study as well as requests made by the department and/or employee for review of classification or salary equity issues. Some reflect reorganizational opportunities due to vacant positions. The Human Resources Division has reviewed each request. In addition, John Stinson stated that he has reviewed these changes with Chuck Waide, S.E.I.U. and the union representatives where applicable. Based on job audits, interviews and information received from supervisors, division and department heads, the following recommendations were made and reviewed with the Personnel Committee. Administrative Analyst II to Administrative Analyst III - City Manager's Office This reclassification is being recommended by the City Manager based upon duties being performed by the incumbent which are beyond those required of an Administrative Analyst II. These include staffing Council committees, and a higher level of independent analytical and administrative support to the City Manager such as monitoring current legislative activities. This position has also performed assignments which require the incumbent to act as a liaison to outside groups and Council appointed citizens' advisory committees. The Administrative Analyst III classification is a new supervisory classification which more appropriately reflects the actual duties performed by the incumbent. The salary of the Administrative Analyst III position is to be set at the same level as a Supervisor II classification. The Miscellaneous Civil Service Commission has approved the new job specification and the reclassification. Business Manaqer- Fire Department This action would provide for a Business Manager position which would replace the vacant Secretary II position in the Fire Department. The Fire Department is the largest city department that does not have a Business Manager. Due to the need to provide improved budget preparation, budget monitoring and more technical financial and administrative support to the Fire Chief this position is AGENDA SUMMARY REPORT PERSONNEL COMMITTEE Tuesday, February 7, 1995 Page -3- being recommended. Additional funding for the position beyond funds budgeted for the Secretary II position will need to be transferred from Council Contingency. Equipment Superintendent to Fleet Superintendent - Public Works Department This is a revision of the job specification for Equipment Superintendent to bdng it into conformance with the current requirements for Superintendent positions as well as a title change to conform with the use of the term "Fleet" instead of "Equipment" for positions within this division. This position is in the Management unit. There is no salary adjustment proposed. Staff will be presenting this recommendation and new job specification to the Miscellaneous Civil Service Commission for approval at their next meeting. Automotive Mechanic (Equipment Division) to Fleet Mechanic I; Equipment Mechanic (Equipment Division) to Fleet Mechanic II; Equipment Mechanic II (Equipment Division) to Fleet Mechanic III - Public Works Department These are revisions to the job specifications for automotive and equipment mechanic positions to bring them into conformance with updated requirements for these positions as well as a title change to conform with the use of the term "Fleet" instead of "Equipment" for positions within this division. Incumbent employees in these classes would be reclassified to the new classifications. There are no salary adjustments proposed. The new requirements and job specifications have been reviewed with the employees and their union representative and they are in concurrence with the recommendation. The Miscellaneous Civil Service Commission has approved the new job specifications and the reclassifications. Supervisor II Crime Prevention to Crime Prevention Supervisor Police Department This reclassification and salary adjustment is being recommended by the City Manager based upon duties being performed by the incumbent which are beyond those currently required of Supervisor II - Crime Prevention. These include the supervision of sworn police officers in their crime prevention activities. This position also has responsibility to apply for and administer crime prevention and other grants for the Police Department. The new classification of Cdme prevention supervisor is primarily a title change due to the compensation being recommended beyond the current Supervisor II salary range. The Salary adjustment of 2.5% is being recommended for this position. Staff will be AGENDA SUMMARY REPORT PERSONNEL COMMITTEE Tuesday, February 7, 1995 Page -4- presenting this recommendation and new job specification to the Police Civil Service Commission for approval at their next meeting. The Personnel Committee supports staff's recommendations and recommends the above changes be sent to the Council for approval. 7. ADJOURNMENT The meeting was adjourned at 5:45 p.m. Others present: Assistant City Manager John W. Stinson; and Janet McCrea, Human Resources Supervisor. cc: Honorable Mayor and City Council ~/S:jp BAKERSFIELD MEMORANDUM April 4, 1995 To: John Stinson, Assistant City Manager From: Scott Manzer, Risk Manager Subject: Request for Proposal for Workers' Compensation Services On January 26, 1995, Requests for Proposals for Workers' Compensation Services were sent to 5 firms, including: 1) Ross and Castillo 2) Scott Wetzel Services 3) AIMS 4) Fimbres Adjusters Inc. 5) California Safety and Claims By the response due date of February 17, 1995, each of the above had responded to the request with the exception of Scott Wetzel Services. The estimated annual cost for each of the 4 respondents were as follows: Ross and Castillo $ 97,000 AIMS 98,220 Fimbres Adjusters Inc. 101,000 California Safety and Claims 129,000 On February 28, 1995, oral interviews were conducted for the 4 responders to the bid proposal. Along with you and I, the other oral board panel members consisted of Dr. W.B. Christiansen and Michael Allford. The oral board assessed the potential providers' knowledge and interpretation on several technical workers' compensation issues, scenario examples, cost of service, time frames and qualifications of personnel. Based on the interviews, it was the opinion of the oral panel that Ross and Castillo was the most qualified of the respondents, followed by AIMS. The other two potential providers, while qualified, did not fully meet the City's current requirements or needs. In addition to being the lowest bidder, Ross & Castillo was the only firm which would provide an office in Bakersfield. The other providers would service the City's account in Fresno. Therefore, should the City decide to use a third party administrator for workers' compensation administration, it is my recommendation to pursue the services of Ross and Castillo. I would further recommend that the transition period be complete by July 1, 1995, in order to coincide with the City's fiscal year. cc: Michael Allford