HomeMy WebLinkAbout02/07/1995 BAKERSFIELD
Galen Chow, Chair
Patricia J. DeMond
Mark Salvaggio
Staff: John W. Stinson
AGENDA
PERSONNEL COMMITTEE
Tuesday, February 7, 1995
4:00 p.m.
City Manager's Conference Room
1501 Truxtun Avenue, Suite 201
Bakersfield, CA
1. ROLL CALL
2. APPROVAL OF NOVEMBER 28, 1994 MINUTES
3 PRESENTATIONS
4. PUBLIC STATEMENTS
5. DEFERRED BUSINESS
6. NEW BUSINESS
A. REORGANIZATIONS, POSITION RECLASSIFICATIONS AND SALARY
ADJUSTMENTS
7. ADJOURNMENT
JWS:jp
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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 Meeting on Tuesday, February 7, 1995, at
4:00 p.m., in the City Manager's Conference Room, Second Floor, City Hall, 1501 Truxtun
Avenue, Bakersfield, CA, to consider:
1. ROLL CALL
2. APPROVAL OF NOVEMBER 28, 1994 MINUTES
3. PRESENTATIONS
4. PUBLIC STATEMENTS
5. DEFERRED BUSINESS
6. NEW BUSINESS
.A. REORGANIZATIONS, POSITION RECLASSIFICATIONS AND
SALARY ADJUSTMENTS
7. ADJOURNMENT
John V[f. Stinson, Assistant City Manager
JVVS:jp
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BAKERSFIELD
Alan Tandy, City Manager Patdcia J. DeMond, Chair
Staff: John W. Stinson Lynn Edwards
Mark Salvaggio
AGENDA SUMMARY REPORT
PERSONNEL COMMITTEE
Monday, November 28, 1994
4:00 p.m.
City Manager's Conference Room
1. ROLL CALL
Call to Order 4:04 p.m.
Present:Councilmembers Patricia J. DeMond, Chair; Lynn Edwards;
and Mark Salvaggio '
2. APPROVAL OF OCTOBER 26, 1994 MINUTES
Approved as submitted.
3. PRESENTATIONS
None
4. PUBLIC STATEMENTS
None
5. DEFERRED BUSINESS
NEW JOB SPECIFICATIONS, REVISED JOB SPECIFICATIONS, AND
CLASSIFICATIONS
In October, The Personnel Committee met with the City Manager to discuss a
number of organizational issues resulting from organizational downsizing and the
AGENDA SUMMARY REPORT
PERSONNEL COMMITTEE
Monday, November 28, 1994
Page -2-
fact of not keeping pace with the City's growth over the years with adequate
staffing. Some of these issues were addressed at the November 2, 1994, City
Council Meeting in Personnel Committee Report No. 1-94. This report also
indicated that several issues would require further study before being presented
to the Council on a timely basis.
The Personnel Committee met and discussed the organizational and
reclassification issues with staff. An administrative report going back to the full
Council on December 14, 1994, covers those areas of the most pressing concern,
e.g., the Building Department - Conservation Division and the Finance Department
- Data Processing Division, and includes the review by the Budget and Finance
Committee of additional staffing for the Police Department resulting from the
annexation of Union #10. In addition, the City Manager presented
recommendations regarding organizational issues within the Public Works
Department, as well as reclassifications and title changes to address equity or
technical classification issues. In order to present these issues in the proper
context, the following recommendations will be organized by department.
Development Services Department:
The Development Services Department has identified a need for staff which are
specifically assigned and trained in the conservation area of building inspection
and code enforcement. The Department has a considerable backlog of
complaints pending investigation and the cases handled by the Conservation
Division require special skills and continuity often involving public contact as part
of enforcement activities and legal proceedings.
The Department has proposed three new classifications which would specifically
assign personnel to the Conservation Division utilizing the titles of Code
Enforcement Officer I, Code Enforcement Officer II, and Chief Code Enforcement
Officer. These employees would receive specialized training in code enforcement
and, depending on the position level, have citation authority. Compensation
would be set 5% higher than those of comparable Building Inspector I, Building
Inspector II, and Building Inspector III positions, respectively. There are currently
three vacancies within the Department which would be replaced with these new
classifications to allow for promotional recruitment for these three positions.
Sufficient salary savings are available within the Department budget to pay for the
additional personnel costs associated with this recommended action. These new
classifications have been approved by the Miscellaneous Civil Service
Commission.
In addition, the City Manager has recognized that the Development Services
Department has been .managed by a department head who has been operating
under the title of Planning Director. This director has significantly expanded his
AGENDA SUMMARY REPORT
PERSONNEL COMMITTEE
Monday, November 28, 1994
Page -3-
duties over the past several years well beyond the normal scope of a Planning
Director. The title of the existing department head should be changed to
Development Services Director to accurately reflect the duties and responsibilities
relating to this position. There is no change in compensation recommended for
the Development Services Director.
Dudng the growth noted above, much of the day-to-day management of the
Planning Division has been delegated to the Assistant Planning Director. An
inequity has developed between this position and the other division head, the
Building Director. Based on the duties assigned and the responsibility involved,
it is appropriate that the Assistant Planning Director position be reclassified to
Planning Director, at compensation equal to the Building Director position. As a
result, the Assistant Planning Director position would remain vacant. There are
sufficient salary savings within the Department's budget to pay for the cost
associated with this recommended action.
Police Department:
With the addition of the Union #10 Annexation, staff anticipates that the four
additional Police Officer positions, already approved by Council, will not
adequately support the increased service area. The Budget and Finance
Committee reviewed this matter with staff and is recommending the addition of
two Police Officer positions. These two additional positions will cost
approximately $150,000, annually, and will be funded through salary savings for
Fiscal Year 1994-95.
Financial Services Department:
The City is proceeding with the installation of a major new computer system which
will involve a significant change in the City's Management Information Systems.
Major changes in information technology will require additional professional
expertise within the Department beyond existing capabilities. In order to respond
to these needs, the City Manager has requested the creation of the new position
of Management Information Systems Manager. This position would be
responsible for strategic and long-range planning for City-wide information
systems, as well as overall management of the Information Systems Division. The
compensation for this position is recommended to be set at the same level as
Superintendent classifications which have similar divisional responsibilities. The
additional cost in the 1994-95 fiscal year is estimated to be $47,000, depending
on when the position is filled and will require an appropriation from fund balance
in the General Fund.
The City Manager is also recommending the creation of a Data Processing
Manager position which would be responsible for day-to-day operations of
computer systems within the Division. The existing Information Systems Manager
AGENDA SUMMARY REPORT
PERSONNEL COMMITTEE
Monday, November 28, 1994
Page -4-
classification would be deleted and the current incumbent would be reclassified
to Data Processing Manager. The compensation for this new classification is
approximately 6% less than the Information Systems Manager position. Pursuant
to the Municipal Code, the incumbent's salary would be '"Y-rated" until the salary
of Data Processing Manager exceeds the current level. It is recommended these
new classifications/reclassification be approved, pending approval by the
Miscellaneous Civil Service Commission.
As the result of a classification audit by the Human Resources Division, the City
Manager is also recommending the reclassification of the Office Systems
Technician to Office Systems Analyst. The duties performed by the incumbent
Office Systems Technician have, by necessity, become equivalent to those
performed by the Office Systems Analyst classification. Therefore, the
reclassification is necessary and has been approved by the Miscellaneous Civil
Service Commission.
Public Works Department:
The City Manager is recommending several changes within the Public Works
Department. The first change is to add a new position of Public' Works
Operations Manager to oversee the operations at the Corporation Yard. This new
position will be promotional and, depending upon who fills it, the Public Works
Director will eliminate an existing position to offset a portion of the increased cost.
Typically, the Assistant Public Works Director would oversee the Corporation Yard
activities, however, the City is heavily involved in working on the Wastewater
Master Plan to meet the future sewer needs of the City, and the Assistant Public
Works Director will be dedicating 100% of his time to that endeavor. The
Wastewater Master Plan could ultimately result in the largest capital improvement
in the history of the City of Bakersfield. Therefore, it is most important that the
Assistant Public Works Director oversee this project.
In addition, the City Manager recently assigned the Public Works Department
(Equipment Superintendent) the responsibility of overseeing the
Woodwaste/Greenwaste operations. The Public Works Manager will oversee this
operation when it is permanently assigned to the Public Works Department. The
compensation for this position is recommended at the same level as the Solid
Waste Director and Water Resources Director. There are sufficient salary savings
within the Department budget to pay for the additional personnel costs associated
with this recommended action. This new classification has been approved by the
Miscellaneous Civil Service Commission.
The second change proposed is to reclassify the Business Manager position to
Assistant to the Public Works Director. Since the Assistant Public Works Director
AGENDA SUMMARY REPORT
PERSONNEL COMMITTEE
Monday, November 28, 1994
Page -5-
is assigned to the Wastewater Master Plan project, the public Works Director has
assumed the direct supervision of the Design Engineering, Construction and
Traffic Engineering Divisions. There are sufficient salary savings within the
Department budget to pay for the additional personnel costs associated with this
recommended action. This reclassification has been approved by the
Miscellaneous Civil Service Commission. This change is recommended because
the position will assume additional administrative responsibilities which will be
delegated by the Public Works Director.
The third recommendation is to request a permanent 5% salary adjustment for the
General Services Superintendent. Over two years ago, the Airport Manager
resigned and the position was never filled. The General Services Superintendent
assumed the 'daily oversight and management of the Bakersfield Airport and was
given a 5% acting pay adjustment. That decision was made to allow time to hire
a new Public Works Director who would determine if the Bakersfield Airport
needed an Airport Manager. The Public Works Director has determined that
management of the Airport should continue under the General Services
Superintendent. This. recommendation would make the 5% salary adjustment
permanent until the current General Services Superintendent retires, at which time
the assignment of these duties would be reevaluated. The costs associated with
this change have been included in the Public Works budget. It is recommended
this salary adjustment be approved pending approval of the revised job
specification by the Miscellaneous Civil Service Commission.
As the result of a classification audit by the Human Resources Division, the City
Manager is also recommending the reclassification of the Equipment Mechanic
positions assigned to the Wastewater Treatment Plants (two incumbents) to
Wastewater Plant Mechanic. The job specifications and titles are being revised
to more accurately reflect current responsibilities of Wastewater Plant Mechanics.
The salary level will remain the same. This reclassification is necessary and has
been approved by the Miscellaneous Civil Service Commission.
Economic and Community Development Department:
The City Manager is recommending that, due to the need to provide consistency
in the classifications within the Economic and Community Development
Department, the existing Associate Planner positions (two incumbents) in this
Department be reclassified to a new Development Associate classification at the
same pay. In addition, the City Manager is recommending a reduction of the
salary for the Development Assistant position (currently vacant) to be at the same
level as the Assistant Planner classification. This will provide consistency and
salary equity between similar positions in Planning and Economic/Community
Development professional classifications. The City Manager is recommending
that the Assistant Planner in this Department be reclassified to Development
AGENDA SUMMARY REPORT
PERSONNEL COMMITTEE
Monday, November 28, 1994
Page -6-
Assistant, a lateral reclassification with no change in compensation for the
incumbent. These new classifications, reclassifications and salary adjustments
have been approved by the Miscellaneous Civil Service Commission.
The Miscellaneous Civil Service Commission is scheduled to meet on December
20, 1994, to review the pending issues in this report which have not been
previously eValuated. It is recommended the effective date of these
recommendations be December 26, 1994, which is the beginning date of the next
payroll period.
The Personnel Committee has reviewed these proposed organizational changes,
new classifications, reclassifications, salary changes and necessary
appropriations, and recommends approval by the Council.
6. NEW BUSINESS
A, 1994 HEALTH INSURANCE RENEWALS
This item was referred to the Personnel Committee for review upon the
recommendation of the City's health care consultant and representatives from the
City/Employee Insurance Committee.
The City's Health Care Consultant Herb Kaighan of Godwins, Booke and
Dickenson spoke to the Committee and stated that he had recently met with the
City's health care providers and negotiated the health care renewals for 1995. As
a result-of these negotiations, the City can expect the following renewals for both
actiVe and retired employees for 1995.
Medical:
Blue Cross Indemnity'Plan (medical and Rx) 8.55%
Blue Cross/CaliforniaCare HMO (medical and Rx) 6.31%
Psychology Systems, Inc. no increase
Dental:
Blue Cross Dental (indemnity) 4.65%
Dedicated Dental Systems no increase
Health Benefits, Inc. no increase
Vision:
Medical Eye Service no increase
AGENDA SUMMARY REPORT
PERSONNEL COMMITTEE
Monday, November 28, 1994
Page -7-
The City and employees will share the cost associated With the new rates. All
employees pay 20% of the health care premiums, the City pays the remaining
80%. These increases reflect the City's health plan experience during the past
year for both the Indemnity Medical, CaliforniaCare HMO and prescription drug
health benefits.
These 'increases have been reviewed by the Joint City/Employee Insurance
Committee with Mr. Kalghan and reflect the City's health insurance plan
experience. The Committee has recommended a proposed carve-out of the
Mental Health/Chemical Dependency benefits under CaliforniaCare to be placed
with Psychology Systems, Inc. This will provide consistency of care under this
benefit for all City employees by adding the HMO group to those currently
covered by Psychology Systems, Inc. This carve-out is reflected in the
CalifomiaCare rates quoted for 1995. In addition, Mr. Kaighan performed an
analysis regarding potential cost savings under the CaliforniaCare plan by
changing to a refunding arrangement rather than a capitated basis. Based on his
analysis, he is recommending the City continue its present funding arrangement.
The Insurance Committee reviewed this issue with Mr. Kaighan and concurred
with his recommendation. The rate increases for the indemnity plan were able to
be less than the experience indicated due to increasing the premium stabilization
reserve in lieu of funding the 4% margin typically required by Blue Cross. The
consultant recommends that the City continue to maintain the protected Premium
Deposit Fund which currently has a balance of $218,590. This fund pays 1-1/2%
less interest than the Claims Stabilization Reserve. That is because it is protected
from use by Blue Cross in the event of a year of adverse claims experience. The
Consult_ant has indicated that interest rates are determined at the beginning of
each. calendar year by Blue Cross based on market Conditions.
John Stinson stated that this was discussed with the Insurance Committee
recommends the Council accept the proposed rates for 1995 as described above.
These renewals are to be effective January 1, 1995. Open Enrollments for those
who wish to change their insurance coverages will occur in January.
The estimated annual increased costs for the employee health insurance plans
are approximately $252,411 annually. Sufficient funds have been budgeted to
fund these increased costs to the City. It is estimated that the City will incur an
additional cost of approximately $46,400 for retiree health benefits, annually. Staff
will be evaluating costs associated with retiree insurance for possible future review
with the City Council.
Mr. Kaighan is also completing his analysis regarding retiree health benefits and
the manner in which the City and retirees share those costs. An analysis is being
completed regarding the possible addition of a Medicare risk plan (such as
AGENDA SUMMARY REPORT
PERSONNEL COMMITTEE
Monday, November 28, 1994
Page -8-
Secured Horizons, Kaiser, etc.) which may. be a Iow-cost alternative to City
provided health insurance for retirees. He will be makingrecommendations to the
Joint City/Employee Insurance Committee some time in December.
The Personnel Committee discussed the renewal of benefits for health, dental,
mental health and chemical dependency, and the vision plan with staff, and the
Committee recommends the agreements be sent to the full Council for approval.
7. ADJOURNMENT
The meeting was adjourned at 6:15 p.m.
Others present: Assistant City Manager John W. Stinson; Assistant City Manager Gail
E. Waiters, Planning Director Jack Hardisty;. Janet McCrea, Human Resources
Supervisor; Herbert Kaighan, Consultant, Godwins Booke & Dickenson.
cc: Honorable Mayor and City Council
JWS:jp
ADMINISTRATIVE REPORT
TO: Honorable Mayor and City Council APPROVED
FROM: John W. Stinson, Assistant City Manager i~m'A~TMENT
DATE: January 18, 1995
CITY
SUBJECT: Reorganizations, Position Reclassifications and Salary Adjustments
1. A Resolution amending Resolution Nos. 134-94 and 109-94 setting salaries and
related benefits for employees of the Blue and White Collar, General Supervisory
and Management Units.
RECOMMENDATION:
Staff recommends referral to Personnel Committee.
BACKGROUND:
The following reorganiT~ations, reclassifications and sahry adjustments 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
reorganiTational opportunities due to vacant positions. The Human Resources Division has reviewed each
request. Based on job audits, interviews and information received from supervisors, division and
department heads, the following recommendations are being made:
Administrative Analyst II to Administrative Ana_tyst 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 assiunments
which require the incumbent to act as a liaison to outside groups and Council-appointed citizens ~dvisory
c:mmittees. 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 CMl
Service Commission has approved the new job specification and the reclassification.
' ADMINIsTRATIVE REPORT 2
Business Manag_er - Fi~ Department
l'his action would prov~i_', e for a Business Manager position which would replace the vacant Secretary'H
position in the Fire ~ent. 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 being recommended.
Additional funding for the position beyond funds budgeted for the Secretary II position (approximately
$15,000 for Fiscal Year 1994-95) will need to be transferred from Council Contingency.
Equipment Suverintendent to F~eet Superintendent - Public Works Department
This is a revision of the job specification for Equipment Superintendent to bring 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 adjusunent proposed. Staffwill 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 Mechnnic (gi~iu~men!
Division) to Fleet Mechanic II~ Equipment Mechanic II (Equipment Division) to Fl-et_ Mee_i~,~ic 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
~ith the use of the term "Fleet" instea~l of "Equipment" for positions within this division. Incumbent
employees in these classes would be recla-_q_qified to the new classifications. There ~lr~e 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 1I - Crime Prevention to Crime Prevention Supervisor - Police Depat~,~enl
This reclns~lfication 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 Crime 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. StaffwiH be presenting this recommendation
and new job specification to the Police Civil Service .Commission for approval at their next meeting.
~lb
JN25CM2.CC
January 18, 1995, 3:00pm
RESOLUTION NO.
· A RESOLUTION AMENDING RESOLUTION NOS. 134-94 AND
109-94 SETTING SALARIES AND RELATED BENEFITS FOR
EMPLOYEE8 OF THE BLUE AND WHITE COLLAR, GENERAL
8UPERVIHORYANDMANAGEMENT UNITS.
WHEREAS, Resolution Nos. 134-94 and 109-94 set salaries
and related benefits for employees of the Blue and White Collar,
General Supervisory and Management Units.
NOW~ THEREFORE, BE IT RESOLVED by the Council of the City
of Bakersfield that effective , the Salary
Schedule, a part of Resolution Nos. 134-94 and 109-94, is hereby
amended as follows:
1. Resolution No. 134-94 is hereby amended by deleting
the following class titles from the Blue'Collar Unit:
433 A Automotive Mechanic
13.156 13.814 14.501 15.229 15.991
1052.48 1105.12 1160.08 1218.32 1279.28
2289.14 2403.64 2523.17' 2649.85 2782.43
428 A Equipment Mechanic
- 15.926 16~719 17.558 18.429 19.354
1274.08 1337.52 1404.64 1474.32 1548.32
2771.12 2909.11 3055.09 3206.65 3367.60
430 A Equipment Mechanic II
16.525 17.357 18.239 19.158 20.131
1322.00 1388.56 1459.12 1532.64 1610.48
2875.35 3020.12 3173.59 3333.49 3502.79
2. Resolution No. 134-94 is hereby amended by adding
the following class titles to the Blue Collar Unit:
433 A Fleet Mechanic I
13.156 13.814 14.501 15.229 15.991
1052.48 1105.12 1160.08 1218.32 1279.28
2289.14 2403.64 2523.17 2649.85 2782.43
428 A Fleet Mechanic II
15.926 16.719 17.558 18.429 19.354
1274.08 1337.52 1404.64 1474.32 1548.32
2771.12 2909.11 3055.09 3206.65 3367.60
43~0 A Fleet Mechanic III
16.525 17.357 18.239 19.158 20.131
1322.00 1388.56 1459.12 1532.64 1610.48
2875.35 3020.12 3173.59 3333.49 3502.79
3. Resolution No. 109-94 is hereby amended by deleting
the following class title from the General Supervisory Unit:
144 C Supervisor II (Crime Prevention~
19.094 20.049 21.052 22.105 23.212
1527.52 1603.92 1684.16 1768.40 1856.96
3322.36 3488.53 3663.05 3846.27 4038.89,
4. Resolution No. 109-94 is hereby amended by adding
the following class titles to the General Supervisory Unit:
613 C Administrative Analyst III
19.094 20.049 21.052 22.105 23.212
1527.52 1603.92 1684.16 1768.40 1856.96
3322.36 3488.53 3663.05 3846.27 4038.89
14_~4 C Crime Prevention Supervisor
19.572 20.553 21.580 22.659 23.792
1565.76 1644.24 1726.40 1812.72 1903.36
3405.53 3576~22 3754.92 3942.67 4139.87
5. Resolution No. 109-94 is hereby amended by deleting
the following class title from the Management Unit:
~40 D . Equipment Superintendent
25.762 27.052 28.405 29.824 31.317
2060.96 2164.16 2272.40 2385.92 2505.36
4482-.59 4707.05 4942.47 5189.38 5449.16
6. Resolution No. 109-94 is hereby amended by adding
the following class title to the Management Unit:
D Fleet Superintendent
251762 27.052 28.405 29.824 31.317
2060.96 2164.16 2272.40 2385.92 2505.36
4482.59 4707.05 4942.47 5189.38 5449.16
CLASS TITLE: AUTOMOTIVE MECHANIC 433
CLASS CHARACTERISTICS:
Under general supervision, performs journeyman-level work in the
maintenance and repair of gasoline automotive and related equipment
involving skilled tasks in the mechanical repair and maintenance of
motorcycles and automobiles; and performs other work as required.
EXAMPLES OF DUTIES:
Performs general overhaul and repair work on motorcycles, auto-
mobiles, and other related automotive mechanical equipment; inspects,
adjusts, and replaces gasoline engine units and relatee Parts, including
valves, pistons, main bearing assemblies and cooling fuel, and exhaust
systems; repairs and overhauls brakes, ignition systems, transmissions,
differentials, and front and rear axle assemblies; tunes motors using
standard testing equipment; inspects, repairs, overhauls, and assembles
automotive electric equipment such as generators, distributors, magnetos,
starters, and control systems.
DESIRABLE MINIMUM QUALIFICATIONS:
Training and Experience: Four years in automotive mechanical repair,
· ncluding some experience in one or.more specialized mechanical skills
of the trade.
Knowledge, Abilities,"and Skills: Considerable knowledge of the methods,
materials, tools, and techniques used in the repair and maintenance of
automotive equipment; considerable knowledge of the operating principles
of gasoline engines; considerable knowledge of the occupational hazards
and safety precautions of the trade. '
Ability to diagnose defects in automotive equipment; ability to adapt
available tools, materials, and parts to specific repair problems;
ability to interpret and work from sketches and pencil diagrams.
Skill in the use and care of tools and machinery used in automotive
repair work.
Licenses or Certificates: Possession of a valid Class 3 California
driver's license.
Salary: 7/74
Approved by the City Council: July 22, 1974
CLASS TITLE: EQUIPMENT MECHANIC
428
- CLASS CHARACTERISTICS:
Under general supervision, performs journeyman-level work in the main-
tenance and repair of gasoline and diesel automotive, fire apparatus,
and related equipment; and performs other work as required.
EXAMPLES OF DUTIES:
Performs general overhaul and repair work on automobiles, light and
heavy trucks, fire equipment and apparatus, graders, mowers, power
shovels, and other automotive mechanical equipment; inspects, adjusts,
and replaces gasoline and diesel engine units and related parts,
cluding valves, pistons,
main bearing assemblies and cooling fuel,
~ and exhaust systems; performs general mechanical work on fire engines,
ladders and service trucks, and heavy duty pumps; assists in the test-
ing and checking of equipment; repairs and overhauls brakes, ignition
systems,' transmissions, differentials, front and rear axle assemblies;
repairs and installs hydraulic controls; tunes motors using standard
testing equipment; takes down, repairs, and reassembles air compressors,
pumps, and other specialized equipment, such as air conditioning instal-
lations; inspects, repairs, overhauls, and assembles automotive electric
equipment such as generators, distributors, magnetos, starters, and
control systems; repairs automobile and truck bodies, and does various
related metal work by cutting, welding, and other techniques; uses
mechanical hand- and power-driven tools and equipment such as grinders,
sanders, drill presses, lathes, testing, and welding equipment and
other shop tools and equipment. ,
DESIRABLE MINIMUM QUALIFICATIONS:,
Training and Experience: Four years' experience in autc.'motive mechanical
repair, including heavy duty experience and some experience in one or
more specialized mechanical skills of the trade.
Knowledge, Abilities, and Skills: Considerable knowledge of the methods,
materials, toois, and techniques used in the repair and maintenance of
general and heavy duty automotive equipment; considerable knowledge of
the operating principles of gasoline and diesel engines; considerable
knowledge of the occupational hazards and safety precautions of the trade.
Ability to diagnose defects-in automotive equipment; ability to adapt
available tools, materials, and parts to specific repair problems;
ability to interpret and work from sketches and pencil diagrams.
Skill in the use and care of tools and machinery used in automotive
repair work.
Special Job Requirements: ~Iust possess necessary hand tools (through
1/2" square drive and up to 1-1/4" and 25 M.M. wrench sizes) to accom-
plish maintenance and repairs of the aforementioned equipment in both
foreign and domestic sizes; also must possess the necessary Rollaway
and tool boxes to transport tools to and from the job.
CLASS TITLE: EQUIPMENT MECHANIC (Continued) 428
Licenses or Certificates: Possession of a valid Class 3 California
driver's License; a Class 1 license to be obtained within ten days.
4/76
Approved by the City Council: April 12, 1976
Approved by the Miscellaneous Departments Civil Service Board: 4/20/76
CLASS TITLE: EQUIPMENT MECHANIC II 430
CLASS CHARACTERISTICS:
This is supervisory and technical work in the direction of general
automotive repair and maintenance activities involving light or
heavy equipment. Work involves planning, assigning, and supervising
work of automotive mechanics and servicemen engaged in light, and
heavy equipment maintenance, repair and overhaul. Work involves
responsibility for diagnosing and determining the repair and mainte-
nance requirements of a large and varied fleet of public safety,
public works, transit system or general purpose vehicles. The
employee participates in work involving advanced and difficult re-
pairs, testing of equipment upon job completion, and in designing
and fabricating parts and units, but work emphasizes responsibility
for the control of work rather than actUaI re, airs. Duties also
involve the maintenance of parts inventories, equipment and work
records, and may require acting for a superior officer in his ab-
sence. Work is performed with considerable technical independence
under the direction of an administrative or technical superior and
is reviewed through conference and through the quantity and quality
of maintenance and repair work. '
EXAMPLES OF DUTIES:
Diagnoses repair and maintenance requirements of automotive and
heavy equipment; assigns and inspects work of automotive mechanics
and servicemen; participates in advanced and difficult repairs and
maintenance of diesel and gasoline powered automotive equipment.
Maintains repair and service equipment and cost records on Darts and
labor; prepares periodic reports; estimates costs of damage' to equip-
ment. Advises and instructs subordinates on new or difficult work
problems or on the use of materials and equipment, and on safe work
practices. Dispa. tches mechanics and semi-skilled employees on ser-
vice calls and to haul in damaged equipment. Designs and fabricates
repair parts on work equipment; does skilled machine work, welds,
paints equipment; fabricates and repairs miscellaneous departmental
equipment _and units on assignment. Inspects completed work and test
drives .equipment to assure that it is in fully serviceable condition.
Performs related work as required.
DESIRABLE MINIMUM QUALIFICATIONS:
Training and Experience: Considerable experience in the maintenance
and repair of automotive and mechanical equipment including supervi-
sory experience; graduation from high school or trade school, supple-
mented by shop training in the automotive trades.
CLASS TITLE: EOUIPMENT MECHANIC II (Continuedl 430 ~
,K_nowledge~ Abilities and Skills: Thorough knowledge of the methods,
materials, tools and techniques used in the repair and maintenance
of general, and heavy duty automotive equipment. Thorough knowledge
of the operating principles of gasoline and diesel engines. Thorough.
knowledge of automotive malfunctions and testing to determine correc-
tive work requirements. Thorough knowledge of the occupational
hazards and safety precautions of the trade. Considerable knowledge
of .specialized trade skills, techniques, materials, and practices
related to automotive mechanical work including welding, machining
and painting.
Ability to supervise and instruct in automotive shop work.
Licenses or Certificates: Possession of a valid California
Operator's license .Class I or better where required as a condition
of employment.
2/82
Approved. by the City Council: 2-3-82
Approved by the Civil Service Board: 2-16-82
CITY OF BAKERSFIELD CLASS SPECIFICATION: 433
UNIT: BLUE COLLAR
., EEO4: SKILLED CRAFrWORKER
CLASS TITLE: FLEET MECHANIC I
CI~SS SUMMARY:
Under direct supervision, maintains, repairs and overhauls heavy and fight trucks,
construction equipment, automobiles, fire vehicles, ponce vehicles, small gasoline engines
and similar equipment; operates basic hand, power and shop tools.
REPRESENTATIVE DUTIES:
The following typical tasks and responsibilities are representative of all positions of' the
class. They are descriptive, not limiting.
Essential Duties:
Diagnoses and performs repairs to engines, involving inspection and replacement of broken
or worn parts such as pistons, piston rings, valves, bearings, fittings, wrist pins, gaskets, etc;
diagnoses, and repairs, cleans, adjusts and installs fuel, ignition, electrical and cooling
systems involving repair and replacement of such parts as carburetors and fuel pumps,
starter motors, distributors, generators, voltage regUlators, wiring switches, batteries, and
radiators, thermostats, water pumps, etc.; diagnose, repairs and overhauls power
transmission systems including such pans as clutches, automatic and standard transmissions,
differential units, gears, bearing, universal joints and hydraulic units; diagnoses and repairs
and adjusts steering mechanisms and other controls, checking and aligning wheels; repairs
vehicle body and chassis pans, using hand and power tools, electric arc and oxy-acetylene
welding equipment; road tests vehicles; drives trucks or equipment as required; inspects
vehicles in the shop and field; diagnoses engine electronic computer using diagnostic scope;
smog. checks and certifies vehicles;, diagnoses and performs electrical, hydraulic and other
repairs in the field; performs preventive maintenance work on fire and police equipment,
construction equipment, heavy trucks, street sweepers, automobiles, light trucks and other
equipment; reads and interprets manuals, drawings and specifications; maintains and repairs
small gasoline engines and similar equipment found on mowers;chain saws, etc.; completes
forms and keeps accurate maintenance records; diagnoses, repairs and maintains vehicle air
brakes, hydraulic systems and associated power take-off equipment; modifies and fabricates
new pans for truck bodies and similar equipment; installs and repairs power take-off
equipment such as small electric cranes, hoists and small hydraulic lift equipment; performs
welding work of vehicles, equipment and tools; fabricates metal parts for. vehicles,
equipment, tools, plates, grates, rubbish bins, etc.; straightens and repairs bent vehicles,
equipment, and tools; fabricates and installs bumpers, tow bars, ladder racks, tool boxes,
pipe railings, etc.; reads and interprets blueprints, sketches, and rough drawings; ensures
proper safety precautions are observed; performs preventive maintenance and service work,
including tune-ups, checking and replenishing fluid levels, replacing hoses, belts, batteries,
wiper blades, bulbs, lamps; may clean vehicles.
CLASS TITLE: FLEET MECHANIC I 2
DISTINGUISHING CHARACTERISTICS:
Fleet Mechanic I is the entry level class in the Fleet Mechanic series. Under direct
supervision, incumbents learn and perform a variety of duties in the maintenance and repair
of a wide variety of motorized equipment. Fleet Mechanic I and II are differentiated in that
Fleet Mechanic I is a journey level automotive mechanic while Fleet Mechanic II i~ a
journey level fleet mechanic in the maintenance and repair of a wide variety of municipal
equipment such as refuse, fire and heavy construction equipment.
OUALIFICATIONS GUIDE:
Knowledge of.' ,
Methods, techniques, parts, tools and materials used in the maintenance and repair
of diesel and gasoline-powered vehicles and equipment; operation and maintenance
of basic hand, power and shop tools and equipment common to the field; safe work
methods and safety regulations pertaining to work; use and operation of oxyacetylene
and electric arc welding equipment and materials; practices and procedures of shop
and field welding; welding properties of various metals and alloys.
Abili~ to:
Diagnose and repair, with some direction, a wide variety of diesel and gasoline-
powered vehicles and equipment and related components; operate and maintain
basic hand, power and shop tools and equipment used in the work; understand and
follow oral and written-instructions; prepare basic records and reports; read and
interpret manUals, specifications and drawings; calculate shop mathematics; establish
and maintain effective working relationships with those encountered in the course
of the .work.
Training and Experience:
A typical way of obtaining the knowledge, skills, and abilities outlined above is:
Three years of experience in the maintenance and repair of vehicles or heavy
construction equipment. Successful completion of appropriate trade school or
technical-course work in diesel or gasoline-powered mechanics may be substituted
for up to one year of the required work experience.
Licenses~ Certificates or Special Requirements:
Possession of a valid Class "C" California driver's license. A Class "A" California
driver's license must be obtained within the six month probationary period. Some
positions may be required to possess a valid Class A smog license. May require
certain State certifications or licenses as needed to perform job duties. Must provide
own tools as per established guidelines.
Ph~ical Conditions or Special Working Conditions:
Must possess sufficient strength and stamina to lift and remove or install parts
weighing up to 80 pounds. Must be willing to work outdoors in all weather
conditions and to work in confined areas and from heights and with exposure to
unpleasant and potentially hazardous conditions.
Approved by the Miscellaneous Civil Service Board: December 20, 1994
Approved by the City Council:
S:~IOBSPECSWLTMECtn
CITY OF BAKERSFIELD CLASS SPECIFICATION: 428
UNIT: BLUE COLLAR
EEO4: SKILLED CRAFTWORKER
CLASS TITLE: FLEET MECHANIC II
CLASS SUMMARY:
Under minimal supervision, maintains, repairs and overhauls heavy and light trucks,
construction equipment, automobiles, fire vehicles, police vehicles, small gasoline engines
and similar equipment; operates a variety of hand, power and shop tools.
· REPRESENTATIVE DUTIES:
The following typical tasks and responsibilities are representative of all poSitiOns in th~ class.
They are descriptive, not limiting.
Essential Duties:
Diagnoses and performs major repairs and overhauls to engines, involving inspection and
replacement of broken or worn parts such as pistons, piston rings, valves, bearing, fittings,
wrist pins, gaskets, etc.; diagnoses and repairs, cleans adjusts and installs fuel, ignition,
electrical and cooling systems involving repair and replacement of such parts as carburetors
and fuel pumps, starter motors, distributors, generators, voltage regulators, wiring switches,
batteries, and radiators, thermostats, Water pumps, etc.; diagnose, repairs and overhauls
power transmission systems including such parts as clutches, automatic and standard
transmissions, differential units, gears, bearing, universal joints and hydraulic units;
diagnoses and repairs and adjusts steering mechanisms and other controls, checkiag and
aligning wheels; repairs vehicle body and chassis parts, using hand and power tools, electric
arc and oxy-acetylene welding equipment; road tests vehicles; drives trucks or equipment
as required; inspects vehicles in the shop and field; diagnoses engine electronic computer
using diagnostic scope; smog checks and certifies vehicles; diagnoses and performs electrical,
hydraulic and other repairs in the field; performs preventive maintenance work on fire and
police equipment, construction equipment, heavy trucks, street sweepers, automobiles, light
trucks and other equipment; reads and interprets manuals, drawings and specifications;
estimates labor, material and equipment required to complete assignments; makes oral and
written reports of work .performed; completes forms and keeps accurate maintenance
records; diagnoses, repairs and maintains vehicle air brakes, hydraulic systems and
associated power take-off equipment; modifies and fabricates new parts for truck bodies and
similar equipment; installs and repairs power take-off equipment such as small electric
cranes, hoists and small hydraulic lift equipment; performs welding work of vehicles,
equipment and tools; fabricates metal parts for vehicles, equipment, tools, plates, grates,
rubbish bins, etc.; straightens and repairs bent vehicles, equipment, and tools; fabricates and
installs bumpers, tow bars, ladder racks, tool boxes, pipe railings, etc.; reads and interprets
blueprints, sketches, and rough drawings; may direct and instruct other employees in the
work; ensures proper safety precautions are observed; performs preventive maintenance and
service work, including tune-ups, checking and replenishing fluid levels, replacing hoses,
belts, batteries, wiper blades, bulbs, lamps; may clean vehicles.
CLASS TITLE: FLEET MECHANIC II 2
DISTINGUISHING CHARACTERISTICS:
This is the skilled, journey-level fleet mechanic class in this series. Under minimal
· supervision, incumbents perform the full range of assigned duties and assist in the training
of other employees in a variety of fleet maintenance and repair work. This class is
distinguished from Mechanic III in that it is not a lead position.
OUALIFICATIONS GUIDE:
Knowledge of: Methods, techniques, parts, tools and materials used in the
maintenance and repair of diesel and gasoline-powered vehicles and equipment;
operation and maintenance of a wide variety of hand, power and shop tools and
equipment common to the field; safe work methods and safety regulations pertaining
to work; use and operation of oxyacetylene and electric arc welding equipment and
materials; practices and procedures of shop and field welding; welding properties if
various metals and alloys.
Ability to: Diagnose and repair a wide variety of diesel and gasoline-powerod
vehicles and equipment and related equipment; operate and maintain a wide variety
of hand, power and shop tools and equipment used in the work; understand and
follow oral and written instructions; estimate necessary materials and equipment to
complete assignments; exercise independent judgement and initiative without close
supentision; prepare basic records and reports; read and interpret manuals,
specifications and drawings; calculate shop mathematics; establish and maintain
effective working relationships with those encountered in the course of the work;
fabricate and repair a wide variety of metal parts, equipment, and tools.
Training and Experience:
A typical way of obtaining the knowledge, skills, and abilities outlined abov~ is:
Five years of experience in the maintenance and repair of vehicles or heavy
construction equipment including two years experience at a level equivalent to the
Fleet Mechanic I class is required. Successful completion of appropriate trade
school or technical coursework in diesel or gasoline-powered mechanica may be
substituted for up to one year of the general work experience.
Licenses, Certificates or Special Requirements:
Possession of valid Class nC' California driver's license. A Class "A' California
driver's license must be obtained within the six month probationary period. Some
positions may be required to possess a valid Ciasa A smog license. May require
certain State certifications or licenses as needed to perform job duties. Must provide
own tools as per established guidelines.
Physical Conditions or Special Working Conditions:
Must possess sufficient strength and stamina to lift and remove or install parta
weighing up to 80 pounds. Must be willing to work outdoors in all weather
conditions and to work in confined areas and from heights and with exposure to
unpleasant and potentially hazardous conditions.
Approved by the Miscellaneous Civil Service Board: December 20, 1994
Approved by the City Council:
S:UOBSPEC~WMECHll
CITY OF BAKERSFIELD CLASS SPECIFICATION: 430
UNIT: BLUE COLLAR
EEO4: SKILLED CRAFFWORKER
CLASS TrTLE: FLEET MECHANIC III
CLASS SUMMARY:
Under direction, plans, assigns, inspects, and leads the work of employees involved in the
servicing, maintaining, and repair of vehicles and equipment.
REPRESENTATIVE DUTIES:
The following typical tasks and re;~ponsibilities are representative of all positions in the class.
They are descriptive, not limiting.
Essential Duties:
Diagnoses repair and maintenance requirements of automotive and heavy equipment;
assigns and inspects the work of a variety of employees; participates in advanced and
difficult repairs and maintenance of diesel and gasoline-powered vehicles and equipment;
maintains repair and service equipment and cost records on parts and labor;, advises and
instructs subordinates on new or difficult work problems or on the use of materials and
equipment, and on safe work practices; designs and fabricates repair parts on work
equipment; does skilled machine work; welds, and paints equipment; fabricates and repairs
equipment and units on assignment; inspects completed work and tests equipment to assure
that it is in fully serviceable condition. In the absence of the supervisor: prepares periodic
reports; estimates costs of damage to equipment; and dispatches employees on servi~:e calls
and to haul in damaged equipment.
DISTINGUISHING CHARACTERISTIC.g: ' '
This is a lead mechanic position which requires all the technical skills of the Fleet Mechanic
I and II positions. In addition, the work of this class involves planning, assigning, and
leading the work of a variety of employees engaged in light and heavy equipment
maintenance, repair and overhaul. The work involves respons,3ility for diagnosing and
determining the repair and maintenance requirement of a large and varied fleet of public
safety, public works, or general purpose vehicles. Positions participate in work involving
advanced and difficult repairs, testing of equipment upon job completion, and in designing
and fabricating parts and units, but emphasizes responsibility for the control of work rather
than actual repairs. The work is performed with considerable technical independence under
the direction of an administrative or technical superior and is reviewed through conference
and through the quantity and quality of maintenance and repair work.
CLASS TITLE: FLEET MECHANIC III 2
QUALIFICATIONS GUIDE:
Knowledge of:
Methods, materials, tools and techniques used in the repair and maintenance of
general and heavy duty automotive equipment. Operating principles of gasoline and
diesel engines. Automotive malfunctions and testing to determine corrective work
requirements; occupational hazards and safety precautions of the trade skills,
techniques, materials, and practices related to fleet mechanical work including
welding, machining painting.
Ability to: ..
Ability to lead and train employees in a variety of fleet maintenance and repair work.
Ability to lead and supervise work involving a number of employees, ability, to
instruct personnel, ability to schedule and maintain varied work and equipment
records. Ability to deal courteously and tactfully with City employees of all
departments.
Training and Experience:
A typical way of obtaining the knowledge, skills, and abilities outlined above is:
Seven years of experience in the maintenance and repair of vehicles or heavy
construction equipment including two years experience at a level equivalent to Fleet
Mechanic I and two years of journey-level experience at a level equivalent to Fleet
Mechanic II is required. Successful completion of appropriate trade school or
technical coursework in diesel or gasoline-powered mechanics may be substituted for
up to one year of the general work experience.
Licenses, Certificates or Special Requirements:
Possession of a valid Class "C' California driver's license. A Cla.ss "A" California
driver's license must be obtained within the six month probationary period. Some
positions may be required to posses$ a valid Class A smog license. May require
certain State certifications or licenses as needed to perform duties. Must provide
own tools as per established guidelines.
Physical Conditions or Special Working Conditions:
Must possess sufficient strength and stamina to lift and remove or install parts
weighing up to 80 pounds. Must be willing to work outdoors in all weather
conditions and to work in confined areas and from heights and with exposure to
unpleasant and potentially hazardous conditions.
Approved by the Miscellaneous Civil Service Board: December 20, 1994
Approved by the City Council:
S:UOBSPECS~MECHII!
CLASS TITLE: SUPERVISOR II CRIME PREVENTION SUPERVISOR 144
CLASS CHARA~I'ERISTICS:
Under general supervision, responsible for school drug prevention program and other
school education and safety programs; expansion of existing neighborhood watch
programs and establishment of new ones throughout the community, including
scheduling and conducting volunteer training programs, conducting seminars, making
public speeches and maintaining all related statistical information.
EXAMPLES OF DUTIES:
Supervises sworn police officers and civilian staff assigned t~,.cdme prevention unit;
develops strategy for existing program expansion, as well 'as establishing new
neighborhood watch groups by developing a network of volunteer program presenters;
conducts workshops, meetings, and seminars relating to cdme prevention; publishes
periodical for feedback and information to involved groups; solicits media assistance in
promoting cdme prevention programs; gathers and reports all related statistical
information; coordinates plans and activities with all involved police department divisions;
manages city and state funds in the operation of the crime prevention unit; sets up and
maintains crime statistics for use by the patrol and investigations divisions; coordinates
and oversees the various programs given regularly by staff, reserves and volunteers and
evaluates the results; develops state grants to maintain present and expanded programs
for each year; develops sponsors for various programs; maintains a training program for
law enforcement personnel_regarding public awareness of the cdme prevention unit.
DESIRABLE MINIMUM QUALIFICATIONS:
Trainin¢! and Experience: Must possess high school diploma or attainment of a
satisfactory score on a G.E.D. test; an equivalent combination training and experience
which provides the capabilities to perform the prescribed duties; education and/or
experience in the area of cdme prevention which indicates a thorough knowledge of
crime preven_tion techniques and theory.
Knowled,cle~ Abilities and Skills: Thorough knoWledge of the community
demographics; ability to create a positive image to the public as to the functions of the
police department; public speaking ability, as well as the ability to communicate
effectively in written form; basic understanding of police techniques and practices; ability
to maintain effective working relationships with the public, businesses and organizations
in producing programs of all types relating to cdme prevention.
Ability to supervise and instruct law enforcement personnel.
Licenses and Certificates: Possession of a valid California driver's license.
CITY OF BAKERSFIELD CLASS SPECIFICATION: 613
UNIT: GENERAL SUPERVISORY
EEO4: PROFF.~SIONALS
CLASS TITLE: ADMINISTRATIVE ANALYST III
CLASS SUMMARY:
Under general direction, performs complex administrative, t~nancial, systems, statistical and other
management analyses in support of department or City-wide activities, functions and programs;
provides sound, professional recommendations for action and significant assistance in policy,
procedure and budget development and implementation; directs the work of office or technical staff;,
performs related work as required.
REPRESENT^TIVE DUTIES:
The following typical tasks and responsibilities are representative of all positions in the class. They
are descriptive, not limiting.
Essential Duties
Serves as staff to City Council committees, Council-appointed citizens committees and other
committees, task forces or boards as assigned; apprises City Manager of legislative issues affecting
the City at the federal, state and local levels; negotiates franchise renewals or agreements; presents
reports to the City Council; writes speeches for the City Manager and City Council; plans, organizes,
coordinates, directs, or conducts complex administratiVe or management studies relating to the
activities or the operation of a department or the City as a whole; projects may include statistical
analyses, personnel matters, operations support, policy and procedure development or other areas
specific to a department or the Ci~ as a whole; identifies problems, determines analytical techniques
and information-gathering processes and obtains required information and data for analysis; analyzes
alternatives and makes recommendations regarding such areas as organizational strhcture,
organizational development, staffing, facilities, equipment, cost analysis, productivity, policy or
procedure modifications, etc.; discusses findings with management staffand prepares reports of study
conclusions; develops implementation plans and assists in implementing policy and procedural
modifications; assists in thc' development of departmental and division goals and objectives; conducts
a variety of special projects and programs related to the functions of a department or the City as a
whole; assists in developing and administering the annual City budget, including analyzing current
and historical trends, determining variances and improving cost effectiveness; coordinates activities
across City departments; confers with representatives of other governmental agencies, community
groups, boards and commissions, vendors and others, as required by project assignments; provides
technical assistance to others on administrative and analytical matters; may develop or utilize
computer applications to assist with analytical studies; prepares technical reports, correspondence
and other written materials; directs the work of staff on a project or day-to-day basis.
DISTINGUISHING CHARACTERISTICS:
This class is distinguished from Administrative Analyst II in that it has a higher degree of
independence, performs advanced analytical work. serves as staff to Council committees and
represents the City on various other committees, task forces, boards, etc. as assigned and directs the
work of office or technical staff on a project or day-to-day basis. Incumbents must possess advanced
public contact skills and deal with complex public policy issues. This class is distinguished from the
Business Manager in that the latter has a broader staff function in a major City department and acts
as the departmental administrative officer which includes directing the work of professional and
office support staff mcmbers.
CLASS TITLE: ADMINISTRATIVE ANALYST III 613
QUALIFICATIONS GUIDE:
Knowled~ of:
Advanced principles, practices and methods of administrative, organizational, economic and
procedural analysis; public administration principles and policies; personal computer
applications, particularly as related to sophisticated statistical analysis and data management;
financial/statistical/comparative analysis techniques and formulae; principles and methods of
budget development, administration, and revision; supervisory principles and practices.
Ability to:
Analyze complex administrative, operational, economic, political and organizational
problems, evaluate alternatives and reach sound conclusions; collect, evaluate, and interpret
myriad data, either in statistical or narrative form; interpret and apply laws, regulations,
ordinances and policies; plan, direct and review the work of staff on a project or day-to-day
basis; prepare clear, concise, and complete reports and other documents and correspondence;
ensure the maintenance of accurate records; coordinate multiple complex proje, szts and meet
critical deadlines; exercise independent judgment and initiative within established guidelines;
handle diverse public contact situations with diplomacy and tact; establish and maintain
effective working relationships with those encountered in the course of the work.
Training and Experience:
Graduation from' an accredited college or university with a Bachelor's Degree in Business
or Public Administration or related field and two years of professional experience in
administrative, management, systems, operations, budgetary and similar analyses equivalent
to the City's Administrative Analyst II class.
Physical Conditions or Special Working Conditions. '
Standard office environment and working conditions.
Approved by the Miscellaneous Civil Service Board: January 17, 1995
Approved by the City Council:
C:\WP5 I~)OCS\CLASSi ~I11
CLASS TITLE: ~QUIPMENT SUPERINTENDENT 840
CLASS CHARACTERISTICS:
Under general direction, performs supervisory and administrative work
directing a mechanical maintenance division concerned with the shop
repair, maintenance, and fabrication of a wide variety of light and
heavy automotive and construction equipment involving establishing
uniform practices and policies relating to motor vehicle maintenance;
makes decisions as to serviceability and adequacy of equipment; main-
rains cost accounting records; and performs other work as required.
EXAMPLES OF DUTIES:
Plans, directs, and assigns the work of a group of employees e~gaged
in the repair and maintenance of automobiles, truC~s, tractors, power
shovels, and other construction and related equipment; supervises the
keeping of a store of spare automotive parts and supplies; annually
determines rental rates on equipment; prepares equipment specifications;
makes reports, approves requisitions, and keeps work records; allocates
vehicles and equipment to various divisions; supervises the preparation
of cost reports for the division, and participates in budget estimates
for division operations.
DESIRABLE MINIMUM QUALIFICATIONS:
Training and Experience: Graduation from high school or vocational
school, supplemented by approved course work in heavy and light equip-
ment operation and maintenance and transportation management, and
eight years' experience in the maintenance, repair, and shop manage-
ment of automotiVe and construction equipment, including supervisory
experience.
Knowledge, Abilities, and Skills: Comprehensive knowledge of the
principles and practices of automotive repair shop management; comp-
rehensive knowledge of the characteristics and maintenance needs of
a wide variety of automotive and mechanical equipment; comprehensive
knowledge of the principles of operation of gasoline and diesel engines,
and of the repair and maintenance characteristics of a variety of heavy
construction equipment; considerable knowledge of the hazards and safety
precautions of large-scale shop operations; considerable knowledge of
the general techniques, materials, and practices of automotive and re-
lated mechanical trades.
Ability to plan, organize, and supervise work of subordinates in a
manner conducive to full performance and high morale; ability to or-
ganize shop facilities to meet fluctuating demands; ability to prepare
and interpret specifications for the purchase of equipment; ability
to establish and maintain satisfactory working relationships with
divisions served and other employees.
~7/74
Salary:
Approved by the City Council_: July 22, 1974
CITY OF BAKERSFIELD CLASS SPECIFICATION: 840
UNIT: MANAGEMENT
EE04: OFFICIAI. JADMINI STRATORS
CLASS TITLE..' FLEET SUPERINTENDENT
CLASS SUMMARY: ·
Under general direction, supervises and administers the day-to-day operations of the Fleet
Services Division; supcrviscs thc repair, maintenance and fabrication of a wide variety of light to
heavy automotive and construction equipment; establishes uniform practices and policies relating
to sound motor vehicle maintenance practices; makes decisions as to the serviceability and
adequacy of equipment; maintains cost records; recommends replacements and additions of
equipment; prepares and submits annual buagc:, for the Division; prepares oral and written
reports; performs other work as required.
REPRESENTATIVE DUTIES:
The following typical tasks and responsibilities are representative of this position's essential
duties They are descriptive and are not limiting~
Essential Duties:
Plans, organizes, coordinates, administers and directs the work of the Fleet Services Division;
develops and directs the implementation of goals, objectiVes, policies, procedures and work
standards for the Division; develops and implements management systems, procedures and work
standards for program evaluation; prepares or directs the preparation of a variety of studies and
reports related to current and long. range City needs and develops specific proposals .to meet
them; directs maintenance and repair activities, including planning, estimation, scheduling
inspection and monitoring work being performed; manages and utilizes fleet management, ~
information system; directs the preparation and administration of the Division budget; directs the
selection, supervision, work evaluation and discipline of Division staff and provides for their
training and development; acts within the guidelines of the Miscellaneous Civil Service Rules and
Regulations and MOU provisions; prepares or reviews reports for the City Manager, boards,
commissions and othcr organizations; works closely With the public and private organizations or
individuals to explain or coordinate proposed programs; responds to complaints or inquires by
phone or in person-; coordinates thc work of the Division with other City Divisions and
Departments, outside agcncics or concerned groups; ensures compliance of Divisions activities to
pertinent City codes regulations and guidelines; monitors developments related to equipment
maintenance, evaluates impact and implements policy and procedure improvements; provides
technical assistance to staff; prepares a wide variety of correspondence; integrates new program
activities and maintenance schedules; prepares specifications and makes recommendations on the
purchase, sale, disposal of new and used vehicles and equipment.
DISTINGUISHING CHARACTERISTICS:
This class has Division management and administrative responsibility for administration of the
City-wide vehicle and equipment maintenance program. The incumbent is responsible for the
formulating Division policy, developing Division goals and objectives, supervising Division staff,
administering the Division budget, and directing day-to day activities of the Division.
CLASS TITLE: FLEET SUPERINTENDENT " 840
QUALIFICATIONS GUIDE:
Knowledze off
Principles and practices of vehicle and equipment maintenance and repair as related to a large
and varied fleet maintenance program; principles of management and supervision; administrative
principles and methods, including goal setting, program development and implementation;
principles and practices of budget development and administration; City policies, procedures and
practices; theories, principles, techniques and equipment used in vehicle and equipment
maintenance and repair; safety regulations, safe work practices and safety equipment related to
work; codes, ordinances and guidelines pertaining to the work; computer applications related to
the work including word processing, spreadsheet, database and fleet management software.
Abili~, to: ·
Plan, assign, direct and coordinate a variety of functional specialties with overlapping work areas;
manage and direct a large vehicle and equipment program; select, motivate, and evaluate staff
and provide for their training and development; prepare and administer the Division budget;
analyze complex operational and administrative problems, evaluating alternatives and
recommending or implement effective courses of action; develop and implement goals, objectives,
policies, procedures, work standards and management controls; prepare clear and concise
records, reports, correspondence and other written materials; exercise independent judgment
within general policy guidelines; establish and maintain effective working relationships with those
encountered in the course of the work; make public, presentations.
Trnininz and Experience-:
Graduation from an accredited fo-ur college or university with a Bachelor's degree in Business or
Public Administration or clOSely related field and five years of increasingly responsible experience
in fleet maintenance/acquisition administration, including three years at a supervisory level.
Lieenses~ Certificates and Special Requirement,~:
Possession of a valid Class "C" California Driver's License. ~: Class
Commercial Driver's License
Physical Conditions or Special Working Condition~.~
Standard office environment and working conditions; however, must be willing to work outdoors
in all weather conditions and/or in a maintenance facility environment.
Approved by the Miscellaneous Civil Service Board:
Approved by the City Council: