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Home My WebLink About04/13/1998 BAKERSFIELD Patricia J. DeMond, Chair Mark Salvaggio Jacquie Sullivan Staff: John W. Stinson AGENDA PERSONNEL COMMITTEE Monday, April 13, 1998 4:00 p.m. City Manager's Conference Room 1501 Truxtun Avenue Bakersfield, CA 1. ROLL CALL 2. APPROVAL OF FEBRUARY 9, 1998 MINUTES 3 PRESENTATIONS 4. PUBLIC STATEMENTS 5. DEFERRED BUSINESS None 6. NEW BUSINESS A. EMPLOYEE INCENTIVE PROGRAM - Teubner B. PERSONNEL CHANGES 1. Amendment No. 6 to Resolution No. 12-96 setting salaries and related benefits for employees of the Blue Collar Unit 2. Job Specifications: Building Maintainer and Park Maintainer Broadbanded into one Facility Worker Classification 3. Reclassifications: Building Maintainer I to Facility Worker and Park Maintainer to Service Maintenance Worker 7. ADJOURNMENT DRAFT BAKERSFIELD Alan Tandy, City Manager Patricia J. DeMond, Chair Staff: John Stinson Mark Salvaggio Jacquie Sullivan AGENDA SUMMARY REPORT PERSONNEL COMMITTEE Monday, February 9, 1998 4:00 p.m. City Manager's Conference Room 1501 Truxtun Avenue Bakersfield, CA 93301 1. ROLL CALL Call to Order 4:00 p.m. Present: Councilmembers Patricia J. DeMond, Chair; and Mark Salvaggio Absent: Councilmember Jacquie Sullivan 2. APPROVAL OF JANUARY 12, 1998 MINUTES Approved as submitted. 3. PRESENTATIONS None 4. PUBLIC STATEMENTS None 5. DEFERRED BUSINESS None DRAFT AGENDA SUMMARY REPORT PERSONNEL COMMITTEE Monday, February 9, 1998 Page -2- 6. NEW BUSINESS A. RECLASSIFICATION: LIGHT EQUIPMENT OPERATOR TO HEAVY EQUIPMENT OPERATOR - WATER On December 3"D the City Council referred a request to the Personnel Committee from the Water Resources Department for a reclassification from Light Equipment Operator to Heavy Equipment Operator. The Committee met and unanimously approved the request, with Councilmember Sullivan absent, and recommended it be forwarded to the Council for approval. It will be on the February 25th Council agenda. 7. ADJOURNMENT The meeting was adjourned at 4:03 p.m. Staff present: Assistant City Manager John W. Stinson; Assistant City Attorney Bob Sherfy; Human Resources Manager Carroll Hayden; Water Resources Manager Gene Bogart; and Human Resources Supervisor Janet McCrea. cc: Honorable Mayor and City Council JWS:jp BAKERSFIELD EMPLOYEE INCENTIVE COMMITTEE PROPOSED EMPLOYEE INCENTIVE PROGRAM Draft - April 9, 1998 Program Oversight · Work group is a 1 O-member Employee Incentive Program Oversight and Implementation Committee with representation from each city department and various levels of employees from blue collar to management · Committee meets on an as needed basis · Member terms are for two years · Their task is to implement various components of the program such as the Appreciation Breakfast and monitor consistency and application of the program; evaluate suggestions for improved service, and maintain a record of program successes · The City Manager will determine which activities are implemented and reserves the right to modify, add to, or discontinue any portion of the employee incentive program as needed or based upon financial constraints. Program Parameters · $18,000 has been budgeted for FY 97-98. · Budget will be accounted for in "Non-departmental" and will be budgeted and managed by the City Manager's Office · Employee participation and motivational differences in people are recognized. Everyone can participate, including employees in "non-office" environments · 5 components: Excellence in Action, Service Awards, High Five, Appreciation Breakfast, Bright Ideas. These components will be implemented in three phases over a one to two year period. · Successful programs have been those that were created from the bottom up using input and guidance from all levels of the organization. · Program features must keep pace with circumstances through deliberate planning, doing sound monitoring and reacting to program results · Tracking program successes will be done annually. A written evaluation of program will be completed. Ongoing tracking and administration will be handled by Human Resources Success Points · Continuous, visible top and middle management support · Effective administrative vehicle in place to insure good tracking and follow-up · Train managers in proper use of the program · Retrain managers who overuse or under use the program · Complexity only encourages mistrust · Overall spirit of cooperation and buy-in toward city goals and objectives · Time is spent promoting the program Proposed Employee Incentive Program April 9, 1998 Page 2 · Meaningful rewards that benefit the individual, the team and the organization · Appropriate presentation of awards · Recognition by all levels of management staff 1. EXCELLENCE IN ACTION COMPONENT (Phase 3 Implementation) A. Objectives: · Reward capped-out employees · Sustain a high level of productivity and quality · Stimulate superior job performance B. Description: · Recognition is for an employee that consistently goes above and beyond what is required of their job duties, as validated by performance evaluations. This would also ensure that every employee has an evaluation of his or her performance once a year. · All employees who have reached step 5 (after one year of being at step 5) are eligible · Example of an award would be an American Express Money Certificate for $100 or 8 hours off (SMILE TIME) · The award would be given annually · Smile Time can be cumulative over several years; can only be taken in block of 8 hours · The Employee Incentive Committee would have a criteria sheet and a print out from HR noting those at step 5 and their annual review date. This form is sent to the department to fill out and return to the Committee 2. SERVICE AWARDS COMPONENT (Phase 1 Implementation) A. Objectives: · Enhancement of our current service awards program · Encourage employee loyalty · Recognize long and faithful service B. Description: · 5 year service - certificate of appreciation; choice of $50 girl certificate or 4 hrs time off · 10 year service - certificate of appreciation; choice of $50 gift certificate or 4 hrs time off Proposed Employee Incentive Program April 9, 1998 Page 3 15 year service - certificate of appreciation; choice of $1 O0 girl certificate or 6 hrs time off 20 year service - certificate of appreciation; service award pin; choice of $1 O0 gift certificate or 6 hrs time off 25 year service - certificate of appreciation; service award pin; choice of $150 certificate or 8 hrs time off 30 year service - certificate of appreciation; service award pin; choice of $150 gift certificate or 8 hrs time off 35 year service or more - certificate of appreciation; service award pin; choice of $200 gift certificate or 8 hrs time off · Non-monetary recognition component including City public service announcements recognizing service awardees, recognition of awardees at the Appreciation Breakfast, recognition walls in City Hall and other locations to focus on long time service awardees. 3. HIGH FIVE COMPONENT (Phase 1 Implementation) A. Objectives: · The award would be immediate · Encourage employees to treat citizens, fellow employees and departments as customers · Stimulate willingness to undertake extra work for short periods when necessary · Encourage employees to produce quality work and high levels of productivity B. Description: · Award would include entry into a drawing for gift certificates that could be redeemed at a variety of restaurants in Bakersfield or for movie tickets, hockey tickets, etc. · An employee or team of employees is eligible for the High Five once a month through a drawing for 5 gift certificates · All employees, including temporaries would be eligible to participate · Any employee can recognize a person for their internal and external customer service efforts; an employee from one department can recognize an employee from another department, teams of employees can be recognized for exhibiting excellent teamwork in the delivery of high quality service · A form would be developed that states the reason for the recognition; the employee's name, date and the signature of the nominator. Form is turned in to enter the person or persons name(s) in the drawing. Each nominee will receive a copy of the nomination form and the nominee's supervisor will receive a copy.. Proposed Employee Incentive Program April 9, 1998 Page 4 · Nominees will be notified of the nomination for the High Five and the entry of their name into the monthly drawing for one of the five gift certificates. All High Five nominees, regardless of whether or not they win the drawing, will become part of the "High Five Club" for the year and will be recognized at the Employee Breakfast. 4. APPRECIATION BREAKFAST COMPONENT (Phase 1 Implementation) A. Objectives: · Promote team efforts and common goals · Say thank you · Let employees know we appreciate them · Encourage certain desirable characteristics in employees B. Description: · Managers serve a catered breakfast to all non-management employees · City Manager does a brief State of the City address to say thank you; department heads also make a brief comment about their departments · Service Award Recipients are announced and recognized and the High Five Club for the year is recognized · Bright Ideas Team recipients are recognized for their accomplishments and are invited to put up a display at the breakfast featuring the cost savings or idea that they developed · It is an opportunity for employees to fellowship with each other · All employees are eligible, including temporaries · The breakfast will be annual and would be served from 6 am to 9 am in the Convention Center foyer 5. BRIGHT IDEAS COMPONENT (Phase 2 Implementation) A. Objectives: · Stimulate teams of employees to develop creative ideas for cutting costs, improving efficiency and saving resources, improving service, and making working conditions safer and healthier · To encourage teamwork among employees both within departments and across departmental lines. Groups such as the Annexation Task Force or Cost Recovery Committee are good examples. Recognizing teams rather than individuals saves hurt Proposed Employee Incentive Program April 9, 1998 Page 5 feelings and stimulates cooperation rather than competition over. good ideas · Add value for both the employee teams and the organization by providing additional funding for discretionary expenditures which will improve the operations, morale and/or knowledge base within a specific area B. Description: · Recognition by the City Manager at the Annual Appreciation Breakfast, a thank you note from the City Manager and a redeemable gift certificate for one of several services such as a car wash, movie tickets, ~tc. to each team member at the time of implementation · Quarterly recognition from Mayor at City Council meetings under "Presentations" with a certificate of accomplishment for each team member and a plaque for the department, division or team · Funds will be set aside so that recipient teams can receive an additional amount of money in their department, division, etc. budgets to go to extra training, attend professional conferences, purchase a piece of needed equipment, fund a capital improvement or other type of office improvement. The team, in consultation with the appropriate managers, can decide how the funds are allocated. · Have suggestion boxes at all city facilities. Collect monthly · All employees will have an opportunity to participate · Suggestions can come from any team of employees of two or more either within a department or division or as part of a multi-departmental effort, regarding any departmental program/procedure, not just the department for which the employee works · Recognition could also go on a bulletin board for all employees and public to see · Qualifications for award include: improved service; cost savings/avoidance, efficiency and effectiveness; health and safety issues · Employee Incentive Committee will forward suggestions to the appropriate department head. Ideas will also be discussed at the regular Department Head Meetings. The department head has 15 days to respond back to the Committee as to whether or not the idea is feasible to implement given available resources and rules and regulations and when the idea will be implemented. The Committee will send a notice to the employee within 30 days letting the person know the status of his/her suggestion · The program can stimulate employees to ask the following questions: ~ How would we go about making our most complicated task or process a lot simpler? ,~- What is it around our work environment that isn't as safe as it could be? ~ If we were paying the bills, how would we go about reducing waste? · ,+ How can a task be done better through improved teamwork and allocation of Proposed Employee Incentive Program April 9, 1998 Page 6 resources? How can we improve our work environment, processes and procedures to be more productive and effective? I MEETING DATE: April 8, 1998 I AGENDA SECTION: Consent Calendar I I ITEM: 8.9. TO: Honorable MayOr and Councilmembers ^t~-'~ APPROVED FROM: Carroll Hayden, Human Resources Manager~ DEPARTMENT HEAD DATE: March 27, 1998 CITY ATTORNEY CITY MANAGER _~~. SUBJECT: Personnel Changes: 1. Amendment #6 to Resolution No. 12-96 Setting Salades and Related Benefits for Employees of the Blue Collar Unit 2. Job Specifications: Building Maintainer I and Park Maintainer Broadbanded into one Facility Worker Classification 3. Reclassifications: Building Maintainer I to Facility Worker, and Park Maintainer to Service Maintenance Worker RECOMMENDATION: Staff recommends referral to the Personnel Committee. BACKGROUND: In response to the need to make the Parks operations more efficient, cost effective and competitive with the private sector, and to streamline Human Resources processes, a new broadbanded classification, Facility Worker, is being created. The classifications that will be included in the Facility Worker class are the current Building Maintainer I and Park Maintainer. These are both entry-level laborer positions requiring basic maintenance skills. A recent survey revealed that the compensation for Park Maintainer is about 17% higher than that of local agencies. Establishing the new Facility Worker classification at a salary equivalent to the current Building Maintainer I would set the City's salary at a level almost equivalent to the external market. Current Park Maintainers would be reclassified to Service Maintenance Workers and maintain their current salary. In tum, they would be required to obtain a Class "B" Commercial Ddver's License within a one-year period. Those employees who do not obtain the Class "B" license during this time frame will be demoted to Facility Worker. As the Service Maintenance Worker positions are vacated, they will be filled at the new Facility Worker level until the Parks Division reaches the base level required which is estimated at 9-10 Service Maintenance Workers. Facility Workers will not be required to have a Class "B" license. This implementation plan is agreeable to the Union. March 27, 1998, 8:38AM . ADMINISTRATIVE REPORT Page 2 Regular City employees in the Park Maintainer classification who do not currently have a Class "B" driver's license will be given the requisite training and assistance to obtain such license. Substantial savings can be realized through restructuring. The Facility Worker entry-level monthly salary is approximately $350 less per month than the Service Maintenance Worker salary (equivalent to Park Maintainer). This converts to a yeady savings of $4200 per employee. Immediate savings of $21,000 per year can be realized because of five Park Maintainer vacancies that will be filled as Facility Workers. Further savings will be realized through the attrition of Service Maintenance Workers and subsequent hiring of Facility Workers to fill those vacancies. The end goal is to convert the 25 Park Maintainer positions to 19 Facility Workers and 6 Service Maintenance Workers. The City will have a good start on that goal by converting 20% of those positions immediately upon approval of this plan. Nine employees classified as Building Maintainer I would be reclassified to Facility Worker as part of this plan. This would be a title change only with no change in salary. The broader classification of Facility Worker will provide flexibility to the various departments (Recreation and Parks, Public Works, etc.) to laterally transfer employees, provide enhanced career opportunities for employees to gain more experience in different types of areas, and reduce the time and duplication of testing and certification involved in recruitments for these classifications. This will further streamline Human Resources processes and benefit operating departments by reducing lead time to fill vacancies. In a similar action, the City Council approved a similar broadbanded classification called Service Maintenance Worker at the January 22, 1997 meeting. Implementation of the Service Maintenance Worker classification has been extremely effective both in terms of operational flexibility and enhanced career opportunities. Summary S.E.I.U. has been closely involved with the development of this classification and implementation plan and concurs with the proposed recommendation. The new Facility Worker job specification and associated reclassifications were approved by the Miscellaneous Civil Service Board at their regular meeting on March 17, 1998. The anticipated budgetary impact will be salary savings for those vacancies filled at the Facility Worker level. Staff recommends approval of the new job specification, associated reclassifications and the resolution setting the salary of the new classification. Staff also recommends that the resolution become effective at the beginning of the first full pay period following Council action. S:~&DMINR PT~PAR KS.WPD March 27, 1998, 8:34AM ;.~ RESOLUTION NO. A RESOLUTION AMENDING RESOLUTION NO. 12-96 SETTING SALARIES AND RELATED BENEFITS OF THE BLUE COLLAR UNIT WHEREAS, Resolution No. 12-96 sets salaries and related benefits for employees of the Blue Collar Unit. NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Bakersfield that effective the beginning of the first full pay period following Council action, the Salary Schedule, a part of Resolution No. 12-96, is hereby amended as follows: 1. Resolution No. 12-96 is hereby amended by deleting the following class titles from the Blue Collar Unit: 13060 A Building Maintainer I 9.633 10.114 10.618 11.150 11.711 13300 A Park Maintainer 11.592 12.168 12.775 13.410 14.084 2. Resolution No. 12-96 is hereby amended by adding the following class title to the Blue Collar Unit: 13500 A Facility Worker 9.633 10.114 10.618 11.150 11.711 .......... O00 .......... CITY OF BAKERSFIELD CLASS SPECIFICATION: 13500 UNIT: BLUE COLLAR EE04: SERVICE/MAINTENANCE CLASS TITLE: FACILITY WORKER CLASS SUMMARY: This is an entry-level, multi-divisional classification. Under direct supervision, performs routine and semi-skilled manual work of limited difficulty in the maintenance and improvement of: municipal parks and streetscapes including grounds and City buildings, solid waste, recycling or related areas. Performs a wide variety of manual work related to general maintenance activities. Employees in this class are not required to drive commercial vehicles. Performs other work as required. REPRESENTATIVE DUTIES.'.. In addition to the above, the following typical tasks and responsibilities are representative of the essential duties of the position. They are descriptive, not limiting. Essential Duties: Rakes, cleans and waters park areas; cleans courts, theaters, walks and other paved areas; plants trees, shrubs and tuff; weeds and cultivates shrubs and flower beds; trims, fertilizes, renovates and maintains tuff and plant areas; regulates and adjusts automatic sprinkler and lighting controllers; grades and levels sand or dirt in play areas, game areas, ball diamonds and courts. Maintains interiors of City buildings including the cleaning of floors, furniture, walls, woodwork, windows, etc.; vacuums and shampoos rugs; sanitizes and services restrooms and other public facilities; disposes of trash. Performs non-technical work in construction, installation and repair of equipment and facilities; performs manual labor such as breaking concrete, loading trucks, etc. Monitors gate at Wood Waste Recycling Facility; conducts sales of materials; performs basic surveys such as load counts and origin, weights, etc.; steam washes and cleans equipment; answers telephones and responds to public inquiries. Operates a variety of hand/power tools, walk-behind power equipment and small riding lawn mowers up to 60". May be assigned other staff to assist in completion of assignments. DISTINGUISHING CHARACTERISTICS: Both Facility Worker and Service Maintenance Worker are entry-level classes responsible for performing maintenance work. This class is distinguished from Service Maintenance Worker in that Facility Workers are not required to possess a commercial driver's license. In addition, Service Maintenance Workers may be required to oversee and handle more complex assignments requiring greater knowledge and abilities. CLASS TITLE: FACILITY WORKER 13500 MINI3H_~VI QUALIFICATIONS: Knowledge of: Common tools, equipment, materials and methods used in groundskeeping, cleaning and maintenance; operation and maintenance of hand/power tools, walk-behind power equipment and small riding lawn mowers. Ability to: Make minor field repairs and adjustments to tools and equipment; safely perform a variety of routine grounds and building maintenance; follow oral and written instructions; interact courteously with the public and other City staff; prepare basic records and reports. Willingness to perform required manual tasks. Training and Experience: One year of experience in the performance of grounds or building maintenance and repair, general labor or other related experience. Licenses and Certificates: Possession of a valid Class "C" California driver's license. Physical Requirements: Must possess sufficient strength and stamina to lift and remove objects weighing up to 50-80 pounds, depending on job assignment. Must be willing to work outdoors in all weather conditions, from heights and with exposure to unpleasant and potentially hazardous conditions. May be required to work nights, weekends and holidays. Approved by the Miscellaneous Civil Service Board: March 17, 1998 Approved by the City Council: S:~JOBSPECS\FACILWKR.WPD March 18, 1998 CITY OF BAKERSFIELD CLASS SPECIFICATION: 13700 UNIT: BLUE COLLAR EE04: SERVICE/MAINTENANCE CLASS TITLE: SERVICE MAINTENANCE WORKER CLASS SUMMARY: This is an entry-level, multi-divisional classification for use in Community Services, Public Works, Water or other related departments. Under direct supervision, performs routine and semiskilled_ manual work of limited difficulty in the maintenance of.' water canals, parks/trees, sewers, solid waste, streets, traffic palming, or related areas. Performs a wide variety of duties related to maintenance and equipmem operation. A broad range of equipment may be operated. Employees may be required to - work on a 24-hour rotational shffi basis including weekends, holidays and declared emergencies. Employees are on-call for emergencies after regular hours and must be willing to work overtime. Performs related duties as required. - REPRESENTATIVE DUTIES: In addition to the above, the following typical tasks and responsibilities are representative of the essential duties of the position. They are descriptive, not limiting. Essential Duties; Canal Tending: _ Regulates water flow as directed; records measurements; performs weed control and routine debris removal on canal facilities; performs minor repairs and maintenance on structures; reports all vandalism, trespassing and potential right-of-way encroachments; operates related equipment. Park/Tree Maintenance: Operates trucks, tractors, turf mowers and other related equipment; works on construction projects installing equipment, irrigation systems, etc.; trims and prunes City street trees and shrubs at ground level; cuts downed limbs and trees for removal; maintains saws and operates spray equipment; removes tree trimmings and cuttings, tumbleweeds from City areas and City easements. Sewer Maintenance: Cleans sewer and storm water pipes using hydrocleaner and dump truck; drives truck in response to emergency calls; locates problems and operates sewer cleaning equipment to clear stoppages; works with crew raising manholes and repairs sewer manholes; assists in mixing concrete and executing necessary masonry work; assists in constructing new sewer manholes and lampholes; inspects sewage and storm water lift and pump stations; removes debris; disassembles and cleans pumps and performs minor repairs when necessary; carries out extermination program to control cockroaches and rats; operates equipment such as skip loader, jack hammer and other related equipment. Solid Waste Collection/Disposal/Recycling: May be assigned to any Solid Waste field operation such as recycling, wood waste processing, the landfill or a helper on routes. Picks up, carries and empties garbage cans into a truck; picks up debris and other refuse and places it in a truck; operates mechanisms for loading, compressing and dumping garbage and refuse; assists in attaching, dumping, detaching and replacing all detachable refuse bins on assigned route; directs the truck driver in backing out of alleys, driveways and into the sanitary landfill; drives refuse truck along a collection route as required; inspects green waste carts for contamination; performs general duties at the sanitary landfill; weighs loaded and empty vehicles at weight station; assembles and delivers refuse carts; operates a dump truck, skip loader, trommel and other related S:LIOBSPECSLMAINTWKR Thursday, January 23, 1997 CLASS TITLE: SERVICE MAINTENANCE WORKER 13700 equipment; performs general maintenance on equipment; informs the public of any change in types of materials that will be accepted or collected and schedule changes. Street Maintenance: Drives a variety of equipment transporting dirt, sand, debris, construction materials, road sweepings and equipment of various kinds; loads and unloads trucks alone or with assistance of an assigned helper; drives and operates a vibrating roller, skip loader, dump truck or other related equipment in moving dirt, sand, debris, road sweepings and other materials; loads tracks; operates patch trucks and other related equipment; assists in maintaining streets; performs hand cleaning and maintenance work. Traffic Painting: Works on a crew which paints curbs to prohibit or restrict parking, paints such things as traffic islands and channelized traffic lanes; assists in the removal of unwanted lines or symbols on pavement; assists in the assembly of street markers, stop signs and other various traffic control signs; prepares, primes and paints various posts and signs; operates related equipment. DISTINGUISHING CHARACTERISTICS: Service Maintenance Worker is an entry-level class. Under direct supervision, incumbents learn and perform a wide variety of duties in the maintenance and operation of City facilities and equipment. Service Maintenance Worker is differentiated fi-om higher-level maintenance classifications in that Service Maintenance Workers have minimal experience and skills and are trained on-the-job whereas the latter classes are journey-level and more specialized to the assignment. OUALEFICATIONS GUIDE: Kflg..w.!lMgr,.,~ Common tools, equipment and materials used in maintenance work; operation and maintenance of a wide variety, of equipment; sate work methods and safety regulations pertaining to the work. Ability_ to: Perform a variety, of maintenance work; interact effectivelv with the public and other City staff: perform basic arithmetic: carry out routine work assignments without close supervision; understand and follow both oral and written instructions: safely operate City equipment. Willin_maess to perform required manual tasks. Training and Experience: One year of experience in the operation of light and medium duty vehicles such as: dump trucks, water trucks, commercial delivery, vehicles, small tractors, small loaders, light construction equipment, etc. Licenses. Certificates or Special Requirements: Possession of a valid Class "B" California driver's license or Class "B" permit (in which case a Class "B" California driver's license must be obtained within the six month probationary, period.) Physical Conditions or Special Working Conditions: Must possess sufficient stren~h and stamina to lift and remove objects weighing up to 50-80 pounds, depending on job assignment. Must be willing to work outdoors in all weather conditions and to work in confined areas and fi-om heights and with exposure to unpleasant and potentially hazardous conditions. Approved by the Miscellaneous Civil Service Board: December 13. 1996 Approved bv the Citv Council: Januarv 22. 1997 .q :' JOBSPEC S MAINTX~3CR Thursday. January 23.1997