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HomeMy WebLinkAbout09/17/2002 B A. K E R S F I E L D Harold Hanson, Chair Irma Carson Mark Salvaggio Staff: Alan Christensen SPECIAL MEETING NOTICE PERSONNEL COMMII-rEE of the City COuncil - City of Bakersfield Tuesday, September 17, 2002 4:00 p.m. City Manager's Conference Room, Suite 201 Second Floor, City Hall, 1501 Truxtun Avenue, Bakersfield, CA AGENDA 1. ROLL CALL 2. ADOPT JULY 30, 2002 AGENDA SUMMARY REPORT 3. PUBLIC STATEMENTS 4. DEFERRED BUSINESS A. Staff update on City Physician RFP (Request for Proposals) - Flaherty B. Staff report, 'discussion and Committee recommendation on Foundation for Medical Care of Kern County- Hayden C. Staff report, review and Committee recommendation on health insurance plans projected 2003 rates - Hayden 5. NEW BUSINESS A. Staff report, review and Committee recommendation on Information ~ Technology Reorganization - Christensen 6. ADJOURNMENT .$ DRAFT Ala~n/'T/-~ndy(.~Ci-~ty~~r Harold Hanson, Chair Irma Carson Staff: Alan Christensen Mark Salvaggio AGENDA SUMMARY REPORT SP. EClAL MEETING · PERSONNEL COMMII'FEE Tuesday, July 30, 2002, 1-2:00 noon City Manager's Conference Room, Suite 201 Second Floor, City Hall, 1501 Truxtun Avenue, Bakersfield, CA 1. ROLL CALL Called to Order at 12:07 p.m. Present: C0uncilmembers Harold Hanson, Chair; Mark Salvaggio; and Irma Carson (arrived at 12:15' p.m.) 2. ADOPT JUNE 18, 2002 AGENDA SUMMARY REPORT Adopted as submitted. 3. PUBLIC STATEMENTS 4. NEW BUSINESS A. Staff update on City Physician RFP (Request for Proposals) Risk Manager Patrick Flaherty briefed the Committee. The Insurance Committee met earlier in the day and reviewed the list of proposed physicians. With Committee approval, the City Physician RFP will be sent out on August 2nd, with a due date of September 6th. The Interviews for the finalists will be on September 12th. The contracts should be going to the City Council in October 2002. The current three-year contracts expire in November 2002. The interview panel for the City Physician oral interviews is proposed to consist of Human Resources Manager Carroll Hayden, Assistant Police Chief Bill Rector, Fire Chief Ron Fraze, Risk Manager Patrick Flaherty, and Jeff McHale from AIMS. DRAFT Agenda Summary Report Personnel Committee Meeting July 30, 2002 Page - 2 - City physicians mainly perform pre-employment physicals, drug screening, fitness for duty, and workers' compensation. The new contracts will be for a term of three years. Currently Dr. Christiansen handles the pre-employment physicals for the City and workers' compensation for the Miscellaneous employees. Dr. Howard Miller at Bakersfield Occupational Medical Group handles workers' compensation for Police Safety, and Dr. Del Toro at Southwest 'Urgent Care Center, handles workers' compensation for Fire Safety. Chuck Waide~ CCAPE, spoke regarding the employees being able to select a doctor from the certified list and also asked if employees are able to go to the same doctor for return to work releases. If employees have industrial injuries, they go to the same City doctor for return to work release. If employees are off due to non-work related injuries and go to their own doctor, they would go to a City physician for the return to work release. It was explained employees may fill out a form to pre-designate their own current doctor for industrial injuries covered by workers' compensation, or employees may pre-select any one of the City doctors on contract. If employees do not choose to pre-designate or pre-select their choice, they go to the doctor for their unit. Police officer scott spoke about having the pre-selection process expanded and having more than three City physicians on contract to choose from, perhaps four or five. There was discussion regarding the difficulty to find doctors qualified with special expertise and experienced in industrial medicine to fill the City's diver, se needs. In the past the City had only one industrial doctor and now has three. Staff explained to be able to ensure all employees have uniform, equal care for same injuries, it is more efficient to work with three physicians and did not recommend having more that four. As employees may pre-designate their personal 'physician, this allows employees other choices. The Committee approved sending out the RFP for City Physician. After the selection process, staff will prepare a memo covering the physician selection process. B. Staff report and review of Blue Cross Program for 2001 Human Resources Manager Carroll Hayden introduced Buck Consultants Tim Beck and Michael Schionning and explained they had met earlier in the day with the Insurance Committee, which included representatives'from the employee units. DRAFT Agenda Summary Report Personnel Committee Meeting July 30, 2002 Page - 3 - The consultants gave an overview of 2001 results for the self-funded plan which is the Blue Cross PPO and Blue Cross dental plan. The plan ran a surplus of $695,000, which will be used to off-set the deficit carried forward, so the plan now has a surplus that can be used in future years to help stabilize increases. Projected 2002 results. With claim experience through the end of May 2002, basically the plan is running right at expected levels and projected to have a s!ight additional surplus of about $19,000. C..Staff report, discussion and Committee recommendation on Foundation for Medical Care of .Kern County Currently for the self-funded PPO plan and Blue Cross dental plan the actual provider network and claim payments are being handled by the Foundation for Medical Care of Kern County (Kern Foundation), which is the preferred provider network for Blue Cross. Because of issues regarding network access, particularly in the dental plan, and increases in both administrative costs and their provider discount, Buck consultants had asked Blue Cross what the difference in cost would be if we use Blue Cross Prudent Buyer instead of Kern Foundation. · However, the Insurance Committee asked for the following information before making a recommendation: the total provider list of physicians, Blue Cross Provider list and updated Kern Foundation list.~ There was concern regarding actual doctors and dentists being used by employees and if they were included on the network. If employees had to change doctors, it may not be a good decision to change to Prudent Buyer. There are financial benefits, but not if there is a huge disruption with the need to change doctors. The Personnel Committee voted not to take any action until the Insurance Committee reviews the requested information and makes its recommendation to stay with Kern Foundation or make a change to Prudent Buyer. D. Staff report, review and Committee recommendation on health insurance plans 'projected 2003 rates Renewal Summary for 2003. Blue Cross PPO with Kern Foundation will have an 18.8% increase or if there is a decision to change to Prudent Buyer an 8.2% increase. Blue Cross HMO will increase 29.9%. This is a blended rate .between the retirees and the actives, so the entire experienCe is included. Prescription drugs for retirees have doUbled in the past year. DRAFT Agenda Summary Report Personnel Committee Meeting July 30, 2002 Page - 4 - Blue Cross Senior Secure - Medical Risk will be increasing 109.5%. This rate has doubled for everyone in the County that has this Plan. Kaiser HMO will be increasing 12.5%, which seems to be their trend. Kaiser Medical Risk will increase 52.7%. Secure Horizons HMO has not given a rate as there is only one person remaining in the plan, so it may not be offered. Consistent increases in this area are about 50% to 60%. Blue Cross Dental will increase 13,6%. If there is a decision to change to Prudent Buyer a 5.8% increase. Dedicated Dental will increase 5.1% and Pacific Dental will increase 5.0%. The other plans are keeping the current rates. The overall increase will be 20.8%, which is a $2,254,985 increase for a total projected premium fOr 2003 of $13,078,785 with Kern Foundation. If there is a change to Prudent Buyer the increase will be 14.1%, which is a $1,541,075 increase for a total projected premium for 2003 of $12,488,979. Chuck Waide spoke about the rate increases and felt the increases, although substantial, were very good compared to other agencies and commented the City's insurance plan is working well. The Personnel Committee voted not to take any action until the Insurance Committee reviews the requested information and makes its recommendation to stay with Kern Foundation or make a change to Prudent Buyer. 5, ADJOURNMENT The meeting was adjourned at 1:20 p.m. Staff attendance: City Manager Alan Tandy, City Attorney Bart Thiltgen, Assistant City Manager Alan Christensen, Risk Manager Patrick Flaherty; Human Resources Manager Carroll Hayden; Benefit Technician Ginger Rubin; Police Officer Harry Scott; and Police Officer Bill Ware. Others: Chuck Waide, CCAPE; Denny Haynes, CCAPE; and Buck Consultants Tim Beck and Michael Schionning. CONFIDENTIAL - PROTECTED BY ATTORNEY/CLIENT AND ATTORNEY September 12, 2002 WORK PRODUCT PRIVILEGES TO: ALAN CHRISTENSEN, ASSISTANT CITY MANAGER FROM: PAT FLAHERTY,'RISK MANAGER SUBJECT: ORAL INTER~/!EWS FOR CITY PHYSICIAN A request for proposal was sent out on August 7, 2002 for city physician. Five medical providers submitted responses to the RFP. Four providers were selected to participate in the oral interview process, which occurred today. One provider was not selected for the oral interviews due to their lack of occupational medicine experience. The four medical providers interviewed were Dr. Christiansen, Central Valley Occupational Medical Group (Dr. Davies and Dr. Sanchez), Bakersfield Occupational Medical Center (Dr. Miller), and Southwest Urgent Care Center (Dr. Cousin and Dr. del Toro). The oral board members were Fire Chief Ron Fraze, Police Captain Allen Brown, Human Resources Manager Carroll HaYden, Jeff McHale, a supervisor fi.om AIMS (the City's third party administrator for workers' compensation claims) and myself. Each medical provider was asked to respond to eleven questions in a forty-five minute time frame. The medical providers were then rated on the following categories: knowledge of the workers' compensation system, general medical competence, customer service, range of services, and cost of services. The oral board members numbers were added together and a total score was given to each medical provider. The top three scores went to Central Valley Occupational Medical Group, Bakersfield Occupational Medical Group, and So.uthwest Urgent Care Center. Currently, there are three medical providers serving as city physicans: Dr. Christiansen, Bakersfield Occupational Medical Center and Southwest Urgent Care Center. I would recommend we continue to have three city physicians going forward. Based on the results fi.om the oral board interviews and input from fire and police I would suggest the folloWing for the new contract: · Police utilize Central Valley Occupational Medical Group · Fire utilize Southwest Urgent Care Center · Miscellaneous employees utilize Bakersfield Occupational Medical Center B A 'K E R S F I E L D MEMORANDUM August 1, 2002. TO: ALAN TANDY, CITY MANAGER FROM: CARROLL HAYDEN, HUMAN RESOURCES MANAGER 0.~ SUBJECT: MANAGEMENT INFORMATION SYSTEMS DIVISION STUDY For the last few years, Human Resources has had a difficult time recruiting and retaining employees in the Management Information Systems(MIS) division. The problems seem to have escalated lately, even though the high technology field has had some spectacular crashes. We were not even sure, when we recruited, that what our positions were named meant anything to the group of individuals we were trying to attract, as our job specifications had not been reviewed in over 10 years in most cases. Other areas of concern are listed below. · The MIS field has been one of rapid technological change in the last 10 years. · There has been a rising demand for high technology employees by the private sector and more geographically desirable areas. · We are becoming heavily reliant on GIS technology, which is a new area. · We have heard in exit interviews with departing employees that our pay rates strongly contributed to their decision to leave the City. · The City's dependence on MIS has grown exponentially; we currently have 650 PCs, 250 MDCs and 150 printers. · Networking of computers, which we did not do 6 years ago, has now become a very complex and integral part of MIS, involving e-mail, internet and file sharing and creating a reliance on network specialists. We decided we needed to comprehensively review the job specifications in MIS to insure they reflected current duties, terminology and job titles. At the same time, we decided to conduct a salary survey to determine the competitiveness of our salaries; that is, within 7% to 12% of our survey cities. As a result of our review and survey, we are recommending revised job specifications, new job titles for some classifications to more accurately reflect duties and/or current trends and salary range increases for some classifications whose current ranges fall below our recommended guidelines. The recommended revised job titles and salary range adjustments are attached for your information. c: A. Christensen IT COMPENSATION SURVEY Current Recommended Percent (%) Survey 'Classification Salary Salary Increase Average GIS Technician $2519.00 $2619.60 4 % $2919.00 GIS Analyst $3209.00 $3482.00 8.5% $3865.00 GIS supervisor $4086.00 $4154.00 1.7 % $4625.00 Senior Office Systems $3537.00 $3694.00 4.4 % $4120.00 Analyst Information Systems $3209.00 $3585.00 11.7 % 3947.00 Analyst Data Processing $4086.00 $4359.00 6.7% $4855.00 Supervisor Technology Services New Position $3628.00 New Position $4044.00 Supervisor PROPOSED MIS TITLES Current New Office Systems Technician Network Systems Technician Office Systems Support Assistant Help Desk Specialist Office Systems Analyst Network Systems Analyst Sr. Office Systems Analyst Network Systems Engineer Information Systems Analyst Programmer Analyst Information Systems Analyst Webmaster Data Processing Supervisor Application Systems Supervisor Data Processing Manager Assistant Director of Information Technology MIS Director Director of Information Technology Rationale for Salary Study and Increases in MIS · 10 plus years since ori~nal job descriptions and pay analyzed · rapidly chan~ng technology field since 1990 * rising demand for high tech employees and expertise---private sector competition for qualified MIS employees * city's growing daily reliance upon computer technology (650 PC's, 250 MDC's, 150 printers) · size of MIS division has tripled since 1990---new supervisors and changing organizational structure · GIS technology is new. Must adjust to changing market for employees. · Networking of computers ( .emall, intemet, file sharing) has increased complexity of systems,, and ~ur reliance t~pon network specialists. BAKERSFIELD MEMORANDUM July 23, 2002 TO: Carroll Hayden, Human Resources Manager FROM: Janet McCrea, Human' Resources Supervisor~~f-9 SUBJECT: IT Position Comparison Following is a comparison of proposed IT positions with salary increases to existing City positions: IT Proposed Step I Comparable City Positions Comparable Classification Salary City Position Bypassed City Positions Before Increa~se After Increase GIS Technician $2620 Eng Aide II Comm Rel Spec Sewer Maint II Canal Tender II Fire Educ Spec Tree Maint II Fleet Svc Wkr II Legal Secretary Trades Assr LEO Traffic Painter II GIS Analyst $3483 Info Sys Analyst AJC Tech II Supervisor I Off Sys Analyst Assr Planner Code Enf Off I Comm Ctr Supv Comp Dr Tech II Dev Assistant Fire Prv/Env Off Fleet Mech II/III HR Analyst Maint Crfiw~ II Police Lab Tech WW Mechanic GIS Supervisor $4155 Adm Analyst III Assoc Planner Crime Lab Supv Dev Associate Data Proc Supv none P&L Designer Purchasing Off Supervisor II S:\SURVEYS~IT Position Comparison.doc IT Proposed Step I Comparable City Positions Comparable Classification Salary City Position Bypassed City Positions Before Increase After Increase Network $3695 Adm Analyst II Code Enf Off II Police Officer Systems Eng Benefits Tech Firefighter Prop Room Supv Prog/Analyst $3586 Same as GIS A/C Tech II Prop Room Supv Analyst Asst Planner Benefits Tech Bldg. InSpector II Code Enf Off I Comm Ctr Supv Comp Dr Tech II Const Insp II Dev Assistant Electrical Tech II Eng Tech I Fire Prv/Env Off Fleet Mech II/III .. HR Analyst Maint Crfl-wkr II Park Technician Police Lab Tech Supervisor I Surv Pty Chief II Traffic Ops Tech Traffic Sig Tech WW Mechanic App Sys Supv $4359 Same as GIS Assoc Planner Comm Ops Supv Supervisor Detective Dev Associate Supv Survey Ops Tech Serv Supv $3630 New Position 3 Supv I Firefighter ~ Supv II S:\SURVEYS~IT Position Comparison.doc Incremental Cost of IT Compensation Recommendations Closest Grade to 12% of Overall Survey Average 7/26/02 : '1 Classification Employee Current Step Increment Recommended Equivalent % Annual Cost S~lary Date ,Step 1 Salary Position Increase Elf. 9/1/02 GIS Technician Diaz $2,645 2 12/18/2002 $2,620 Tree Maint II 4% $370 $2,776 3 $970 Quimby $2,645 2 12/18/2002 $370 $2,776 3 $970 Vacant $2,776 3 $1,372 GIS Analyst Davisson $3,369 2 12/18/2002 $3,483 Supervisor I 8.5% $1,002 $3,538 3 $2,628 GIS Supervisor Amos $4,291 2 2/14/2003 $4,155 Assoc Planner 1.7% $406 $4,505 3 $518 Network Systems Eng Moore $4,310 5 $3,695 Police Officer 4.5% $2,374 Judson $4,102 4 2/12/2002 $1,024 $4,310 5 $1,298 Programmer/Analyst Johnson $3,901 5 $3,586 Prop Rm Supv 11.7% $5,587 Kuo $3,901 5 $5,587 Pannu $3,369 2 5/5/2.003 $3,201 $3,538 3 $1,705 Application Systems Supv Lieu $4,967 5 $4,359 Comm Ops Supv 6.7% $4,100 Tech Services Supervisor New $4,606 Budget Amt $3,630 Firefighter -$827 Fill ~ step 5 $4,419 Total Cost: $32,656 *Note: Includes COLA's effective 12/30/02 as follows: Blue & White - 3%, Gen'l Supervisory - 4% S:\SURVEYS\IT Survey Cost.xls