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HomeMy WebLinkAbout11/28/1994 BAKERSFIELD Alan Tandy, City Manager Patricia 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 APPROVI~D FEBRUARY 7, 1995 FlEE COPY 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. During 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. Kaighan 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 CaliforniaCare 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 Consultant 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 making recommendations 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 JVVS:jp