TO: LINDA REICH, CITY MANAGER
FROM: GERIANN KINGSLAN, DIRECTOR OF HUMAN RESOURCES/RISK MANAGEMENT
SUBJECT
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Classification and Compensation Adjustments Based on Results of Citywide Classification and Compensation Study.
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RECOMMENDATION
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1) Adopt Resolution 2024-029 approving Classification and Salary Schedule adjustments as needed for positions represented by the American Federation of State, County, and Municipal Employees (AFSCME); Chino City Hall Confidential Employee Association; Chino Police Professional Employee Association (CPPEA); Teamsters Local 1932 Professional, Technical, and Clerical Unit; Unrepresented Management, Unrepresented Deputy Directors, and Part-Time Employees; and 2) approve an estimated appropriation in the amount of $3.1 million.
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FISCAL IMPACT
Requires an estimated appropriation of $3.1 million from the following funds:
Fund 100-$869,827 Fund 310-$20,212 Fund 320-$202,332 Fund 330-$719,332
Fund 340-$11,010 Fund 350-$5,233 Fund 360-$147,393 Fund 361-$9,269
Fund 520-$331,566 Fund 530-$117,783 Fund 540-$110,766 Fund 550-$63,850
Fund 610-$111,397 Fund 630-$70,424 Fund 640-$82,999 Fund 650-$124,001
Fund 660-$93,597
There is sufficient fund balance in each fund for these appropriations.
CITY OF CHINO MISSION / VISION / VALUES / STRATEGIC ISSUES
The recommendation detailed above further the City’s values and strategic issues that serve as key pillars on which identified priorities, goals, and action plans are built, by fostering:
• Positive City Image
• Financial Stability
• Responsible Long-Range Planning
• Exemplary Leadership
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Expenditure: VARIOUS |
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BACKGROUND
In February 2022, the City contracted with the firm Koff & Associates to conduct a Classification and Compensation Study in compliance with an agreement contained in a Memorandum of Understanding between the City and AFSCME. Following the complex and comprehensive process, and months of negotiations between the City and AFSCME representatives, on November 21, 2023, the City Council adopted Resolution No. 2023-073 amending portions of the Classification and Salary Schedule to reflect the implementation of the AFSCME Study.
Koff & Associates continued with a Citywide Classification and Compensation Study (Study) at the direction of the City Council. The same comprehensive and time-intensive process used in the AFSCME Study was followed for the remainder of the City positions (sworn employees were excluded as they fall under a different labor agreement timeline). Adoption of Resolution No. 2024-029 will approve the adjustments to the City’s Classification and Salary Schedule and title changes for job classifications as recommended by the Citywide Study. The Study’s recommendations incorporate input from Position Description Questionnaires, interviews with a large number of incumbents, Department and supervisory feedback, and use of the Council-adopted standard survey cities for market comparisons. Internal equity was also factored into the proposed resolution to align classification series appropriately and maintain necessary differentials between ranges.
ISSUES/ANALYSIS
Reviewing classifications allows organizations to identify the specific skills and knowledge required for a particular position, as well as the level of responsibility and authority associated with the job. Evaluating the compensation structure helps cities identify disparities and inconsistencies in pay scales in order to make adjustments to align with industry standards and internal job relationships and series. This Study is not an administrative exercise; it is a strategic investment in the City's most valuable asset - its employees.
As referenced above, the Study involved an analytical and systematic process, which included the following steps:
• Employees completed a detailed and comprehensive Position Description Questionnaire (PDQ) which typically required a minimum of five hours to complete.
• Management reviewed every PDQ submitted by their team members and provided their own input.
• Koff & Associates representatives interviewed employees (individually or by working groups) to afford the employees the opportunity to explain and discuss their job duties and their supervisors for clarification when needed or when a position was vacant to gather pertinent information.
Compiling all of the data obtained from these efforts, Koff & Associates drafted job descriptions for every affected City classification. These were relied upon to ensure that the City of Chino positions were accurately compared with the 11 Council-adopted survey cities to ensure accurate job matches. The research completed by the consultant and City management resulted in the recommendation of numerous position title changes to accurately represent job functions and ensure keeping pace with the job market standards. The recommended title updates are shown in Resolution No. 2024-029.
The consultant then used the job classifications to compile compensation data to place City of Chino positions at the average in wage earnings among the survey cities, at the direction of the City Council. Positions which had no matches, are challenging to fill, and/or experience a high turnover rate due to competition in the market, were identified and received further analysis and adjustments to overcome these factors.
In compliance with the Memorandums of Understanding with the City’s represented employees, City management met and conferred with the Chino City Hall Confidential Employee Association; the Chino Police Professional Employee Association; and Teamsters Local 1932 Professional, Technical, and Clerical Unit to review the proposed adjustments. All of the bargaining groups were in agreement with the updated Classification and Compensation Schedule. Department Directors were charged with reviewing the information with the unrepresented staff members.
All management, non-management, and part-time salaries were evaluated by the consultant and City management; the recommended adjustments are reflected in the updated Classification and Salary Schedule attached to Resolution No. 2024-029. No Executive Management salaries are recommended for any adjustment.
Staff recommends that the City Council adopt Resolution No. 2024-029 approving Classification and Salary Schedule adjustments and title changes for job classifications and appropriating the requested funds.
Attachment: Resolution 2024-029