HomeMy WebLinkAboutAmendments to City Classification Plan Resolution 99-109 - A - - 4-e sannd-
Osness
Council/Agency Meeting Held: 20 'ydp,/U
Deferred/Continued to:
lSApprov ❑ Co di 'o ,ll p roved ❑ Denied 2� kf Jerk's Signature
Council Meeting Date: December 20, 1999 Department ID Number: AS 99-026
CITY OF HUNTINGTON BEACH
REQUEST FOR CITY COUNCIL ACTION
Zl
54
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS M�l( ;_`_,
SUBMITTED BY: RAY SILVER, City AdministratorOW�-7
`i!S b
PREPARED BY: JOHN P. REEKSTIN, Administrative Services Director Ile
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT Fr,�5, No.
Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s)
Statement of Issue: Should the City's Classification Plan be amended to include the new
job classification of Quality Assurance Coordinator and revised job classification of Audio
Visual Media Specialist?
Funding Source: The Quality Assurance Coordinator is funded in FY 99/00 by the Fire
Med Enterprise Fund. The Audio Visual Media Specialist is funded through the FY 99/00
budget by the Central Net Operations Authority Joint Powers Authority.
Recommended Action: Approve Resolution No. 11- I09 , a resolution of the City Council
of the City of Huntington Beach to amend the City's Classification Plan by adding the new job
classification of Quality Assurance Coordinator and revising the job classification of Audio
Visual Media Specialist.
Alternative Action(s): Make no changes to the City's Classification Plan.
Analysis: At its meeting of November 17, 1999, the Personnel Commission approved the
following amendments to the Classification Plan.
Audio Visual Media Specialist: The Fire Department and the Central Net Operations
Authority, which includes the cities of Fountain Valley and Newport Beach, identified a need
to revise the classification of Audio Visual Media Specialist to reflect an increase in job
responsibilities and changes in technology in the field of media production and programming.
This position is responsible for producing audio-visual programs and materials for training of
fire and civilian personnel in fire suppression, prevention and education. The proposed
salary range of R-436 (Top Step $4,119) is the same salary range as Public Information
Specialist, which requires similar education (a Bachelor of Arts degree) and two years of
related experience. The position is represented by the Municipal Employees Association.
REQUEST FOR CITY COUNCIL AC f1ON
MEETING DATE: December 20, 1999 DEPARTMENT ID NUMBER: AS 99-026
Quality Assurance Coordinator: The proposed classification of Quality Assurance
Coordinator is being created to address a change in State law that transfers implementation
of quality improvement program efforts from base hospitals to paramedic provider agencies.
As a paramedic service provider, an EMS-approved continuous quality improvement program
must be in place with policies and procedures established to guide the planning, coordination
and evaluation of conformance with regulatory requirements and internal standards.
Certification as a registered nurse will afford a high level of medical oversight that the
position requires to also coordinate ongoing education and paramedic recertification. This
new non-safety position has been assigned a salary range of R-481 (Top Step $5,156),
which is the same salary range of Fire Captain and 12 percent above a
Firefighter/Paramedic. The position of Quality Assurance Coordinator will be represented by
the Management Employees Organization.
Environmental Status: Not applicable
Attachment(s):
NumberCity Clerk's
Page • Description
1 Resolution No. 101t
Exhibits—Amended/New Classification Specifications:
A. Audio Visual Media Specialist
B. Quality Assurance Coordinator
RCA Author: B. Charles
QA&AVSpec -2- 12/07/99 9:10 AM
A5
RESOLUTION NO. 9 9-10 9
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH TO AMEND THE
CITY CLASSIFICATION PLAN BY REVISING THE
CLASSIFICATION OF AUDIO VISUAL MEDIA SPECIALIST
AND BY ADDING THE NEW CLASSIFICATION ENTITLED
QUALITY ASSURANCE COORDINATOR
WHEREAS, the Personnel Commission of the City of Huntington Beach, having
conducted a duly noticed public hearing on November 17, 1999, pursuant to the
provisions of Personnel Rule 12-4, and having recommended to the City Council that the
classifications involving information technology be modified and that new classifications
be added; and
The Class Specifications for Audio Visual Media Specialist are attached as
EXHIBIT "A."
The Class Specifications for Quality Assurance Coordinator are attached as
EXHIBIT "B."
NOW, THEREFORE, the City Council of the City of Huntington Beach does
hereby resolve as follows:
SECTION 1. The City Classification Plan is hereby amended by modifying the
classification as reflected hereinbelow:
Revised Classification
Audio Visual Media Specialist
SECTION 2. The City Classification Plan is hereby amended by adding the
classification reflected hereinbelow:
New Classification
Quality Assurance Coordinator
1
adl/99reso/Newclass/IqualityAssur-AudioVis-12/1/99
Res . 99-109
SECTION 3. All other provisions of the Classification Plan shall remain the
same.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach
at a regular meeting thereof held on the 2 0 th day of December 1999.
C-11 &40>10*
Mayor
ATTEST: APPROVE AS TO FORM:
City Clerk City Attorney
/z - Z-qy05_�
REVIEWED AND APPROVED: INITIATED AND APPROVED:
�2
City Adm istrator puty City Administrator/
Iiiector of Administrative Services
2
adl/99reso/Newclass/lqualityAssur-AudioVis-12/1/99
Res. No. 99-109
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted by
the affirmative vote of at least a majority of all the members of said City Council at a
regular meeting thereof held on the 20th day of December, 1999 by the following
vote:
AYES: Sullivan, Harman, Garofalo, Green, Dettloff, Bauer
NOES: None
ABSENT: Julien
ABSTAIN: None
City Clerk and ex-officio Clerk of the
City Council of the City of Huntington
Beach, California
EXHIBIT A
r..;:.:..,:.
.... ::.:.:::. . CITY:,OF'.HUNTINGTON BEACH
ECIF CA .I S�SP I T ON': �'<�S
- - La
HUNTIN070N BEACH
,TITLE: AUDIO-VISUAL MEDIA SPECIALIST
DATE: NOVEMBER 1999
DUTIES SUMMARY — Under general supervision, operates and maintains audio-visual and
television equipment in the production of audio-visual programs and materials for training and
education.
DISTINGUISHING CHARACTERISTICS —This classification is differentiated from others in
the television production job family by its emphasis on technical training of fire department
personnel. It requires a professional experienced enough to work and make technical decisions
independently.
EXAMPLES OF ESSENTIAL DUTIES—Works with staff to develop training tapes, compact
discs, computerized media presentations, films and training sessions on specific scripted topics,
emergency medical technician classes, drills, and incidents in the field; operates cameras,
programming consoles, projectors, computers, and related audio and video editing equipment;
sets up equipment, lighting, audio and microphones prior to television production; coordinates
program broadcasting for Central Net Stations including setting up the schedule, writing a TV
guide for the month and distributing broadcast tapes, and troubleshooting broadcast problems;
markets and tracks accounting of sales and expenditures for internally developed videos;
coordinates and trains others in the use of cameras, computers, editing equipment, and
production methods; operates and maintains fire simulator equipment for training of fire and
civilian personnel in fire suppression, prevention and education; responsible for daily preventive
maintenance of all audio-visual equipment and sends in equipment for annual maintenance and
repairs as needed; maintains inventory records on all television, audio-visual and computer
equipment utilized by the department; responds code 2 to incidents in the field and video
tapes/films the incident for evaluation purposes; maintains the video library; attends related
monthly meetings; assists and instructs users in the proper utilization of audio-visual media
materials and equipment.
The preceding duties have been provided as examples of the essential types of work performed within
this job classification. City Council/Administration or the Central Net Operations Authority, at its
discretion, may add, modify, change or rescind work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: Computers and related software used for training applications,
including the Internet and other interactive media; television programming, editing and
production principles, practices and procedures; related audio-visual media equipment
used for technical instructional purposes, its capabilities, necessary maintenance, and
storage which includes the following: video, motion picture, or still cameras,
computerized synchronous sound motion picture or videotape editing equipment; sound
recording, dubbing or mixing equipment; video and audio tape duplicating equipment;
and equipment used to produce titles, special effects and graphics on videotape or film;
AVcnArlaf/Pans RPf 1 1 19/A/QQ Q•91 AM
"OFMUN TIN GTOWBE
HUNTINGTON BEACH
methods and processes of producing videotapes, compact discs, motion picture films,
film strips or the Internet and other interactive media; effective customer service
principles.
Ability to: Operate television cameras and consoles and a variety of audio-visual
equipment; effectively plan and schedule the use of equipment; communicate effectively in
working with, and instructing others in the utilization of equipment; accurately record and
maintain equipment inventory and maintenance records; deliver quality customer service.
Education: Formal education equivalent to a B.A. degree in telecommunications, film and
video production or related fields.
Experience: Two years of experience in media production, including the operation of a
wide variety of video/multimedia production, and computerized multimedia equipment. One
year experience with the audio-visual function in a fire department training unit desirable.
Certificates/Licenses:
Valid California Driver License.
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be considered
on a case-by-case basis.
A\/qnAe,.1qf/PAnA PRIF 9 17/A/AQ A-91 AM
EXHIBIT B
CITY OF HUNTINGTON BEACH
CLASS SPECIFICATION
HUNTINGTON BEACH
TITLE: QUALITY ASSURANCE COORDINATOR
DATE: NOVEMBER 1999
DUTIES SUMMARY— Under general supervision of the Emergency Services Manager, plans,
coordinates, monitors and evaluates effectiveness of paramedic and other.emergency medical
services activities for the City to ensure the highest quality of emergency medical patient care;
assists in providing communication, guidance and scheduling between .department personnel,
the Base Hospital Prehospital Care Coordinator, Orange County Emergency Medical Services
Agency and State Emergency Services Agency; coordinates the medical quality assurance
program, educational activities for continuing education, paramedic recertification and
operational changes.
DISTINGUISHING CHARACTERISTICS — This is a civilian, mid-management position,
responsible for the planning, coordination, implementation, and evaluation of the quality of
emergency medical care services provided by Fire Department personnel to ensure
conformance with regulatory requirements and internal standards.
EXAMPLES OF ESSENTIAL DUTIES — Develops, implements and provides quality
assurance for the Emergency Medical Services program for compliance with and adherence to
State and local mandates and standards; reviews and implements revisions and updates to the
program to ensure continued high quality prehospital patient care; assists in the formulation of
policies and procedures for the Emergency Medical Services Program, including medical
operations procedures for first responder and paramedic personnel; monitors and provides
direction for patient care provided by firefighter paramedics, performing both routine and special
evaluations of paramedic personnel; develops and implements the Quality Improvement
Program Plan; identifies training needs; coordinates, facilitates and/or conducts and evaluates
training activities as appropriate; tracks, maintains records and generates corresponding
reports regarding certification and other educational and licensing requirements; provides for
continued education in accordance with State and County regulations; explains procedures;
recommends or implements corrective action as necessary; assists base hospital and the EMS
Agency with quality improvement; ensures meeting EMS Agency reporting requirements;
represents the City at meetings with other public agencies and serves as liaison to hospital
base stations and receiving facilities; evaluates equipment used by paramedics in providing
prehospital care; ensures the addition, elimination or changes of equipment as needed; orders
new equipment, supplies and parts as required; performs other related duties as required.
The preceding duties have been provided as examples of the essential types of work performed within this
job classification. The City, at its discretion, may add, modify, change or rescind work assignments as
needed. .
QltyCoord.doc/Page Ref. 1 1 12/6/99 10:15 AM
CITY OF,HUNTINGTON BEACH
CLASS SPECIFICATION
HUNTINGTON BEACH
MINIMUM QUALIFICATIONS:
Knowledge of: Purposes, goals and responsibilities of a Paramedic Program;
applicable County and State Emergency Medical Services policies, administration of
emergency medical services quality assurance practices, procedures and regulations;
principles and.practices of organization, management and administration as applied to
municipal fire department/EMS programs, including practices and techniques for
budgeting, purchasing and report writing; principles and techniques of program
monitoring; evaluation methods and tools employed in measuring the quality of
emergency medical services.
Ability to: Establish a comprehensive quality assurance program; plan, organize,
schedule, assign and review the work of others; plan, organize, direct and coordinate a
paramedic/EMS program; collect, interpret and evaluate program operation data;
evaluate and revise program objectives and procedures; analyze emergency response
and operations problems; plan, coordinate and initiate action to implement decisions
and/or recommendations; interpret and evaluate policies and practices; assist in the
formulation of policy; validate conclusions, define and select alternatives, and rationalize
and project consequences of decisions under emergency circumstances; develop and
conduct classroom and practice training courses and programs; maintain accurate
records, operate a variety of hand and power tools, equipment and apparatus used in
emergency medical services and response; establish and maintain effective and
cooperative working relationships with those contacted in the course of work;
communicate effectively, both orally and in writing, to inquiries and complaints from staff
and members of the public; responses may involve gathering and analyzing data,
interacting with individuals experiencing emotional distress, as well as explaining
program policies and procedures; develop comprehensive programs, reports and
presentations; operate modern office equipment, including computers.
Education: Successful completion of RN program. Bachelor's degree in nursing, allied
health sciences, or a related field desirable.
Experience: Five years of experience as a nurse or paramedic.
License: State of California Registered Nursing License.
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
QltyCoord.doc/Page Ref.2 2 12/6/99 10:15 AM
RCA ROUTING SHEET
INITIATING DEPARTMENT: Administrative Services
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT
COUNCIL MEETING DATE: December 20, 1999
�_ RCA 'ATTACHME'NS� S� �ATUS
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (w/exhibits & legislative draft if applicable) Attached
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney) Not Applicable
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorney) Not Applicable
Certificates of Insurance (Approved by the City Attorney) Not Applicable
Financial Impact Statement (Unbudget, over $5,000) Not Applicable
Bonds (If applicable) Not Applicable
Staff Report (If applicable) Not Applicable
Commission, Board or Committee Report (If applicable) Not Applicable
Findings/Conditions for Approval and/or Denial Not Applicable
EXPL''A°NA.T»ION'?I'FOR MISSING3A°TTACHMENTS,
REVIEWED RETURNED' FORWARDED
Administrative Staff l �'tV ( '� ) ( )
Assistant City Administrator (Initial) ( ) ( )
City Administrator (Initial)
City Clerk ( )
EXPLANATION FOR RETURN OF ITEM':
� m- �- a�.. - �ay►,dire-
(Below Space For City Clerk's Use Only)
��aJ
RCA Author: B. Charles
i e 65
1
Council/Agency Meeting Held: lam'% 700./0
Deferred/Continued to:
❑ Approved ❑ Conditionally Approved ❑ Denied ¢�vv TZ(ybe&S-Signature
Council Meeting Date: December 6, 1999 Department ID Number: AS 99-026
CITY OF HUNTINGTON BEACH
REQUEST FOR CITY COUNCIL ACTION T
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
SUBMITTED BY: RAY SILVER, City Administrator ®°' C:) ;
PREPARED BY: JOHN P. REEKSTIN, Administrative Services Directo
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT
03
Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s)
Statement of Issue: Should the City's Classification Plan be amended to modify the
classes involving information technology?
Funding Source: Funding for this amendment is included in the FY 99/00 budget.
Recommended Action: Approve Resolution No. 95- 103 , a resolution of the City
Council of the City of Huntington Beach to amend and modify the classifications involving
information technology and by adding new classifications.
Alternative Action(s): Make no changes to the City's Classification Plan.
Analysis: In the past, the City had a typical data processing division, which operated in a
mainframe environment. However, with significant technological changes occurring in the
City — including the migration to a client server environment and the implementation of the
Enterprise Resource Processing system (Business System Software) from J.D. Edwards — it
became apparent that there was a critical need to study existing information technology
positions and future needs in the City.
In September 1998, the City released a .Request for Proposal to conduct a citywide limited
classification and compensation study, which included the study of information technology
positions in the Fire, Building and Safety, Public Works, Library, and Police Departments. At
its meeting on December 21, 1998, the City Council selected Johnson and Associates to
perform the study.
The Johnson and Associate's study, completed in November 1999, evaluated the City's
existing information technology positions, our current and future needs in the area of
information technology, and compared our positions to those of twelve other Orange County
Cities. The study recommends adding eleven new and amending six existing classifications
involving information technology (Exhibit A). At their November 17, 1999 meeting, the
Personnel Commission approved these changes. 5
RE JEST FOR CITY COUNCIL A .'ION
MEETING DATE: December 6, 1999 DEPARTMENT ID NUMBER: AS 99-026
Four technical position vacancies currently exist in Information Systems and one in Building
and Safety. Successful implementation of the new Business System Software and
replacement of the mainframe computer requires an immediate recruitment for these
vacancies. City Council's approval of the Resolution amending and modifying information
technology classifications is critical in order to successfully recruit and fill these information
technology positions.
Environmental Status: None
Attachment(s):
DescriptionCity Clerk's
Page Number No.
1 Resolution No. `act— 1 6
Amend the City Classification Plan by modifying the classifications
involving information technology and by adding new classifications.
Author: S. Hennegen
Rca1299.doc -2- 11/19/99 9:13 AM
ATTACHMENT 1
RESOLUTION NO. 99-103
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH TO AMEND THE
CITY CLASSIFICATION PLAN BY MODIFYING THE
CLASSIFICATIONS INVOLVING INFORMATION TECHNOLOGY
AND BY ADDING NEW CLASSIFICATIONS
WHEREAS, the Personnel Commission of the.City of Huntington Beach, having
conducted a duly noticed public hearing on November 17, 1999, pursuant to the
provisions of Personnel Rule 12-4, and having recommended to the City Council that the
classifications involving information technology be modified and that new classifications
be added; and
The list of modifications and additions to the Class Specifications involving
information technology are attached as Exhibit "A."
NOW, THEREFORE, the City Council of the City of Huntington Beach does
hereby resolve as follows:
SECTION 1. The City Classification Plan is hereby amended by modifying the
classifications reflected hereinbelow:
Computer Assistant, Library
Computer Operations Supervisor
Computer Operator
Information Systems Manager
'Info Systems Manger, Library
Info Systems Manager, Police
SECTION 2. The City Classification Plan is hereby amended by adding the
classifications reflected hereinbelow:
Info Systems Analyst, Principal
Information Systems Analyst I
Information Systems Analyst II
Information Systems Analyst III
Information Systems Analyst IV
Information Systems Analyst V
Information Systems Specialist I
Information Systems Specialist II
Information Systems Specialist III
Information Systems Specialist W
Systems Analyst
1
adl/99reso/Newc1ass/InfoSys-11/17/99
s. 99-103
SECTION 3. All other provisions of the Classification Plan shall remain the
same.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach
at a regular meeting thereof held on the 6th day of December 1999.
Mayor
ATTEST: APPROVE AS TO FORM:
City Clerk City Attorney 1-,
aIla
REVIEWED AND APPROVED: INITIATED AND APPROVED:
City A inistrator D uty City Administrator/
Director of Administrative Services
2
adl/99reso/Newc1ass/InfoSys-11/16/99
EXHIBIT A
Res
EXHIBIT A
Date
Established Proposed Proposed
Classification or Revised Range Salary Unit
Computer Assistant, Library 2/98 386 $3,212 MEA
Computer Operations Supvr 7/85 492 5,446 MEA
Computer Operator 8/90 377 3,071 MEA
Information Systems Manager 6/87 567 7,920 MEO
Info Systems Manager, Library 2/98 473 4,954 MEA
Info Systems Manager, Police 1/91 539 6,887 MEO
Info Systems Analyst, Principal New 539 6,887 MEO
Information Systems Analyst I New 454 4,507 MEA
Information Systems Analyst II New 473 4,954 MEA
Information Systems Analyst III New 492 5,446 MEA
Information Systems Analyst IV New 511 5,989 MEO
Information Systems Analyst V New 530 6,585 MEO
Information Systems Specialist I New 401 3,461 MEA
Information Systems Specialist II New 420 3,805 MEA
Information Systems Specialist III New 443 4,266 MEA
Information Systems Specialist IV New 459 4,619 MEA
Systems Analyst New 492 5,446 MEO
Rca1299.doc 11/19/99 9:05 AM
Res. No. 99-103
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted by
the affirmative vote of at least a majority of all the members of said City Council at a
regular meeting thereof held on the 6th day of December, 1999 by the following
vote:
AYES: Julien, Sullivan, Harman, Garofalo, Green, Dettloff, Bauer
NOES: None
ABSENT: None
ABSTAIN: None
City Clerk and ex-officio Clerk of the
City Council of the City of Huntington
Beach, California
RCA ROUTING SHEET
INITIATING DEPARTMENT: Administrative Services
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT
COUNCIL MEETING DATE: December 6, 1999
RCA ATTACHMENTS STATUS ,
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (w/exhibits & legislative draft if applicable) Attached
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney) Not Applicable
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorney) Not Applicable
Certificates of Insurance (Approved by the City Attorney) Not Applicable
Financial Impact Statement (Unbudget, over $5,000) Not Applicable
Bonds (If applicable) Not Applicable
Staff Report (If applicable) Attached
Commission, Board or Committee Report (If applicable) Not Applicable
Findings/Conditions for Approval and/or Denial Not Applicable
EXPLANATION:FOR MISSING ATTACHMENTS ,
REVIEWED, RETURNED FORWARDED
Administrative Staff j1 X q9 ( ) ( )
Assistant City Administrator (Initial) ( ) )
City Administrator (Initial)
City Clerk ( )
EXPLANATION FOR RETURN OF ITEM:
Only)(Below Space For City Clerk's Use
RCA Author: S. Hennegen
Council/Agency Meeting Held:
Def red/Continued to:
Approve ❑ Conditionally Approved ❑ Denied P� y Jerk's Signature
Council Meeting Date: November 15, 1999 Department ID Number: AS 99-025
CITY OF HUNTINGTON BEACH ;
REQUEST FOR CITY COUNCIL ACTION CD- -�t�.'
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
SUBMITTED BY: RAY SILVER, City Administrator ov
PREPARED BY: JOHN P. REEKSTIN, Administrative Services Director�Z
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT S c' 9Cj_let)
Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachments)
Statement of Issue: Should the City's Classification Plan be amended to include the job
classifications of Deputy Director of Public Works and Principal Analyst.
Funding Source: The Deputy Director of Public Works and Principal Analyst are funded
through the FY 99/00 budget.
Recommended Action: Approve Resolution No. q-100 , a Resolution of the City Council
of the City of Huntington Beach to amend the City's Classification Plan by adding two (2) new
job classifications as follows:
1) Deputy Director of Public Works
2) Principal Analyst
Alternative Action(s): Make no changes to the City's Classification Plan.
Analysis: At its meeting of September 15, 1999, the Personnel Commission approved the
following two new classifications.
1) Deputy Director of Public Works: The Director of Public Works has identified the need
to create a Deputy Director position (Range 578) to oversee the daily administrative
operation of the Public Works Department. With the turn of the recession there has been a
significant impact on the overall operation of the City, particularly the Public Works
Department. This position will allow the Director to attend the numerous meetings in which
his presence is required, while still providing the overall leadership and direction of the
department. The proposed Deputy Director of Public Works position will be represented by
the Management Employees Organization (MEO).
�I �
REQUEST FOR CITY COUNCIL AC i iON
MEETING DATE: November 15, 1999 DEPARTMENT ID NUMBER: AS 99-025
2) Principal Analyst: The proposed classification of Principal Analyst (Range 489) is a
reallocation of the current Department Analyst Senior, who currently reports to the Director of
Public Works. The Principal Analyst will provide support to both the Director of Public Works
and the Deputy Director of Public Works while managing, administering and strategically
planning key Public Works Department programs and administrative duties by providing
comprehensive, detailed analytical data and recommendations. This position will report
directly to the Deputy Director of Public Works and will coordinate the individual work
products of the five operating divisions. The proposed Principal Analyst position will be
represented by the Management Employees Organization (MEO).
These two new positions will allow the Department's administrative function to operate more
efficiently in handling the myriad tasks and unscheduled requests received from the
Department's internal and external customers. It will also help the Director of Public Works
enable top level Department management to cover the numerous meetings and functions
requiring his presence.
Environmental Status: None
Attachment(s):
City Clerk's
Page Number . Description
1. Resolution No.
2. Classification Specifications for New Classifications
Deputy Director of Public Works
Principal Analyst
RCA Author: V. Berg
Rca1199.doc -2- 1- J4/99 12:28 PM
RESOLUTION NO. 9 9-10 0
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF HUNTINGTON BEACH
TO AMEND THE CITY CLASSIFICATION PLAN
BY ADDING TWO NEW CLASSIFICATIONS ENTITLED
DEPUTY DIRECTOR OF PUBLIC WORKS
AND
PRINCIPAL ANALYST
WHEREAS, the Personnel Commission of the City of Huntington Beach conducted a
duly noticed public hearing at its meeting of September 15, 1999, pursuant to the provisions of
Personnel Rule 12-4, and at the conclusion of that public hearing, recommended to the City
Council that the classifications Deputy Director of Public Works and Principal Analyst be added;
and
The Class Specifications for Deputy Director of Public Works and Principal Analyst are
attached as Exhibits A and B, respectively;
NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby
resolve as follows:
Section 1. The City Classification Plan is hereby amended by adding the
classifications reflected herein below:
New Classifications
DEPUTY DIRECTOR OF PUBLIC WORKS
PRINCIPAL ANALYST
Section 2. All other provisions of the Classification Plan shall remain the same.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 15thday of November , 1999
Mayor
ATTEST: APPROVED AS TO FORM:
City Clerk City Attorney,
REVIEWED AND APPROVED: INITIATED A D APPROVED:
(2ew 2� . "�C- -
City Ad inistrator ity Attorney
G71111-,
SF/s:Amend Classification Plan
RLS 99-775
11/3/99
Res. No. 99-100
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted by
the affirmative vote of at least a majority of all the members of said City Council at a
regular meeting thereof held on the 15th day of November, 1999 by the following
vote:
AYES: Julien, Bauer, Garofalo, Green, Dettloff, Harman, Sullivan
NOES: None
ABSENT: None
ABSTAIN: None
G�itsuf.
City Clerk and ex-officio Clerk of the
City Council of the City of Huntington
Beach, California
� �;' � � :,,,,;:gig.:.-,`:,,,'.m�d�`:� ". ,�dZ �°"��i W".�`Z�.�i° r,
CITY OFz:HUNTINGTONBEA'CH
CLASS SPECIFICATION;''
..
HUNT
INGTON BEACH
TITLE: DEPUTY DIRECTOR OF PUBLIC WORKS
DATE: November 1999
DUTIES SUMMARY — The fundamental reason this classification exists is to assist the
Director of Public Works in directing, managing, administering and strategically planning key
Department programs and daily administrative duties.
DISTINGUISHING CHARACTERISTICS — Assists the Director of Public Works in
coordinating the functions of a large, diverse and complex organization; acts independently
and performs the duties of Director of Public Works in the absence of the Director;
coordinates the Department's mission closely with other City departments; maintains
effective and extensive professional relationships with representatives of other local, state
and federal agencies.
EXAMPLES OF ESSENTIAL DUTIES - Under the general direction of the Director of Public
Works, supervises engineering and administrative professionals, supervisors and office
technical and sub-professional staff on specific projects; plans, organizes and directs the
Department's daily administrative activities; performs and oversees highly responsible and
complex technical and analytical staff functions for these activities; performs Public Works
legislative analysis, advocacy, and grantsmanship; responsible for department's public
information, education and outreach efforts; formulates and justifies budget and forecasting
revenues and expenditures; conducts employee evaluation, training, staffing, deployment
and discipline; maintains financial accountability of the Department at all times, by
overseeing and auditing the various departmental revenue and expenditure accounts;
advises the Director of Public Works on recommended actions as required to maintain the
fiscal integrity of the Department; may oversee and facilitate improvements to the
Department's clerical and administrative functions, including filing systems, data retrieval
programs and customer service; interacts closely and effectively with the staff of all Public
Works Divisions and other City departments which deal with administrative matters,
especially the City Administrator's Office, City Attorney's Office and Administrative Services
Department; attends all meetings, study sessions and workshops of the City Council and
Public Works Commission unless otherwise excused by the Director of Public Works;
presents written and oral testimony, responds to questions and makes recommendations;
participates in all regular and special City staff meetings, providing expertise in
departmental operations; may attend Technical Advisory Committee and/or Technical
Steering Committee meetings of the OCTA and lead or assist in applications for County
Measure M and State Gas Tax projects; researches and provides comprehensive and
concise written reports on highly complex public works matters; presents results of such
reports, in an understandable manner, to both technical and non-technical audiences;
performs related duties as required.
CSdepPWD2.doc/Page Ref. 1 1 11/4/99 9:01 AM
CITY OF HUNTIN;GTON BEACH"''J
CLA3S,S SPECIFICATION
HUNTINGTON BEACH
The preceding duties have been provided as examples of the essential types of work performed within this job
classification. City Council/Administration at its discretion, may add, modify, change or rescind work
assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: General public works administration; City Municipal Codes; and California
Streets and Highways Code; California Government Code; principles of supervision and
management; laws and regulations governing the design and construction of public works
projects; contracts and consultant coordination; municipal government and issues of
concern to developers, property owners, contractors, private engineers and others; grants
and grant applications; municipal finance and budgeting; public works contract design
specifications and contract administration; computer operations and spreadsheet
preparation.
Ability to: Plan, coordinate and supervise program activities and personnel; conduct public
works-related research and analyses, compose detailed reports and recommendations,
correspondence and specifications; read, interpret and supervise preparation of reports,
recommendations, correspondence and specifications; communicate and interact
effectively, both orally and in writing, with elected and appointed officials, the public,
contractors, developers and staff; as well as outside local, state and federal agencies and
governmental bodies involved with administering and funding public works programs;
prepare clear and concise oral and written reports; prepare and administer budgets;
conduct effective meetings; establish priorities; effectively managing multiple projects;
deliver quality customer service.
Education: Equivalent to a Bachelors degree from an accredited college or university, with
major coursework in public administration or a related field. Additional relevant experience
may be substituted for educational requirements on a year-for-year basis.
Experience: Requires five years of progressively responsible experience in a mid- to large-
size municipality performing related professional work, at a division head level or higher,
which includes supervision of professional and sub-professional staff. Significant
experience in a Public Works Department is desirable.
Licenses: Must possess and maintain a California Driver License at time of
appointment.
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
CSdepPWD2.doc/Page Ref. 2 2 11/4/99 9:01 AM
Iplymz .
CITY"OF HUNTINGTON'
M
HUNTINGTON BEACH
TITLE: PRINCIPAL ANALYST
DATE: November 1999
DUTIES SUMMARY — The fundamental reason this classification exists is to provide
comprehensive professional-level support to the Director of Public Works and Deputy
Director of Public Works in directing, managing, administering and strategically planning key
Department programs.
DISTINGUISHING CHARACTERISTICS — The Principal Analyst is responsible for
functional supervision of the City's financial, budget and program analysis staff, as well as
administrative and clerical staff, as assigned. Works under the direction of the Deputy
Director of Public Works, conducting complex and significant analyses and reports on
various public works matters, while maintaining effective and extensive professional
relationships with representatives of other local, state and federal agencies.
EXAMPLES OF ESSENTIAL DUTIES — Assists Director of Public Works and Deputy
Director of Public Works in coordinating specific functions of a large, diverse and complex
department; acts independently and oversees and compiles the business operations of the
five operating divisions of the Department; coordinates individual work products 'of five
operating divisions; conducts independent analyses and oversees group analytical activities
within Department; coordinates preparation and administration of Public Works grants;
coordinates Department's public information, education and outreach programs; composes
and presents effective oral and written communications and presentations to diverse
audiences; coordinates, evaluates and verifies budget and forecasting revenues and
expenditures; provides employee evaluations, training, staffing, deployment and discipline,
as assigned; ensures financial accountability of the Department at all times, by overseeing
the various departmental revenue and expenditure accounts and auditing the financial
systems of the operating divisions; advises the Director and Deputy Director of Public
Works on recommended actions, as required, to maintain the fiscal integrity of the
Department; interacts closely and effectively with the staff of other City departments which
deal with administrative matters, especially the City Administrator's Office and
Administrative Services Department; interacts closely and effectively with the staff of all
other Public Works Department divisions; may be required to attend meetings, study
sessions and workshops of the City Council and Public Works Commission; may present
written and/or oral testimony; may be required to respond to questions; participates in all
regular and special City staff meetings, providing expertise in departmental business
operations; researches and provides comprehensive and concise written reports on highly
complex public works matters; presents results of such reports, in an understandable
manner, to both technical and non-technical audiences, performs related duties as
assigned.
CSprincAnalystdoc/Page Ref. 1 1 11/4/99 9:00 AM
CITY`OF HUNTINGTON;,BEACH
CLASSIll!SPECIFICATION
- HUNTINGTON BEACH
The preceding duties have been provided as examples of the essential types of work performed
within this job classification. City Council/Administration at its discretion, may add, modify, change
or rescind work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: Public Works administration; City Municipal Codes; and California Streets
and Highways Code; California Government Code; general accounting and finance;
computer programs, including word processing and spreadsheets necessary to conduct
data inquiries and analyses; laws and regulations governing the financing and funding of
public works projects; contracts and consultants; principles of supervision and
management; working knowledge of grants and grant applications; municipal finance and
budgeting; public works contract specifications and contract administration; exceptionally
adept at dealing effectively with professional representatives of Public Works Department
staff and staff of other departments, on various and numerous matters; preparing clear and
concise oral and written reports; establishing priorities; and effectively managing multiple
projects.
Ability to: Plan, coordinate and supervise program activities and personnel; conduct public
works-related research and analyses; compose detailed reports and recommendations,
correspondence and specifications; read, interpret and supervise preparation of reports,
recommendations, correspondence and specifications; communicate and interact
effectively, both orally and in writing, with elected and appointed officials, the public,
contractors, developers and staff; prepare and administer budgets; interact effectively with
outside local, state and federal agencies and governmental bodies involved with
administering and funding public works programs; prepare and present effective oral and
written communication.
Education: Equivalent to a Bachelors degree from an accredited college or university, with
major coursework in finance, accounting, public administration or a related field.
Experience: Requires four years of progressively responsible experience in a mid- to large-
size municipality, performing related professional-level work. Experience in a public works
organization and supervision of professional and sub-professional staff are desirable.
Certificates/Licenses: Must possess and maintain a California Driver License at time of
appointment.
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
CSprincAnalyst.doc/Page Ref. 2 2 11/4/99 9:00 AM
RCA ROUTING SHEET
INITIATING DEPARTMENT: Administrative Services
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT
COUNCIL MEETING DATE: I November 15, 1999
r
RCA ATTACHMENTS
'STATUS
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (w/exhibits & legislative draft if applicable) Attached
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney) Not Applicable
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorney) Not Applicable
Certificates of Insurance (Approved by the City Attorney) Not Applicable
Financial Impact Statement (Unbudget, over $5,000) Not Applicable
Bonds (If applicable) Not Applicable
Staff Report (If applicable) Not Applicable
Commission, Board or Committee Report (If applicable) Not Applicable
Findings/Conditions for Approval and/or Denial Not Applicable
EXPLA"NATIONFOR MISSING ATTACHMENTS
,REVIEWED RET,U:RNED'." FORWARDER;
Administrative Staff ( ) ( )
Assistant City Administrator (Initial) ( ) )
City Administrator (Initial)
City Clerk ( )
;EXPLANATI ,;,, N FOR;!!; ,RETURN°,OF''ITEM:
(Below . . Use Only)
RCA Author: V. Berg
65r7ess- I°.eesona�G
Council/Agency Meeting Held: �' 7DD•�d
Def rred/Continued to: e!4�1 U�
prov ❑ ditionally Ap roved ❑ Denied &7e)7Y Ity Clerk's Signature
Council Meeting Date: July 6, 1999 Department ID Number: AS 99-015
CITY OF HUNTINGTON BEACH
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
SUBMITTED BY: RAY SILVER, City Administ �°
PREPARED BY: JOHN P. REEKSTIN, Administrative Services DirectorI�
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT
IHmEssue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status;"Attachment(s)
Statement of Issue: Should the City amend Classification Plan to include the job
classifications of Assistant City Clerk and Vehicle Body Repair Assistant.
Funding Source: The Assistant City Clerk is funded through the reallocation of one
vacant Deputy City Clerk II. The difference in salary range is funded through salary savings
realized in FY98/99. The Vehicle Body Repair Assistant is self-funded through revenues
generated directly from the Vehicle Body Shop in the Public Works Department.
Recommended Action: Approve Resolution No. ,??- Y , a Resolution of the City Council
of the City of Huntington Beach to amend the City's Classification Plan by adding two (2) new
job classifications as follows:
1) Assistant City Clerk
2) Vehicle Body Repair Assistant
Alternative Action(s): Make no changes to the City's Classification Plan.
Analysis: At its meeting of June 16, 1999, the Personnel Commission approved the
following two new classifications.
1) Assistant City Clerk. The City Clerk's Office has identified the need to reallocate one of the
two Deputy City Clerk II positions (salary range 416) to that of Assistant City Clerk (salary
range 447). This position, which is currently vacant, will be responsible for the daily
supervision and training of the office staff and will serve as Acting City Clerk during the City
Clerk's absences. The remaining Deputy City Clerk II position would report directly to the
City Clerk and be responsible for attending all City Council meetings with the City Clerk,
preparation of agenda and minute materials, and acting as Assistant Election Officer. The
proposed Assistant City Clerk position will be represented by the Management Employees
Organization (MEO).
� �2
REQUEST FOR CITY COUNCIL AC i ION
MEETING DATE: July 6, 1999 DEPARTMENT ID NUMBER: AS 99-015
2) Vehicle Body Repair Assistant: The proposed classification of Vehicle Body Repair
Assistant (salary range 363) will replace two recurrent positions in the Public Works
Department Vehicle Body Shop. The full-time staff in this unit currently include a Vehicle
Body Shop Coordinator who oversees operations and performs repair and painting, and a
Vehicle Body Repairer, who also performs repair and painting. The new position will perform
the less skilled preparation work that is currently handled by the two recurrents. By
reallocating the part-time funds toward one full-time permanent Vehicle Body Repair
Assistant, turnover will be significantly reduced and productivity levels will increase in this
area. These changes will help the City meet the demands of this program as it offers its
services to other cities and continues to develop as a regionalization program among
neighboring cities. By doing so, the City draws revenue from these other cities and thus the
program can continue on a self funding basis.
Environmental Status: None
Attachment(s):
City Clerk's
Page Number No. Description
1. Resolution No.
2. Classification Specifications for New Classifications
Assistant City Clerk
Vehicle Body Repair Assistant
RCA Author: V. Berg
RCA699.DOC -2- 06/23/99 2:55 PM
ATTACHMENT # 1
RESOLUTION NO. 99-46
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH TO AMEND
THE CITY CLASSIFICATION PLAN BY
ADDING NEW CLASSIFICATIONS ENTITLED
ASSISTANT CITY CLERK AND
VEHICLE BODY REPAIR ASSISTANT
WHEREAS, the Personnel Commission of the City of Huntington Beach, having
conducted a duly noticed public hearing on June 16, 1999, pursuant to the provisions of
Personnel Rule 12-4, and having recommended to the City Council that the classifications
of Assistant City Clerk and Vehicle Body Repair Assistant; and
The Class Specifications for Assistant City Clerk and Vehicle Body Repair
Assistant are attached as Exhibit "A."
NOW, THEREFORE, the City Council of the City of Huntington Beach does
hereby resolve as follows:
SECTION 1. The City Classification Plan is hereby amended by adding the
classifications reflected herein below:
New Classifications
Assistant City Clerk and
Vehicle Body Repair Assistant
1
reso/1999/NewclaA-6/21/99
SECTION 2. All other provisions of the Classification Plan shall remain the
same.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach
at a regular meeting thereof held on the 6th day of July 1999.
Mayor
ATTEST: APPROVE AS TO FORM:
City Clerk City Attorney C,
REVIEWED AND APPROVED: INITIATED AND APPROVED:
CityzXdministrator De ty,City, Administrator/
Director of Administrative Services
2
adl/reso/1999/Newc1as4-6/21/99
CITY OF HUNTINGTON BEACH
CLASS SPECIFICATION
HUNTINGTON BEACH
TITLE: VEHICLE BODY REPAIR ASSISTANT
DATE: June, 1999
DUTIES SUMMARY —The fundamental reason this classification exists is to prepare vehicles
and equipment for refinishing and painting so that they can be returned to original form and
shape. Primary emphasis is on scraping, sanding and blocking surfaces to prepare them for
painting and refinishing.
DISTINGUISHING CHARACTERISTICS — This classification is differentiated from the
higher level Vehicle Body Repairer classification in that it is an entry-level classification with
minimal experience required. The incumbent will perform the duties requiring less skill and
ability. The Vehicle Body Repairer is a journey-level classification where incumbents perform
skilled welding and painting duties.
EXAMPLES OF ESSENTIAL DUTIES — Adjusts and maintains all power tools; assists in
removal and replacement of damaged bumpers, fenders, panels, broken auto glass, mechanical
and trim parts, moldings and decals, etc.; prepares structural parts for refinishing; works minor
damaged areas and prepares area for bondo; mixes bondo, applies it, then works it to conform
to panels; files, grinds, sands, primes, and blocks repaired surfaces in preparation for painting;
assists in painting; color sands and buffs, cleans and details vehicles and equipment; performs
other related duties as assigned.
The preceding duties have been provided as examples of the essential types of work performed within
this job classification. City Council/Administration may, at its discretion, add, modify, change or rescind
work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: chemical compounds, paints and other coatings for corrosion, protection and
aesthetic enhancement; approved methods, materials, tools, and standards employed in auto
body repair and refinishing work.
Ability to: identify parts, supplies and materials requirements; work effectively with others as
part of a team; work in a safe manner; understand and follow oral and written instructions.
Experience: Two years experience in the preparation of vehicles and equipment for
refinishing and painting.
Certificates/Licenses: Valid California Driver License.
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be considered
on a case-by-case basis.
r:.qVRRA/Parma Raf 1 1 R/9)/Gq?•�1 PM
Res. No. 99-46
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCK`VAY, the duly elected, qualified City Clerk of
the City of Huntington Beach, and ex-officio Clerk of the City Council of said City,
do hereby certify that the whole number of members of the City Council of the City
of Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a regular meeting thereof held on the 6th day of July, 1999 by the following vote:
AYES: Julien, Bauer, Green, Dettloff, Harman, Sullivan
NOES: None
ABSENT: Garofalo
ABSTAIN: None
City Clerk and ex-officio Jerk of the
City Council of the City of Huntington
Beach, California
RCA ROUTING SHEET
INITIATING DEPARTMENT: Administrative Services
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT
COUNCIL MEETING DATE: July 6, 1999
'TTA
"U;, S'
MENTS S, " T,'"'
RCA A 8.. ... .......
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (w/exhibits & legislative draft if applicable) Attached
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney) Not Applicable
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorney) Not Applicable
Certificates of Insurance (Approved by the City Attorney) Not Applicable
Financial Impact Statement (Unbudget, over $5,000) Not Applicable
Bonds (If applicable) Not Applicable
Staff Report (if applicable) Not Applicable
Commission, Board or Committee Report (if applicable) Not Applicable_
L Find ings/Conditions for Approval and/or Denial Not Applicable
E',,"P A A T
X ,,,.,,L "'N, -1,10NIT, k�Vls, IN ,, ' ATTCHMENTS',"'
"R
REV,,,- WEE)(, "'ET NED DED,'
JE F,7,RWA
Administrative Staff
-Assistant City Administrator (Initial)
City Administrator (initial)
City Clerk
EXPLANATION- �'F"Oz R' "!!'!1"R"81 U" R"N4 OF I T E M':
(Below Space For City Clerk's Use Only)
RCA Author: V. Berg
l - ��y � 7re�3urer
Council/Agency Meeting Held:
Deferred/Continued to:
®Approved ❑ Conditionally Approved ❑ Denied ,lZz/t2-, City Clerk's Signa re
Council Meeting Date: June 21, 1999 Department ID Number: AS 99-014
CITY OF HUNTINGTON BEACH
REQUEST FOR COUNCIL ACTION =`
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
SUBMITTED BY: RAY SILVER, CITY ADMINISTRATOR��
c c
PREPARED BY: JOHN REEKSTIN, DIRECTOR OF ADMINISTRATIVE SERVIC�� Eie
SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT
Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachments)
Statement of Issue: Should the City's Classification Plan be amended to add the
classifications of Leadworker Street Cleaning, Leadworker Concrete and Hazardous
Materials Specialist.
Funding Sources:
Leadworker positions - FY 1998-99 Budget.
Hazardous Materials Specialist position - Program revenues from the Hazardous
Materials Disclosure program as part of the Certified Unified Program Agency (CUPA)
fund
Recommended Action: Approve Resolution No. f 9_ 43 , a Resolution of the City
Council of the City of Huntington Beach to amend the City's Classification Plan by adding the
following new classifications: Leadworker, Street Cleaning; Leadworker, Concrete; and
Hazardous Materials Specialist.
Alternative Action(s): Make no changes to the City's Classification Plan.
Analysis: At the May 19, 1999, meeting of the Personnel Commission, the recommended
classifications were approved.
Leadworker Classifications:
The two new Leadworker classifications have been created to correctly classify two
employees working in the Leadworker, Streets classification. Each of these positions are
distinct from the others in the Leadworker, Streets class which is characterized by the
/ Q)
�/ I
RtQUEST FOR COUNCIL ACTI9
MEETING DATE: June 21, 1999 DEPARTMENT ID NUMBER: AS 99-014
performance of work in the area of asphalt paving and patching. One employee (since
retired) had responsibility for overseeing street sweeping operations and hazardous materials
cleanup, and enforcing codes on public property. The title of Leadworker, Street Cleaning is
proposed for this position. The employee working in the proposed Leadworker, Concrete
class has responsibility for scheduling and performing work in concrete finishing.
There is no budgetary impact since both of these classifications will continue to be
represented by the Municipal Employees Association (MEA) and compensated at the same
salary range of$3,259 - $4,037 (R-432).
Hazardous Materials Specialist:
Over 400 businesses in the City are involved in the Hazardous Materials Disclosure Program
that generates $168,000 in revenues annually. In order to continue with the locally controlled
disclosure program, the Hazardous Materials Specialist position is a necessity. The
Hazardous Materials Specialist will work under the general supervision of the Fire Marshal
and within the framework of established procedure. Responsibilities of this position include
inspecting medium and light hazard occupancies, providing expertise for plan checking
hazardous occupancies, supervising of hazardous materials licenses and renewals,
overseeing the Risk Management and Prevention Program, and ensuring compliance with
County, State and Federal regulations. This position fulfills the requirements of Proposition
65, Community Right-to-Know Act, and Chapter 6.95 of the California Health and Safety
Code.
The Hazardous Materials Specialist class will take the place of work formerly provided
through a contract agency. This situation has not worked well as the last two contract
employees left after only six months. It is expected that this turnover problem will be
resolved by hiring a permanent City employee. Hiring a non-safety, permanent full-time City
employee for the position is the most cost effective and efficient way of providing a trained
and experienced specialist for the disclosure program. The position is highly technical,
requiring extensive training. By hiring an experienced employee, City provided training will
be minimal. The City employee would provide needed stability and supervision to the
program and its goals. Staff does not recommend using Fire Department personnel in this
position because they generally do not have the technical expertise required and would need
extensive training. They also generally promote out of staff positions every two or three
years, requiring constant recruiting and training.
If the City chooses not to fill the Hazardous Materials Specialist position, then staff
recommends turning the program over to the County Health Care Agency. Should that
occur, the City would be at risk of losing regulatory control and management of hazardous
materials. Local business would not have to directly disclose types and quantities of
hazardous materials on their premises. Basic information on the location, type, and health
risks involved with hazardous materials used or stored in the City would not be available to
firefighters, police officers, public works, or other personnel responding to the emergency.
RtQUEST FOR COUNCIL ACTIORI
MEETING DATE: June 21, 1999 DEPARTMENT ID NUMBER: AS 99-014
Additionally, the County, as an approved State regulatory agency, could increase disclosure
fees based upon their overhead and staffing requirements. These fee increases could have
negative impacts on our local businesses. As a participating agency to the County, the City
of Huntington Beach is in a better position to control and regulate anticipated fee increases.
The proposed classification will be represented by the Municipal Employees Association
(MEA) and have a recommended salary range of $3,940 - $4,881 (R-470). It will be funded
out of revenue from the Hazardous Materials Disclosure program.
Staff recommends that City Council authorize amending the classification plan to include a
Hazardous Materials Specialist position and continue to provide disclosure services locally,
as a participating agency under the Orange County Health Care Agency (CUPA).
Environmental Status: Not Applicable
Attachment(s):
City Clerk's
Description
,Page Number No.
1. Resolution
2. Classification Specifications for three classifications: Leadworker, Street
Cleaning; Leadworker, Concrete; and Hazardous Materials Specialist
RCA Author: R. Hessler
0035002.01 -3- 06/10/99 7:58 AM
ATTACHMENT # 1
RESOLUTION NO. 99-43
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH TO AMEND
THE CITY CLASSIFICATION PLAN BY
ADDING NEW CLASSIFICATIONS ENTITLED
LEADWORKER, STREET CLEANING;
LEADWORKER, CONCRETE; AND
HAZARDOUS MATERIALS SPECIALIST
WHEREAS, the Personnel Commission of the City of Huntington Beach, having
conducted a duly noticed public hearing on May 19, 1999, pursuant to the provisions of
Personnel Rule 12-4, and having recommended to the City Council that the classifications
of Leadworker, Street Cleaning; Leadworker, Concrete; and Hazardous Materials
Specialist be added; and
The Class Specifications for Leadworker, Street Cleaning; Leadworker, Concrete;
and Hazardous Materials Specialist are attached as Exhibit "A."
NOW, THEREFORE, the City Council of the City of Huntington Beach does
hereby resolve as follows:
SECTION 1. The City Classification Plan is hereby amended by adding the
classifications reflected herein below:
New Classifications
Leadworker, Street Cleaning;
Leadworker, Concrete; and
Hazardous Materials Specialist
1
reso/1999/Newclas3-6/2/99
SECTION 2. All other provisions of the Classification Plan shall remain the
same.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach
at a regular meeting thereof held on the 21st day of June 1999.
Mayor
ATTEST: APPROVE AS TO FORM:
100 J�t 7D
City Clerk Al City Attorney
REVIEWED AND APPROVED: INITIATED AND APPROVED:
2�
014ja
City Administrator deputy City Administrator/
Director of Administrator Services
2
reso/1998/NewclaO-6/2/99
14MP
Al�
.;�;$1111111IO313,CITY 0 ""BEACH
T,
F,1,1-11UNTINGTONII�
ICATI Z11AS&SPECIP 2 1 50 6
I;!!$N-
HUNTINGTON BEACH
as
TITLE: LEADWORKER, STREET CLEANING
DATE: May, 1999
DUTIES SUMMARY — Under general direction of the Crewleader, this position is
responsible for scheduling the work of the street cleaning personnel, including the
routing of street sweepers, managing hazardous material incidents, and responding to
citizen complaints regarding code violations.
DISTINGUISHING CHARACTERISTICS — This classification is distinguished from
other Leadworker classes in the variety of duties included. The street sweeping
operation requires proficiency in the operation of the sweepers and familiarity with the
routes, the hazardous material duties require certification in this area, and code
enforcement requires completion of PC 832. The latter two duties include heavy public
contact.
EXAMPLES OF ESSENTIAL DUTIES — Assists the Crewleader/Supervisor in the
planning and scheduling of overall work projects. Assigns work to employees in the
crew. Trains employees in work assignments and safe work practices. Complies with
department safety regulations. Deals with routine employee relations problems and
initiates disciplinary actions. Follows up on work assignment to resolve problems and
to assure timely completion of assignments. Schedules and routes City and contract
street sweepers. Inspects and helps with the administration of City and contract
sweeping. Responds to citizen complaints and service requests concerning street
sweeping, debris complaints, illegal dumping, and hazardous material related incidents.
In some cases acts as incident commander of hazardous material incidents involving
multi-governmental agencies. Assists crew in the clean up operations of hazardous
spills. Enforcement of a variety of Municipal Codes related to public property.
The preceding duties have been provided as examples of the essential types of work
performed within this job classification. City Council/Administration reserves the right to
add, modify, change or rescind work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: Street maintenance practices and procedures; care and use of
common construction and maintenance tools, equipment and materials;
operation of street sweepers; scheduling and routing street sweepers; sewer and
storm drain systems; hazardous material handling and clean up practices and
procedures; Municipal Codes related to public property; effective customer
service practices; basic computer familiarity.
CLSLSC/Page Ref. 1 1 5/25/99 4:41 PM
HUNTINGTAN BEACH ,
°°'°" _CLASS PECIEICATION
HUNTING
TON
y
a.
Ability to: Follow oral and written instructions promptly and accurately;
communicate effectively, both orally and in writing; evaluate employee performance;
lead a group of employees; work without close supervision; provide quality customer
service.
Education: High school graduation or equivalent.
Experience: Three years experience in street maintenance or cleaning.
Certificates/Licenses: Completion of 40-hour course in hazardous material first
response. Valid Class AM California Driver License. Must also complete PC 832 by
end of six-month probation period (48-hour course on the laws of arrest).
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
CLSLSC/Page Ref.2 2 5/25/99 4:41 PM
........... ......
.. . YY0 �CI HUNTINGTON!BEACH T
V
....... ......
N"IT'11111",
@01i HUNTINGTON BEACH
4N,
MT,r
M55-
TITLE: LEADWORKER, CONCRETE
DATE: May, 1999
DUTIES SUMMARY — Under general direction of the Crewleader, this position is
responsible for scheduling the work of the concrete finishing personnel and performing
work in this area.
DISTINGUISHING CHARACTERISTICS — This classification is distinguished from
other Leadworker classes in the emphasis on technical knowledge and skill needed in
working with concrete.
EXAMPLES OF ESSENTIAL DUTIES — Assists the Crewleader/Supervisor in the
planning and scheduling of overall work projects. Assigns work to employees in the
crew. Trains employees in work assignments and safe work practices. Complies with
department safety regulations. Deals with routine employee relations problems and
initiates disciplinary actions. Follows up on work assignments to resolve problems, and
to assure timely completion of assignments. Reviews drawings and cut sheets to
determine locations, dimensions and specifications of work to be performed. Sets up
and constructs forms for concrete. Measures and lays out work for construction of
sidewalks, curbs, gutters and other concrete structures. Works concrete surfaces to the
desired finish using trowels and skimming devices. Acts as back up in operating
equipment such as skip loaders, backhoes, front end loaders, and tractors and other
construction equipment.
The preceding duties have been provided as examples of the essential types of work
performed within this job classification. City Council/Administration reserves the right to
add, modify, change or rescind work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: Practices and procedures in working with concrete; care and
use of common construction and maintenance tools, equipment and materials;
basic computer familiarity.
Ability to: Follow oral and written instructions promptly and accurately;
communicate effectively, both orally and in writing; evaluate employee
performance; lead a group of employees; work and make decisions without close
supervision; provide quality customer service.
Education: High school graduation or equivalent.
CSOCON/Page Ref. 1 1 5/25/99 4:10 PM
NMI,
g,
:33 Ack�UNTI, GT0R BE:_ jj
...........
CLASS,zSF 1,
M.
HUNTINGTON BEACH
Experience: Three years experience in street services, including at least two
years in concrete finishing.
Certificates/Licenses: Valid Class AM California Driver License.
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
CSLDCON/Page Ref.2 2 5/25/99 4:10 PM
,
, CITI( OF°HUNTINGTON;BEACH> �d
-
ry,
LA I C S, SPECIE CATION
>" HUNTINGTON BEACH
TITLE: HAZARDOUS MATERIALS SPECIALIST
DATE: May, 1999
DUTIES SUMMARY — The fundamental reason for the existence of this classification is to
supervise the hazardous materials disclosure program and perform responsible technical,
journey-level activities in the enforcement of compliance with codes, laws, ordinances and
regulations related to hazardous materials, underground storage tanks and hazardous waste.
DISTINGUISHING CHARACTERISTICS — This position fulfills the requirements of
Proposition 65, Community Right-to-Know Act, and Chapter 6.95 of the California Health and
Safety Code. It is a journey level classification, which requires the incumbent to exercise a
significant level of independent judgment in the performance of duties, while working under
general supervision of the Fire Marshal and within framework of established procedures.
Incumbents are expected to perform a full range of duties requiring technical and functional
expertise in codes, laws and ordinances relating to hazardous material storage, removal,
emergency response and investigation.
EXAMPLES OF ESSENTIAL DUTIES — Under general supervision, ensures compliance of
the City's Hazardous Materials Disclosure (HMD) program with the Health and Safety Code and
the Uniform Fire Code; inspects businesses that have hazardous materials for compliance with
storage and reporting requirements and the Uniform Fire Code; assists individuals and
business owners in completing forms; maintains hazardous materials files; supervises
hazardous materials license and renewals; reviews and approves California Accidental Release
programs for those businesses that use acutely hazardous materials/waste, including storage,
handling, processing and use violators; reviews Business Emergency Plans; assists in
formulation and administration of the Huntington Beach Fire Department's policies and
procedures related to hazardous materials; assists the Fire Marshal in budget preparation and
expenditures for the HMD program; conducts workshops for businesses as necessary to assist
in completing forms and understanding hazardous materials laws; conducts training sessions
for firefighters for familiarization with HMD; assists the City Finance Division and the County of
Orange with invoicing; responds to and investigates hazardous chemical spills, identifies waste,
and determines probable cause; attends classes, workshops, and committee meetings regularly
to remain current on changing legislation and requirements; supervises subordinate personnel
in the HMD section; creates goals and objectives for the HMD program; prepares reports and
correspondence; performs other related duties.
The preceding duties have been provided as examples of the essential types of work performed within this
job classification. City Council/Administration at its discretion, may add, modify, change or rescind work
assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: Investigative techniques; basic chemistry concepts and interactions; California
Health and Safety Code, with an emphasis on Chapter 6.95; Uniform Fire Code and Uniform
CSLDCON.DOC/Page Ref. 1 1 5/25/99 4:42 PM
"CITY OF''HUNTINGTON''BEACH; >>3 •�� �
CnLASS=SPECIFICATION�� �
HUNTINGTON BEACH
Building Code in relation to storage, compatibility, use, building construction and related
requirements; HMD program elements; state and local requirements relating to hazardous
materials licensure; California Accidental Release Program requirements; state and local
ordinances, knowledge of emergency response procedures, notification, medical assistance,
prevention, mitigation, evacuation, training and certification; supervisory principles and
techniques; coordinate work schedules and projects; basic accounting principles; fiduciary
principles; modern computer applications and software.
Ability to: Prepare clear and concise reports detailing violations and recommendations;
conduct effective investigations; track collections; perform Process Hazard Analyses; evaluate
business operations and project potential sources of spill or release; analyze trends in program;
forecast potential revenue sources as well as future needs; establish a fee structure within the
parameters of state and local requirements; create lesson plans, manage hazardous materials
recordkeeping system; remain informed of current changes in environmental regulations;
communicate effectively verbally and in writing; work cooperatively with others; work in a dusty,
dirty environment with exposure to potentially hazardous substances, chemicals, odors and
slippery conditions; lift, carry and work in personal protective gear; walk and stand for long
periods when on site conducting inspections and investigations; provide quality customer
service.
Education: Bachelor's degree with major course work in biological, chemical, physical,
environmental or soil science; environmental health; environmental or sanitary engineering;
toxicology; industrial hygiene; or a related field. Additional qualifying experience in hazardous
materials management, regulation, analyses, or research; environmental research, monitoring,
surveillance or enforcement; or resource recovery may be substituted for the required
education on a year for year basis for up to a maximum of two years. Registration as an
Environment I Health Specialist and/or possession of a 40 hour Health and Safety Training for
Hazardous Waste Workers (OSHA) Certificate is highly desirable.
Experience: One year experience in conducting hazardous materials or hazardous waste
regulatory compliance inspections.
Certificates/Licenses:
• Must obtain a PC 832 license prior to completion of probationary period.
• Must possess and maintain a California Driver License upon time of appointment.
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
CSLDCON.DOC/Page Ref. 2 2 5/25/99 4:42 PM
Res. No. 99-43
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of
the City of Huntington Beach, and ex-officio Clerk of the City Council of said City,
do hereby certify that the whole number of members of the City Council of the City
of Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a regular meeting thereof held on the 21st day of June, 1999 by the following
vote:
AYES: Julien, Bauer, Garofalo, Green, Dettloff, Harman, Sullivan
NOES: None
ABSENT: None
ABSTAIN: None
City Clerk and ex-officio Ark of the
City Council of the City of Huntington
Beach, California
RCA ROUTING
INITIATING DEPARTMENT: Administrative Services
SUBJECT: Approve Classification Plan Amendment
COUNCIL MEETING DATE: June 21 , 1999
RCA ATTA. STATUS:
,-,-" TS
'a3ilh'r 3 v,,.Si
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (w/exhibits & legislative draft if applicable) Attached
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney) Not Applicable
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorney) Not Applicable
Certificates of Insurance (Approved by the City Attorney) Not Applicable
Financial Impact Statement (Unbudget, over $5,000) Not Applicable
Bonds (If applicable) Not Applicable
Staff Report (If applicable) Not Applicable
Commission, Board or Committee Report (If applicable) Not Applicable
Findings/Conditions for Approval and/or Denial Not Applicable
EXPLANATION'' IF0R MISSING ATTACHMENTS
3REVIEW,ED RETURNE """" ''FOR R'DED'"'
Administrative Staff ( ) ( )
Assistant City Administrator (Initial) ( ) ( )
City Administrator (Initial)
City Clerk ( )
EXPLANA °ION,,. FOR`RET,�3;,.,.,,RN OF IT,.,,,,,,,
3=3; -3vl I3
Space • Only)
RCA Author: R. Hessler
HB CITY OF HUNTINGTON BEACH
INTERDEPARTMENTAL COMMUNICATION
TO: HONORABLE MAYOR PETER GREEN AND
MEMBERS OF THE CITY COUNCIL rJ
f
FROM: GAIL HUTTON, City Attorney ( ,
DATE: June 2, 1999ZZ
SUBJECT: Agenda Item F-2; Councilman Ralph Bauer's H Item; a x>
City Council Meeting; Continued from May 17, 1999, to June 7, 1999
This memorandum is written to augment the referenced Agenda Item F-2, seeking the
approval of the classification of Assistant City Attorney for the City Attorney's Office and to
respond to the H Agenda Item suggesting a management audit of the City Attorney's Office.
The City of Huntington Beach for the last year has undergone a series of senior
management reorganizations without having to bring in consultants to iustify the
appropriateness of these changes.
A recent H-Item requests Council to consider a management audit of the City Attorney's Office
in order to justify the change which the elected City Attorney has been trying to institute for over
a year and a half, and one which is consistent with the organization of other large cities with in-
house legal counsel. Such a study would be costly and is not consistent with City management
precedents. The following partial list of significant organizational changes have taken place in
Huntington Beach over the last year without management, classification, or salary studies.
When a Department Head wanted to reorganize a department to improve efficiency and
service. No further management analysis or study has generally been required:
1. The City Administrator created the Assistant City Administrator, Director of Special
Projects, and Director of Budget and Research positions, even though a Deputy City
Administrator position already existed.
2. The Community Development Department was split into the Planning Department and
Building and Safety Department.
3. The Building and Safety Director created the Inspection Manager position, even though
several Senior Building Inspector positions already existed.
4. The Planning Director created the Principal Planner position, even though several
Senior Planner positions already existed.
5. The Community Services Director created the Deputy Director position, even though
several Superintendent positions already existed.
gh/99memo/MayorCC/AssistCA /
Mayor and City Council Memo Page 2 June 2, 1999
6. The Economic Development Director created the Housing and Redevelopment Manager
position, even though several Project Manager positions already existed.
7. The Public Works Director created the Deputy City Engineer position, even though the
City Engineer position already existed; he is also working on the creation of a Deputy
Director position, even though several Superintendent (Division Head level) positions
already exist.
8. An Assistant City Clerk position is currently being considered by the Personnel
Commission.
9. Agenda Item F-3 on the May 17, 1999, Agenda is an additional request for
reorganization of the Cultural and Event Services Division without a management study.
There are no organization problems in the City Attorney's Office. The problem necessitating
the creation of Assistant City Attorney positions is related to proper classification and
competitive compensation of City Attorney personnel with regard to their responsibilities.
OTHER NEARBY, COMPARABLE CITIES HAVE ONE OR MORE
ASSISTANT CITY ATTORNEYS; HUNTINGTON BEACH HAS HAD
NO ASSISTANT CITY ATTORNEY IN THE LAST 10 YEARS
Please see the attached salary comparison for City Attorneys and Assistant City Attorneys in
Orange, Los Angeles, and San Bernardino Counties, showing an average top compensation of
$114,210 for Assistant City Attorney in these cities. My proposal is to increase to $99,900 top
compensation for the proposed Huntington Beach Assistant City Attorney compensation.
Moving into the next century demands preparing this department for supportable job
classifications and compensation, through a modern civil service career ladder for the City
Attorney's Department consistent with similar-sized cities.
THE CITY'S PENDING CLASSIFICATION AND SALARY STUDY
Regarding the City's pending "General Salary and Classification Study" due to be released in
the fall of 1999: 1 have asked that my proposed Assistant City Attorney position be included in
that study to verify an appropriate competitive salary range for the Assistant City Attorney
position. I am now recommending $99,900 but fully expect the City's Salary and
Classification Study to justify a salary more in line with the average compensation for
Assistant City Attorneys, $114,210 as indicated in the comparison salary study for Assistant
City Attorneys which I have provided herein. The results of that study can be considered at
budget time to adjust as appropriate.
g h/99me mo/MayorCC/AssistCA
Mayor and City Council Memo Page 3 June 2, 1999
THE 1985 REVIEW OF OFFICE OF CITY ATTORNEY
JUSTIFIED CITY ATTORNEY REQUESTED CHANGES
The November 1985, 14-year-old "Review of the Office of City Attorney," long ago became
obsolete. The cost of that study was $25,000 and served to justify the City Attorney's
pending request in 1985 for two additional deputies, an investigator, a permanent full-
time receptionist, and additional computer system upgrades to keep track of legal
assignments and the multitude of cases. The Huntington Beach City Attorney's Office
subsequently became a model for computer tracking and law-office management (RLS system)
and it was the subject of a League of California Cities, City Attorney program after my requests
were implemented and the system was functioning.
HUNTINGTON BEACH CITY CHARTER
Management of the administration of the City Attorney's Office is clearly the responsibility under
the Huntington Beach Charter of the elected City Attorney. I have been reviewed by the voters
every four years for the last 21 years. My recommendation for classification change with the
attendant salary upgrade is designed to serve the best interest of the entire city of Huntington
Beach to retain qualified, high-output professional attorneys. Would the City Council authorize
a management audit of their elective offices?
THE BEST PROGRAM WILL MAKE MANAGEMENT RECOMMENDATIONS
TO ALL THE CITY DEPARTMENTS
Finally, the City Administration has initiated the City's "Best Program" to assist the entire City in
improving its operations. The City Attorney is participating in this review.
Thank you for your suggestion of a management audit of the City Attorney's Office to justify the
slight reorganization and pay increase for worthy individuals within the office of the City
Attorney. I will take this, along with other suggestions you have, under advisement.
"__� /�&
GAIL HUTTON
City Attorney
GH/ab
Attachments: 1. 1999 Compensation Comparison of City Attorneys and Assistant City Attorneys
2. 1999 Compensation Chart for City Attorney and Assist. City Attorneys for Santa Ana
3. 1999 Compensation Chart for City Attorney, Assist. City Attorneys, and Deputies
for Anaheim
cc: Ray Silver, City Administrator
Melanie Fallon, Assistant City Administrator
g h/99me mo/MayorCC/Ass istCA
City of Huntington Beach
1999 Compensation Comparison of City Attorneys and
Assistant City Attorneys
(excluding benefits, PERS, car allowance, etc.)
City C.A.'s Salary Asst. C.A.'s Salary % DIFFERENCE
City of Santa Ana $140,484 $114,900 22.27%
population 307,000
City of Newport Beach $131,772 $103,776 26.98%
population 70,000
City of Orange $125,796 $97,068 29.60%
population 120,000
City of Costa Mesa $140,712 $111,864 25.79%
population 105,000
City of Anaheim $145,392 $113,919 27.63%
population 300,000
City of Torrance $157,934 $122,970 28.43%
population 130,000
City of Inglewood $127,944 $121,728 5.11%
population 118,000
City of Long Beach $172,585 $139,553
population 430,000 23.67%
City of San Bernardino $129,732 $102,108 27.05%
population 181,000
Average $141,372 Average $114,210 26.60%
City of Huntington Beach $116,000 Proposed Salary$99,900 15% per Wm.
population 200,000 Osness H.B.
Personnel Director
Our City Attorney makes $25,372 less than the average
THE CITY OF HUNTINGTON BEACH HAS NO CURRENT
ASSISTANT CITY ATTORNEY CLASSIFICATION
�'7/
�(,u�irreI �
CPR
CITY OF HUNTINGTON BEACH -.(ceg;rr%f1�
MEETING DATE: May 17, 1999 DEPARTMENT ID NUMBER: A99-07
Council/Agency Meeting Held: S--i-7-99
Deferred/Continued/
aefferred/Continued to:
® Approve o ditionafly Approve ❑ Denied
fpvi� It Clerk's Signature
fI a
CoQDuncil Meeting Date: May 17, 1999 !1!Vb
Department ID Number: CA99-07
SEA 46F409 , Irrm N-3 �/7 9 q
noAcv ra blge-r -Me. e-,�y 8ITY OF HUNTINGTON BEACH
gdrn„v,afr� r return to
'aunB%/ wlir oa REQUEST FOR COUNCIL ACTION =
l66FS77a✓S, 19S 7a bbu) 70 / Pefto .ram C
dirN An/ "fir of A44 4F-0At7Xne4 �' CocvAei�- uJNfYr DEPRieT/yJtnrs h'N✓C Af-C l/fJ4V,7r,0- Z
Ao OF me Arno (S)tWr4e , ltl 7!/ Z= '
)✓ems SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
SUBMITTED BY: dIL HUTTON, City Attorney
PREPARED BY: GAIL HUTTON, City Attorney
SUBJECT: Approve Reorganization of Office of City Attorney -�
Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s)
Statement of Issue: Whether the City should reallocate two existing Deputy City Attorney
III positions to two Assistant City Attorney positions (promotional)' and provide for
compensation adjustment.
Funding Source: No funds are being requested at this time. Funds existing in the City
Attorney temporary salaries account no. E-AA-AT-130-1-20-00 are sufficient to cover the
remainder of the 1998/99 fiscal year. Additional permanent salary funding will be requested
in the 1999/2000 General Fund budget.
Recommended Action:
1. Reallocate two Deputy City Attorney III positions (salary range 557) to two Assistant City
Att rneys (sal ry r e 577) positions with appropnat compensation adjustment.
f}c/o/0 4 3 (Sau.er, tea rrr�a r�,�J��/,��r� Nv)
2. Approve Resolution No. 99- 36 a Resolution of the City Council of the City of
Huntington Beach to amend the City's Classification Plan by adding the new classification
of Assistant City AttorneyC%64vup-el
Al",ew Vc:�a J/-3 NRrmd-}� //��u r� /1/0
Alternative Action(s): Not allocate two Deputy III City Attorney positions (R-557) to two
Assistant City Attorney positions (R-577).
RECLASS -2- 05/11/99 12:24 PM
kEQUEST FOR COUNCIL ACTION
MEETING DATE: May 17, 1999 DEPARTMENT ID NUMBER: CA99-07
Analysis: I wish to reorganize the City Attorney's Office by creating two, Assistant City
Attorney positions entitled "Assistant City Attorney," for the City Attorney's Office. Ten years
ago the Assistant City Attorney position was deleted from the classification system for. the
City. Since that time, the City Attorney has had no formal second-line supervisory
assistants. . All other department heads of the City have such classified and appropriately
,compensated supervisory assistants except the City Attorney's Office. All City Attorney's
Offices in Orange County with in-house counsel also have one or more Assistant City
Attorneys. Anaheim and Santa Ana have two assistants; and these two cities are the model
for this reorganization plan.
Over the last ten years, during my absences from City Hall for vacation, sick leave and
administrative leave, there have been no designated, classified, appropriately compensated
second-line supervisors for this department. Different Deputy III's have been designated by
me in my absence, on a rotation basis, creating confusion, a lack of consistency, and
temporary supervisory work beyond their classification description.
The City Attorney's Office reviews much of the City's business and, by charter, must prepare
and review all contracts, leases, ordinances, and resolutions for City Council agendas; many
highly sensitive matters can-only be approved by the City Attorney. This causes time delays
and bottlenecks. I,n addition, the City Attorney handles and supervises a total of 143 court
cases, further exacerbating the potential bottleneck for the City's business, since we have
both court- and City-imposed deadlines. The courts often preempt the municipal functions.
Under the reorganization plan, the Assistant City Attorneys would be properly classified and
compensated as alternating "Seconds" in supervising the office in my absence and, in
addition, have their particular areas of responsibility. One Assistant City Attorney will have
responsibility for "transactions" by subject matter, department, and special projects; the other
Assistant City Attorney will have primary responsibility for "litigation," with the full
components of City litigation and outside counsel follow-up and occasional special projects.
See Table of Organization with Litigation Components (Attachment 1).
The total cost impact to the City Attorney's office to provide two Assistant City Attorney
positions for the balance of the 1998/99 fiscal year is estimated to be $4,800. The City
Attorney's temporary salary account contains funds sufficient to cover the remainder of fiscal _
year 98/99. The total salary increase for the two classifications for each fiscal year hereafter
will be subject to budgetary review and is estimated to be an additional $22,000 per year
starting with the 1999/2000 fiscal year.
The Personnel Commission initially approved the Assistant City Attorney classification
(Attacment 3) at their March 17, 1999, meeting by a vote of 6 — 0 (Aldridge abstaining). At
the request of one of the Commissioners, the matter was put back on the agenda for the
April 21, 1999, meeting. The result of the new vote was 5 — 1 in favor (Aldridge — opposing).
A letter from Commissioner Aldridge is attached in which he expressed his concerns.
(Attachment 4).
RECLASS -3- 05/11/99 4:51 PM
REQUEST FOR COUNCIL ACTIN
MEETING DATE: May 17, 1999 DEPARTMENT ID NUMBER: CA99-07
The City Attorney has requested that a new classification of Assistant City Attorney be
created to be responsible for acting in the absence of the City Attorney and for supervision of
other Deputy Attorneys within the City Attorney's office. Currently, there are four Deputy
Attorney III positions (Range 557) and three Deputy Attorney II positions (Salary Range 530).
The Deputy City Attorney. III Classification is not a supervisory classification, but provides
journey-level professional legal services to the City under the supervision of the City
Attorney. As proposed, the new classification will provide the same level of legal counsel as
the Deputy City Attorney, in that they would also handle a caseload. They would also have
functional areas of supervisory responsibility and be responsible for office representation and
management in the absence of the City Attorney.
Their positions would be represented by the Management Employees' Association (M.E.O.).
The proposed salary range is 577 ($6,721 - $8,325) which is ten percent (10%) above the
Deputy City Attorney III and fifteen percent (15%) below that of the City Attorney.
I am bringing this to you at this time because I am concerned that if we do not act promptly,
we may lose a Deputy City Attorney III to another agency. For example, the City of Costa
Mesa was recruiting for an Assistant City Attorney. The salary offered for that position was
$112,000 per year plus benefits. The two current comparable Santa Ana Assistant City
Attorneys' salaries range up to $114,900, plus benefits. The two comparable City of
Anaheim Assistant City Attorneys' salaries range up to $113,919, plus benefits. Huntington
Beach pays Deputy III's E-step $90,396 per year plus benefits. The proposed Huntington
Beach Assistant City Attorney at top step will pay a maximum salary of $99,900 per year. I
fear Huntington Beach might lose a highly trained and qualified Deputy III seeking more
money and a career advancing position to such a neighboring city if we do not act quickly.
Please approve the recommendation.
Environmental Status: N/A
Attachment(s):
City Clerk's
Page Number No. Description
1. Resolution
2. Proposed Division of Responsibility Huntington Beach City Attorney's
office 2/26/99.
3. Classification Specification for Assistant City Attorney
4. 1 Letter from Commissioner Aldridge
RCA Author: Hutton/Osness
RECLASS -4- 05/12/99 3:12 PM
ATTACHMENT # 1
RESOLUTION NO. 99-36
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
TO AMEND THE CITY CLASSIFICATION PLAN BY ADDING ONE NEW
CLASSIFICATION ENTITLED ASSISTANT CITY ATTORNEY
WHEREAS, the Personnel Commission of the City of Huntington Beach
conducted a duly noticed public hearing at its meeting of March 17, 1999, pursuant to
the provisions of Personnel Rule 12-4, and at the conclusion of that public hearing,
recommended to the City Council that the classification Assistant City Attorney be
added; and
The Class Specifications for Assistant City Attorney is attached as Exhibit A;
NOW, THEREFORE, the City Council of the City of Huntington Beach does
hereby resolve as follows:
Section 1. The City Classification Plan is hereby amended by adding the
classification reflected herein below:
New Classification
ASSISTANT CITY ATTORNEY
Section 2. All other provisions of the Classification Plan shall remain the
same.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at
a regular meeting thereof held on the 7tn day of June 91999
K�Qz:� 4 a
Mayor
ATTEST: APP OVED AS TO FORM:
e��!�f�--
City Clerk ity Attorney
REVIEWED AND APPROVED: INITIATED AND APPROVED:
City Adfiffiinistrator City Attorney
SF/s:Resolution:Asstatty
5/12/99
Res. No. 99-36
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCK`VAY, the duly elected, qualified City Clerk of
the City of Huntington Beach, and ex-officio Clerk of the City Council of said City,
do hereby certify that the whole number of members of the City Council of the City
of Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a regular meeting thereof held on the 7th day of June, 1999 by the following vote:
AYES: Julien, Bauer, Garofalo, Green, Dettloff
NOES: Bauer, Harman, Sullivan
ABSENT: None
ABSTAIN: None
City Clerk and ex-officio F.Wrk of the
City Council of the City of Huntington
Beach, California
EXHIBIT A
SANTA ANA CITY ATTORNEY
Population 307,000
Salary
$114,900 - $140,484
Chief Asst. City Attorney
(Ben Kaufman)
$81,324 - $114,900
Senior Assistant
$77,412 - $109,356
IF
Asst. City Atty. Asst. City Atty. Asst. City Atty. Asst. City Atty. Asst. City Atty.
(Chris Norman) (Gary Sheetz) (Lisa Stork) (Tamara (Tim Holford —
Trodden) Police Legal
Advisor & Atty.)
IF
[tf ity Attorney Deputy City Attorney
CITY OF SANTA ANA
10 Lawyers Total
March 5, 1999
Source: Ben Kaufman, Asst. City Atty.
City of Santa Ana
City Attorney's Office
N.B. The Santa Ana City Attorney's Office is requesting two additional deputies in 1999-2000 budget.
The proposal is recommended by City Manager, and will go to the Santa Ana City Council June 7,
1999.
GOALS:
1. Bring in more tort cases in-house - 1 Deputy.
2. Second Deputy, a code enforcement prosecutor.
1999 COMPENSATION CHART FOR ANAHEIM CITY ATTORNEY'S OFFICE
21 LAWYERS TOTAL
ADMINISTRATION
(1)CITY ATTORNEY
$97,010-$133,388
PROSECUTION SECTION ADMINISTRATION
CIVIL SECTION
(1)SR.ASST.CITY ATTY. (1)LAW OFFICE MANAGER
$82,851 -$113,919 (I)PARALEGAL
(1)SR. ASST. CITY ATTY. (1)ADMIN. ASSISTANT
(1)ASST.CITY ATTY. (3)LITIGATION SUPPORT
$71,560-$98,408 SPECIALISTS
$82,851 -$113,919 (2)LEGAL SECRETARIES
(7)DPTY. CITY ATTYS. (2)SR.CLERKS
$64,916-$89,260 (1)OFFICE SPECIALIST II
SPECIAL COUNSEL LAND USE COUNSEL
GENERAL COUNSEL
(1)ASST.CITY ATTY.- (1)ASST.CITY ATTY.
UTILITIES (1)ASST.CITY ATTY. $71,560-$98,408
$71,560-$98,408 $71,560-$98,408
(2)DPTY.CITY ATTY.II
(1)ASST.CITY ATTY. (4)DPTY. CITY ATTYS. $64,916-$89,260
REDEVELOPMENT $64,916-$89,260
$71,560-$98,408
CITY OF HUNTINGTON BEACH .- A� {tq
CLASS SPECIFICATION
HUNTINGTON BEACH
TITLE: ASSISTANT CITY ATTORNEY
DATE: MARCH 1999
DUTIES SUMMARY -- Under general direction of the City Attorney, directs, supervises
and coordinates the legal work within a functional area in the office of the City Attorney.
Performs the more complex and difficult civil, legal and trial work; and prosecutes
violations of City laws.
DISTINGUISHING CHARACTERISTICS -- This is the top journey level class in the
Deputy City Attorney series. This class level is distinguished from the Deputy City
Attorney III level by the responsibility for functional supervision of Deputy Attorneys.
Assigns, directs, coordinates, and reviews the work of professional staff.
EXAMPLES OF ESSENTIAL DUTIES -- Advises City officers and employees on legal
questions; answers legal questions of citizens concerning City business; attends
meetings of boards and commissions as requested to render legal counsel; drafts
ordinances, resolutions, contracts, :leases, conveyances and other legal documents;
interprets and applies statues, ordinances, court decisions and legal opinions in the
preparation of opinions and trial briefs; makes decisions concerning the advisability to
prosecute, compromise, or dismiss civil litigation or criminal violations; conducts
condemnations, trials, damage or other civil suits in all State and Federal courts,
including appellate work; performs a wide variety of legal research and prepares briefs;
interviews witnesses, prepares formal complaints and prosecutes violations of City
Charter and ordinances; prepares pleadings and other documents in connection with
law suits, trials and hearings; as assigned, performs duties in the absence of the City
Attorney; performs other related duties.
The preceding duties have been provided as examples of the essential types of work
performed by positions within this job classification. Management reserves the right to
add, modify, change or rescind work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: Highly complex legal principles and practices, including civil,
criminal, constitutional, and administrative law and procedures; methods of legal
research; tort law litigation; judicial procedures and rules of evidence; statues
and court decisions relating to at least five or more of the following areas of law;
civil rights, public labor, planning and zoning, public works, water, Brown Act,
conflict of interest, public finance, redevelopment, ordinances, statutes and court
CLASSSPEC-Chief DepCity Attrny 1 4/29/99 10:51 AM
CITY OF HUNTINGTON BEACH �d� Q
CLASS.SPECIFICATION
HUNTINGTON BEACH
decisions relating to municipal corporations; organization and operating
procedures of a City Attorney's Office.
Ability to: Represent the City in a wide variety of judicial and administrative
proceedings; analyze a wide variety of complex legal issues; conduct complex
research on legal problems and prepare sound legal opinions; communicate
clearly and concisely, both orally and in writing; analyze and prepare a wide
variety of legal documents; prepare and present cases; perform legal work
requiring the use of independent judgment; work independently in the absence of
supervision; perform the most difficult and complex legal staff assistance duties.
Education: Juris Doctorate from an accredited law school, preferably ABA
accredited.
Experience: Five years of responsible professional legal experience preferably
in municipal law.
Other: Membership in the State Bar of California. Valid California driver license.
PHYSICAL - TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
CLASSSPEC-Chief DepCity Attrny 2 4/29/99 10:51 AM
ATTACHMENT #2
PROPOSED DIVISION OF RESPONSIBILITY
HUNTINGTON BEACH CITY ATTORNEYS OFFICE
2/26199
CITY ATTORNEY
ASST. CITY ATTY
ASST. CITY ATTY TRANSACTIONS —� Deputy
Deputy LITIGATION III
II & DEPTS.
& Special Projects
1
Deputy LITIGATION * Deputy
III (Includes all of the attached Planning II
& Building
types of litigation)
Deputy
II
Public Works
Administrative Services
Purchasing/Personnel
1
City Clerk Eminent Domain
& Inverse
Condemnation
Treasurer
Code Enforcement
1
Fire
Economic
Development
(Special Projects)
Library
Police
Community
Services
PROPOSED CITY ATTORNEY'S OFFICE "
THE LITIGATION DIVISION
The following matters would be placed under the Litigation Division,regardless of subject
matter or affected City department:
1. Federal court lawsuits where the City is either a plaintiff or a defendant.
2. Federal court appeals.
3. Responses to EEOC complaints.
4. State court lawsuits (e.g., tort defense, employment discrimination, eminent
domain, inverse condemnation, mandamus, land use, stop notices, civil rights,
municipal taxation, etc.)where the City is either a plaintiff or a defendant.
5. State court appeals.
6. Responses to FEHC complaints.
7. Unemployment insurance appeals.
8. All MOU grievances and grievance hearings.
9. Workers' compensation matters (either direct handling or follow-up liaison with
City staff).
10. Personnel Board appeals.
11. All administrative hearing matters (e.g., appeals from police chief permit
application denials, etc.).
12. Disability retirement appeals.
13. Municipal code prosecutions (including preparation of inspection warrants).
14. Municipal billings and collections (both prelitigation and litigation).
15. Subpoenas and process server assistance.
16. Coordination and supervision of all litigation handled by outside counsel.
•
PROPOSED CITY ATTORNEY'S OFFICE
THE TRANSACTIONS DIVISION
The following matters would be placed under the Transactions Division, regardless of
subject matter or affected City department:
1. Preparation of all ordinances.
2. Preparation of all resolutions.
3. Preparation of all contacts.
4. Review of contracts prepared by other City departments.
5. Preparation of all legal opinions and memorandums.
6. Staffing all City boards and commissions (e.g., the Planning Commission,
etc.)
ATTACHMENT #3
CITY OF HUNTINGTON BEACH ��a4
CLASS SPECIFICATION
HUNTINGTON BEACH
TITLE: ASSISTANT CITY ATTORNEY
DATE: MARCH 1999
DUTIES SUMMARY -- Under general direction of the City Attorney, directs, supervises
and coordinates the legal work within a functional area in the office of the City Attorney.
Performs the more complex and difficult civil, legal and trial work; and prosecutes
violations of City laws.
DISTINGUISHING CHARACTERISTICS -- This is the top journey level class in the
Deputy City Attorney series. This class level is distinguished from the Deputy City
Attorney III level by the responsibility for functional supervision of Deputy Attorneys.
Assigns, directs, coordinates, and reviews the work of professional staff.
EXAMPLES OF ESSENTIAL DUTIES -- Advises City officers and employees on legal
questions; answers legal questions of citizens concerning City business; attends
meetings of boards and commissions as requested to render legal counsel; drafts
ordinances, resolutions, contracts, leases, conveyances and other legal documents;
interprets and applies statues, ordinances, court decisions and legal opinions in the
preparation ,of opinions and trial briefs; makes decisions concerning the advisability to
prosecute, compromise, or dismiss civil litigation or criminal violations; conducts
condemnations, trials, damage or other civil suits in all State and Federal courts,
including appellate work; performs a wide variety of legal research and prepares briefs;
interviews witnesses, prepares formal complaints and prosecutes violations of City
Charter and ordinances; prepares pleadings and other documents in connection with
law suits, trials and hearings; as assigned, performs duties in the absence of the City
Attorney, performs other related duties.
The preceding duties have been provided as examples of the essential types of work
performed by positions within this job classification. Management reserves the right to
add, modify, change or rescind work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: Highly complex legal principles and practices, including civil,
criminal, constitutional, and administrative law and procedures; methods of legal
research; tort law litigation; judicial procedures and rules of evidence; statues
and court decisions relating to at least five or more of the following areas of law;
civil rights, public labor, planning and zoning, public works, water, Brown Act,
conflict of interest, public finance, redevelopment, ordinances, statutes and court
CLASSSPEC-Chief DepCity Attrny 1 4/29/99 10:51 AM
CITY OF HUNTINGTON BEACH.'. : d
CLASS SPECIFICATION L. J
_ HUNTINGTON BEACH
decisions relating to municipal corporations; organization and operating
procedures of a City Attorney's Office.
Ability to: Represent the City in a wide variety of judicial and administrative
proceedings; analyze a wide variety of complex legal issues; conduct complex
research on legal problems and prepare sound legal opinions; communicate
clearly and concisely, both orally and in writing; analyze and prepare a wide
variety of legal documents; prepare and present cases; perform legal work
requiring the use"of independent judgment; work independently in the absence of
supervision; perform the most difficult and complex legal staff assistance duties.
Education: Juris Doctorate from an accredited law school, preferably ABA
accredited.
Experience: Five years of responsible professional legal experience preferably
in municipal law.
Other: Membership in the State Bar of California. Valid California driver license.
PHYSICAL , TASKS AND ENVIRONMENTAL CONDITIONS -- See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
CLASSSPEC-Chief DepCity Attrny 2 4/29/99 10:51 AM
ATTACHMENT #4
CITY ATTORNEY'S REQUEST FOR NEW CLASSIFICATION
On March 17, the Personnel Commission voted 6-0 to approve the City Attorney's
request to install a new classification, Assistant City Attorney. I abstained from voting at that
time because I was not persuaded by the presentations and documentation in support of the
request. Upon further consideration, I have requested that the matter be placed on the
agenda for the next Personnel Commission meeting, April 21, 1999.
City Attorney Gail Hutton has called me at home to discuss my opinion in this matter,
and offered to send me some additional information which I have since received by way of
the city personnel department My comments are based on this data as well as the
presentations made previously before the Personnel Commission at our last meeting.
Furthermore, I have requested that my comments here accompany the Commission's
decision which will be forwarded to the City Council.
1. The reference that the City Attorney "...supervises fourteen (14) permanent employees..."
implies a direct reporting relationship, a face-to-face, job assignment condition which
probably does not occur in actuality. More likely, it is the Law Office Manager or the
attorneys themselves who provide direction over the clerical staff.
2. Current management practice in industry is to reduce, not expand, the levels of
supervision. More efficient job performance follows with shorter lines of communication, not
longer ones.
3. Justification based on comparisons with other civic entities on the basis of job titles does
not address the salient question of comparative job duties.
4. Similarly, the fact that there may be assistant levels in other city organizations performing
entirely different functions should not be dispositive in this request for a new classification.
5. By definition, a deputy is " a person appointed as a substitute with power to act; a second-
in-command ... who usually takes charge when his superior is absent." The City Attorney
has stated " ... during my absences from City Hall for vacation, sick leave and administrative
leave, there have been no designated, classified, second-line supervisors for this
department. " The City Attorney has seven attorneys classified as "Deputies." It is common
practice in business to designate a deputy to act in the absence of the supervisor. Rotating
them in fact can provide valuable job enhancement opportunities.
6. The existing span of control encompassing seven Deputy Attorneys is not unreasonable
under current management practices. Restructuring to provide a "supervisor' over three
other attorneys in one instance, and over only two others in the second, is not consistent with
sound management practices.
7. a. The proposed salary range (577) for the Assistant City Attorney is the same as for the
Police Captain. Are their responsibilities comparable?
b. At present, there is a 9% differential between the City Attorney and the Deputy III
Classifications. The proposal would result in a 5.2 % differential between the City Attorney
and the Assistant City Attorney. What adjustments would be requested here?
8. It is hoped the promotion and the salary advancement will retain an attorney who could
leave for another city. However, they do not ensure he will stay with Huntington Beach. It is
my understanding this attorney has only been with the city for two years; retention until a
better offer comes along may only be temporary.
9. The City Attorney has provided a listing of the areas of responsibilities of members of her
staff. While the listing of activities may be extensive, the critical information not disclosed is
how often, or how much time, is expended on them.
Recommendations.
It is my recommendation that the requested reclassifications not be implemented. I do
not feel a supportable case has been presented based on the information provided, as well
as a professional career which encompassed (a) job evaluations, wage surveys. and
organizational restructuring of administrative, executive and professional employees; and
(b), as a corporate human resources legal liaison working with both in-house counsel and
outside legal firms under contract.
Respectfully submitted,
ames A. Aldridge, Commissioner
Huntington Beach Personnel Commission
R A ROUTING
C
INITIATING DEPARTMENT: City Attorney
SUBJECT: Approve Reorganization of Office of City Attorney
COUNCIL MEETING DATE: May 17, 1999
RCA ATTACHMENTS STATUS
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (w/exhibits & legislative draft if applicable Not Applicable
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney) Not Applicable
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorne Not Applicable
Certificates of Insurance (Approved by the City Attorney) Not Applicable
Financial Impact Statement (Unbudget, over $5,000) Not Applicable
Bonds If applicable) Not Applicable
Staff Report If applicable) Attached
Commission, Board or Committee Report If applicable)- Not Applicable
Find in s/Conditions for Approval and/or Denial Not Applicable
EXPLANATION FOR MISSING ATTACHMENTS
REVIEWED RETURNED . FOR ED
Administrative Staff
Assistant City Administrator Initial
City Administrator Initial
City Clerk
EXPLANATION FOR RETURN DFITEW
SpaceOnly)
RCA Author:
t
i
RECEIVED FROM
AND MADE A PART OF THEIRECOAD AT THE
COUNCIL MEETING OF-
OFFICE OF THE CITY CLERK
HB CITY OF HUNTINGTON BEACH ;;OvNIE BROCKWAY,CITY CLERK
INTERDEPARTMENTAL COMMUNICATION
TO: HONORABLE MAYOR PETER GREEN AND
MEMBERS OF THE CITY COUNCIL
FROM: GAIL HUTTON, City Attorney
DATE: May 17, 1999
SUBJECT: Agenda Item F-2; Councilman Ralph Bauer's H Item;
City Council Meeting May 17, 1999
This memorandum is written to augment the referenced Agenda Item F-2, seeking the
approval of the classification of Assistant City Attorney for the City Attorney's Office and to
respond to the H Agenda Item suggesting a management audit of the City Attorney's Office.
The City of Huntington Beach for the last year has undergone a series of senior
management reorganizations without having to bring in consultants to justify the
appropriateness of these changes.
A recent H-Item requests Council to consider a management audit of the City Attorney's Office
in order to justify the change which the elected City Attorney has been trying to institute for over
a year and a half, and one which is consistent with the organization of other large cities with in-
house legal counsel. Such a study would be costly and is not consistent with City management
precedents. The following partial list of significant organizational changes have taken place in
Huntington Beach over the last year without management, classification, or salary studies.
When a Department Head wanted to reorganize a department to improve efficiency and
service, No further management analysis or study has generally been required:
1. The City Administrator created the Assistant City Administrator, Director of Special
Projects, and Director of Budget and Research positions, even though a Deputy City
Administrator position already existed.
2. The Community Development Department was split into the Planning Department and
Building and Safety Department.
3. The Building and Safety Director created the Inspection Manager position, even though
several Senior Building Inspector positions already existed.
4. The Planning Director created the Principal Planner position, even though several
Senior Planner positions already existed.
5. The Community Services Director created the Deputy Director position, even though
several Superintendent positions already existed.
gh/99memo/MayorCC/AssistCA
• r
Mayor and City Council Memo Page 2 May 17, 1999
6. The Economic Development Director created the Housing and Redevelopment Manager
position, even though several Project Manager positions already existed.
7. The Public Works Director created the Deputy City Engineer position, even though the
City Engineer position already existed; he is also working on the creation of a Deputy
Director position, even though several Superintendent (Division Head level) positions
already exist.
8. An Assistant City Clerk position is currently being considered by the Personnel
Commission.
9. Agenda Item F-3 on the May 17, 1999, Agenda is an additional request for
reorganization of the Cultural and Event Services Division without a management study.
There are no organization problems in the City Attorney's Office. The problem necessitating
the creation of Assistant City Attorney positions is related to proper classification and
competitive compensation of City Attorney personnel with regard to their responsibilities.
OTHER NEARBY, COMPARABLE CITIES HAVE ONE OR MORE
ASSISTANT CITY ATTORNEYS; HUNTINGTON BEACH HAS HAD
NO ASSISTANT CITY ATTORNEY IN THE LAST 10 YEARS
Please see the attached salary comparison for City Attorneys and Assistant City Attorneys in
Orange, Los Angeles, and San Bernardino Counties, showing an average top compensation of
$114,210 for Assistant City Attorney in these cities. My proposal is to increase to $99,900 top
compensation for the proposed Huntington Beach Assistant City Attorney compensation.
Moving into the next century demands preparing this department for supportable job
classifications and compensation, through a modern civil service career ladder for the City
Attorney's Department consistent with similar-sized cities.
THE CITY'S PENDING CLASSIFICATION AND SALARY STUDY
Regarding the City's pending "General Salary and Classification Study" due to be released in
the fall of 1999: 1 have asked that my proposed Assistant City Attorney position be included in
that study to verify an appropriate competitive salary range for the Assistant City Attorney
position. I am now recommending $99,900 but fully expect the City's Salary and
Classification Study to justify a salary more in line with the average compensation for
Assistant City Attorneys, $114,210 as indicated in the comparison salary study for Assistant
City Attorneys which I have provided herein. The results of that study can be considered at
budget time to adjust as appropriate.
gh/99memo/MayorCC/AssistCA
. L
Mayor and City Council Memo Page 3 May 17, 1999
THE 1985 REVIEW OF OFFICE OF CITY ATTORNEY
JUSTIFIED CITY ATTORNEY REQUESTED CHANGES
The November 1985, 14-year-old "Review of the Office of City Attorney," long ago became
obsolete. The cost of that study was $25,000 and served to iustify the City Attorney's
pending request in 1985 for two additional deputies, an investigator, a permanent full-
time receptionist, and additional computer system upgrades to keep track of legal
assignments and the multitude of cases. The Huntington Beach City Attorney's Office
subsequently became a model for computer tracking and law-office management (RLS system)
and it was the subject of a League of California Cities, City Attorney program after my requests
were implemented and the system was functioning.
HUNTINGTON BEACH CITY CHARTER
Management of the administration of the City Attorney's Office is clearly the responsibility under
the Huntington Beach Charter of the elected City Attorney. I have been reviewed by the voters
every four years for the last 21 years. My recommendation for classification change with the
attendant salary upgrade is designed to serve the best interest of the entire city of Huntington
Beach to retain qualified, high-output professional attorneys. Would the City Council.authorize
a management audit of their elective offices?
THE BEST PROGRAM WILL MAKE MANAGEMENT RECOMMENDATIONS
TO ALL THE CITY DEPARTMENTS
Finally, the City Administration has initiated the City's "Best Program" to assist the entire City in
improving its operations. The City Attorney is participating in this review.
Thank you for your suggestion of a management audit of the City Attorney's Office to justify the
slight reorganization and pay increase for worthy individuals within the office of the City
Attorney. I will take this, along with other suggestions you have, under advisement.
GAIL HUTTON
City Attorney
GH/ab
Attachment: 1999 Compensation Comparison of City Attorneys
and Assistant City Attorneys
cc: Ray Silver, City Administrator
Melanie Fallon, Assistant City Administrator
g h/99memo/MayorCC/AssistCA
�f 0
A
City of Huntington Beach
1999 Compensation Comparison of City Attorneys and
Assistant City Attorneys
(excluding benefits, PERS, car allowance, etc.)
City C.A.'s Salary Asst. C.A.'s Salary % DIFFERENCE
City of Santa Ana $140,484 $114,900 22.27%
population 307,000
City of Newport Beach $131,772 $103,776 26.98%
population 70,000
City of Orange $125,796 $97,068 29.60%
population 120,000
City of Costa Mesa $140,712 $111,864 25.79%
population 105,000
City of Anaheim $145,392 $113,919 27.63%
population 300,000
City of Torrance $157,934 $122,970 28.43%
population 130,000
City of Inglewood $127,944 $121,728 5.11%
population 118,000
City of Long Beach $172,585 $139,553
population 430,000 23.67%
City of San Bernardino $129,732 $102,108 27.05%
population 181,000
Average $141,372 Average $114,210 26.60%
City of Huntington Beach $116,000 Proposed Salary$99,900 15% per Wm.
population 200,000 Osness H.B.
Personnel Director
Our City Attorney makes $25,372 less than the average
THE CITY OF HUNTINGTON BEACH HAS NO CURRENT
ASSISTANT CITY ATTORNEY CLASSIFICATION
C#/7
-CITY OF HUNTINGTON BEAL.ri 0
MEETING DATE: February 16, 1999 DEPARTMENT ID NUMBER: AS 99-004
Council/Agency Meeting Held: ,t- i�-9 9 ���•/ D
Deferred/Continued to: � �
CrApproved ❑ Conditionally Approved ❑ Denied _
_p City Clerk's Signature
Council Meeting Date: February 16, 1999 Department ID Number: AS 99-004
CITY OF HUNTINGTON BEACH
REQUEST FOR ACTION e5• °
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS = =�
SUBMITTED BY: RAY SILVER, CITY ADMINISTRATOR
-0 -,~
PREPARED BY: JOHN REEKSTIN, DIRECTOR OF ADMINISTRATIVE SER\PCE,''' -,<
n��"'n
n
SUBJECT: APPROVE CLASSIFICATION PLAN ADMENDMENT ) �n
jEatem:e:nt:o:f Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s)
Statement of Issue: Amend Classification Plan.
Funding Source: FY 1998/99 Budget
Recommended Action: Approve Resolution No. �, a Resolution of the City
Council of the city of Huntington Beach to amend the City's Classification Plan by deleting
one (1) classification and adding two (2) new classifications as follows:
Deletion: Housing Finance Specialist
Additions: Principal Planner
Director of Research and Organizational Development
Alternative Action(s): Make no changes to the City's Classification Plan.
Analysis:
Housing Finance Specialist: The classification is proposed for deletion because of recent
restaffing arrangements and the position becoming vacant last month in the Economic
Development Department. A study of this position resulted in the reallocation of the position
to a Department Analyst Senior. This position, under the new title, would assume the role of
Community Development Block Grant Coordinator, as well as perform general analytical
Lc q
RCA-Class:Add Prin Planner& -2- 02/09/99 7:50 AM
REQUEST FOR ACTION
MEETING DATE: February 16, 1999 DEPARTMENT ID NUMBER: AS 99-004
duties within the department, including monitoring of contract services, the departmental
budget, and other financial responsibilities.
At its meeting of January 20, 1999, the Personnel Commission approved the following two
new classifications.
1.) Principal Planner. The classification is proposed as part of the reorganization of the
Department of Community Development, which was divided into two separate departments,
Planning and Building and Safety. The position of Director of Community Development was
eliminated and the incumbent division heads were appointed as department heads. The new
Director of Planning is now responsible for policy liaison responsibilities previously performed
by the Director of Community Development. To assure that there is direction and supervision
of day to day operations, the position of Principal Planner is recommended. This position will
be represented by the Management Employees' Organization (M.E.O.). The proposed salary
range is 523 ($5,132 to $6,358 per month).
2.) Director of Research and Organizational Development: This position was contained in the
FY 1999-2000 budget as the Director of Budget and Research in the City Administrator's
office. The classification is proposed to serve as an internal consultant with line
management to increase efficiency and organizational productivity. It will also provide for
effective research support for the City Council and City Administrator. Included in the
responsibilities are other essential change initiatives, such as research, process-
mapping/improvement, quality customer services training and managed competition. The
position will be a non-represented employee and shall be hired as an "at will", contract
department head reporting directly to the City Administrator. The proposed salary range is
564 ($6,295 to $7,800 per month). This is less than the range provided for in the approved
budget.
Environmental Status: Not Applicable
Attachment(s):
City Clerk's
Page Number • .
1. Resolution
2. Classification Specifications for New Classifications:
Principal Planner
Director of Research and Organizational Development
RCA Author: V.Berg
RCA-Class: Add Prin Planner& -3- 02/09/99 7:50 AM
,a
•S•;:r
low
Mom
<\V.
RESOLUTION NO. 99-10
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
TO AMEND THE CITY CLASSIFICATION PLAN BY ADDING TWO NEW
CLASSIFICATIONS ENTITLED PRINCIPAL PLANNER
AND DIRECTOR OF RESEARCH & ORGANIZATIONAL DEVELOPMENT
AND
DELETING THE CLASSIFICATION OF HOUSING FINANCE SPECIALIST
WHEREAS, the Personnel Commission of the City of Huntington Beach conducted a
duly noticed public hearing at its meeting of January 20, 1999, pursuant to the provisions of
Personnel Rule 12-4, and at the conclusion of that public hearing, recommended to the City
Council that the classifications of Principal Planner and Director of Research & Organizational
Development be added and the classification of Housing Finance Specialist be deleted; and
The Class Specifications for Principal Planner and Director of Research & Organizational
Development are attached as Exhibit A;
NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby
resolve as follows:
Section 1. The City Classification Plan is hereby amended by adding the
classifications reflected herein below:
New Classifications
Principal Planner
Director of Research and Organizational Development
Section 2. The City Classification Plan is amended by deleting the classification of
Housing Finance Specialist.
Section 3. All other provisions of the Classification Plan shall remain the same.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 16th day of Febru , 199
Mayor
ATTEST: APPROVED AS TO FORM:
e0 `��[
City Clerk City Attorney -a
REVIEWED AND APPROVED: INITIATED AND APPROVED:
City A inistrator Di ector'of Administrative Services
S F/s:PCD:Resolution:Clas0203
RLS 99-092
2/4/99-#2
Res. No. 99-10
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of
the City of Huntington Beach, and ex-officio Clerk of the City Council of said City,
do hereby certify that the whole number of members of the City Council of the City
of Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a regular meeting thereof held on the 16th day of February, 1999 by the
following vote:
AYES: Julien, Bauer, Garofalo, Green, Dettloff, Harman, Sullivan
NOES: None
ABSENT: None
ABSTAIN: None
City Clerk and ex-officio Cleff of the
City Council of the City of Huntington
Beach, California
.F' G � � £t. � � -' � �i a��F ��5 it`�.. ���..� � / _
-r -..��� + �\
�, .,,: '
u„ �.._,
,�,
> ;�
..
� ao"
.. �<
;,.r
'n
��
9
yy r
� v"�
nch ... .��..
„ :.., a <i;,'tx,' "' .a.�.O ��yrar<slr,<N�y4 � ..�„ ;aa'��e:.���>� :>Y
.. ....... .� .,�,..i'>.::: .:' :. ���s q.. ;F�. w3:,," t ,�7"` ryS�bi#;i'',d�; "�Yi,� ` r�..:;; s,Y3�i<�- ��.a� ..,•e' ,�;`r>.;�.
.. u,,, .�;��r.
�:,£ 'Z<�
�U>:j �� yam, 4��E�P'. R p�.
�• l^�
� �, �...
,n,--.... x�.o o.Y;SF4u5. <.__ ... ".._.., -..:�r......-. �........ Fx x....ze,�� ..� M ii,Y,yw.a�i.�W ��1�yF'.� 'xS.a�
a •: ° ., reav„, Aa- '. ", t`" SP*"-,' � =b aid
O!v
IQ
m
.:.>a''" ;ar.[.er.
CITY OF HUNTINGTON BEAC4 Me
H
,
rCLASS SPECIFtCAT10N
- -
,. nN GTON BEACH
TITLE: Principal Planner DATE: January, 1999
DUTIES SUMMARY—The fundamental reason this classification exists is to manage,
supervise, and coordinate operations of the various sections of the Planning
Department.
DISTINGUISHING CHARACTERISTICS —The Principal Planner is a single position
classification responsible for coordinating the day to day activities of the Planning _
Department and insures that decision making among the various sections of the
Department is internally consistent and in accordance with State and municipal statues.
Coordinates work programs and priorities. Directly supervises staff in the Planning
Department. The incumbent works under the direction of the Planning Director.
EXAMPLES OF ESSENTIAL DUTIES — Manages, directs and organizes planning
activities; coordinates planning activities with other City departments; assigns work
activities,' projects and programs; monitors work flow; reviews and evaluates work
products, methods and procedures. Coordinates and resolves issues with other
departments. Represents the City in the Planning Director's absence at the Coastal
Commission, City Council and Planning Commission and other City Advisory Boards.
Responsible for training existing staff and new staff as to how the Zoning and
Subdivision Ordinance should be interpreted and other technical issues relating to
planning. Responsible for being lead staff member to the Planning Commission and
advising the Commission of all land use issues. Assists and advises the Planning
Director on the preparation of the Planning Department budget. Reviews all staff
reports to the Planning Commission and City Council. Recommends and administers
policies and procedures of the department. Performs other related duties as assigned.
The preceding duties have been provided as examples of the essential types of work
performed by positions within this job classification. The City, at its discretion, may add,
modify, change or rescind work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: Professional standards, principles, and practices of urban
planning and development; program management techniques including the
planning and coordinating of work activities; principles and practices of
supervision including performance evaluation; contract administration; personnel
policies and procedures; applicable local, State, and Federal regulations; project
management and cost control; research methods as applied to the collection and
analysis of data pertinent to the planning and environmental areas; descriptive
0025977.01/Catalogue Reference 143 1/13/99 3:52 PM
x
CITY OF HUNTINGTON BEACH •�
CLASS SPECIFICATION
20 ^ _ HUNMNGTON BEACH
20
ry _
TITLE:. . Principal Planner DATE: January 1999
--
statistics; safety issues and liability reduction; budgetary planning, preparation,
and control; related computer software including spreadsheet and word
processing packages.
Ability to: Administer the various sections of the Planning Department; plan,
coordinate and supervise program activities and personnel; analyze problems
and seek resolutions to conflicts; _read, interpret and implement policies, laws,
ordinances, tules and regulations; provide and utilize written and oral
instructions, ensure safety and professional work standards are met;
communicate and interact effectively both verbally and in writing with elected
officials, the public, applicants, developers, and staff; prepare and administer a
budget; work independently; deliver quality customer service; propose and
administer change.
Education: Equivalent to a Bachelor's degree from an accredited college or
university with major coursework in city planning or a related field. A Master's
degree in planning or a related field will substitute for one year of the required
experience.
Experience: Six years of progressively responsible experience performing
professional planning work, including four years supervisory or lead experience.
License/Certificate Required: Valid California Driver's License.
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS: See Physical task
questionnaires. Employee accommodations for physical or mental disabilities will be
considered on a case-by-case basis.
0025977.01/Catalogue Reference 142 1/13/99 3:50 PM
CITY-.0F.HUNTINGTON BEACH..
.................
CLASS ...........--
RECIFICATION-S
............
HUNTINGTON BEACH
TITLE: Director of Research & Organizational Development DATE: January 12, 1999
DUTIES SUMMARY-- The fundamental reason for the existence of this classification is
to provide organizational development, communication and research services that meet
the identified needs of individual department and citywide change efforts and goals.
Areas of responsibility include process-mapping, research, training,, legislative affairs,
granstmanship and managed competition, to obtain optimum efficiency and economy of
operations.
DISTINGUISHING CHARACTERISTICS — This position is a department head reporting
directly to the City Administrator, responsible for organizational development,
management and research programs. Incumbent must exercise considerable
independence of action and judgement in performing duties, which involve the
development, . coordination, and implementation of organizational development and
change initiatives that assure city workforce is prepared to meet or exceed performance
goals.
EXAMPLES OF ESSENTIAL DUTIES — Plans, develops and implements organization
policies and goals; conducts related research and needs analysis studies which result
in recommendations and implementation of appropriate action to assure organizational
effectiveness; oversees and coordinates the managed competition, process mapping
and improvements programs; develops methods/vehicles for improving internal
communications; serves as internal consultant with line management to provide
customized solutions for various departments; compiles data and analyzes past and
current year performance' trends to prepare budgets and justify funds requested;
formulates training policies, programs and schedules, based on knowledge of identified
training needs, organizational processes, procedures or services; researches and
selects outside consultant trainer to conduct training in specific topics; coordinates and
evaluates training work performed by contractors and vendors; drafts applications and
pro posals to submit to fund granting authorities such as government agencies and
foundations; 'coordinates citywide grantsmanship and intergovernmental relations effort;
confers with administrative personnel and reviews activity and operating reports to
determine changes in programs or operations required; works with, administrators,
department heads and managers to survey and assess employee development needs;
develops and maintains reporting systems to monitor departmental and employee
progress toward achieving organizational, goals; develops employee motivational
programs; provides internal leadership consulting on employee and organizational
development; facilitates the, alignment of individual development objectives and
organizational objectives; prepares reports and correspondence; performs other related
duties.
Job Specification Catalogue/Page Ref. 87 1/12/99 5:27 PM
CITY OF-HUNTINGTO.N BEACH
_ = CLASS SPECIFICATION
..... . _ = _
;_ :-_ - _ _ - HUNTINGTON BEACH
The preceding duties have been provided as examples of the essential types of work
performed by positions within this job classification. The City, at its discretion, may add,
modify,-change or rescind work assignments as needed.
MINIMUM QUALIFICATIONS:
Knowledge of: The principles, methods and procedures utilized in;
organizational development, communication processes in complex
organizations, process mapping, professional ethics of group interaction and
interpersonal dynamics, organizational problem solving, conflict resolution,
management, supervision and research..
Ability to: Plan, organize, develop and implement comprehensive organization
and staff development programs; establish and maintain credibility with
employees, supervisors, and managers; model behavior that is consistent with
the organization values and basic principles; analyze problems and recommend
methods of resolution and change; perform the role of facilitator and effectively
utilize group dynamic skills and techniques; present information to groups in an
organized and timely manner; supervise the performance of in-house volunteers
and contract instructors; communicate effectively verbally and in writing; work
cooperatively with others.
Education: Bachelor's degree in public administration, public policy, business
administration, organizational development, industrial/organizational psychology
or related field. Master's degree and/or continuing education in a field related to
management or organizational development is preferred.
Experience: Five years as manager or supervisor in a local government
including working knowledge of organizational development tools,
intergovernmental relations and grantsmanship. Prior experience and proven
accomplishments in organizational development program design, implementation
and maintenance highly desirable.
Job Specification Catalogue/Page Ref. 88 1/12/99 5:27 PM
RCA ROUTING SHEET
INITIATING DEPARTMENT: Administrative Services
SUBJECT: Approve Classification Plan Amendment
COUNCIL MEETING DATE: February 16, 1999
A A,TTA 3>>°:H M ENT
31i31 z `.
� '
r:. 3
S.
, z.
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (w/exhibits & legislative draft if applicable) Attached
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney) Not Applicable
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorney) Not Applicable
Certificates of Insurance (Approved by the City Attorney) Not Applicable
Financial Impact Statement (Unbudget, over $5,000) Not Applicable
Bonds (If applicable) Not Applicable
Staff Report (If applicable) Not Applicable
Commission, Board or Committee Report (If applicable) Not Applicable
Findings/Conditions for Approval and/or Denial Not Applicable
EXPLANATION FOR MISSING:ATTACHMENTS
Y , ,
REVIEWED R�ETURNED;- FORW. D
Administrative Staff ( )
Assistant City Administrator (Initial) ( ) ( )
City Administrator (Initial)
City Clerk ( )
EXPLANATION FOR RETURIV:OF]TEM '
Only)(Below Space For City Clerk's Use
RCA Author: V.Berg ✓