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HomeMy WebLinkAbout1999 Amendments to City Classification Plan Resolution 99- ' Gl5r1CSS Council/Agency Meeting Held: IaLo2q Deferred/Continued to: ZjApprov ❑ Co i 'o .Ily Ap roved ❑ Denied ?'J� !Flerk's Signature Council Meeting Date: December 20, 1999 Department ID Number: AS 99-026 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERStVr` {;- SUBMITTED BY: RAY SILVER, City AdministratorXao Cl `ws;;z rn a 4� PREPARED BY: JOHN P. REEKSTIN, Administrative Services Director Ile (10 Pz SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT No. cn 0'91n )aq 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 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. 99- 109 , 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. '�D , 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 ail >YtT 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 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 EXPLANATION FOR MISSING ATTACHMENTS ' .. REVIEWED RE'TURNED' FORWARDED'? Administrative Staff I Assistant City Administrator (Initial) ( ) ( ) City Administrator (Initial) City Clerk ( ) EXPLANATION FOR RETURN OF ITEM. LI b�- — �� (Below Space For City Clerk's Use Only) � lop RCA Author: B. Charles �?/13�99 /�'tcksf�'nl- Hsi Council/Agency Meeting Held: 9'% 700./o Deferred/Continued to: ❑ Approved 0 Conditionally Approved 0 Denied ¢�ov ny lerk's Signature Council Meeting Date: December 6, 1999 Department ID Number: AS 99-026 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION C7CD SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS N ca- I C: -A) SUBMITTED BY: RAY SILVER, City Administrato Tom, 1 PREPARED BY: JOHN P. REEKSTIN, Administrative Services Directo SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT n Na. ..q� _ 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. 91- 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 j'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): City Clerk's Page Number No. Description 1 Resolution No. 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 REQUEST FOR CITY COUNCIL AC HON 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): City Clerk's Page Number No. Description �j 1 Resolution No. c19 100i 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 r r 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 20th day of December 1999. Mayor ATTEST: APPROVE AS TO FORM: City Clerk 61 Attorney /z - z9 �J0-4- REVIEWED AND APPROVED: INITIATED AND APPROVED: CAM -d14 City Adm istrator uty City Administrator/ lir"ector of Administrative Services 2 adl/99reso/Newelass/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 --x-officio Clerk of the City Council of the City of Huntington Beach, California EXHIBIT A b. CITY OF HUNTINGTON BEACH 1a ill4 CLASS SPECIFICATION HUNTINOTON 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; AVcnwr.Icf/Pans RPf 1 1 19/fi/AA A•)1 AM :CITY,OF HUNTINGTON BEACH CLASS SPECIFICATION ' 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. AVcnRrlct/Pang PAf 9 19/R/QQ Q•91 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 H Information Systems Analyst III Information Systems Analyst IV Information Systems Analyst V Information Systems Specialist I Information Systems Specialist H Information Systems Specialist III Information Systems Specialist IV Systems Analyst 1 adl/99reso/Newdass/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 REVIEWED AND APPROVED: INITIATED AND APPROVED: Ci�istrator D uty City Administrator/ Director of Administrative Services 2 adl/99reso/Newclass/InfoSys-11/16/99 EXHIBIT A des EXHIBIT A Date Established Proposed Proposed Classification or Revised Range Sala N 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 I Not Applicable EXPLANATION FOR MISSING ATTACHMENTS REVIEWED_ RETURNED FORWARDED Administrative Staff 4 ( ) 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: /0 Def red/Continued to: Approve ❑ Conditionally Approved ❑ Denied A� n lerk's Signature Council Meeting Date: November 15, 1999 Department ID Number: AS 99-025 CITY OF HUNTINGTON BEACH w , REQUEST FOR CITY COUNCIL ACTION -�-��.' 1> �' ` SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS z SUBMITTED BY: RAY SILVER, City Administratorxi.,, ;,' PREPARED BY: JOHN P. REEKSTIN, Administrative Services Director's SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT 9�- /OD 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 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-/pp , 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): NumberCity Clerk's Page . 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. _ I�4NY -Y c�Td- REVIEWED AND APPROVED: INITIATED A D APPROVED: City Ad inistrator City Attorney f 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 City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California �, �:.�..�,..�, �... - r _��_ ��^�` ' s-,,,,,,,..--,yp.,,�-� .� � �v r r�gu s ,y„ � , a CITY OF:;HUNTINGTON BEACH d� CLASS SPECIFICATION HUNTINGTON 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 • ��,. , .. . .5!CIT TI N» Y�OF HUN GTON BEACH CLASS'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 Al ' • CITYOF HUNTINGTO,N BE CLA$S SPECIFICATION �.b . 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. CSprincAnalyst.doc/Page Ref. 1 1 11/4/99 9:00 AM d CITY OF°"HUNTINGTON'BEACH CLASS 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: November 15, 1999 RCAATTACHMENTS d . . 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" REVIEWED' 'RETURNED FORWARDED_ Administrative Staff ( ) ( ) Assistant City Administrator (Initial) ( ) ) City Administrator (Initial) City Clerk ( ) ?EXPL'ANATI0N�-�F;;OR°��R�ETURN'"`OF ITEM'' '�''' Only)(Below Space For City Clerk's Use RCA Author: V. Berg d3��- Ye�cSQ)7/1el� Recksfiiv- lts,D 6sness- i°,e eson ia6 Council/Agency Meeting Held: 'r�•�� Def rred/Continued to: l/pprov ❑ WditionallyAp roved ❑ Denied 4?1:0y 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 rn --I C— SUBMITTED BY: RAY SILVER, City Administr�t� s° w -+r P-0 p , PREPARED BY: JOHN P. REEKSTIN, Administrative Services Directory SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT q Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,,Attac�ment(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. 99- Y4, 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). . �Z 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 Resolution No. x1, a.. 2. Classification Specifications for New Classifications Assistant City Clerk ' 33V, 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/NewclaO-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: z�w�gzw� �24L, z&,� City Clerk Jr 6 , yy City Attorney (�!- REVIEWED AND APPROVED: INITIATED AND APPROVED: � 4 �� Y City, dministrator� De tyzity Administrator/ Director of Administrative Services 2 adl/reso/1999/Newclas4-6/21/99 CITY OF HUNTINGTON BEACH �_'-1 AT 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:SVRRA/Parma Raf 1 9•.11 PM Res. No. 99-46 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, COi i E 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 July, 1999 by the following vote: AYES: Julien, Bauer, Green, Dettloff, Harman, Sullivan NOES: None ABSENT: Garofalo ABSTAIN: None City Clerk and ex-officio elerk of the City Council of the City of Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: Administrative Services SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT L COUNCIL MEETING DATE: July 6, 1999 U 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 P" '5 EXPLANA,,!Tl�,'ION'?F,ORM'ISSING:ATT#"C",,"HMENTS3:I R T E Q'RN'E0:­,',�,`,` FORW RE)ED' -Administrative Staff Assistant City Administrator (Initial) City Administrator (Initial) rCity Clerk EXPLANATION XAT N FOR FITEM" (Below Space For City Clerk's Use Only) RCA Author: V. Berg � ryaHfiN•.SIS. Council/Agency Meeting Held: -,,1/ -9 9 ?�d•�a Deferred/Continued to: ®Approved ❑ Conditionally Approved ❑ Denied ,092-, City Clerk's SignatdrFe Council Meeting Date: June 21, 1999 Department ID Number: AS 99-014 CITY OF HUNTINGTON BEACH :2; CZ �, REQUEST FOR COUNCIL ACTION - =. �TM rq SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS SUBMITTED BY: RAY SILVER, CITY ADMINISTRATOR Od' ' cr, PREPARED BY: JOHN REEKSTIN, DIRECTOR OF ADMINISTRATIVE SERVICEOie SUBJECT: APPROVE CLASSIFICATION PLAN AMENDMENT f=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 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. f9_ 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 �/ 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 ACTIR 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): NumberCity Clerk's Page • • 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/NewclaO-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: 7D City Clerk Al City Attorney REVIEWED AND APPROVED: INITIATED AND APPROVED: 0-2��v 0144, City Xdministrator deputy City Administrator/ Director of Administrator Services 2 reso/I 998/Newclas3-6/2/99 ".'Cl,,T,!hYo,;!!OF-HUNTIN'GTON BEACH ,�s. LASS,SPEC,' HUNTINGTON BEACH IFICATION. 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 3 ;�3».333-,; `CITY°�;OFH.UN ;IN GTON BEACH� 991 ,3 3, jpl 5 CLASSMS,PECIFI CAT 10, HUNTINGTON BEACH 33 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 KOM -BEAPI-11,;Y, OF A CITY UNTINGTON .......... C I F I CAT�,,i ION,! ZL HUNTINGTON BEACH 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. CSLDCON/Page Ref. 1 1 5/25/99 4:10 PM y 3 .............".. ,O!M!OF HUNTINGTOUB H EAC ........... ' ,N SS PECI CAT10N , OR HUNTINGTON BEACH '10P 5�;;-'J 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 CITY OF HUNTINGTON BEACH 3 LA 133 i3333`° � SS SPECIFICATION;: HUNTINGTON BEACH Lm'. v 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 „„.,Is ; OF:HUNTINGTON'BEACH CLAS$`;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, 01 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 RCA3 ATTACHMENTS, 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 EXP,r4 ATIO;N FOR MISSING ATTACHMENTS 73,3m„„ 3�; ; REVIEWED ' RETURNED FOR# RDED Administrative Staff ( ) ( ) Assistant City Administrator (Initial) ( ) ( ) City Administrator (Initial) City Clerk ( ) EXPL3ANATION FOR RETU:RN?O:F''ITEM: Only)(Below Space For City Clerk's Use RCA Author: R. Hessler HB CITY OF HUNTINGTON BEACH INTERDEPARTMENTAL COMMUNICATION ZZ TO: HONORABLE MAYOR PETER GREEN AND MEMBERS OF THE CITY COUNCIL ry FROM: GAIL HUTTON, City Attorney DATE: June 2, 1999 SUBJECT: Agenda Item F-2; Councilman Ralph Bauer's H Item; 1> 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 reorqanizations 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 / �/ 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. 1 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/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 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. t�W— fvr- 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 gh/99memo/MayorCC/AssistCA 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 (�/71 J-.(o i r're lM CITY OF HUNTINGTON BEACH T,6I/rr% MEETING DATE: May 17, 1999 DEPARTMENT ID NUMBER: A99-07 Council/Agency Meeting Held: S--l?-99 DD• /D Deferred/Continued/ aefferred/Continued to: ®Approve o dition - Approve ❑ Denied Clerk's Signature It- t ADD o Council eeting Date: May 17, 1999 ND Department ID Number: CA99-07 SLR. 46En44 , Iran H-3 4 -7 q q ,no7loN ra aiRFeT fhe C, ITY OF HUNTINGTON BEACH gdm,,v�sfr-1, Yetvrn to aurae%/ w/a.7a MW66 ti'th REQUEST FOR COUNCIL ACTION lJ(o(oEsrtalS, A6 7D HouJ M ?:/'Pe ¢o Z C d/* AV "/r oP AF-0Ae7>YV47-6 AA O/- ,1�2 q/yo cTt/J9�" W17X COcYaG/I- 6iJNflT 1�EPRRT/rJt/I7'S fiFNt�6 .o " SUBMnITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS SUBMITTED BY: IL 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,Attachments) 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 Attgqrneys (salary r e 577) positions with appropriat compensation adjustment. 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 AttorneyC16dvue�cl A?Pl2©VC -0 L/-.3 f�urm� Y] //,!/u Y) Al/ Alternative Action(s): Not allocate two Deputy III City Attorney positions (R-557) to two Assistant City Attorney positions (R-577). r',Z 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. In 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 ACTON 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. 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 Mtn day of June , 1999 Mayor ATTEST: APP OVED AS TO FORM: City Clerk ity Attorney REVIEWED AND APPROVED: INITIATED AND APPROVED: City A inistrator 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 rk of the City Council of the City of Huntington Beach, California EXHIBI T 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.) Deputy City 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 (1)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 �d� 4 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 ATTORNEY'S OFFICE 2/26/99 CITY ATTORNEY ASST. CITY ATTY ASST. CITY ATTY Deputy LITIGATION TRANSACTIONS -► Deputy II & DEPTS. & Special Projects 1 Deputy LITIGATION * Deputy III Planning (Includes all of the attached II types of litigation) & Building Deputy I I 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 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.' �a 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 JASKS 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 0ob 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 RCA ROUTING SHEET 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 low City Clerk EXPLANATION FOR RETURN OF ITEM: Space . Only) RCA Author: RECEIVED FROM AND MADE A PART OF THEIRECOAD COUNCIL MEETING OF —�'1'`l�1 OFFICE OF THE CITY CLERK HB CITY OF HUNTINGTON BEACH C()NNIE 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 underqone 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/Ass istCA i 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. g h/99memo/MayorCC/AssistCA 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 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 Attachment: 1999 Compensation Comparison of City Attorneys and Assistant City Attorneys cc: Ray Silver, City Administrator Melanie Fallon, Assistant City Administrator gh/99memo/MayorCC/AssistCA 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 BEAD i MEETING DATE: February 16, 1999 DEPARTMENT ID NUMBER: AS 99-004 Council/Agency Meeting Held: �- i�-9 9 ���•/ D Deferred/Continued to: �� � Cia"Approved ❑ Conditionally Approved ❑ Denied ^� -p _�o City Clerk's Signature Council Meeting Date: February 16, 1999 Department ID Number: AS 99-004 CITY OF HUNTINGTON BEACH REQUEST FOR ACTION �GS• �V° -� c SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS SUBMITTED BY: RAY SILVER, CITY ADMINISTRATOR �O `=+�?-+C r� CP . PREPARED BY: JOHN REEKSTIN, DIRECTOR OF ADMINISTRATIVE SERVJCE, '7 SUBJECT: APPROVE CLASSIFICATION PLAN ADMENDMENT Cr-, F atement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachments) 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 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 No. Description 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 jam., r Hill r c•• � ?��,'�':�si _ ..,,. _ 10 ��,", r•., u��� � �� `� � _ �S �.. �' is-� � 2K3�'a r:d 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: City Clerk Ci y Attorney REVIEWED AND APPROVED: INITIATED AND APPROVED: .Q City Ad&nistrator Di ector of Administrative Services SF/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 :� :a���' .n ;.�� dFi� �:" �s'�.,,«"" ,,,�,« ,." ..�d,;S3•' ter* "�`k�'"a�" R�. � �!'" "�•e'a�'».�-"�.k'nv*�4"3r p'�tY'�'. fi+ .. _ram€�'sau'm`, .w�wut�a,w.�+ew`c�w�u.ax � � �'� �r .�,t;'�, re" .``�".-.� f�"'�3 '��' �$"d' ...u�:?n,7"� ^Y Ma�, .ka a wr 4 Asa �mr e-f s a �r '64 a� CITY'OF,-..HUNTINGTON BEACH L,:-.::.. HUNTINGTON 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 ofthe 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 OFHUNTINGTON,BEACH P ATION ZCIFIC nig up_ HUNMNGTON BEACH xx v. _!Vw TITLE:—-Principal Planner. DATE: -January 1.999 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, rules 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 i 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 R6quired: Valid California Drivers 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 OF HUNTINGTON_BEACH = - q i CLASS-SPECIFICATION= - = H _ - - - _- N N BEACH UNTI GTO 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 proposals 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 1/12199 5:27 PM CITY_OF-HUNTINGTON BEACH - - CLASS=SPECIFICA_TION = 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 S INITIATING DEPARTMENT: Administrative Services SUBJECT: Approve Classification Plan Amendment COUNCIL MEETING DATE: February 16, 1999 r RCA ATTACH MENTS :.i„a',3,n". 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 I Not Applicable EXPLANATION FOR�MISSING ATTACHMENTS ,REVIEWE'D , r. »`;;; `3RETURNED°' FOR W D Administrative Staff ( ) Assistant City Administrator (Initial) ( ) ( ) City Administrator (Initial) City Clerk ( ) EXPLANATION FOR RETURN OF ITEM: Only)(Below Space For City Clerk's Use RCA Author: V.Berg