HomeMy WebLinkAbout04.b. Review draft Position Paper to consider reclassifying a Senior Administrative Technician position and current incumbent Cindy Granzella to a Human Resources Analyst and adopt the salary range of S72 ($4,289.86 – $5,193.29 bi-weekly) Page 1 of 2
Item 4.b.
CENTRAL SAN BOARD OF DIRECTORS
POSITION PAPER
DRAFT
MEETING DATE: FEBRUARY2, 2021
SUBJECT: REVIEW DRAFT POSITION PAPER TO CONSIDER RECLASSIFYING ASENIOR
ADMINISTRATIVE TECHNICIAN POSITION AND CURRENT INCUMBENT CINDY
GRANZELLATO A HUMAN RESOURCES ANALYST AND ADOPT THE SALARY
RANGE OF S72 ($4,289.86—$5,193.29 BI-WEEKLY)
SUBMITTED BY: INITIATING DEPARTMENT:
TEJI O'MALLEY, HUMAN RESOURCES AND SECRETARYOF THE DISTRICT
ORGANIZATIONAL DEVELOPMENT
MANAGER
REVIEWED BY: ROGER S. BAILEY, GENERAL MANAGER
ISSUE
Board of Directors' approval is required to reclassify positions and adopt the associated pay grade.
BACKGROUND
I n early 2020, Human Resources (HR) staff began working on the implementation of the HR modules of
the new Oracle Enterprise Resource Planning (ERP) system, which replaced the outdated legacy ERP
system. The effort consisted of replacing four HR modules, including payroll, which also entailed a
transition from a monthly to a bi-weekly pay cycle.
The implementation took over 18 months, with the most complex module being payroll. As such, Human
Resources Analyst Carrie Shields was assigned to be the lead on the implementation of that module and
back-up support was provided by Senior Administrative Technician Cindy Granzella. The payroll module
went live in January 2021 and staff is still working on ensuring a successful transition.
Recently, Ms. Shields provided notice that she will be leaving the District. I n order to ensure continuity in
the critical function of payroll processing, especially in the midst of going live with a new system, staff is
requesting the immediate reclassification of Ms. Granzella from a Senior Administrative Technician to a
Human Resources Analyst.
Ms. Granzella has been providing back-up support during the system implementation, which includes
testing and auditing of the new system, and because of her knowledge and familiarity of the legacy system,
it would be operationally adverse to the District to recruit and train a new employee who is not as intimately
familiar with the transition to the new system. Reclassifying her to the Human Resources Analyst position
February 2, 2021 Regular ADMIN Committee Meeting Agenda Packet- Page 17 of 48
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immediately would also allow ample time for Ms. Shields to continue her knowledge transfer to Ms.
Granzella.
ALTERNATIVES/CONSIDERATIONS
The Board could deny the reclassification. This is not recommended as it would result in an adverse
impact to ensuring a successful transition.
FINANCIAL IMPACTS
Upon approval, this action will result in an annual net cost of$53,399.36 at the maximum step of the salary
range. This cost includes all benefits associated with a regular, full-time position.
COMMITTEE RECOMMENDATION
This item was reviewed by the Administration Committee on February 2, 2021. The Committee
recommended
RECOMMENDED BOARD ACTION
Approve the reclassification of a Senior Administrative Technician position and current incumbent Cindy
Granzella to a Human Resources Analyst and adopt the salary range of S72 ($4,289.86 -$5193.29 bi-
weekly), effective immediately.
Stratedc Plan Tie-In
GOAL FOUR: Workforce Development
Strategy 1—Proactively plan for future operational staffing needs
February 2, 2021 Regular ADMIN Committee Meeting Agenda Packet- Page 18 of 48