HomeMy WebLinkAbout4.a. Receive update on classification study recommendations - Management Group Page 1 of 4
Item 4.a.
CENTRAL SAN
Y-109-ITMEN ME
August 3, 2021
TO: ADMINISTRATION COMMITTEE
FROM: TEJI O'MALLEY, HUMAN RESOURCES AND ORGANIZATIONAL
DEVELOPMENT MANAGER
REVIEWED BY: ROGER S. BAILEY, GENERAL MANAGER
SUBJECT: RECEIVE UPDATE ON CLASSIFICATION STUDY RECOMMENDATIONS -
MANAGEMENT GROUP
BACKGROUND
In 2015, the District underwent an organizational and staffing analysis which was completed by Raftelis
Financial Consultants. One of the recommendations was to conduct a classification study to ensure the
District had an effective and updated classification structure. In 2016, the District contracted with Koff and
Associates (K&A)to conduct a classification study. The study was undertaken by the District for several
reasons:
• To ensure positions performing similar work with essentially the same level of complexity,
responsibility, knowledge, skills, and abilities are consolidated into like classifications;
• To update job descriptions to ensure that they reflect industry trends, current essential functions and
duties, the knowledge and skills required for the classification, and to ensure that they are compliant
with all relevant state and federal laws (e.g. Americans with Disability Act, Fair Labor Standards Act,
Family and Medical Leave Act, etc.); and
• To ensure that employees are appropriately classified and that employees are not assigned duties
that fall outside the scope of their classification.
K&A submitted their recommendations along with draft job descriptions in February 2017. At the request
of the bargaining units, since the upcoming negotiations were about to begin, the District felt it was best to
postpone the implementation of the study until negotiations were completed. I n April 2019, the District
began meeting once again with bargaining groups with Human Resources taking the lead on the project.
STUDY METHODOLOGY
Human Resources divided the classification study into three separate phases as described below:
PHASE I - In the initial phase, a list of naming conventions was developed. The naming conventions are to
be utilized as a guide that will allow the District to consistently and fairly applyjob titles to classifications
based on the nature of the duties performed, the nature and level of responsibilities, and the knowledge,
skills, abilities, education, training, and experience required. Once the naming conventions were created
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and agreed upon with the bargaining units, Human Resources reviewed all classifications and
recommended title changes where necessary to adhere to the agreed upon naming conventions.As part
of this phase, Human Resources identified some classifications that were no longer needed as well as a
few classifications performing similar work that should be consolidated. None of the management job
classifications were affected by the naming conventions.
PHASE II - Phase I I consisted of updating all District job descriptions. In this stage,job descriptions were
reviewed to ensure that essential functions and duties, as well as the knowledge, skills, abilities, and
minimum qualifications were relevant and appropriate for the work currently being performed.Additionally,
Human Resources created a newjob description template, standardized language across all job
descriptions, and ensured compliance with relevant state and federal laws. Human Resources sent draft
job descriptions to all incumbents and solicited their feedback to ensure accuracy.
PHASE III - The final phase involved identifying any salary adjustments and/or reclassifications that may
be necessary based upon the completion of Phase I and I I above. One management classification is
being recommended for a salary adjustment as detailed below.
RECOMMENDATIONS AND COST
Human Resources identified the Communications and Intergovernmental Relations Manager classification
as having significant change in the complexity of duties and responsibilities.
Beginning in 2015, the Communications Division underwent an organizational change by adding the
Intergovernmental Relations role to the existing Communications role. In addition to the prior
communication duties, the classification is now responsible for the District's federal, state, and local
legislative and advocacy program development and implementation. The new role requires experience in
both sectors and includes a substantial increase in job duties for the incumbent.
Based on the above, Human Resources is recommending a 16 percent salary increase moving the
classification from M35 to M29. While not used as justification for this particular action, the recommended
increase is further supported by the recent total compensation survey which showed the class as 13
percent below the market average.
The fiscal impact is summarized in Attachment 1.
I n addition to the recommended salary adjustment, Human Resources is also recommending a title
change to Communications and Government Relations Manager in order to provide a simpler title in line
with industry standards.
Staff will be available during the meeting to answer any questions.
Strategic Plan Tie-In
GOAL THREE:Fiscal Responsibility
Strategy 2—Ensure integrity and transparency in financial management
GOAL FOUR: Workforce Development
Strategy 1—Proactively plan for future operational staffing needs
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ATTACHMENTS:
1. Management Class Study Cost Sheet
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Attachment 1
MANAGEMENT GROUP CLASS STUDY COST SHEET
Annual Cost
#of Current Proposed per Annual
incumbents Salary Range Salary Range, incumbent* Total Cost
Communications and Intergovernmental Communications and Government Relations 1 M-35 M-29 $32,641.30 $32,641.30
Relations Manager Manager
OVERALL COST $32,641.30
* calculated with top step annual salary plus benefits
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