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REQUEST FOR <br />COUNCIL ACTION <br />CITY COUNCIL MEETING DATE: <br />SEPTEMBER 19, 2017 <br />TITLE: <br />APPROVE AN AMENDMENT TO <br />CLASSIFICATION AND COMPENSATION PLAN <br />AND ANNUAL BUDGET <br />{STRATEGIC PLAN NO. 7,4A) <br />RECOMMENDED ACTION <br />CLERK OF COUNCIL USE ONLY: <br />APPROVED <br />❑ As Recommended <br />❑ As Amended <br />❑ Ordinance on 1" Reading <br />❑ Ordinance on a Reading <br />❑ Implementing Resolution <br />❑ Set Public Hearing For <br />CONTINUED <br />TO <br />FILE <br />NUMBER <br />Adopt a resolution that amends the City's Basic Classification and Compensation Plan for <br />classifications of employment designated as unrepresented Executive Management and amends <br />the Fiscal Year 2017-18 Annual Budget. <br />DISCUSSION <br />The Personnel Services Department recently completed a labor market survey of compensation <br />rates assigned to executive director job classifications overseeing development -related functions <br />i.e., Community Development Agency and Planning & Building Agency, Personnel Services. The <br />survey revealed that while no adjustments are necessary for the Executive Director of Planning & <br />Building Safety (EM) job classification, data suggests that the Executive Director of Community <br />Development (EM) and Executive Director of Personnel Services (EM) job classifications are <br />significantly below the average compensation rate for comparable positions, with 11.86% and <br />8.86%, respectively. The current compensation range for both, Executive Director of Community <br />Development and Executive Director of Personnel Services is $10,211 - $14,428. The proposed <br />compensation range increase for the Executive Director of Community Development is $11,553 - <br />$16,325 (13.15%). The proposed compensation range increase for the Executive Director of <br />Personnel Services is $11,273 - $15,926 (10.38%). <br />As recruitments are pending for these two job classifications, this lack of market competitiveness <br />will put the City at a disadvantage when searching for high-quality job applicants. Therefore, the <br />Interim City Manager is proposing equity adjustments to bring these two job classifications to the <br />average rate in the labor market. The Executive Director of Community Development class will be <br />adjusted from salary rage range EM -33 to EM -38 and the Executive Director of Personnel <br />Services class will be adjusted from EM -33 to EM -37. These salary increases will enable the City <br />to regain market competitiveness in these high -demand job classifications and will enhance the <br />City's ability to attract and retain well-qualified candidates for these critical positions. <br />5513-1 <br />