HomeMy WebLinkAbout55D - RESOLUTION NO. 2005-013
CITY COUNCIL MEETING DATE:
~
~
REQUEST FOR
COUNCIL ACTION
CLERK OF COUNCIL USE ONLY:
FEBRUARY 7, 2005
TITLE:
APPROVED
0 As Recommended
0 As Amended
0 Ordinance on 1 st Reading
0 Ordinance on 2nd Reading
0 Implementing Resolution
0 Set Public Hearing For
RESOLUTIONS PERTAINING TO
UNAFFILIATED CONFIDENTIAL AND
UNREPRESENTED MANAGEMENT
EMPLOYEES.
.v
ûÞ{;a~~
CITY MANAGER
CONTINUED TO
FILE NUMBER
RECOMMENDED ACTION
1.
Adopt a Resolution regarding salary and benefits
Confidential classifications of employment.
for Unaffiliated
2 .
Adopt a Resolution regarding salary and benefits
management classifications of employment.
for unrepresented
DISCUSSION
In conj unction with approval of a four-year agreement with the Service
Employees International Union (SEIU), this action will also provide for the
same compensation and employee benefit increases for the Unaffiliated
Confidential (UC) employees. The UC employees are those assigned to
perform work directly involved in confidential budget and employer-employee
relation activities. This would include Executive Assistants, some
Executive Secretaries, and positions in the Personnel Services Agency and
City Attorney's Office.
In addition, this action will provide compensation and employee benefit
enhancements to unrepresented management employees. These positions
include all of the Executive Directors of the City. Specifically, the City
Council will approve the same salary and other compensation increases as
provided to SEIU effective July 1, 2004. The subject action will also
provide these unrepresented managers with benefit enhancements comparable
to those approved for SEIU-represented employees, unless otherwise
specified herein. These benefits will include, but will not be limited to,
medical, dental, vision, bereavement leave, and longevity vacation cash-
out.
55D-1
Resolution for Unrepresented Confidential and Management Employees
February 7, 2005
Page 2
FISCAL IMPACT
Funds are available in the following affected departmental accounts:
Salary account (Object Code 6111) and Benefits account (Object code 6171).
APPROVED AS TO FUNDS AND ACCOUNTS:
~~~~ ~~~~
Francisco Gutierrez
Executive Director
Finance & Management Services Agency
Enrique Alva I
Executi / Dirèct6r
Personnel sei~es Department
55D-2
RESOLUTION NO. 2005-013
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA
TO AMEND RESOLUTION NO. 82-110 TO AMEND THE BASIC CLASSIFICATION AND
COMPENSATION PLAN FOR CLASSIFICATIONS OF EMPLOYMENT DESIGNATED AS
UNAFFILIATED CONFIDENTIAL.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS FOLLOWS:
Section 1. The City Council hereby finds, determines and declares as follows:
F.
A.
Section 1004, Article X of the City Charter of the City of Santa Ana requires the City
Manager to prepare, install and maintain a position classification and pay plan subject
to civil service rules and regulations and the approval of the City Council.
B.
On August 2, 1982, the City Council passed and adopted Resolution No. 82-110
revising and re-establishing the Basic Classification and Compensation Plan for
officers and employees of the City of Santa Ana.
C.
On December 21, 1987 the City Council passed and adopted Resolution No. 87-94,
amending Resolution No. 82-110 to establish a basic compensation plan for
classifications of employment designated as Unaffiliated Confidential (DC), and to set
forth certain levels of salaries and benefits for theses classifications.
D.
It is the City's desire that Unaffiliated Confidential employees shall continue to be
subject to the same changes in provisions pertaining to salary step advancement and
shall continue to receive the same retirement, health and other benefits based on similar
conditions as provided to Service Employees' International Union Local 347 full-time
represented employees.
E.
The City of Santa Ana and Santa Ana City Employees, Chapter 1939/Service
Employees' International Union Local 347, AFL-CIO (SEIU) have negotiated a
Memorandum of Understanding (MOU) to provide certain adjustments in wages,
benefits and other terms and conditions of employment for SEIU full-time represented
employees during Fiscal Years 2004-05, 2005-06, 2006-07 and 2007-08.
With the adoption of this Memorandum of Understanding with SEIU, it is the City's
desire to:
1.
Adjust the base salaries of Unaffiliated Confidential classifications by the same
percentage, on the same dates and in the same manner as provided SEIU full-
time represented classifications, during the four year period July 1, 2004
through June 30, 2008, as shown below:
1
55D-3
July 1, 2004: 0% (No increase)
July 1, 2005: 0% (No increase)
July 1, 2006: Minimum increase of3.5%, not to exceed 4.5%
July 1, 2007: Minimum increase of3.5%, not to exceed 4.5%
2.
Continue to treat Unaffiliated Confidential classifications as subject to the same
basic classification and compensation plan provisions and their application as
SEIU full-time represented classifications.
3.
Continue to provide full-time Unaffiliated Confidential employees with the
same health and retirement benefits and benefit changes, based on similar
conditions, as provided to SEIU full-time represented employees, and continue
to provide full-time Unaffiliated Confidential employees with several
additional benefits not provided to SEIU full-time represented employees.
G. It is now desired to amend Council Resolution No. 82-110 to effect these objectives.
Section 2. That Section 3 of Resolution No. 82-110 Assignment of Classes of Employment to Salary
Rate Ranges as amended, is hereby further amended by assigning the following classifications to the
salary rate ranges, on the effective dates, as next hereinafter set out:
6 Step Salary Rate Range No.
Effective:
Unaffiliated Confidential
Classification Title 7/1/04 (annual $ min-max) 7/1/05 7/1/06 7/1/07
Council Services Secretary (DC) 545 (35760-45636) 545 * **
Executive Assistant (DC) 601 (46980-60024) 601 * **
Executive Secretary to the Police Chief (UC) 576 (41604-53112) 576 * **
Legal Management Assistant (Exempt) (UC) 653 (60612-77352) 653 * **
Legal Office Assistant (UC) 500 (28692-36624) 500 * **
Legal Secretary (UC) 544 (35580-45408) 544 * **
Liability Claims Coordinator (UC) 634 (55212-70512) 634 * **
Liability Claims Processor (UC) 549 (36480-46560) 549 * **
Loss Control Analyst (UC) 609 (48888-62412) 609 * **
Loss Control Office Specialist (UC) 549 (36480-46560) 549 * **
Loss Control Technician (UC) 598 (46332-59160) 598 * **
Management Aide (UC) 598 (46332-59160) 598 * **
Management Analyst (UC) 624 (52584-67152) 624 * **
2
55D-4
Management Assistant (Exempt) (DC) 624 (52584-67152) 624 * **
6 Step Salary Rate Range No.
Effective:
Unaffiliated Confidential
Classification Title 7/1/04 (annual $ min-max) 7/1/05 7/1/06 7/1/07
Outreach Program Coordinator (UC) 653 (60612-77352) 653 * **
Paralegal (Exempt) (DC) 579 (42228-53916) 579 * **
Payroll Assistant (UC) 578 (42012-53640) 578 * **
Personnel Analyst (DC) 609 (48888-62412) 609 * **
Personnel Executive Secretary (UC) 566 (39624-50580) 566 * **
Personnel Secretary (UC) 545 (35760-45636) 545 * **
Personnel Service Receptionist (UC) 527 (32760-41808) 527 * **
Personnel Services Specialist (UC) 537 (34404-43896) 537 * **
Personnel Technician (UC) 578 (42012-53640) 578 * **
Police Personnel Services Specialist (DC) 558 (38112-48648) 558 * **
Secretary to the City Manager (UC) 622 (52068-66504) 622 * **
Senior Legal Office Assistant (UC) 527 (32760-41808) 527 * **
Senior Legal Secretary (UC) 566 (39624-50580) 566 * **
Senior Management Analyst (DC) 653 (60612-77352) 653 * **
Senior Management Assistant (Exempt) (DC) 653 (60612-77352) 653 * **
Senior Personnel Analyst (UC) 653 (60612-77352) 653 * **
Senior Personnel Receptionist (UC) 545 (35760-45636) 545 * **
Senior Personnel Services Specialist (UC) 558 (38112-48648) 558 * **
Senior Personnel Technician (DC) 598 (46332-59160) 598 * **
Senior Workers' Compensation
Claims Assistant (UC) 573 (40980-52320) 573 * **
Senior Workers' Compensation
Claims Examiner (UC) 628 (53640-68472) 628 * **
Training Coordinator (UC) 653 (60612-77352) 653 * **
Workers' Compensation Claims Assistant (UC) 549 (36480-46560) 549 * **
Workers' Compensation Claims Examiner (UC) 598 (46332-59160) 598 * **
* Effective July 1,2006, classifications designated as Unaffiliated Confidential (DC) will receive
a salary increase not less than seven salary rate ranges (approximately three and one-half
percent (3.5%)), and not to exceed nine salary rate ranges (approximately four and one-half
percent (4.5%)), the same as the increase provided for full-time classifications represented by
SEIU.
** Effective July 1,2007, classifications designated as Unaffiliated Confidential (DC) will receive
a salary increase not less than seven salary rate ranges (approximately three and one-half
percent (3.5%)), and not to exceed nine salary rate ranges (approximately four and one-half
percent (4.5%)), the same as the increase provided for full-time classifications represented by
3
55D-5
SEID.
Section 3. That Section 12 of Resolution No. 82-110 Employee Benefits for Full-Time Civil Service
Confidential Employees as amended, is hereby further amended to read as follows:
"Section 12. Employee Benefits for Full-Time Civil Service Confidential Employees. Each full-time
civil service employee in a classification of employment designated in Section 3 ofthis Resolution as
Unaffiliated Confidential (UC), shall continue to receive as additional compensation, any and all
employee benefits provided to SEID full-time represented employees on or after July 1,2004, except
as modified as follows:
A. Deferred Compensation. An amount equal to one percent (1 %) of the base semi-monthly
pay rate being paid each affected employee is deemed to be deferred compensation and
shall be contributed into the City's deferred compensation plan by the City on behalf of
each affected employee. The amounts contributed by the City under this provision shall be
subject to the general tenns and conditions of the City of Santa Ana Deferred
Compensation Plan, and subject, further, to the conditions that the employee shall have no
vested rights in the amounts contributed by the City until tennination of employment with
the City and that the City will pay the total amount of contributions plus any earnings to the
employee upon tennination, resignation, retirement, dismissal or death.
B. Disability Insurance. The City shall continue to pay one hundred percent (100%) of the
premium cost for coverage under the same long-tenn disability insurance plan it maintains
for management officers and employees of the City.
C. Tuition Reimbursement. Confidential employees shall continue to be eligible to participate
in the existing Training and Education Assistance Program provided for all regular, full-
time employees ofthe City; except, however, reimbursement for eligible employees shall
be one hundred percent (100%) of tuition and registration costs up to a maximum of two
thousand dollars ($2,000) per year in accordance with the provisions of that Program.
D. Parking. Confidential Employees shall not be subject to any requirements for parking
based on seniority, scheduled to be developed by a SEID joint labor management
committee for SEID bargaining unit members.
E. Other Compensation Plan Changes.
1.
General. Unless specified otherwise above, full-time Unaffiliated Confidential
employees will be subject to the same compensation plan provisions, including, but
not limited to, advancement and reduction in salary steps; bilingual pay; applicable
assignment/incentive pay; overtime work; holidays; vacation, bereavement and other
leaves of absence; longevity vacation cash out; employee insurance, including
medical, dental and life insurance; access to participate in City's Vision Plan;
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55D-6
retirement; residency requirements; medical retirement subsidy plan; and work week
schedule, as provided or will be provided to SEIU full-time represented employees on
or after July 1, 2004.
2.
Z-Rating. A "Z-rate" is a special salary rate established by the City Manager which
allows an employee who has voluntarily demoted, or has been reclassified for non
disciplinary reasons, to be paid at a rate of pay higher than that assigned to his or her
reclassified position title for a specified transition time period.
Section 4. That Section 13 of Resolution No. 82-110 Other Confidential Employee Rights and
Privileges as amended, is hereby amended to read as follows:
"Section 13. Other Confidential Employee Rights and Privileges. Each employee in a
classification of employment designated in Section 3 of this Resolution as Unaffiliated
Confidential (UC), shall continued to enjoy the same rights and privileges to which they
were entitled as of June 30, 2004."
Section 5: That except as amended by this Resolution, all other provisions of Resolution No. 82-
110, as amended, shall remain in full force and effect.
Section 6: That this Resolution shall be operative, unless specified otherwise above, from and after
its date of adoption.
ADOPTED this
day of
,2005.
Miguel A. Pulido
Mayor
APPROVED AS TO FORM:
Joseph W. Fletcher, City Attorney
5
55D-7
AYES:
NOES:
ABSTAIN:
NOT PRESENT:
Councilmembers:
Councilmembers:
Councilmembers:
Councilmembers:
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, PATRICIA E. HEALY, Clerk of the Council, do hereby attest to and certify the attached
Resolution No. 2005-013 to be the original resolution adopted by the City Council ofthe City of
Santa Ana on
Date:
Clerk of the Council
City of Santa Ana
6
55D-8
RESOLUTION NO. 2005 -014
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA
TO AMEND RESOLUTION NO. 91-066 TO AMEND THE COMPENSATION PLAN FOR
CERTAIN CLASSIFICATIONS OF EMPLOYMENT DESIGNATED AS UNREPRESENTED
EXECUTIVE MANAGEMENT.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS
FOLLOWS:
Section 1. The City Council hereby finds, determines and declares as follows:
A.
Section 1004, Article X ofthe City Charter ofthe City of Santa Ana requires the City
Manager to prepare, install and maintain a position classification and pay plan subject
to civil service rules and regulations and the approval of the City Council.
B.
On July 1, 1991, the City Council passed and adopted Resolution No. 91-066 re-
establishing the Basic Classification and Compensation Plan for classes of
employment designated as unrepresented Executive and Middle Management.
c.
The City Council has amended Resolution No. 91-066 on numerous occasions since
its adoption.
D.
On December 17, 2001, the City Council passed and adopted Resolution No. 2001-
089 which amends Resolution No. 91-066 to provide that the salary rate for the
unrepresented Executive Management classification of Fire Chief shall be increased
to provide the same percentage increase as is provided to members of the Fire
Management Association.
E.
The City of Santa Ana and the Santa Ana Management Association (SAMA)
representing employees in classifications designated as represented Middle
Management and Administrative Management, have negotiated a Memorandum of
Understanding (MOU) to provide certain adjustments in salaries, benefits and other
terms and conditions of employment for SAMA represented employees during Fiscal
Years 2004-05, 2005-06,2006-07 and 2007-08.
F.
With the adoption of this Memorandum of Understanding, it is the City's desire to:
1.
With the exception ofthe classification of Fire Chief, adjust the base salaries
assigned to unrepresented Executive Management classifications by the same
percentage, on the same dates and in the same manner as provided SAMA
represented management classifications, during the four year period July 1,
2004 through June 30, 2008, as shown below:
1
55D-9
July 1, 2004: 0% (No increase)
July 1, 2005: 0% (No increase)
July 1, 2006: Minimum increase of3.5%, not to exceed 4.5%
July 1,2007: Minimum increase of3.5%, not to exceed 4.5%
2.
Continue to provide the unrepresented Executive Management classification
of Fire Chief with the same percentage salary increase(s) as are or as will be
provided to members of the Fire Management Association.
3.
Except as provided in Resolution No. 91-066, and as provided in subsequent
amendments thereto, continue to treat unrepresented Executive Management
classifications as subject to the same basic classification and compensation
plan provisions and their application as SAMA represented classifications
assigned to a 15-step salary rate range.
4.
Continue to provided unrepresented Executive Management and Middle
Management officers and employees with the same retirement, health and
other benefit changes, based on similar conditions, as provided to SAMA
represented management employees, and continue to provide unrepresented
Executive Management officers employees with several benefits not provided
SAMA represented management employees.
G. It is now desired to amend Council Resolution No. 91-066 to effect these objectives.
Section 2. That Resolution No. 91-066, as amended, is hereby further amended as follows:
A. That Section 2. Schedule of Salaries, as amended, is hereby further amended to read as
follows:
"Section 2. Schedule of Salaries.
"A. Two separate schedules showing salary rate ranges for classifications of
employment designated as unrepresented Executive Management (EM) and
unrepresented Middle Management (MM), are attached hereto and made a part hereof
as though set forth in full herein. The schedule for unrepresented Executive
Management classifications and unrepresented Middle Management classifications,
and their respective effective dates are listed as follows:
2
55D-10
Unrepresented Cate2:orv of Emplovment
Salary
Schedule
No.
Effective Date
Executive Management (EM)
EM -05
EM -06
EM-07
EM -08
7/1/04
7/1/05
7/1/06 *
7/1/07 **
Middle Management (MM)
MM-05
MM-06
MM-07
MM-08
7/1/04
7/1/05
7/1/06 *
7/1/07 **
* Effective July 1, 2006, the salary matrices showing monthly pay ranges and
steps in effect on June 30, 2006 assigned to classifications of employment designated
as unrepresented Executive Management (EM) and unrepresented Middle
Management (MM) will be increased by no less than three and one-half percent
(3.5%), and by no more than four and one-half percent (4.5%), the same increase as
that provided for classifications represented by SAMA. The resulting new salary
matrices will be developed as set forth above and will be shown as Salary Schedules
EM-07 and MM-07.
* * Effective July 1, 2007, the salary matrices showing monthly pay ranges and
steps in effect on June 30, 2007 assigned to classifications of employment designated
as unrepresented Executive Management (EM) and unrepresented Middle
Management (MM) will be increased by no less than three and one-half percent
(3.5%), and by no more than four and one-half percent (4.5%), the same increase as
that provided for classifications represented by SAMA. The resulting new salary
matrices will be developed as set forth above and will be shown as Salary Schedules
EM-08 and MM-08."
"B. Each unrepresented Executive and Middle Management salary schedule contains
numerous salary rate ranges, each range comprised of fifteen (15) separate rates of
pay shown in monthly amounts. The respective rate ranges are identified by a two
digit number preceded by the capital letters "EM" for Executive Management and
"MM" for Middle management. The separate rates of payor steps within each salary
rate range are identified by the numbers "1" through "15" inclusive, with Step "1"
being the lowest or minimum rate of the range, Step "8" the middle or midpoint rate
ofthe range, and Step' "15" being the highest or maximum rate."
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55D-11
B. That Section 3A. Designation of Management Classifications and Assignment of such
Classifications to Salary Rate Ranges shall be amended to read as follows:
"A. Unrepresented Executive Management Classifications
Classification Title
15 Step Salary Rate Range
Effective 7/1/04 through 6/30/05
Assistant City Manager (EM)
Executive Director of Community Development (EM)
Executive Director, External Affairs (EM)
Executive Director of Finance and Management Services (EM)
Executive Director of Personnel Services (EM)
Executive Director of Planning and Building (EM)
Executive Director of Public Works (EM)
Executive Director of Parks, Recreation and Community Services (EM)
Library Director (EM)
Fire Chief (EM)
Police Chief (EM)
EM -37
EM-31
EM-24
EM-32
EM-30
EM-37
EM-33
EM-31
EM-28
EM-34*
EM-38
* Note: Effective July 1, 2002, and in future years, the salary rate for the
classification of Fire Chief shall be increased to provide the same percentage
increase, on the same effective date, as is provided to members of the Fire
Management Association."
C.
That Section 4. Special Salary Compensation Provisions as amended, shall be further
amended to read as follows:
"Section 4. Special Compensation Plan Provisions.
4.1 Bilingual Skill Pay. Qualified employees who are assigned to positions involving
the regular and frequent use of bilingual skill in both English and either Spanish,
Vietnamese or other language designated by the City Manager will be paid a monthly
pay differential of forty dollars ($40) above his or her then current base monthly salary
step. Incumbents of positions where bilingual proficiency is essential to the
performance of duties and responsibilities of a critical and/or emergency nature, or of
positions where bilingual public contact is a major, essential or integral element of the
work being performed, will be paid a monthly differential of one hundred seventy-five
dollars ($175) above his or her then current base monthly salary step."
4.2. Terminal Classifications. The capitalized letter "T" shown within parenthesis
[i.e, (T)] next to a classification title signifies a position classification that has been
designated as "terminal" by formal City Council action and, as such, will be deleted
4
55D-12
from this classification and compensation plan for unrepresented Executive and
Middle-Management classifications of employment when vacated by its last
remaining incumbent. No new appointment may be made to a classification that has
been designated as tenninal.
4.3 Compensation Plan Changes for Unrepresented Executive Management and
Middle Management Classifications. Unless specified otherwise herein, unrepresented
Executive Management and Middle Management officers and employees will be
subject to the same changes in compensation plan provisions, including but not
limited to, bilingual pay; sick leave maximum accrual; bereavement leave; holidays;
longevity vacation cash out; medical and dental insurance; access to participate in
City's Vision Plan; retirement; residency requirements; medical retirement subsidy
plan; and work week schedule, as provided or will be provided to SAMA represented
Middle Management employees assigned to a IS-step salary rate range on or after
July 1,2004."
D.
That a new Section 8 shall be added to read as follows:
"Section 8. Other Unrepresented Executive Management and Emplovee Rights and
Privileges. Each employee in a classification of employment designated in Section 3A
of this Resolution as unrepresented Executive Management (EM), shall continue to
enjoy the same rights and privileges to which they were entitled as of June 30, 2004."
Section 3. That except as amended by this Resolution, all other provisions of Resolution No. 91-
066, as amended, shall remain in full force and effect.
Section 4. That this Resolution shall be operative, unless specified otherwise above, from and after
its date of adoption.
ADOPTED this
day of
,2005.
Miguel A. Pulido
Mayor
APPROVED AS TO FORM:
Joseph W. Fletcher, City Attorney
5
55D-13
AYES:
NOES:
ABSTAIN:
NOT PRESENT:
Councilmembers:
Councilmembers:
Councilmembers:
Councilmembers:
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, PATRICIA E. HEALY, Clerk of the Council, do hereby attest to and certify the attached
Resolution No. 2005-014 to be the original resolution adopted by the City Council of the City of
Santa Ana on
Date:
Clerk of the Council
City of Santa Ana
6
55D-14