CITY COUNCIL STAFF REPORT
MEETING DATE: June 17, 2015
PREPARED BY: Michelle Katsuyoshi, Human Resources Manager/Administrative Services
APPROVED BY: City Manager
Title
APPROVE OLDER ADULT SERVICES SUPERVISOR OUTCOME-BASED JOB DESCRIPTION AND CORRESPONDING SALARY SCHEDULE AND ADOPT THE MANAGEMENT, PROFESSIONAL, AND CONFIDENTIAL EMPLOYEES RESOLUTION AND CORRESPONDING SALARY SCHEDULES
END
RECOMMENDATION(S)
RECOMMENDATION
1. Approve Older Adult Services Supervisor outcome-based job description and corresponding salary; and
2. Adopt the Management, Professional, and Confidential Employees Resolution and corresponding salary schedules effective July 2015.
BODY
COUNCIL PRIORITIES, GOALS & STRATEGIES:
Ongoing Priorities
Enhancing public safety
Maintaining fiscal responsibility
Fostering a positive organizational culture
Preserving and cultivating public trust
Focus Areas
Support Senior Services
REPORT NARRATIVE:
The purpose of this report is twofold. First, is to consider approving the Older Adult Services Supervisor outcome-based job description. Second, is to consider revisions to the current Management, Professional, and Confidential Employees Resolution.
Older Adult Services Supervisor
The Morgan Hill Centennial Recreation Senior Center has been a hub for older adult services since 2008 through the unique partnership between the YMCA and the City of Morgan Hill. However, in recent years, the YMCA has experienced turnover in their Director of Senior Programs and Services position. After being unable to fill the position for over a year, the City and YMCA convened a committee of stakeholders, local organization representatives, and professionals in the field of aging services to develop a three-year strategy document to help guide the next steps in establishing a new baseline for senior programs and services in Morgan Hill. The strategy document included four strategic initiatives that outline initial actions necessary to move senior programs and services to a consistent baseline level of operations. The first recommendation is that the City assume a larger role in general management of the Senior Center, which includes the hiring of a "director-level" position as a City employee.
This proposed position of Older Adults Services Supervisor has been created to ensure that candidates have the skill and experience necessary to implement the strategic initiatives and provide leadership to the community planning for the needs of our older adults. The position is proposed as a mid-management level at the same pay rate as the existing Community Services Supervisor position, which for FY 15-16 is $7,159 - $9,134 monthly (3% to Wages Salary Schedule).
Management, Professional, and Confidential Resolution
Annually, the City Council considers revisions to the City's existing Management, Professional, and Confidential Resolution based on a recommendation from the City Manager. The recommended FY 15-16 budget includes 40 positions that are covered by the Resolution.
All provisions included in this Resolution which effect wages (i.e. salary, promotions, step increases, etc,) shall be implemented beginning the first full pay period following the effective date (i.e. July 1, 2015 salary increases shall be effective the first subsequent full payroll period).
The total compensation package offered Management, Professional, and Confidential employees is competitive with that of other local government employers in this region, and provides incentive for employees to stay with the City. The compensation and benefits provided to our employees allow the City the ability to recruit and retain a highly skilled workforce.
A summary of the components of the new Resolution is provided below:
· Base Salary Increases
Groups 1-A, 1-B, 1-C, and 1-D to receive a 2.5% salary increase effective July 6, 2015.
· Salary Schedules
Add the following classifications to the two Salary Schedules: 3% to Wages and 3% to Deferred Compensation:
Assistant City Manager for Administrative Services (previously approved by Council)
Programmer Analyst (previously approved by Council)
Older Adult Services Supervisor (see attached job description)
· Administrative Leave
Increase Administrative Leave from 40 hours to 72 hours per fiscal year for Group 1-C to be consistent with Groups 1-A and 1-B.
· Auto Allowance
It is recommended that two classifications receive a monthly Auto Allowance instead of mileage reimbursement because the positions participate in ongoing regional activities that
require frequent car travel to and from events.
Information Systems Manager $225*
Principal Planner/Economic Development Manager $225
Program Administrator $225
*Position is currently receiving Auto Allowance but needed to be added to the
Resolution.
· Safety Employee Uniform Allowance
Increase from $1,360 per year to $1,400 per year for Police Chief and Police Captain (2) positions.
· Professional Development
For employees listed in Groups 1-A and 1-B, increase membership dues reimbursement from $250 per fiscal year to $400 per fiscal year for costs associated with joining and
participating in Morgan Hill community service organizations such as Rotary or Kiwanis.
· Deputy Director for Utilities Services
It is recommended that the current vacant Utilities Business Manager classification be
re-titled to Deputy Director for Utilities Services. This position leads the City's Water and
Wastewater Utilities and its primary functions are leadership and management oversight
of the water and wastewater utilities divisions, long-range planning, regulatory compliance, system reliability, financial accountability, and customer satisfaction. The "Deputy Director" title is a more commonly used title in the public sector and better describes the operations functions. The "Deputy Director" title will also help attract current
manager-level candidates who will view this position as a promotion.
COMMUNITY ENGAGEMENT: Inform
Staff will post the approved Resolution on the Human Resources website page as is the City's practice for salary information.
ALTERNATIVE ACTIONS:
Not approve the Management, Professional, and Confidential Employees Resolution and continue with the existing Resolution.
PRIOR CITY COUNCIL AND COMMISSION ACTIONS:
On March 18, 2015, Council directed the City Manager to consider incorporating the funding associated with hiring a Senior Center "director" and related programs expenses into the 2015-16 Fiscal Year budget. These funds are included in the proposed budget. Should the Council adopt the proposed FY 15-16 budget, that includes funding for this purpose, and adopt the proposed outcome-based job description and corresponding salary, staff would begin recruitment immediately, with the goal of filling the position by late August.
On June 18, 2014, Council approved the Management, Professional, and Confidential Employees Resolution (#6896) effective on July 1, 2014.
FISCAL AND RESOURCE IMPACT:
The addition of the Older Adult Services Supervisor position would increase expenditures by approximately $70,000 each fiscal year. This funding is included in the City Manager's proposed FY 15-16 Budget. As indicated above, there will be a 2.5% salary increase for FY 15-16. In total, this amounts to $135,000 and paid by all funds. The uniform allowance provision will increase annual expenditures by approximately $120 each fiscal year for three Police positions and the auto allowance for the two positions is $5,400 though it is partially offset by savings from the existing mileage reimbursement benefit. The increase of $150 for professional development for membership fee reimbursement per fiscal year for employees listed in Groups 1-A and 1-B will depend on how many employees choose this benefit.
CEQA (California Environmental Quality Act):
Not a Project
LINKS/ATTACHMENTS:
1. Older Adult Services Supervisor outcome-based job description
2. Management, Professional, and Confidential Employees Resolution
3. Management, Professional, and Confidential Employees Salary Schedules