HomeMy WebLinkAbout09 AMENDING CLASSIFICATION/COMPENSATION PLANS & ESTABLISHING RECRUITMENT/SELECTION PROCESSAGENDA REPORT
Agenda Item
Reviewed:
City Manager
Finance Director
9
MEETING DATE: APRIL 2, 2013
TO: JEFFREY C. PARKER, CITY MANAGER
FROM: CITY MANAGER'S OFFICE & HUMAN RESOURCES DEPARTMENT
SUBJECT: AMENDING THE CITY'S CLASSIFICATION AND COMPENSATION PLANS
AND ESTABLISHING A TARGETED RECRUITMENT AND SELECTION
PROCESS
SUMMARY
Approval of the following actions will amend the City's Classification Plan and Compensation
Plan to reflect changes recommended by staff to facilitate organizational restructuring and
establish a targeted recruitment process to be used when determined by the City Manager to be
in the City's best interests for filling a vacant position.
RECOMMENDATION
It is recommended that the City Council take the following actions:
1. Adopt Resolution 13 -22 to amend the City's Classification and Compensation Plans; and
2. Authorize the City Manager, or his /her designee, to designate an individual as the City's
Building Official; and
3. Adopt Resolution 13 -24 to establish a targeted recruitment and selection process.
FISCAL IMPACT
No additional funding is required for the current fiscal year. Cost savings are expected in future
fiscal years if the new proposed classifications are used in conjunction with organizational
restructuring. Cost savings are also anticipated from the use of a targeted recruitment and
selection process through reduced staff time spent on recruitment activities and reduced
advertising expenses.
BACKGROUND AND DISCUSSION
Amending the City's Classification and Compensation Plans
On February 5, 2013, the City Council approved a number of changes to the City's
Classification and Compensation Plans that are designed to provide the City Manager with the
ability to restructure City staffing levels in a more streamlined and efficient manner in the wake
of the PARS early retirement incentive.
City Council Agenda Report
April 2, 2013
Amending the City's Classification and Compensation Plans and Establishing a Targeted
Recruitment and Selection Process
Page 2
In a continuation of this restructuring process, staff is recommending the creation of two new
management classifications to be used in the Community Development Department: Assistant
Director of Community Development — Building and Assistant Director of Community
Development — Planning. These classifications are designed to replace the existing Assistant
Director of Community Development and Building Official classifications.
The Assistant Director of Community Development — Planning will be charged with the oversight
of the Planning Division, in addition to providing highly responsible staff assistance to the
Director of Community Development. The monthly salary range is proposed to be set at $8,817
- $10,767, the same rate as the existing Assistant Director of Community Development. The
Assistant Director of Community Development — Building will be responsible for managing the
Building Division, in addition to providing highly responsible staff assistance to the Director of
Community Development. The monthly salary range for this classification is proposed to be set
at $9,258 - $11,305, 5% above the Planning position due to additional certification requirements
(designation by the International Code Council (ICC) as a Certified Building Official).
The establishment of these new classifications, in conjunction with a restructuring of the
Community Development Department, will allow the department to operate at a lower cost
without a reduction in the quality of services provided, while also providing additional
development and promotional opportunities for City staff.
Designation of a Building Official
In the past, the City has employed a full-time employee in the classification of Building Official.
With the proposed restructuring of the Community Development Department, this will no longer
be the case. Without a designated full-time Building Official, the City must designate a qualified
individual as the Building Official, whether another City employee or a professional contractor, to
perform mandatory functions such as interpreting code requirements on behalf of the City. Staff
is seeking formal authorization from the City Council to allow the City Manager, or his/her
designee, to designate a qualified individual as the City's Building Official.
Establishing a Targeted Recruitment and Selection Process
The City of Tustin's Personnel Rules (Resolution No. 10-94) confer upon the City Manager the
powers and responsibilities of the City's "Personnel Officer", with the authority to: 1) prepare and
recommend to the City Council rules and regulations related to personnel matters, 2) administer
the provisions of the City's merit system not specifically reserved to the City Council, and 3)
appoint all department heads and employees of the City (with some exceptions).
In an effort to streamline the City's hiring procedures, the City Manager is proposing the formal
establishment of a targeted recruitment and selection process to be authorized by the City
Manager for use on an as-needed basis. This process, dubbed the "21st Century hiring
process", would be a potential tool that would assist the City with restructuring and staffing the
City's workforce in a more streamlined and efficient manner.
City Council Agenda Report
April 2, 2013
Amending the City's Classification and Compensation Plans and Establishing a Targeted
Recruitment and Selection Process
Page 3
The distinction between the 21st Century hiring process and a typical public sector recruitment is
in the initial recruitment phase of the process. Rather than posting a job announcement on the
City's website and publishing an advertisement on a variety of websites and /or publications, a
method that typically results in hundreds of applications from individuals of widely varying
qualifications, the 2151 Century hiring process involves direct solicitation to specific individuals
and /or professional organizations to seek out prospective candidates who are believed to be
highly qualified for a particular position. This type of process is commonly employed in the
private sector.
The 215` Century hiring process is not designed to replace the traditional recruitment process as
the City's standard operating procedure. Rather, the adoption of Resolution No. 13 -24 will
expressly authorize the City Manager to use the 21st Century hiring process for specific
occasions when the City Manager determines this process is in the City's best interests. For
example, the 21st Century hiring process may be employed for a particular vacancy for an
especially hard -to -fill position, when a conventional recruitment process has been unsuccessful,
or when a select group of qualified individuals are believed to be strong candidates for the
position.
Any individual ultimately hired through the 21st Century recruitment process must meet all
requirements expected of any City employee hired through a traditional recruitment process,
including meeting the minimum education and experience qualifications of the job classification
and successful completion of a background investigation, physical examination, and
administrative screening. As with a traditional recruitment process, the City Manager will take
into consideration the diversity of the pool of job applicants and adhere to the City's Equal
Employment Opportunity policy when utilizing a targeted recruitment and selection process.
With a large number of vacancies City wide due to the PARS early retirement incentive and
normal turnover, the 21St Century hiring process is a mechanism to provide the citizens with the
level of service they expect and deserve in a quicker and more cost - effective manner, while still
ensuring the City employs a highly qualified workforce.
Derick Yasu Charles H. Robinson
Human Resources Manager
Attachments:
1. City Council Resolution No. 13 -22
2. City Council Resolution No. 13 -24
Deputy City Manager
RESOLUTION NO. 13 -22
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUSTIN, CALIFORNIA, AMENDING THE CLASSIFICATION
AND COMPENSATION PLANS FOR THE CITY OF TUSTIN
WHEREAS, the City Council of the City of Tustin, California (the "City ") has
authorized and directed, under the provisions of the City's Personnel Rules, Resolution
No. 10 -94, the preparation of a Classification and Compensation Plan for all employees
in the City service; and
WHEREAS, Resolution No. 10 -94 requires that amendments or revisions to the
Classification and Compensation Plan be approved by resolution of the City Council;
and
WHEREAS, the City Council has periodically amended the Classification and
Compensation Plans when appropriate; and
WHEREAS, the City has determined the need to amend the Classification and
Compensation Plans by adding the classifications with the corresponding salary ranges
listed in Appendix A and hereby incorporated by reference.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of
Tustin authorizes staff to implement the provisions of this Resolution and modify the
City's Classification and Compensation Plans to reflect the changes approved in this
Resolution.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of
Tustin held on the 2nd day of April 2013.
ELWYN A. MURRAY
Mayor
ATTEST:
JEFFREY C. PARKER
City Clerk
Resolution 13 -22
Page 1 of 3
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
CITY OF TUSTIN
I, Jeffrey C. Parker, City Clerk and ex- officio Clerk of the City Council of the City of Tustin,
California, do hereby certify that the whole number of the members of the City Council of
the City of Tustin is five; that the above and foregoing Resolution No. 13 -22 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 2nd day of
April 2013, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
JEFFREY C. PARKER
City Clerk
Resolution 13 -22
Page 2 of 3
APPENDIX A — MONTHLY SALARY RANGES
Effective April 2, 2013
Classification
A
B
C
D
E
Asst. Dir. of Comm. Dev. — Building
$9,257.93
$9,731.98
$10,230.32
$10,754.17
$11,304.84
Asst. Dir. of Comm. Dev. — Planning
$8,817.07
$9,268.56
$9,743.16
$10,242.06
$10,766.52
Resolution 13 -22
Page 3 of 3
RESOLUTION NO. 13 -24
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUSTIN, CALIFORNIA, ESTABLISHING A TARGETED
RECRUITMENT AND SELECTION PROCESS FOR THE
HIRING OF CITY EMPLOYEES
WHEREAS, the City Council of the City of Tustin, California (the "City ") has
authorized the City Manager to serve as the City's Personnel Officer, under the
provisions of the City's Personnel Rules, Resolution No. 10 -94; and
WHEREAS, in an effort to streamline the City's hiring procedures, the City
Manager has proposed the formal establishment of a targeted recruitment and selection
process, the use of which may be authorized by the City Manager on an as- needed
basis; and
WHEREAS, a targeted recruitment and selection process involves direct
solicitation to specific individuals and /or professional organizations to seek out
prospective candidates who are believed to be highly qualified for a particular position;
and
WHEREAS, the City Council wishes to expressly authorize the City Manager to
use a targeted recruitment and selection process for specific occasions when the City
Manager determines this process is in the City's best interests; and
WHEREAS, any individual hired through a targeted recruitment and selection
process must meet all requirements expected of any City employee hired through a
traditional recruitment process, including meeting the minimum education and
experience qualifications of the job classification and successful completion of a
background investigation, physical examination, and administrative screening; and
WHEREAS, the City and the public benefit from diversity in the City's workforce,
and from diversity among job applicants, and the City remains committed to adherence
to the City's Equal Employment Opportunity policy in its recruiting processes, including
when utilizing a targeted recruitment and selection process.
NOW, THEREFORE, BE IT RESOLVED THAT:
1. The City Manager and City staff are authorized to use a targeted
recruitment and selection process on those specific occasions when the City Manager
determines it is in the best interests of the City to do so; and
2. Any individual hired through a targeted recruitment and selection process
shall meet all requirements expected of any City employee hired through a traditional
recruitment process, including meeting the minimum education and experience
Resolution 13 -24
Page 1 of 2
qualifications of the job classification, and successful completion of a background
investigation, physical examination, and administrative screening; and
3. In implementing a targeted recruitment and selection process, the City
Manager and City staff shall encourage diversity of the pool of job applicants when
feasible, and shall ensure compliance with the City's Equal Employment Opportunity
policy.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of
Tustin held on the 2nd day of April 2013.
ELWYN A. MURRAY
Mayor
ATTEST:
JEFFREY C. PARKER
City Clerk
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
CITY OF TUSTIN )
I, Jeffrey C. Parker, City Clerk and ex- officio Clerk of the City Council of the City of Tustin,
California, do hereby certify that the whole number of the members of the City Council of
the City of Tustin is five; that the above and foregoing Resolution No. 13 -24 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 2nd day of
April 2013, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
JEFFREY C. PARKER
City Clerk
Resolution 13 -24
Page 2 of 2