Title
A. RESOLUTION NO. 2016-036 OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA AMENDING THE COMPENSATION SCHEDULE AND CLASSIFICATION PLAN TO REFLECT THE ADDITION AND REMOVAL OF VARIOUS POSITION TITLES AND AMENDING THE AUTHORIZED POSITION COUNT IN VARIOUS DEPARTMENTS WITH NO NET CHANGE IN AUTHORIZED STAFFING
B. RESOLUTION NO. 2016-037 OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA APPROVING THE REVISED FISCAL YEAR 2015-2016 COMPENSATION SCHEDULE EFFECTIVE MARCH 4, 2016, AS REQUIRED BY CALIFORNIA CODE OF REGULATIONS, TITLE 2, SECTION 570.5
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RECOMMENDED ACTION
Recommended Action
Council adopt the resolutions.
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SUMMARY
In an effort to address the needs of various departments and the City's workforce, the Human Resources Department, in conjunction with the affected departments, is proposing the reclassification of certain positions and the addition of various new classifications.
ENVIRONMENTAL REVIEW
Environmental Notice
Environmental Notice
The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
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Environmental Determination
The Director of Development Services has reviewed the proposed activity for compliance with the California Environmental Quality Act (CEQA) and has determined that the activity is not a “Project” as defined under Section 15378 of the State CEQA Guidelines; therefore, pursuant to Section 15060(c)(3) of the State CEQA Guidelines, the activity is not subject to CEQA. Thus, no environmental review is required.
BOARD/COMMISSION RECOMMENDATION
Not Applicable
DISCUSSION
Civil Service Rule 1.02(A), which applies to the City’s classified positions, provides for necessary reviews and changes so that the City’s classification plan is kept current, and that changes in existing classes, the establishment of new classes or the abolition of classes are properly reflected in the classification plan.
In an effort to address the needs of various departments and the City's workforce, the Human Resources Department is proposing various new classifications and the reclassification of certain positions. The following identifies the departments, affected positions and proposed changes.
In September 2013, the California Legislature enacted legislation signed by the Governor of California, which included raising the minimum wage to $10.00 effective January 1, 2016. To ensure compliance with the State's minimum wage law and to maintain the existing salary ties within the hourly Recreation classification series, staff proposed a salary adjustment for the following unclassified hourly positions effective December 25, 2015: Recreation Aide, Recreation Leader I/II, and Recreation Specialist. This salary adjustment was approved by the City Council at their December 15, 2015 meeting. Staff later determined two unclassified hourly classifications that are internally aligned ("tied") with the aforementioned Recreation classification series were inadvertently not included. As a result, staff is requesting an appropriate adjustment for the Tiny Tot Aide and Tiny Tot Specialist classifications.
Summary of Updated Classifications
California Code of Regulations, Title 2, Section 570.5 requires that, for purposes of determining a retiring employee's pension allowance, the pay rate be limited to the amount listed on a pay schedule that meets certain requirements and be approved by the governing body in accordance with the requirements of the applicable public meeting laws. The Fiscal Year 2015-2016 Compensation Schedule ("Compensation Schedule") was last approved by the City Council at their meeting of December 15, 2015. Approval of Resolution B will approve the revised Compensation Schedule to reflect the salary adjustment for Tiny Tot Aide and Tiny Tot Specialist.
DECISION-MAKER CONFLICT
Staff has determined that the action contemplated by this item is ministerial, secretarial, manual, or clerical in nature and, as such, does not require the City Council members to make or participate in making a governmental decision, pursuant to California Code of Regulations Title 2, section 18702.4(a). Consequently, this item does not present a conflict under the Political Reform Act (Cal. Gov't Code § 87100, et seq.). Staff is not independently aware, and has not been informed by any City Council member, of any other fact that may constitute a basis for a decision maker conflict of interest in this matter.
LINK TO STRATEGIC GOALS
The City’s Strategic Plan has five major goals: Operational Excellence, Economic Vitality, Healthy Community, Strong and Secure Neighborhoods and a Connected Community. The reclassifications support the City-wide strategic goal of Operational Excellence by providing more accurate position titles that better reflect the needs of the City’s workforce. Furthermore, approval of the revised Fiscal Year 2015-2016 Compensation Schedule and its posting on the City's internet website supports the goal of Operational Excellence as it enhances disclosure and transparency of employee compensation and, as a result, fosters public trust through an open and ethical government.
CURRENT YEAR FISCAL IMPACT
The proposed changes have a fiscal impact of approximately $13,928 in the current year. No budget changes are needed at this time, however, staff may return to Council to request a budget amendment if one is needed.
ONGOING FISCAL IMPACT
The ongoing salary costs associated with these proposed changes, approximately $48,284 per fiscal year, will be incorporated into the baseline salary budgets of the respective departments.
ATTACHMENT
1. Revised Fiscal Year 2015-2016 Compensation Schedule Effective March 4, 2016
Staff Contact: Courtney Chase