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Item 4.1 - Adopt. of Resos Approving Changes to Salary and Benefit Plan for Mgmt Conf, Appropriating Funds and Approving Rev to Mgmt Conf SalaryDATE: TO: FROM: INITIATED BY: SUBJECT: Summary: City of Poway COUNCIL AGENDA REPORT September 17, 2019 Honorable Mayor and Members of the City Council Wendy Kaserman, Assistant City Manager .al( Jodene Dunphy, Director of Human Resources & Risk Management � Aaron Beanan, Director of Finance � 0 Adoption of Resolutions Approving Changes to the Salary and Benefit Plan for Employees Designated as Management/Confidential, Effective July 1, 2019 Through June 30, 2021, Appropriating Funds Based on the Changes and Approving Changes to the City of Poway Classification Plan and Salary Schedule Including a Minor Reorganization in the Finance Department The City of Poway has two recognized employee organizations representing regular non-safety employees (Teamsters, Local 911) and fire safety employees (Poway Firefighters' Association). Employees designated as Management and/or Confidential make up the remaining full-time and part-time, regular employees. Management/Confidential employees are unrepresented and have a Salary and Benefit Plan document outlining terms for wages and benefits that apply to their employee group. The most recent Salary and Benefit Plan for the Management/Confidential group of employees covered the period of July 1, 2017, through June 30, 2019. This item outlines recommended changes to the Salary and Benefit Plan document for Fiscal Years 2019-20 and 2020-21. Negotiations between the City and both the Poway Firefighters' Association (PFA) and Teamsters, Local 911 are still in progress. This staff report does not include salary and benefit changes for employees represented by the PFA or Teamsters. Recommended Action: It is recommended that the City Council: 1) Adopt a Resolution approving changes to the Salary and Benefit Plan as outlined for employees designated as Management/Confidential; 2) Adopt a Resolution appropriating funds in FY 2019-20 to implement the financial terms of the salary and benefit changes for Management/Confidential employees; and 3) Adopt a Resolution approving revisions to the City of Poway Classification Plan and Management/Confidential Salary Schedule. Discussion: Budget Background On June 18, 2019, the City Council approved a balanced Fiscal Year 2019-20 budget that did not include any across the board salary increases for represented or unrepresented employees. It was stated in the June 18 budget report to the City Council that, although the budget is balanced, 1 of 14 September 17, 2019, Item # 4.1 the growth in General Fund revenues is not keeping pace with the growth in expenditures. Rising pension and law enforcement costs have put significant pressure on the City1s operating budget. In addition, the City has several projects on the horizon, including the construction of the Mickey Cafagna Community Center, the completion of Espola Road improvements, and the restoration of the Los Penasquitos lagoon, among others, that may result in significant budget impacts. It was also stated in the June 18 budget report that early numbers for the Fiscal Year 2020-21 budget indicate expenditures will likely exceed revenues because of a slowing economy and require difficult budget decisions. Property and sales tax revenues represent approximately 62% of all General Fund revenue sources for the City of Poway. The City recently received a report from the San Diego County Tax Assessor1s Office that indicated Poway1s property tax revenue will be $32,000 less than what was projected in Fiscal Year 2019-20. In addition, sales tax is projected to dip slightly from last fiscal year. The trend is projected to continue into Fiscal Year 2020-21 as more than 70% of economists surveyed by the National Association for Business Economics in August expect an end to the longest economic expansion in American history before the end of 2021. Given the current status of the City1s General Fund operating budget and projections for next fiscal year, the City does not have the ability to provide wage increases from the General Fund that need to be sustained year over year. Based on projections, a 1 % city-wide salary increase, which also increases the cost of other wage-based benefits, would result in an unbalanced budget by Fiscal Year 2020-21 and result in reserve draws to balance the budget on an ongoing basis. Using one-time funds to cover ongoing expenses can be compared to taking from a savings account to fund ongoing, recurring bills paid from a checking account. This is not a sustainable financial strategy and, therefore, not recommended. Personnel costs make up the largest expense of the General Fund operating budget, as noted by the Budget Review Committee (BRC), in a report the BRC presented to the City Council on June 18, 2019. The BRC stated that personnel costs "must be controlled as much as possible.11 The City is committed to providing its employees with salary and benefit adjustments it can afford, without implementing financial management strategies that could lead to service reductions and a decrease in the City1s fiscal health. The current Fiscal Year 2019-20 budget includes funding to cover increased costs in pension and healthcare, without requiring additional contributions from employees, as well as ongoing step increases for employees pursuant to the City1s publicly adopted salary schedule. In addition, the City focused on a strategy to use undesignated one­time funds to provide one-time stipends in each of the next two fiscal years. The one-time funds are available from savings in prior year budgets. Management/Confidential Employees -Proposed Salary and Benefit Items The Management/Confidential Employee Group Salary and Benefit Plan document covers 80.5 Full-Time Equivalent (FTE) budgeted positions across the Poway organization. Staff held two meetings with Management and Confidential employees to review the recommended benefit changes for the next two fiscal years, which are listed and incorporated in the Resolution (Attachment A). Key proposed changes in salary and benefits for Management/Confidential employees include: 2 of 14 September 17, 2019, Item # 4.1 1.One-time stipends equivalent to the amounts below for regular, full-time employees. Regular part-time employees will receive stipends based on the amounts listed below pro­ rated to the part-time employee's Full-Time Equivalent (FTE): •$3,000 in Year 1 * •$2,000 in Year 2* *Management/Confidential employees will have the choice to take the stipend as a one­ time cash payment or to make a one-time deposit into the employee's ICMA 457 account. The stipends will be reported to CalPERS for employees considered CalPERS "classic" employees in the City's Tier 1 and Tier 2 retirement groups. Pursuant to the California Code of Regulations section 571.1, the stipends are not reportable as compensation for employees in Tier 3, commonly referred to as "PEPRA" employees hired after January 1, 2013 when the Public Employees' Pension Reform Act (PEPRA) took effect. Employees must be employed on the date the one-time stipend is distributed. Temporary and seasonal part-time or full-time employees are not eligible to receive stipends at any amount. In 2019, the average across the board salary increase for all other San Diego cities, with the exception of one other city that is still in negotiations with its general, non-safety employees, is 2.39%. The $3,000 stipend proposed for all Management/Confidential employees equates to an average salary increase of 3.35%, which is higher for Management/Confidential employees than the market to acknowledge that it is a one-time payment instead of an ongoing across the board salary increase. Based on growing concerns for the City's FY 2020-21 budget, an anticipated end to the current economic expansion, and the list of projects on the horizon for the City, the proposed stipend in Fiscal Year 2020-21 is less at $2,000, which is an average salary increase of 2.18% for Management/Confidential employees. This provides a carve out of one-time funds in the Fiscal Year 2020-21 budget to provide one-time stipends to employees designated as Management/Confidential. 2.Benefit day hours will be increased from 16 hours to 18 hours per year for full-time, regular employees. Part-time, regular employees will receive the pro-rated equivalent based on their FTE. This is a non-cash benefit which does not impact the budget. 3.The City will add one-time paid holidays on Thursday, December 26, 2019, and Thursday, December 24, 2020. This is one less additional holiday than what was approved and provided to employees in 2018 and is also a non-cash benefit which does not impact the budget. Other non-economic items proposed for employees designated as Management/Confidential include: the implementation of the ICMA-RC 457 loan program for conventional loans; the ability for employees to use vacation time as it is accrued from date of hire and in accordance with already established vacation accrual tables; the extension of the initial (new hire) probationary period from six months to twelve months from date of hire for employees not designated as at­ will; and a clean up to how holiday hours have been administered for part-time, regular employees, which is pro-rated based on the position's budgeted Full-Time Equivalent (FTE). The Salary and Benefit Plan document for designated Management/Confidential employees will be revised to reflect other non-substantive revisions along with the changes listed above, which have 3 of 14 September 17, 2019, Item # 4.1 been incorporated in the Resolution. The financial terms incorporated into the Plan will not extend beyond those included in the Resolution (Attachment A). Finance Department This past summer, the City hired a new Finance Manager and Finance Director after retirements occurred in both positions. Furthermore, one of the two Senior Accountants in the Finance Department will be retiring in December. The new leadership of the Finance Department has conducted an organizational review within the Finance team and determined that some minor reorganization of finance duties, primarily within the payroll and accounting sections, will create efficiencies, provide role clarity, and effectively support the entire organization. Effective with the retirement of one of the two Senior Accountants, that Senior Accountant position will be reclassified down to an Accountant and the payroll-specific duties currently performed by that Senior Accountant will be shifted to the Senior Accounting Technician who handles payroll for the City. The shift in higher-level duties, including the full responsibility of managing the payroll process from start to finish, as well as the responsibility of implementing complex state and federal payroll laws into the payroll process, require the Senior Accounting Technician position be reclassified to a higher salary grade. Human Resources conducted an internal and external analysis which supports a recommendation to reclassify the Senior Accounting Technician from Grade 371 in the Management/Confidential Group 4 to Grade 460 in Group 3. The change reflects the full responsibility of managing the payroll function, including the implementation of complex payroll laws. In San Diego county, there are five other cities with a comparable position to what is being proposed, which essentially is a "one- stop shop" payroll position assigned the full payroll responsibility. Based on the City's internal position classification plan and master salary grade schedule, the proposed salary grade of 460 represents a 24% increase. Other positions in this salary grade series include positions that also require the knowledge and application of highly technical skills and expertise, such as the Cross-Connection Specialist, Fire Safety Inspector, Water Treatment Operator II and Code Compliance Officer. The new salary grade places the position below median when compared to the five other cities with similar positions due to internal alignment. The previously established job description for Accountant has been reviewed as part of the reclassification from a Senior Accountant and still accurately reflects the job duties required for the position. In addition, an external market review supports the current salary grade of the position when it was previously established and confirms the Accountant position will be at median for salary when compared to the San Diego market of cities with a similar position. The Accountant position will afford a realignment of duties allowing finance to serve the city and its residents more efficiently. An additional benefit from the reclassification is succession planning. Succession planning helps promote the retention of employees and transfer of institutional knowledge. The proposed changes in the Finance Division of the Finance Department would take effect on December 10, 2019, the day after the Senior Accountant retires. The savings from reclassifying one of the Senior Accountant positions down to an Accountant level will cover the cost of reclassifying the Senior Accounting Technician to a higher grade, keeping the same title. The proposed changes in the Finance Department are reflected in the Resolution (Attachment C) to adopt the revised Management/Confidential Salary Schedule. The Resolution also reflects the following changes: 4 of 14 September 17, 2019, Item # 4.1 •A title change of the Director of Safety Services to Fire Chief, a change made after the retirement of the City's long-tenured Director of Safety Services and the promotion of the City's Deputy Fire Chief to Fire Chief; •Removal of the Senior Recreation Supervisor title from the Poway Classification Plan and Salary Schedule. The position was filled with a Recreation Supervisor after the Senior Recreation Supervisor retired. •Reclassifying the Senior Accountant at Grade 561 down to an Accountant position at Salary Grade 481, effective December 10, 2019. •Reclassifying the Senior Accounting Technician to a higher salary grade of 460, effective December 10, 2019. •New "Grade" numbers (previously listed as "Range" numbers) and a change from using letters when referring to salary "Steps" to using numbers when referring to "Steps". These technical changes are based on the implementation of MUNIS, the City's new financial/payroll and human resources information system. Environmental Review: This information is not subject to CEQA review. Fiscal Impact: The total fiscal impact of the stipends and benefit day hours for Management/Confidential employees in Fiscal Year 2019-20 is estimated at $280,000 and $187,000 in Fiscal Year 2020- 2021. Reclassifying one Senior Accountant to an Accountant and reclassifying a Senior Accounting Technician to a higher grade will result in a savings of $3,000. The fiscal impact of the changes for the two-year period is estimated to be $464,000. This two-year total accounts for the total roll-up costs, which include PERS and PARS contributions, as well as increases to FICA, and will be allocated from the City's one-time fund balance. Fund balance in Fiscal Year 2019- 20 to cover the Salary and Benefit Plan expenses for the Management/Confidential Group of employees will be used based on where the employee is charged and the cost allocation plan, as shown in the following table: Fiscat Year 20'19-20 Fund Amount General Fund: 1000 $180,000 General Fund: 1000 -3,000 Gas Tax Fund: 2110 1,400 Road Repair: 2120 700 Prop A (70%): 2230 700 Prop A (30%): 2240 500 Drainage Fund: 2310 5,200 LMD: 26xx, 27xx 2,000 Water Fund: 5100 50,000 Wastewater Fund: 5200 33,000 Fleet-Vehicle Maintenance Fund: 611 0 6,500 Total $277,000 Fund balance to cover the Fiscal Year 2020-21 Salary and Benefit Plan expenses of $187,000 for the Management/Confidential Group of employees will be included as part of the final Fiscal Year 2020-21 budget and similarly allocated. The Resolution attached as Attachment B includes 5 of 14 September 17, 2019, Item # 4.1 the appropriations necessary to adjust the Fiscal Year 2019-20 budget to implement the provisions of the Management/Confidential Salary and Benefit Plan and the minor changes within the Finance Department. The overall costs are summarized in the table below: No. Item Cost/(Savings) Manaqement/Confidential Salary & Benefits Plan Stipend -Year 1 $280,000 Stipend -Year 2 187,000 Sub-Total 1 $467,000 Finance Department -Minor Reorganization Reclassify Senior Accountant to Accountant ($17,300) Reclassify Senior Accounting Technician Grade $14,300 Sub-Total 2 ($3,000) GRAND TOTAL $464,000 1. Does not include the non-cash benefits of the two benefit hours, the additional one-time holidays or any other proposed benefit listed or described because they do not affect the Fiscal Year 2019-20 adopted budget. 2. Reflects direct salary savings at each positions' top grade and not additional potential savings from retirement tier changes associated with the accountant position. Public Notification: None. Attachments: A.Resolution approving the changes to the City's Salary and Benefit Plan document for employees designated as Management/Confidential effective July 1, 2019 through June 30, 2021. B.Resolution appropriating funds in Fiscal Year 2019-20 to implement the financial terms of the changes to the Salary and Benefit Plan for employees designated as Management/ Confidential. C.Resolution approving the City of Poway Management/Confidential Salary Schedule and the Poway Classification Plan including a minor reorganization in the Finance Department Reviewed/Approved By: Wendyaserman Assistant City Manager 6 of 14 Reviewed By: Alan Fenstermacher City Attorney Approved By: c� Ci;;::: September 17, 2019, Item # 4.1 RESOLUTION NO. 19- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY AUTHORIZING ADJUSTMENTS TO THE SALARY AND BENEFITS PLAN FOR EMPLOYEES DESIGNATED AS MANAGEMENT/ CONFIDENTIAL EFFECTIVE JULY 1, 2019 THROUGH JUNE 30, 2021 BE IT RESOLVED by the City Council of the City of Poway that adjustments specified herein be made to the Salary and Benefits Plan for Management/Confidential employees effective July 1, 2019 through June 30, 2021. BE IT FURTHER RESOLVED that the City Manager is hereby directed and authorized to implement all provisions listed below which are to be incorporated into the Salary and Benefit Plan for Management/Confidential employees without further specific actions by the City Council. No additional financial terms will be assumed beyond the terms included herein when finalizing and executing the Salary and Benefits Plan for the Management/Confidential Group effective July 1, 2019. Stipends: One-time stipends equivalent to the amounts below for regular, full-time employees. Regular part-time employees will receive stipends based on the amounts listed below pro-rated to the part-time employee's Full-Time Equivalent (FTE): •$3,000 in Year 1* •$2,000 in Year 2* *ManagemenUConfidential employees will have the choice to take the stipend as a one-time cash payment or to make a one-time deposit into the employee's ICMA 457 account. The stipends will be reported to CalPERS for employees considered CalPERS "classic" employees in the City's Tier 1 and Tier 2 retirement groups. Pursuant to the California Code of Regulations section 571.1, the stipends are not reportable as compensation for employees in Tier 3, commonly referred to as "PEPRA" employees hired after January 1, 2013 when the Public Employees' Pension Reform Act (PEPRA) took effect. Employees must be employed on the date the one-time stipend is distributed. Temporary and seasonal part-time or full-time employees are not eligible to receive stipends at any amount. Benefit Day Hours: Benefit day hours will be increased from 16 hours to 18 hours per year for full-time, regular employees. Part-time, regular employees will receive the pro-rated equivalent based on their FTE. City Holidays: The City will add one-time paid holidays on Thursday, December 26, 2019, and Thursday, December 24, 2020. ICMA 457 Loan: The City will implement the ICMA 457 Loan Program for conventional loans. There is no additional cost to the City. This program is administered solely through the ICMA-RC offices and website. 7 of 14 ATTACHMENT A September 17, 2019, Item # 4.1 September 17, 2019, Item # 4.1 RESOLUTION NO. 19- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF POWAY, CALIFORNIA, APPROPRIATING FUNDS IN FISCAL YEAR 2019-20 TO IMPLEMENT THE FINANCIAL TERMS OF THE CHANGES TO THE SALARY AND BENEFIT PLAN FOR EMPLOYEES DESIGNATED AS MANAGEMENT/CONFIDENTIAL WHEREAS, on September 17, 2019, the City Manager of the City of Poway has submitted to the City Council of the City of Poway a Salary and Benefit Plan for Management/ Confidential employees for Fiscal Year 2019-20 and Fiscal Year 2020-21; WHEREAS, an appropriation in Fiscal Year 2019-20 of $277,000 is necessary to implement the year 1 changes to the Salary and Benefit Plan document for employees designated as Management/Confidential; WHEREAS, an appropriation in Fiscal Year 2020-21 of $187,000 is necessary to implement the year 2 changes to the Salary and Benefit Plan document for employees designated as Management/Confidential and will be requested as part of the Fiscal Year 2020-21 budget; WHEREAS, the appropriations for year 1 and year 2 changes to the Salary and Benefit Plan document for employees designated as Management/Confidential will come from unassigned General Fund balance, Gas Tax Fund balance, Road Repair Fund balance, Prop A (70%) Fund balance, Prop A (30%) Fund balance, Drainage Fund balance, LM D Funds fund balance, Water Fund balance, Wastewater Fund balance, and Fleet -Vehicle Maintenance fund balance and sufficient funds are available. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Poway as follows: 9 of 14 1 . That the above recitations are true and correct. 2.That the director of finance is authorized to appropriate funds as follows to cover the Fiscal Year 2019-20 Salary and Benefit Plan expenses for the Management/Confidential Group of employees: Fund Amount General Fund: 1000 $180,000 General Fund: 1000 -3,000 Gas Tax Fund: 2110 1,400 Road Repair: 2120 700 Prop A (70%): 2230 700 Prop A (30%): 2240 500 Drainage Fund: 2310 5,200 LMD: 26xx,27xx 2,000 Water Fund: 5100 50,000 Wastewater Fund: 5200 33,000 Fleet-Vehicle Maintenance Fund: 6110 6,500 Total $277,000 3.That the Fiscal Year 2020-21 appropriation of $187,000 from fund balance will be included as part of the final Fiscal Year 2020-21 budget. ATTACHMENT B September 17, 2019, Item # 4.1 September 17, 2019, Item # 4.1 September 17, 2019, Item # 4.1 September 17, 2019, Item # 4.1 Exhibit A City of Poway Management I Confidential Salary Schedule Effective September 17, 2019 Classification Title I Grade I Approx . Monthly ISalary Range Step 1 I City Manager 999 19,166 Group 1 Exempt At-Will Assistant City Manager 871 13,981 -16,994 80.6623 Director of Community Services 791 11,612-14,115 66.9951 Director of Development Services 831 12,665 -15,393 73.0694 Director of Finance 791 11,612-14,115 66.9951 Director of Human Resources & Risk Management 771 11,060 -13,443 63.8049 Director of Public Works 831 12,665 -15,393 73.0694 Fire Chief 831 12,665 -15,393 73.0694 Group 2A Exempt At-Will Assist . Director of Public Works Operations 731 9,937 -12,080 57.3277 Assist . Director of Public Works Utilities 731 9,937 -12,080 57.3277 City Clerk 681 8,778 -10,670 50.6411 City Engineer 751 10,436 -12,687 60.2097 City Planner 731 9,937 -12,080 57.3277 Community Services Manager 681 8,778 -10,670 50.6411 Construction Project Manager 681 8,778 -10,670 50.6411 Deputy Fire Chief 751 10,436 -12,687 60.2097 Finance Manager 681 8,778 -10,670 50.6411 Fire Battalion Chief (not at-will/2912 hrs/yr) 542 8,778 -10,670 36.1722 Information Technology Manager 681 8,778 -10,670 50.6411 Public Works Operations Manager 681 8,778 -10,670 50.6411 Group 2B Exempt Accountant (Effective 12110/19) 481 5,326 -6,475 30.7255 Associate Civil Engineer 602 7,261 -8,826 41.8893 Associate Planner 521 5,902 -7,174 34.0517 Budget Administrator 631 7,744 -9,413 44.6789 Community Outreach Coordinator 531 6,050 -7,354 34.9030 Customer Services Supervisor 571 6,678 -8,117 38.5265 Economic Development Administrator 631 7,744 -9,413 44.6789 GIS Analyst 531 6,050 -7,354 34.9030 Information Technology Analyst 531 6,050 -7,354 34.9030 Management Analyst 531 6,050 -7,354 34.9030 Network & Computer Systems Administrator 571 6,678 -8,117 38.5265 Senior Accountant 561 6,515 -7,919 37.5868 Senior Civil Engineer 682 8,871 -10,782 51.1773 Senior Code Compliance Officer 501 5,618 -6,829 32.4109 Senior Fire Safety Inspector 541 6,201 -7,537 35.7756 Senior Human Resources Analyst 571 6,678-8,117 38.5265 Senior Management Analyst 571 6,678 -8,117 38.5265 Senior Planner 581 6,845 -8,320 39.4897 Special Projects Engineer 571 6,678 -8,117 38.5265 Water Treatment Plant Supervisor 601 7,191 -8,741 41.4888 Water Utilities Distribution Supervisor 601 7,191 -8,741 41.4888 Group 3 Non-Exempt Assistant Engineer 531 6,050 -7,354 34.9030 Assistant Planner 491 5,481 -6,662 31.6204 Code Compliance Officer 461 5,090 -6,186 29.3627 Construction Maintenance Supervisor 501 5,618 -6,829 32.4109 Facilities Maintenance and Special Districts Supervisor 501 5,618 -6,829 32.4109 Fire Safety Inspector 461 5,090 -6,186 29.3627 Fleet Maintenance Supervisor 521 5,902 -7,174 34.0517 Management Assistant 491 5,481-6,662 31.6204 Parks Maintenance Supervisor 521 5,902 -7,174 34.0517 Recreation Supervisor 441 4,844 -5,888 27.9478 Senior Accounting Technician (Effective 12110/19) 460 5,054 -6,144 29.1623 Senior Parks Maintenance Crew Leader 441 4,844 -5,888 27.9478 Utility Systems Supervisor 581 6,845 -8,320 39.4897 Wastewater Utilities Supervisor 581 6,845 -8,320 39.4897 Group 4 Non-Exempt Accounting Technician II 333 3,721-4,523 21.4659 Administrative Assistant Ill 330 3,692 -4,488 21.3002 Executive Assistant to the City Manager 451 4,965 -6,035 28.6465 Human Resources Technician I 412 4,498 -5,468 25.9523 Human Resources Technician II 451 4,965 -6,035 28.6465 Senior Accounting Technician 371 4,075 -4,954 23.5115 Senior Administrative Assistant 371 4,075 -4,954 23.5115 13 of 14 Step 2 I Step 3 I Step 4 I Step 5 84.6955 88.9300 93.3767 98.0420 70.3449 73.8622 77.5553 81.4331 76.7229 80.5591 84.5869 88.8056 70.3449 73.8622 77.5553 81.4331 66.9951 70.3450 73.8622 77.5553 76.7229 80.5591 84.5869 88.8056 76.7229 80.5591 84.5869 88.8056 60.1939 63.2037 66.3639 69.6909 60.1939 63.2037 66.3639 69.6909 53.1732 55.8319 58.6235 61.5582 63.2202 66.3812 69.7002 73.1918 60.1939 63.2037 66.3639 69.6909 53.1732 55.8319 58.6235 61.5582 53.1732 55.8319 58.6235 61.5582 63.2202 66.3812 69.7002 73.1918 53.1732 55.8319 58.6235 61.5582 37.9809 39.8799 41.8739 43.9701 53.1732 55.8319 58.6235 61.5582 53.1732 55.8319 58.6235 61.5582 32.2616 33.8747 35.5684 37.3547 43.9837 46.1827 48.4920 50.9165 35.7528 37.5413 39.4178 41.3896 46.9109 49.2574 51.7195 54.3067 36.6466 38.4798 40.4032 42.4243 40.4510 42.4745 44.5975 46.8285 46.9109 49.2574 51.7195 54.3067 36.6466 38.4798 40.4032 42.4243 36.6466 38.4798 40.4032 42.4243 36.6466 38.4798 40.4032 42.4243 40.4510 42.4745 44.5975 46.8285 39.4644 41.4385 43.5098 45.6863 53.7360 56.4230 59.2440 62.2062 34.0300 35.7324 37.5184 39.3952 37.5628 39.4418 41.4133 43.4849 40.4510 42.4745 44.5975 46.8285 40.4510 42.4745 44.5975 46.8285 41.4623 43.5364 45.7124 47.9992 40.4510 42.4745 44.5975 46.8285 43.5614 45.7404 48.0266 50.4292 43.5614 45.7404 48.0266 50.4292 36.6466 38.4798 40.4032 42.4243 33.2000 34.8609 36.6033 38.4343 30.8295 32.3718 33.9898 35.6900 34.0300 35.7324 37.5184 39.3952 34.0300 35.7324 37.5184 39.3952 30.8295 32.3718 33.9898 35.6900 35.7528 37.5413 39.4178 41.3896 33.2000 34.8609 36.6033 38.4343 35.7528 37.5413 39.4178 41.3896 29.3440 30.8119 32.3520 33.9702 30.6206 32.1520 33.7587 35.4464 29.3440 30.8119 32.3520 33.9702 41.4623 43.5364 45.7124 47.9992 41.4623 43.5364 45.7124 47.9992 22.5393 23.6662 24.8498 26.0919 22.3643 23.4831 24.6570 25.8903 30.0776 31.5822 33.1608 34.8195 27.2488 28.6119 30.0420 31.5448 30.0776 31.5822 33.1608 34.8195 24.6860 25.9210 27.2166 28.5780 24.6860 25.9210 27.2166 28.5780 September 17, 2019, Item # 4.1 Classification Accou11ta_11t Accountin_g Ie_c_hnic_ia_11 I Accountin_g_ Technici an H Ad minis_trntive Assistant_! Adm_in_istrf!!i y_e_J\_s_sist!!l}t II_ Adminis_trative _Ass istant_III Aquatics CoQrcEna_tQr _ Assistant City Manager ________ _ Exhibit B City of Poway Position Classification Plan Classification Classification __ Economic Development Admi nistrator __ ! Recreation Leader II I:ng ineering_ Inspector 1R�����ti�� S�p��vi;or _ _i_:1_1gineeri11g_I_e_c;_h_[!ician I 1 s����n�i �ti�k� M�i�te�-ance_ Worker ___ Engineering Tech_r,ician II SeniQ_r_f\._�c_ou_ntarit _ _____ Equi pment Mechanic _ Se_ni _or 8,c_cq_u11t_irig T_ec_hnic:ian J�)(_ec_ll_ti:v_e_A_§_sjstant 1QJhe_City_Ma_1111g_er__ _ ___ Ser:i_iQr Acl_l!l_i l}_istrlltive A_s_si_s_tant Facilities Ma intenance and_Special Districts Supervisor __ Senior_C ivilEngi neer _ Facilities Ma intenance Crew Leag_e_r_ __ ___________ Senior Code Co1_11_12li_l:1!1Ce_Qffic_e_r _ Assista_nt Qi_r�t_<>r-�f_publi<; \V_2r_!<sf or_ ly.iainten ance Ope�at_io_n_s __ --+F�a=c=i =I it=ie=s�M=a=i=nt-'--'e=n=a=n-=-ce=----cT--=-e-=-ch:ccnc.:_1=--=· c_,_,i a=nc__:___I ___ _ _ ----+-S_e_n_io_r_D_o_c_k _A_t_te_n_d_a_n_t _________________ _ Assis_timt Director of Publjc_Y{_Qr_l<_s_fo_rJJtili_tj_es_ _____________ ---t-F_a_c_i _lit_i _es_M_a_i _n �te _n �a _n =ce�T--=-e�c_hn_,�·c=ia=n�II ____________ Senior Equi p ment Mechanic�------Assistant _ Engineer___ _________ _ _ __________________ Finance Margg_e_r _________________ --+S�e_n_i _o _r_F_ir _e_S_a _fi�ety�_I_n--=-s=p-=ec �t _o _r ___ _ Assistant Planner__________ _ _______________ ----------1-=-F--=-ir=e�B�at=ta=l _io�n�C=h =ie'-"f'------------Senior Human Resources Analyst _____ _ A_ssociate Civil Eng ineer: _________ -------------------------t--F _ir_e _C_a�p_t _a _in_/P __ a_r_a _m_e--=-d_ic �---------------Senior Lifeguard Associate Planner ____ _ __ __ _ _ _________ _ Fire Ch ief Senior Management Analyst BQx Office Attendant Fire Engineer/Paramed ic Senior Park Ranger Box Office Coordinator ____________ _ Budget _Ad ministrator _ <='.ity(::Jerk_ City Engineer __ CityManager City r_ll:l_nner _ Code Comp I ia11c_e Qfficer ComrnunityQ_utrea_c_b_(:QQ_r_cl_i_natQr __ _ Fire Safety Inspector Sen ior_Parks Maintenance Crew Leader __ Firefighter/Paramedic Senior Planner ___________ _ __ Fleet Maintenance Supervisor Senior UtilitySystems _Mechanic _ _ _ _____ Front of House Assistant _ _ ____ Senior Utility Systems Technician __ Front of House Coordinator _ _____ __ _ Special Projects Engi_g�r __ GIS Analyst ________ Stage Techn ician __________________________ _ _______ GIS Technician I __ _ _ __ _ _________ ____ _ __________ Stormwater Maintenance & Construction Y{9.r_k_e_r_I GIS Technician II Stormwater Maintenance & Construction Work_e_r l_I Community Services Manager _____________ -+=H'-"u=m=a=n�R=e-=-so'---u�r--=-c-=-es0�T--=-e=ch=n=i�c=ia,:c.n=--I=------Technical Theater Coordinator _______ _ Cons!ructio_12__M_a_i rr!e_nan_c__e Cre�!,,e_a_cier _________ ____ Human Resources Techni cian II ________________ Utility Systems Mechanic Construction Maintenance _Supervisor __ Info rmation Technology __ A_n_a_ly�s_t _________ ---+_U_t _il _ity�_Systems Supervi sor _C::ons.!_ruction Mainte11_a_11_c_e_W{)f_l<_e_r J ______________ -----+=I =n=fo=r =m=a=ti'-"·o=n_T�e=c=h=n'-"o =lo=gy=--M'----'--'a_cc.n ,..ca=gc-=.e=--r ___ Utility Systems Technician _C::011str_1,1_cti on Ma intenance Worker LI ____________________ -----+_In_t�er_n ____________________ ---+--=-W�a=r�e=h--=-o =u-=-se�A=s-=-so=c'-"i=at-'--'e ___________ _ <:::onstruction Proiect_Mal}ager ___________ -------------+-L_e_a _d _C_u_s_t _om_e_r _S _e _rv_i _ce_s_F _ie_ld_W_or_k_e_r _________ _ _ Co_g1rnc!_Specialist/lnspector _ Lead Engineering Inspector ______ _ Cross-Connection Specialist _ ________ Lifeguard _______ ______________ 1 Wastewater Utilities Crew Leader __1Wastewater Utilities _Supervis_or _____ _ _ __ Yl_astewater Utilities Worker I Customer Services Field Worker __ __ Management Analyst _ W�_s_!_e�f!!_er Utilities Worker JI Customer Services Supervisor _ Management Assistant Water Meter Reader _______ _ Cus_tqmer Se_r'v'ic_es_T_e_c_!111_i�a_nJ__ -N�twork and Computer Syste�� Ad ministrator _ Water Treatment ptantOpera_tor I_ Customer Services _Technician II_ _ __ J>ark Ranger _ _ 1Water Treatment Plant Operator II_ Deputy Fire Chief_____ _ __ ___ _ ____ __ ___ Parks Ma intenance Crew Leader _______________________ Water Treatmen_tj'lant Operator JU. Q__ey_e_l_QQl_llent Services Aide Parks Maintenance Supervisor __ _ ___________ _ _ Wate_r:__i_:i-_e_atment Plant Supe��{)f_ __ _ Director _of Com munity Services Parks Maintenance Worker I Water Utilities Crew Leader _______________ _ [)_ir_ec:tor_9fDevelopment �_e_r_v_ic __ e_s_______________ Parks Maintenance Worker II Water Utilities Distri bution Supervi s_g_r Director of F inance _____________________________ -t-P�u�b _h�·c _W�o_rk_s_O�p�e�ra�t�io �n--=-s _M�a _n=ag,�e�r _________ +W�a=t..c=er Utilities Worker I _Qir_e_c_tor of Human Resources & Risk Management __ ------+R_ec_o_r�d_s _T_e_c_h_n _ic_ia_n ______________ _ ---+_W_at_e_r_U_t _il _it_ie_s_W_o_r_k _er _II ________________ _ Director_of Public Works ___ _______ _____ __ ___ -------;--R_ec_r_e_at_i _on _C_o_o_r _d_in_a __ to_r ____________ ---+---_____________________ _ Dock Attendant Recreation Leader I 14 of 14 September 17, 2019, Item # 4.1