CC Exhibit 08-19-14 Item #16 Employee Comp Program Staff Report ADMINISTRATIVE SERVICES DEPARTMENT
CITY HALL
10300 TORRE AVENUE-CUPERTINO, CA 95014-3255
TELEPHONE: (408)777-3227 www.cupertino.org
CUPERTINO CITY COUNCIL STAFF REPORT
Meeting: August 19, 2014
Sub ect
Authorize new position categories in the salary schedule for the Cupertino Employee
Association's Compensation Program, recla>sify four incumbents to new and existing
classifications, and other miscellaneous revisions to salary classifications.
Recommended Action
1. Amend the Cupertino Employee Association's Compensation Program salary
schedule.
2. Adopt Draft Resolution Establishing New Classifications
Description
A classification .study identified misalignment between classification descriptions and
actual duties performed by staff in the Administrative Services Department that warrants
a change in the Cupertino Employee Association's Compensation Program and salary
schedule. In addition, classifications with no incumbents were excluded from the salary
survey conducted in 2013. Staff recommends using the same methodology to update the
salary schedules for classifications excluded from the salary survey. For all of the
classification studies included in this report, no additional full-time equivalent
positions are being requested.
Discussion
Periodically, classifications within the organization are reviewed to ensure
employees are working within the job duties and responsibilities of their designated
classification. In March 2014, the City contracted with Renne Sloan Holtzman Sakai
Public Law Group, LLP (PLG) to conduct a classification study of the incumbents
employed in the Administrative Services Department, including Account Clerk,
Accountant, Human Resources Assistant, Human Resources Technician, and Human
Resources Analyst classifications. The study consisted of a comprehensive job analysis
questionnaire, job analysis interviews with all incumbents, and a comparison of similar
job classifications in other cities.
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PLG's final report issued in May 2014 found that some employees are working consistent
with the duties and responsibilities included in their respective classification description
and others are .not. Specifically, the job duties and responsibilities associated with
payroll are more consistent with an Accounting Technician than an Account Clerk.
Likewise, the job duties and responsibilities of the City's Accountant have grown over
time and are now more consistent with those of a Senior Accountant. In the Human
Resources Division, the HR Technician overseeing Benefits and Wellness was found to be
working at an HR Analyst I level and the HR Assistant was found to be working at an
HR Technician I level. Given PLG's findings, staff is in the process of reclassifying these
employees to appropriate classifications.
Recognizing that job duties for these classifications change over time as incumbents
become proficient and take on more complex tasks, staff recommends creating an
Account Clerk and Accountant series similar to that of the Technician and Analyst series
in Human Resources. As shown in the chart below, current finance classifications would
be replaced by a series that promotes a clear career path.
Current Classification Proposed Classifications
Account Clerk Account Clerk.I/II
Accounting Technician Accounting Technician l/Tl
Accountant Accountant I/II
Senior Accountant
The proposed classification descriptions and corresponding salary scale revisions are
attached. Staff surveyed job specifications from nearby cities, taking into account
internal relationships between job classifications within the department for both
minimum qualification requirements and salary range. The salary survey was based on a
methodology consistent with the one used in the employee compensation survey done
last year in preparation for the current Memorandums of Understanding (MOUs). As a
result, staff is recommending the Human Resources Technician series be reduced by
2.9% as it surveyed high. The Human Resources Manager classification, which was not
surveyed during the last round of negotiations, is recommended to reflect its historical
tie to the Finance Manager position. Staff recommends retroactive pay beginning the
first full pay period in July 2014 for those employees that have been working out of class.
In addition, the Recreation and Community Services Department is requesting a change
in title for their Director of Parks and Recreation to Director of Recreation and
Community Services, consistent with the department's name change. Staff is also
requesting that Senior Recreation Coordinators be renamed Recreation Managers to
reflect their status as division managers in the City.
Fiscal Impact
Annual costs related to these reclassifications are estimated to be $60,000 in fiscal year
2014-15 and it is expected that the Administrative Services Department will be able to
absorb the increase.
Prepared b Jaqui Guzman, Acting Human Resources Manager
Reviewed for submission byKristina Alfaro, Interim Director of Administrative
Services
Approved for Submission b, David Brandt, City Manager
Attachments:
A-Resolution establishing new employee classification
B-New Classification Descriptions; Employee Association and Unrepresented
Compensation Program;
C-Redline Amending the Cupertino Employee Association Compensation Program;
D-Redline Amending the Unrepresented Employees MOU.
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