HomeMy WebLinkAboutE-3 Staff Report - HR Council Action ItemsCONSENT ITEM
E-3
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: SERGIO GONZALEZ, CITY MANAGER
FROM: TALIKA M. JOHNSON, DIRECTOR OF ADMINISTRATIVE SERVICES
DATE: FEBRUARY 21, 2023
SUBJECT: HUMAN RESOURCES ACTION ITEMS
BACKGROUND:
The recommended action approves Personnel Action Requests reviewed and recommended by the Personnel Board,
and also requests approval of a Resolution and Side Letter of Agreement between the City and the Azusa Civilian
Association of Police Personnel.
RECOMMENDATIONS:
Staff recommends the City Council take the following actions:
1)Approve the following Personnel Action Requests in accordance with the City of Azusa Civil Service Rules
and applicable Memorandum of Understanding(s).
2)Approve Side Letter of Agreement with the Azusa Civilian Association of Police Personnel related to
Double-time for Overtime Pay and Compensatory Time.
3)Adopt Resolution No. 2023-C11 modifying Police Department Recruitment Bonus Program, adding Police
Records positions.
ANALYSIS:
The Personnel Board reviewed the following recommendations of City Staff and approved the following actions
in accordance with the City of Azusa Civil Service Rules:
A.NEW APPOINTMENTS – The following appointments have been requested by the appropriate Department
Heads pursuant to the Rules of the Civil Service System, Section 5.7.5 Appointment:
APPROVED
CITY COUNCIL
2/21/2023
Human Resources Action Items
February 21, 2023
Page 2
B. RECLASSIFICATION – The following reclassification is requested by the respective Department Head and is
being made in accordance with the City of Azusa Rules of the Civil Service System, Section 3.8.
Reclassification.
DEPARTMENT NAME CLASSIFICATION
FROM/TO
EFFECTIVE
DATE
RANGE/STEP
BASE MO. SALARY
Utilities Joseph De La
Torre
From: Line Mechanic
To: Electric Troubleshooter 03/05/2023
From: 5218/05
$10,487.58
To: 5256/05
$11,536.08
C. MERIT INCREASES AND/OR REGULAR APPOINTMENTS:
D. SEPARATIONS/RETIREMENTS – The following separations are submitted for informational purposes:
DEPARTMENT NAME CLASSIFICATION EFFECTIVE DATE
Economic & Community
Development
Carina Campos Economic Development & Housing
Coordinator
02/16/2023
Library Lisette Ocampo Library Assistant III 02/09/2023
*Lisette Ocampo’s resignation date corrected.
DEPARTMENT NAME CLASSIFICATION EFFECTIVE DATE RANGE/STEP
BASE MO.
Utilities Maressa Loera Customer Service
Representative I
TBD – Pending
Background
5154/01
$4,279.04
Utilities Lakeitha Tillman Customer Service
Representative I
TBD – Pending
Background
5154/03
$4,717.64
Police Genevieve Lira Community Service
Officer
TBD – Pending
Background
9170/01
$4,553.89
Police Kiana Sandoval Police Officer TBD – Pending
Background
9166/03
$7,710.87
Community
Resources
Roland Saldana Recreation Manager –
Programs & Services
TBD – Pending
Background
3365/01
$7,044.32
DEPT NAME CLASSIFICATION TYPE OF ACTION /
EFFECTIVE DATE
RANGE/STEP
BASE MO.
A Police Michelle Barron Police Officer Merit Increase
12/27/2022
6101/04
$8,096.41
B Police Randy Rivera Police Officer Merit Increase
12/17/2022
6101/02
$7,343.68
C Utilities Parker Manning Welder/Water
Distribution Worker
Reg Appt/Merit Increase
02/08/2023
5190/02
$6,363.18
D City Clerk Brenda
Hernandez
Deputy City Clerk II Reg Appt/Merit Increase
12/27/2022
4174/05
$5,666.15
E Public Works Richard Gardea Public Works
Superintendent
Merit Increase
12/17/2022
3435/05
$9,452.69
Human Resources Action Items
February 21, 2023
Page 3
E. POLICE DEPARTMENT RECRUTIMENT INCENTIVE PROGRAM UPDATE:
The City currently has a recruitment incentive for Police Officers and Dispatchers. However, the recruitment of
Police Records staff is also challenging as law enforcement agencies throughout Southern California are competing
for the same applicants, and retaining qualified candidates is difficult. While the City offers competitive salary and
benefits, in order to increase the City's attractiveness to potential Lateral Police Records personnel, the Police
Department and Human Resources would like to add a recruitment incentive for Records personnel. The attached
resolution reaffirms the existing pilot programs for Police Officers and Dispatchers and establishes a new program
where Lateral Police Records Specialist (including positions that directly supervise Records Specialists) officially
offered a full-time position with the City between January 1, 2023 through July 31, 2024 would be eligible for a
$10,000 bonus, paid in two installments. The first payment will be $5,000 upon successful completion of the
required 12-month probationary employment period, and the second $5,000 at 36-months of consecutive
employment.
F. SIDE LETTER OF AGREEMENT WITH THE AZUSA CIVILIAN ASSOCIATION OF POLICE
PERSONNEL RELATED TO DOUBLE-TIME FOR OVERTIME PAY AND COMPENSATORY
TIME:
The City has 10 full-time Police Dispatchers budgeted. Recruitment and retention of Police Dispatchers is an
ongoing challenge. Due to staff shortages, current Dispatchers are required to work mandatory overtime, but also
need to volunteer to meet unplanned staffing shortages from time-to-time. Ideally, the Department would have at
least eight (8) fully trained Dispatchers in deployment at all times to avoid extensive overtime. To incentivize
Dispatchers to volunteer for staffing shortages, The Police Department and Human Resources is recommending
additional overtime compensation through the end CAPP’s MOU.
The attached Side Letter of Agreement provides that in the event Dispatch staffing is not at full complement with
eight (8) fully trained dispatchers assigned a shift in the deployment, the Overtime Pay or Compensatory Time off
rate will be at two-times. The two-time rate will also apply to the Dispatch Supervisor when they are assigned to
cover a full shift in the deployment that would apply as Overtime Pay or Compensatory Time off. The two-time rate
will be retroactive to January 1, 2023. Note, full time equivalent positions include all active employees on staff,
assigned to the dispatch center, even those who may be on approved leave such as FMLA, disability, worker's
compensation, administrative leave, etc. The two-time rate will expire on July 31, 2024 if still in effect.
FISCAL IMPACT:
All proposed changes were approved with the FY 2022/23. Adopted Budget and/or are able to be absorbed with
anticipated salary savings. Recruitment incentives will be budgeted in subsequent years based on hiring activity.
Prepared by: Reviewed and Approved:
Bianca Muñoz Talika M. Johnson
Human Resources/Risk Management Analyst Director of Administrative Services
Reviewed and Approved:
Sergio Gonzalez
City Manager
RESOLUTION NO. 2023-C11 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA TO RESCIND ALL RESOLUTIONS RELATING TO POLICE DEPARTMENT RECRUITMENT INCENTIVE PILOT PROGRAM(S) AND ESTABLISH NEW PARAMETERS FOR LATERAL POLICE OFFICER, POLICE DISPATCHER, AND POLICE RECORDS RECRUITMENT INCENTIVES
WHEREAS, the City Council adopted Resolutions 2021-C36 and 2021-C60
establishing Recruitment Incentive Pilot Programs for Lateral Police Officers and Dispatchers; and
WHEREAS, in addition to vacancies of Police Officers and Dispatchers, the Azusa
Police Department is also experiencing significant vacancies within the Records Division; and
WHEREAS, Azusa is competing against other law enforcement agencies throughout
Southern California for the same qualified sworn and civilian applicants; and
WHEREAS, in order to further increase the City’s attractiveness and be more
marketable, the Police Department and Human Resources seeks to continue recruitment incentives
for Lateral Police Officers and Dispatchers, and add a recruitment incentive for Lateral Police
Records staff.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Azusa
does hereby:
Section 1. Rescind all previous resolutions relating to Lateral Police Officer and Lateral
Dispatcher Recruitment Incentives.
Section 2. Reaffirm and establish a three-year Lateral Police Officer and Lateral Police
Dispatcher (including position that directly supervises Dispatchers) Recruitment Incentive Pilot
Program. The pilot program will be for three years, commencing August 1, 2021 through July 31,
2024, and then will be brought back to Council for review and discussion of continuing or
discontinuing.
Section 3. Establish a Lateral Police Records Specialist (including position that directly
supervises Records Specialists) Recruitment Incentive Pilot Program. The pilot program will
commence January 1, 2023 through July 31, 2024, and then will be brought back to Council for
review and discussion of continuing or discontinuing.
Section 4. Reaffirm new Lateral Police Officers officially offered a full-time position with
the City between August 1, 2021 through July 31, 2024 would be eligible for a $15,000 bonus, paid
in two installments. The first payment will be $7,500 upon successful completion of the required 12-
month probationary employment period, and the second $7,500 at 36-months of consecutive
employment.
Section 5. Amend new Lateral Dispatchers (including position that directly supervises
Dispatchers) officially offered a full-time position with the City between August 1, 2021 through
July 31, 2024 would be eligible for a $10,000 bonus, paid in two installments. The first payment will
be $5,000 upon successful completion of the required 12-month probationary employment period,
and the second $5,000 at 36-months of consecutive employment.
Section 6. Establish new Lateral Police Records Specialist (including positions that directly
supervise Records Specialists) officially offered a full-time position with the City between January 1,
2023 through July 31, 2024 would be eligible for a $10,000 bonus, paid in two installments. The first
payment will be $5,000 upon successful completion of the required 12-month probationary
employment period, and the second $5,000 at 36-months of consecutive employment.
Section 7. Authorize payments of the recruitment bonuses shall be a lump sum, will be
processed through the normal payroll process and shall be considered taxable income subject to
withholding. Submission of a Personnel Action Form (PAF) from the Police Department in
accordance with the City’s normal payroll cycle will determine date of payment of the bonus.
Submission of the PAF should occur no later than one week following the 12- and 36-months
anniversary date.
ADOPTED AND APPROVED this 21st day of February, 2023.
Robert Gonzales, Mayor
I HEREBY CERTIFY that the foregoing resolution was duly adopted by the City Council
of the City of Azusa at a regular meeting thereof, held on the 21st day of February, 2023.
AYES: BOARD/COUNCIL MEMBERS:
NOES: BOARD/ COUNCIL MEMBERS:
ABSTAIN: BOARD/COUNCIL MEMBERS:
ABSENT: BOARD/COUNCIL MEMBERS:
_______________________________________________
Jeffrey Lawrence Cornejo, Jr.
City Clerk
SIDE LETTER OF AGREEMENT
BETWEEN
CITY OF AZUSA
AND
THE CIVILIAN ASSOCIATION OF POLICE PERSONNEL
This Side Letter of Agreement (“Agreement”) between the City of Azusa (“City”) and the Civilian
Association of Police Personnel (“Association” or “CAPP”) (collectively “Parties”) is entered into
with respect to the following:
WHEREAS, the Parties have a Memorandum of Understanding (“MOU”) that
commenced on August 1, 2020 and is set to expire on July 31, 2024; and
WHEREAS, the City has 10 full-time Police Dispatchers budgeted and only seven (7)
currently on staff, and recruitment and retention of Police Dispatchers is an ongoing challenge;
and
WHEREAS, recruitment and retention of Police Dispatchers is an ongoing challenge; and
WHEREAS, due to staff shortages, current Dispatchers are required to work mandatory
overtime, but also need to volunteer to meet unplanned staffing shortages from time-to-time; and
WHEREAS, to incentivize Dispatchers to volunteer for overtime during staffing
shortages, the Police Department and Human Resources is recommending additional overtime
compensation through the end CAPP’s MOU.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Azusa
does hereby:
Section 1. Modify Section 12.6 Overtime/Compensatory Time of the Civilian Association
of Police Personnel expiring July 31, 2024 in its entirety to now read as the following:
Employees shall be entitled to Overtime Pay or Compensatory Time off for all hours worked in
excess of ten (10) hours in one work day or forty (40) hours within the employee's regular work
week at a rate of time-and-one- half. For the purposes of this document, Holiday Pay, Sick Leave,
and other Compensated Time off shall count for the hours. Compensatory Time may be
accumulated at the appropriate rate for each hour of overtime worked to a maximum accrual of
two hundred forty (240) hours. Compensatory Time may be used by employees in the same manner
and for the same reasons as if it were vacation leave under the City's policies. Overtime Pay or
Compensatory Time off for Overtime Pay shall be accumulated in no less than fifteen minutes per
day increments. When an employee works less than fifteen minutes per day of overtime, the
employee shall not receive Compensatory Time for such overtime. In order to be entitled to any
compensation for overtime hours worked, such overtime work must have been authorized by the
department head or the City Manager. Accumulated compensatory time not taken off in the pay
period in which it was earned may be carried over to a maximum of two hundred forty (240) hours.
In the event Dispatch staffing is not at full complement with (8) fully trained dispatchers assigned
a shift in the deployment, the Overtime Pay or Compensatory Time off rate will be at two-
times. The two-time rate will also apply to the Dispatch Supervisor when they are assigned to
cover a full shift in the deployment that would apply as Overtime Pay or Compensatory Time off.
The two-time rate will be retroactive to January 1, 2023. Note, full time equivalent positions
include all active employees on staff, assigned to the dispatch center, even those who may be on
approved leave such as FMLA, disability, worker's compensation, administrative leave, etc. The
two-time rate will expire on July 31, 2024 if still in effect.
Executed this ____ day of __________, 2022.
CITY OF AZUSA: CIVILIAN ASSOCIATION OF POLICE
PERSONNEL
______________________________ ___________________________________
Sergio Gonzalez, City Manager Steven Rodriguez, President
APPROVED AS TO FORM: ATTEST:
______________________________ ____________________________________
Marco Martinez, Best, Best & Krieger Jeffrey Lawrence Cornejo, Jr. City Clerk