HomeMy WebLinkAboutD-2 Staff Report - Implementation of Classification and Compensation Study OnlineSCHEDULED ITEM
D-2
TO: HONORABLE MAYOR AND MEMBERS OF THE CITY COUNCIL
VIA: SERGIO GONZALEZ, CITY MANAGER
FROM: TALIKA M. JOHNSON, DIRECTOR OF ADMINISTRATIVE SERVICES
DATE: DECEMBER 4, 2023
SUBJECT: IMPLEMENTATION OF CITY-WIDE CLASSIFICATION & COMPENSATION
STUDY
BACKGROUND:
In October 2022, the City Council awarded a contract to Transformance Consulting to conduct a
Comprehensive City-wide Classification and Compensation Study (Study) to: 1) ensure the City’s job
descriptions are: comprehensive and defensible; reflective of the work performed at the City of Azusa;
properly allocated within a clear and systematic classification structure; and demonstrative of staff
alignments, reporting relations and organizational structure, and 2) to ensure Azusa’s pay structure:
offers competitive salaries as compared with the marketplace and is internally equitable; has the ability
to attract, retain, and reward high quality performance; and has a sustainable system for the City’s
current and future operational needs and economic environment.
The recommended action approves the proposed changes to the Azusa’s city-wide classification and
compensation plan based on the results to the Study.
RECOMMENDATION:
Staff recommends the City Council take the following action:
1)Adopt Resolution No. 2023-C74 adopting the revised City of Azusa Classification and
Compensation Plan.
ANALYSIS:
The City hired Tranformance Consulting to perform a Comprehensive City-wide Classification and
Compensation Study (Study). The scope of work included a comprehensive review of City’s current
classification structure, organization charts, job descriptions, salary schedules, pay and salary allocation
preferences and process for up to the City’s 231 full-time and part-time classifications. The last study
performed was in 2016, however, due to the estimated cost to fully implement the recommendations
Approved
City Council
December 4, 2023
Implementation of City-Wide Classification & Compensation Study
December 4, 2023
Page 2
from that study and the City’s financial position at that time, most of the recommended changes were
not implemented. Since, the City has made one-off adjustments to salaries and job specifications as
needed for recruitment and retention, but the current job market requires a wholistic review to ensure the
City is able to attract and retain highly competent staff to serve the Azusa community. There were two
components of the Study: 1. Classification and 2. Compensation.
Classification: The process commenced in November 2022 where all city employees were invited to
participate in the Study by filling out a detailed position description questionnaire and being personally
interviewed by the Consulting team to appropriately document their job duties, and to assess how job
duties may have changed over time. Through this process and with review and concurrence by the City’s
management team, labor groups, and impacted employees, several updates to job titles and job
descriptions are being recommended.
Compensation: The City’s labor bargaining groups were invited to provide input on which City of
Azusa positions would be surveyed and which benchmark cities would be used to compare the City of
Azusa salaries to.
14 Comparator cities were selected based on multiple factors:
proximity to Azusa
size and population of city compared to Azusa
services offered (such as electric and water utilities)
consideration of where former Azusa employees have recently transferred to
The 14 comparator cities selected are as follows:
36 City of Azusa position classifications were surveyed based on recruitment and retention challenges
and/or selection of mid-line positions in each Department and major Divisions in the City. The results
were:
20 (56%) of the classifications show base salaries are below Market Median
16 (44%) of the classifications show base salaries are above Market Median
Implementation of City-Wide Classification & Compensation Study
December 4, 2023
Page 3
TABLE 1 – CITY OF AZUSA POSITION BENCHMARK RESULTS
Assistant GM – Electric Operations 14,516.60$ 19,142.20$ 4 - 27.49%Below
Assistant Planner 6,593.28$ 6,654.87$ 14 -0.93%Below
Building Inspector II 7,542.60$ 7,221.24$ 10 4.35%Above
Chief Deputy City Clerk 10,682.53$ 9,471.05$ 14 12.02%Above
Community Improvement Inspector 5,601.13$ 6,385.00$ 13 -13.08%Below
Customer Service Representative II 5,726.92$ 4,884.10$ 13 15.89%Above
Electric Distribution Supervisor 13,895.31$ 14,458.56$ 4 -3.97%Below
Family Services Manager 8,562.41$ 10,325.04$ 9 -18.66%Below
HR-Risk Management Analyst 6,719.87$ 7,647.00$ 11 -12.91%Below
Librarian 6,544.39$ 7,404.00$ 7 -12.33%Below
Line Mechanic 10,487.58$ 10,821.13$ 4 -3.13%Below
Park Maintenance Worker III 5,666.15$ 5,237.50$ 13 7.86%Above
Police Dispatcher 5,944.01$ 6,082.62$ 13 -2.30%Below
Police Officer 8,501.23$ 8,882.30$ 14 -4.38%Below
Principal Civil Engineer 11,422.22$ 13,090.33$ 7 -13.61%Below
Public Works Project Manager 8,955.11$ 9,478.00$ 9 -5.67%Below
Purchasing Agent 7,237.98$ 8,223.77$ 8 -12.75%Below
Senior Accountant 8,057.15$ 8,561.10$ 9 -6.07%Below
Senior Administrative Technician 6,232.76$ 5,957.96$ 10 4.51%Above
Senior Electrical Engineer 11,336.39$ 12,682.48$ 3 -11.21%Below
Senior Electrical Test Technician 10,959.00$ 10,427.57$ 4 4.97%Above
Senior IT Analyst 8,095.17$ 8,495.89$ 6 -4.83%Below
Senior Management Analyst 7,298.36$ 8,559.03$ 12 -15.90%Below
Senior Police Records Specialist 5,039.20$ 4,445.93$ 13 12.51%Above
Senior Power Resources Planner 12,223.32$ 14,645.39$ 2 -18.03%Below
Street Maintenance Worker II 5,258.11$ 5,086.25$ 10 3.32%Above
Transportation Dispatcher 5,109.22$ 5,400.83$ 2 -5.55%Below
Water Distribution Operator III 7,373.17$ 6,978.28$ 12 5.50%Above
Water Distribution Supervisor 11,433.75$ 9,688.19$ 12 16.53%Above
Water Systems Engineer 9,808.23$ 10,423.50$ 6 -6.08%Below
Water Treatment Operator III 8,447.03$ 7,918.89$ 6 6.45%Above
Bus Driver (PT)28.13$ 22.26$ 3 23.30%Above
Library Aide (PT)19.14$ 18.24$ 9 4.82%Above
Lifeguard (PT)19.14$ 18.63$ 8 2.70%Above
Receptionist (PT)24.46$ 19.47$ 13 22.72%Above
Recreation Leader (PT and FT)19.14$ 17.88$ 14 6.84%Above
Azusa %
Above or
Below Median
Azusa Above or
Below Market
MedianClassification Title
Azusa Step 5
Salary
Market
Median
# of Matches
of the 14
Benchmarks
The City had to consider several things in applying benchmark results across all 200+ classifications:
Internal alignment
Compaction
Affordability/sustainability
City (development and organizational) Growth
Following extensive meet and confers with the City’s labor bargaining groups, on November 28, 2023,
the Personnel Board received a comprehensive presentation and recommendations from Staff on the
proposed changes to the City’s classifications/job descriptions and salaries for Full-time positions in
accordance with Section 3. Position Classifications and Section 4. Compensation of the City of Azusa’s
Implementation of City-Wide Classification & Compensation Study
December 4, 2023
Page 4
Rules of the Civil Service System. In the attached documents, you will find the following summary of
recommended changes for each of the City’s labor bargaining groups and unrepresented employees:
A. Classification Title Changes
B. Class Specification Revisions
C. New Positions
D. Reclassifications
E. Salary Range Adjustments
Also enclosed in each section are the entire set of Job Specifications for all Full-time positions within
the City.
Cost to implement the proposed changes, which also includes salary modifications for part-time
positions which have a full-time equivalent position, are highlighted in Table 2 below:
TABLE 2 - SUMMARY OF CITY-WIDE PERSONNEL COSTS
Classification &
Compensation Changes
Fund Type FTE Allocation Budget % of Budget Cost % of Cost
General Fund 213.78 26,883,233$ 58% 764,905$ 63%
Major Enterprise Funds:
Electric 39.61 6,477,942 14% 166,281 14%
Water 45.94 6,434,606 14% 85,070 7%
Sewer 9.00 1,255,568 3% 38,685 3%
Internal Service Funds 11.75 1,603,444 3% 67,764 6%
Special Revenue Funds 34.57 3,623,550 8% 85,263 7%
Total Estimated Impact 354.65 46,278,344$ 100% 1,207,968$ 100%
FY 2023/24
Personnel Summary
Adoption of the attached Resolution updates in its entirety the City-wide Full-time Classification and
Compensation Plan, and given the large amount of data, provides authorization to the Director of
Administrative Services to make non-substantive/clerical edits when implementing the Plan.
FISCAL IMPACT:
The estimated fiscal impact of implementing the recommended classification and compensation changes
is $1,207,968, of which 63% or $764,905 is allocable to the General Fund. Upon Council approval, Staff
will amend the Fiscal Year 2023-24 Personnel Budget in accordance with Table 2.
Prepared by: Reviewed and Approved:
Talika M. Johnson Sergio Gonzalez
Director of Administrative Services City Manager
Implementation of City-Wide Classification & Compensation Study
December 4, 2023
Page 5
Attachments:
1. Resolution No. 2023-C74
2. ACEA Classification and Compensation Plan
3. AMMA Classification and Compensation Plan
4. APEA Classification and Compensation Plan
5. APMA Classification and Compensation Plan
6. APOA Classification and Compensation Plan
7. CAPP Classification and Compensation Plan
8. IBEW Classification and Compensation Plan
9. SEIU Classification and Compensation Plan
10. NON-REP Classification and Compensation Plan
RESOLUTION NO. 2023-C74
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF AZUSA ADOPTING AN
UPDATED EMPLOYEE HANDBOOK - POLCIEIS AND DELEGATING AUTHORITY
TO THE CITY MANAGER TO MAKE PERIODIC CHANGES EMPLOYEE HANBOOK -
POLCIEIS
WHEREAS, In October 2022, the City Council awarded a contract to Transformance
Consulting to conduct a Comprehensive City-wide Classification and Compensation Study (Study)
to: 1) ensure the City’s job descriptions are: comprehensive and defensible; reflective of the work
performed at the City of Azusa; properly allocated within a clear and systematic classification
structure; and demonstrative of staff alignments, reporting relations and organizational structure,
and 2) to ensure Azusa’s pay structure: offers competitive salaries as compared with the
marketplace and is internally equitable; has the ability to attract, retain, and reward high quality
performance; and has a sustainable system for the City’s current and future operational needs and
economic environment; and
WHEREAS, the City’s management team kicked-off the study in November 2022
by engaging all City of Azusa employees and the City’s eight labor bargaining groups; and
WHEREAS, through extensive meet and confer meetings, the City and all eight
bargaining groups have reached tentative agreements on the proposed changes to the City-wide
Classification and Compensation Plan; and
WHEREAS, such updates and changes will assist the City of Azusa attract and retain
the most qualified employees; and
WHEREAS, On November 28, 2023, the Personnel Board received a comprehensive
presentation and recommendations from Staff on the proposed changes to the City’s
classifications/job descriptions and salaries for Full-time positions in accordance with Section 3.
Position Classifications and Section 4. Compensation of the City of Azusa’s Rules of the Civil
Service System; and
WHEREAS, the City Council, authorized the City-wide Comprehensive Classification
and Compensation Study in recognition of the importance for the City of Azusa to have through and
defensible Job Descriptions and to maintain competitive Salaries in order to attract and retain the most
qualifies employees to serve the Azusa Community, and wishes to adopt the recommended changes
resulting from the Study.
NOW THEREFORE BE IT RESOLVED that the City Council of the City of Azusa
does hereby:
SECTION 1: Rescind in its entirety all previously adopted Full-time employee
Position Assignments, Job Specifications, and Salary Table(s) and adopt the enclosed Exhibits A-I
City-wide Comprehensive Classification and Compensation Plan.
SECTION 2: Authorize the Director of Administrative Services to make non-
substantive/clerical adjustments to Job Specifications, Salary Schedule, and Incumbent
assignments to a Classification as needed while implementing the Plan.
Attachment 1
SECTION 3: Authorize Staff to amend the Fiscal Year 2023-24 Personnel Budget
as shown in the Classification and Compensation section of the following table:
ADOPTED AND APPROVED this 4th day of December 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 on the 4th day of December 2023 by the
following vote of Council:
AYES: CITY COUNCIL MEMBERS:
NOES: CITY COUNCIL MEMBERS:
ABSENT: CITY COUNCIL MEMBERS:
JEFFREY LAWRENCE CORNEJO, CITY CLERK
Classification &
Compensation Changes
Fund Type FTE Allocation Budget % of Budget Cost % of Cost
General Fund 213.78 26,883,233$ 58% 764,905$ 63%
Major Enterprise Funds:
Electric 39.61 6,477,942 14% 166,281 14%
Water 45.94 6,434,606 14% 85,070 7%
Sewer 9.00 1,255,568 3% 38,685 3%
Internal Service Funds 11.75 1,603,444 3% 67,764 6%
Special Revenue Funds 34.57 3,623,550 8% 85,263 7%
Total Estimated Impact 354.65 46,278,344$ 100% 1,207,968$ 100%
FY 2023/24
Personnel Summary
EXHIBIT A
ACEA Classification and Compensation Plan
EXHIBIT B
AMMA Classification and Compensation Plan
EXHIBIT C
APEA Classification and Compensation Plan
EXHIBIT D
APMA Classification and Compensation Plan
EXHIBIT E
APOA Classification and Compensation Plan
EXHIBIT F
CAPP Classification and Compensation Plan
EXHIBIT G
IBEW Classification and Compensation Plan
EXHIBIT H
SEIU Classification and Compensation Plan
EXHIBIT I
NON-REP Classification and Compensation Plan