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7.1.C. - Page 2 <br /> Fire Department. In addition, this position will augment current staff providing general <br /> building code plan check services. The recommended salary range for this position is <br /> $7,270 - $8,837, set at 5% above the existing Plan Checker classification. This position <br /> will replace an existing Plan Checker position which is currently vacant. <br /> The Principal Planner classification was developed to address the need for <br /> management capacity within the planning division, and to provide leadership for <br /> complex current planning and advanced planning projects. This is consistent with <br /> industry standards for managerial -level professional planners. The recommended salary <br /> range for the Principal Planner classification is $8,465 - $10,159, equivalent to the <br /> market median for such positions. Upon implementation, two existing Senior Planner <br /> positions would be reclassified to the Principal Planner, resulting in no additional <br /> positions within the division. <br /> Human Resources: Workers' Compensation and staff realignment <br /> The proposed new classifications within the Human Resources Division support the <br /> Council's priority of fiscal sustainability and reflect its direction during the mid -year <br /> budget review and recent budget adoption to enhance the strategic management of the <br /> Workers' Compensation program and provide a cost - effective structure for the delivery <br /> of other essential human resources services. <br /> The focus of the proposed Principal Analyst - Workers' Compensation will be to prevent <br /> employee illness and injuries, enhance employee return -to -work programs, manage <br /> claims effectively to reduce costs to the City, and provide advanced planning and cost <br /> forecasting to maintain adequate funding levels for projected liabilities on new and <br /> existing claims. This job specification was developed with a salary and experience level <br /> similar to that of a Risk Manager position, which has become increasingly common <br /> within Worker's Compensation programs in other cities. The recommended salary range <br /> is $8,166 - $9,799, set at 10% above the Senior Human Resources Analyst position, <br /> and comparable to similar Workers' Compensation and Risk Management positions <br /> within the industry. <br /> With the addition of the Principal Analyst position, an opportunity was identified to <br /> reclassify one of the division's three Senior Analyst positions to a lower level Human <br /> Resources Analyst 1 /11 to handle more routine functions and provide for succession <br /> planning within the division. The recommended salary range is $6,954 - $7,920 for <br /> Human Resources Analyst II, which is comparable to similar classifications in <br /> benchmark agencies and aligned with the inactive Human Resources Representative <br /> classification. The range for Human Resources Analyst I would be established at $6,020 <br /> - $7,224, or 10% above the subordinate Human Resources Technician classification. <br /> Public Works — Realignment of Supervisory Classifications <br /> The recently re- established Public Works Department has reorganized its department <br /> management structure to align resources with core infrastructure service needs. The <br /> Department is currently comprised of three divisions, including Utilities, Right -of -Way <br /> Maintenance, and Fleet and Facilities Maintenance. In recent years the management of <br /> water and wastewater services has become increasingly complex and highly regulated, <br /> often requiring advanced education or certification. As a result, the Department <br />