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whether adjustments to the position’s title or salary were warranted in order to maintain <br />market competitiveness. In other Bay Area cities of similar size, this role was performed <br />by a GIS Manager, or a position equivalent to a Redwood City Senior Information <br />Technology Analyst. In addition, the salary for the GIS Coordinator position was <br />significantly below market, therefore staff recommended a new title and salary range to <br />maintain compensation at a level comparable to other agencies. City staff met and <br />conferred with Redwood City Management Employees Association (RCMEA) and <br />tentatively agreed to a salary range of $10,086 - $12,103. This range is in line with the <br />City’s benchmark survey market, and is approximately 5% above the City’s Senior IT <br />Analyst classification. This differential recognizes the greater independence in system <br />administration and supervision responsibilities of the GIS Manager. The proposed <br />change would be effective January 9, 2017, in order to coincide with the timeframe of <br />the classification study. <br /> <br />Salary Ranges for Hourly and Temporary Staff <br />The City’s classification and salary plan includes salary ranges for staff who work on an <br />hourly or temporary (non-permanent) basis. Under the City’s Personnel Rules, such <br />appointments are made on a casual or contract basis depending on the term, benefit <br />level, and scheduled hours. Salary ranges for these positions are placed within broad- <br />banded categories based on job classifications set forth by the Equal Employment <br />Opportunity Commission (EEOC). The classification series for casual and contract <br />employees has not been updated in more than fifteen years, and as a result, some <br />positions have been misclassified in order to maintain a salary range in line with <br />comparable City positions as well as the external labor market. To correct this issue, <br />increases to the classification ranges are recommended in the amounts of 10%-25%. <br />The classification of Protective Service has been revised significantly in order to <br />maintain alignment with sworn police and fire personnel. Previously, this classification <br />had been used for non-sworn service officers and assistants, and it is not currently in <br />use. <br /> <br />ALTERNATIVES <br />Council may direct staff to prepare alternative changes to the City’s salary plan and/or <br />Executive Management benefits for Council consideration. Council may direct staff to <br />make no changes to the City’s salary plan and/or executive management benefits at this <br />time. <br /> <br />FISCAL IMPACT <br />The costs associated with the recommended salary and benefit changes for Executive <br />Management, as well as the reclassification of the GIS Coordinator to GIS Manager are <br />included within the FY 2017-2018 Recommended Budget. The adjustments to the <br />classification series for hourly and temporary positions apply to the salary ranges only, <br />and will have no impact to actual employee salaries. <br />8.C. - Page 3