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October 28, 2002 <br /> <br />SUBJECT <br />Approve job specification for the classification of Management Analyst 1/11 and amend the Salary Plan <br />accordingly. <br /> <br />Recommendation <br />1. Adopt theresolution which approves the job specification for the position of Management Analyst 1/11; <br />2. Amend the salary plan accordingly. <br /> <br />Background <br />Redwood City has reason to be proud on several counts, but one of them is that the structure of the <br />organization is relatively fiat --meaning there are not numerous unnecessary layers of hierarchy. The <br />City has a number of highly qualified supervisors and managers, who are working managers in the sense <br />that they are involved with many operational decisions and actions, but they are also not reluctant about <br />handling administrative, fiscal, regulatory tasks. <br /> <br />Increasingly over the past few years there has been recognition that departments would benefit greatly <br />from having an employee who is responsible primarily for analytical duties such as providing relevant <br />information, creating ways to appropriately measure the City's progress. This employee should possess <br />an ability to focus and specialize in administrative tasks and responsibilities, thereby enabling the <br />management staff to concentrate on more critical operational matters. In October 2000, this idea was <br />presented and the position of Management Analyst was approved by to Council. <br /> <br />The value of establishing this position' is evident when considering issues such as the recent recognition <br />for various certification programs for City employees and the ICMA award connected with the handling of <br />the performance measurement program. <br /> <br />Now that the position has been established, there is recognition that creating two levels within the <br />Management Analyst classification would enhance a department's ability to hire at a particular skill level. <br />With a flexible classification, such asthe one being proposed, departments have the flexibility to hire a <br />Management Analyst at either an entry or journey level. This provides more latitude and enhances <br />departments' ability to hire according to their specific needs at the time. <br /> <br /> <br />