AgdaPkt 2019-05-06 Joint SA PFA - Laserfiche WebLink

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6.1. - Page 2 of 24 ANALYSIS The recommended changes to the City's classification and salary plan include the establishment of new classifications and proposed changes to existing classifications in order to facilitate departmental restructuring in support of operational needs, increased efficiencies, and service goals. The recommended establishment of, or amendment to, various classifications is summarized below. Additionally, reorganizations are proposed for the City Clerk's Office, City Manager's Office, and Parks, Recreation and Community Services Department to improve operational effectiveness and service delivery. Staff seeks approval of these changes now to allow recruitment procedures to proceed promptly. Human Resources Director In September 2012, the City restructured several administrative functions in order to improve operational effectiveness and generate savings. As part of this restructuring, the position of Human Resources Director was eliminated, the classification of Human Resources Manager was established, and Human Resources became a division of the Administrative Services Department under the direction of the Assistant City Manager. The Human Resources function is critical to the success of the City's ability to attract, retain, and manage human capital, support strategic directives, and address operational and fiscal challenges. With the Human Resources Manager classification becoming vacant in 2018, the City reevaluated the current structure of the division and considered overall organizational needs. In light of the vital role of the Human Resources function and difficulty with prior recruitment efforts, staff proposes to reinstate the classification of Human Resources Director. This classification would be in the Executive Management group, and the recommended monthly salary rate is set at the median of the market at $13,494 to $18,217. The position will continue to report to the Assistant City Manager. The annual increased cost of this proposed restructuring is estimated to be $32,000, and funding will be included in the Fiscal Year 2019-20 Recommended Budget. Parking Enforcement Officer In order to address increasing parking enforcement responsibilities with the expansion of permitted parking zones, to better support sworn Police staff by reassigning non -sworn duties, and to best serve the expressed needs of the community, staff proposes to amend job duties for the Parking Enforcement Officer (PEO) classification and expand it to a two-tiered (1/II) classification. In addition to traditional parking enforcement duties currently being performed by this classification, the proposed II level will include enforcement of local ordinances and state laws governing parking of vehicles. This will include towing of vehicles found in violation, management of a program for tracking and investigating parking and abandoned vehicle complaints, along with other related traffic safety duties of a non -sworn nature. At present, these additional functions can only be performed by sworn Police Officers or the single non - sworn Community Service Officer assigned to the Police Patrol Division, all of whom have other primary duties requiring the bulk of their attention. Adding this new PEO II level staffed by individuals whose sole focus is parking enforcement outside of the downtown core will greatly improve compliance with existing residential parking laws, meet the demands and expectations of the community, and improve the parking situation throughout City neighborhoods. It was determined that the classification of PEO 1/II remain in the Service Employees International Union (SEIU) Local 521 unit, and salary difference between the two levels be set ten percent apart with the II level monthly salary range set at $4,474 to $5,437. The annual increased cost of this proposed City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org 216