AgdaPkt 2009-07-13 clsd and jnt - Laserfiche WebLink

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6.38 Page 1 . ........... .... ...... ...... "M.."...... u_... . .R......:.S.........'p..........O::.....:"..........-::I........... . .. . " .n _ . .n .....:,' ';' ." :. ..... ';.. .... . .. . ,'. .n. " _ .... ... .. . . ...... ..... . . . ..... .. . . '0 ...... ",.... . . .. .... . . . . . . . .... ..." ... . .- .... ... ... . ." .. ... .. -, .. . . ..." 'M .... ... ...,.,,_ .... . .. .. .. . .. . .,' ." ..... ....... ..... . .......... .......To.tb&~ra6Ie~::~~dCTity=~ July 13,2009 SUBJECT Amendment of the City of Redwood City's classification plan. RECOMMENDATION Amend by resolution the Citts classification plan and add the classification of Landscape Supervisor. BACKGROUND In 2008, the management functions in the PRCS Landscape Maintenance Division were re- examined within the context of the changing scope of the Department's priorities and services. Of primary concern was the need for increased capacity to support more capital projects, such as building improvements, park renovations, tennis court resurfacing, and new sports fields. As a result, the decision was made to designate one of the two PReS Manager positions to provide management and support to capital projects, consultants, standards, grants, and special projects. The remaining PRCS Manager within the section would then assume responsibility for maintenance crew operations. The allocation of one full-time manager to capital projects created the need for additional support for supervisory functions associated with the management of approximately thirty maintenance staff. The proposed classification would create a working supervisor position with managerial authority to coordinate, monitor, and evaluate the day-to-day operations of the maintenance crews. This classification would also bring the organizational structure of the Landscape Maintenance Section more in line with other PRCS divisions of similar size, which include a working supervisor position. The Department intends to fill this new position with via an internal promotional process and eliminate a vacant position within the department once that process is completed. A classification and salary survey of other Bay Area cities was conducted. The survey did not reveal sufficient data to warrant a recommendation based on external labor market. As such, an internal analysis was conducted which provided the basis for the proposed salary range of $5,345 to $6,415 per month. The proposed salary is aligned with the classification of Custodial Services Supervisor. ALTERNATIVES The Council could take no action, in which case the department would continue with the current structure and job classifications. The Council could also advise staff to conduct further research and present an alternative recommendation.