AgdaPkt 2006-07-24 - Laserfiche WebLink

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5.1G Page 1 July 24, 2006 Subject Side letter of agreement between the City of Redwood City and the Service Employees International Union, local 715 (SEIU) regarding Incentive pay programs for certification Recommendation By motion, authorize the Human Resources Department to execute the attached amendment to the current Memorandum of Understanding (MOU) with SEIU. Background "" , , ", "",I.nM@[CtL200,1.andjo..suoseQue.ntcontractoegotiations"with,SEIU,.thepartiesagreedvia " m" side letter (see attachment no. 2) to explore certification incentive pay for unit members who acquire certifications or licenses not required by job description or mandated by law. In July 2002. the City Council authorized the Water System Operator Certifications Incentive Program, the first incentive program for the PWS department. The program was designed to accelerate worker and manager certifications ahead of an imminent State deadline (Dec. 2006). The program ran for 30 months, with the result of 26 city employees gaining State Dept. of Health Services operator certifications, ranging for entry level to the highest category. One-time Incentive payments were based on a sliding scale of percentages of base salary, with higher amounts given for early certification, and additional amounts available for Individuals who succeeded In gaining higher levels of certification. At the outset. the Council understood the estimated cost range to be $73,000 to $283,000. The actual, cumulative cost over the 30 month period was $133,000. Subsequent to the start of the water operator program, the Public Works Services director has facilitated several meetings on this topic with two other work groups: wastewater and fleet maintenance, during which several incentive pay proposals were explored by PWS management staff and SEIU members. The recommended certifications fall into two agreed-upon categories: 1. For Wastewater job classifications In the SEIU bargaining unit, One-time testing for industry certifications with on-going educational requirements and periodic payment (not to exceed two) for renewals. Attendance at required classes will be a job assignment and the City will cover all associated costs. 2. For Fleet job classifications in the SEIU bargaining unit, Recurring testing for Industry certifications with periodic expiration and re-testing. Tests change over time and/or are substantially different I new from previous tests. The City will cover all associated costs. It is recommended that City Council authorize the Human Resources Department to execute the attached amendment to the current Memorandum of Understanding (MOU) Page 1 of 3 -,