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Home My WebLink About11/02/1993, C-2 - COMPREHENSIVE STUDY OF MANAGEMENT CLASSIFICATIONS II�h��N��N��IIIIIIIipp IIuIN "J t � ME11 - 02 - 93 1N0E c II�N�NII Cl o san a�s osispo ITEM NUMBER: COUNCIL AGENDA REPORT -� FROM: Ann Slate, Director of PersonnelD SUBJECT: Comprehensive Study of Management Classifications CAO RECOMMENDATION: By motion, authorize the City Administrative Officer to execute a contract in the amount of $2,500 with Brunner Consulting to analyze the existing management classifications and to develop recommendations for a management classification/compensation structure. DISCUSSION Background The City Council in Closed Session on July 20, 1993 directed staff to review the salary range for the position of City Clerk, a City Council appointed position. Because the current Managerial Compensation Plan, adopted in 1989, provides a five year compensation strategy covering 1989 through 1993 and will expire at the end of this year, the feasibility of reviewing all management positions as well as the City Clerk's was discussed. Council asked staff to return with a process for such a review. The Process Brunner Consulting, a human resources consulting firm, was contacted. Sharon Brunner, one of the firm's principals, developed the City's current Managerial Compensation Plan and has assisted the Council in its annual performance evaluations of Appointed Officials. She has considerable experience in public sector compensation design and analysis. A proposal outlining an approach to evaluating internal equity among the thirteen management classifications was submitted that would include the development of a job evaluation methodology specific to the City of San Luis Obispo. All management positions would be evaluated using the appropriate factors and measures which will result in an overall ranking. Concurrent with the consultant's work, City staff will survey the external marketplace and develop salary range recommendations on job-matching comparisons (practices/trends of other cities). Current management base salaries, perquisites, job descriptions, and organizational charts (as available) will be compared to those of other cities; it is not a simple title-matching approach. By blending the consultant and staff work, appropriate internal rankings can be determined that are based on consistently applied job content factors/measures (job evaluation methodology) and the external salary market. Recommendations for adjustments to the salary ranges if indicated by the analysis will then be developed and forwarded to the Council for review and approval. ��►�►►bu►I�iIiIIfIIIP� ��UIII city of san L AIS osispo COUNCIL AGENDA REPORT Compensation Policy It is important to emphasize that such an undertaking does not signify any actual salary increases at this time. A review of the positions may or may not result in recommendations for adjustments to the salary ranges which will require Council approval. If the Council approves adjustments to the salary ranges, the incumbents in the various management positions will be placed in their new salary ranges at their existing salary levels with no increases in salary unless authorized by Council as part of a compensation package. Conclusion. The process as outlined above will enable the City to refine its current managerial compensation structure in compliance with City policy. The compensation plan is designed to establish levels of pay and benefits which reflect appropriate relationships among classifications in the City service. (Municipal Code of San Luis Obispo 2.36.130). The Municipal Code further states that the compensation plan should be consistent with the goals of adequately compensating employees (officials) for their work and maintaining the City's ability to attract and retain qualified applicants. FISCAL EUPACT I The cost of consultant services is estimated to be $2500 and is available in the Personnel Department budget. ALTERNATIVES (1) Contract with Brunner Consulting to complete the entire project without assistance from City staff in conducting the external survey work. This is not recommended as it would result in additional costs of approximately $3,200. City staff is capable of conducting such a salary/classification survey which is a regular activity performed by the Personnel Department. Whereas City staff does not currently possess the expertise to undertake an internal job factor evaluation that is critical to any position equity analysis, the consultant will work closely with staff in developing the methodology for future projects. Even with the appropriate City staff expertise, the objectivity a consultant study brings to an internal review is extremely valuable. (2) Review the City Clerk's salary range and its relative position to other ranges apart from a comprehensive study. This is also not recommended since a comprehensive review of all management and appointed official positions is scheduled for late 1993 when the current compensation resolution concludes its five year strategy. To review one classification in isolation for internal equity does not make sense since those other management classifications have not been reviewed since 1989. Results of a limited u��l�►�►u�illllllflP1° �IIIIIII MY Of San L.JS OBISp0 Main COUNCIL AGENDA REPORT review may yield inaccurate conclusions based upon comparisons with outdated classifications and salary ranges. (3) Do nothing at this time. This is not recommended since the Management Compensation Plan is due for review at the end of its five year strategy, which is the beginning of 1994. A salary survey for management positions is scheduled for later this year but will not include any internal equity analysis. Such an analysis has not been done since January, 1989. It is important that the City periodically look at its management classifications for internal as well as external parity. i I I I j it -3 11P Enterprises P.O.Bax 2119 Avila Beach,CA 93424 October 14, 1993 Mr. erry Kinney City San Luis Obispo 990 Pa Street San Luis bispo, CA 93401! RE: Tract 50, Units 1 and 2, Final Map Dear Jerry: I am writing this left as we discussed, to out a the present situation with regard to Tract 1 0, Units 1 and 2. As ou know, it has been difficult trying to finalize nancing and bon ng arrangements. We've worked out with our bondi company an an assortment of local lenders most of the requirements. wever, we ave also entered into an agreement with a large home uilding mpany which is superseded these arrangements. This company is Centex, which is esently the largest home builder in the country. They provide a hom o ood quality at an affordable price and we believe they will be a re attri to to the Islay Hill project Our agreement has been wor ed out durin the past month and is in the final stages of due diligence A number of it s need to be concluded including a Level One envi nmental review a property. This study is presently underway but is of expected to be co leted until the end of this month. We do not s spect any difficulties sin the property's history was previously rangela d. Unfortunately, the compl ion of the due diligenceeffortis pr riously, close to the present a 'ration date for the extension of the sub ision agreement. Therefore, we re respectfully submitting this req st to extend for an additional 90 day the present subdivision ent. We expect th completion of the due diligence and subsequent bonding may be completed prior to the November 8 date. However, we didn't want 805/595-7777 FAX 805/595-7927 A Division of Infinite amimns.Inc