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HomeMy WebLinkAboutReso 67-2003RESOLUTION NO. 67-2003 CITY COUNCIL, CITY OF SOUTH SAN FRANCISCO, STATE OF CALIFORNIA A RESOLUTION APPROVING PERSONNEL CHANGES, INCLUDING CLASSIFICATION DESCRIPTIONS, SALARY RANGES AND UNIT DESIGNATIONS FOR SPECIFIED POSITIONS NOW, THEREFORE, the City Council does hereby resolve as follows: The classification descriptions, reclassifications, salary ranges, and unit designations for the following positions, as attached hereto, are hereby approved: 1. Construction Manager 2. Human Resources Analyst II 3. Human Resources Analyst I 4. Recreation and Community Services Manager 5. Reclassifications as follows: Personnel Analyst to Human Resources Analyst II; Personnel Technician to Human Resources Analyst I; Office Manager Literacy Program to Administrative Assistant I; Recreation and Community Services Coordinator to Recreation and Community Services Supervisor. I hereby certify that the foregoing Resolution was regularly introduced and adopted by the City Council of the City of South San Francisco at a regular meeting held on the 9th day of July 2003 by the following vote: AYES: Councilmembers Joseph A. Femekes, Richard A. Garbarino, and Raymond L. Green, Mayor Pro Tem Karyl Matsumoto and Mayor Pedro Gonzalez NOES: None. ABSTAIN: None. ABSENT: None. ATTEST: City Clerk City of South San Francisco Exhibit A Below are the proposed salary ranges for each of the classifications listed in the staff report in which a new salary range needs to be adopted. The salary changes would be effective the payperiod including July 1, 2003. Please note that these ranges are not inclusive of any COLAs already agreed-upon by their bargaining unit. In addition, these salary ranges may have some minor fine-ming when entered into the payroll system cOnstruction Manager ............ Monthly salary range from beginning step of $5,113 tO $6'218 Human Resources Analyst I... Monthly salary range from beginning step of $4,278 to $5,200 Recreation and Community Services Manager ............. Monthly salary range from beginning step of $5,708 to $6,940 JAB-07/01/03 F:kFile CabineflCity CouncilkBudget\03Budget-PerskExhibit A.doc Exhibits B Attachments Proposed Class Descriptions for: 1. Construction Manager 2. Human Resources Analyst I/II 3. Recreation and Community Services Manager JAB-07/01/03 3:29 PM FSFile Cabinet\City Councfl~lBudget';03 Budget-Pers~Exhibit B.doc City of South San Francisco Human Resources Department Construction Manager Class Description Definition Under general supervision, manages, supervises, and participates in all phases of construction projects under the Capital Improvement Program and through agreements with private developers; and performs other related duties as assigned. Distinguishing Characteristics This single-position class is distinguished from other City technical engineering support classifications through its overall responsibility for the management and supervision of Public Works and sub-division construction projects. Typical and Important Duties 1. In accordance with established policy and standards, manages all elements of Department Capital Improvement projects, other assigned City projects and private construction projects. 2. Establishes cost estimates and schedules in connection with approved projects. 3. Reviews designs and specifications for purposes of constructability and Requests For Proposals for professional services. 4. Reviews professional service contracts prior to award for conformance with plans, timelines, costs and related matters. 5. Attends bid openings and preconstmction conferences. 6. Provides effective input on the selection of construction inspection staff. 7. Assigns and supervises inspections and trains staff in proper City procedures; as necessary performs inspections and attendant survey work. 8. As appropriate, approves contract change orders and ensures completion of changes. 9. Prepares periodic reports regarding the status of all projects. 10. Reviews inspection reports, approves progress payments and responds to and/or processes claims. 11. Responds to complaints, problems and questions from concerned parties and, as necessary, takes action to remedy them. 12. Maintains effective communications with other departments and City staff, contractors, other agencies and the community. 13. Performs other related duties as assigned. Job-related Qualifications Knowledge of' · Principles and practices of construction management and public works inspection. City of South San Francisco Construction Manager Class Description Page 2 Materials, methods, and practices used in public works construction, including streets, gutters, sidewalks, drainage systems, underground lines, streetlights, and related facilities. · Principles and practices of engineering design, specification and cost estimate preparation. · Safety principles, practices, regulations, and procedures related to the work, including OSHA regulations. · Applicable federal and state laws, codes, and regulations. · Applicable mathematics. · Principles of supervision, administration, and budget preparation. · Basic computer systems and applications related to the work. Ability to: · Effectively manage construction projects including performing or overseeing all administrative, liaison, payment processing, and record keeping functions. · Inspect construction projects to ensure compliance with plans and specifications. · Accurately interpret, apply and explain applicable laws, codes, regulations, and ordinances. · Acquire a thorough knowledge of applicable department policies and procedures and a working knowledge of related City policies, regulations, and procedures. · Select inspection staff and train staff in work procedures. · Assign, supervise, and review the work of contract inspection staff. · Provide technical engineering and project assistance to City staff. · Prepare designs, specifications and cost estimates in specified areas. · Review Requests for Proposals and submittals for adherence to established project specifications, standards, and related matters. · Make engineering calculations of quantities and grades; operate survey instruments. · Prepare concise and accurate reports, correspondence, change orders, specifications, and other written materials. · Communicate effectively in wfifing~ orally, and with others to assimilate, understand, and convey information, in a manner consistent with job functions. · Establish and maintain effective relationships with those contacted in the course of work. · Develop good public relations. · Represent the City, the department, or the organizational unit effectively in meetings and in contacts with representatives of other agencies, City departments, private organizations, individuals, and the public. · Establish and maintain cooperative relationships with those contacted in the course of the work. · Take a proactive approach to customer service issues. · Make process improvement changes to streamline procedures. · Work in a safe manner, following City safety practices and procedures and modeling correct safety practices; enforce adherence to safety policies and procedures; identify, correct, and report safety hazards. · Maintain confidentiality regarding sensitive information. Skill in · Using a personal computer and related software. City of South San Francisco Construction Manager Class Description Page 3 Experience and Training Any combination of experience and training that would provide the required knowledge and abilities would be qualifying. A typical way to obtain the knowledge and abilities would be: Experience: Eight years of progressively more responsible technical engineering experience that includes at least four years of public works project inspections. Construction management, project engineering, or journey-level or above public works construction and maintenance experience may be substituted for the initial four years of experience, provided there is no substitution for the public works inspection experience. College-level coursework in an engineering or construction technology may also be substituted for the initial four years of experience on a year-for-year basis to a maximum of two years. However there may be either only work experience or education substitution. Training: Equivalent to graduation from high school supplemented by applicable technical engineering and inspection coursework. Completion of a Building Inspection Program is desirable. Licenses and Certificates All licenses and certificates must be maintained as a condition of employment. Possession of, or ability to obtain, an appropriate valid California driver's license, and a satisfactory driving record. Special Requirements Essential duties require the following physical skills and work environment: Physical Skills: Able to use standard office equipment, including a computer; sit, stand, walk, kneel, crouch, stoop, squat, crawl, twist; climb ladders, stairs, and scaffolding; walk on rooftops; lift and carry 35 pounds; use standard office equipment, including a computer; vision to read a computer screen and printed materials, including maps and plans and to discern different colored materials; hearing and speech to communicate in person and over the telephone. Work Environment: Mobility to work in standard office environment or field setting; exposure to cold, heat, noise, outdoors, vibration, conf'med workspace, chemicals, explosive materials, vibration, mechanical hazards, electrical hazards, traffic, and work in attics and crawlspaces; walk on pitched and flat roofs. Ability to: Travel to different sites and locations; locations; drive safely to different sites and locations; maintain a safe driving record; maintain a neat and clean appearance; work extended hours or off-shift work for meeting attendance or participation in specific projects or programs, and take call during non-business hours. Approved: Revised Date: Former Titles: Abolished: Bargaining Unit: ADA Review: DOT: June 2003 Engineering Project Coordinator- June 2003, Senior Construction Inspector- June 2001 Mid-management 2003 No City of South San Francisco Construction Manager Class Description Page 4 Physical: Class 2 Stares: Classified/Exempt EEOC Category.' EF2~EJ3 Job Code: M690 ADA Documentation of Essential Duties 1. SDE 2. SDE 3. SDE 4. SDE 5. SAE 6. SAE 7. MAE 8. SAE 9. SDE 10. SDE 11. SAE 12. SDE s:~dmin~elass deseriptiom~publie worLs\eonstruction manage~.doc City of South San Francisco Human Resources Department Human Resources Analyst I and II Series Class Description Definition Under general direction, conducts recruitments and exams, conducts classification reviews and compensation schedules, and performs special studies; performs a variety of routine and complex administrative technical and professional work in analyzing and administering various components of the City's Human Resources system, including job analysis, compensation analysis, applicant screening, examination, selection, labor relations, training, affn-mative action, benefits administration, employee relations; may direct the work of clerical staff and may supervise part-time or temporary employees; and does related work as required. Distinguishing Characteristics This series class specification defines and describes the two levels of professional work in the human resources analyst series. These classes are distinguished from the class of human resources technician in that the latter serves in a para-professional capacity and provides administrative support to the department. Human resources analyst is distinguished from director of human reSOurces in that the latter is a department head responsible for the overall administration of the City's human resources program and supervises this class. Human Resources Analyst I is the entry level in the series. At this level, incumbents learn and perform professional human resources work under close supervision and are given assignments in specific terms that are subject to frequent review while in progress and upon completion. Assignments may be in any functional area of the department and require a basic knowledge of human resource principals and practices. The exercise of independent judgment and decision- making is within prescribed guidelines, and most contacts are intemal within the city. Duties sometimes include providing work direction to support staff. Human Resources Analyst II is the experienced journey-level classification in the series. At this level, incumbents perform professional human resources work under moderate supervision subject to infrequent review while in progress and upon completion. Assignments can be quite varied and be in any functional area of the department and require a sound grounding in human resource fundamentals and the ability to independently solve human resource problems of moderate difficulty. Independent judgment is required and contacts are both internal with district staff and external with representatives of other agencies. Duties often include providing work direction to support staff. Human Resources Analyst I and II are flexibly staffed. Upon recommendation of the director of human resources, an incumbent Human Resources Analyst I may advance to Human Resources Analyst II after meeting the desirable qualifications for the higher level. City of South San Francisco Human Resources Analyst Series Class Description Page 2 4. 5. 6. 7. 8. 9. 10. 11. 12. 14. 15. 16. 17. 18. Typical and Important Duties 1. Provides recruitment and selection services to all City departments, including: job analysis; test construction; test validation; and administers all components of the selection processes. Researches and develops recruitment sources appropriate to the occupation and consistent with affu-mative action practices. Consults with hiring managers to obtain input on recruitment needs, selection methods, and examination content. Confers with the Director on policy and procedural matters. Conducts analyses of examination results for validation and related purposes. Responds to questions and resolves appeals concerning examinations; refers unresolved issues to the Director. reports, makes presentations and attends meetings in connection with the above Prepares duties. Provides direction to clerical staff either on a project basis or in the absence of the Director. Provides interpretations of and information concerning a variety of applicable policies, rules, programs, and labor agreements. Assumes assignments in other departmental program areas. As necessary, assists the Director in the review and implementation of programs, policies, and procedures. Represents the department at meetings and, as necessary, at sessions of the Personnel Board. Uses computerized information systems for analysis and related purposes. Reviews proposals for new or revised classifications to determine appropriate salary grade assignment. Participates in salary surveys to determine organization's market relationship. Analyzes occupational data such as physical, mental, and training requirements of jobs and workers and develops written smmm~ies such as job descriptions, job specifications, and lines of career movement. Evaluates selection and placement techniques by conducting research or follow-up activities and conferring with management and supervisory staff. Performs all other related duties as assigned. Job-related Qualifications Knowledge of: · Principles, techniques, and laws applicable to a variety of personnel programs practices. · Research techniques and practices including statistical concepts and methods. · Principles of organizational management and supervision. · Laws, regulations, municipal codes, ordinances, and resolutions relating to the human resources function. · Principles, practices, and concepts of human resources in a public agency setting. · Standard office administrative practices and procedures, including the use of standard office equipment. 5/22/2003 S:L~.dmin\Class Descriptionskl-tRLHR.A l-Il.doc City of South San Francisco Human Resources Analyst Series Class Description Page 3 Business letter and report writing and the standard format for reports and correspondence. · Computer applications related to the work, including spreadsheet, word processing, and database applications. · Records management principles and practices. · Basic functions and activities of a City government. · Techniques for dealing effectively with the public and City staff, in person and over the telephone. · Principles of management, supervision, training, and employee development. Ability to: · Effectively conduct recruitment and selection activities; acquire a working knowledge of other departmental programs. · Acquire a thorough knowledge of policies and regulations of the department, City, and other applicable agencies. · Provide accurate interpretations of policies and regulations. · Prepare a variety of reports and analyses; maintain statistical records. · Communicate effectively in writing, orally, and with others to assimilate, understand, and convey information, in a manner consistent with job functions. · Analyze and interpret a variety of human resources programs, including comprehensive job requirements. · Establish and maintain effective working relationships with applicants, employees, City officials, labor unions and the general public. · Understand and follow instructions. · Perform technical, specialized, complex, and difficult analysis requiring the use of independent judgment. · Analyze issues and resolve administrative and procedural problems. · Establish, maintain, and research City and departmental files. · Make oral and written presentations and reports, including drawing conclusions and formulating recommendations. · Organize own work, set priorities, and meet critical deadlines; use initiative and independent judgment within established procedural guidelines; plan and organize responsibilities so that reports are produced in a timely and accurate manner; exercise independent judgment; and make sound decisions. · Maintain confidentiality regarding sensitive information. · Take a proactive approach to customer service issues. · Make process improvement changes to streamline procedures. · Work in a safe manner, following City safety practices and procedures; recognize and report safety hazards. · Learn and utilize job-related computer applications. · Direct the work of others on a project or day-to-day basis; train others in work procedures. Skill in: · Preparing and administering job descriptions, announcements, and examinations. · Analyzing human resource programs and systems. · Operating related tools and equipment. 5/22/2003 S:~Adraia\Class Desefiptions~qR~tR.A I-ll. doc City of South San Francisco Human Resources Analyst Series Class Description page 4 · Word processing and database management with speed and accuracy sufficient to perform assigned work. · Rapid note taking and accurate transcription of own notes. Experience and Training Any combination of experience and training that would provide the required knowledge, skills, and abilities would be qualifying. A typical way to obtain the knowledge, skills, and abilities would be: Experience: · Human Resources Analyst I - None required · Human Resources Analyst II - Two years of progressively more responsible professional human resources experience. Training (all levels): A bachelor's degree from an accredited college or university with a major in business administration, public administration, or a related field. Substitution: for all classifications in the series, additional experience, beyond that noted above, in a professional or support capacity in a human resource office may substitute for the required education on a year-for-year basis. Licenses and Certificates All licenses and certificates must be maintained as a condition of employment. · Possession of, or ability to obtain, an appropriate, valid California driver's license, and a satisfactory driving record. · Some positions may be required to obtain and maintain certification as a Notary Public. Special Requirements Essential duties require the following physical skills and work environment: Physical Skills: Able to use standard office equipment, including a computer; sit, stand, walk, and maintain sustained posture in a seated or standing position for prolonged periods of time; vision to read printed materials and a computer screen; hearing and speech to communicate in person, over the telephone, and to make presentations; lift and carry 35 pound boxes, files, and materials. Work Environment: Work in a standard office environment, and in the field at times to conduct recruitment, testing, training, and benefits administration activities. Ability to: Travel to different sites and locations; locations; drive safely to different sites and locations; maintain a safe driving record; maintain a neat and clean appearance; work protracted and irregular hours and evening meetings or off-shift work for meeting attendance or participation in specific projects or programs; available for evening meetings. Approved: July 1996 Revised Date: July 1997, June 2003 Former Titles: Personnel Analyst 5/22/2003 S:~A.d-min\Class DescriptionsLlqRUtRA I-Il.doc City of South San Francisco Human Resources Analyst Series Class Description P~e5 Abolished: PA abolished June 2003 Bargaining Unit: Mid-management ADA Review: 1994/95, 2003 DOT: No Physical: Class 3 Status: Classified/exempt EEOC CategmT: Job Code: I-IRA I M 700; I-IRA 1I M270 ADA Documentation of Essential Duties 1. SDE 2. SDE 3. SDE 4. SWE 5. SWE 6. SWE 7. MME 8. SDE 9. SWE 10. MME 11. MME 12. MME 13. SDE 14. OAE 15. MME 16. OAE S:~min\Class DescriptionsLltRLHRA series.doc 5/22/2003 S:~Admin\Class Deseriptions~IR~H1L~ I-ILdac City of South San Francisco Human Resources Department Recreation and Community Services Manager Class Description Definition Under administrative direction, performs responsible professional and technical work in administering, promoting, organizing, and managing comprehensive recreation and community services. Program responsibility may include: cultural arts, adult and youth sports, aquatics, facility operations and rentals, classes and special events, senior services, adult daycare, and childcare. Functional areas of responsibility may include department budget preparation and monitoring; risk management oversight; participation in city-wide emergency response; liaise/facilitate special interest groups and coordinate programs with other City departments; attend Cultural Arts Commission and Parks and Recreation Commission meetings; monitor department computer registration system; customer service implementation; and supervisory direction for full-time, part-time, and hourly staff; and does related work as assigned. Distinguishing Characteristics This single-position classification performs work in several functional areas and is distinguished by its core responsibility for managing programs and activities within the recreation division, in addition to administrative support for the department commissions and the department head. Work is performed under general direction and incumbents may provide direction for confidential employees, mid-management supervisors, and represented bargaining unit employees. Typical and Important Duties 1. Plans, organizes, supervises, evaluates, and administers one or more comprehensive recreation and community services programs, in addition to oversight of programs supervised program supervisors, as assigned. 2. Develops and implements goals, objectives, and priorities consistent with departmental and City policies. 3. Maintains highest standards of customer service. 4. Provides input on policy matters. 5. Recruits, selects, trains, and supervises program staff, including conducting employee evaluations and recommending disciplinary actions. 6. Prepares and administers departmental budget including specifically one or more program budgets; monitors expenditures. 7. Gets together with individuals, community groups, school officials, and others to ensure that facilities, programs, and activities are meeting the changing needs of the community. 8. Responds to inquiries or requests for service from interested community groups and individuals. City of South San Francisco Recreation and Community Services Manager Class Description Page 2 9. Inspects and evaluates the adequacy of facilities and prepares recommendations for improvements. 10. Reviews and evaluates programs, program content, and service techniques. 11. Recommends changes in program staffing, objectives, policies, and procedures to ensure maximum effectiveness and efficiency. 12. Supervises and participates in the design, preparation, and distribution of publicity including press releases, brochures, pamphlets, flyers, and printed schedules. 13. Supervises the requisitioning and inventory of necessary materials, supplies, and equipment, and follows through on purchases. 14. Negotiates and manages contracts for a variety of special services. 15. Researches and prepares smd/es, reports, and memorandum on related subjects. 16. Assists in the preparation and administration of applicable federal, state, and county special project grants. 17. Researches and submits additional funding proposals for specialized programs. 18. Works with the community and other City departments and divisions on matters relating to park and recreation facility design and development. 19. Oversees and coordinates building and grounds maintenance services for specific sites. 20. Oversees the collection and recording of applicable program revenues. 21. Utilizes computers for word processing, spreadsheets, database management, and specialized recreation sof~zware. 22. Attends and serves as staff liaison for commission meetings, as assigned. 23. Serves as department head, as needed. 24. Performs related duties and responsibilities as assigned. Job-related Qualifications Knowledge of: · Recreation, cultural, human services, and social needs of the community. · Modem theories, techniques, and methods for planning and implementing a variety of recreation and human services programs through community participation. · Principles and practices of program administration, including budgeting, purchasing, and personnel management. · Principles of supervision, evaluation, training, and employee development~ · Principles and practices of public administration and human resources as applied to the work, including basic employee-relations concepts. · Design elements and concepts for developing and maintaining related facilities. · Safety and first aid methods. · Computer systems and their associated applications. Ability to: · Design, develop, and implement programs suited to the needs of the community. · Interpret and explain applicable City and departmental policies and procedures. · Supervise, train, and evaluate staff. · Develop, present, and administer the departmental budget as well as an assigned division. City of South San Francisco Recreation and Community Services Manager Class Description P~e3 Analyze, interpret, apply, and explain City and departmental policies, procedures, and regulations. · Prepare complex reports and analyses; prepare clear, concise, and complete written reports. · Communicate effectively in writing, orally, and with others to assimilate, understand, and convey information, in a manner consistent with job functions. · Use English effectively to communicate in person, over the telephone, and in writing. · Use initiative and independent judgment with established policy and procedural guidelines. · Organize own work, set priorities, meet critical deadlines, and follow-up on assignments with a minimum of direction. · Represent the City and the department effectively in contacts with staff from other agencies, City departments, and the public. · Establish and maintain cooperative relationships with those contacted in the course of the work. Take a proactive approach to customer service issues. · Make process improvement changes to streamline procedures. · Work in a safe manner, following City safety practices and procedures and modeling correct City safety practices and procedures; enforce adherence to safety policies and procedures; identify, correct, and report safety hazards. · Maintain confidentiality regarding sensitive information. · Demonstrate political awareness in the delivery of services as directed by governing commissions and City Council. Skill in: · Using a personal computer and associated applications. Experience and Training Any combination of experience and training that would provide the required knowledge, skills, and abilities would be qualifying. A typical way to obtain the knowledge, skills, and abilities would be: Experience: Three years of progressively more responsible management experience in the delivery of recreation, leisure, or human services. Depending upon assignment, specialized training in the particular program area may be required. Training: A bachelor's degree from an accredited college or university with major coursework in recreation, education, public administration, or a related field. A master's degree or additional educational courses is desirable. Licenses and Certificates All licenses and certificates must be maintained as a condition of employment. · Possession of, or the ability to obtain, an appropriate, valid California driver's license and a satisfactory driving record. · Possession of such licenses or certificates as may be required for the particular position. City of South San Francisco Recreation and Community Services Manager Class Description Page 4 Special Requirements Essential duties require the following physical skills and work environment: Physical Skills: Able to use standard office equipment, including a computer; sit, stand, walk, kneel, crouch, stoop, squat, twist, and maintain sustained posture in a seated or standing position for prolonged periods of time; vision to read printed materials and a computer screen; heating and speech to communicate in person, over the telephone, and to make public presentations; lift and carry 35 pound boxes, files, and materials. Work Environment: Mobility to work in a typical office and/or field setting. Ability to: Travel to different sites and locations; drive safely to different sites and locations; maintain a safe driving record; work protracted and irregular hours and evening meetings or work off-shift work for meeting attendance or participation in specific projects or programs. Approved: July 2003 Revised Date: Former Titles: Abolished: Bargaining Unit: Mid-management ADA Review: DOT: No Physical: Class 3 Status: Classified/exempt EEOC Category: Job Code: ADA Documentation of Essential Duties 1. SDE 2. SDE 3. OME 4. SDE 5. MDE 6. OAE 7. SDE 8. MWE 9. ©AE 10. OAE 11. OAE 12. MME 13. OAE 14. OME 15. OAE 16. OAE 17. MWE 18. OAE 19. OAE 20. OAE 21. OAE 22. OAE s:~dmin~class descriptions~rcskiraft rcs manager.doe