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HomeMy WebLinkAboutItem 10i - Management Staffing Changes in Development Services DepartmentManagement Staffing Changes in DSD December 20, 2022 Page 1 of 4 DATE: December 20, 2022 TO: Honorable Mayor and City Council FROM: Jason Kruckeberg, Assistant City Manager/Development Services Director SUBJECT: MANAGEMENT STAFFING CHANGES, APPOINTMENTS, AND SALARY ADJUSTMENTS WITHIN THE DEVELOPMENT SERVICES DEPARTMENT CEQA: Not a Project Recommendation: Approve SUMMARY The Deputy Development Services Director/City Engineer announced his retirement earlier this calendar year. In evaluating the management structure within the Department, it has been determined that several modifications should be made that will strengthen the Department’s core management team and provide more efficient and effective oversight of the Department. This includes the appointment of a City Engineer, reclassification of the Planning & Community Development Administrator to the Deputy Director position, and reclassifying the Building Official position. These modifications will result in a net savings of $105,696 in personnel costs to the City and will provide internal opportunities for growth and development. Therefore, it is recommended that the City Council approve the management staffing changes, appointments, and salary adjustments within the Development Services Department, to be effective in January 2023. BACKGROUND The Development Services Department has operated with a Deputy position for the past 14 years. The position has been held as a dual position that combined the Deputy Director of Development Services with the City Engineer position. This position was structured this way by the City Manager in 2008 due the unique skill set of the City Engineer and a desire to provide the Department with additional management oversight. Since 2008, this format has served the Department, and the City, very well. The incumbent is retiring from the City at the end of 2022 after 21 years of service to the City. Upon announcement of his retirement, a comprehensive review of the Department was conducted to determine the best way to fill the void left by his departure. Management Staffing Changes in DSD December 20, 2022 Page 2 of 4 Each of the impacted positions was reviewed, and salary surveys were conducted to gain a comprehensive understanding of the costs and impacts of various management structures. It was determined that the best way forward was to decouple the City Engineer position from the Deputy Director position and divide the duties of this position into three positions. This plan provides opportunities for growth and development for three existing managers, avoids hiring a new employee at a high level, provides a more intuitive and direct management structure for the Department, and represents a savings in personnel costs. With regard to the costs, the salary ranges for the three mentioned management positions will be changed to reflect new duties and responsibilities. Based on CalPERS rules, the City Council must review and approve all changes to salary, which is why this item is being presented. The costs of the modifications are provided below, and the overall costs are described in the Fiscal Impact section of this Staff Report. DISCUSSION The following staffing changes are being proposed and recommended for the Department. The salary ranges proposed are shown in red in the attached Management Salary Range Table (Attachment A). 1. Eliminate the Deputy Development Services Director/City Engineer position. The current dual position will be eliminated. The two positions will be decoupled and work tasks and responsibilities will be reassigned among three existing management positions. This represents a cost savings in that a new Management position is not necessary, and it allows the current management team to grow professionally. This would create three top level managers in DSD as direct reports to the Director, which should balance the workload effectively. The elimination of this position results in a cost savings in salary and benefits to the City of $266,904. 2. Re-establish City Engineer position Prior to the incumbent being promoted to Deputy Director in 2008, the Development Services Department had a simple City Engineer position. The proposal is to reinstate this position at its former pay range (85M). All Deputy Director functions have been removed. Once created, the existing Principal Civil Engineer in DSD will be appointed to the position. The City Engineer position will be a direct report to the Director. The difference in cost to the City for this promotion would be approximately $15,246 in salary and benefits. Management Staffing Changes in DSD December 20, 2022 Page 3 of 4 3. Adjust Building Official Position Currently, the structure in DSD has the Building Official position reporting to the Deputy Development Services Director/City Engineer. This provides the Building Official with an extra layer of supervisory structure and insulates this position from some decision making. With the dissolving of the joint Deputy Director/City Engineer position, the Building Official will become a direct report to the Director. This position will also move to salary range 85M, consistent with the City Engineer as the level of autonomy, decision making, and responsibility will be similar between the two new positions. Both of these positions are directly accountable for their function and are the City’s primary representative in their respective areas. The change in the current Building Official position (moving from the current range of 82M to 85M) would be an increased cost to the Department of approximately $16,470. 4. Re-classify current Planning & Community Development Administrator to Deputy Development Services Director. After evaluating the position descriptions between the Deputy Director and the Planning & Community Development Administrator, it is clear that there is not enough differentiation between the positions to merit both being in the Department. Many of the duties listed in the existing position descriptions overlap and it makes sense to consolidate the duties. The position would be placed in the range of 89M, which is above the Planning & Community Development Administrator but below the existing Deputy Director/City Engineer position. This reclassification would result in a cost to the City of $12,258. 5. Backfill position in Engineering with a new Assistant Engineer position. The Engineering Division has always run with four individuals in DSD (and more at times). This includes the City Engineer, and a staff of three additional engineers. To replace the departing employee’s position, an Assistant Engineer would be hired. The new position would be a cost to the City in salary of approximately $117,234.. The table below summarizes the proposed cost implicants of the changes: Position Cost/Savings Eliminate Deputy Director/City Engineer $266,904 Appoint City Engineer $15,246 Adjust Building Official $16,470 Re-Classify to Deputy Director $12,258 Hire Assistant Engineer $117,234 TOTAL SAVINGS $105,696 Management Staffing Changes in DSD December 20, 2022 Page 4 of 4 The changes proposed result in the same number of total Full Time Equivalent positions in the Department (28). The differences in the organizational charts can be seen in Attachment B, which provides the current Organizational Chart and the Proposed Chart with the new positions shown. ENVIRONMENTAL ANALYSIS The proposed action does not constitute a project under the California Environmental Quality Act (“CEQA”), as it can be seen with certainty it will have no impact on the environment. Thus, this matter is exempt under CEQA. FISCAL IMPACT As itemized above, the elimination of the Deputy Director of Development Services/City Engineer position, reclassifications of the City Engineer, Deputy Director, and Building Official, and the hiring of a new Assistant Engineer, represent a cost savings to the City of approximately $105,696 when considering both salary and benefits, and results in the same number of positions within the Development Services Department (28). RECOMMENDATION It is recommended that the City Council approve the management staffing, appointments, and salary adjustments within the Development Services Department. Attachment A: City of Arcadia Monthly Salary Range (Management) Attachment B: Organizational Charts (Current and Proposed) Range Number Title Step A Step B Step C Step D Step E Step F Step G Step H Step I Step J 58M Management Aide 5,255$ 5,388$ 5,522$ 5,660$ 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 59M Buyer 5,388$ 5,522$ 5,660$ 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 60M 5,522$ 5,660$ 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 61M 5,660$ 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 62M 5,803$ 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 63M Accountant Recreation Supervisor 5,945$ 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 64M Purchasing Officer 6,099$ 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 65M 6,246$ 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 66M 6,401$ 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 67M Human Resources Analyst 6,563$ 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 68M Crime Analyst/Investigative Support Specialist Management Analyst 6,728$ 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 69M Senior Accountant 6,895$ 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 70M 7,070$ 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 71M 7,245$ 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 72M Environmental Services Manager Police Records Manager Senior Human Resources Analyst Senior Management Analyst Transportation Services Manager 7,426$ 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 73M 7,611$ 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 74M 7,802$ 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 75M Accounting Supervisor 7,997$ 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 76M 8,198$ 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 77M 8,404$ 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 78M Assistant to the City Manager Assistant Director of Recreation and Community Services General Services Superintendent Library Services Manager Planning Services Manager Streets Superintendent Utilities Superintendent 8,612$ 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 79M Information Technology Manager Principal Civil Engineer 8,828$ 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 80M Fire Marshal 9,051$ 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 81M 9,275$ 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 82M Building Official Economic Development Manager 9,507$ 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 83M 9,745$ 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 84M 9,988$ 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 85M Building Official City Engineer 10,239$ 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 86M Financial Services Manager/Treasurer Human Resources Administrator 10,494$ 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 87M Deputy City Manager Deputy Public Works Services Director Planning and Community Development Administrator 10,756$ 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 88M 11,026$ 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 89M Deputy Development Services Director 11,301$ 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 90M 11,585$ 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$ 91M Deputy Director of Development Services/City Engineer 11,873$ 12,172$ 12,475$ 12,788$ 13,106$ 13,432$ 13,766$ 14,113$ 14,465$ 14,828$ EXHIBIT "A" CITY OF ARCADIA MONTHLY SALARY RANGE JULY 1, 2022 - JUNE 30, 2023 MANAGEMENT - 3.0% COLA Attachment "B"