HomeMy WebLinkAbout18-Human Resources
-
ORIGINAL
CITY OF SAN BERNARDINO - REQUEST FOR COUNCIL ACTION
From:
Linn Livingston, Director
of Human Resources
Subject: CITY MANAGER'S OFFICE
REORGANIZATION.
Dept: Human Resources
Date: July 9, 2009
MICC Meeting Date: July 20, 2009
Synopsis of Previous Council Action:
On July 7, 2009, the Personnel Committee recommended Motions #1,2,5 and 6 for
approval.
Recommended Motion:
1. Authorize salary adjustment for the position of Assistant City Manager, Range
4650, $11,356 - $13,804, to Range 4685, $13,522 - $16,436 per month.
2. Authorize salary adjustment for the position of Senior Administrative Analyst,
Range 4490, $5,113 - $6,215, to Range 4520, $5,938 - $7,218 per month.
3. Establish the position of Manager of Communications, Range 4600, $8,850-
$10,757 per month.
4. Approve the job description for the position of Manager of Communications.
5. Authorize Human Resources Department to update Resolution 97-244 and
2008-033.
6. Authorize the Director of Finance to incorpor e these changes into the
FY 2009-2010 adopted budget. \
Contact person:
Linn Livinqston
Phone: x5161
Supporting data attached:
Ward:
FUNDING REQUIREMENTS:
Amount:
No net cost to General Fund
Source: (Acct. No.)
(Acct. Description)
Finance:
Council Notes:
Agenda Item NO.~
j.. 2J).,oq
-
CITY OF SAN BERNARDINO - REQUEST FOR COUNCIL ACTION
Staff Report
Subiect:
City Manager's Office Reorganization.
Backl!ronnd:
After carefully reviewing the functions and staffing of the City Manager's office, our new City Manager,
Charles McNeely, is recommending the following changes for the efficiency, productivity and overall
enhancement of City services:
Salarv Adiustment for Assistant Otv Manaf?er Salar)! Ranf?e
Former Assistant City Manager, Lori Sassoon, accepted a position with the City of Villa Park, starting on
the exact date our new City Manager began work. The role of the Assistant City Manager is a critical part
of the City Manager's Office, supporting the City Manager in a wide range of programs and projects. It is
imperative this position be filled as soon as possible with a well-qualified candidate.
While preparing to recruit for this position, a survey of six (6) comparable-sized surrounding cities was
conducted. The average maximum annual salary for Assistant City Manager is $198,092 (survey
attached). In order to attract the caliber of candidate necessary and to competitively compensate for this
position, it is requested that the current salary range be increased 17.5% to provide a maximum annual
salary of$197,232.
Salar)! Adiustment for Senior Administrative Analvst
The Senior Administrative Analyst position will have the primary responsibility of identifying and
preparing grant proposals, but may also perform financial analysis and other complex staff work at the
City Manager's direction. A survey of our surrounding cities shows an annual maximum salary of
$83,933 compared to our current maximum salary of $74,580 (survey attached). In order to be
competitive in the labor market, it is recommended that the Senior Administrative Analyst salary range be
increased 20%, for an annual maximum salary of$86,616.
Estahlish Classification of Manaf!er of Communications
The City currently does not have anyone performing public information activities. This position will have
the responsibility to determine and address the concerns and information needs of our employees and the
general public. It is crucial to open communication with our citizens to help them understand and support
City activities. A draft ofthe job description is attached.
Other Chanf?es Included in the 2009/10 Bzu!f?et
The City Manager has asked that the previously eliminated position of Executive Assistant to the City
Manager be restored in the new 2009/10 City budget. This position provides important, complex support
to the City Manager, helping him to better coordinate and prioritize his daily schedule. Funding for this
position was included in the proposed 2009/10 Preliminary Budget.
.
Costinl! for Proposed Reorl!anization is estimated as follows:
Salarv Adillstmellt for Assistallt Citl' MI/II(l1!er
Budl!eted
(Range 4640, $11,356 to $13,804)
8 months @ step II & 4 months @ step 16
Salary $152,744
Less 10% ($15,274)
Benefits $47,786
Total $185,256
Proposed
(Range 4658, $13,522 to $16,436)
II months @ step 21
Salary
Less 10%
Benefits
Total
Cost/(Savinl!s)
$180,796
($18,080)
$51.969
$214,685
$29,430
Salan' Allillstmellf for Sellior Admillistratil'e All(llvst
Budl!eted Proposed Costl(Savinl!s)
(Range 4490, $5,113 to $6,215) (Range 4520, $5,938 to $7,218)
6 months @ step 21 II months @ step 21
Salary $37,290 Salary $79,398
Less 10% ($3,729) Less 10% ($7,940)
Benefits $12,865 Benefits $25,795
Total $46,426 Total $97,253 $50,827
Establish Malla1!er of Co mmllllicati OilS I1OSitioll
Budl!eted
Funds budgeted in contractual for PIO
6 months @ step 21
Total
$50,000
Proposed
(Range 4600, $8,850 to $10,757)
I I months @ step 21
Salary
Less 10%
Benefits
Total
Costl(Savinl!s)
$118,327
($11,833)
$33,589
$140,083
$90,083
Delav Hirill1! of Execlltiw Assistallf to City Mallal!er
Budl!eted
Position Budgeted for 11 months
Salary
Less 10%
Benefits
Total
$56,910
($5,691)
$22'\ 93
$73,412
Proposed
Fill Position for !Q..months
Costl(Savinl!s)
Salary
Less 10%
Benefits
Total
$47,425
($4,743)
$18,494
$61,177
($12,236)
Net Cost
$158,105
FINANCIAL IMPACT
The cost of the proposed reorganization is estimated at $158,105. However, because of cost sharing with
other departments and agencies using existing budgeted funds, there is no net impact to the General Fund
for this reorganization. Since the additional positions in the City Manager's Office will be providing
grant writing services and communications support to all departments, some of the cost of the
reorganization will be funded by other City Departments. The Mayor's Office has agreed to transfer
$40,000 of contractual funds from their office to the City Manager's Office. Because the Police
Department now again has a large fund balance of approximately $500,000 in Asset Forfeiture, $40,000
-
of evidence draw down funds that previously have been paid by Asset Forfeiture, but had to be moved to
the General Fund when Asset Forfeiture funds were unavailable are being moved back to Asset Forfeiture
so that the Police Department's General Fund budget can contribute $38,100 toward the cost of the
reorganization. Since the Police Department budget has paid for a contract grant writer position in the
previous years, the 538,000 will continue Police Department's support of this service. Integrated Waste
Management has vacancies in their Environmental/Recycling Division that charge a portion of their funds
to recycling and environmental grants. Oversight of IWM grants will be handled by the City Manager's
Office and a portion of the vacant Environmental positions savings will be transferred to the City
Manager's Office. Finally, the City Manager is in the process of working with SBETA, which is
completely grant funded, to contribute approximately $50,000 to the City for grant writing and
communications support. Both SBETA and IWM will receive direct support from the City Manager's
Office for their contributions to the positions being proposed. Because of these arrangements, the net
impact to the General Fund for this reorganization is $0. These changes have been incorporated into the
Final FY 2009-2010 Adopted Budget.
Net Cost (Rounded) for Reorganization
Less: Contribution from SBET A
Less: Transfer from Mayor's Office
Less: Transfer from Police Department
Less: Transfer from IWM/Environmental
Net Impact to General Fund
$158,100
(550,000)
(540,000)
(538, I 00)
($30,000)
$0
Recommendation:
I. Authorize salary adjustment for the position of Assistant City Manager, Range 4650, $11,356 -
$13,804, to Range 4685, $13,522 - $16,436 per month.
2. Authorize salary adjustment for the position of Senior Administrative Analyst, Range 4490,
55, I I3 - $6,215, to Range 4520, $5,938 - $7,218 per month.
3. Establish the position of Manager of Communications, Range 4600, $8,850- $10,757 per month.
4. Approve the job description for the position of Manager of Communications.
5. Authorize Human Resources Department to update Resolution 97-244 and 2008-033.
6. Authorize the Finance Department to incorporate these changes into the FY 2009-2010 adopted
budget.
~
Assistant City Manager Salary Survey 2009
TOP ANNUAL
AGENCIES TITLE MONTHL Y SALARY
--- - $1},765 I --
Ontario Deputy City Manager +-- $165,1~
- -- - -,--
Fontana Deputy City Manager $15,038 $180,461
.,
Rialto Assistant City Administrator $16,747 I $200,964
Moreno Valley Deputy City Manager $17,328 $207,941
-- -
Corona (SSistant City Man~ger $17,366 , $208,392
Riverside $18,801 ;~_ $225,615
Assistant City Manager
1.;--- -- I
Pomona N/A ,-N/A N/A
- i
- - , - - - ~----l
AVERAGE $16,508 L $198,092
- - l-~ $13,8041
City ~f Sl!n Bernardino - - - $165,648
Recom~ed Salary Range --
17.5% Increase
- I - -- --
Range Salary
--- ---t- - - --
4685 i Low Hi9!!
- -
I MonthlL __ - $13,522 $16,43~
IAnnuallv $162,264 $197,232
Senior Administrative Analyst Salary Survey 2009
TOP ANNUAL
AGENCIES TITLE MONTHLY SALARY
- - --- I
Ontario Sr. Management Analyst -' $6,751 $81,~12
1------ -
Fontana ,Sr. Administrative Analyst t $6,876 I $82,512
-- -r--- -
Rialto Sr. Administrativ~ Analyst $6,!l84 $82,608
Moreno Valley_ -4Sr. Management Analy~ _ $7,~ $93,74~
Corona Sr. Management Analyst + $6,834 $82,008
I --~
Riverside ISr. Administrative AnalysL $7,141 I $85,692
------- ,
Pomona ~anagement ,Analyst ~,663' $79,9~
- ~ -
,
I
AVERAGE $6,99_~ $83,933
-- - -
- - , I --------
City of San Bernardino , $6,21~ $74,580
-
Recommended Salary Range
--- --_.-
20% Increase -
I ,
Range Salary
- - - + -,- - -----
4520 , Low High
-+ - $5,938 C $7,218
1 Monthly ------ -1
Annually $71,256 $86,616
DRAFT
Class Code:
M/CC Date Adopted:
City of San Bernardino
Signature:
Director, Human Resources
Bargaining Unit:
CLASS SPECIFICATION
Manager of Communications
EEOC Job Category: Officials and Administrators
JOB SUMMARY
The Manager of Communications serves as the citywide leader, coordinator, and advisor on the planning,
development, implementation and control of communications, marketing, and public relations policies
and management issues. Under direction from the City Manager, the Manager of Communications is
responsible for working with all departments, agencies, and officials to develop and implement a strategic
citywide Communications & Marketing Plan, including external public relations and media coverage and
internal messaging and strategic communication.
DISTINGUISHING CHARACTERISTICS
The Manager of Communications provides management leadership for cross-departmental
communications projects and programs by identifying major issues, determining the scope of projects,
and working in concert with department management to establish schedules and allocate resources. The
person in this position must establish effective relationships with all departments, agencies, and officials,
as well as with community associations, the business community, civic organizations, regional partners,
the media, and various interested groups and individuals. Assignments are broad in scope to allow for a
high degree of administrative discretion in their execution. The position requires a high level of technical
skills and expertise in public relations, communications, organizational effectiveness/development, and
related information technology.
ESSENTIAL DUTIES AND RESPONSIBILITIES
The duties listed below are intended only as illustrations of the various types of work that may be
performed. The omission of specific statements of duties does not exclude them from the position if the
work is similar, related or a logical assignment to this class.
1. Develop and implement a long-ternl strategic citywide Communications & Marketing Plan and
annual incremental work plans.
2. Design, develop, organize and lead communication of the City's vision, values and central themes
and messages to internal and external audiences in a timely and consistent manner, through an
effective and efficient process.
3. Provide leadership and management on City media relations, including preparing spokespersons
and logistics for media contacts and events.
Manager of Communications
Page 1
.-
4. Plan, lead, organize and control City opportunities in print, internet, radio, and television rnedia
so as to enhance the City's image and to communicate City issues, actions, services, vision, and
values.
5. Lead or facilitate interdepartmental communications team on the preparation, design, content, and
marketing of City publications and communication opportunities, including articles, websites,
video programming, press releases, brochures, newsletters, graphics, and marketing materials.
6. Develop and recommend new communications methods and enhancements to better achieve City
goals, including fostering the organization's core values and marketing City services to citizens,
community groups and other external organizations.
7. Manage the dissernination of prompt, accurate emergency public information during emergency
and disaster situations.
8. Develop and maintain strong working relationships with government and community leaders,
internal information sources and the media.
9. Coordinate and guide marketing and communication efforts of other major public/private
institutions and public relations professionals to develop a positive image of the City.
QUALIFICATIONS
I. Demonstrated expertise in developing and implementing strategic and creative communications
and marketing and image plans.
2. Demonstrated ability in building and maIntaInIng effective working relationships within an
organization as well as with media providers, including leading and motivating work teams
and/or individual contributors. Ability to illicit cooperation and resolve conflict.
3. Strong verbal, written, presentation, team leadership and interpersonal communication skills with
demonstrated design and implementation skills in producing publications and communications in
a multi-media environment.
4. Demonstrated experience and capability working with politically sensitive, complex situations,
analyzing complex problems and developing creative solutions.
5. Prefer experience managing development of television and video programming, web
development and publication production processes.
Education, Training and Experience:
A typical way of obtaining the knowledge, skills and abilities outlined above is graduation from an
accredited four-year college or university with a degree in communications, public relations, public
administration or related field with a high level knowledge of media relations required; and at least
five or more years of experience in professional or managerial level media relations, government
relations and community relations, including spokesperson responsibilities for a complex public or
private organization; or any equivalent combination of education, experience, and training that
provides the required knowledge, skills, and abilities.
Manager of Communications
Page 2
Licenses; Certificates; Special Requirements:
A valid California driver's license and the ability to maintain insurability under the City's vehicle
insurance policy.
PHYSICAL DEMANDS
The physical and mental demands described here are representative of those that must be met by an
employee to successfully perform the essential functions of this class. Reasonable accommodations may
be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to sit; talk or hear, both in
person and by telephone; use hands to finger, handle and feel computers and standard business
equipment; and reach with hands and arms. The employee is frequently required to stand and walk.
Specific vision abilities required by this job include close vision and the ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters
while performing the essential functions of this class. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential functions.
Employees work under typical office conditions and the noise level is usually quiet. The employee may
periodically be required to work in the field, exposed to dust, noise and inclement weather.
Manager of Communications
Page 3