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HomeMy WebLinkAbout43-Building and Safety ClOt OF SAN BERNARDQO - REQUOT FOR COUNCIL Aa)ON From: JAMES ROBBINS, SUPERINTENDENT REC1).. &9_.: OFQI1S0LIDATION OF MANAGEMENT RESPONSIBILITIES - DIRECTOR OF Dept: BUILDING AND SAFETY 1986 SEP 26 AM IIElEfJ!LOPMENTAL SERVICES Date: SEPTEMBER 26, 1986 Synopsis of Previous Council action: None Recommended motion: 1. That the proposed job description and salary level be approved for recruitment purposes, and the Personnel Director be directed to start the recruitment process for the position of Director of Developmental Services. 2. That the proposed reorganization of Planning and Building and Safety be implemented in a timely manner by the Mayor and City Administrator. - Contact person: James Robbins Phone: 5274 Supporting data anached: Ward: FUNDING REQUIREMENTS: Amount: $7,500 Source: Encumbered revenue Finance: ~/'"-.. C J( A_ Council Notes: 75-0262 Agenda Item No, "fl'~. c o o o STAFF REPORT Condition: The Mayor and Common Council h~red an Acting Building and Safety Superintendent for a period of time. One of the responsib~lities was to review the organizational structure and recommend changes. Another responsibility was to assist in the recruitment of a regular administrator to provide leadership to the department. Due to the time necessary to make evaluations, the recommendation regarding recruitment has not been provided; and the time for the Acting Superintendent is drawing to an end. Recommendations: 1. That the proposed job description and salary level be approved for recruitment purposes, and the Personnei Director be directed to start the recruitment process for the position of Director of Developmental Services. 2. That the proposed and Building and Safety manner by the Mayor and reorganization of Planning be implemented in a timely City Administrator. Findings: The position of Director of Developmental Services is a realignment of responsibility. It replaces the vacant position of Superintendent of Building and Safety and WOUld upon a vacancy of the Planning Directors pos~tion replace it. This proposal does not infer the termination of the Planning Director. It recognizes the right of continuance in the existing position. The incumbent could apply for the new position or the Mayor and Common Council could appoint the incumbent to the position. The realigned organizat~on would be made up of three sections. Building and Safety, Code Compliance, and Planning. The Building and Safety section would have two areas; New Construction and P~an Check. Code Compliance would have two sections; HOUSing-Health and Zoning-Code. Planning would continue to have it's current organization. Organizational charts are enclosed, they depict the current staffing of the Bu~lding and Safety and P~anning Departments, as well as the proposed reorganization. Adjustments in other salary relationships within the organization will be dealt w~th in a later report. Supervision wouid be through the Construction Super- visor, P~an Check Engineer, and Principal Planners. The Code Compliance section would be under the direct supervision of the Dlrector of Developmental Services. This is a slight modification of existing relat~onships. The Construct-ion Supervisor's position was recognized in the classification study, however no change will be proposed in the f~nal report. As a part of the overall recommendations it will be o o o o recommended that the position be increased five percent above the Senior Inspectors, with assignment authority. The Plan Check Engineer currently is a management position and would remain so. The Principa~ Planners would remain in a similar capacity. The Superintendent of Building and Safety currently supervises both Housing and Zoning-code compliance activities. The setting of salaries is not a precise process. The market, internal ,relationships, duties and sk ills, are balanced with the need to pay enough to attract quality candidates, yet not overpay. The result of this discussion is to strike that delicate and elusive position of the "right" amount. Due to the nature of the existing relationship of an Acting Superintendent, it is necessary to proceed with a recruitment effort, in order to provide for a smooth transition. Typically, a final report would include all data and appropiate materials to support recommendations. In this case some of that data is still being gathered. Therefore, the recommendation is based on the data available and subject to modification upon analysis of the data. It is essential that a decision be made to recruit for a permanent employee. Our analysis of the market is incomplete at the moment. We are gathering data from thirty-five different communities. These communities include San Bernardino and Riverside county jurisdictions and communities of a similar size. We are looking at salaries, benefits, number of employees in various positions, organizational structure, permits issued, valuation, and population. The data will be a part of the final report. On an internal basis the proposed position relates to the City Engineer position. The new department would have both professional staff and field personnel. The department would have control of development from concept to final construction as well as the rehabilitation or demolition of buildings. Both require an ability to relate to a wide diversity of the public. An additional factor relates to the positions supervised. This plan proposes some additional supervisorial responsibilities at the next level of management. While a brIef comment was previously made regarding abilities, some further discussion is appropiate. ThIS position is for a seasoned administrator with good people skills matched with strong experience in Building and Safety, Planning, or General adminIstration of either or both. It requires an abilIty to work effective~y wIth staff, elected and appointed officials and the general public. As department head, this person Will have to maintain high morale to effectively accomplish the required tasks with limited resources. The knowledge of various codes is a vital part of the experience necessary to provide effective leadershIp. The proposed salary range for this position is [4170] $3984-$4851. This is the same level as the Deputy City Administrator. This is four percent less than the range for the City Enginee.. If the engineering registration is a requirement, then the posItion should be equlvelant to the City Engineer position and paId at level [4174] $4,184- $5,099. In either case the proposed range establishes an - 2 - o o o o internal relationship and mainta~ns an appropiate relationship with other positions in the organization. It is evident that wh~le the resources of the Building and Safety and Planning Departments are adequate to support this effort, the overall resources of the city are constrained. The Mayor and Common Council, at their meet~ng of September 23nd did encoumber funds for the implementat~on of the overall report. The impacts of this position are considered at the highest cost potentral. The approximate max~mum ~ncrease in costs would be $7,500. for f~ve months. This assumes beginning the new employee at the "En step of the range, starting in February. It is my understanding that hiring at the top of the range, is seldom done, and therefore a lower starting rate would diminish the additional costs. I have identified a February start date. This is based on a time frame ~ndicating recruitment through November, evaluation and selection in December and given formal approval by your council along with propeL notice to the current employer, in late January or earlY February. This time frame does require decisions being made and timely recruitment. The Personnel Office has reviewed these recommendat~ons and concurs with the time frame. - 3 - .' ~ o o o DIRECTOR OF DEVELOPMENTAL SERVICES MINIMUM QUALIFICATIONS: Any combination of training, education, and experience equivalent to graduation from college with a bachelors degree in engineering, public administration, urban planning, or a closely related field; and six (6) years of progressively responsible experience in building inspection and/or plan including three (3) years of supervisorial or administrative responsibility. Possession of a valid Class III California drivers license is required. Registered Engineer status certification helpful (If administrative experience has not been in Building and Safety then successful completion of ICBO Building Department Administrative seminar is required as a part of the probationary period) KNOWLEDGE OF: Theory, principles and practices of municipal planning and zoning at advanced level; principles, practices, methods, materials and equipment of building construction; applicable codes, and regulations; state planning act, subdivision map act and environmental protection act; principles of management, administration, supervision, training, safety procedures, and public relations. ABILITY TO: Plan, organize, and implement building and safety, code compliance, and planning programs; supervise personnel; prepare and present clear, concise oral and written reports; negotiate effectively; conduct staff work w~th civic inter- ests, in code compliance and planning; formulate budget estimates and administer departmental fiscal matters; operate a vehicle observing legal and defensive driving practices; and establish and maintain effective relationships with others. ORGANIZATIONAL RELATIONSHIPS: The Director of Developmental Services is the department manager for the areas of Planning, Building and Safety, and Code Compliance. The position works under the administrative control of the Mayor and City Administrator and under the legislative policy of the Common Council and Planning Comm ission.