HomeMy WebLinkAbout44-Building and Safety
o
o
o
o
COUNCIL ACTION CORRESPONDENCE
Councilman Strickler, Chairman, Legislative
To -Review Committee Subject Consolidation of Management
Councilman Marks, Chairman, Ways and Means Responsibi1ities- Director of
Committee Developmental Services - Building
Date October 9, 1986 and Safety & Planning Departments
,
Meeting Date 6, 1986 Agenda Item No. 43
- October
Action
-The matter regarding the consolidation of management responsibilities
between the Building and Safety Department and the Planning Department,
, and the proposed position of Director of Developmental Services, was
referred concurrently to the Legislative Review Committee and the Ways
and Means Committee for a report back on October 20,_ 198?
SC:pa
"
. -.
Mayor Wilcox .4t?$A~
cc: City Administrator
Building and Safety -e'HAUNA C ARK
Planning City Clerk
Personnel - -
~,,\
"--
~L/
CI1Q OF SAN BERNARDIQ) - REQUIQT FOR COUNCIL ACOON
From: JAMES ROBBINS, SUPERINTENDENT REC"O... is..: ~SOLIDATION OF MANAGEMENT
RESPONSIBILITIES - DIRECTOR OF
Dept: BUILDING AND SAFETY 1986 SEP 26 AM lIElEflJLOPMENTAL 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.
-
Signature
Contact person:
James Robbins
Phone:
5274
Supporting data attached:
Ward:
FUNDING REQUIREMENTS:
Amount:
$7,500
So Encumbered revenue
_ urce:
Finance: hi,::... C j(A_
Council Notes:
75-0262
Agenda Item No._
~ ,
o
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 w1th 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.
o
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
responsibilities 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
Personnel 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.
F~ndings:
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 organizatlon 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
BUIlding and Safety and p~anning Departments, as well as the
proposed reorganization. Adjustments in other salary
relationships within the organization will be dealt wlth in a
later report.
Supervision would be through the Construction Super-
visor, P~an Check Engineer, and Principal Planners. The Code
Compliance section would be under the direct supelvision of
the D~rector 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 flnal
report. As a part of the overall recommendations it will be
o
o
o
o
recommended that the posit~on be increased f~ve percent above
the Senior Inspectors, with assignment authority. The Plan
Check Engineer currently is .a management position and would
remain so. The PrincipaJ. Planners would remain in a similar
capacity. The Superintendent of Building and Safety currently
supervises both Housing and Zoning-code compliance
activities.
The sett~ng of salaries is not a precise process. The
market, internal relatJ.onships, duties and skills, 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 Wright"
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 ~nclude all data
and appropiate materials to support recommendations. In this
case some of that data is stJ.ll being gathered. Therefore,
the recommendation is based on the data available and subject
to modif~catlon upon analysis of the data. It is essential
that a decision be made to recruit for a permanent employee.
Our analysis of the market ~s 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 weJ.I as the rehabilitation or demolition of
buildings. Both require an ability to relate to a wide
divers~ty of the public. An additional factor relates to the
posltions supervised. This plan proposes some additional
supervrsorial responsib~lities at the next level of
management.
Whlle a brlef comment was previously made regarding
abilities, some further discussion is appropiate. ThlS
position is for a seasoned administrator with good people
skills matched with strong experience in Building and Safety,
Planning, or General admlnJ.stration of either or both. It
requires an abilJ.ty to work effective~y WJ.th staff, elected
and appointed officials and the general public. As department
head, this person wi~l have to maintain high morale to
effectively accomplish the required tasks with lim~ted
resources. The knowledge of various codes is a vital part of
the experience necessary to provide effective J.eadershrp.
The proposed salary range for thlS posJ.tion is [4170]
$3984-$4851. This is the same level as the Deputy City
Administrator. This is four percent less than the r.ange for
the City Enginee.. If the engineering registration is a
requirement, then the pos~tion should be equJ.velant to the
City Engineer pos~tion and pard at level [4174] $4,184-
$5,099. In either case the proposed range establishes an
- 2 -
c
o
o
o
internal relationship and mainta~ns an appropiate
relationship with other positions in the organization.
It ~s evident that wh~le the resources of the Building
and Safety and Planning Departments are adequate to support
this effort, the overali resources of the city are
constra~ned. 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 potent~a~. The approximate
max~mum increase in costs would be $7,500. for f~ve months.
This assumes beginning the new employee at the "E" step of
the range, starting in February. It is my understanding that
hiring at the top of the range, is selaom done, and therefore
a lower starting rate would diminish the additional costs.
I have ident~fied a February start date. This is based
on a time frame indicating recruitment through Novembe.,
evaluation and selection in December and given formal
approval by your council along with proper notice to the
current employer, in late January or eariy 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 -