SR 10-25-2022 5O
City Council
Report
City Council Meeting: October 25, 2022
Agenda Item: 5.O
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To: Mayor and City Council
From: Lori Gentles, Chief People Officer, Human Resources Department
Subject: Adoption of Salary Resolution for New and Existing Job Classifications and
Approval of Position Changes
Recommended Action
Staff recommends that the City Council:
1. Adopt a resolution of the City of Santa Monica establishing new classifications,
revising classification titles, and establishing salary rates for new or existing
classifications (Attachment A).
2. Approve the position and classification changes (Attachment B).
Summary
This report presents staffing adjustments needed to address ongoing operational
changes and implement recommended changes to positions stemming from completed
position classification studies. The report also includes a salary resolution proposing the
establishment of new classifications, revising classification titles, and establishing salary
rates for new and existing classifications.
Discussion
Human Resources Department staff routinely conducts classification and compensation
studies to ensure positions are classified and compensated appropriately. Associated
recommendations impacting changes in position classification, classification title, or
salary require Council approval and are presented in this report. Additionally, this report
presents department-initiated organization adjustments (add/delete positions) that were
reviewed by the Human Resources Department.
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Attachment A is a salary resolution presenting for approval new classifications, changes
in classification titles, and new or revised salary rates. Attachment B details staffing
adjustments to reflect ongoing operational changes and results of classification and
compensation studies. The actions presented in Attachment B are described below.
The fiscal impact associated with these changes will be absorbed within departments’
existing budgets. Below are details about specific position changes. The remaining
items in Attachment B are only for the purpose of revising classification titles and have
no fiscal impact.
• The proposed deletion of a Community Liaison position and addition of a
Paralegal position will better address the legal workload of the City Attorney’s
Office.
• The proposed deletion of a Legal Operations Coordinator position and
establishment of a Principal Legal Analyst position in the City Attorney's Office
reflects the department’s intent to appropriately classify the position based on the
currently assigned duties. The CAO is promoting a long-term, dedicated
employee who has been working out of class in the existing Legal Operations
Coordinator classification into the new Principal Legal Analyst position. At a high-
level, duties associated with this position are unique and varied for the CAO,
including Council Agenda management, CAO-specific IT management, legal
support, and back-up management for the Office Administrator. Establishing this
new classification will bring the position to the correct level for the current
employee’s continued service to the City.
• The proposed deletion of an Assistant Administrative Analyst position and
addition of an Administrative Analyst position will more appropriately resource the
Procurement Division of the Finance Department to focus on ongoing strategic
initiatives. In addition, there is a growing need to conduct continued process
improvements and staff training on procurement procedures.
• The proposed deletion of a Safety Officer position and addition of a Safety
Administrator position in the Finance Department allows for the appropriate
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assignment of duties to the subject position. The higher-level position provides
for organizing and administering the activities and operations of the City’s safety,
occupational health, injury prevention and loss control programs, which is not
representative of the current Safety Officer position.
• The proposed deletion of a Human Resources Fiscal Technician position and
establishment of a Human Resources Technician position better aligns with the
current needs of the operation and provides for the appropriate assignment of
responsibilities to the future incumbent in the position.
• The proposed deletion of a Communications and Marketing Coordinator position
and addition of a User Experience Designer position in the Information Services
Department follows the conclusion of a position classification study in which the
Human Resources Department staff determined that the current employee in this
position has been working out of classification. The establishment of the User
Experience Designer classification allows for the appropriate assignment of
duties. The employee will be reclassified with this position.
• The proposed deletion of a vacant Custodian I position, and addition of a CIP
Project Manager position is being included in order to reconcile an operational
adjustment made during the City’s organizational restructuring. The CIP Project
Manager position will continue to address the delivery of Council’s ongoing and
new capital priorities without delaying ongoing approved and funded projects that
support critical infrastructure needs or preserve public health and safety. This
change will not impact City’s current custodial operations.
Financial Impacts and Budget Actions
No budget action is necessary as a result of the recommended actions in this report.
The aggregate cost in FY 2022-23 for the classifications identified in this report is
approximately $131,000 ($112,000 in the General Fund; $19,000 in the Risk
Management Fund) and will be absorbed within existing budgets. The annual cost for
the changes identified in this report is approximately $196,000 ($168,000 in the General
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Fund; $28,000 in the Risk Management Fund). Future year funding is contingent on
Council budget approval.
Prepared By: Ericka Reinke, Senior HR Analyst
Approved
Forwarded to Council
Attachments:
A. Attachment A - Salary Resolution for October 25 2022
B. Attachment B - Position and Classification Changes for 10 25 2022
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ATTACHMENT A
City Council Meeting: October 25, 2022 Santa Monica, California
RESOLUTION NUMBER ________(CCS) (City Council Series)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA MONICA
ESTABLISHING NEW CLASSIFICATIONS AND ADOPTING SALARY RATES FOR THE FOLLOWING NEW OR EXISTING CLASSIFICATIONS: LEAD PARKING METER TECHNICIAN, LEAD TRAFFIC SIGNAL TECHNICIAN, PRINCIPAL LEGAL ANALYST, SAFETY ADMINISTRATOR, TRAFFIC OPERATIONS SUPERVISOR, TRAFFIC
SIGNAL TECHNICIAN, TRANSIT SAFETY OFFICER, TRANSIT TRAINING
SUPERVISOR, TRANSPORTATION MARKETING COORDINATOR, AND USER EXPERIENCE DESIGNER. NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA MONICA
DOES RESOLVE AS FOLLOWS:
SECTION 1. The following salary levels are hereby established, effective November 6, 2022, for the indicated permanent classifications:
Classification Salary Reason Lead Parking Meter Technician $79,356/annual; Step 5 Change of classification title; no change in salary
Lead Traffic Signal Technician $99,708/annual; Step 5 Equity adjustment
Principal Legal Analyst $134,388/annual; Step 5 New classification
Safety Administrator $155,052/annual; Step 5 New classification
Traffic Operations Supervisor $109,704/annual; Step 5 Equity adjustment
Traffic Signal Technician $90,648/annual; Step 5 Equity adjustment
Transit Safety Officer $122,136 /annual; Step 5 Change of classification title; no change in salary Transit Training Supervisor $105,528/annual; Step 5 Change of classification title; no change in salary
Transportation Marketing Coordinator $101,004/annual; Step 5 Change of classification title; no change in salary User Experience Designer $135,564/annual; Step 5 New classification SECTION 2. The City Clerk shall certify to the adoption of this Resolution, and
thenceforth and thereafter the same shall be in full force and effect.
APPROVED AS TO FORM:
Douglas T. Sloan City Attorney
5.O.a
Packet Pg. 693 Attachment: Attachment A - Salary Resolution for October 25 2022 (5400 : Adoption of Salary Resolution and Approval of Position Changes)
POSITION AND CLASSIFICATION CHANGES
ATTACHMENT B
FUND DEPT FTE POSITION TITLE FUND DEPT FTE POSITION TITLE
01 CAO 1.0 Community Liaison 01 CAO 1.0 Paralegal 1 Add/Delete - - -
01 CAO 1.0 Legal Operations Coordinator 01 CAO 1.0 Principal Legal Analyst 2 Add/Delete - 12,787 19,182
01 DOT 1.0 Parking Meter Crew Leader 01 DOT 1.0 Lead Parking Meter Technician 1 title change only - - -
60 DOT 1.0 Transit Marketing Coordinator 60 DOT 1.0 Transportation Marketing Coordinator 1 title change only - - -
60 DOT 1.0 Transit Safety and Security Officer 60 DOT 1.0 Transit Safety Officer 1 title change only - - -
60 DOT 1.0 Safety and Training Supervisor 60 DOT 1.0 Transit Training Supervisor 1 title change only - - -
01 Finance 1.0 Assistant Administrative Analyst 01 Finance 1.0 Administrative Analyst 2 Add/Delete - 7,344 11,017
75 Finance 1.0 Safety Officer 75 Finance 1.0 Safety Administrator 2 Add/Delete - 18,823 28,234
01 HR 1.0
Human Resources Fiscal
Technician 01 HR 1.0 Human Resources Technician 1 Add/Delete - - -
01 ISD 1.0
Communications & Marketing
Coordinator 01 ISD 1.0 User Experience Designer 2 reclassification - 5,754 8,632
01 PW 1.0 Custodian I 01 PW 1.0 CIP Project Manager 2 Add/Delete - 68,280 102,418
PERMANENT EMPLOYEES TOTAL 0.0 FTE $ 112,988 $ 169,483
EQUITY ADJUSTMENTS IN ATTACHMENT A 0.0 FTE 17,680 26,520
GRAND TOTAL 0.0 FTE $ 130,668 $ 196,003
DELETE ADD
REASON NET FTE
CHANGE
FY 2022-23
COST
(SALARIES &
BENEFITS)
FULL YEAR
COST
(SALARIES &
BENEFITS)
October 25, 2022
5.O.b
Packet Pg. 694 Attachment: Attachment B - Position and Classification Changes for 10 25 2022 (5400 : Adoption of