HomeMy WebLinkAbout1991-3337 Classification and Compensation Plan 833
ORDINANCE NO
AN ORDINANCE relating to City personnel; adopting a classification and
compensation plan for City employees to be effective March 10,
1991; amending Subsections 2 20 100 A, 2 20 100 C, 2 20 110 A,
2 20 110 D, and 2 20 110 F, all of the City of Yakima Municipal
Code
BE IT ORDAINED BY Tr CITY OF YAKIMA
Section 1 Subsection 20 100 A of the City of Yakima Municipal Code is
hereby amended to read as fo1Jcws
"2 20 100 Classification Plan
A plan Adopted A classification plan for city employees is
hereby adopted to be effective March 10, 1991, which plan shall consist of the
various following subsections of this section "
Section 2. Subsection 2 20 100 C of the City of Yakima Municipal Code is
hereby amended to read as follows
"2 20 100 Classification Plan.
C Civil Service Classes
Class Class
No. Title (Pay Range)
2000 Administrative & Fiscal Technical Group
2100 Data Processing Series
2101 Computer rrogrammer (R 13 5)
2103 Programer= ;nalyst (R 16 5)
2104 Senior A. st (k 19 •0)
2105 Computer rator /Programmer (R 10 5)
2106 Computer Operations Assistant (R 9 0)
2200 Management Technical Series
2211 Legal Assistant (R 11 0)
2220 Deputy Personnel Officer (R 20 0)
2221 Personnel Technician (R 12 5)
2223 Chief Examiner (R 19 0)
2231 Buyer (R 12 5)
2242 Customer Relations Coordinator (R 16 5)
2251 Cable Television Coordinator (R 18 0)
2252 Community Programming Coordinator (R 13 5)
2253 Community Programming Assistant (R 9 5)
4 2254 Municipal Producer (R 11 0)
2261 Administrative Assistant to the Director of Public Works
(R 16 5)
2262 Safety and Training Officer (R 15 0)
PERSIX Z.1
Page 1 — 2/1/91
Class Class
4111
No. Title (Pay Range)
2300 Fiscal Series
2310 Grant Coordinator (R 15 0)
2311 Accountant (R 19 0)
2312 Accounting Technician (R 12 5)
2313 Payroll Officer (R 18 0)
2314 Budget Analyst (R 20 0)
2315 Cashier (R 6 5)
2316 Accounting Clerk II (R 8 5)
3000 Engineering, Planning & Technical Group
3100 Civil Engineering Series
3112 Engineering Associate (R 19 0)
3120 Supervising Sanitary Engineer (R 21 0)
3126 Supervising Traffic Engineer (R 21 0)
3130 Office Engineer (R 18 0)
3141 Construction Engineer (R 19 0)
3200 Electrical Engineering Series
3300 Planning Series
3311 Assistant Planner (R 16 5)
3321 Associate Planner (R 19 0)
3322 Senior Project Planner (R 20 0)
3331 Supervising Associate Planner (R 20 0)
4000 Engineering, Planning & Inspection Technical Group
4100 Civil Engineering Technical Series
4111 Engineering Aid (R 9 5)
4121 Engineering Technician I (Design) (R 13 0)
4125 Engineering Technician II (R 16 5)
4131 Engineering Technician I (Survey) (R 13 0)
4133 Engineering Technician III (Survey) (R 17 0)
4134 Engineering Technician III (Design) (R 17 0)
4141 Construction Inspector (R 17 0)
4200 Electrical Technical Series
4211 Traffic Signal Aide (R 11 0)
4221 Signal /Electrical Technician I (R 14 0)
4222 Signal /Electrical Technician II (R 16 0)
4223 Signal /Electrical Technician III (R 17 5)
4231 Signal /Electrical Supervisor (R 19 0)
4232 Traffic Operations Supervisor (R 21 0)
4240 Instrument Technician (R 16 0)
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12 0)
4421 Code Inspector (R 17 0)
4500 Electronics Technical Series
4521 Electronics Technician
4110
PERM IA
Page 2 - 1/28/91
• Class Class
No. Title (Pay Range)
4600 Traffic Technical Series
4611 Traffic Aid (R 9 5)
4621 Traffic Technician I (R 13 0)
4622 Traffic Technician II (R 16 5)
4632 Traffic Associate (R 19 0)
5000 Human Services Group
5100 Housing Services Series
5121 Housing Rehabilitation Assistant (R 10 5)
5122 Housing Rehabilitation Specialist I (R 13 0)
5123 Housing Rehabilitation Specialist II (R 14 5)
5124 Housing Rehabilitation Specialist III (R 16 5)
5130 Home Remodeling Technician (R 12 5)
5131 Senior Program Supervisor (R 16 5)
5151 Housing Loan Specialist (R 12 0)
5152 Housing Accounting Specialist (R 12 5)
5200 Recreation Series
5201 Golf Starter (R 5 5)
5234 Recreation Leader (R 6 5)
5244 Recreation Program Supervisor (R 16 5)
5254 Athletic Coordinator (R 12 5)
5255 Recreation Coordinator (R 12 5)
5266 Aquatics Program Supervisor (R 16 5)
5267 Aquatic Leader (R 7 0)
5268 Lifeguard /Instructor (R 2 0)
5271 Parks and Recreation Administrative Specialist (R 16 5)
5300 Neighborhood Rehabilitation Series
5311 Rebound Rehabilitation Administrative Assistant (R 8 5)
5321 Rebound Rehabilitation Neighborhood Officer (R 12 0)
5331 Rebound Rehabilitation Administrator (R 19 0)
6000 Public Protection Group
6100 Police Protection Series
6121 Police Officer
6124 Police Sergeant
6126 Police Lieutenant
6127 Police Captain
6190 Police Chief
6200 Police Support Series
6211 Identification Technician (R 13 5)
6231 Police Services Dispatcher (R 12 5)
6241 Police Information Specialist (R 16 0)
6242 Police Records Supervisor (R 14 0)*
6251 Police Department Assistant I (R 5 5)
6252 Police Department Assistant II (R 6 5)
6253 Police Department Assistant III (R 8 5)
6254 Police Department Assistant IV (R 10 5)
6255 Police Department Administrative Assistant (R 14 0)
6260 Police Cadet (R 5 0)
* Retained for Police Pension Purposes
PERSIX Z.1
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Class Class
No. Title (Pay Range)
6300 Fire Protection Series
6321 Firefighter
6323 Fire Lieutenant
6325 Fire Captain (Shift)
6326 Fire Captain (Day)
6327 Battalion Chief (Shift)
6328 Battalion Chief (Day)
6338 Fire Investigation and Education Officer
6339 Fire Investigator
6380 Deputy Fire Chief
6390 Fire Chief
6400 Fire Support Series
6411 Fire Dispatcher
6425 Alarm Supervisor
6440 Secretary I
6441 Secretary II
6442 Fire Department Administrative Assistant
6500 Animal Control Series
6510 Animal Control Officer (R 9 5)
6511 Animal Control Officer (Lead) (R 10 5)
6600 Parking Control Series
6610 Parking Checker (R 8 5)
6611 Parking Checker (Lead) (R 9 5)
7000 Office Support Group
7100 Clerical Series
7110 Senior Center Clerk (R 6 5)
7121 Department Assistant I (R 5 5)
7122 Department Assistant II (R 6 5)
7123 Department Assistant III (R 8 5)
7124 Department Assistant IV (R 10 5)
7131 Word Processing Typist (R 8 0)
7140 Deputy City Clerk (R 10 5)
7300 Utility Services Series
7311 Water Service Representative I (R 10 0)
7312 Water Service Representative II (R 10 5)
7313 Water Service Representative III (R 11 5)
7500 Data Processing Support Series
7511 Data Entry Operator I (R 5 5)
7512 Data Entry Operator II (R 7 0)
7600 Duplicating Series
7611 Offset Duplicating Machine Operator (R 7 0)
0
PERSIX Z 1
Page 4 - 128191
Class Class
No. Title (Pay Range)
8000 Maintenance and Crafts Group
8100 Maintenance and Crafts Supervision Series
8111 Park Supervisor I (R 13 0)
8115 Park Maintenance Supervisor (R 14 0)
8116 Cemetery Supervisor (R 14 0)
8117 Parks Operations Supervisor (R 18 5)
8121 Refuse Supervisor (R 16 5)
8133 Assistant Wastewater Superintendent (R 21 0)
8132 Wastewater Treatment Plant
Process Control Supervisor (R 18 5)
8134 Sewer Maintenance Supervisor (R 18 0)
8141 Street Supervisor (R 19 0)
8151 Traffic Sign Supervisor (R 15 5)
8161 Irrigation Supervisor (R 16 5)
8171 Waterworks Supervisor I (R 15 0)
8172 Waterworks Supervisor II (R 18 0)
8181 Equipment Maintenance Supervisor (R 18 0)
8191 Transit Operations Supervisor (R 18 5)
8192 Transit Route Supervisor (R 14 0)
8200 Mechanical Repair Series
8203 Fleet Maintenance Attendant (R 10 5)
8204 Vehicle Maintenance Attendant (R 10 0)
8211 Mec'-anic I (R 13 5)
8212 Mec anic II (R 14 5)
8213 Automotive Storekeeper (R 10 5)
8221 Machinist (R 14 0)
8230 Maintenance Mechanic
8241 Industrial Maintenance Mechanic (R 14 5)
8242 Industrial Maintenance Worker (R 10 5)
8245 Industrial Maintenance Supervisor (R 18 0)
8251 Waterworks Device Technician (R 13 5)
8300 Plant Operation Series
8311 Wastewater Treatment Plant Operator I (R 10 5)
8312 Wastewater Treatment Plant Operator II (R 12 5
8313 Wastewater Treatment Plant Operator III (R 14 5)
8314 Wastewater Treatment Plant Chief Operator (R 15 5)
8320 Laboratory Assistant (R 10 5)
8321 Laboratory Technician (R 15 5)
8322 Pre - Treatment Technician (R 11 5)
8323 Pretreatment Specialist (R 16 5)
8331 Water Treatment Plant Operator I (R 10 5)
8332 Water Treatment Plant Operator II (R 12 5)
8333 Water Treatment Plant Chief Operator (R 15 5)
8335 Water Treatment Plant Supervis ^r (R 18 5)
8400 Equipment Operation Serie:._
8410 Transit Operator (R 10 5)
8411 Transit Dispatcher (R 11 5)
8421 Equipment Operator I (R 10 5)
8422 Equipment Operator II (R 12 0)
8423 Equipment Operator III (R 14 0)
8433 Refuse Crew Leader (R 11 5)
PERSIX Z.1
Page 5 - 1/1 8/91
Class Class
No. Title (Pay Range)
8500 Facilities Maintenance Series
8511 Custodian (R 4 5)
8518 Building Superintendent (R 11 5)
8541 Building Maintenance Specialist (R 8 5)
8600 Labor and Crafts Series
8610 Labor Helper (R 2 0)
8611 Laborer (R 9 0)
8612 Transit Service Worker (R 8 5)
8621 Monument Setter (R 11 5)
8631 Utility Worker (R 10 5)
8641 Refuse Helper (R 9 5)
8651 Concrete Specialist I (R 13 5)
8652 Concrete Specialist II (R 14 5)
8663 Traffic Sign Specialist (R 13 5)
8671 Irrigation Specialist I (R 10 5)
8672 Irrigation Specialist II (R 12 0)
8673 Irrigation Crew Leader (R 14 5)
8681 Storekeeper (R 10 5)
8700 Public Works Maintenance Series
8701 Street Inspector (R 14 5)
8711 Street Maintenance Specialist I (R 10 5)
8712 Street Maintenance Specialist II (R 12 5)
8713 Street Maintenance Specialist III (R 14 5)
8721 Street Cleaning Specialist I (R 10 5)
8722 Street Cleaning Specialist II (R 12 5)
8731 Sewer Maintenance Specialist I (R 10 5)
8732 Sewer Maintenance Specialist II (R 12 5)
8733 Sewer Maintenance Crew Leader (R 14 5)
8741 Waterworks Specialist I (R 10 5)
8742 Waterworks Specialist II (R 12 5)
8743 Waterworks Specialist III (R 13 5)
8744 Water Distribution Crew Leader (R 14 5)
8800 Parks Maintenance Series
8820 Park Caretaker (R 6 5)
8821 Park Specialist I (R 9 5)
8822 Park Specialist II (R 10 5)
8823 Park Specialist III (R 12 5)
9000 Temporary Work Group
9100 City Work Series
9111 City Worker I
9112 City Worker II
9113 City Worker III
9114 City Worker IV
9121 Trolley Operator"
0
PERSIX Z.1
Page 6 - 1/18/91
Section 3. Section 2 20 110 of the City of Yakima Municipai Code is hereby
amended to read as, follows
"2 20 110 compensation Plan. A Pay ranges and pay steps, set out in the
schedule constituting Subsection B through J of this section, for the classes
allocated to these pay ranges shall be in full force and effect as of March 10,
1991 The pay rates shall constitute full compensation for those employees with a
work week of forty hours as set out in other sections of this code Employees whose
work week is less than forty hours shall be paid at the rate which is in the same
proportion to the rates set out herein that their work week bears to forty hours
The hourly rate for those employees of the Fire Department whose work week exceeds
forty hours shall be computed according to the provisions of Section 2 22 030 of
this code
The performance of employees in the series designated Subsection B through E
shall be evaluated annually in accordance with a management performance evaluation
plan The result of the performance evaluations shall be the determination by the
City Manager of the actual salary of each employee in the designated positions, and
the determination by the City Council of the actual salary of the City Manager,
which actual salaries shall be no less than the minimum nor no greater than the
maximum set out in the pay range applicable to the position, according to the
schedules constituting the various following subsection of this section "
Section Q Subsection 2 20 110 D of the City of Yakima Municipal Code is
• hereby amended to read as follows
"D Executive Support Series
Pay Class
Coyle Code Class Title __B__ --D-- �-
810 1321 City Prosecutor MO 3804 59 3993 52 4192 85 4402 58 4622 71
HR 21 95 23 04 24 19 25 40 26 67
820 1322 Assistant City MO 3270 74 3433 67 3607 00 3787 26 3976 19
Attorney HR 18 87 19 81 20 81 21 85 22 94
840 1331 Administrative MO 2515 02 2627 68 2754 21 2884 21 3019 41
Assistant to the HR 14 51 15 16 15 89 16 64 17 42
City Manager
830 1311 Executive Secretary MO 2064 36 2168 36 2275 82 2390 22 2508 09
HR 11 91 12 51 13 13 13 79 14 47"
410
PEASIX Z.1
Page 7 - 128/91
Section 5 Subsection 2 20 110 F of the City of Yakima Municipal Code is 4 10
hereby amended to read as follows
"F Civil Service Classes
Pay Class Allocated
Range _� __a_ __D__ _E_ Code Classes
1 0 MO 1131 84 1185 58 1234 11 1289 58 1345 04
HR 6 53 6 84 7 12 7 44 7 76
1 5 MO 1159 58 1204 64 1263 58 1317 31 1372 77
HR 6 69 6 95 7 29 7 60 7 92
2 MO 1185 58 1234 11 1289 58 1345 04 1402 24 8610 Labor Helper
HR 6 84 7 12 7 44 7 76 8 09 5268 Lifeguard /Instructor
2 5 MO 1204 64 1263 58 1317 31 1372 77 1431 71
HR 6 95 7 29 7 60 7 92 8 26
3 0 MO 1234 11 1289 58 1345 04 1402 24 1468 11
HR 7 12 7 44 7 76 8 09 8 47
3 5 MO 1263 58 1317 31 1372 77 1431 71 1499 30
HR 7 29 7 60 7 92 8 26 8 65
4 0 MO 1289 58 1345 04 1402 24 1468 11 1533 97
HR 7 44 7 76 8 09 8 47 8 85
4 5 MO 1317 31 1372 77 1431 71 1499 30 1566 90 8511 Custodian
HR 7 60 7 92 8 26 8 65 9 04
5 MO 1345 04 1402 24 1468 11 1533 97 1606 77 6260 Police Cadet
HR 7 76 8 09 8 47 8 85 9 27
5 5 MO 1372 77 1431 71 1499 30 1566 90 1637 97 7511 Data Entry Operator I
HR 7 92 8 26 8 65 9 04 9 45 7121 Department Assistant I
5201 Golf Starter
6251 Police Department
Assistant I
6 0 MO 1402 24 1468 11 1533 97 1606 77 1677 83
HR 8 09 8 47 8 85 9 27 9 68
6 5 MO 1431 71 1499 30 1566 90 1637 97 1714 23 2315 Cashier
HR 8 26 8 65 9 04 9 45 9 89 7122 Department Assistant II
8820 Park Caretaker
6252 Police Department
Assistant II
5234 Recreation Leader
7110 Senior Center Clerk
7 MO 1468 11 1533 97 1606 77 1677 83 1752 37 5267 Aquatic Leader
HR 8 47 8 85 9 27 9 68 10 11 7512 Data Entry Operator II
7611 Offset Duplicating
Machine Operator
PERSIX Z.1
Page 8 - 1/28/91
S P ay Class Allocated
Range ,_$_ __E_ _ ___ D E Code Classes
7 5 MO 1499 30 1566 90 1637 97 1714 23 1790 50
HR 8 65 9 04 9 45 9 89 10 33
8 MO 1533 97 1606 77 1677 83 1752 37 1828 63 7131 Word Processing Typist
HR 8 85 9 27 9 68 10 11 10 55
8 5 MO 1566 90 1637 97 1714 23 1790 50 1880 63 2316 Accounting Clerk II
HR 9 04 9 45 9 89 10 33 10 85 8541 Building Maintenance
Specialist
7123 Department Assistant III
6610 Parking Checker
6253 Police Department
Assistant III
5311 Rebound Rehabilitation
Administrative Assistant
8612 Transit Service Worker
9 MO 1606 77 1677 83 1752 37 1828 63 1920 50 2106 Computer Operations
HR 9 27 9 68 10 11 10 55 11 08 Assistant
8611 Laborer
9 5 MO 1637 97 1714 23 1790 50 1880 63 1958 63 6510 Animal Control Officer
HR 9 45 9 89 10 33 10 85 11 30 2253 Community Programming
Assistant
• 4111 Engineering Aid
8821 Park Specialist I
6611 Parking Checker (Lead)
4611 Traffic Aid
8641 Refuse Helper
10 MO 1677 83 1752 37 1828 63 1920 50 2000 23 8204 Vehicle Maintenance
HR 9 68 10 11 10 55 11 08 11 54 Attendant
7311 Water Service
Representative I
10 5 MO 1714 23 1790 50 1880 63 1958 63 2050 49 6511 Animal Control Officer
HR 9 89 10 33 10 85 11 30 11 83 (Lead)
8213 Automotive Storekeeper
2105 Computer Operator/
Programmer
7124 Department Assistant IV
7140 Deputy City Clerk
8421 Equipment Operator I
8203 Fleet Maintenance
Attendant
5121 Housing Rehabilitation
Assistant
8242 Industrial Maintenance
Worker
8671 Irrigation Specialist I
8320 Laboratory Assistant
8822 Park Specialist II
6254 Police Department
Assistant IV
PERSIX Z1
Page 9 - 128/91
P Class Allocated
Range _A — _B_ C D ,_E Code Classes
8731 Sewer Maintenance
Specialist I
8681 Storekeeper
8721 Street Cleaning
Specialist I
8711 Street Maintenance
Specialist I
8410 Transit Operator
8631 Utility Worker
7312 Water Service
Representative II
8311 Wastewater Treatment
Plant Operator I
8331 Water Treatment Plant
Operator I
8741 Waterworks Specialist I
11 MO 1752 37 1828 63 1920 50 2000 23 2095 56 2211 Legal Assistant
HR 10 11 10 55 11 08 11 54 12 09 2254 Municipal Producer
4211 Traffic Signal Aide
11 5 MO 1790 50 1880 63 1958 63 2050 49 2145 83 8518 Building Superintendent
HR 10 33 10 85 11 30 11 83 12 38 8621 Monument Setter
8322 Pre - Treatment Technician
8433 Refuse Crew Leader
8411 Transit Dispatcher
7313 Water Service
Representative III
12 MO 1828 63 1920 50 2000 23 2095 56 2192 62 4410 Code Inspection Trainee
HR 10 55 11 08 11 54 12 09 12 65 8422 Equipment Operator II
5151 Housing Loan Specialist
8672 Irrigation Specialist II
5321 Rebound Rehabilitation
Neighborhood Officer
12 5 MO 1880 63 1958 63 2050 49 2145 83 2244 62 2312 Accounting Technician
HR 10 85 11 30 11 83 12 38 12 95 2231 Buyer
5254 Athletic Coordinator
5130 Home Remodeling
Technician
5152 Housing Accounting
Specialist
8823 Park Specialist III
2221 Personnel Technician
6231 Police Services
Dispatcher
5255 Recreation Coordinator
8732 Sewer Maintenance
Specialist II
8722 Street Cleaning
Specialist II
PERSIX Z.
Page 10 1/28/91
III P ay Class Allocated
g ange _a __B_ C __,p_ � Code Classes
8712 Street Maintenance
Specialist II
8312 Wastewater Treatment
Plant Operator II
8332 Water Treatment Plant
Operator II
8742 Waterworks Specialist II
13 MO 1920 50 2000 23 2095 56 2192 62 2291 42 4121 Engineering Technician I
HR 11 08 11 54 12 09 12 65 13 22 (Design)
4131 Engineering Technician I
(Survey)
5122 Housing Rehabilitation
Specialist I
8111 Park Supervisor I
4621 Traffic Technician I
13 5 MO 1958 63 2050 49 2145 83 2244 62 2348 62 2252 Community Programming
HR 11 30 11 83 12 38 12 95 13 55 Coordinator
2101 Computer Programmer
8651 Concrete Specialist I
6211 Identification
Technician
8211 Mechanic I
8663 Traffic Sign Specialist
8251 Waterworks Device
Technician
8743 Waterworks Specialist
III
14 MO 2000 23 2095 56 2192 62 2291 42 2397 15 8116 Cemetery Supervisor
HR 11 54 12 09 12 65 13 22 13 83 8423 Equipment Operator III
8221 Machinist
8115 Park Maintenance
Supervisor
6255 Police Department
Administrative Assistant
6242 Police Records
Supervisor *
4221 Signal /Electrical
Technician I
8192 Transit Route Supervisor
* Retained for Police Pension Purposes
PEASIX Z.1
Page 11 1/28/91
P Class Allocated
gang. __B_ C __D_ __E__ Code Classes
14 5 MO 2050 49 2145 83 2244 62 2348 62 2450 89 8652 Concrete Specialist II
HR 11 83 12 38 12 95 13 55 14 14 5123 Housing Rehabilitation
Specialist II
8241 Industrial Maintenance
Mechanic
8673 Irrigation Crew Leader
8212 Mechanic II
8733 Sewer Maintenance Crew
Leader
8701 Street Inspector
8713 Street Maintenance
Specialist III
8313 Wastewater Treatment
Plant Operator III
8744 Water Distribution
Crew Leader
15 MO 2095 56 2192 62 2291 42 2397 15 2509 82 2310 Grant Coordinator
HR 12 09 12 65 13 22 13 83 14 48 2262 Safety and Training
Officer
8171 Waterworks Supervisor I
15 5 MO 2145 83 2244 62 2348 62 2450 89 2570 48 8321 Laboratory Technician
HR 12 38 12 95 13 55 14 14 14 83 8151 Traffic Sign Supervisor
8314 Wastewater Treatment
Plant Chief Operator
8333 Water Treatment Plant
Chief Operator
16 MO 2192 62 2291 42 2397 15 2509 82 2622 48 6241 Police Information
HR 12 65 13 22 13 83 14 48 15 13 Specialist
4240 Instrument Technician
4222 Signal /Electrical
Technician II
16 5 MO 2244 62 2348 62 2450 89 2570 48 2690 08 2261 Administrative Assistant
HR 12 95 13 55 14 14 14 83 15 52 to the Director of
Public Works
5266 Aquatics Program
Supervisor
3311 Assistant Planner
2242 Customer Relations
Coordinator
4125 Engineering Tech-
nician II
5124 Housing Rehabilitation
Specialist III
8161 Irrigation Supervisor
5271 Parks and Recreation
Administrative
Specialist
8323 Pretreatment Specialist
2103 Programmer Analyst
5244 Recreation Program
411
Supervisor
PERSIA' 2.1
Page 12 -- 1/28/91
III Pay Class Allocated
Range __$_ __B_ C D E Code Classes
8121 Refuse Supervisor
5131 Senior Program
Supervisor
4622 Traffic Technician II
17 MO 2291 42 2397 15 2509 82 2622 48 2749 01 4421 Code Inspector
HR 13 22 13 83 14 48 15 13 15 86 4141 Construction Inspector
4133 Engineering Technician
III (Survey)
4134 Engineering Technician
III (Design)
17 5 MO 2348 62 2450 89 2570 48 2690 08 2813 15 4223 Signal /Electrical
HR 13 55 14 14 14 83 15 52 16 23 Technician III
18 MO 2397 15 2509 82 2622 48 2749 01 2879 01 2251 Cable Television
HR 13 83 14 48 15 13 15 86 16 61 Coordinator
8181 Equipment Maintenance
Supervisor
8245 Industrial Maintenance
Supervisor
2313 Payroll Officer
3130 Office Engineer
8134 Sewer Maintenance
Supervisor II
8172 Waterworks Supervisor II
18 5 MO 2450 89 2570 48 2690 08 2813 15 2950 08 8117 Parks Operations
HR 14 14 14 83 15 52 16 23 17 02 Supervisor
8191 Transit Operations
Supervisor
8132 Wastewater Treatment
Plant Process
Control Supervisor
8335 Water Treatment Plant
Supervisor
19 MO 2509 82 2622 48 2749 01 2879 01 3014 21 2311 Accountant
HR 14 48 15 13 15 86 16 61 17 39 3321 Associate Planner
2223 Chief Examiner
3141 Construction Engineer
3112 Engineering Associate
5331 Rebound Rehabilitation
Administrator
2104 Senior Analyst
8141 Street Supervisor
4632 Traffic Associate
4231 Signal /Electrical
Supervisor
19 5 MO 2570 48 2690 08 2813 15 2950 08 3085 27
HR 14 83 15 52 16 23 17 02 17 80
s
PERSIX Z.1
Page 13 1/28191
P Class Allocated 1
Range _2_ __B— __L_ __D_ __E__ Lode CL Lgses
20 MO 2622 48 2749 01 2879 01 3014 21 3151 14 2314 Budget Analyst
HR 15 13 15 86 16 61 17 39 18 18 2220 Deputy Personnel Officer
3322 Senior Project Planner
3331 Supervising Associate
Planner
20 5 MO 2690 08 2813 15 2950 08 3085 27 3229 14
HR 15 52 16 23 17 02 17 80 18 63
21 MO 2749 01 2879 01 3014 21 3151 14 3300 20 8133 Assistant Wastewater
HR 15 86 16 61 17 39 18 18 19 04 Superintendent
3120 Supervising Sanitary
Engineer
3126 Supervising Traffic
Engineer
4232 Traffic Operations
Supervisor
21 5 MO 2813 15 2944 88 3081 81 3229 14 3374 74
HR 16 23 16 99 17 78 18 63 19 47"
Section 6 This ordinance shall be in full force and effect thirty days after
its passage, approval and publication as provided by law and by the City Charter d X O PASSED BY THE CITY COUNCIL, signed and approved this CJ � day of
l f'91X"' Lie 11 , 1991
E i-t - ›A`(..,/
ATTEST Mayor
/
City Clerk
Publication Date a 2 - c ) ' •
Effective Date �- g -C-
PERSIX Z.1
Page 14 1/2a/91
M E M O R A N D U M
July 6, 1990
TO The Charter Civil Service Commission
FROM Diana Alliston, Secretary /Chief Examiner
SUBJ Creation of Municipal Producer Job Class
and Allocation Recommendation
The following report summarizes the classification study for the
Municipal Producer The creation of a fourth staff position within
the Cable Commmunications Division was initially approved as a 1989
budgeted policy issue and was carried over and approved again in the
1990 budget The approved position was to be a Production Assistant
at pay range 7 ($8 08 -$9 65) The department has since restructured
and would like to create instead the position of Municipal Producer at
pay range 11 ($9 65 -$11 54) This would be an annual increase of
$3,266 based on pay only
This study has included an anticipated work audit, interviews with the
Cable Communications Manager, comparisons to comparable positions in
other jurisdictions, local positions and positions in the City of
Yakima's classification structure, as well as conducting a factoring
analysis An allocation of pay range 11 ($9 65 -11 54) is recommended
based on data discussed in this report
Currently, there is one Community Programming Assistant in pay range
9 5, at Step C ($9 86) It is likely that he would promote to the
Municipal Producer position at Step C ($10 57) and his position would
then be filled at Step A (9 02)
DUTIES AND RESPONSIBILITIES The following is an explanation of
the proposed duties of the Municipal Producer
1 WORKS DIRECTLY WITH CITY STAFF AND MANAGEMENT TO DEVELOP
AND PRODUCE MUNICIPAL PROGRAMMING FOR CITY DEPARTMENTS,
BOARDS AND COMMISSIONS. Meets with division /department managers
on a regular basis to brainstorm program ideas centering on municipal
issues Writes scripts, shoots, edits and distributes the finished
video product to the designated audience
. 2 ASSISTS DEPARTMENTS WITH VIDEO TRAINING AND PUBLIC
INFORMATION TAPES Works directly with department heads to develop
training programs relative to the purpose of the department Writes,
Personnel
Reports
MP 1
shoots and edits these programs which are then used to 1) Train e
department personnel; 2) Inform the public about services performed by
the department Also records satellite training courses at the
request of any city department
3 COORDINATES LIVE AND /OR RECORDED MUNICIPAL STUDIO AND
REMOTE PRODUCTIONS. Conceives and produces television programs
focusing on municipal topics Responsible for directing a crew of
volunteer citizen producers during studio and remote live and /or
recorded productions (i e City Counsel live on- the -air from counsel
chambers)
4 OPERATES CHARACTER GENERATOR, VIDEO CAMERAS AND EDITORS
Responsible for proper operation and basic trouble shooting of various
pieces of video equipment Supervises and ensures correct use of
video gear by citizen producers during live and /or recorded municipal
studio and remote productions and shoots Also performs light /general
maintenance as needed to guarantee best possible results from video
apparatus
5 TEACHES WORKSHOPS Conducts training which involves planning
course outlines, developing supplemental materials, preparing training
videos, instructing citizen producers on proper use TEACHES
WORKSHOPS (CONT ) of video equipment, and evaluating student
comprehension
6 ASSISTS CITIZEN PRODUCERS IN THE PRODUCTION OF VIDEO •
TAPES Answers technical /artistic questions of citizen producers
Aids in production by working as a crew member when needed
Provides /maintains networking opportunities between volunteer
producers
7 LOGS AND CATEGORIZES PROGRAMMING INTO ESTABLISHED
LIBRARY SYSTEM Utilizes a computer to file and retrieve video
tape information Uses judgement to place programs into specific
categories when received from citizen producers Checks in /out
various tapes to citizen producers
8 MAINTAINS FILES, RECORDS, VIDEO TRAFFIC LOGS AND
LIBRARY Keeps track of time spent on each municipal production and
logs all in /out traffic of municipal related media. Responsible for
creating and maintaining data base files for municipal and public
service announcement libraries. Assists Community Programming
Coordinator with trafficking of all other out -of -house program tapes
9. RESEARCHES, DEVELOPS AND PRODUCES COMMUNITY- RELATED
PROGRAMMING FOR CABLECAST AS NEEDED. Works with non - profit
organizations and other community - related entities to produce Public
Service Announcements Also produces other programs of community
interest for cablecast on YCTV as needed
Personnel
Reports
MP 2
10 ASSISTS IN THE DEVELOPMENT OF SPECIFICATIONS FOR VIDEO
EQUIPMENT PURCHASES Researches and makes suggestions to purchase
specific pieces of video equipment
11. PROVIDES ROUTINE INFORMATION RELATIVE TO THE PURPOSE AND
FUNCTION OF THE DIVISION TO THE GENERAL PUBLIC AND CITY
STAFF Greets public in person or by phone and answers questions
about services available by the Cable Communications Division
Assists YCTV staff with the development of promotional materials to be
made available to the general public (i e newsletters, brochures,
Public Service Announcements, etc.) Aids in the production of video
tapes and other materials to educate city staff about the services
available to their divisions through YCTV
12 PERFORMS OTHER RELATED DUTIES AS REQUIRED. Periodically
may be assigned related duties, usually of a temporary nature, due to
a special project or other Cable Communications Division needs
RECOMMENDATIONS
The Municipal Code, Section 2 20.030 and the Civil Service Rules, both
require certain actions be taken when allocating a position to a pay
range Included in those actions are the consideration of pay rates
of other similar or related classes, the availability of personnel to
do the job; prevailing rates, both locally and in other similar
jurisdictions; and finally, City financial policy and economic
circumstances The recommendation for allocation of Municipal
Producer to range 11 is made based on the previously listed
requirements and discussed henceforth
Duties and Responsibilities Duties and responsibilities have
previously been mentioned and are specifically enumerated on the
attached class specification
Factoring Analysis The standard factoring system developed by the
U S Civil Service Commission was utilized using the 12 categories of
criteria Pay range 11 was indicated
Dimilar City Classifications Comparisons to other positions within
the City Civil Service classes were made There are only two City
positions allocated at pay range 11. They are Legal Assistant and
Traffic Signal Aide, All three positions vastly differ in their
technical areas, but they do have similar levels of responsibilities
for the tasks and projects in their respective fields
Availability The availability of skilled individuals to fill this
position is slightly limited as it requires three years experience in
video production To obtain skilled applicants, we could draw from
our own Division, the Valley or statewide, where applicants would have
• the necessary knowledge, skills and experience to perform the duties
of the position
Personnel
Report s
MP 3
prevailing Rates (Local) There were no local businesses that had •
similar positions
prevailing Rates_(Rimilar Jurisdictions): The 15 municipalities with
which we standardly compare ourselves were not contacted because we
know which jurisdictions have Cable TV stations Those contacted
were Beaverton, Portland, Spokane, Tacoma and Vancouver Some of
the jurisdictions did not have positions which were close matches to
Municipal Producer Some of the jurisdictions did have positions with
duties and responsibilities similar to the Municipal Producer and can
be used as comparables They are listed below
Salary Range
Multnomah $10 38 ($10 38)
Portland $9.62 -12.50 ($11 06)
Vancouver $9 02 -$11 51 ($10 26)
City of Yakima proposed salary $9 65 -$11 54 ($10 59)
Ave Salary of Comparable Jurisdictions ($10 61)
Financial Policy and Economic Considerations This is the final
consideration made in recommending the compensation level for the
Municipal Producer Because of the classification review which was
completed in 1979, considerable emphasis should be placed on the
factoring analysis and comparison with City positions This position
was established in the 1989 and 1990 budgets as a Production Assistant
at pay range 7 and funds have been allocated for that recommended 40
level of pay
The foregoing establishes the background data necessary to recommend a
level of compensation for Municipal Producer It is my recommendation
that the Municipal Producer be allocated to range 11 ($9 65 -$11 54)
per month
411
Personnel
Report s
!e 4
CITY OF YAKIMA
CLASS SPECIFICATION
CODE. 2254 TITLE. Municipal Producer Est 1/91
pE.FINITION, Under general supervision, develops and produces a variety of municipal - related video programs,
operates video equipment; recruits and trains citizen producers; maintains municipal video tape library/records; performs
other related duties as required.
DUTIES
Works directly with city staff and management to develop and produce municipal programming for city departments,
boards and commissions. Assists departments with video training and public information tapes. Coordinates live and/or
recorded municipal studio and remote productions. Operates video recorder /player, switcher, character generator, video
camera and editors.
Teaches workshops; assists citizen producers in the production of video tapes, logs and categorizes programming into
established library system. Maintains files, records, video traffic logs and library Researches, develops and produces
community- related programming for cablecast as needed.
Assists in the development of specifications for video equipment purchases. Provides routine information relative to the
•
purpose and function of the division to the general public and city staff.
Performs related duties as required.
MAJOR WORKER CHARACTERISTICS. Ability to establish and maintain effective working relationships
with elected and/or appointed officials, citizens and/or community groups, multi - cultural groups, other employees and the
general public. Ability to develop concepts and scripts for municipal programs, following through from start to finish.
Ability to communicate effectively, both orally and in writing. Must possess well defined interpersonal, organizational,
and technical skills.
(INI1SUAL WORKING CONDITIONS. May work flexible hours, as necessary Responds to alarm calls.
LICENSES. R GISTRATION AND CERTIFICATE. Valid Washington State Driver's License
MINIMUM CLASS REQUIREMENTS. Three years progressively responsible experience in video
communications/productions. A two -year degree in Media/IV communications or related field may substitute fu* one year
required experience. Experience in the development of programming for municipal or community access TV is desirable.
•
CLSPC
MEMORANDUM
January 4, 1991
TO The Charter Civil Service Commission
FROM Diana Welch, Chief Examiner
SUBJECT Senior Project Planner Classification and
Allocation Recommendation
The following report summarizes the findings of the classification
study for Senior Project Planner The creation of this position
was introduced and approved in the 1991 budget by the City
Council This study has included an anticipated work site audit,
interviews with the Director of Community and Economic Development
and the Planning Manager, comparisons to comparable positions in
the City of Yakima's classification structure, as well as
conducting a factoring analysis An allocation to pay range 20
(2,503 - 3,007) is recommended based on data discussed in this
report
AECOMMENDATIONS
The Municipal Code, Section 2 20 030 and the Civil Service Rules,
both require certain actions to be taken when allocating a
position to a pay range Included in those actions are the
consideration of pay rates of other similar or related classes,
the availability of personnel to do the job; prevailing rates,
both locally and in other similar jurisdictions; and finally, City
financial policy and economic circumstances The recommendation
for allocation of Senior Project Planner to pay range 20 is made
based on the requirements and discussed henceforth
Duties and Responsibilities. Duties and responsibilities are
specifically enumerated on the attached class specification
Factoring Analysis. The standard factoring system developed by
the U S Civil Service Commission was utilized using the 12
categories of criteria Pay range 20 was indicated
Similar City Classifications: Comparisons to other positions
within the City Civil Service classes were made and the
Supervising Associate Planner and Deputy Personnel Officer both
allocated at pay range 20 are comparable to the Senior Project
Planner All are responsible for a wide scope of projects in
their respective fields requiring a significant body of knowledge
All function under limited supervision, work independently,
exercise judgement, continually resolve problems, make non - routine
decisions, prepare and review projects; carryout detailed
assignments, perform research analysis and prepare reports, and
provide budgetary input.
Availability. The availability of skilled individuals to filial
this position is slightly limited as it requires extensive
experience in the Planning field, and exceptional communication
and interpersonal skills To obtain skilled applicants, we could
draw from our own Division, the Valley or statewide, where
applicants would have the necessary knowledge, skills and
experience to perform the duties of the position.
Prevailing Rates (Local). There were no local businesses that had
similar positions
Prevailing Rates (Similar Jurisdictions) The 17 municipalities
with which we standardly compare ourselves were contacted and
include Auburn, Bellingham, Bremerton, Edmonds, Everett,
Kennewick, Kent, Longview, Lynnwood, Olympia, Pasco, Redmond,
Renton, Richland, Vancouver, Walla Walla, as well as Yakima
County Other jurisdictions were also contacted and include
Puyallup, Thurston Co , and Tacoma Some of the jurisdictions did
not have positions which were close matches to the Senior Project
Planner Several of the jurisdictions did have positions with
duties and responsibilities similar to the Senior Project Planner
which can be used as comparables and are listed below.
Salary Range
lQH High
Tacoma $2881 $3501
Kent $2846 $3473
Vancouver $2135 $2724
Kennewick $2581 $3258
Edmonds $2652 $3400
Renton $2674 $3254
Bremerton $1318 $1553
Auburn $2665 $3132
Kirkland $2697 $3113
Redmond $2870 $3418
Thurston Co Regional $2626 $3543
Yakima Co $2135 $2583
Avg Salary of Comparable Jurisdictions $2507 $3079
City of Yakima proposed salary $2503 $3007
Financial Policy and Economic Considerations: This is the final
consideration made in recommending the compensation level for the
Senior Project Planner Because of the classification review
which was completed in 1979, considerable emphasis should be
placed on the factoring analysis and comparison with city
positions Funds have already been set aside for this position
because it was approved in the 1991 budget
The foregoing establishes the background data necessary to
recommend a level of compensation for Senior Project Planner It
is my recommendation that the Senior Project Planner be allocated",
to pay range 20 (2503 -3007) per month
CITY OF YAKIMA
CLASS SPECIFICATION
•
(CODE 3322 TITLE. SENIOR PROJECT PLANNER Est.1/91
DEFINITION This position performs with considerable independence under the limited direction of the Planning
Division Manager and requires frequent contact with the City Council, boards and commissions, other City
departments and divisions, and the general public. This position performs professional Urban Land Use Planning
work focusing on long range (Comprehensive) planning and special planning projects. The Senior Project Planner is
responsible for the formulation and implementation of long range comprehensive neighborhood plans; land use and
development policies; and, preparation of special studies. The position performs other related planning work as
required
DUTIES
Performs lead role (Project Management) for the preparation, review, and adoption of:
A. Zoning Ordinance Amendments
B Urban Area Subdivision Ordinance and Revisions
C Development Standards and Regulations
J Neighborhood and Sub -area Plans
E Special Studies and Reports
Responsible for the preparation and presentation of special studies and reports to the management staff, boards and
commissions, and the City Council on planning policy issues and related matters.
Provides planning staff support and direction to the Yakima Urban Area Planning Commission.
Gathers and maintains data on population, housing and community characteristics. Prepares annual census
• projections and updates community statistical abstract
Prepares annual work program for the Planning Division and assists in budget preparation.
Designs, develops, and assists in implementation of programs needed to meet assigned department and division
objectives.
Provides planning assistance and support to the City Housing Division.
Other related duties as assigned.
MAJOR WORKER CHARACTERISTICS Extensive knowledge of modern urban planning principles and
practices; understanding of land use concepts and the impact of sociological, demographic, economic, environmental
and other factors influencing land use and development; knowledge of project management principles and methods.
Ability to systematically gather, organize and analyze data; write reports clearly and convey technical information
to lay persons; to plan work, think conceptually, observe and evaluate trends, analyze data, and draw logical
conclusions. Demonstrate well developed and effective communications and interpersonal relations skills leading to
effective programs and policies.
UNUSUAL WORKING CONDITIONS Work with the public and employees, some of whom may be irate,
upset or disturbed. Frequent extension of work day to meet deadlines.
LICENSE, REGISTRATION AND CERTIFICATE A valid Washington State Driver's License is
desirable.
MINIMUM CLASS REQUIREMENTS A bachelors degree in urban planning or a closely related field.
Three years of progressively responsible and directly relevant planning experience plus one year as project manager
(lead role) in a planning project or program.
Ctsac
SP
M E M O R A N D U M
December 27, 1990
TO The Charter Civil Service Commission
FROM Diana Welch, Chief Examiner
SUBJ Housing Accounting Specialist Classification and
Allocation Recommendation
The following report summarizes the findings of the
classification study for Housing Accounting Specialist The
creation of this position was introduced and approved as a 1990
budget policy issue This study has included a work site audit,
interviews with the Block Grant Manager, Acting Housing
Accounting Specialist, Accounting Technicians, Housing Loan
Specialist and the Rehabilitation Assistant, comparisons to
comparable positions locally, in other jurisdictions and in the
• City of Yaima's classification structure, as well as conducting
a factoring analysis An allocation to pay range 12 5 ($1794-
$2192 is recommended based on data discussed in this report
Currertly, there is one Acting Housing Accounting Specialist who
has been performing the duties of this classification It is
recommended that the current Department Assistant I, Pat Beeson
be reclassified to the Housing Accounting Specialist
pUTIES AND RESPONSIBILITIES The following is an
explanation of the duties to be performed by the Housing
Accounting Specialist
1 Assists With The Preparation Of The Program Budget.
Due to federal regulations and City restrictions, the
line items and programs are projected for the year using
past history
This position assists the Block Grant Manager in
developing the current budget by compiling past
expenditures, looking up costs and getting estimated
costs as instructed
Personnel
Reports 1
1/22/91
2 Sets Up Individual Program Accounting Sheets.
Each program has a specific amount of funds allocated
for the use of certain activities
This position maintains a ledger that reflects the
present position of each program This individual
ledger reflects allocation of funds and its obligations
These ledgers include all City capital budget lines and
any special programs funded from other sources
3 Set Up Individual Applicant Files
Due to the federal requirements and local auditors
policy, each accounting activity needs to be listed
separately on a ledger outlining the activity Each
individual loan applicant will have three ledger pages
as follow'
a Disbursements Each applicant has a file that
contains all of the documents required to outline
the activity of the project This position places
an accounting sheet in this file that has the
applicant's name, address, type of loan, interest
rate and terms The loan amount is registered on
this ledger and each time a disbursement is made it
is registered against the outstanding balance It
is necessary to document all payee information on
this sheet
At the end of the project a disposition of funds is
prepared that discloses the disbursement of funds
and it is signed by the applicant
b Repayments. Each applicant makes a monthly
payment to repay their loan This position
prepares a ledger sheet that reflects the loan
amount, the repayment amount, the date it is due
and the term of payments
The applicant pays their payment to the bank and
the bank sends two (2) copies of the listing of
these payments to the housing office The
Accounting Technician sends one copy to the Finance
Department and registers the payment amount to the
applicant's repayment ledger, calculating the
present balance of the loan
Each applicant has a payment due date for their
payment If the applicant has not made their
Personnel
Reports 2
1/9'91
payment within thirty (30) days, a telephone call
is made by the Accounting Technician with a
reminder If the payment is still not paid in the
following month a letter is made reflecting the
amount due and the legal position of default
After the third month a letter is mailed starting
the submission of their account to the Legal
De1:c;rtment for a default foreclosure action This
file is then sent to legal for their findings and
recovery
c Escrow. Each applicant that does not have a first
mortgage escrow set up for the collection of
monthly payments to pay for the taxes and
insurance, has one set up with their new loan
This escrow amount is paid in conjunction with
applicants regularly scheduled loan payment amount
The Accounting Technician sets up a ledger sheet on
each applicant and registers the monthly deposits
At the designated time, the funds are disbursed to
pay for the taxes and insurance Upon receipt of
the new billings for tax assessments, the escrow
amount is calculated to reflect the needed changes
in the monthly required amount Any excess is
€.�ther given to the applicant or paid on the
principle amount of the loan as indicated by the
applicant
4 Prepares Requests For Payments
Each loan is set up as a contract obligated amount and
is paid out in partial payments as indicated in the
individual program policies
a Single- Family Rehabilitation. The Single - Family
Program writes loans for low- moderate income
homeowners for the rehabilitation of their homes
The Rehabilitation Specialist monitors the
construction work and requests progress payments
for the contractors as the work is completed The
Accounting Technician takes this request and
calculates the amount due based on the contract
amount, the percent of completion and the amount
retained This information is placed on a form
that is signed by the homeowner, contractor, the
Rehabilitation Specialist and the Block Grant
Manager
Personnel
Reports 3
1/9/91
This signed form is used as a back -up for the
purchase order prepared by the Accounting
Technician. The check received by this request is
either issued directly to the contractor or mailed
b Multi - Family Rehabilitation The Multi- Family
Program writes subsidy loans in conjunction with
the lending institutions for the rehabilitation of
rental units
The Rehabilitation Specialist receives requests
from investors for progress payments on the
construction of their project The Rehabilitation
Specialist reviews the work and authorizes the
Accounting Technician to prepare the proper paper
work and order the money on a disbursement request
Upon receipt of the City check, the Accounting
Technician combines the check with the payment
requests and forwards these to the lending
institutions for their disbursement
c Elderly /Handicapped Repair The Elderly /Handicap
Repair Program repairs homes for the
elderly /handicap homeowners using housing staff and
specialty contractors
The home remodeling supervisor inspects, determines
repairs and orders materials to complete the health
and safety problems in these homes All materials
ordered by the City and sub - contractor's bills are
submitted on invoices The Accounting Technician
takes all billing invoices approved by the
Remodeling Specialist and makes out the
disbursement requests for City payment
d Special Projects At times, special projects are
approved for the program that require disbursement
of funds for their accomplishments The Accounting
Technician is responsible for requesting the checks
to make payment for these costs
5 Prepares Requests For Revenue
a State Department of Community Development: The
City, at times, is awarded programs through the
State of Washington
Upon either the request of the Block Grant Manager
or the program's completion of a iP the
Accounting Technician prepares the proper paper
work and gives it to the Block Grant Manager for
Personnel
Reports 4
1 19/91
calling in a wire transfer The Accounting
Technician follows all wire transfers t� see that
they were properly sent and deposited The
Accounting Technician then sends in all of the
proper documentations for the request.
b program Income The accumulation of program
income is periodically transferred to City
accounts.
Upon request of the Block Grant Manager the
Accounting Technician prepares the proper paper
work for the transfer of funds from the bank
accounts to the City accounts The Accounting
Technician works with the Finance Department to see
that these funds are properly deposited and
accounted for
c Federal Entitlement Funds The Block Grant Funds
are ordered periodically from the Federal Treasury
The Technician then makes Line Item account
transfers
d Banks The Housing Division has accounts with
local banks
The Accounting Technician is responsible for
reviewing bank account statements and reconciling
their balances with the accounts recorded at the
Housing Division
Upon any discrepancies, the Accounting Technician
works with the Finance Department and the bank to
make any changes and amendments that would balance
these accounts
e Other Any other programs that are funded are
reconciled with documentation received
Each agency that funds programs through the Housing
Division sends computer printouts that record all
transactions The Accounting Technician reviews these
printouts and reconciles these transactions with the
activities completed Any problems or concerns are
resolved by the Accounting Technician working with the
appropriate agencies
6 Miscellaneous Administrative Typing
Many different administrative memos, reports and letters
are drafted by the Block Grant Manager
Personnel
Reports 5
1/9/91
It is the responsibility of the Accounting Technician to
type these general items of correspondence
7 Financial Reports.,
The Block Grant Manager needs many different types of
financial reports for audits, monitors and management
decisions
It is the responsibility of the Accounting Technician to
prepare the standard required financial reports for the
different entities and any additional reports as
required by the Block Grant Manager
8 Administrative Training Needs.
The staff periodically attends training, conferences and
other meetings
It is the responsibility of the Accounting Technician to
prepare all of the necessary paper work, travel
arrangements and other related needs of staff to attend
the conferences, meetings or training that is scheduled
Any financial advancements or submissions of
registration are prepared and sent by the Accounting
Technician
CHANGES IN HOUSING DIVISION
In the 1991 budget, The Housing Division has requested a new
Department Assistant I position This has not yet been
approved, but was deferred until summer The DA I tasks have
been redistributed among office staff The Housing
Accounting Specialist will not be doing any of the DA I job
duties except general administrative typing The main duties
^f the Housing Accounting Specialist will be more in
accordance with specialized accounting functions
RECOMMENDATIONS
The Municipal Code, Section 2 20 030 and the Civil Service
Rules, both require certain actions be taken when allocating a
position to a pay range Included in those actions are the
consideration of pay rates of other similar or related classes,
the availability of personnel to do the job; prevailing rates,
both locally and in other similar jurisdictions; and finally.
City financial policy and economic circumstances The
recommendation for allocation of Housing Accounting Specialist
to pay range 12 5 is made based on the above requirements and
discussed henceforth
Personnel
Reports 6
1/11/91
411
Duties and. Responsibilities Duties and responsibilities have
previously been mentioned and are specifically enumerated on the
attached class specification
Factoring An -lysis The standard factoring system developed by
the U S Civil Service Commission was utilized using the 12
categories of criteria Pay range 12 5 was indicated
Similar City Classifications Comparisons to other positions
within the City Civil Service classes were made and the
Personnel Technician, Accounting Technician and Buyer, all
allocated at range 12 5 are comparable to the Housing Accounting
Specialist All are responsible for a wide scope of projects in
their respective fields requiring a significant body of
knowledge All function under general supervision, perform
responsible administrative support work, work independently,
exercise judgement, resolve problems; make non - routine
decisions, carryout detailed assignments, work with the public,
City personnel and other business employees; and perform
research analysis and prepare reports
Availability The availability of skilled individuals to fill
this position is slightly limited as it prefers experience in
the Housing field, plus a background in Accounting To obtain
skilled applicants, we could draw from our own Housing Division,
Yakima County or statewide, where applicants would have the
necessary knowledge, skills and experience to perform the duties
of the position
Prevailing Rates (Local) There were no local businesses that
had similar positions
Prevailing Rates (Similar Jurisdictions). The 17 municipalities
with which we standardly compare ourselves were contacted and
include Auburn, Bellingham, Bremerton, Edmonds, Everett,
Kennewick, Kent, Longview, Lynnwood, Olympia, Pasco, Redmond,
Renton, Richland, Vancouver, and Walla Walla , as well as Yakima
County Most of these jurisdictions did not have positions
which were close matches to the Housing Accounting Specialist
Only one of the jurisdictions had a position with duties and
responsibilities similar to the Housing Accounting Specialist
which can be used as a comparable and is listed below
Personnel
Reports 7
1/22/91
Salary Range
4i,
Olympia $1,754 - 2,131
Bellingham $1,703 - 2,037
Bremerton $1,830 - 2,149
Edmonds $1,731 - 2,147
Lynnwood $1,819 - 2,170
Richland $1,702 - 2,230
Avg Salary Range of Jurisdictions $1,757 - 2,144
City of Yakima proposed salary $1,794- 2,142
Financial Policy and Economic Considerations This is the final
consideration made in recommending the compensation level for the
Housing Accounting Specialist Because of the classification
review which was completed in 1979, considerable emphasis should
be placed on the factoring analysis and comparison with City
positions Funds have already been set aside for this position
because it was approved in the 1990 budget
The foregoing establishes the background data necessary to
recommend a level of compensation for Housing Accounting
Specialist It is my recommendation that the Housing Accounting
Specialist be allocated to range 12 5 ($1,794- $2,142) per month
In addition, it is my recommendation that the incumbent, Pat
Beeson, be reclassified without competition as she has permanent
status, meets the minimum requirements and has been performing
the duties for over 6 months as provided in Chapter IV, Section
D -3 of the Civil Service Rules
Personnel
Reports 8
1/22/91
CITY OF YAKIMA
CLASS SPECIFICATION
ICODE 5152 TITLE Housing Accounting Specialist Est 1/91 I
DEFINITION Under general to limited supervision, performs responsible and varied technical
(sub - professional) accounting work associated with the operations of the Housing Division prepares
and maintains accounting records, journals, ledgers, statements, and reports through verifying,
reconciling, balancing, and correcting, applies considerable judgment in resolving problems and
interpreting guidelines, regulations, and policies relative to basic accounting principles, performs related
work as required.
DUTIES
Maintains one or more financial ledgers, journals, and related documents, reviews, verifies, corrects,
balances, and summarizes data on assigned ledgers, journals, and related documents.
Performs moderate to complex reconciliations involving a variety of accounts and documents, Identifies
causes of disagreements and initiates correcting entries, checks accounts for appropriateness of entries
and presence of required supporting documents, posts joumal entries for closing monthly transactions,
gathers financial data in various forms.
Prepares reports on expenses, encumbrances and liquidations, capital improvements, capital outlay,
reconciliations, receivables, revenues, disbursements, and journals, both for intemal or external uses.
Prepares grant reimbursement requests and maintains balances. Prepares and schedules all travel and
training requests
Performs the payment of claims, processes invoices, receipts, purchase orders, disbursement requests,
statements or other documents, verifies receipt of merchandise, verifies computation totals and entries for
• accuracy, charges and posts expenditures to proper Budget Account Number
Maintain ban portfolios for both repayment and escrow payments, report and counsel delinquency loans.
Performs interest calculations on bans, performs various banking functions as required; deposits,
withdrawals.
Assists with the preparation of the program budget, compiles past expenditures.
Performs administrative typing of memos, reports, letters, etc.
Other related duties as assigned.
MAJOR WORKER CHARACTERISTICS Knowledge of tech gal accounting principles, theories,
and concepts, of departmental practices and procedures re to processing and recording of
transactions and accounting information, of terminology pertin€. ; to technical accounts maintenance
activities o' housing guidelines. Ability to maintain established financial records, to prepare accounting
reports and statements, to understand the relationships among accounting records and reports, to apply
available guidelines to varied situations, to establish and maintain effective working relationships with
other employees
UNUSUAL WORKING CONDITIONS May have to deal with angry or upset individuals.
LICENSES. REGISTRATION AND CERTIFICATE. None
MINIMUM CLASS REQUIREMENTS; High school diploma or equivalent plus any combination of
• education and experience equivalent to two years of progressively responsible accounts maintenance,
bookkeeping, or closely related work experience.
CLSPEC 1
1 /25/91
i
• M E M O R A N D U M
December 27, 1990
TO
The Charter Civil Service Commission
FROM Diana Welch, Secretary /Chief Examiner
SUBJECT Housing Rehabilitation Assistant Reclassification and
Reallocation Recommendation
The following summarizes the findings of the reclassification study for
the Housing Rehabilitation Assistant This study has included a work site
audit, interviews with the incumbent, the Block Grant Manager, the Acting
Housing Accounting Specialist and Housing Loan Specialist, comparisons to
comparable positions in other jurisdictions, local businesses and positions in
the City of Yakima's classification structure, as well as conducting a
factoring analysis Reallocation from pay range 9 ($1534- $1832) to pay range
10 5 ($1636 - $1957) is recommended based on the following data Currently,
there is one Housing Rehabilitation Assistant who has been performing the
duties of this classification It is recommended that the current Housing
Rehabiliation Assistant, Jan Matthews be reclassified to pay range 10 5
DUTIES AND RESPONSIBILITIES
1 Interviews and Verifies Applicants for.
• Single Family Rehabilitation Program
Elderly /Handicap Repair Program
Emergency Senior Repair
Urban Homesteading
Other Single Family Owner /Occupied Programs
The programs requires complete screening of an applicant to ensure
that they meet the minimum program standards as set forth by the
regulations of the funding source This is accomplished by the
following activities
A An application is generally taken in the Housing Office If
there is a question on residency or the person is not
physically able to come into the office, the application is
taken in the home
B Each application is verified to meet the minimum program
requirements This position verifies the credit, bank
deposits, property ownership and the applicants amount and
source of income Any problems or concerns with the
verifications are worked out with the applicant If it
cannot be resolved, they are rejected from the program by
the Block Grant Manager
2 prepares Eligibility Analysis
A summary and analysis is prepared that outlines the eligibility
of the applicant This letter of acceptance and the inspection
request is prepared and given to the Block Grant Manager with the
file for review and approval
B-PERSNLL 1
Reclasses
3 Prepares Bid Sper f,rarions
The Rehabilitation Specialist drafts the work
requirements /specifications of each project These requirements
are formatted and typed by the Rehabilitation Assistant into a
computer printout in specific order so they can be read and
understood by all parties These are reviewed by the homeowner
and modifications are made as indicated by the Rehabilitation
Specialist
4 prepares Contractor Bid Packages
The specifications are incorporated into a bid package prepared by
this position This bid package has instructions to the bidder,
the bid sheet, specifications and an invitation to bid
The notification of invitation for bids are sent to all
prequalified contractors with specified deadline date of
submission
This position assists with bid openings by recording each bid into
the record as read by the Rehabilitation Specialist This record,
called a "bid sheet ", is signed by the Block Grant Manager, copied
and filed The appropriate documentation of these bid sheets are
the responsibility of this position for Federal monitor
5 prepares Pre - Construction Conference Documents
Prior to the start of any rehabilitation project, a pre -
construction conference is held with the Rehabilitation
Specialist, homeowner and the Contractor, so everyone understands
what will happen during construction
The Rehabilitation Specialist prepares all of the necessary
documents for program compliance and signature This includes the
agenda, contract, lead -based paint disclosure and EEO
requirements
6 v•. • .,. ..n-
Each applicant that receives a home under the Urban Homesteading
Program agrees to live in the home a minimum of five years
This position monitors this residency twice a year This entails
the visitation of home to see that the family still lives there,
that no additional people are living there and that the property
is being maintained If any of these conditions are not met, the
homeowner is counseled and told to remedy the problem
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7 prepares and Maintains the Applicant's File
Each file has program documents that are necessary to reflect
compliance with local, state and federal requirements This
position prepares these documents and secures the necessary
signatures This position is to ensure all of these are in the
file prior to the closing of the project There are approximately
25 to 30 different documents in a single family rehabilitation
project and 10 to 15 in the elderly program
8 .;•41 ' • - - •• • • - - . • - •
This position types all the reports and rehabilitation
correspondence as needed Each year approximately three to four
large reports are complied by the Block Grant Manager This
position is responsible for formatting, and typing these reports.
This position types inter- office memorandums, council agendas,
outside correspondence and any other required administrative
documentation, as instructed by the Block Grant Manager
9 Coordinates the Community Development Block Grant Program with
Other Agencies
Both the Elderly and the Single Family Rehabilitation Programs use
other agencies or sources to work jointly with the program This
position corresponds with these agencies to coordinate the
transfer of this applicant to another resource
10 prepares Homeowner Warranties
Upon the completion of a project, the programs require a cross
inspection
This is accomplished by the Rehabilitation Assistant preparing the
final warranty papers on both the Elderly and Single Family
program These warranties are then given to the opposite program
person The Rehabilitation Specialist receives the elderly
warranties and the Home Remodeling Supervisor receives the Single
Family warranties
11 Computer Data Entry Formatting
Each program has some type of reporting or changes that require
different documents or amendments
This position is responsible for formatting., setting up or
amending documents that are drafted by other personnel This
requires a full working knowledge of the computer and its
software
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12 Prepares Monthly Reports
Each Program is required to report all of the activity on a
monthly basis
This position is responsible for updating a monthly report on the
Elderly, Emergency Repair and the Single Family Programs This
requires a detail of dates on each activity for each applicant's
project
13 Backup for Incoming Calls. City Hall Mail Distribution..
Acquisition of Checks from Lending Institutions_
This position is second in line for replacing the proposed DA III
in answering the phones, receiving and distributing the mail with
City Hall and securing proper signatures on documents and
delivering correspondence and checks to the many entities that our
office deals with
14 Prepares Documents for Federal Davis -Bacon Labor Compliance
If a construction project exceeds a certain number of units or is
commercial, it would require compliance with the Federal Labor
Regulations
This position makes personal contact with the Federal Labor Office
and prepares the required paperwork for compliance with the
mandated labor rates for each specific job that will be needed
This documentation is maintained in a file for further federal
monitoring
15 Mainitnrs Contractor piles
The Rehabilitation Program uses a list of pre - qualified
contractors for the bids received in the program This position
monitors the contractor files They fully review each of these
files on a quarterly basis and notifies the contractor of any
deficiencies, i e , the expiration of their business license,
insurance bonding or contractor's license
16 Provides Information to Applicants and the SPneral Public
This position attends agency meetings, has frequent public
telephone contact and works with applicants explaining the
programs that our office offers and what other resources might be
available to them in our community that could assist them
CHANGES IN DUTIES /RF,SPANSIBILITIES
The functions of the Housing Division have evolved into more complex, detailed
and varied responsibilities The Housing Rehabilitation Assistant will have
other areas of responsibility in addition to increased accountability in
previous job assignments The major changes are
1 Types reports, memorandums, specifications, pre- construction documents,
required documents, etc
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2 Preparing and solicitation of contractor bids
3 Monitoring the contractor files and notifying them of their program
deficiencies
4 Monitor Homesteading applicants
5 Provide information on Housing Programs
6 Work with other related assistant providers
7 Distributes and collects outside correspondence and needed documents
8 Formats and types quarterly newsletter
BECOMMENDATIONS
The Municipal Code, Section 2.20 030 and the Civil Service Rules both
require certain actions be taken when allocating a position to a pay
range Included in those actions are the consideration of pay rates of
other similar or related classes; the availability of personnel to do
the job; prevailing rates, both locally and in other similar
jurisdictions; and finally, City financial policy and economic
circumstances The recommendation to allocate the Housing
Rehabilitation Assistant to range 10 5 is made based on the above
requirements and discussed below
Duties and Responsibilities Duties and responsibilities
have previously been mentioned and are specifically enumerated on
the attached class specification
Factoring Analysis The standard factoring system developed
by the U S Civil Service Commission was utilized using the 12
categories of criteria Pay range 10 5 was indicated by the
factoring analysis
Similar City Classifications Comparisons to other
positions within the City classes were made and DA IV and Deputy
City Clerk allocated at range 10 5 are comparable to the Housing
Rehabilitation Assistant All are responsible for a wide scope of
support work in their respective fields All function under
general supervision; work independently on special projects;
exercise judgment; solve problems, make routine decisions; work
with the public; perform typing; and monitor projects
Availability The availability of skilled individuals to fill
this position is slightly limited as it prefers experience in the
Housing field, plus some clerical and public relations background
To obtain skilled applicants, we would be able to draw from our
own Division or locally where applicants would have the necessary
knowledge, skills and experience to perform the duties of the
position
Prevailing Rates (Local) There were no local businesses that
had positions similar to the Housing Rehabilitation Assistant
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Prevailing Rates (Similar Jurisdictions) The 17
municipalities with which we standardly compare ourselves were
contacted and included Auburn, Bellingham, Bremerton, Edmonds,
Everett, Kennewick, Kent, Longview, Lynnwood, Olympia, Renton,
Richland, Vancouver, Walla Walla, Pasco, and Redmond Several of
the jurisdictions had positions which were matches to Housing
Rehabilitation Assistant so they can be used as comparable and are
listed below
gurisdictio n h1y Salary
Pasco Housing Authority $1,950
Richland $1,656 - $2,174
Average Salary of Comparable Jurisdiction $1,656 - $2,062
City of Yakima proposed salary $1,636 - $1,957
FINANCIAL POLICY AND ECONOMIC CONSIDERATIONS This is the
final consideration made in recommending the compensation level for the
Housing Rehabilitation Assistant Because of the classification review
which was completed in 1979, considerable emphasis should be placed on
the factoring analysis and comparison with City positions
The foregoing establishes the background data necessary to recommend a
level of compensation for Housing Rehabilitation Assistant It is my
recommendation that the Housing Rehabilitation Assistant be reallocated
from range 9 ($1534 - $1832) to range 10 5 ($1636- $1957) per month
In addition, it is my recommendation that the incumbent, Jan Matthews,
be reclassified without competition as she has permanent status, meets
the minimum requirements and has been performing the duties for over six
months as provided in Chapter IV, Section D -3 of the Civil Service
Rules
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CITY OF YAKIMA
CLASS SPECIFICATION
'CODE 5121 TITLE Housing Rehabilitation Assistant rev. 12/901
DEFINITION Under general supervision; provides information and
assistance to citizens applying for Housing Assistance Programs; monitors
for program compliance and construction qualifications,L performs related
work as required
DUTIES
Screens and interviews applicants applying for Housing Assistance
Programs; develops an eligibility analysis of client finances,
completing such records as credit reports, home ownership status, and
employment verification; provides counseling to applicants on subjects
such as the Landlord /Tenant Act, home rehabilitation, financial and
household budgeting, and special security assistance Assures that
applicants meet and comply with the program standards as set forth by
local, state and federal regulations
Performs a preliminary on -site inspection of the property Prepares
notes and submits a formal inspection request with a rating from the
inspection
• Prepares and /or types work specifications, pre- construction documents,
warranties and all related Housing Assistant Program documents
Performs administrative typing such as special projects and reports,
agendas and correspondence As needed answers phones, distributes
mail and performs other clerical duties
Prepares and distributes contractor bid packages Assists with bid
openings
Monitors applicant files Visits the homes to see that the family
still lives there, that there are no additional people, and that the
property is maintained Monitors the contractor files by keeping a
current list of qualified contractors, and notifies them of
deficiencies
Coordinates the Programs with other agencies Attends various
meetings Talks with the public, explains the programs.
Formats and types Housing newsletter Prepares and updates various
reports
Performs related work as required
Attends numerous meetings and workshops related to changing policies
laws; and community concerns about housing, finances, and equal
• housing opportunities
Develops a variety of written correspondence such as lease agreements,
articles for the newsletter, letters to clients, reports, HUD
documents and financial interview forms
CLSSPC -B15
Researches files, reports, minutes, and legal records regarding
contracts of sales
MAJOR WORKER CRARACTERISTIf S Knowledge of the basic operating,
financial, and housing guidelines established by City, HUD, State, federal
and other controlling organizations Ability to meet and deal with the
public in a courteous and tactful manner; write and express ideas clearly
and concisely; do simple mathematics; formulate and type documents; apply
extensive or obscure guidelines to a wide variety of situations
UNUSUAL j+IORKING CONDITIONS, gay have to deal with angry or upset
individuals or groups of people Some exposure to weather, unsafe homes
and rodent infested areas
LICENSES. REGISTRATION Y (RRTTPT ATE Must possess and maintain a
valid Washington State Driver's License
MINIMUM CLASS.gEOUIREMENTS Two years of background in at least two
of the following areas general office skills, housing programs, public
relations or related fields
•
CLSSPC -B16
M E M O R A N D U M 41,
December 27, 1990
TO The Charter Civil Service Commission
FROM Diana Welch, Chief Examiner
SUBJ Home Remodeling Supervisor Reclassification and
Allocation Recommendation
The following report summarizes the findings of the
classification study for Home Remodeling Supervisor. The
creation of this position was introduced and approved as a 1990
budget policy issue This study has included a work site audit,
interviews with the Block Grant Manager, Home Remodeling
Supervisor, comparisons to comparable positions locally, in
other jurisdictions and in the City of Yakima's classification
structure, as well as conducting a factoring analysis An
allocation to pay range 16 5 ($2245 - $2690) is recommended based
on data discussed in this report Currently, there is one Home
Remodeling Supervisor who has been performing the duties of this
classification It is recommended that the current Home
Remodeling Supervisor be reclassified and that the position be
retitled to Senior Program Supervisor
pUTIES AND RESPONSIBILITIES The following is an
explanation of the duties to be performed by the Senior Program
Supervisor
1 Administer Senior /Handicapped Home Repair Programs
a Senior /Handicapped Repair
b Emergency Repair
c Exterior Paint
d Weatherization
Supervises and administers the Programs in compliance
with the policies and procedures outlined in their
appropriate guidelines
2 Cost Estimates for Labor and Materials
Inspects each home, does an evaluation of the work that
is needed, prioritizes this need into health and safety
of the occupant and the amount of work that can ibe
accomplished within the given monies available for the
project
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3 • • p — • . • — t • • s % • 1 .•80 • • ' • 1
Contacts the homeowner, explains the overall program in
relationship to what can be done to the home, its costs,
the timelines that it will take and how it will be
accomplished
4 Written Work Summaries
The work that is going to be completed is summarized in
written form that outlines each area to be completed and
in a language that can be read and understood by the
homeowner This summary is reviewed with the homeowner
so they understand the work that is going to be
completed and they sign this summary as understanding
and accepting the proposed work
5 Written Sub - Contractor Specifications
Any work that is going to be completed by a sub-
contractor is written in a detailed description of the
required work, its materials and how it is to be
accomplished
6 Solicitation of Bids and Recommended Award
The work required for the sub - contractors is solicited
in accordance with the City's purchasing guidelines
The written specifications are mailed to specialty
contractors requesting written bids within certain time
periods The bids received are placed on a bid sheet
with the recommendation attached for the Block Grant
Manager's approval Any work not requiring a written
bid is solicited by phone with an authorization to start
work by the Home Remodeling Supervisor
7 Schedule and Coordinate Sub - Contractor and Home
Remodeling Technician Work
All proposed work will be scheduled in a timeframe that
considers the work that is needed and their different
elements This coordinates both the sub - contractor and
the Home Remodeling Technician's work alternately to
complement each other, due to the fact that each depends
on the other in the completion of different areas
8 Order Materials
All materials needed for each job are ordered in regard
to the amount needed, estimated cost and the appropriate
vendor that is best suited This is accomplished with
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the anticipation of when the materials will arrive and
when they will be needed This action is taken with the
consideration of both program and City purchasing
guidelines
9 Monitor and Supervise
All jobs are monitored to ensure that the materials are
installed properly and the sub - contractor's work is
accomplished as required by the written specifications
The work to be accomplished by the Home Remodeling
Technician is monitored and if technical assistance is
needed appropriate instructions will be given
10 Prepare and Maintain Homeswner Files
Each project file will have all forms, documents and
releases as required by the Program Policies and
Procedures based on all required regulations. These
files will have all documents filled out and the
appropriate signatures secured The files as set forth
will have a summary of all activity incorporated in it
as well as the costs
11 Review and Approve Billing Invoices
All invoice billings received for the Program will be
reviewed, designated to a project and verified for
payment
12 Maintain Financial Records on Each Applicant Project
Each file will have a detailed financial summary that
reflects the materials and costs that were paid out in
benefit for the project
13 Perform and Supervise Office and Shop Maintenance
All required work that relates to the office, shop or
grounds will be either accomplished or assigned to be
accomplished This would include the general building
maintenance, cleaning and exterior maintenance,
including any required sub - contracts or service
contracts maintained
14 Schedule Vehicle Operation
Schedules maintenance of the office vehicles and any
needed repairs with the Public Works maintenance
operation This would entail both general routine
_
maintenance and emergency repair
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15 Maintain and Implement Safety Requirements for the
Office and Shop
Responsible for the safety requirements that will be
maintained by the dissemination of information and
documentation The staff will be advised of all safety
requirements, First Aid and City prevention programs A
bulletin board will be maintained and updated. New
employees will be informed of safety hazards and how to
properly fill out accident forms All hazardous
materials will be labeled and information maintained
16 Coordination of Senior Program with Other Agencies
Works with other agencies that can offer services and
assistance to the homeowner that can either substitute
or complement proposed work that is needed by the
homeowner This entails a close working relationship and
knowledge of other agency programs
17 Assist in the Annual Federal Program Audits.
Schedules and coordinates visits to the homes that were
completed in the Program Explains the program
accomplishments and responds appropriately to questions
in regard to applicant status, minority, employment on-
the -job and file documentation
18 Provide Annual Program Summaries
Compiles and summarizes annual accomplishments of all of
the completed files in regard to applicant's ethnic
background, head of household, area of residence,
project costs and sub - contractor involvement
19 Perform Non - Senior Speci -1 Projects
Any cases that require an emergency or immediate
response to a condition that occurs for a single family
homeowner that is on a waiting list will have that
condition taken care of either by a sub - contractor or
the Home Remodeling Technician This condition is
determined by the Manager to be an immediate concern and
is taken care of prior to the full rehabilitation of
their home These jobs are assigned with specific
instruction of what needs to be accomplished
The homeowner is contacted and the work scheduled to be
completed with the cost given to the loan specialist for
repayment set up
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•
20 perform Single Family Warranty Inspections
Thirty, days after the completion of a single family
rehabilitation project a follow -up inspection is
scheduled The specifications and all change orders are
taken out to cross inspect to see that all areas were
completed. The homeowner is given a warranty
explanation of the contractor's responsibility and what
to do if a problem comes up The binding arbitration
rules are explained and the homeowners signs the
appropriate documents A general information sheet is
filled out on the homeowners response and feelings of
the program which is signed and given to the manager
21 Assist with Unresolved Program Warranty. Work
Schedules or accomplishes warranty work as assigned by
the Manager This would include both sub - contractor and
staff scheduling, material ordering and supervision for
completion
22 Work with the Manager for Program Changes
Provides information or performs research as required by
• the Manager for the implementation of new programs or
changes to existing as it relates to the impact of
elderly /handicapped community residents
23 Responsible for Staff Work Performance
Assigns work for staff members in the Senior Repair
Program Pre - approves time off, time cards and
completes evaluation of the position. Makes
recommendation to the Manager of discipline or other
personal matters in regard to the position
CHANGES IN THE POSITION
In the 1990 budget, The Housing Division requested and
received approval for a division reorganization This is one
of the positions that has significantly changed and is part
of the approved reorganization Major areas of change are
1 Position changed from working field supervisor to
program, administrator and supervisor Provides day to
day operating decisions and delegates those duties.
2 Program changed from a limited operating target area
(less than half the City of Yakima to a city -wide
rogram
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3 The Emergency Home Repair Program was added to senior •
home repair to aid homeowners in extreme need This is
an additional 15 -30 cases per year
4 Addition of duties in the form of Special Projects,
which are on a continual basis
5 Addition of duties in the form of single- family warranty
inspections and recordkeeping.
6 Expanded job duties to provide program and special
project summaries and reports to include a project tour
for federal officials
7 Addition of duties to assist in resolving warranty work
8 Monitors, implements and informs staff on the required
safety measures and requirements
9 Performs cross inspections for the Single - Family
Rehabilitation Program, issues the warranty package and
explains the procedures
10 Supervises and schedules the needed work for the repair
and maintenance of the Housing Division, shop and
parking lot
11 Schedules and authorizes the continued operation and •
repair of the Housing Division's vehicles
12 Summarizes and compiles program and project reports, and
assists in new program development
13 Performs computer entry of program information
RECOMMENDATIONS
The Municipal Code, Section 2 20 030 and the Civil Service
Rules, both require certain actions be taken when allocating a
position to a pay range Included in those actions are the
consideration of pay rates of other similar or related classes,
the availability of personnel to do the job, prevailing rates,
both locally and in other similar jurisdictions; and finally,
City financial policy and economic circumstances The
recommendation for allocation of Senior Program Supervisor to
pay range 16 5 is made based on the above requirements and
discussed henceforth
Duties and Responsibilities. Duties and responsibilities have
previously been mentioned and are specifically enumerated on the
attached class specification.
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• Fartnring Analysis The standard factoring system developed by
the U S Civil Service Commission was utilized using the 12
categories of criteria Pay range 16 5 was indicated
Similar City Classifications Comparisons to other positions
within the City Civil Service classes were made and the Refuse
Supervisor, Irrigation Supervisor, Aquatic Program Supervisor,
Recreation Program Supervisor, all allocated at range 16 5 are
comparable to the Senior Program Supervisor All are
responsible for a wide scope of projects in their respective
fields requiring a significant body of knowledge All function
under limited supervision; perform responsible administrative
work; work independently; exercise judgement, continually
resolve problems; make non - routine decisions; carryout detailed
assignments; work with the public, City personnel and other
business employees; perform research analysis prepare reports,
supervisor and train employees; and review and evaluate projects
and programs
The Housing Rehabilitation Specialist III position allocated at
pay range 16 5 is very similar to the Senior Program Supervisor
position The Specialist III position is targeted for study in
the near future and has significantly changed from the current
Class Specification Therefore, it is not recommended to be
used as a comparable
Availability The availability of skilled individuals to fill
this position is slightly limited as it requires experience in
the building trades, plus a background in supervision To
obtain skilled applicants, we could draw from our own Housing
Division, Yakima County or statewide, where applicants would
have the necessary knowledge, skills and experience to perform
the duties of the position
Prevailing Rates (Local) There were no local businesses that
had similar positions
Prevailing Rates (Similar Jurisdictions). The 17 municipalities
with which we standardly compare ourselves were contacted and
include Auburn, Bellingham, Bremerton, Edmonds, Everett,
Kennewick, Kent, Longview, Lynnwood, Olympia, Pasco, Redmond,
Renton, Richland, Vancouver, and Walla Walla , as well as Yakima
County Other areas were also contacted such as Central
Washington University, Snohomish and Pierce Counties Most of
the jurisdictions did not have positions which were close
matches to the Senior Program Supervisor Some of the
jurisdictions did have positions with duties and
responsibilities similar to the Senior Program Supervisor and
can be used as comparables
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1
Salary Range
Olympia $2,422 - 2,945
Bellingham $2,037 - 2,432
Snohomish County- Senior Services $1,961 - 2,600
Pierce County $2,323 - 2,931
Central Wash University $2,353 - 2,596
Richland $2,208 - 2,898
Avg Salary Range of Jurisdictions $2,217 - 2,734
City of Yakima proposed salary $2,245- 2,690
Financial Policy and Economic Considerations This is the final
consideration made in recommending the compensation level for the
Senior Program Supervisor Because of the classification review
which was completed in 1979, considerable emphasis should be
placed on the factoring analysis and comparison with City
positions
The foregoing establishes the background data necessary to
recommend a level of compensation for Senior Program Supervisor
It is my recommendation that the Senior Program Supervisor be
allocated to range 16 5 ($2,245 - $2,690) per month
In addition, it is my recommendation that the incumbent, Darold
Heilbrun, be reclassified without competition as he has permanent
status, meets the minimum requirements and has been performing
the duties for over 6 months as provided in Chapter IV, Section
D -3 of the Civil Service Rules
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CITY OF YAKIMA
CLASS SPECIFICATION
CODE: 5131 TITLE Senior Program Supervisor rev 1/91 1
pEFINITION Under limited supervision, administers the City's Senior Citizen, Disabled and
Emergency Home Repair Programs. Supervises a variety of journeyman level trade skills as
required.
DUTIES
Inspects senior /disabled citizen housing to determine the extent of rehabilitation work required.
Works with homeowners to explain home repair. emergency repair, exterior paint, weatherization
or other programs. Establishes job priorities and recommends portions of programs that
homeowners would qualify for Prepares overall job work write -ups and cost estimates to
determine best use of grant monies. Determines work to be performed by staff and sub - contractors
for electrical, roofing, plumbing. insulating and storm windows. Prepares sub - contractor job
specifications and solicits bids from numerous private vendors. Recommends selection of
successful contractors, schedules work. inspects and monitors work in progress and authorizes
final payments.
Provides work scheduling and direct supervision to staff in various journeymen level residential
trade skills such as rough and finished carpentry. framing, kitchen cabinet design. construction
and installation. Installation of laminated countertops. ceramic wall tile. sheet vinyl floor
coverings, drywall and taping. plumbing. roofing, electrical. weatherization and installation of
handicapped fixtures.
1111 Determines brand, price and quality of all materials and fixtures to be used and authorizes
purchases from various vendors. Verifies returning materials and billings. posts to homeowners
records and authorizes payments.
Maintains homeowner's files with required city and federal forms financial records. work write
ups, bid sheets and permits. Also maintains duplicate homeowners and photo records. Works
with federal officials during audits.
Issues single- family warranty package to the homeowners and cross inspects the work completed.
Supervises maintenance of Housing Services office. grounds. woodworking shops. tools and City
vehicles
Coordinates with other senior /disabled organizations for further homeowner assistance and
resolve warranty work with homeowners.
Implements the safety program for the division and staff.
Understands and uses the computer for programs and projects.
Is knowledgeable and applies program and divisional rules, regulations and policies and
procedures. Identifies the need for and makes recommendations relative to policy changes and
clarifications. Develops procedures for accomplishing various tasks.
Assists in the budget preparation, performs budget research and analysis and monitors the
expenditures.
Performs other duties as assigned.
CSPECS -A45
1/25/91
MAJOR WORIOR CHARACTERISTICS: Knowledge of: procedures, tools, equipment and materials
used in all phases of residential construction, knowledge of barrier free design for senior and ID
handicapped homes. Knowledge of modern recordkeeping, supervisory practices and procedures.
Ability to identify residential construction defects. estimate costs, determine and supervise
rehabilitation needed. supervise a variety of skilled journeymen level construction trades such as
finished carpentry, framing, kitchen cabinet design and construction, installation of laminate
countertops, ceramic wall tile. vinyl floor coverings: residential plumbing. roofing. electrical,
drywall and taping application, weatherization and barrier free design for senior /handicapped.
materials. Ability to plan and coordinate several projects at the same time. Ability to maintain
accurate records and files. Ability to establish and maintain effective working relationships with
others. Possess a sensitivity to the special needs of senior citizens and the handicapped.
UNUSUAL WORKING CONDITIONS. Exposure to adverse weather conditions, heights. and
confined areas, raw sewage. combustible and toxic gases. caustic materials, unpleasant odors:
hazards associated with the operation construction tools. Required to do occasional heavy lifting.
Exposure to stressful situations in dealing with distressed senior and disabled citizens.
LICENSES, REGISTRATION AND CERTIFICATE: Possesses standard industrial First Aid /CPR
Certificate and valid Washington State Driver's License.
MINIMUM CLASS REQUIREMENTS: Any combination of education or experience equivalent to
five years building trades experience including one year of supervisory experience.
0
0
CSPECS -A46
1/25/91
M E M O R A N D U M
December 27, 1990
TO The Charter Civil Service Commission
FROM Diana Welch, Chief Examiner
SUBJECT Financial Coordinator Reclassification and
Reallocation Recommendation
The following report summarizes the findings of the reclassification study for
the Financial Coordinator This study has included a work site audit,
interviews with the incumbent and the Director of Finance & Budget,
comparisons to comparable positions locally, in other jurisdictions, and in
the City of Yakima's classification structure, as well as conducting a
factoring analysis Reallocation to pay range 18 ($2397 - $2879) is recommended
based on the following data Currently, there is one Financial Coordinator
who has been performing the duties of this classification It is recommended
that the current Financial Coordir.etor, Shirley Loveland be reclassified and
the position be retitled to Payroll Office -
DUTIES AND RESPONSIBILITIES
A Data Entry
1 Employee
a) New Hires
b) Step increases
c) Transfers
d) Changes
e) Leave without pay
f) Terminations /retirements
2 Raises /Pay Changes
a) Management
b) Special assignment wages
c) Contract raises (some the Financial Coordinator
inputs, others are entered by the Payroll Programmer
Analyst)
d) Additional pay (education, hazardous duty, Spanish
speaking, etc )
e) Draw payroll amount
3 Various Changes
a) Continuous service date
b) Hire date
c) Position start date
d) Retirement date
e) Vacation date
f) Sick date
g) Step increase date
h) Scheduled Hours
1) Regular employees (173 33)
2) Permanent Part -time ( %)
3) Fire (shift) 225 33 (These hours "control"
benefit accruals)
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i) Leave hours
1) Vacation
2) Sick
3) Comp time, in -lieu
4) Holiday
4 Deductions
a) W -4 (exemptions) Federal Tax
b) FICA /Medicare (Social Security)
c) Retirement (6 plans)
d) Union Dues (4 unions)
e) Deferred Compensation
f) Disability Insurance (P & F)
g) Medical, dental & life premiums
h) Credit Union
i) United Way
j) Income Protection
k) American Causality Disability
1) Garnishments
m) Levies on wages
n) Wage assignments
o) Management Misc Fund
p) Prior Service Paybacks
5 Translation Table -- Master Index Maintenance This master
listing "controls" the following
a) Salary Schedules
b) Employee Status
c) Job Change Reason Codes
d) Service Units
e) Departments
INF
f) Job Classes
g) Benefit Groups
h) Basubs
i) Budget Line Items
j) workmen's Compensation
k) Position Status Codes
1) EEO Codes
m) Funds
n) Voucher /Check Distribution
o) Projects
p) Misc Deduction Codes
q) Payroll Cycles
r) Vacation Accruals
s) Sick Leave Accruals
t) In -lieu Accruals
v) Voucher Pay Codes
w) Labor Union Membership
x) Medical Codes
y) Dental Codes
x) Life Insurance Codes
aa) AD & D Insurance Codes
bb) Disability Insurance Codes
cc) Retirement Codes
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Reciasses
6 Position Master Listing Each position within the City is
S "controlled" by a position number This position specifies
whether an employee is paid hourly or salaried, indicates
the budget account number where salaries and benefits will
be charged, whether permanent, permanent part -time or full-
time, temporary, seasonal, job title, pay grade, pay step,
and hourly rate of pay
7 Alphabetical Listing This listing lists all employees by
name, social security number, department, job title, hire
date, termination date, status salary, position number and
bargaining group
8 Maintain the Split Distribution Report (by employee) to
ensure that employee's wages and benefits are being charged
to the correct account -- could create budget problems if
not charged to the correct accounts
9 Correct timekeeping errors through the computer system when
timecards have been submitted in error or when excessive
leave time has been used
B Interpret and execute all Federal, State and Union contract
changes
C Prepare and process the draw and monthly payrolls -- ensure they
are "in balance"
D Monitor the "draw" payroll to ensure that no negative checks will
be produced at the end of the month -- employees must be in a pay
status enough hours to cover the amount of a draw check and the
mandatory deductions; or, employee could be overpaid Draw must
be closely supervised, draw must sometimes be reduced in ar -ant or
deleted altogether
E Prepare and reconcile all reports to accompany payroll deductions;
prepare IPR and DR's for City share of various deductions
F Complete /process wage information report for unemployment claims
to State Employment Security Dept -- cross match unit
G Administer retirement paybacks work with employees and State
Retirement Systems in collecting "arrears" contributions and
restoring service credit toward retirement
H Collect "temporary hours" for employees who were temporary before
becoming permanent employees of the City to establish an adjusted
hire date, continuous service date, leave accrual adjustments and
service credit toward retirement
I Complete "final compensation report" for Washington State
Retirement Systems indicating "compensation earnable" in final two
years of employment
J Complete Notice of Separation Report for Washington State
Retirement System for all employees who terminate /retire; report
final payoffs (salary, vacation, sick, other)
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K Maintain ledgers for "Prior Service Employees" -- balance monthly
and submit disbursement request to Accounts Payable. Warrant is
then forwarded by the Financial Coordinator to the State of
Washington, Dept of Retirement Systems
L Report monthly to Personnel and Beard, Bench & Mendenhall
"Employee Health Benefit Reserve Fund Contributions" (medical,
LEOFF medical, dental, life and excess (stop loss) conversion
charges)
M Pay quarterly billing charges /statements to the Gibbons Company
for administrative services for handling our unemployment
accounts
O Maintain /balance monthly ledger to ensure payroll and all benefits
are "in balance" with the Financial Management System
P Assist employees with deferred compensation information as to what
the deferral will do to their federal tax dollars
Q Conduct "final" interviews with employees who are
terminating /retiring to review their final salary and payoffs
R Assist employees with "disability earnings" from workers
compensation claims Calculate accruals (vacation, holiday, sick,
longevity), input into payroll system, advise timekeeper as to
what amount of credit of accruals and completion of timecards If
enough hours (total amount of disability earnings divided by
hourly rate of pay equals amount of hours paid /restored) If
employee would have been in a pay status for at least one -half of
that month's scheduled hours, employee is eligible for all
accruals
S Advise Accountants of dollar amounts disbursed from Payroll to
ensure enough money in City Payroll bank fund to "cover" payroll
warrants issued
T Balance various payroll distribution reports to salary projection
printouts (budget) for Accounting Manager to ensure employees are
in correct position, step, classification and receiving correct
benefits
U Review various budget printouts for Accounting Manager to verify
correct rates are being used for social security, retirement,
medical, dental, life, workers compensation, unemployment, etc
V Balance monthly pension payrolls (taxable & non - taxable) Police,
Fire and City Pension (approximately 200) Make monthly federal
tax deposits, direct deposits for approximately 65 pensioners and
ensure pension payrolls are produced and paid in a timely manner
Prepare quarterly and yearly reports including W -2P's Assist
City Clerk with calculation of final salary /longevity for retiring
employees to establish monthly pension amount Assist pensioners
with various questions /problems concerning their earnings, etc
Work closely with Police and Fire City Pension Boards regarding
retiree additions /changes Attend Police and Fire Pension Board
meetings
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W Review Police and Fire and regular Civil Service minutes and
Ilk attend !meeting (workload permitting) to be appraised of payroll
changes such as reclassifications, reassignments and others'
personnel changes affecting payroll
X Receive garnishments from the Legal Department Contact
employee / supervisor(s) and advise of garnishment Meet with
employee and supervisor(s) and try to obtain assistance to
"satisfy" garnishment before wages are garnished. Set -up
appointments with employee and such agencies as Consumer Credit
Service and various lending institutions Work with the
garnishing (collection) agencies and advise the employee is
"seeking" assistance to satisfy the garnishment. If unable to
satisfy before payroll, the Financial Coordinator calculates
garnishments (levy of wages, wage assignment, etc.) If these
calculations are not accurate the ('}ty is liable for the full
unpaid amount of the garnishment
Y Adjust permanent part -time employee holiday hours for the "yearly"
accruals Beca'se the permanent part -time employees are less than
100 %, their ho .day accruals need to be adjusted each year based
upon the number of hours they are in a "pay status" for that month
in which the holiday falls Some employees have additional hours
given for the holidays in the previous year and others have hours
deducted from other accounts (vacation, comp , in -lieu) based upon
the holiday hours earned and the holiday hours taken throughout
the previous year
2 Processes leave exchange requests for sick leave for additional
411 vacation days per the City Municipal Code Ensure the employee
has minimum hours required before making the exchange
AA) Calculate retro -pays when necessary for job reclasses, contract
changes and various payroll corrections
BB) Train /instruct all City timekeepers (approximately 40) on payroll
policies and procedures to ensure accurate timekeeping
CC) Assist employees with the completion of W -4's (Employee
Withholding Allowance Certificate)
DD) Balance all timesheets each month for salaried employees for
reporting of state industrial hours
EE) Ensure sufficient amount of form /payroll warrants are in stock to
produce payrolls and other additional when necessary
CHANGES IN THE POSITION
The duties and responsibilities of the Financial Coordinator's position have
significantly changed as follows
Additional requirements from the Federal /State agencies have become much more
complex to interpret and to implement, i.e , Social Security -- regular
employees covered under FICA; LEOFF I & II employees -- some are altogether
exempt from withholding and others are subject to pay only the Medicare
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portion of the Social Security withholding Disability Earnings -- some
earnings are exempt from taxation (federal, social security and retirement)
and others are not Ratiremant withholding - certain earnings are exempt
from withholding for retirement purposes and others are not -- depending upon
"what" law covers that particular employee This requires the ability to
interpret the Internal Revenue Tax Code and pertinent State tax laws
Through contract negotiations, various employee benefit enhancements have been
added which makes the payroll more difficult to administer and to ensure that
all employees are being paid correctly and benefits accrued properly Works
with the Unions, personnel, and information systems to make the necessary
enhancements /changes Advises during contract negotiations as to what can
and cannot be handled through payroll
New "groups" of employees such as seasonal, permanent part -time, Drug
Coalition and Rebound have been added to our payroll which require much more
detailed work to ensure that they and their benefits are properly handled
The City continues to "grow" which increases the workload of the Payroll
Division No additional staff has been added to handle the increased
workload
Much of payroll is becoming even more cor_=idential such as management and
employees meetings, various settlements and decisions
Prior to 1982, the Financial Coordinator processed the paperwork to produce
the payrolls The interpretation, implementation and recording requirements
were the responsibility of the Accounting Manager; today they are the
responsibility of the Financial Coordinator All updates to the payroll
system were entered by the Data Processing staff Payroll adjustments were
keyed by the Data Entry Operator, payrolls were checked to be in- balance by
the Payroll Programmer, Yakima County Data Processing produced (printed,
signed and burst) City payrolls The Financial Coordinator picked up the
finished product In 1982, the City purchased a new Payroll /Personnel System
(MPPS) It then became the responsibility of the Financial Coordinator to
enter all data affecting payroll with the exception of the entry of the daily
timecards /monthly timesheets
This position now enters any and all adjustments necessary prior to producing
payrolls and is independently responsible for generating the City's complex
and multifaceted payroll
This position ensures that all payrolls are in- balance and produces
approximately 9,000 payroll checks per year
This position works with division managers and department heads regarding
labor and benefit distributions to ensure that payroll costs are in the
correct accounts for budget purposes (Salaries, fringe benefits and
positions must agree with the budget)
The work completed is not reviewed, nor is there any support staff trained to
handle the duties and responsibilities of this position The independent and
correct judgement and decision making is vital as payrolls must be 100%
accurate and in compliance with all contracts and laws or the City could
suffer large penalties
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FtECOMMENDATIONa
The Municipal Code, Section 2.20.030 and the Civil Service Rules both
require certain actions be taken when allocating a position to a pay
range Included in those actions are the consideration of pay rates of
other similar or related classes; the availability of personnel to do
the job; prevailing rates, both locally and in other similar
jurisdictions; and finally, City financial policy and economic
circumstances The recommendation to allocate the Payroll Officer to
range 18 is made based on the above requirements and discussed below
Duties and Responsibilities Duties and responsibilities
have previously been mentioned and are specifically enumerated on
the attached class specification.
Factoring Analysis The standard factoring system developed
by the U S Civil Service Commission was utilized using the 12
categories of criteria Pay range 18 was indicated by the
factoring analysis
Similar City Classifications Compar sons to other
positions within the City classes were m de ane Cable TV
Coordinator and Office Engineer allocated at ra.Lge 18 are
comparable to the Payroll Officer All are responsible for a wide
scope of independent projects in their respective fields All
function under limited supervision; perform responsible
administrative work; work independently; exercise judgment;
resolve non - routine problems; make non - routine decisions; carryout
detailed assignments; work with the public, City personnel and
other business employees; perform research analysis and prepare
reports; and supervise support staff
Availability The availability of skilled individuals to fill
this position is slightly limited as it requires experience in the
payroll field, plus a background in supervision To obtain
skilled applicants, we could draw from Yakima County or statewide,
where applicants would have the necessary knowledge, skills and
experience to perform the duties of the position
Prevailing Rates (Local) There were two local businesses
that had positions similar and they are listed below
Yakima School District $2,634 - $3,229
Boise Cascade $2,333 - $3,333
Prevailing Rates (Similar Jurisdictions) The 17
municipalities with which we standardly compare ourselves were
contacted and included Auburn, Bellingham, Bremerton, Edmonds,
Everett, Kennewick, Kent, Longview, Lynnwood, Olympia, Pasco,
Renton, Redmond, Richland, Vancouver, Walla Walla, as well as
Yakima County Most of these jurisdictions did not have positions
which were matches to the Payroll Officer Only two of the
jurisdictions had positions with duties and responsibilities
similar to the Payroll Officer which can be used as comparables
and are listed below
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Jurisdiction Monthly Sa
Kennewick 2,228 - 2,763
Bellevue 2,489 - 3,232
Kent 2,441 - 2,968
Average Salary of Local Businesses 2,484 - 3,281
Average Salary of Comparable Jurisdiction 2,386 - 2,988
Average Salary of Local Businesses
and Comparable Jurisdictions 2,425 - 3,105
City of Yakima proposed salary 2,397 - 2,879
FINANCIAL POLICY AND ZCONOMIC CONSIDEAATiONS: This is the
final consideration made in recommending the compensation level for the
Payroll Officer Because of the classification review which was
completed in 1979, considerable emphasis should be placed on the
factoring analysis and comparison with City positions
The foregoing establishes the background data necessary to recommend a
level of compensation for Payroll Officer It is my recommendation that
the Payroll Officer be allocated to range 18 ($2397- $2879)per month
In addition, it is my recommendation that the incumbent, Shirley
Loveland, be reclassified without competition as she has permanent
status, meets the minimum requirements and has been performing the
duties for over six months as provided in Chapter IV, Section D -3 of the
Civil Service Rules
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CITY OF YAKIMA
CLASS SPECIFICATION
[CODE. 2313 TITLE PAYROLL OFFICER Est. 1/91
DEFINITION Under limited supervision, is responsible for the complete operation of the
payroll system for the City Performs complex, highly responsible and independent work in
interpretation/implementation of labor contracts and federal/state laws and regulations.
Independently makes responsible decisions, resolving problems and interpreting guidelines,
regulations and policies.
DUTIES
Organizes, maintains and processes the payroll for the City Ensures all contracts, pay
ordinances, administrative guidelines, federal and state laws are implemented and correctly
adhered to as they pertain to payroll. Processes personnel action forms, ensures the accuracy of
information, adjusts payroll master to reflect new hires, terminations, changes, transfers and
other related changes. Responsible for withholding accurately on garnishments, excessive leave
balances and other necessary adjustments or withholdings/deductions.
Reconciles payroll to budget (labor) distribution Prepares and issues warrants for payroll
contributions such as credit union, retirement, various benefits along with required transmittal
forms Prepares and submits a variety of quarterly and year -end reports to various regulatory
agencies such as Internal Revenue Service, Employment Security Department, etc., in a timely,
.111) accurate manner to avoid financial and legal penalties.
Trains and instructs all City timekeepers on payroll policies and procedures to ensure efficient.,
accurate timekeeping Answers payroll inquiries on timekeeping and payroll processing
procedures. Recommends the adoption of new payroll policies as needed. Coordinates payroll
activities with other City divisions, employees, benefit administrators, union representatives and a
variety of state and federal officials.
Maintains earnings registers for City pensioners, tax deposits, quarterly reports, yearly reports
and W -2P's. Ensures pension payrolls are produced and deposited/mailed in a timely manner
Answers payroll (pension) questions regarding earnings and withholdings.
Works closely with Personnel staff regarding contract interpretations, salary changes, new hires,
transfers and terminations, preparation of various personnel and financial reports, etc.
Maintains all reports and payment of premiums for medical, dental and life insurances. Works
closely with Information Systems regarding changes affecting payroll. Ensures accuracy and
confidentiality of payroll records/reports.
Performs payroll audits and routine checks to ensure accuracy and validity of payroll records.
Regularly evaluates payroll policies and procedures, recommends and implements
improvements
Maintains good communication with employees, agencies and management. Handles sensitive
and confidential situations, including retirement, terminations, 'garnishments, wage
assignments and payroll deductions. Responds to inquiries from employees, pensioners, other
agencies, etc.
CSPECS -A32
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Maintains knowledge of and implements legal regulatory or contracted changes effecting the
payroll system Troubleshoots and solves problems by identifying possible errors or negative
consequences of system modifications.
Attends and participates in various planning and evaluation meetings concerning the payroll
system and other compensation related matters.
Trains assigned staff in payroll procedures. Assigns and oversees daily work. Provides
performance appraisal recommendations. Brings disciplinary problems to the attention of the
manager Participates in the hiring and selection of support staff.
Performs other related duties.
MAJOR WORKER CHARACTERISTICS. Knowledge of: technical, financial or payroll
principles, theories and concepts; report requirements of federal and state governments pertaining
to payroll and pensions; and of departmental practices and procedures, applicable union contracts;
data processing applications pertaining to payroll system. Ability to: read, interpret, apply and
explain laws, codes, rules, regulations, policies and procedures; work independently with self -
direction, establish and maintain cooperative, effective working relationships with City
employees, public and employees of State and Federal agencies; plan and organize time and work
to meet deadlines, give substantial attention to details, be accurate and thorough, work under
pressure, operate computer terminals and related office equipment, supervise and train staff;
analyze situations and adopt an effective course of action, prepare and maintain a variety of
records.
UNUSUAL WORKING CONDITIONS. Work with the public and employees, some of whom may
be upset, irate or disturbed. Frequent extension of work day to meet required deadlines.
•
LICENSES. REGISTRATION AND CERTIFICATE. A valid Washington State Driver's License a
is desirable.
youmaa CLASS REQUIREMENTS; Any combination of education or experience equivalent to
an AA degree in Accounting, plus four years experience in full- charge bookkeeping with
computerized payroll responsibility, which includes multi -union contracts and considerable
experience in public and personnel contacts.
0
CSPECS -A33
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