HomeMy WebLinkAbout1989-3180 CLASSIFICATION & COMPENSATION PLAN ` '
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ORDINANCE NO. `^ ~^ `^
AN ORDINANCE relating to City personnel; adopting a classification and
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compensation plan for City employees to be effective July 9,
1989, amending Subsections 2,20.100 A, 2.20.100 C, 2.20.110 A,
and Subsection 2.20.11D F, all of the City of Yakima Municipal
Code.
BE IT ORDAINED BY THE CITY OF YAKIMA.
Section l. Subsection 2.20.100 A of the City of Yakima Municipal Code
is hereby amended to read as follows:
"2.20.100 Classification Plan.
A. Plan Adopted. A classification plan for city employees is
hereby adopted to be effective July 9, 1989, which plan shall consist of
the various following subsections of this section."
Sect ion 2. Subsections 2.20.100 C of the City of Yakima Municipal Code
is hereby amended to read as follows:
"2.20.100 Classification Plan.
1111 C. CiVil 3erViC� Cl����s
Class Class
No. Title (Pay Range)
2000 Administrative & Fiscal Technical Group
2100 Data Processing Series
2101 Computer Programmer (R 13.51
2103 Programmer Analyst (R 16,9)
2104 Senior Analyst (R 19.0)
2105 Computer Operator/Programngr (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 12.9)
2223 Charter Civil Service Secretary/Chief Examiner (CCS) (R 16.0\
2225 Police and Fire Secretary/Chief Examiner
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 Conumunity Programming Assistant (R 9.5)
2281 Administrative Assistant to the Director of
Public Works (R 16,5\
2300 Fiscal Series
2310 Grant Coordinator (R 15.0\
2811 Accountant (R 19,0
2312 Accounting Technician (R 12.5
2313 Financial Coordinator (R 19.0)
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)
3130 Office Engineer (R 18,0\
S 3l4l Construction Engineer (R 19,0)
P[R5lX Yl -1-
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3200 Electrical Engineering Series
3300 Planning Series
3311 Assistant Planner (R 16,5 111
3321 Associate Planner (R 19.0)
3]]1 Supervising Associate Planner (R 20.0\
4000 Engineering, Planning & Inspection Technical Group
4100 Civil Engineering Technical Series
4]]1 Engineering Aid (R 9.5)
4121 Engineering Technician ] (Design) (R 13.0)
4125 Engineering Technician ]l (R 16.5)
4131 Engineering Technician ] (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 l (R 14.0)
4222 Signal/Electrical Technician [[ (R 16.0)
4223 Signal/Electrical Technician [l] (R 17.5
4231 Signal/Electrical Supervisor (R 19.0)
4232 Traffic Operations Supervisor (R 21,0) 4111 4240 lnstrument Technician (R lM.0)
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12,0\
4421 Code Inspector (R 17.0\
4500 Electronics Technical Series
4921 Electronics Technician
4600 Traffic Technical Series
4611 Traffic Aid (R 9.5)
4621 Traffic Technician l (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 9.0)
5122 Housing Rehabilitation Specialist l (R 13.0)
5123 Housing Rehabilitation Specialist [l (R l4.5\
1110 ` ' �
5124 Housing Rehabilitation Specialist III (R 10.9)
5130 Home Remodeling Technician (R 12.5
5131 Home Remodeling Supervisor (R 14'9l
5151 Housing Loan Specialist (R 12.0\
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)
5271 Parks and Recreation Administrative Specialist (R 16.5)
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5000 Public Protection Group
6100 Police Protection Series
6121 Police Officer
6124 Police Sergeant
6126 Police Lieutenant
8127 Police Captain 1 110
6190 Police Chief
PERSIX Y2 -2-
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6200 Police Support Series
1111 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)
6260 Police Cadet (R 5.0)
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
1111 6400 Fire Support Series
6411 Fire Dispatcher
6425 Alarm Supervisor
6440 Secretary I
6441 Secretary II
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)
1111 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
/311 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)
* Retained for Police Pension Purposes
PERSIX Y3 -3-
7600 Duplicating Series
7611 Offset Duplicating Machine Operator (R 7.0)
8000 Maintenance and Crafts Group
8100 Maintenance and Crafts Supervision Series
8111 Park Supervisor 1 (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)
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 14.5)
8200 Mechanical Repair Series
8203 Fleet Maintenance Attendant (R 10.5)
8204 Vehicle Maintenance Attendant (R 10.0)
8211 Mechanic I (R 13.5)
8212 Mechanic 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)
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)
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8335 Water Treatment Plant Supervisor (R 18.5)
8400 Equipment Operation Series
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)
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)
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8652 Concrete Specialist II (R 14.5\
8663 Traffic Sign Specialist (R 13,5
8671 Irrigation Specialist l (R 10'5
111/ 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 T (R 10.5)
8712 Street Maintenance Specialist l{ (R 12.5)
8713 Street Maintenance Specialist III (R 14.5\
8721 Street Cleaning Specialist [ (R 10.5
8722 Street Cleaning Specialist II (R 12.5)
8731 Sewer Maintenance Specialist l (R 10.5
8732 Sewer Maintenance Specialist l{ (R 12.5)
8733 Sewer Maintenance Crew Leader (R 14.5)
8741 Waterworks Specialist l (R 10.5
8742 Waterworks Specialist II (R 12.5)
8743 Waterworks Specialist III (R 13,5)
8800 Parks Maintenance Series
8820 Park Caretaker (R 6,5)
8821 Park Specialist l (R 9.5)
8822 Park Specialist II (R 10.5
��m� 8823 Park Specialist III (R 12.5\
9000 Temporary Work Group
9100 City Work Series
9111 City Worker [
9112 City Worker l{
9113 City Worker III
9114 City Worker IV
3121 Trolley Operator"
Section 3. Section 2.20,110 of the City of Yakima Municipal Code is
hereby amended to read as follows
"2,20.110 Compensation Pl8n, 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 July 9,
1989. The pay rates shall constitute full compensation for those employees
0 with a work week of forty hours as set out in other sections of this cVde.
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 4. Sub-Section 2.20.110 F. of the City of Yakima Municipal Code
is hereby amended to read as follows
PERSIX Y5 -5-
F. Civil Service Classes
Pay Class Allocated
Range A B C D E Code Classes
1 110 1019.18 1067.71 1111.05 1161.31 1209.84
HR 5.88 6.16 6.41 6.70 6.98
1.5 MO 1043.45 1083.31 1138.78 1185.58 1235.84
HR 6.02 6.25 6.57 6.84 7.13
2 MO 1067.71 1111.05 1161.31 1209.84 1261.84 8610 Labor Helper
HR 6.16 6.41 6.70 6.98 7.28
2.5 MO 1083.31 1138.78 1185.58 1235.84 1287.84
HR 6.25 6.57 6.84 7.13 7.43
3 MO 1111.05 1161.31 1209.84 1261.84 1320.77
HR 6.41 6.70 6.98 7.28 7.62
3.5 MO 1138.78 1185.58 1235.84 1287.84 1348.51
HR 6.57 6.84 7.13 7.43 7.78
4 MO 1161.31 1209.84 1261.84 1320.77 1379.71
HR 6.70 6.98 7.28 7.62 7.96
4.5 MO 1185.58 1235.84 1287.84 1348.51 1410.91 8511 Custodian
HR 6.84 7.13 7.43 7.78 8.14
5 MO 1209.84 1261.84 1320.77 1379.71 1447.31 6260 Police Cadet
HR 6.98 7.28 7.62 7.96 8.35
5.5 MO 1235.84 1287.84 1348.51 1410.91 1475.04 7511 Data Entry Operator I
HR 7.13 7.43 7.78 8.14 8.51 7121 Department Assistant I
5201 Golf Starter
6251 Police Department Assistant I
6 MO 1261.84 1320.77 1379.71 1447.31 1511 44
HR 7.28 7.62 7.96 8.35 8.72
6.5 MO 1287.84 1348.51 1410.91 1475.04 1544.37 2315 Cashier
HR 7.43 7.78 8.14 8.51 8.91 7122 Department Assistant I I
8820 Park Caretaker
6252 Police Department Assistant II
5234 Recreation Leader
7110 Senior Center Clerk
7 MO 1320.77 1379.71 1447.31 1511.44 1577.30 5267 Aquatic Leader
HR 7.62 7.96 8.35 8.72 9.10 7512 Data Entry Operator II
7611 Offset Duplicating Machine
Operator
7.5 MO 1348.51 1410.91 1475.04 1544.37 1611.97
HR 7.78 8.14 8.51 8.91 9.30
8 MO 1379.71 1447.31 1511.44 1577.30 1646.64 7131 Word Processing Typist
HR 7.96 8.35 8.72 9.10 9.50
8.5 MO 1410.91 1475.04 1544.37 1611.97 1691.70 2316 Accounting Clerk II
HR 8.14 8.51 8.91 9.30 9.76 8541 Building Maintenance Specialist
7123 Department Assistant III
6610 Parking Checker
6253 Police Department Assistant III
8612 Transit Service Worker
9 MO 1447.31 1511.44 1577.30 1646.64 1728.10 2106 Computer Operations Assistant
HR 8.35 8.72 9.10 9.50 9.97 5121 Housing Rehabilitation Assistant
8611 Laborer
PERSIX Y6 -6-
.
,
Pay Class Allocated
0 Range A 8 C 0 E Code Classes
9.5 MO 1475.04 1544.37 1611,97 1691,70 1762.77 6510 Animal Control Officer
HR 8.51 8~91 9.30 9.76 10.87 2253 Community Programming Assistant
4111 Engineering Aid
8821 Park Specialist l
6611 Parking Checker (Lead)
4611 Traffic Aid
8041 Refuse Helper
10 MO 1511,44 1577,30 1640.64 1728.10 1800.90 8204 Vehicle Maintenance Attendant
HR 8.72 9.10 9.50 9.97 10.39 7311 Water Service Representative [
10.5 MO 1544.37 }6}1.97 1691.70 1762.77 1845.98 6511 Animal Control Officer (Lead)
HR 8.91 9.30 9.76 10.17 10.65 8213 Automotive Storekeeper
2105 Computer Operator/Programmer
7124 Department Assistant IV
7140 Deputy City Clerk
8421 Equipment Operator I
8203 Fleet Maintenance Attendant
8242 Industrial Maintenance Worker
8671 Irrigation Specialist [
�8320 LabVratOry Ass1stant
8822 Park Specialist l[
6254 Police Department Assistant IV
8731 Sewer Maintenance Specialist I
8681 Storekeeper
8721 Street Cleaning Specialist l
8711 Street Maintenance Specialist I
8410 Transit Operator
8631 Utility Worker
7312 Water Service Representative [l
8311 Wastewater Treatment Plant
Operator I
8331 Water Treatment Plant
Operator l
8741 Waterworks Specialist [
11 MO 1577.30 1646,64 1728.10 1800.90 1887.55 2211 Legal Assistant
HR 9,10 9.50 9.97 10.39 10.89 4211 Traffic Signal Aide
11.5 MO 1611.97 1691,70 1762.77 1845.96 1930.90 8518 Building Superintendent
HR 9.30 9.76 10.17 10.65 11.14 8621 Monument Setter
8322 Pre-Treatment Technician
8433 Refuse Crew Leader
8411 Transit Dispatcher
7313 Water Service Representative l[[
12 MO 1646.54 1728.10 1800,90 1887,56 1974.23 8422 Equipment Operator [[
HR 9.50 9.97 10.39 10.89 11,39 5151 Housing Loan Specialist
8672 Irrigation Specialist II
4410 Code Inspection Trainee
12.5 MO 1691.70 1762.77 1845.96 1930.90 2021,03 2312 Accounting Technician
HR 9.76 10,17 10.05 11,14 11.68 2231 Buyer
5254 Athletic Coordinator
5130 Home Remodeling Technician
8823 Park Specialist III
2221 Personnel Technician
6231 Police Services Dispatcher
5255 Recreation Coordinator
8732 Sewer Maintenance Specialist II
8722 Street Cleaning Specialist II
8712 Street Maintenance Specialist [{
�
8312 Wastewater Treatment Plant
Operator II
8332 Water Treatment Plant
Operator l[
8742 Waterworks Specialist II
PERSIX Y7 -7-
. ,
Pau Class Allocated
Range A B C D [ Code Classes
----- -----' ----' 1110
13 MO 1728.10 1800,90 1887.56 1974.23 2062,63 4121 Engineering Technician I
HR 9.97 10.39 18.89 11,39 11.90 (Design)
4131 Engineering Technician [
(Survey)
5122 Housing Rehabilitation
Specialist l
8111 Park Supervisor l
4621 Traffic Technician [
13.5 MO 1762,77 1845,96 1930.00 2021,03 2114.63 2252 Community Programming
HR 10.17 10,65 11.14 11.66 12.20 Coordinator
2101 Computer Programmer
8651 Concrete Specialist l
6211 Identification Technician
8211 Mechanic [
8663 Traffic Sign Specialist
8251 Waterworks Device Technician
8743 Waterworks Specialist III
14 MO 1800.90 1887.56 1974.23 2062.63 2157.96 8116 Cemetery Supervisor
HR 10.39 10.89 11.39 11.90 12.45 8423 uipment Operator III
4110 -` -,
8221 Machinist
8115 Park Maintenance Supervisor
6242 Police Records Supervisor *
4221 Signal/Electrical Technician I
14.5 MO 1845.96 1930.90 2021.03 2114.63 2206.49 8652 Concrete Specialist II
HR 10.65 11.14 11.66 12,20 12,73 5131 Home Remodeling Supervisor
5123 Housing Rehabilitation
Specialist [[
8241 Industrial Maintenance Mechanic
8673 Irrigation Crew Leader
8212 Mechanic I[
8733 Sewer Maintenance Crew Leader
8701 Street Inspector
8713 Street Maintenance Specialist III
8191 Transit Operations Supervisor
8313 Wastewater Treatment Plant
Operator III
15 MO 1887.56 1974.23 2062,53 2157.96 2260.22 2310 Grant Coordinator
MR 10,89 11'39 11.90 12.45 13,04 2313 Financial Coordinator
1110 8l7l Waterw0rkS 3WperYisor l
15.5 MO 1930.90 2021.05 2114.53 2206.49 2313.96 8321 Laboratory Technician
HR 11,14 11.66 12.20 12.73 13,35 8151 Traffic Sign Supervisor
8314 Wastewater Treatment Plant
Chief Operator
8333 Water Treatment Plant
Chief Operator
16 MO 1974.23 2062.63 2157,96 2260,22 2360.75. 2223 Charter Civil Service Secretary/
HR 11.39 11,90 12.45 13,04 13'62 Chief Examiner
5241 Police Information Specialist
4240 Instrument Technician
4222 Signal/Electrical Technician [[
* Retained for Police Pension Purposes
PERSIX Y8 -8-
Pay Class Allocated
ma Range A B C D E Code Classes
16.5 MO 2021.03 2114.63 2206.49 2313.96 2421.42 2261 Administrative Assistant to the
HR 11.66 12.20 12.73 13.35 13.97 Director of Public Works
5266 Aquatics Program Supervisor
3311 Assistant Planner
2242 Customer Relations Coordinator
4125 Engineering Technician II
5124 Housing Rehabilitation
Specialist III
8161 Irrigation Supervisor
5271 Parks and Recreation
Administrative Specialist
2103 Programmer Analyst
5244 Recreation Program Supervisor
8121 Refuse Supervisor
4622 Traffic Technician II
17 MO 2062.63 2157.96 2260.22 2360.75 2473.42 4421 Code Inspector
HR 11.90 12.45 13.04 13.62 14.27 4141 Construction Inspector
4133 Engineering Technician III (Survey)
4134 Engineering Technician III (Design)
17.5 MO 2114.63 2206.49 2313.96 2421.42 2532.35 4223 Signal /Electrical Technician III
HR 12.20 12.73 13.35 13.97 14.61
18 MO 2157.96 2260.22 2360.75 2473.42 2591.28 2251 Cable Television Coordinator
HR 12.45 13.04 13.62 14.27 14.95 8181 Equipment Maintenance Supervisor
8245 Industrial Maintenance Supervisor
3130 Office Engineer
8134 Sewer Maintenance Supervisor II
8172 Waterworks Supervisor II
18.5 MO 2206.49 2313.96 2421.42 2532.35 2655.42 8117 Parks Operations Supervisor
HR 12.73 13.35 13.97 14.61 15.32 8132 Wastewater Treatment Plant Process
Control Supervisor
8335 Water Treatment Plant Supervisor
19 MO 2260.22 2360.75 2473.42 2591.28 2712.61 2311 Accountant
HR 13.04 13.62 14.27 14.95 15.65 3321 Associate Planner
3141 Construction Engineer
3112 Engineering Associate
2104 Senior Analyst
8141 Street Supervisor
4632 Traffic Associate
4231 Signal /Electrical Supervisor
19.5 MO 2313.96 2421.42 2532.35 2655.42 2776.75
HR 13.35 13.97 14.61 15.32 16.02
20 MO 2360.75 2473.42 2591.28 2712.61 2837.41 2314 Budget Analyst
HR 13.62 14.27 14.95 15.65 16.37 2220 Deputy Personnel Officer
3331 Supervising Associate Planner
20.5 MO 2421.42 2532.35 2655.42 2776.75 2906.74
HR 13.97 14.61 15.32 16.02 16.77
21 MO 2473.42 2591.28 2712.61 2837.41 2970.88 3120 Supervising Sanitary Engineer
HR 14.27 14.95 15.65 16.37 17.14 4232 Traffic Operations Supervisor
21.5 MO 2532.35 2650.22 2775.01 2906.74 3038.47
HR 14.61 15.29 16.01 16.77 17.53
1' 1
111/
PERSIX Y9 -9-
Section 5. 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.
_F
PASSED BY THE CITY COUNCIL, signed and approved this i day of
1989.
ATTEST: Mayor City Clerk
Publication Date JUN 0 9 1989
Effective Date 11370919139
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PERSIX Y10 -10-
M E M O R A N D U M
4110 August 19, 1988
TO: The Honorable Mayor and Members of the City Council
FROM: Diana Alliston, Secretary /Chief Examiner
SUBJ: Parks Operations Supervisor Classification Recommendation
The following report summarizes the findings of the classification study
for Parks Operations Supervisor. The classification study has included
interviews with the Director of Public Works, comparsions to comparable
positions in other jurisdictions and positions in the City of Yakima's
classification structure, as well as conducting a factoring analysis.
Allocation to pay range 18.5 ($2206 - $2655) is recommended based on the
following data.
DUTIES: Reviews all Parks Maintenance work projects upon completion.
This will require some daily review, some weekly review, and for major
• projects, review may be during and after a period of months. These
projects may include ground care, plumbing, litter control, irrigation,
mowing, edging, fertilization, ballfield maintenance, pest and weed
control, sprinkler installation, painting, carpentry, custodial
maintenance, sport lighting systems, picnic facilities, tennis courts,
playgrounds, sports fields, tree work, planting, pruning, tree removal,
pumps, trucks, tractors, electrical, restrooms, and other parks - related
maintenance activities. Establishes priorities for various activities
such as mowing, irrigation, repair, painting and clean -up on a daily
basis and schedules crew activities for accomplishment of these varied
maintenance tasks. Makes recommendations to the Parks & Recreation
Manager relative to needed major repairs and /or capital improvements.
Prepares plans for minor park improvements and procures material
estimates as well as establishing time estimates for accomplishing these
projects. This type of activity can be anticipated on a weekly or
monthly basis, depending on the size of the project. This position will
see that special projects assigned by the Parks and Recreation Manager
are completed in a proper and timely manner. Special assignments can be
anticipated on a weekly or daily basis. Assists the Parks and
Recreation Manager in short and long range planning for City -wide parks
and cemetery systems.
This person will be responsible for interviewing applicants for
maintenance positions for various parks operation positions and will
make recommendations to the Parks and Recreation Manager for hire. This
person may be the sole interview contact for many temporary positions.
This person will check references of these proposed personnel and see
that the proper paperwork is provided to the Public Works payroll person
for hiring, timekeeping and seasonal layoffs. Takes direct action or
makes recommendations in personnel matters such as evaluations,
training, discipline and termination.
W13 Al
4111
This person will prepare material lists for a wide variety of parks
maintenance items and prepare specifications necessary for purchase of
these items, if necessary. Specifications prepared for materials
include: type of wire and poles necessary for fence replacement;
backstop replacement; types of fertilizers or herbicides to be used in
parks upkeep; roofing replacement; piping and hardware for sprinkler
system repair, and a myriad of other parks maintenance supplies and
materials. This person will prepare daily purchase requisitions for
many of these items to ensure that Parks Maintenance employees are
supplied with the proper materials, chemicals and equipment to
accomplish their daily tasks.
This person will make regular inspection tours of all parks areas and
facilities. For some special projects, these tours may be made on a
daily basis but it is expected that this person will inspect all active
parks on a weekly basis or some specific schedule as agreed upon with
the Parks and Recreation Manager. As a result of these inspection
tours, this person shall adjust schedules and maintenance activities as
necessary for proper maintenance of the City parks. This person will
make recommendations to the Parks Manager for additional needed
facilities, manpower or program changes.
The Parks Operation Supervisor will assume total supervision of
maintenance staff in the absence of other Parks Supervisors. This
person may act for the Parks and Recreation Manager in maintenance
operations if so assigned by the Manager in his absence.
This individual will participate in the planning of new irrigation
systems and improvements of old systems. This activity may involve
design and layout supervision as well as inspection and supervision of
installation procedures.
This person will work daily with the Parks Supervisors to ensure that
equipment repairs and maintenance are accomplished promptly and will
make sure that tools, equipment and chemicals are ready and provided for
use as needed by field crews.
This person will be responsible for coding all daily purchases to ensure
that accurate annual cost accounting is kept for all parks operations
including assignment of expenses to various parks or activities.
This person will keep records of costs of personnel, operation,
maintenance and equipment upkeep. This will include making sure that
proper categories are available for timekeeping that will allow division
of time and equipment costs and allocation to various programs and
parks.
This person will assist in the preparation of the annual budget by
providing the Parks and Recreation Manager with detailed analysis of
expenditures and revenues needs, as well as projecting needs for
operation and maintenance activities. This person will work closely
with and assist the Parks and Recreation Manager in preparing the annual
budget and preparing work reports and analysis of maintenance
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operations. This person will be expected to provide detailed breakdowns
of how time, materials and equipment were allocated and this person will
be expected to propose recommendations for annual and future maintenance
needs.
This person may meet with the Parks & Recreation Commission as an
assistant to the Parks and Recreation Manager when requested at regular
meetings. This person will make reports as required by the Manager in
support of proposals relative to the maintenance and operation efforts
as well as various improvement projects. This person will coordinate
closely with the Parks and Recreation Manager relative to Commission
reports but may be expected to independently develop presentations with
general review by the Parks and Recreation Manager.
This person will coordinate city repairs and maintenance with private
contractors. He /she will coordinate with other city divisions regarding
shared use of equipment; exchange of ideas; and cross- training of
personnel. He /she will coordinate and monitor contract agreements for
services provided by outside firms. He /she will assure compliance with
contract terms and established city policy.
This person will respond to public inquiries, complaints and emergencies
and take or direct remedial action.
This person will establish and enforce safety rules; hold meetings;
conduct safety inspections of facilities, work sites, crews and
equipment. He /she will ensure all safety equipment is available and in
good condition. He /she will eliminate potential hazards and investigate
accidents.
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 Parks Operations
Supervisor to range 18.5 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. To analyze comparability, a
factoring analysis was conducted, which indiated range 18.5 as
appropriate. Comparisons to other positions within the City Civil
Service classes were made and the WWTP Process Control Supervisor
allocated at range 18.5 is comparable to the Parks Operations
Supervisor. Both are professional level positions in their
respective fields and both perform a wide scope of responsibilities
in a variety of administrative functions requiring a significant
body of knowledge. Both function under limited supervision,
exercise considerable judgement, but have varying responsibilities
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410
in their specialized areas. Both supervise operational and
maintenance of approved work and schedule crew activities.
Availability: The availability of skilled individuals to fill
this position is limited as it requires extensive experience in the
Parks & Recreation field, plus a background in interviewing,
supervising, purchasing and budgeting. To obtain skilled
applicants, we would have to draw from our own Parks Division or
from other Parks & Recreation departments where applicants would
have the necessary knowledge, skills and experience to perform the
duties of the position.
Prevailing Rates (Local): There are no positions in the parks and
recreation field locally which are comparable to the proposed
classification. Yakima County has a Parks Maintenance and
Operations Manager which is very similar but does not match the
Parks Operations Supervisor because it is a working supervisor,
who weekly performs the duties with the maintenance staff.
Prevailing Rates (Similar Jurisdictions): The 15 municipalities
with which we standardly compare ourselves to were contacted and
included: Auburn, Bellingham, Bremerton, Edmonds, Kennewick, Kent,
Longview, Olympia, Renton, Richland, Vancouver, Walla Walla, Pasco,
and Redmond, as well as Yakima County. In most cases, there were
no jurisdictions which had positions which were matches to Parks
Operation Supervisor. In most of the jurisdictions, the positions
had responsibilities similar to the Parks Operation Supervisor and
can be used as comparables. The comparables generally did not have
anything to do with irrigation and did not meet with the Parks and
Recreation Commission. The comparables are listed below. The
other jurisdictions did not have matches mainly because they were a
part of the administrative management staff or they performed other
technical duties.
Jurisdiction Monthly Salary
Bremerton 2113 - 2583
Edmonds 2296 - 2807
Longview 2404 - 2988
Olympia 2379 - 2892
Redmond 2680 - 3,191
Renton 2479 - 3017
Richland 2200 - 2600
Vancouver 2144 - 2736
Walla Walla 1830 - 2336
Pasco 2000 - 2206
Average salary of compariables 2252 - 2736
City of Yakima proposed salary 2206 - 2655
Financial Policy and Economic Considerations: This is the final
consideration made in recommending the compensation level for the Parks
Operations 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 Parks
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4110
Operation Supervisor was factored with the City's standard system and
factored to a pay range of 18.5.
• The foregoing establishes the background data necessary to recommend a
level of compensation for Parks Operations Supervisor. The substantial
data is the comparsion to other City positions along with the factoring
analysis which indicate range 18.5 as appropriate.
Based upon the foregoing, it is my recommendation that Parks Operations
Supervisor be allocated to range 18.5 ($2206 - $2655) per month.
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CITY OF YAKIMA
CLASS SPECIFICATIONS
CODE: TITLE: Parks Operations Supervisor 8 88
DEFINITION: Under the limited supervision of the Parks and Recreation Mana
supervises development, maintenance and operation of the Parks
Division.
DUTIES
Reviews all Park Maintenance work projects upon completion. This will require some
daily review, some weekly review and for major projects, review may be during and
after a period of months. Establishes priorities for various activities and makes
recommendations to the Parks and Recreation Manager relative to needed major repairs
and /or capital improvements.
Prepares plans for minor park improvements and procures material estimates as well as
establishes time estimates. Assists the Parks and Recreation Manager in short and
long range planning for city -wide parks and cemetery systems.
Interviews maintenance applicants, checks references, makes recommendations to the
Parks & Recreation Manager for hire, and sees that the proper paperwork for hiring,
timekeeping and seasonal layoffs is submitted. Takes direct action or makes recom-
mendations in personnel matters such as evaluation, training, discipline and ter-
mination.
Prepares material lists and specifications necessary for purchasing maintenance eq
went and supplies. Prepares daily purchase requisitions for many of the supplie
ensure that Parks maintenance employees are supplied with the proper materials, chem-
icals and equipment.
Coordinates city repairs and maintenance with private contractors. Coordinates with
other city divisions regarding shared use of equipment; exchange of ideas; and
cross- training of personnel; coordinates and monitors contract agreements for services
provided by outside firms; assures compliance with contracts and established city
policy.
Makes regular inspection tours of all park areas and facilities. Adjusts schedules
and maintenance activities as necessary for proper maintenance of City parks. Makes
recommendations for changes in methods of operation and materials used.
Assumes direct supervision of maintenance staff in the absence of Park Supervisors.
May act for the Parks & Recreation Manager in maintenance operations if so assigned.
Will participate in the planning of new irrigation systems and improvements of old
systems. This may involve design, layout, inspection and installation supervision.
Codes all daily purchases to ensure that accurate annual cost accounting is kept
all parks operations including assignment of expenses to various parks or activi
Keeps accurate records of costs of personnel, operation and maintenance of all equip-
ment.
Assists in the preparation of the annual budget. Provides detailed breakdowns of how
time, materials and equipment were allocated. Proposes recommendations for annual and
future maintenance needs.
CLSPC -846
4110
Ensures that equipment repairs and maintenance are accomplished promptly. Ensures
111, that tools, equipment and chemicals are ready and provided for use as needed by field
crews.
Responds to public inquiries, complaints and emergencies and takes a direct remedial
action.
Meets with the Parks and Recreation Commission as an Assistant to the Parks and Rec-
reation Manager when requested at regular meetings.
Establishes and enforces safety rules; holds safety meetings; conducts safety in-
spections of facilities, work sites, crews and equipment. Ensures all safety equip-
ment is available and in good condition. Eliminates potential hazards and inves-
tigates accidents.
Performs related work as required.
MAJOR WORKER CHARACTERISTICS: Knowledge of. modern horticultural practices in rela-
tion to Parks; all types of equipment used in parks, golf course, cemetery and swim-
ming pool maintenance; principles of modern supervisory practices; budgets and budget
preparation. Ability to: plan, schedule and assign work; maintain good public rela-
tions with all segments of the public; work independently, perform effectively under
adverse and stressful conditions; identify and analyze a problem and render a timely,
4111 appropriate judgement or decision; communicate effectively, both orally and in writ -
ing.
UNUSUAL WORKING CONDITIONS: Exposure to extremes of weather, herbicides, pesticides.
LICENSES, REGISTRATION AND CERTIFICATE: Must be bondable; must immediately obtain and
maintain a valid Washington State Driver's License; a basic First Aid certificate.
MINIMUM CLASS REQUIREMENTS Any combination of education or experience equivalent to
six years of progressively responsible park work specializing in park maintenance,
operation or planning, which includes a minimum of two years in a supervisory capa-
city.
CLSEC -B47
4111
CITY OF YAKIMA CIVIL SERVICE COMMISSION
COUNCIL CHAMBERS, CITY HALL
October 6, 1988 - 9:30 a.m.
REGULAR MEETING
AGENDA
1. Minutes of the July 7, 1988, regular meetings.
(Included in August Agenda Packet)
Old Business
2. None.
New Business
3. City proposed rule change to Chapter V, Section L,
2 - Removal From Register.
4. Ralph Javins' proposed rule change to Chapter
VIII, Section B - Performance Evaluation.
5. Ralph Javins' request for Commission action
regarding his performance evaluation.
6. Consideration of the allocation of the Irrigation
Supervisor.
7. Consideration of the allocation of the Irrigation
Crew Leader.
8. Revised class specification for Water Meter
410
Mechanic.
9. Consideration of the allocation of the Parks
Operation Supervisor. (Included in August Agenda
Packet)
10. Union proposed rule change to Chapter IV, Section
D.2 Administration.
11. Other Business.
CITY OF YAKIMA
CIVIL SERVICE COMMISSION
October 6, 1908
• M l N U T E S
The regular meeting of the City of Yakima Civil Service Commission
convened on this date at 9:30 a.m. In attendance were Commissioners
Clay Gerstenberger, Phil Posada and Tim Carlson, Secretary/Chief
Examiner Diana A]listom, Personnel Officer Archie Sutton, Employment and
Training Specialist Sheryl Smith, AFSCME Representative Ken Coffin and
AFSCME Local 1122 President Terry Wakefield. The minutes of the July 7,
1988 regular meeting were approved as written.
OLD BUSINESS
None.
NEW BUSINESS
The first item discussed was the City's proposed rule change to Chapter
5, Section L "Removal from the Register." Sutton explained that the
Police Department has had situations where a candidate did not pass the
background check, but could not be taken off the register because the
Civil Service Rules did not allow for it. Currently, the Police
4111 Department has a register with two names on it and neither candidate
passed the background check. The City and the Legal Department have
prepared a rule change that would solve the problem at hund. Coffin felt
the current register for Police Bilingual DA II should be revoked. He
also felt the job description should be modified to let an applicant
know they must pass a standard background check. Carlson felt the
phrase "standard background check" was vague and should have better
clarification. Pleas Green explained that a background check covers a
number of areas such as drugs, credit, history, emotional problems,
integrity, former employers, polygraph test and psychological
evaluation. Candidates are sent a letter explaining that they failed
the background check and what their rights of appeal are. It's
important that the Police Department have the ability to pass over
candidates who cannot pass the background check. Gerstenberger moved to
accept the proposed rule as written. Posada seconded the motion. A
vote was called. With Gerstenberger and Posada voting to approve the
motion and Carlson voting to disapprove the motion, the motion was
passed 2 to 1.
The next item discussed was Ralph Javins' proposed rule change to
Chapter 8, Section B. Javins explained that the consequences of Section
Bl that allows discipline for two successive personnel evaluations
— �"
indicating unsatisfactory or overall performance requires improvement is
not the same as the relief granted. In Section D an employee is allowed
to appeal any overall unsatisfactory performance evaluation, but not
requires improvement evaluations. Javins also explained that over a
long period of time he has received several "requires improvement"
MINUTE Cl
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evaluations. He felt they were controversial and that there had never
been an outside neutral third party review. He felt these evaluations #\
cost him promotions for which he is qualified and a cut in pay with no
legal recourse to appeal the evaluations. He handed out a letter sent
to him from the Director of Public Works which he feels had a 4 11/
detrimental effect. Carlson explained that he felt Javins could appeal
based on Chapter 9, Section F which states ... "any permanent employee
who is reduced, suspended, demoted or discharged may appeal such action
as provided in Chapter 10." Coffin felt Javins did point out an area in
the Civil Service Rules that is conflicting. He also felt that an
evaluation should be immediately appealable because over time employees
leave and people forget and it is hard to gather the information.
Carlson felt that Coffin had a point that over a period of time,
evidence is harder to gather, Carlson felt that if every factor that
leads to a negative in someone's personnel record is subject to appeal
to the Commission, they could be working full -time to settle disputes
between management and employees. Coffin feels the evaluation process .
should not be tied to the discipline process. The evaluation process
should be a communication tool between the supervisor and the employee
to assist the employee to perform better and more efficiently. He felt
that if an evaluation is going to be used as a reason for a disciplinary
action, they become written reprimands into the file. That is what an
unsatisfactory evaluation is and that what becomes appealable to the
Commission. The Union is not taking a position other than that the two
provisions need to be brought into line. If a "needs improvement"
evaluation can be cause for discipline, it should also be appealable or
if it's not appealable, it shouldn't be cause for discipline. Carlson 410
felt that employees have a right to appeal under the current rules.
Gerstenberger explained that the Civil Service Rules give an employee
the right to review, respond to and sign an evaluation for agreement or
disagreement. Coffin still felt there was a discrepency in the rules.
Javins explained that he had written objections to his eight "needs
improvement" evaluations and they had not been reviewed or given a
judgment as to whether the claimed act did or did not occur. Carlson
asked if everyone agreed that the question is "when do you have a right
to a hearing before this Commission ". Carlson feels the time is when
the employee is disciplined, reduced, etc. as explained in the rules.
He explained to Javins that he is currently able to appeal under the
Civil Service Rules. The Commission took no action on Ralph Javins'
request which is a fo nn of denial.
The next item discussed was the Union's proposed rule change to Chapter
4, Section 02, retroactive pay. Vanek explained that he wrote a
memorandum which was included in the agenda packet addressing the
proposed rule change. The proposed rule would give a person who applies
for reclassification retroactive pay back to 90 days after the reclass
was submitted. Vanek felt that the sole authority to set wage rates and
the times they are effective is left up to the City Council with the
Civil Service Commission being able to make recommendations. Carlson
clarified that the Commission function is at this point merely to make
recommendations to the City Council regarding salaries. Carlson felt
that the Commission has the authority to recommend retroactive pay to
the Council. Vanek felt this would create a false expectation on the
part of the employee who reads the Civil Services rules without the
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interpretation of the Charter in it. Coffin explained that the rule
would apply whether it was for a pay increase or decrease. He felt that
City Council approves an ordinance which puts a position in a pay range.
����N The City Council does act upon a level of pay an individual receives
—�- once they go into the pay range. The Union felt that the authority to
establish pay for an employee lies in the negotiations between the Union
and the City. Vanek explained that the whole matter is in dispute
because the City filed a lawsuit that addresses whether there is an
obligation to the City to bargain and to what extent on the setting of
wages. Carlson questioned whether the Commission has jurisdiction to
hear the issue if it is a subject of a pending lawsuit. Posada motioned
to postpone the matter until the pending lawsuit has been finalized.
Carlson made the amendment of "or until such time as Union's counsel
waives the legal context any right to claim that this action is outside
of authority, lacks jurisdiction or gives a legal opinion that the
Commission, its members and the City have no legal obligation outside of
that particular issue to deal properly with it." Posada accepted the
amendment. Gerstenberger seconded the motion. Coffin explained that he
is unaware of any lawsuit having been filed. Vanek explained that the
lawsuit was filed on October 5th and they will attempt to get service
this week. Carlson amended the motion to table this particular issue
until next month. Gerstenberger seconded the motion. Vanek explained
that at a minimum it will take three months to resolve the issue.
Carlson explained that we will know the procedural context next month.
They are not necessarily intending to act but the Union should have a
S chmnce to studv the i5sue and speah at the next meeting, Dave Drown
felt that the City deliberately used a delay tactic to delay the
reclassification process. The motion was unanimously carried.
The next item discussed was the consideration of the allocation of the
Parks Operations Supervisor. Vanek explained that the remedy that's
being asked for in the lawsuit doesn't seek to deny any power of the
Commission nor is the Commission a party of the lawsuit. He didn't see
any problem with the Commission determining the allocation of the Parks
Operation Supervisor. Sutton explained that the Union has filed for
mediation in regards to the Parks Operation Supervisor. Vanek explained
that the Commission's obligations are set forth in the Civil Service
Rules and City Charter and that is to review these classifications and
make a recommendation to the City Council. It was discussed that the
City and Union were in agreement on the other three studies, just not
the Parks Operation Supervisor. Carlson moved to adopt the
recommendation of the City as approved by the Union for allocation of
the Irrigation Supervisor to pay range 16.5 allocations of the
Irrigation Crew Leader to pay range 14.5, and revised class
specification for Water Meter Nechan1C, Posada seconded the motion.
Coffin wanted a clarification on the Waterworks Device Technician
position. He explained that there are currently two positions open and
one person who currently is a Water Meter Mechanic should go
automatically into one of the Waterworks Device Technician position.
Alliston explained that it is the intent of the City for the current
Water Meter Mechanic to be changed to a Waterworks Device Technician.
Gerstenberger asked why when we compare to other jurisdictions, seven of
then are west of the mountains and three are east of the mountains. He
feels Washington is like two states, and that we should not try Cu
MINUTE C3
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equate wages with the Seattle area. Smith explained that we generally wN
recruit within the State and to stay competitive and fill our recruiting
needs, we need to make the comparisons. The jurisdictions we compare to
are fairly close in size to Yakima. The question was called to approve
the motion. It was unanimously carried.
Coffin explained that the Union's position is that the Civil Service
Commission previously acted on certain areas covered by the Civil
Service Rules and those areas were excluded from the collective
bargaining agreement. When the City established that the Commission was
recommendive in nature in regards to reclassification, they altered the
status of negotiations between the City and the Union. That occured
because of RCW 41.56.100 which 1s the basic legal requirement for the
Union and City to enter into collective bargaining. It says the
employee and Union will bargain in good faith. An exception is that the
duty to bargain does not apply to matters covered by a Civil Service
Commission that has the same scope of authority and responsibility as
the State Personnel Board. When the City won the court case that said
the Commission was only recommendive to the Council in terms of
reclassification, the court established that this Civil Service
Commission does not have the same scope authority or responsibility as
the State Personnel Board. Therefore, all matters covered by the Civil
Service Commission are now bargainable between the Union and the City.
The Union has asserted the right to negotiate the wages in
reclassification. The City has concurred with that and has set up a
system with the Union to negotiate reclasses. The Union has filed for
mediation for the wages and for the determination of the promotion
aspect of the Parks Operations Supervisor position. Carlson made a
motion to table the consideration of the allocation of the Parks
Operations Supervisor. Posada seconded the motion. Jerry Copeland
explained that this position has been pending for over a year. He has
had two positions that were vacated, frozen over the last two weeks. He
would like this position to be established. Gerstenberger moved to
adopt the Parks Operations Supervisor as proposed by the Chief Examiner
to a pay range 18.5. Carlson asked Coffin if he felt the Commission
still had the right to make recommendations to the City Council. Coffin
did not have any objections to the Commission making a recommendation.
He felt they have the right and its their duty under their rules.
Carlson withdrew his motion, Posada withdrew his second. Posada
seconded Gerstenberger's motion. Coffin explained that they differ on
two points with the City's recommendation. First, they want pay range
19,0 not 18.5. They factored it at a 19 the average salary of the
comparables was close to a 19.6, outside applicants will come from
outside areas and the Street Supervisor at a range 19 is comparable.
Second, they want the incumbent to be promoted without competition as he
has permanent status, has been performing the job for over six months
and meets the minimum requirements of the position. Sutton explained
that this is a new position classification, not a reclassification. Mr.
Landis has been doing portions of this position. The position was
budgeted for at a range 19 from an estimated guess not based on the
report. He also explained that the Chief Examiner did indepth research
on the position which she shares with the City and the Union. The City
agreed with the report. To this date, the Union has not given the City _
any information to substantiate as to why the position should be at a
MINUTE C4
4110
different pay range. Coffin disagreed because three meetings have been
16 held regarding this position. Carlson asked Coffin if he was adding any
evidence to the record. Coffin was not adding any evidence. Carlson
called the question The motion before them was to adopt the Parks
Operation Supervisor at pay range 18.5. Posada and Gerstenberger voted
yes, Carlson voted no. The motion was carried 2 to 1.
Other Business
Dave Brown expressed disappointment at the City for delaying their
request.
The meeting was adjourned at 12:00 Noon.
,------,
1 71‘. .1 c), (e-,2f, (
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II A I dr,..- - AEA
Secreta
114
IP
MINUTE C5 ,
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