HomeMy WebLinkAbout1990-3285 Classificaiton and Compensation Plan r
ORDINANCE NO ,32,Y5
AN ORDINANCE relating to City personnel; adopting a classification and
compensation plan for City employees to be effective August 19,
1990; amending Subsections 2.20.100 A, 2.20 100 C, 2 20 110 A, and
Subsection 2.20 110 F, all of the City of Yakima Municipal Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
5ectipn 1. Subsection 2.20.100 A of the City of Yakima Municipal Code is
hereby amended to read as follows
"2 20 100 • -I
A plan dopted A classification plan for city employees is
hereby adopted to be effective August 19, 1990, 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 PLAID.
C. Civil Servic.e Cl/se
Class Class
No. Title (Pay Range)
1111 2000 Administrative & Fiscal Technical Group
2100 Data Processing Series
2101 Computer Programmer (R 13 5)
2103 Programmer Analyst (R 16 5)
2104 Senior Analyst (R 19.0)
2105 Computer Operator/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)
2261 Administrative Assistant to the Director of Public Works
(R 16 5)
2300 Fiscal Series
2310 Grant Coordinator (R 15.0)
2311 Accountant (R 19 0)
2312 Accounting Technician (R 12.5)
2313 Financial Coordinator (R 15 0)
2314 Budget Analyst (R 20.0)
1111 2315 Cashier (R 6.5)
2316 Accounting Clerk II (R 8 5)
PERSWI4
Alger-V*fiA
3000 Engineering, Planning 6 Technical Group 4 11 0
3100 Civil Engineering Series
3112 Engineering Associate (R 19.0)
3120 Supervising Sanitary 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)
3331 Supervising Associate Planner (R 20 0)
4000 Engineering, Planning 6 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)
4 11 0
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
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 9 0)
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 Home Remodeling Supervisor (R 14 5)
5151 Housing Loan Specialist (R 12.0)
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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)
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)*
1111 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
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
1 11 1
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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)
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)
PERSIX-Z1
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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)
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 Supervisor (R 18.5)
410 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)
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)
4 11 1
PERSIX.Z. I
Page 5 - 7112/90
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"
4 11 0
Section 3. Section 2.20.110 of the City of Yakima Municipal Code is hereby
amended to read as follows:
"2.20 110 romppnsarion 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 August 19,
1990. 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 "
Serrion 4. Subsection 2.20.110 F. of the City of Yakima Municipal Code is
hereby amended to read as follows:
4111
PERRY-Z1
P 6- 7m2i93
l
III F. Cilzil_spryine Classes
Pay Class Allocated
Mange A B __C__ D E Code Classes
1.0 MO 1079 85 1131 84 1176.91 1230.64 1282.64
HR 6 23 6 53 6.79 7.10 7.40
1.5 MO 1105.85 1149.18 1206 38 1256 64 1310.37
HR 6.38 6.63 6 96 7.25 7 56
2 MO 1131 84 1176 91 1230.64 1282 64 1338.11 8610 Labor Helper
HR 6 53 6 79 7.10 7 40 7.72
2 5 MO 1149 18 1206 38 1256.64 1310.37 1365.84
HR 6.63 6 96 7.25 7.56 7.88
3.0 MO 1176 91 1230 64 1282 64 1338.11 1400 51
HR 6.79 7.10 7 40 7 72 8 08
3.5 MO 1206 38 1256 64 1310 37 1365 84 1429 97
HR 6 96 7.25 7 56 7 88 8 25
4.0 MO 1230.64 1282 64 1338.11 1400 51 1462.91
HR 7 10 7 40 7 72 8 08 8 44
4 5 MO 1256 64 1310 37 1365.84 1429 97 1495 84 8511 Custodian
HR 7 25 7 56 7.88 8 25 8 63
5 MO 1282.64 1338 11 1400.51 1462.91 1533 97 6260 Police Cadet
HR 7.40 7 72 8 08 8.44 8 85
5 5 MO 1310.37 1365 84 1429.97 1495.84 1563.44 7511 Data Entry Operator I
HR 7.56 7 88 8 25 8.63 9.02 7121 Department Assistant I
5201 Golf Starter
6251 Police Department
Assistant I
6.0 MO 1338.11 1400 51 1462.91 1533.97 1601.57
HR 7,72 8 08 8.44 8.85 9 24
6.5 MO 1365.84 1429.97 1495 84 1563 44 1636 24 2315 Cashier
HR 7.88 8.25 8 63 9 02 9.44 7122 Department Assistant II
8820 Park Caretaker
6252 Police Department
Assistant II
5234 Recreation Leader
7110 Senior Center Clerk
7 MO 1400.51 1462.91 1533 97 1601.57 1672.63 5267 Aquatic Leader
HR 8.08 8.44 8 85 9.24 9 65 7512 Data Entry Operator II
7611 Offset Duplicating
Machine Operator
7.5 MO 1429.97 1495.84 1563.44 1636 24 1709.03
HR 8.25 8 63 9.02 9.44 9.86
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Pay Class Allocated
,Range
_____ E Cofte Clannem
8 MO 1462 91 1533.97 1601.57 1672.63 1745 43 7131 Word Processing Typist
HR 8.44 8.85 9 24 9 65 10.07
8.5 MO 1495.84 1563 44 1636.24 1709.03 1793 97 2316 Accounting Clerk II
HR 8.63 9.02 9.44 9.86 10.35 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 1533.97 1601 57 1672.63 1745.43 1832 10 2106 Computer Operations
HR 8 85 9.24 9.65 10 07 10 57 Assistant
5121 Housing Rehabilitation
Assistant
8611 Laborer
9.5 MO 1563.44 1636 24 1709.03 1793 97 1868.50 6510 Animal Control Officer
HR 9.02 9 44 9 86 10.35 10 78 2253 Community Programming
Assistant
4111 Engineering Aid
8821 Park Specialist I
6611 Parking Checker (Lead)
4611 Traffic Aid
8641 Refuse Helper
10 MO 1601.57 1672 63 1745.43 1832 10 1908.36 8204 Vehicle Maintenance
HR 9.24 9.65 10 07 10.57 11.01 Attendant
7311 Water Service
Representative I
10 5 MO 1636 24 1709.03 1793 97 1868.50 1956 90 6511 Animal Control Officer
HR 9 44 9 86 10 35 10 7B 11.29 (Lead)
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 I
8320 Laboratory Assistant
8822 Park Specialist II
6254 Police Department
Assistant IV
8731 Sewer Maintenance
Specialist I
4 110
8681 Storekeeper
F'EFISIX-Zr
Pepe 8 - 7/12/
11 Pay Class Allocated
Rance A B C D E Code Classeg
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 1
8741 Waterworks Specialist I
11 MO 1672 63 1745 43 1832 10 1908 36 2000 23 2211 Legal Assistant
HR 9 65 10 07 10 57 11 01 11 54 4211 Traffic Signal Aide
11.5 MO 1709 03 1793 97 1868 50 1956 90 2047 03 8518 Building Superintendent
HR 9 86 10 35 10 78 11.29 11 81 8621 Monument Setter
8322 Pre-Treatment Technician
8433 Refuse Crew Leader
8411 Transit Dispatcher
7313 Water Service
4111 Representative III
12 MO 1745 43 1832 10 1908 36 2000.23 2092 09 4410 Code Inspection Trainee
HR 10 07 10 57 11 01 11.54 12 07 8422 Equipment Operator II
5151 Housing Loan Specialist
8672 Irrigation Specialist II
5321 Rebound Rehabilitation
Neighborhood Officer
12.5 MO 1793 97 1868 50 1956 90 2047.03 2142.36 2312 Accounting Technician
HR 10.35 10 78 11 29 11 81 12 36 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 II
8312 Wastewater Treatment
Plant Operator II
8332 Water Treatment Plant
111/ Operator II
8742 Waterworks Specialist II
PERSa-ZI
A1009 ??I2'
1 11 0
Pay Class Allocated
Range E Cod Clauses
13 MO 1832 10 1908 36 2000.23 2092 09 2185.69 4121 Engineering Technician
HR 10.57 11.01 11 54 12.07 12.61 (Design)
4131 Engineering Technician I
(Survey)
5122 Housing Rehabilitation
Specialist I
8111 Park Supervisor I
4621 Traffic Technician I
13.5 MO 1868.50 1956.90 2047.03 2142 36 2241.16 2252 Community Programming
HR 10.78 11.29 11 81 12.36 12.93 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
14 MO 1908 36 2000 23 2092.09 2185 69 2287 96 8116 Cemetery Supervisor
HR 11 01 11 54 12 07 12.61 13.20 8423 Equipment Operator III
8221 Machinist
8115 Park Maintenance
Supervisor
6255 Police Department
Administrative Assistant
6242 Police Records
Supervisor *
4221 Signal/Electrical
Technician I
* Retained for Police Pension Purposes
14.5 MO 1956.90 2047.03 2142 36 2241 16 2338 22 8652 Concrete Specialist II
HR 11.29 11.81 12 36 12 93 13 49 5131 Home Remodeling
Supervisor
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
4 11 0
PERSIX-Z 1
Pip10-AIVIO
4111 Pay Class Allocated
Range A __E__ __C__ D E Coda Classes
15 MO 2000.23 2092 09 2185.69 2287.96 2395 42 2310 Grant Coordinator
HR 11 54 12.07 12.61 13.20 13 82 2313 Financial Coordinator
8171 Waterworks Supervisor I
15.5 MO 2047.03 2142.36 2241 16 2338.22 2452 62 8321 Laboratory Technician
HR 11 81 12.36 12 93 13 49 14 15 8151 Traffic Sign Supervisor
8314 Wastewater Treatment
Plant Chief Operator
8333 Water Treatment Plant
Chief Operator
16 MO 2092.09 2185.69 2287.96 2395.42 2502.89 6241 Police Information
HR 12 07 12 61 13 20 13 82 14 44 Specialist
4240 Instrument Technician
4222 Signal/Electrical
Technician II
16.5 MO 2142.36 2241 16 2338.22 2452.62 2567 02 2261 Administrative Assistant
HR 12 36 12 93 13.49 14 15 14 81 to the Director of
Public Works
5266 Aquatics Program
Supervisor
3311 Assistant Planner
2242 Customer Relations
1111 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
Supervisor
8121 Refuse Supervisor
4622 Traffic Technician II
17 MO 2185 69 2287.96 2395.42 2502 89 2622.48 4421 Code Inspector
HR 12 61 13 20 13.82 14.44 15 13 4141 Construction Inspector
4133 Engineering Technician
III (Survey)
4134 Engineering Technician
III (Design)
17 5 MO 2241 16 2338.22 2452 62 2567 02 2684.88 4223 Signal/Electrical
HR 12.93 13 49 14 15 14 81 15 49 Technician III
1111
PERSIX-Z.T
Page 77 — 7/12/90
Pay Class Allocated
1 11 0
Range A B C D E Code Classes
18 MO 2287 96 2395 42 2502 89 2622 48 2747.28 2251 Cable Television
HR 13 20 13.82 14.44 15 13 15.85 Coordinator
8181 Equipment Maintenance
Supervisor
8245 Industrial Maintenance
Supervisor
3130 Office Engineer
8134 Sewer Maintenance
Supervisor II
8172 Waterworks Supervisor II
18 5 MO 2338.22 2452 62 2567.02 2684.88 2814.88 8117 Parks Operations
HR 13.49 14 15 14.81 15.49 16.24 Supervisor
8191 Transit Operations
Supervisor
8132 Wastewater Treatment
Plant Process
Control Supervisor
8335 Water Treatment Plant
Supervisor
19 MO 2395.42 2502 89 2622.48 2747.28 2875 54 2311 Accountant
HR 13.82 14.44 15.13 15.85 16 59 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 2452 62 2567.02 2684.88 2814.88 2943 14
HR 14.15 14.81 15.49 16.24 16.98
20 MO 2502.89 2622 48 2747.28 2875 54 3007.28 2314 Budget Analyst
HR 14.44 15.13 15.85 16 59 17.35 2220 Deputy Personnel Officer
3331 Supervising Associate
Planner
20 5 MO 2567 02 2684 88 2814 88 2943 14 3081.81
HR 14.81 15.49 16 24 16 98 17.78
21 MO 2622.48 2747 28 2875 54 3007.28 3149 41 8133 Assistant Wastewater
HR 15.13 15.85 16.59 17.35 18 17 Superintendent
3120 Supervising Sanitary
Engineer
4232 Traffic Operations
Supervisor
21.5 MO 2684.88 2809 68 2941 41 3081.81 3220 47
HR 15.49 16.21 16 97 17 78 18 58
1 11 0
PERSIX.Z 1
Page 12 - 7/12/90
4111 Section 5 Subsection 2 20.110 I of the City of Yakima Municipal Code is
hereby repealed
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.
le7 d
PASSED BY THE CITY COUNCIL, signed and approved this I 1 day of
‘dt , 1990
ATTEST: Mayor
,d ;
City Clerk
4 10
Publication Date
410 Effective Date
PUMW2.1
Page 13 - 7/12/90
0 MEMORANDUM
July 10, 1990
TO. The Charter Civil Service Commission
FROM Archie M. Sutton, Personnel Officer
Diana Welch, Secretary/Chief Examiner
SUBJ. Chief Examiner Reclassification and Reallocation Recommendation
The following report summarizes the findings of the reclassification study for the Chief
Examiner. The reclassification of this position was considered as a budget policy issue
by the City Council In January, 1989 and 1990 There are currently two Chief
Examiner positions. One is for General Civil Service and the other is for Police and Fire
Civil Service, Approximately Iwo years ago, the Police & Fire Chief Examiner left the
City and the duties were absorbed by the other Examiner The Personnel Office combined
the two positions and added clerical help. The Chief Examiner position has also had other
significant changes since studied 10 years ago. Council approved the reallccation of the
Chief Examiner position as part of the restructuring of the Personnel Division as
reflected in Attachment A, Major Policy Issue/Supplemental Budget Requests. This study
has included a work site audit, input from the Personnel Officer, comparisons to
comparable positions in other jurisdictions, local jurisdictions, local businesses and
positions in the City of Yakima's classification structure, as well as conducting a
factoring analysis. Reallocation from pay range 16 ($2092-$2503) to pay range 19
($2395-$2875) is recommended based on the following data. Currently, there is one
Chief Examiner who has been performing the duties of this combined classification. 11 is
recommended that the current Chief Examiner, Diana Alliston be reclassified to pay
range 19
DUTIES AND RESPONSIBILITIES. The following is an outline of the duties performed
by the Chief Examiner
1. Performs all phases of personnel section,
A Develops and performs recruitment in accordance with hiring needs.
B Screens applications and selects the test group.
C. Develops a variety of exams such as written, oral, work sample,
assessments centers and physical agility
D Develops a variety of rating and scoring Items.
E. Administers scored and analyses exams.
2. performs Job analysis of positions,
A. Communicates with departments and employees.
B Performs research work.
C. Prepares class specifications and reports.
D Conducts wage and salary surveys.
E. Conducts a factoring analysis.
F. Analyzes results and prepares salary recommendations.
Personnel
Repons/CE
7/10/90 1
3. Attends to Civil Service Matters;
A. Prepares agenda
B. Attends and participates in meetings.
C. Oversees the preparation of the minutes
D. Coordinates appeal hearings.
E Attends to any other Civil Service problems, issues or projects.
F. Attends career fairs to represent the City
G Interprets two sets of Civil Service rules.
4. Counsels employees and manaaers and applicants.
A. Advises management and staff on employee relations, sound work place
practices and policy and rule compliance.
B. Performs career and education counseling.
C. Counsels employee and managers in the resolution of sensitive personnel
problems.
D Assists with questions concerning layoffs, payroll, bumping rights,
disciplinary, Civil Service, probation, transfers, etc.
E. Counsels applicants on requirements, poor or failed examinations and
miscellaneous topics.
5. Researches. creates end prepares a variety of reports
A Conceives ideas for reports or information wanted and the formattting
B. Researches data.
C. Analyzes data, reports, charts and other information.
D Prepares reports on special projects, City vacancies, hiring,
terminations, promotions, work force and Affirmative Action
6 ;- I . - :le '
recommendations.
7. Understands and particdpates In the concepts and procedures of the
Affirmatives Action Proaram.
A. Assist on policy development and recommendations.
B. Provides information on and to department's concerning AA and EEO.
C. Attends and participates in Affirmative Action meetings.
D. Assists in compiling data for Affirmative Action reports
8 Will act as supervisor for Civil Service work performed by the
Personnel Technician and clerical staff,
A. Schedules, trains, assigns and reviews work.
B. Participates in hiring and evaluations.
Personnel
Reports/CE
7/10/90 2
• 9. Performs as needed Training Proarams for Employees and
Manaaement as related to Civil Service concerns.
A May survey staff needs and interests.
B. Develop training programs if necessary or secures facilitators for
programs.
C. May advise department heads and division managers regarding
reorganization efforts and organizational development activities
Other duties as assianed.
CHANGES IN DUTIES/RESPONSIBILITIES:
Over a period of time, the functions of the Personnel Division have evolved into more
complex, detailed and varied responsibilities. The Chief Examiner will now have other
areas of responsibility in addition to increased accountability in previous job
assignments The Chief Examiner will exercise professional and independent judgment
and perform some duties previously executed by the Personnel Officer
New Areas of Participation
1. Two Civil Service Commissions. The Chief Examiner now reports to two
Civil Service Commissions. This entails understanding and interpreting two
completely different sets of Civil Service Rules and four separate union
• contracts. The testing used for Police and Fire is completely different, such as
lengthy assessments centers, consensus scoring and physical agility testing
2 Affirmative Action The Chief Examiner has become extensively Involved in
the Affirmative Action Committee and program as outlined in Duties &
Responsibilities.
3. Supervisor The duties associated with being a Supervisor are outlined in
Duties and Responsibilities.
Expanded Areas of Participation
Previously, the Chief Examiner provided limited counseling with the Personnel Officer
overseeing it. The position now performs continual counseling and problem solving on a
daily basis on Civil Service issues.
Previously, the Chief Examiner prepared a few routine reports. The position now
prepares numerous reports of a varied nature and special reports and projects as
needed.
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
II personnel to do the job; prevailing rates, both locally and In other similar jurisdictions,
Personnel
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7/10/90 3
and finally. City financial policy and economic circumstances. The recommendation to
reallocate the Chief examiner to pay range 19 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 tie U.S. Civil
Service Commission was utilized using the 12 categories of criteria. Pay range
19 was indicated by the factoring analysis.
Similar City Classifications: Comparisons to other positions within the
City classes were made and Accountant, Associate Planner, Construction Engineer
and Engineering Associate allocated at pay range 19 are comparable to the Chief
Examiner 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 on special projects; exercise judgment, solve
problems, make decisions, administer and review projects, carryout detailed
assignments; advise employees, perform research analysis and prepare reports,
and give presentations to various groups.
Availability: The availability of skilled individuals to fill this position Is
slightly limited as il requires extensive experience in the personnel field, plus a
background in civil service and testing To obtain skilled applicants, we would be
able to draw from our own Division, locally or from various outlying cities
where applicants would have the necessary knowledge, skills and experience to
perform the duties of the position.
0
Prevailing Rates (Local) Several local businesses thal have Personnel
positions were contacted. There were no local businesses that had positions
similar to the Chief examiner because of the Civil Serviced system and the
testing.
Prevailing Rates (Similar Jurisdictions). The 15 municipalities with
which we standardly compare ourselves were contacted and included. Auburn,
Bellingham, Bremerton, Edmonds, Kennewick, Kent, Longview, Olympia, Renton,
Richland, Vancouver, Walla Walla, Pasco, and Redmond Most of the jurisdictions
did not have positions which were matches to Chief Examiner A few of the
jurisdictions did have positions with responsibilities similar to the Chief
Examiner so they can be used as comparables and are listed below:
Jurisdiction Monthly Salary
Bellingham $2,420 - $2,941
Kent $2,465 - $2,996
Olympia $2,398 - $2,917
Average Salary of Comparable Jurisdictions $2,428 - $2,951
City of Yakima proposed salary $2,395 - $2,875
•
Personnel
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7/10190 4
0 FINANCIAL POLICY AND ECONOMIC CONSIDERATIONS: This is the final
consideration made in recommending the compensation level for the Chief Examiner
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 Chief Examiner It is my recommendation that the Chief Examiner
position be reallocated from range 16 ($2,092-$2,503) to range 19 ($2,395 -
$2,875 per month.
In addition, it is my recommendation that the incumbent, Diana Welch, be reclassified
without competition as she currently holds the position, 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.
•
0
Personnel
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7/10/90 5
CITY OF YAKIMA
CLASS SPECIFICATION
110 ICODE : 2223 TITLE'. Charter Civil Service Secretary/Chief Examiner 7/90
DEFINITION: Under general direction of the City of Yakima Civil Service Commissions (Police/fire
and General Civil Service) with limited supervision of the Personnel Officer, performs professional and
technical work in the recruitment, screening, and examining of applicants, conducts job analyses,
classification studies and makes salary recommendations; maintains Civil Service Argisters; analyzes and
resolves a variety of problems, issues and situations that arise; and performs related work as required.
DUTIES
Serves as Civil Service Chief Examiner for both the Charter Civil Service Commission and the Police
and Fire Civil Service Commission.
Performs or oversees the accomplishment of the following duties:
Plans, constructs and administers recruitment and selection processes for all levels of civil service hiring.
Makes effective recruiting decisions, develops and places advertisements in various publications.
Accepts applications from all applicants who wish to apply for open positions. Screens applications and
resumes to select interview candidates for vacancies. Processes applications; schedules facility and
equipment used for examinations; evaluates and selects testing materials that will be purchased or
develops oral, written, physical agility and performance examinations and assessment centers as needed.
Schedules examinations; notifies each applicant; advises applicants accurately of posinon requirements
and answers a mixture of questions. Trains examination panels on position requirements, laws and rules
governing examination procedures and desirable qualifications of the examinees. Administers
examinations at designated locations; scores and ranks and evaluates examination results; and notifies
• each applicant of results, maintains updated registers. Certifies candidates for hire or promotion as
appropriate. Conducts reference checks and other pre-employment verifications. Attends job fairs,
career days and other functions, to effectively represent the City.
Performs job audits with managers, supervisors and employees. Does research work, salary surveys,
factoring analysis and overall analysis to create and place positions in the classification system. Prepares
new or revised class specifications; recommends a pay range that will ensure an equitable compensation
plan for the City.
Prepares and mails agendas; attends and participates in Civil Service meetings; acts as recorder at all
Civil Service Commission meetings and official hearings; prepares minutes for public record; maintains
confidential personnel files. Maintains and updates Commission records, rules and regulations for
compliance with local State and federal laws and recommends changes as needed, prepares
correspondence as required. Coordinates participants and documents for appeal hearings and acts as
liaison between the Commission, attorneys and employees. Receive personnel complaints; investigates
and recommends appropriate action to Civil Service Commission in accordance with established
guidelines.
Provides information and counseling to employees and managers at all levels within the City on Civil
Service issues. Uses communication and interpersonal skills to gain the trust and confidence of others.
Provides information and assistance by mail, telephone or in person regarding Civil Service rules,
salaries, positions, probation, layoffs, transfers, Affirmative Action, registers, certification, disciplinary
action, appeal hearings, etc.; recommends solutions and alternatives as appropriate Provides
consultation as requested to department heads and division mangers on personnel and organizational
development problems and issues including staffing needs, classification alid job restructuring.
Counsels disgruntled persons such as those who were not invited, didn't do well or failed examinations.
• May provide civil service orientations for new employees; explain personnel policies, procedures,
insurance programs and other benefits; distribute informational materials as appropnate. Meets with
CSPECS
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employees and supervisors individually and in groups to explain Civil Service policies and programs and
EEO. Makes presentations to employees, managers, City Council and special interest groups.
Interprets and applies knowledge of labor contracts as related to civil service matters.
1110
Has contact with personnel professionals in other agencies as necessary to keep current on trends and
new developments in the field of personnel. Performs research on positions, salaries, organizational
structures or other subjects as directed; completes salary surveys and questionnaires from other
jurisdictions; prepares periodic statistical reports.
Performs research and gathers statistics to produce reports on topics such as: City vacancies,
Affirmative Action, hiring, terminations, promotions, City workforce, Civil Service, compensation,
special projects,.and other personnel programs
May operate a personal computer/terminal to enter and update information and generate reports, records,
forms and other data.
Prepares and maintains various confidential records, materials including personnel records, minutes,
eligibility lists, application forms and announcements, and revisions of rules and regulations.
Schedules, assigns and reviews work activities of support staff and assists in the hiring and evaluations.
Participates on a variety of Committees, such as Affirmative Action and Wellness Committee. May
represent the Personnel Officer or Managers at meetings and express their views or position on matters
under discussion.
Coordinates and obtains technical or legal assistance from within the City, the community, and other
cities and agencies, as necessary.
Performs related work as required.
MAJOR WORKER CHARACTERISTICS Knowledge of the principles and practices of public
personnel administration including methodology employed in testing, recruitment, selection,
interviewing, placement, classification, job analysis, factoring systems, salary administration, labor
relations, employee training, and organizational development
A working knowledge of the qualifications and elements of the occupations in City government.
A working knowledge of federal and state equal employment and labor law, Civil Service Rules, and
City personnel policies and procedures and the ability to interpret for others complex guidelines, codes,
regulations, policies and procedures.
Knowledge of research methods, data collection and sampling techniques, and statistical analysis.
Excellent writing skills for reports, correspondence, class specifications and test construction. Excellent
oral communication skills and the ability to establish and maintain effective working relationships with
department managers, the Civil Service Commission, public officials, employees and their
representatives, job applicants, and the general public.
Ability to: perform prOblem analysis, decision-making and planning and organizing; apply interpersonal
sensitivity, adaptability/flexibility, and stress tolerance; collect, compile and objectively analyze
information and data; effectively coordinate activities with other City departments and with outside
agencies' think and act independently; manage time effectively and meet schedules and time lines;
continually provide technical expertise; and complete work with many interruptions.
UNUSUAL WORKINQ CONDITIONS: Administratively responsible to two three-member
Commissions. Some lifting is required.
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cm2
LICENSES. REGISTRATION AND CERTIFICATE: Maintain a valid Washington State
Driver's License.
0 MINIMUM CLASS REOUIREMENTS Any combination of education and experience equivalent
to three years of Personnel Administration, which includes recruitment, interviewing, job analysis and
test construction or the equivalent. A Bachelor's Degree in Personnel Management, Industrial
Relations, Psychology, Business Administration or a closely related field may be substituted for up to 18
months of required experience.
0
IIIII
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ATTACHMENT A
1 11 1
• VI. MAJOR POLICY ISSUES/SUPPLEMENTAL BUDGET REQUESTS
A. Upgrade the Employment and Training Specialist Position
to Deputy Personnel Officer
1. Proposal: The policy issues in the Personnel Division are all
based on the true human resource service demands placed on it by
the City. This policy issue results from management team consensus
that further development of the Personnel Office is the highest
priority in order to provide the necessary services to all depart-
ments.
The Personnel Division for several years, simply has not been an
office in which employment applications are taken, and paperwork
completed when someone is hired. The scope of the Personnel Office
has expanded from simple recruitment activities, to collective
bargaining, labor relations, fringe benefits administration,
benefit plan design, affirmative action, employee counseling, work
force planning, training, safety administration and compliance with
Civil Service Commission rules and support needs.
As the City has been working through a Strategic Management Process
(along with major redevelopment and community improvement efforts
with the Strategic Capital Improvement Program planning) the neces-
sity for a true human resource function becomes a necessity. The
linking of overall organizational planning within the City Council 1111
goals and objectives can only he realized through human resource
development. That is, when the employees are on the job, trained,
committed to the values of the organization, compensated, are
fairly evaluated, supported, and linked to the organization objec-
tives, City Council and management objectives remain unrealized.
The Personnel Division is the City's human resource management
agent.
The 1989 preliminary budget reflects a proposal to upgrade the
Employment and Training Specialist to Deputy Personnel Officer, an
estimated $3,530 fiscal impact. This change reflects the increased
demands for human resource services and management needs in an
organization regulated by State, Federal, and City laws, with 650
employees and four bargaining units. Over the past several years,
this position has absorbed duties required of the Personnel Of-
ficer, but not met because of competing demands. These duties
include direct responsibility in labor relations, collective bar-
gaining, research, and contract management. In addition the posi-
tion will administer the medical, dental, and life insurance pro-
gram and monitor Health Benefit Reserve.
The position is expected to exercise professional and in many cases
independent judgment in the conduct of the duties, many beyond the
existing position requirements. In addition, the position will
continue to perform daily personnel functions which continue to 410
grow in complexity and responsibility. The title change will now
accurately reflect the level of responsibility and duties required.
75
4111
2. a. Fiscal Impact -- $3,530 in salary and benefit increase.
b. Proposed Funding Source -- 50% General Fund, 25% Health Bene-
fit Reserve, and 25% Workers Compensation Fund.
c. Public Impact -- Provide timely and more accurate information
to employees, staff, City Manager, and Council.
d. Personnel Impact -- More efficient Human Resource/Personnel
operation and functions.
e. Required Changes in City Regulations or Policies -- None.
f. Legal Constraints -- None.
g. Viable Alternatives --
1) Hire a Risk Manager and support staff at a cost in
excess of $60,000.
3. Conclusion/Staff Recommendation:
The mission of the Personnel Division is to provide quality support
services and administration of all City human resource functions.
The complexity and scope of human resources management has in-
III/ creased beyond the current staffing level. It is the consensus
opinion and agreed upon highest priority by the management team
that the Personnel Oivision staff be increased to meet City needs.
Existing State, Federal, City, and labor negotiation regulations
require personnel procedures be performed in a timely manner and
have significantly impacted Personnel's operations and ability to
meet staff needs. In addition, information and skill levels for
personnel professionals continue to grow and require more sophis-
tication.
Staff recommends approval of this policy issue. A supplemental
report describing this and other Personnel Division policy issues
in more detail will be provided to the Council prior to budget
review session.
4. Council Decision
This policy issue was approved.
411/
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B. Delete the Police and Fire Secretary /Chief Examiner Position and
Replace with a Combined Civil Service Secretary /Chief Examiner
Position -- (Budgeted)
1. Proposal: Recently, the half time Police and Fire Secretary /Chief
Examiner position was vacated. This proposal is to eliminate the
vacant position, and combine the Police and Fire Civil Service
duties with the Charter Civil Service Secretary /Chief Examiner
position.
2. a. Fiscal Impact -- The elimination of the Police and Fire Secre-
tary /Chief Examiner position is projected to create a budget
savings of $14,823 in salaries and benefits. The projected
cost of upgrading the Charter Civil Service Secretary /Chief
Examiner position is $1,484, or an overall net savings of
$13,334. These savings will be utilized to fund additional
staff explained below.
b. Proposed Funding Source -- General Fund.
c. Public Impact -- Better consistency in developing Civil Ser-
vice examinations.
d. Personnel Impact -- Increased duties to Charter Civil Service
Secretary /Chief Examiner.
e. Required Changes in City Regulations or Policies -- Approval
of this concept by the Police and Fire, and Charter Civil
Service Commissions. This is anticipated prior to budget
adoption.
f. Legal Constraints -- None.
g. Viable Alternatives --
1) Maintain existing staffing level.
2) Hire a full time Police and Fire Secretary /Chief Examiner
at an increased cost.
3. ConclusiolStaff Recommendation:
The proposal will create greater consistency between the Police and
Fire Civil Service Commission and the Charter Civil Service Com-
mission functions. This can be accomplished at a lesser cost.
Staff recommends approval of this policy issue. A supplemental
report will be submitted to the City Council prior to budget review
process.
4. Council Decision:
This policy issue was approved.
77
•
4
qlIl Addition of Personnel Technician Position
1. Proposal: The elimination of the Police and Fire Secretary/Chief
Examiner position requires the addition of a Personnel Technician.
This position would be dedicated to providing technical support to
the combined Charter Civil Service and Police and Fire Civil Ser-
vice Secretary/Chief Examiner. This is required due to the elimin-
ation of the half-time Police and Fire Secretary/Chief Examiner,
and the combination of duties with the Charter Civil Service Secre-
tary/Chief Examiner. In addition, this position will be respon-
sible for implementing payroll changes, establishing new staff
payroll records, and assisting the Personnel Officer and Deputy
Personnel Officer with the Health Benefit, Worker's Compensation,
and Unemployment Compensation Programs. The estimated fiscal
impact of $26,022 represents a slight increase over the initial
budget request.
2. a. Fiscal Impact -- Approximately $26,022 in salary and benefits.
b. Proposed Funding Source -- General Fund - 50%, Health Benefit
Fund - 25%, and Workman's Compensation Fund - 25%.
c. Public Impact -- Provide timely response of services as re-
quired by mandated procedures.
411/ d. Personnel Impact -- Hire ooe additional staff to the Personnel
Division.
e. Required Changes in City Regulations or Policies -- None.
f. Legal Constraints -- None.
g. Viable Alternatives --
1) Maintain staff at present level, with work load in the
Personnel Division continuing to fall further behind and
responsibilities remaining unmet. Present staff level is
unable to keep up with the duties and demands of the
Division.
3. Conclusion/Staff Recommendation:
The addition of a Personnel Technician and the combining of the
Charter Civil Service and Police and Fire Civil Service Secre-
tary/Chief Examiners under one Secretary/Chief Examiner will en-
hance the capability to perform timely Civil Service functions
mandated by State and City regulations.
4. Council Decision:
This policy issue was approved.
78
D. Addition of DA II Position 1110
1. Proposal: Add an additional clerical staff position (DA II) to the
Personnel Division. The DA II would be dedicated to supporting
Fire, Police, and General Civil Service functions, plus providing
additional clerical support to the Division.
2. a. Fiscal Impact -- Approximately $22,056 in salary and benefits,
paid for in part from savings from eliminating the Police and
Fire Secretary /Chief Examiner.
b. Proposed Funding Source -- General Fund.
c. Public Impact -- Provide timely response of services as re-
quired by mandated procedures.
d. Personnel Impact -- Add one DA II staff member.
e. Required Changes in City Regulations or Policies -- None.
f. Legal Constraints -- None.
g. Viable Alternatives --
1) Maintain staff at present level, which would mean the
work load in the Personnel Division would continue to
fall further behind. Present staff level is unable to
keep up with the duties and demands of the Division.
3. Conclusion /Staff Recommendation: 4110
The complexity and scope of Personnel management has increased
beyond the current staffing level. The management team has agreed
that the Division has insufficient staff to perform required func-
tions in a timely fashion. Existing State, Federal and City regu-
lations and contracts, personnel procedures be performed, and the
time in which they occur. The DA II would be dedicated primarily
to providing clerical support to Fire /Police Civil Service, General
Civil Service, and general support to other functions of the Divi-
sion.
Staff recommends the addition of one DA II position in the Person-
nel Division. A supplemental report providing more detailed in-
formation on this request will be provided prior to the budget
review session.
4. Council Decision:
This policy issue was approved.
1110
79