HomeMy WebLinkAbout2001-042 Compensation and classification ordinance. Approves & adopts reclasses for Engineering Utility Specialist, Co ORDINANCE NO. 2001- 42
• AN ORDINANCE relating to City personnel; adopting a classification and compensation plan for
City employees to be effective October 7th , 2001; amending
Subsections 2.20.100 A, 2.20.100 C, 2.20.110 A, and 2.20.110 C, all of the
City of Yakima Municipal Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. 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 , 2001, 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:
"C. Civil Service Classes
Class No. Class Title (Pay Range)
2000 Administrative & Fiscal Technical Group
2100 Data Processing Series
2101 Computer Programmer (R. 13.5)
2102 GIS Technician (R 14.5)
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)
2107 Computer Operations Technician (R 11.5)
2200 Management Technical Series
2230 Assistant Buyer (R 12.5)
2231 Buyer (R 16.5)
2232 Central Storekeeper (R 10.5)
2251 Cable Television Coordinator (R 18.0)
2252 Community Programming Coordinator (R 13.5)
2253 Community Programming Assistant (R 9.5)
2254 Municipal Producer (R 11.0)
2262 Safety and Training Officer (R 15.0)
2300 Fiscal Series
2310 Grant Coordinator (R 15.0)
2312 Accounting Technician (R 12.5)
2314 Budget Analyst (R 20.0)
2315 Cashier (R 6.5)
2316 Accounting Clerk II (R 8.5)
PERSIX Work Ordinance (8/21/2001) -- 1 --
Class No. Class Title (Pay Range)
3000 Engineering, Planning & Technical Group
3100 Civil Engineering Series
3112 Engineering Associate (R 19.0)
3115 Project Engineer (R 22.5)
3130 Development Engineer (R 21.0)
3200 Electrical Engineering Series
3300 Planning Series
3310 Planning Specialist (R 10.5)
3311 Assistant Planner (R 16.5)
3320 Community Development Specialist (R 19.0)
3321 Associate Planner (R 19.0)
3322 Senior Planner (R 20.0) •
3323 Grants Writer /Compliance Officer (R 20.0)
4000 Engineering, Planning & Inspection Technical Group
4100 Civil Engineering Technical Series
4111 Engineering Aid (R 9.5)
4121 Engineering Technician I (Design) (R 13.0)
4115 Engineering Utility Specialist (R 16.0)
4122 Engineering Technician I (Records) (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)
4135 Engineering Technician III (Development) (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 20.5)
4240 Instrument Technician (R 18.5)
4300 Plans Examiner Series
4310 Plans Examiner I (Residential) (R 16.0)
4315 Plans Examiner II (Commercial) (R 20.0)
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12.0)
4419 Code Compliance Officer (R 15.0)
4420 Fire Code Inspector (R 17.0)
4421 Code Inspector (R 17.0)
4441 Permit Technician (13.0)
4500 Electronics Technical Series
4520 Electronics Technician I (Pay Code 547)
4521 Electronics Technician II (Pay Code 550)
4522 Electronic Communications Supervisor (Pay Code 545)
PERSIX Work Ordinance (8/21/2001) -- 2 --
Class No. Class Title (Pay Range)
4600 Traffic Technical Series
4611 Traffic Aid (R 9.5)
4621 Traffic Technician I (R 13.0)
4622 Traffic Technician II (R 16.5)
4632 Traffic Associate (R 19.0)
5000 Human Services Group
5100 Housing Services Series
5121 Housing Rehabilitation Assistant (R 10.5)
5122 Neighborhood Development Rehabilitation Specialist I (R 14.0)
5123 Neighborhood Development Rehabilitation Specialist II (R 18.0)
5124 Housing Rehabilitation Specialist III (R 19.0)
5130 Home Remodeling Technician (R 14.5)
5151 Housing Loan Specialist (R 15.0)
5152 Housing Accounting Specialist (R 12.5)
5154 Neighborhood Development Assistant (R 11.5)
5200 Recreation Series
5201 Golf Starter (R 5.5)
5234 Recreation Leader (R 6.5)
5254 Athletic Coordinator (R 12.5)
5255 Recreation Coordinator (R 12.5)
5267 Aquatic Leader (R 7.0)
5268 Lifeguard/Instructor (R 2.0)
5271 Parks and Recreation Administrative Specialist (R 16.5)
6000 Public Protection Group
6100 Police Protection Series
6121 Police Officer (Pay Code 400)
6124 Police Sergeant (Pay Code 450)
6126 Police Lieutenant (Pay Code 968)
6127 Police Captain (Pay Code 966)
6200 Police Support Series
6210 Senior Evidence Technician (R 18.0)
6211 Evidence Technician (R 17.0)
6212 Assistant Evidence Technician (R 12.0)
6221 Corrections Officer (R 15.5)
6235 Corrections Administrative Specialist (R16.0)
6241 Police Information Specialist (R 16.0)
6242 Police Records Supervisor (R 14.0)*
6243 Police Department Assistant III (R 8.5)*
6251 Police Department Assistant I (R 5.5)
6252 Police Services Specialist I (R 10.0)
6253 Police Services Specialist II (R 14.0)
6255 9 -1 -1 Calltaker (Pay Code 590)
6260 Police Cadet (R 5.0)
* Retained for Police Pension Purposes
PERSIX Work Ordinance (8/21/2001)
Class No. Class Title (Pay Range)
6300 Fire Protection Series
6321 Firefighter (Pay Code 530)
6323 Fire Lieutenant (Shift) (Pay Code 525)
6324 Fire Lieutenant (Day) (Pay Code 526)
6325 Fire Captain (Shift) (Pay Code 515)
6326 Fire Captain (Day) (Pay Code 510)
6327 Battalion Chief (Shift) (Pay Code 969)
6328 Battalion Chief (Day) (Pay Code 968)
6338 Fire Investigation and Education Officer (Pay Code 510)
• 6339 Fire Investigator (Pay Code 520)
6380 Deputy Fire Chief (Pay Code 966)
6400 Fire Support Series
6411 Fire Dispatcher (Pay Code 575)
6412 Public Safety Dispatcher (Pay Code 575)
6415 Public Safety Lead Dispatcher (Pay Code 558)
6425 Alarm Supervisor (Pay Code 555)
6440 Secretary I (Pay Code 585)
6441 Secretary II (Pay Code 580)
6500 Animal Control Series
6510 Animal Control Officer (R 15.0)
6511 Animal Control Officer (Lead) (R 10.5)
6600 Parking Control Series
6610 Parking Enforcement Officer (R 13.0)
6611 Lead Parking Enforcement Officer (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)
7141 Pension/Records Clerk (R 12.5)
7151 Water/Irrigation Division Administrative Specialist (R 12.0)
7300 Utility Service Series
7311 Water Service Specialist (R 14.5)
7315 Utility Service Representative (R 12.0)
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 Print Shop Operator (R 11.5)
PERSIX Work Ordinance (8/21/2001) -- 4 --
•
Class No. Class Title (Pay Range)
8000 Maintenance and Crafts Group
8100 Maintenance and Crafts Supervision Series
8111 Park Supervisor I (R 13.0)
8200 Mechanical Repair Series
8203 Fleet Maintenance Technician (R 14.5)
8204 Vehicle Maintenance Attendant (R 10.0)
8211 Mechanic I (R 17.0)
8213 Automotive Storekeeper (R 10.5 15.5)
8221 Machinist (R 14.0)
8230 Maintenance Mechanic (Pay Code 560)
8241 Industrial Maintenance Mechanic (R 17.0)
8242 Preventative Maintenance Technician (R 15.0)
8251 Waterworks Device Technician (R 16.0)
8300 Plant Operation Series
8301 Wastewater Facility Support Worker (R 8.5)
8302 Industrial Waste Operator (R 14.5)
•
8311 Wastewater Treatment Plant Operator I (R 10.5)
8312 Wastewater Treatment Plant Operator 11 (R 15.0)
8313 Wastewater Treatment Plant Operator III (R 17.0)
8320 Laboratory Assistant (R 10.5)
8321 Laboratory Technician (R 15.5)
8322 Pretreatment Technician (R 15.5)
8326 Laboratory Chemist (R 19.0)
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 17.5)
8335 Water Quality Specialist (R 17.5)
8400 Equipment Operation Series
8421 Equipment Operator I (R 10.5)
8422 Equipment Operator II (R 12.0)
8423 Equipment Operator III (R 14.0)
8433 Solid Waste Crew Leader (R 15.5)
8500 Facilities Maintenance Series
8511 Custodian (R 4.5)
8541 Building Maintenance Specialist (R 8.5)
8542 Facility Maintenance Specialist (R 11.5)
8600 Labor and Crafts Series
8610 Labor Helper (R 2.0)
8621 Monument Setter (R 11.5)
8631 Utility Worker (R 10.5)
8641 Solid Waste Maintenance Worker (R 12.5)
8651 Concrete Specialist I (R 13.5)
8663 Traffic Sign Specialist (R 13.5)
8664 Senior Traffic Sign Specialist (R 14.5)
8671 Irrigation Specialist I (R 12.0)
8672 Irrigation Specialist II (R 13.5)
8673 Irrigation Crewleader (R 17.0)
8681 Storekeeper (R 15.5)
PERSIX Work Ordinance (8/21/2001)
Class No. Class Title (Pay Range)
8700 Public Works Maintenance Series
8701 Street Inspector (R 17.0)
8710 Street Laborer (R 9.0)
8711 Street Maintenance Specialist (R 14.5)
8713 Street Maintenance Crew Leader (R 17.5)
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 15.0)
8733 Sewer Maintenance Crew Leader (R 17.0)
8741 Waterworks Specialist I (R 13.5)
8742 Waterworks Specialist II (R 15.0)
8743 Waterworks Specialist III (R 13.5)
8744 Water Distribution Crewleader (R 17.0)
8745 Waterworks Drafting/Service Representative (R 16.0)
8750 Utilities Locator (R 14.5)
8755 Construction Quality Control Technician (R 17.5)
8800 Parks Maintenance Series
8810 Park Laborer (R 9.0)
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)
8825 Golf Course Maintenance Specialist (R 16.5)
8830 Cemetery Specialist (R 12.5)
8840 Pool Maintenance Specialist (R 12.5)
9000 Temporary Work Group
9100 City Worker Series
9112 Outside City Worker II
9113 Outside City Worker III
9114 Outside City Worker IV
9123 Office (Inside) City Worker 11
9124 Office (Inside) City Worker III
9125 Office (Inside) City Worker IV
9126 Temporary Refuse Helper"
Section 3. Subsection 2.20.110 A of the City of Yakima Municipal Code is hereby amended to
read as follows:
"2.20.110 Compensation Plan. A. Pay ranges and pay steps, set out in the schedule
constituting Subsection B through G of this section, for the classes allocated to these pay ranges shall be
in full force and effect as of , 2001. 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.
•
PERSIX Work Ordinance (8/21/2001) -- 6 --
The performance of employees in the series designated Subsection B 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 following schedule:"
Section 4. Subsection 2.20.110 C of the City of Yakima Municipal Code is hereby amended to
read as follows:
"C. Civil Service Classes
Pay Class
Range Code Allocated Classes A B C D E
1 No Allocated Classification MO 1 /1 /00 1428.24 1497.57 1559.97 1631.04 1700.37
HR 1 /1 /00 8.24 8.64 9.00 9.41 9.81
1.5 No Allocated Classification MO 1/1/00 1466.37 1525.30 1598.10 1663.97 1735.03
HR 1 /1 /00 8.46 8.80 9.22 9.60 10.01
2 8610 Labor Helper MO 1/1/00 1497.57 1559.97 1631.04 1700.37 1771.43
5268 Lifeguard/Instructor HR 1/1/00 8.64 9.00 9.41 9.81 10.22
2.5 No Allocated Classification MO 1 /1 /00 1525.30 1598.10 1663.97 1735.03 1809.57
HR 1 /1 /00 8.80 9.22 9.60 10.01 10.44
3 No Allocated Classification MO 1/1/00 1559.97 1631.04 1700.37 1771.43 1856.36
HR 1 /1 /00 9.00 9.41 9.81 10.22 10.71
3.5 No Allocated Classification MO 1 /1 /00 1598.10 1663.97 1735.03 1809.57 1896.23
HR 1 /1 /00 9.22 9.60 10.01 10.44 10.94
4 No Allocated Classification MO 1 /1 /00 1631.04 1700.37 1771.43 1856.36 1937.83
HR 1 /1 /00 9.41 9.81 10.22 10.71 11.18
4.5 8511 Custodian MO 1 /1 /00 1663.97 1735.03 1809.57 1896.23 1982.90
HR 1/1/00 9.60 10.01 10.44 10.94 11.44
5 6260 Police Cadet MO 1 /1 /00 1700.37 1771.43 1856.36' 1937.83 2029.69
HR 1/1/00 9.81 10.22 10.71 11.18 11.71
5.5 7511 Data Entry Operator I MO 1 /1 /00 1735.03 1809.57 1896.23 1982.90 2071.29
7121 Department Assistant I HR 1 /1 /00 10.01 10.44 10.94 11.44 11.95
5201 Golf Starter
6251 Police Department Assistant I
6 No Allocated Classification MO 1 /1 /00 1771.43 1856.36 1937.83 2029.69 2123.29
HR 1 /1 /00 10.22 10.71 11.18 11.71 12.25
PERSIX Work Ordinance (8/21/2001) -- 7 --
Pay Class
Range Code Allocated Classes A B C D E
6.5 2315 Cashier MO 1 /1 /00 1809.57 1896.23 1982.90 2071.29 2166.63
7122 Department Assistant II HR 1 /1 /00 10.44 10.94 11.44 11.95 12.50
8820 Park Caretaker
5234 Recreation Leader
7110 Senior Center Clerk
7 5267 Aquatic Leader MO 1 /1 /00 1856.36 1937.83 2029.69 2123.29 2213.42
7512 Data Entry Operator II HR 1/1/00 10.71 11.18 11.71 12.25 12.77
7.5 No Allocated Classification MO 1 /1 /00 1896.23 1982.90 2071.29 2166.63 2261.96
HR 1/1/00 10.94 11.44 11.95 12.50 13.05
8 7131 Word Processing Typist MO 1/1/00 1937.83 2029.69 2123.29 2213.42 2312.22
HR 1 /1 /00 11.18 11.71 12.25 12.77 13.34
8.5 2316 Accounting Clerk II MO 1/1/00 1982.90 2071.29 2166.63 2261.96 2378.09
8541 Building Maintenance HR 1 /1 /00 11.44 11.95 12.50 13.05 13.72
Specialist
7123 Department Assistant III
8301 Wastewater Facility Support
Worker
6243 Police Department Assistant
III*
9 2106 Computer Operations MO 1/1/00 2029.69 2123.29 2213.42 2312.22 2430.09
Assistant HR 1 /1 /00 11.71 12.25 12.77 13.34 14.02
8810 Park Laborer
8710 Street Laborer
9.5 2253 Community Programming MO 1/1/00 2071.29 2166.63 2261.96 2378.09 2475.15
Assistant HR 1 /1 /00 11.95 12.50 13.05 13.72 14.28
4111 Engineering Aid
8821 Park Specialist I
6611 Lead Parking
Enforcement Officer
4611 Traffic Aid
10 6252 Police Services Specialist I MO 1/1/00 2123.29 2213.42 2312.22 2430.09 2527.15
8204 Vehicle Maintenance Attendant HR 1 /1 /00 12.25 12.77 13.34 14.02 14.58
* Retained for Police
Pension Purposes
PERSIX Work Ordinance (8/21/2001) -- 8 --
Pay Class
Range Code Allocated Classes
10.5 • 6511 Animal Control Officer MO 1 /1 /00 2166.63 2261.96 2378.09 2475.15 2591.28
(Lead) ' HR 1 /1 /00 12.50 13.05 13.72 14.28 14.95
821-3 Automotive Storekeeper
2232 Central Storekeeper
2105 Computer Operator/
Programmer
7124 Department Assistant IV_
8421 Equipment Operator I
5121 Housing Rehabilitation
•
Assistant
8320 Laboratory Assistant
8822 Park Specialist II
•
3310 Planning Specialist
•
8731 Sewer Maintenance
Specialist I
868-1 Storekeeper
8721 Street Cleaning Specialist I
8631 Utility Worker
8311 Wastewater Treatment Plant
Operator I
8331 Water Treatment Plant •
Operator I
11 2254 Municipal Producer MO 1/1/00 2213.42 2312.22 2430.09 2527.15 2650.22
4211 Traffic Signal Aide HR 1/1/00 12.77 13.34 14.02 14.58 15.29
11.5 2107 Computer Operations MO 1 /1 /00 2261.96 2378.09 2475.15 2591,28 2716.08
Technician HR 1/1/00 13.05 13.72 14.28 14.95 15.67
8542 Facility Maintenance Specialist
8621 Monument Setter
5154 Neighborhood Development
Assistant
7611 Print Shop Operator •
12 6212 Assistant Evidence MO 1 /1 /00 2312.22 2430.09 2527.15 2650.22 2771.55
Technician HR 1 /1 /00 13.34 14.02 14.58 15.29 15.99
4410 Code Inspection Trainee
8422 Equipment Operator II
8671 Irrigation Specialist I
7315 Utility Service Representative
7151 Water/Irrigation Division
Administrative Specialist
PERSIX Work Ordinance (8/21/2001) -- 9 --
•
Pay Class
Range Code Allocated Classes A B C D E
12.5 2312 Accounting Technician MO 1/1/00 2378.09 2475.15 2591.28 2716.08 2835.68
2230 Assistant Buyer HR 1 /1 /00 13.72 14.28 14.95 15.67 16.36
5254 Athletic Coordinator
8830 Cemetery Specialist
5152 Housing Accounting
Specialist
7141 Pension/Records Clerk
8823 Park Specialist III
8840 Pool Maintenance Specialist
5255 Recreation Coordinator
8641 Solid Waste Maintenance
Worker
8722 Street Cleaning Specialist H
8332 Water Treatment Plant
Operator II
13 4121 Engineering Technician I MO 1 /1 /00 2430.09 2527.15 2650.22 2771.55 2894.61
(Design) HR 1/1/00 14.02 14.58 15.29 15.99 16.70
4122 Engineering Technician I
(Records)
41.31 Engineering Technician I
(Survey)
8111 Park Supervisor I
6610 Parking Enforcement Officer
4441 Permit Technician
4621 Traffic Technician I
13.5 2252 Community Programming MO 1 /1 /00 2475.15 2591.28 2716.08 2835.68 2967.41
Coordinator HR 1 /1 /00 14.28 14.95 15.67 16.36 17.12
2101 Computer Programmer
8651 Concrete Specialist I
8672 Irrigation Specialist II
8663 Traffic Sign Specialist
8741 Waterworks Specialist I
8743 Waterworks Specialist III
14 8423 Equipment Operator III MO 1 /1 /00 2527.15 2650.22 2771.55 2894.61 3029.81
8221 Machinist HR 1 /1 /00 14.58 15.29 15.99 16.70. 17.48
5122 Neighborhood Development
Rehabilitation Specialist I
6242 Police Records Supervisor *
6253 Police Services Specialist II
4221 Signal/Electrical Technician I
* Retained for Police
Pension Purposes
PERSIX Work Ordinance (8/21/2001) -- 10 --
Pay Class
Range Code Allocated Classes A B C D E
14.5 8203 Fleet Maintenance Technician MO 1 /1 /00 2591.28 2716.08 2835.68 2967.41 3099.14
2102 GIS Technician HR 1 /1 /00 14.95 15.67 16.36 17.12 17.88
5130 Home Remodeling Technician
8302 Industrial Waste Operator
8664 Senior Traffic Sign Specialist
8711 Street Maintenance Specialist
8750 Utilities Locator
7311 Water Service Specialist
15 6510 Animal Control Officer MO 1 /1 /00 2650.22 2771.55 2894.61 3029.81 3171.94
4419 Code Compliance Officer HR 1/1/00 15.29 15.99 16.70 17.48 18.30
2310 Grant Coordinator
5151 Housing Loan Specialist
8242 Preventative Maintenance
Technician
2262 Safety and Training Officer
8732 Sewer Maintenance
Specialist II
8312 Wastewater Treatment Plant
Operator II
8742 Waterworks Specialist II
8171 Waterworks Supervisor I
15.5 8213 Automotive Storekeeper MO 1 /1 /00 2716.08 2835.68 - 2967.41 3099.14 3249.94
8321 Laboratory Technician HR 1 /1 /00 15.67 16.36 17.12 17.88 18.75
6221 Corrections Officer
8322 Pretreatment Technician
8433 Solid Waste Crew Leader
8681 Storekeeper
16 6235 Corrections MO 1 /1 /00 2771.55 2894.61 3029.81 3171.94 3315.80
Administrative Specialist HR 1/1/00 15.99 16.70 17.48 18.30 19.13
4115 Engineering Utility
Specialist
4310 Plans Examiner I (Residential)
6241 Police Information Specialist
4222 Signal/Electrical Technician II
•
8251 Waterworks Device
Technician
8745 Waterworks Drafting/Service
Representative
16.5 3311 Assistant Planner MO 1 /1 /00 2835.68 2967.41 3099.14 3249.94 3402.47
2231 Buyer HR 1 /1 /00 16.36 17.12 17.88 18.75 19.63
4125 Engineering Technician II
8825 Golf Course Maintenance
Specialist
5271 Parks and Recreation
Administrative Specialist
2103 Programmer Analyst
4622 Traffic Technician II
PERSIX Work Ordinance (8/21/2001) -- 11 --
Pay Class
Range Code Allocated Classes A B C D E
17 4420 Fire Code Inspector MO 1/1/00 2894.61 3029.81 3171.94 3315.80 3475.27
4421 Code Inspector HR 1/1/00 16.70 17.48 18.30 19.13 20.05
4141 Construction Inspector
4133 Engineering Technician III
(Survey)
4134 Engineering Technician III
(Design)
4135 Engineering Technician III
(Development)
6211 Evidence Technician
8241 Industrial Maintenance
Mechanic
8673 Irrigation Crewleader
8211 Mechanic I
8733 Sewer Maintenance Crew
Leader
8701 Street Inspector
8313 Wastewater Treatment Plant
Operator III
8744 Water Distribution Crewleader
17.5 8755 Construction Quality MO 1/1/00 2967.41 3099.14 3249.94 3402.47 3555.00
Control Technician HR 1/1/00 17.12 17.88 18.75 19.63 20.51
8713 Street Maintenance Crew
Leader
8335 Water Quality Specialist
8333 Water Treatment Plant Chief
Operator
18 2251 Cable Television Coordinator MO 1 /1 /00 3029.81 3171.94 3315.80 3475.27 3638.20
5123 Neighborhood Development HR 1 /1 /00 17.48 18.30 19.13 20.05 20.99
Rehabilitation Specialist II
6210 Senior Evidence Technician
18.5 4240 Instrument Technician MO 1/1/00 3099.14 3249.94 3402.47 3555.00 3731.79
HR 1 /1 /00 17.88 18.75 19.63 20.51 21.53
19 3321 Associate Planner MO 1 /1 /00 3171.94 3315.80 3475.27 3638.20 3811.53
3320 Community Development HR 1 /1 /00 18.30 19.13 20.05 20.99 21.99
Specialist
3112 Engineering Associate
5124 Housing Rehabilitation
Specialist III
8326 Laboratory Chemist
4632 Traffic Associate
2104 Senior Analyst
19.5 No Allocated Classification MO 1 /1 /00 3249.94 3402.47 3555.00 3731.79 3898.19
HR 1/1/00 18.75 19.63 20.51 21.53 22.49
PERSIX Work Ordinance (8/21/2001) -- 12 --
Pay Class
Range Code Allocated Classes A B C D E
20 2314 Budget Analyst MO 1/1/00 3315.80 3475.27 3638.20 3811.53 3984.86
3323 Grants Writer /Compliance HR 1 /1 /00 19.13 20.05 20.99 21.99 22.99
Officer
3322 Senior Planner
4315 Plans Examiner II
(Commercial)
20.5 4223 Signal/Electrical Technician III MO 1 /1 /00 3402.47 3555.00 3731.79 3898.19 4083.65
HR 1/1/00 19.63 20.51 21.53 22.49 23.56
21 3130 Development Engineer MO 1 /1 /00 3475.27 3638.20 3811.53 3984.86 4172.05
HR 1 /1 /00 20.05 20.99 21.99 22.99 24.07
21.5 No Allocated Classification MO 1 /1 /00 3555.00 3724.86 3894.73 4083.65 4265.65
HR 1 /1 /00 20.51 21.49 22.47 23.56 24.61
22.0 No Allocated Classification MO 1 /1 /00 3638.20 3811.53 3984.86 4172.05 4371.38
HR 1 /1 /00 20.99 21.99 22.99 24.07 25.22
22.5 3115 Project Engineer MO 1 /1 /00 3724.86 3894.73 4083.65 4265.65 4466.71
HR 1 /1 /00 21.49 22.47 23.56 24.61 25.77
23.0 No Allocated Classification MO 1/1/00 3811.53 3984.86 4172.05 4371.38 4563.78
HR 1/1/00 21.99 22.99 24.07 25.22 26.33
23.5 No Allocated Classification MO 1/1/00 3894.73 4083.65 4265.65 4466.71 4664.31
HR 1 /1 /00 22.47 23.56 24.61 25.77 26.91"
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.
PASSED BY THE CITY COUNCIL, signed and approved this 4th day of September, 2001. ,:d.e(
ATTEST: Mary Place, Mayor
City Clerk
Publication Date 9/7/2001
Effective Date 10/7/2001
PERSIX Work Ordinance (8/21/2001) -- 13 --
RHW Consulting Service s
215 N. 56th Ave. #4
Yakima. WA 98908
Ph: 509.966.3756 Fx: 509.972.4079
E -mail: rweaver@yvn.com
•
•
MEMORANDUM
Date: May 22, 2001 .
TO: Carol Bates, Chief Examiner
FROM: Robert Weaver
RHW Consulting Services
•
RE: Police Services Specialist II
Classification and Allocation Recommendation
• This report summarizes my findings relating to the classification study for the position of
Police Services Specialist II. This study encompassed only the position held by John
Campos and did not include other Police Services Specialist II personnel. The study
included an on -site audit with the incumbent, interviews with supervisory personnel,
development of a draft revised class description, comparisons with positions in the City
of Yakima's classification system with similar levels of complexity and responsibility
and a compensation survey of local and regional public and private employers as
provided by the City.
The reclassification request was made based upon the perception of increased duties,
responsibilities and complexity of the work being performed. A determination whether
the duties had changed sufficiently to warrant reclassification had not previously been
made.
Based on my findings discussed herein, it is my recommendation that the position be
reclassified to Administrative Services Specialist and allocated at Pay Range 16.0
($15.99 - $19.13/hour).
DUTIES AND RESPONSIBILITIES
SUMMARY: The incumbent in this classification performs a variety of responsible,
moderately complex administrative, accounting and financial recordkeeping and related
tasks in the jail. Incumbents account for various fund transactions, prepare a variety of
reports, recommend assignments of inmates, maintain a variety of records, process
• invoices, and perform other administrative tasks. Work is performed with considerable
latitude for use of independent judgment in resolving unusual problems and interpreting
complex guidelines, regulations and policies.
•
SIGNIFICANT CHANGES IN POSITION Clearly, some of the work performed can
and is performed at the Police Services Specialist II level. That should be expected, yet
there are also duties and responsibilities that have been added and which alter the
complexity and nature of the position. There have also been changes that increased
reporting or previously performed or were related activities. Those changes are not
considered significant since they are caused by either technological advancement and/or
are issues of volume of work performed. Significant changes include:
• Tracking down outstanding and stale checks and advising the owners of the status
and pending disposition. This requirement at the request of the Finance
Department in response to issues raised in a 1999 audit.
• Projects budget expenditures for current and future yeais, recommends certain
expenditure levels and provides information as a representative of the department
in meetings on budgetary issues. Addresses City Management, budget
committees and the City Council as requested.
• In consultation with the County Jail Medical and Classification Staff, as approved
by County management, reviews inmate status and determines candidates for
transport to other facilities which often reduces City cost.
• Attends DUI legislative mandated meetings, analyzes impact of legislation on the
Jail and on future budgets.
• Performs a variety of research projects regarding anticipated or proposed projects
to determine the advantages/disadvantages or impact on the City.
• Responsible for maintenance and destruction of inmate records in accordance
with State guidelines.
• Performs a variety of invoicing activities to obtain payment or reimbursement
from various state and federal agencies when inmates are eligible for their
services.
There are other changes that reflect added workload in maintaining or entering data and
creating reports from the databases. That added workload is not considered a significant
change but should be recognized by the department when staffing issues are addressed.
Performing "more of the same" work usually does not generate additional compensation.
DISCUSSION:
INTERNAL COMPARISONS There are few classifications in the City's system that
perform the level of duties found in this classification. The classification of Police
Information Specialist (Range 16.0) is the closest classification in the Police Department.
An analysis of that classification reflects a high coordination of duties with a very close
match with regard to complexity, authority and responsibility. The duties and
responsibilities exceed those of the Grant Coordinator and Housing Loan Specialist
allocated to Range 15.0 yet are not commensurate with classifications found at Range
16.5.
FACTORING ANALYSIS A factoring analysis of proposed classification was
performed that resulted in a high -end Range 15 rating. This is considered appropriate as
the factoring analysis results in a general positioning of the classification. The factoring
process is subjective and relies on the interpretation of the classification related to an
interpretation of the worker characteristics found in the factoring analysis.
EXTERNAL COMPARISON A salary survey of 30 public and private agencies in
Washington and Idaho was issued with 19 responses received. The results reflected only
4 public agencies with similar classifications matching the City's. One additional
reported a position with greater responsibilities. A sampling of four is not considered
representative but hourly rates ranged from a minimum of $12.07 per hour to a maximum
of $19.73 per hour.
RECOMMENDATION: Based on the above, it is recommended that the .position of
Police Services Specialist II occupied by John Campos be reclassified to Administrative
Services Specialist and allocated to Pay Range 16.0 $15.99 - $19.13/hour ($2,771.55 -
$3,315.80 /month). Because he has been performing the added duties for in excess of a
year, it is also recommended that John Campos be reclassified along with the position.
•
SALARY SURVEY RESULTS
ADMINISTRATIVE SERVICES SPECIALIST
GOOD MATCH DATA
Organization Title Minimum Maximum
City of Federal Way Administrative Asst. 1 $14.79 _ $17.45
City of Kent Administrative Asst. 1 $16.22 $19.73
City of Renton Police Secretary $13.74 $18.85
Yakima County Financial Specialist $12.07 $16.29
Mean Hourly Rate $14.21 $18.08
Mean Monthly Rate $2,463.02 $3133.81
GREATER MATCH DATA
City of Olympia Accounting Technician $16.32 $19.83
NO MATCHING CLASSIFICATION
City of Bremerton, City of Kennewick, City of Burien, City of Auburn, Clark County, City of Edmonds,
City of Lewiston, ID, City of Bellingham, Yakima School District, City of Kirkland, City of Vancouver,
City of Redmond, Private Employer #1, Private Employer #2.
•
CITY OF YAKIMA
CLASS SPECIFICATION
•
CODE: 6235 TITLE Corrections Administrative Specialist Est. 7/01
DEFINITION: Under general supervision, performs a variety of responsible, moderately
complex administrative, accounting and financial recordkeeping and related tasks in the jail.
Incumbents account for various fund transactions, prepare a variety of reports, recommend
assignments of inmates, maintain a variety of records, process invoices, and perform other
administrative tasks. Work is performed with considerable latitude for use of independent
judgment in resolving unusual problems and interpreting complex guidelines, regulations and
policies.
• DUTIES
Reviews the internal commissary system and reconciles inmate accounts and contacts former
inmates to determine status of outstanding checks. Researches and identifies sources of
available grant funding and submits appropriate applications. Assists prisoners in reporting lost
checks or requesting reissue of inmate checks. Assists inmates in applying for medical
assistance through state agencies as appropriate.
Prepares a variety of monthly, quarterly, semi- annual and /or annual reports including but not
limited to: statistical financial and population, combined excise tax, prisoner internment, Social
Security Administration prisoner data, various jail population demographics, annual inmate
worker, medical care expenditures, and other reports as necessary. Notifies Municipal Court
when trustees complete sentencing as a trustee. Reviews medical referrals to determine
independent insurance or public assistance and notifies the appropriate Prosecutor of medical
services of a severe nature.
•
Monitors inmate population and recommends assignment to most cost effective facilities utilized
by the City based on charges and sentencing. Reviews records of inmates scheduled for release •
from all facilities used by the City to ensure release is appropriate and additional sentencing has
not been issued. •
Maintains a variety of inmate files and records. Disseminates information in accordance with
state and local statutes and policies as appropriate. Maintains the internal commissary system.
Balances a variety of reports and the commissary system and prepares appropriate reports.
Prepares monthly commissary system reports and reconciles to identify discrepancies that may
affect the inmate trust fund balance.
Receives invoices from various vendors and other sources, verifies billings for accuracy and
processes in accordance with City policy and procedures. Notifies the Finance Department and
requests action to seek reimbursement from inmates for medical services rendered. Initiates
invoices to WASPC for reimbursement of costs for incarcerating DUI offenders. Analyzes
inmate room and board expenses and calculates annual daily room and board fee. Reviews and
audits billings from the Yakima County jail and contracted municipal jails and works with
individual agencies to resolve discrepancies.
Projects budget expenditures for current and future years, recommends certain expenditure
levels and provides information as a representative of the department in meetings on budgetary
issues. Purchases equipment and supplies for the jail within County policies. Tracks orders,
identifies local or outside area vendors in order to affect most economical and cost - efficient
purchases.
•
CLSPC /classspecs -6235
•
May assist correctional staff in the control room, serve as an interpreter, conduct public tours of
the jail facility and assist in bookings as requested. May review jail procedures resource
handbooks and draft updates and revisions as appropriate. May assist in rebooting the
telephone system as necessary. May be required to testify in court.
Performs other related duties as required.
MAJOR WORKER CHARACTERISTICS: Knowledge of: governmental accounting
principles and practices; procedures relating to processing and recording financial transactions
and information; federal and state statutes pertaining to inmate funds and reporting; state and
federal regulations regarding dissemination of information; state statutes relating to
incarceration, department policies and procedures; policies, practices and procedures of
associated law enforcement and other agencies, and of law enforcement and court terminology.
Knowledge of modern general office practices and procedures; business arithmetic; basic
clerical skills and procedures such as grammar, spelling, punctuation, composition, filing and
recordkeeping; and of general accounting principles and practices including general ledger, trial
balances and year -end reports.
Ability to: analyze financial documents and make effective recommendations and reports;
understand, apply and explain laws, codes, rules, regulations, policies and procedures;
communicate effectively orally and in writing; work independently with limited supervision, to
establish and maintain effective working relationships with the public, federal, state and local
law enforcement agencies, courts, local business and community leaders, inmates and their
families representing diverse ethnic and social backgrounds, City officials and employees.
Ability to: plan, organize and prioritize workload to meet production requirements; utilize a
variety of computerized recordkeeping systems and computers, various software programs
including MS Word, Excel, and various accounting programs; ability to operate office machines
such as fax, copy machine, calculators, typewriter and audio - visual equipment.
UNUSUAL WORKING CONDITIONS: Works with the public who may be irate, upset
or emotionally disturbed. Must be able to lift 50 lbs. and handle property and evidence that may
be odorous or dirty. Exposure to bio- hazardous materials and unpleasant working conditions.
Work in the jail control room when needed to supplement the Corrections staff and have direct
contact with inmates.
LICENSES, REGISTRATION AND CERTIFICATE: Possess and maintain a valid
Washington State Driver's License; WACIC/NCIC Level II Certification (bi- annual).
MINIMUM CLASS REOUIREMENTS: Graduation from a four-year accredited college
or university in accounting, business administration or a closely related field. Four (4) years of
progressively responsible experience in financial recordkeeping, accounting or bookkeeping
may substitute for the educational requirement on a year- for -year basis.
CLSPC /classspecs -5235
RHW Consilting Services
215 N. 56th Ave. #4
Yakima. WA 98908
• Ph: 509.966.3756 Fx: 509.972.4079
E -mail: rweaver@yvn.com
MEMORANDUM
•
Date: May 22, 2001
TO: Carol Bates, Chief Examiner
FROM: Robert Weaver
RHW Consulting Services
RE: Engineering Technician I (design)
Classification and Allocation Recommendation
This report summarizes my findings relating to the classification study for the position of
Engineering Technician I (design). The study included an on -site audit with the
incumbent Mary Lovell, interviews with supervisory personnel, development of a draft
revised class description, comparisons with positions in the City of Yakima's
classification system with similar levels of complexity and responsibility, a factoring
analysis and a compensation survey of local and regional public and private employers as
provided by the City.
The reclassification request was made based upon the perception of increased duties,
responsibilities and complexity of the work being performed. A determination whether
the duties had changed sufficiently to warrant reclassification had not previously been
made.
Based on my findings discussed herein, it is my recommendation that the position be
reclassified to Engineering Utility Specialist and allocated to Pay Range 14.5 ($14.95 -
$17.88/hour -- $2,591.28 $3,099.14 /month).
DUTIES AND RESPONSIBILITIES
SUMMARY: Incumbents in this classification provide technical support services related
to the provision of utility services. Incumbents will calculate utility service costs and
fees explain a variety of technical data related to utilities, answer inquiries, lead citizen
•
groups through the LID process, compile legislation packages, and conduct various
research projects. Work is performed with considerable independent judgment.
SIGNIFICANT CHANGES IN POSITION: One of the most significant changes in
the work performed by Ms. Lovell is that she essentially performs no design or drafting
duties that is a large departure from the initial intent of the classification. The duties are
administrative in nature with considerable public contact now encompasses a
considerable portion of the classification.
The current classification includes a role of assisting the Office Engineer in preparing
LTD's. The change is that the incumbent now is the lead person in the LID process. She
provides initial information to people interested in forming a LID. If the interest
continues, she meets with the parties, explains the petitioning process as well as the LID
establishment process, validates petition signatures, schedules community meetings and
notifies interested parties and then attends the meetings. At the meetings, she again
explains the procedures and responds to their questions. After the meeting, she prepares
district maps and preliminary assessment rolls and fmally compiles legislation packages
as needed. During the LID construction process she conducts site visits, completes final
assessment rolls and closes the districts notifying appropriate departments and agencies
on completion.
Another significant portion of the duties involves heavy public contact. On a daily basis
she receives inquiries from the public both in person and by telephone regarding the cost
and availability of utility services. The response may require individual research
depending on the complexity of the request and may be limited to a computer search or
involve using topographical maps and technical calculations to determine how utility
services could best be provided. The service may also include calculating connection
fees for each parcel hooking up to the City's water and sewer systems.
This classification also establishes a Reimbursable Agreement when a developer
constructs a new utility service that may benefit another property. This enables the
contractor to be reimbursed if the other property later hooks up to the utility so that the
other doesn't gain a `windfall" benefit at the developer's expense. These duties include
preparing the contract document, scheduling the item for Council consideration,
preparing the Agenda Statement and attending the Council meeting to address questions
or concerns raised by Council.
There are other changes that are included in the new class specification. It is reasonable
to say that the new class specification bears virtually no resemblance to the Engineering
Technician I (design) class specification as is currently assigned to this classification.
The duties are significantly different, the major worker characteristics include
knowledge, skills and abilities not contemplated by the current class, and the minimum
class requirements include a greater amount of experience due to the nature of the work
performed in the class.
DISCUSSION:
INTERNAL COMPARISONS There are a number of classifications that include some
of the components of the proposed classification. None are an exact match but that is
expected. There are four that have more common elements including:
6 am',
• • Water Service Specialist, Range 14.5 — .This has similar elements such as
processing permits or service orders, dealing with customers, adherence to
processes and procedures. It has increased physical demands, less favorable
working conditions and greater exposure to elements. It lacks the requirement for
research and the technical skills required of the proposed class.
• Code Inspections Office Assistant, Range 981 — This has many similar elements
including an "indoors" job, counter work, and adherence to processes, procedures
and rules. It also includes a supervisory element that is lacking in the proposed
class.
• Safety and Training Officer, Range 15.0 — This is an administrative classification
with both indoor and outdoor work. Public contact, research, compliance with
laws, rules and regulations are similar. The responsibility for the safety of others,
employees and the public, is a significant difference and it has somewhat less
desirable working conditions due to the inspections conducted.
• Permit Technician, Range 13.0 — This classification requires counter work similar
to the proposed class. However, it lacks much of the administrative work, the
scheduling and conduction of meetings and the requirement to make presentations
at Council meetings.
FACTORING ANALYSIS A factoring analysis was conducted for the proposed
classification that resulted in a Range 13.5 rating. This should only indicate the general
area of compensation and should not be considered an absolute placement.
EXTERNAL COMPARISONS A salary survey was conducted and of the 30 agencies
solicited. 19 responded but only 3 reported good matches with the proposed
classification. Two reported classifications with less responsibilities and one reported
greater responsibilities. The results of the survey are inconclusive as the number of
respondents allows for single classifications to skew the results.
RECOMMENDATION While there are differences between the proposed
classification and others in the City's classification plan, there are also similarities.
Probably the greatest similarity is with the Water Service Specialist. The Permit
Technician reflects lower level duties while both the Code Inspections Office Assistant
and the Safety and Training Officer have elements exceeding the scope of the proposed
classification. Accordingly, it is recommended that the Engineering Utility Specialist be
allocated to Range 14.5, $14.95 - $17.88/hr ($2,591.28 - $3,099.14 /month).
SALARY SURVEY RESULTS
ENGINEERING UTILITY SPECIALIST
GOOD MATCH DATA
Orsanization Title Minimum Maximum
City of Kennewick PW Office Technician $19.26 _ $22.68
Clark County Sr. Engineering Tech $14.64 $19.57
City of Vancouver Engineering Tech. II $15.91 $18.92
Mean Hourly Rate $16.60 S20.39
Mean Monthly Rate $2,877.28 $3.534.20
LESSER MATCH DATA
City of Kent Accounting Technician $17.04 $20.74
City of Lewiston, ID Engineering Technician $15.84 $18.92
GREATER MATCH DATA
City of Bremerton Utility Accounts Supv. $19.26 $22.68
NO MATCHING CLASSIFICATION
Cit of Federal Way, City of Burien, City of Auburn, City of Edmonds. City of Bellingham, Yakima School
District, City of Renton, City of Kirkland, City of Redmond, City of Olympia, Yakima County, Private
Employer #1, Private Employer #2.
CITY OF YAKIMA
CLASS SPECIFICATION
CODE: 4115 TITLE: Engineering Utility Specialist Est. 7/01
DEFINITION: Under general to limited supervision provides technical support services
related to the provision of utility services. Incumbents will calculate utility service costs
and fees explain a variety of technical data related to utilities, answer inquiries, lead citizen
groups through the LID process, compile legislation packages, and conduct various research
projects. Work is performed with considerable independent judgment.
DUTIES
Responds to inquiries regarding utility services in person and by telephone. Provides
information regarding the cost and availability of utility services. Utilizes computerized
systems, utility maps and other sources, and calculates costs as needed. Calculates utility
connection fees depending on location within city limits and service availability. Collects
fee payments, issues receipts and records actions as appropriate. Explains technical data,
Ordinances, policies, procedures and other matters related to utility connection
computations and guidelines, right of way information, outside utility agreements, and other
matters.
Provides information to interested parties about the LID and other processes; meets with
interested parties; validates petition signatures; schedules and notifies parties of meetings;
attends and appears at City Council and other public meetings, explains procedures and
responds to questions; prepares district maps and preliminary assessment rolls. Compiles
legislation packages as needed. Conducts periodic site visits during project construction;
completes final assessment rolls and closes districts; notifies appropriate
departments /agencies upon completion.
Performs research for utility projects, calculates fees due City; prepares, records, researches
property legal descriptions as needed for Outside Utility Agreements; researches location
of City water, sewer, storm drain, and irrigation utility lines for property owners,
developers, realtors, utility companies, and other City departments as requested.
Establishes, processes and maintains the database for reimbursable agreements. Works with
developers to prepare documents for City Council action; presents to Council as scheduled.
May perform a variety of elementary drafting tasks using manual and /or automated drafting
equipment.
Performs other related duties as assigned.
MAJOR WORKER CHARACTERISTICS: Knowledge of basic and advanced
mathematics and the ability to do computations related to the job. Knowledge of civil
engineering terms and methods; of standard practices and design of sanitary sewers, storm
drains, and water mains; of various legislated statutes, policies, procedures for developing
private projects and local improvement districts.
CLSPC /classspecs /4115
Ability to: read and understand maps, plans, as- builts and other related documents; perform
elementary drafting using manual and /or automated drafting equipment. Skill and ability in
making presentations to community groups and the City Council; communicate effectively
both orally and in writing; establish and maintain effective working relationships with
employees, developers, and property owners from widely diverse ethnic, economic and
social backgrounds; operate a variety of office equipment such as personal computers,
generic and specialized computer programs, telephones, typewriters, copy machines, plan
duplicating machines, and other equipment related to the job; work independently with
limited supervision; perform the essential requirements of the classification.
UNUSUAL WORKING CONDITIONS: Work with the public and employees who may
be irate, upset and angry. Construction sites may be dirty, dusty, noisy, have uneven
terrain and in adverse weather conditions. —
LICENSES, REGISTRATION AND CERTIFICATE: Possess and maintain a valid
Washington State Driver's License and basic first aid/CPR certificate.
MINIMUM CLASS REQUIREMENTS: Any combination of education and experience
equivalent to completing of high school and two years of civil engineering or public works
improvement project experience.
CLSPC /classspecs /4115
}
MEMORANDUM
TO: Civil Service Commission
Carol Bates, Chief Examiner
FROM: Mary Lovell, Engineering Technician I
RE: Classification and Allocation Recommendation
DATE: May 13. 2001
I have reviewed the Classification and Allocation Recommendation prepared for my
current Engineering Technician I position. I agree in principle with many of the
conclusions. However, I feel that the proposed job level and salary do not adequately
reflect the responsibilities of the position. At the suggestion of the Chief Examiner, I
submit the following comments for your consideration:
INTERNAL COMPARISONS: I feel that two positions in the Engineering Division
could have been used for internal comparison in addition to the four that were utilized.
My responsibility for LID administration is similar to the Development Engineer which is
in Pay Range 21 (S20.05- S24.07 /hr). For example, I prepare reports and make
presentations to City management, City Council and citizen groups. My duties regarding
Reimbursable Agreements and the newly assigned responsibility foradministration of the
Apple Tree Sewer Bond are similar to the Engineering Contract Specialist which is in
Class Code 10601 (S16.85- $20.44 /hr). Although neither of these positions is an exact
match, many of the responsibilities are quite similar to mine. I do not feel the Permit
Technician (Range 13) is good for comparison purposes. I was hired into that position in
1988, and I know first -hand that the education, experience and training required for my
current position is far greater. By comparison, at times I am required to take a lead rather
than a support position.
EXTERNAL COMPARISONS: Three other individuals in my division submitted
Requests for Reclassification when I did in March 2000. At that time, we received
worksheets for us to contact other employers to conduct salary surveys on our own. The
gentlemen in my division were all fortunate to have their positions upgraded by means of
a "reorganization" that did not include my position. I did, however, contact many other
jurisdictions to seek salary information for positions similar to mine. Like the consultant,
I found it impossible to fmd a perfect match for my job, since it incorporates elements
from many diverse areas. The attached list shows nine positions that were comparable in
scope of duties and level of responsibility.
CONCLUSION: Based on the data that I obtained, I believe that the appropriate
reclassification for my position should be a minimum of Pay Range 16.5. The
comparison information that I obtained is attached, for your information. Thank you very
much for your consideration.
SALARY SURVEY
CITY JOB TITLE SALARY RANGE
Richland Engineering Assistant 52,254 — 3,386
Bellingham Project Design Specialist 53,390 — 4,048
Longview Office Engineer _ 53,351 — 4,523
Engineering Technician IV 53,158 — 4,060
Vancouver Engineering Technician II 52,757 — 3,520
Kennewick Office Engineer 53,032 — 4,059
Engineering Technician 52,944 — 3,939
Renton Engineering Specialist II 53,578 — 4,360
Development Services Rep 53,493 — 4,254
Bremerton Engineering Technician II 52,833 — 3,338
Everett Engineering/Public Services Program Mgr. 54,009 — 5,213
Permit/Development Technician 53,038 — 3,696
Puyallup Permit Center Engineering Specialist $2,533 — 3,293
NOTES:
• When more than one job title is listed for a city, both positions perform a portion of
the Engineering Technician I — Yakima duties.
• In several jurisdictions the Public Works Director or the City Treasurer performs LID
Administration. (i.e. City of Union Gap and Yakima County) These were not
included in this survey because the top -level management salaries skewed the results.
• I was unable to find any comparable job classifications in the private sector.
RHW Consulting Services •
215 N. 56th Ave. #4
Yakima. WA 98908
Ph: 509.966.3756 Fx: 509.972.4079
E -mail: rweaver@yvn.com .
•
MEMORANDUM
DATE: May 21, 2001 •
TO: Carol Bates, Chief Examiner
FROM: Robert Weaver
RHW Consulting Services
RE: Storekeeper
Classification and Allocation Recommendation
This report summarizes my findings relating to the classification study for the position of
Storekeeper. The study included an on -site audit with the incumbent Arlene Betzing,
interviews with supervisory personnel, development of a draft revised class description,
and a compensation survey of local and regional public and private employers as
provided by the City. The draft revised class specification was reviewed with and by
both the employees and supervisory personnel who confirmed that there were no
significant or substantive duties that had been omitted.
The reclassification request was made based upon the perception of increased duties,
responsibilities and complexity of the work being performed. A determination whether
the duties had changed sufficiently to warrant reclassification had not previously been
made. I have reviewed the existing Class Specification and used it as a base for
determining whether or not the significant change required by Chapter IV, Section D.2
(Reclassification) of the Civil Service Rules had occurred. The cited section states in
relevant part, "Whenever the duties of an existing position no longer substantially
resemble the original class... ". The intent of this section is to only require /authorize
reclassification of a position and accordingly allocate the classification to a different pay.
ranee when substantial change had occurred.
I do not find the substantial change mandate has occurred and accordingly, based on
those findings as discussed herein, it is my recommendation that no action be taken at
this time other than revising the Class Specification.
DUTIES AND RESPONSIBILITIES
SUMMARY: Incumbents in this classification receive, order and distribute materials for
the Water and Irrigation Division. Inclusive duties include management of the inventory
control system; ordering, stocking and issuing parts, equipment and materials; contacting
vendors; maintaining files, records and other administrative matters; picking up and
delivering purchases and performing other duties in support of the division. This
classification is similar in function to the Automotive Storekeeper classification in the
Fleet Rental Division but even though the processes and programs used are the same or
similar, the classifications should be maintained distinctly separate because each requires
intensive knowledge of specialized parts and equipment. Considering the Civil Service
layoff provisions, it is improbable that an employee of this classification would be able to
sufficiently perform the duties of the Automotive Storekeeper. The reverse would also
hold true.
SIGNIFICANT CHANGES IN POSITION: While there have been changes in the
duties of the positions, they do not rise to the level of substantial change envisioned by
IV.D.2 of the Civil Service Rules. The Class Specification was brief as was the previous
practice, however, the revisions as submitted attached hereto to not alter the fact that the
classification of Storekeeper continues to do the work anticipated by the existing Class
Specification.
DISCUSSION: The following paragraphs highlight the changes cited by the incumbent
(underlined) and my rationale for determining that substantial change required by the
Civil Service Rules had not occurred.
1. Create, process. release and maintain Purchase Orders. It is asserted that these duties
were the duties of the Buyer and/or Assistant Buyer classifications in the Purchasing
Division. That may be factual, however, in all classifications, there are elements of both
higher and lower level duties. These in particular are commonly done across the City by
employees of varying levels of responsibility and are frequently performed by employees
in the classification of Department Assistant II, Range 6.5 while the Storekeeper is
currently allocated to Range 10.5. It is alleged that the Storekeeper has the
"responsibility" of ensuring the Water and Irrigation Division complies with the City's
purchasing guidelines and procedures. While functionally the Storekeeper may monitor
the processes, the responsibility for ensuring compliance is that of the Division Manager.
The "authority" to purchase or monitor the function may be delegated to the classification
but the responsibility cannot be delegated. In the existing Class Specification (ECS), one
assigned duty is to maintain s constant inventory of all materials requisitioned, received,
stored and issued in the Division. While the procedures may change and systems may be
automated or use a different automated system, there is an expectation in the ECS that the
work will be performed by the classification.
2. Receiving — Store Room Control — Stock Issue and Verification. The task of
receiving items for the store including dock receipt, receiving notices, binning, receipt
adjustments, location and/or bin changes and printing of labels; stockroom control and
stock issue and verification all are functions also expected or anticipated by the ECS by
the language "Maintains a constant inventory of all materials requisitioned, received
stored, and issued within...records the movement of materials..." They do not constitute
a significant change.
3. Stores Inquiry and Stock Replenishment. While the current system is automated or
computerized, maintaining a description and other data about stock items is neither
unusual to an inventory system nor is it new to the classification. The ECS has language
that requires "reviews stock sheets and posts information on stock cards" which clearly is
similar work. The difference is the current system uses computers
4. Coordinate and Monitor Service Blanket Contracts with Street and Sidewalk Repair
Contractors. This is generally a clerical/tracking function that does not require
specialized skills. It is difficult to categorize this function in the ECS; however, the
maintenance of files, reports and related paperwork function in ECS with the
performance of related work seems to include this type of activity though not specifically
mentioned.
5. Clerical/technical Skills. The thrust of this change centers on the initiation of the
AIMMS system and focuses on inventory control. Although computer skills had to be
learned, that is no different than the majority of the City's other classifications, most of
which now use computers and the incumbents were required to learn new skills to use
them. It is an advancement of technology and not a change that would precipitate a
classification change.
6. Assist in providing direction and training to clerical and operational staff. This is
cyclical work with temporary seasonal staff. Training and direction for clerical staff is
minimal or can be categorized as explaining and interpreting rules and work procedures
to employees which generally amounts to work direction in the City's point factoring
system and which would be relegated no points.
7. Freight. The incumbent asserts that all stock items as well as most directly ordered
items are handled by the Storekeeper. The receiving of parts, supplies, etc., is a part of
the ECS and is not a change in duties but instead continues the duties already being
performed.
8. Hazardous materials handling and recordkeeping. The inception of Materials Safety
Data Sheets came about in the early `80s as a federal mandate. Safety regulations are
continually updated and often expanded by the regulatory agencies including the
Department of Labor and Industries and the Department of Ecology. As the regulations
expand, so must the knowledge of the employees. That is a normal and expected part of
each classification whether within the City's Civil Service System or in private industry.
Jobs are not static but rather, are a dynamic compilation of duties and responsibilities.
The Storekeeper has long been required to handle hazardous or toxic materials including
solvents, paints, chlorine and other materials and the handling of them as regulations
change does not substantially change the job.
COMPENSATION ANALYSIS: Because no substantial change in the classification
has been recognized and reclassification is not recommended, an analysis of internal
classifications has not been done. However, seven (7) of the thirty (30) external agencies
surveyed responded that they had a similar classification. Based on that limited response,
the City of Yakima's salary range would appear to be significantly below the market
price which may cause recruiting difficulties if one or both of the positions vacated. The
survey reflected a mean low salary of $16.32/hr ($2.828.75/mo) and a mean high salary
of $19.05/hr ($3,301.94 /mo), both significantly higher than the City of Yakima's salary
range of $12.50/hr ($2,166.63/mo) - $14.95/hr ($2591.28/mo). Note that the survey's
mean low salary is higher than the City's high salary. The Civil Service Rules provide no
mechanism to make market salary adjustments in order for the City to maintain a
competitive position in the labor marketplace.
RECOMMENDATION: Based on the analysis of the changes in the classification. the
Class Description should be updated but there has been insufficient change to cause a
reclassification as required by the Civil Service Rules.
storekeep.doc
SALARY SURVEY RESULTS
STOREKEEPER
GOOD MATCH DATA
Organization Title Minimum Maximum
City of Kennewick Warehouse Person $18.99 $19.75
City of Auburn Maint. Wkr. Stores $15.66 — $19.17
City of Kent Warehouse Opns. Spec $18.62 $22.70
•
City of Bellingham Warehouse Worker $15.46 $18.45
Yakima School District' Warehouse Operations II $13.47 $13.47
City of Renton Maintenance Buyer $19.65 $23.94
City of Vancouver Storekeeper $12.42 $15.86
Mean Hourly Rate $16.32 $19.05
Mean Monthly Rate $2,828.75 $3,301.94
LESSER MATCH DATA
Private Employer #1 Materials Technician $ 8.78 $11.85
2000 SALARY DATA SUBMITTED
NO MATCHING CLASSIFICATION
City of Bremerton, City of Federal Way, City of Burien, Clark County, City of Edmonds, City of Lewiston,
City of Kirkland, City of Redmond, City of Olympia, Yakima County, Private Employer #2.
CITY OF YAKIMA
CLASS SPECIFICATION
CODE: 8681 TITLE: Storekeeper rev. 7/01
DEFINITION: Under limited supervision orders, receives and distributes materials for
the Water and Irrigation Division. Incumbents manage the inventory control system; order,
stock and issue parts, equipment and materials; contact vendors regarding purchases;
maintain files, records, and other matters; pick up and deliver purchases; and performs
other duties in support of the division. Work is performed with considerable latitude for
independent judgment and initiative.
DUTIES
Uses a computerized maintenance management system to maintain a constant inventory of
materials requisitioned, received, stored and issued; orders materials as requested, to
replace inventory, or in anticipation of coming projects; and conducts an annual inventory
of the warehouse. Prepares and /or processes requisitions and purchase orders in
accordance with City policy; receives incoming shipments and verifies merchandise
received as ordered; clarifies discrepancies in shipments and billings with vendors as
needed; maintains warranty information and processes items for repair or replacement.
Stocks warehouse in an orderly manner to facilitate visual inventory, location and retrieval.
Prepares used materials for return to stock. Provides assistance in determining items for
disposal and for preparing obsolete, surplus, damaged and other materials for auction or
other disposal method.
Contacts vendors by telephone, in person, electronic transmission or other means on a
regular and recurring basis to determine availability of materials; clarifies orders; obtains
cost quotes. Receives or obtains information from vendors or other City divisions;
develops and assembles technical bid or quote specifications; obtains telephonic or written
quotes in accordance with purchasing guidelines and City policy. Picks up purchases from
local vendors as necessary.
Verifies correct price, purchase order and quantity received on invoices or packing ships;
contacts vendors to resolve discrepancies. Audits invoices, contracted agreements and
services for payment; assigns or verifies account numbers for expenditures. Ensures
sufficient budgetary funds prior to ordering materials. Maintains a register of vendors and
uses vendor knowledge, trade journals, manuals and other written materials to research and
identify materials sources and additional vendor sources.
Performs a variety of clerical and financial record keeping tasks including using a personal
computer, copy machine, 'fax machine, calculator, and telephone. Performs a variety of
mathematical calculations including addition, subtraction, multiplication, division,
percentages, fractions, volume, and space and measure conversions. Prepares a variety of
reports and correspondence. Assists in the preparation of budget projections. May greet
and screen callers and visitors, schedule appointments and attend meetings. Ensures
receipt of Material Safety Data Sheets and maintains a master file and other records as
needed. Maintains warehouse and work areas in clean and safe condition.
Performs other related duties as assigned.
MAJOR WORKER CHARACTERISTICS: Knowledge of storekeeping procedures
and methods; of water and irrigation system materials and nomenclatures. Knowledge of:
purchasing processes and procedures; of local and state requirements for materials disposal;
of safe and appropriate handling of hazardous or toxic materials; and of material vending
sources; governmental purchasing regulations and modern office practices.
CLSPC /8681
Ability to: communicate effectively, orally and in writing with employees, City officials,
vendors and the public and to establish and maintain effective working relationships with
persons from widely diverse ethnic and economic backgrounds; operate a variety of office
machines and other equipment including personal computer, telephone, copy and fax
machines, forklift, hand truck, small tools and others; prepare a variety of records and •
reports and to conduct inventories.
•
UNUSUAL WORKING CONDITIONS: Exposure to paints; cleaners;
solvents;
rodent poisons; propane, gas and diesel fumes; insecticides; weed sprays; flammable
materials; temperature and weather extremes; noise; and a variety of insects, spiders, flies
and rodents. Occasional lifting of items weighing in excess of 50 pounds.
LICENSES, REGISTRATION AND CERTIFICATE: Possess and maintain a
valid Washington State driver's license; forklift operation certificate, CPR and basic first
aid card within three (3) months of employment.
MINIMUM CLASS REOUIREMENTS: Any combination of education and
experience equivalent to graduation from high school plus three (3) years of clerical,
computer data entry, purchasing, inventory control, storekeeping or warehousing.
Familiarity with water system materials and nomenclatures desirable.
•
•
•
CLSPC /8681
OLD
CITY OF YAKIMA
CLASS SPECIFICATION
(CODE: 8681 TITLE: Storekeeper
DEFINITION: Under general supervision; orders, receives, and issues
material for the various divisions within the Water Division; performs
related work as required.
DUTIES
Maintains a constant inventory of all materials requisitioned, received,
stored, and issued within the Water Department; reviews stock sheets and
posts information on stock cards; records the movement of materials
within the department and to other City complexes; prepares used
material for return to stock by cleaning, buffing, sandblasting, or
painting; reviews vendor catalogs; prepares requisitions for special
orders; prepares and submits requests for petty cash purchases from
local vendors.
Receives and coordinates telephone and radio communications on numerous
departmental activities in order to assure efficient water services when
emergencies, construction programs and other service disruptions exist.
Maintains files, reports, and paperwork on all material and equipment
orders received for the irrigation and Water Treatment divisions; keeps
records of all new water meter services installed and fire hydrant
meters deployed; keeps track of all chlorine cylinders received,
shipped, in storage, or in use; maintains all work orders for damaged
fire hydrants and repair materials needed.
Prepares and submits various letters and reports to vendors; performs
numerous housekeeping duties in the storage areas.
MAJOR WORKER CHARACTERISTICS: Knowledge of storekeeping procedures and
methods; of water system materials and nomenclatures. Ability to use
basic mathematics; to meet and deal with vendors, contractors,
employees, and people associated with other governmental jurisdictions;
and to use a variety of small hand tools; to prepare and maintain
records, reports, and inventories.
UNUSUAL WORKING CONDITIONS: Occasional heavy lifting required.
LICENSES, REGISTRATION AND CERTIFICATE: Washington State Driver's
License
MINIMUM CLASS REQUIREMENTS: Any combination of education or experience
equivalent to one year of clerical, inventory, supply, warehousing, or
other related work experience.
CLSSPC /8681
ov �'-�, RECEIVED
WATER &IRRIGATION DIVISIONS,;;._
44 3; 2301 FRUITVALE BLVD. JUN 4 ZOOI
;, \ 14\ : ii i r r
Yakima, Washington 98902
''" � `P �F Humar Resource! Division
MEMORANDUM
TO: CHARTER CIVIL SERVICE COMMISSION
CAROL BATES, CHIEF EXAMINER
FROM: ARLENE BETZING, WATER /IRRIGATION STOREKEEPER , -2
SUBJECT: STOREKEEPER CLASSIFICATION
DATE: JUNE 12, 2001
CC: DAVE BROWN, WATER/IRRIGATION ENGINEER
DUEANE CALVIN, WATER/IRRIGATION MANAGER
I am appealing the decision that "no action be taken" on my request for
iftlassification by Carol Bates, Chief Examiner, and Robert Weaver, RHW Consulting.
Mr. Weaver states in his May 21, 2001 memo to Carol Bates "I do not find the substantial
change mandate has occurred ", where as I believe "a substantial change has occurred ".
The last classification of my position occurred during the City wide classification
program in the late 1970's some 25 years ago. Over the last 25 years many duties and
responsibilities have changed and /or been added. I will address the changes that have
occurred in my position in the same order as Mr. Weaver addressed them in his memo.
1. Create, process, release and maintain purchase orders. Prior to the
automated work order management system (AIMMS) I filled out a
Disbursement Request (DR) for any material to be ordered and submitted
them to Purchasing for action, including creation of the purchase order -
ordering of materials — tracking of the order — and eventual authorization of
payment. Each DR required the signature of the Division Manager before
submittal to Purchasing /Finance. Today, in AIMMS, I create the "purchase
order:', order the material, track the order and receive the material which in
tum authorizes the payment for materials. Additionally I assist in resolving
any invoice — purchase order discrepancies. Prior to 1999 all orders over
$1,000.00 required action by the Purchasing Division, that limit has been
raised to $2,500.00 resulting in an increase in authority and responsibility. All
items that are considered "stock" that are maintained in the inventory are not
subject to these limits. I have the authority to order and purchase these
"stock" items based on the inventory requirements without approval from my
supervisor or the Division Manager. My existing Class Specification (ECS)
states" Maintains a constant inventory of all materials requisitioned, received,
stored and issued with in the Water Department ". The ECS does not refer to
any of the tasks mentioned above involving the actual purchasing of
materials, as these tasks were preformed by the Buyer and /or the Assistant
Buyer.
•
. Yakima
Incitst
AF .....0ry
1 110!
Water 575 -6164 • Water Treatment Plant 575 -6177 • Irrigation 575 -6194 • Fax 575 -6187 799'
2. Receiving — Store Room Control — Stock Issue and Verification. I agree that
some of the duties are the same and just the tool, a computer, changed.
However several duties have been added in the area of responsibility. Prior to
the AIMMS system I kept track of the inventory on a hard card system, placed
materials in the storage area and assisted the supervisor in determining the
reorder needs. Today I am tasked with the control of the store room including
the issuing of materials to the work crews, in the past the supervisor
performed this duty. I not only keep track of the inventory but I keep track of
the materials issued to individual jobs and resolve any discrepancies, past
practice was keeping track of the total materials issued only. When receiving
materials I verify the amount received, the price, the condition and resolve
discrepancies directly with the vendors, past practice did not include the
interaction with the vendors as purchasing handled this task.
3. Stores Inquiry and Stock Replenishment. I agree that most of the duties are
the same and just the tool, a computer, changed. However two items have
changed, it is now my duty to provide information about the store including
material descriptions and I make decisions about stock replenishment.
These items were performed by the supervisor and I assisted the supervisor
by supplying the amount of materials on hand.
4. Coordinate and Monitor Service Blanket Contracts with Street and Sidewalk
Repair Contractors. This is a complete new task and area of responsibility.
In the past these duties were handled by the supervisor and the Purchasing
Division. New duties include coordinating with the supervisor and preparing
the documentation required for Purchasing the place to this work on public
bid, reviewing the bids and making recommendations to the supervisor and
Division Manager on award. I also make the Purchase Order, order the work,
track the purchase orders to insure work is completed, call for inspection of
the completed work, the supervisor has delegated the authority to authorize
payment and resolve discrepancies directly with the vendor. Once these
"Blanket Contracts" are issued by Purchasing it is my job to track the
execution of the contract.
5. Clerical /technical Skills. The thrust of this change "does" center around the
initial of the AIMMS system and focuses on inventory control. Prior to AIMMS
I kept track of the inventory on a hard card system, in conjunction with the
supervisor ordered replacement parts and kept track of the total inventory
used. With AIMMS many of the duties and authorities that were performed
by the supervisor shifted to the Storekeeper. The computer provided the tool
to actually have "inventory control ". I now not only put items in the store room
I make decisions on when and how much to order. I track items used by job,
perform actual inventories of items on hand and their value and items used
and their value and report this to the Finance Division.
6. Assist in providing direction and training to clerical and operational staff. I
agree that any training and assistance provided to clerical staff is incidental to
my duties and are covered by the ECS. However due to the implementation
of the AIMMS system I have the added duty to train the operational staff on
the AIMMS system as it relates to the store, such as material requisition,
returns and proper account numbers.
7. Freight. I agree that most of the duties are the same, however, the
requirement to use a forklift has been added. In addition I must obtain and
keep a forklift operations certificate.
8. Hazardous materials handling and record keeping. While I agree safety
regulations can and are continually updated and that this is a normal and
expected part of each employee duties. The tracking of the Material Safety
Data Sheets was handled by the supervisor. I now maintain these records
and keep the supervisor informed of additions.
Existing Class Specification vs. proposed Class Specification. The ECS is very
general as was the City's practice some 25 years ago and the proposed Class
Specification contains a more detailed definition of the duties. Some'of these
changes merely clarify my duties but I believe the proposed Class Specification also
contains many "NEW' duties and responsibilities such as:
Definition
• Changing from General supervision to limited supervision
• Manage the inventory control system
• Contact vendors
• Performs with considerable latitude for independent judgment and
initiative
Duties
• Use computerized maintenance management system
• Anticipation of coming projects
• Purchase orders
• Clarifies discrepancies
• Provides assistance in determining items for disposal and preparing
obsolete, surplus, damaged and other materials for auction
• Clarifies orders
3
• Develops and assembles bid or quote specifications
• Verifies correct price, purchase order and quantity received on
invoices
• Contacts vendors to resolve discrepancies
• Audits invoices and contracted agreements and services for payment
• Assigns or verifies account numbers
• Ensures sufficient budgetary funds prior to ordering materials.
• Using a personal computer
• Performs a variety of mathematical calculations
• Assists in preparation of budget projections and in the preparation of
bid documents
• Ensures receipt of Material Safety Data Sheets and maintains a
master file
Major Worker Characteristics
• Knowledge of purchasing processes and procedures
• Knowledge of local and state requirements for materials disposal
• Knowledge of safe and appropriate handling of hazardous or toxic
material
• Knowledge of material vending sources
• Knowledge of govemmental purchasing regulations and modem office
practices
• Ability to communicate effectively in writing
• Establish and maintain effective working relationships with persons
from widely diverse ethnic and economic backgrounds
• Ability to operate a personal computer
• Ability to operate a forklift
Unusual Working Conditions
• Exposure to paints, cleaners, solvents, rodent poisons, propone gas,
gas, diesel fumes, insecticides, weed sprays, flammable material,
temperature and weather extremes, noise, insects, spiders, flies and
rodents
Licenses, Registration and Certificates
• Forklift certificate
• CPR and First Aid card
4
Minimum Class Requirements
• Graduation from high school
• Three years of clerical, computer data entry, purchasing, inventory
control
• Familiarity with water system materials and nomenclatures desirable
Over the last 25 years my job has gone from a warehouse stocker to a full blown
inventory and control and purchasing specialist. The addition of the AIMMS system not
only just provided a new tool for inventory control it caused the implementation of
inventory control. As the purchasing Division has and continueslo be downsized many
of the services that they provided for the Water /Irrigation Division have been shifted to
me, resulting in additional new duties.
I am requesting that the Civil Service Commission overrule the Chief Examiners
decision to take no action and cause a reclassification and salary allocation
recommendation.
•
5
1..%i i'llill WATER & IRRIGATION DIVISIONS
0
2301 FRUITVALE BLVD.
.„,.. . Yakima, Washington 98902
MEMORANDUM
TO: CHARTER CIVIL SERVICE COMMISSION
'
CAROL BATES, CHIEF EXAMINER .,
FROM: DUEANE CALVIN, WATER/IRRIGATION MANAGER, 576-6480
DAVE BROWN, WATER/IRRIGATION ENGINEER, 575-6204,7 ,...;
SUBJECT: STOREKEEPER CLASSIFICATION _
DATE: JUNE 12, 2001
We concur with the statements Arlene Betzing has provided in her appeal of the Chief
Examiner's decision to take no action on her reclassification request.
Should the Commission decide not to cause a reclassification of the Storekeeper
position we request that the current Class Specification not be revised.
Yakima
kliftliii
• /
il lit
Water 575-6154 • Water Treatment Plant 575-6177 • Irrigation 575-6194 • Fax 575-6187 1994
RHW Consulting Services _—
215 N. 56th Ave. #4
Yakima. WA 98908
Ph: 509.966.3756 Fx: 509.972.4079
E -mail: rweaver@yvn.com
MEMORANDUM
•
DATE: May 21, 2001
TO: Carol Bates, Chief Examiner
FROM: Robert Weaver
RHW Consulting Services •
RE: Automotive Storekeeper
Classification and Allocation Recommendation
This report summarizes my findings relating to the classification study for the position of
Automotive Storekeeper. The study included an on -site audit with the incumbent(s)
Susan Schibig and Stuart Petri, interviews with supervisory personnel, development of a
draft revised class description, comparisons with positions in the City of Yakima's
classification system with similar levels of complexity and responsibility and a
compensation survey of local and regional public and private employers as provided by
the City. The draft revised class specification was reviewed with and by both the
employees and supervisory personnel who confirmed that there were no significant or
substantive duties that had been omitted.
The reclassification request was made based upon the perception of increased duties,
responsibilities and complexity of the work being performed. A determination whether
the duties had changed sufficiently to warrant reclassification had not previously been
made. I have reviewed the existing Class Specification (CS) last updated or created in
9/85 and used it as a base for determining whether or not the significant change required
by Chapter IV, Section D.2 (Reclassification) of the Civil Service Rules had occurred.
The cited section states in relevant part, "Whenever the duties of an existing position no
longer substantially resemble the original class... ". The intent of this section is to only
require /authorize reclassification of a position and accordingly allocate the classification •
to a different pay range when substantial change had occurred.
I do not find the substantial change mandate has occurred and accordingly, based on
those findings as discussed herein, it is my recommendation that no action be taken at
this time other than revising the Class Specification.
DUTIES AND RESPONSIBILITIES
•
SUMMARY: Incumbents in this classification order, receive and distribute materials for
the Equipment Rental Division. Inclusive duties include management of the inventory
control system; ordering, stocking and issuing parts, equipment and materials; contacting
vendors; maintaining files, records and other administrative matters; picking up and
delivering purchases and performing other duties in support of the division.
SIGNIFICANT CHANGES IN POSITION: While there have been changes in the
duties of the positions, they do not rise to the level of substantial change envisioned by
IV.D.2 of the Civil Service Rules. The Class Specification was brief as was the previous
practice, however, the revisions as submitted attached hereto to not alter the fact that the
classification of Automotive Storekeeper continues to do the work anticipated by the 9/85
Class Specification.
DISCUSSION: The following paragraphs highlight the changes cited by the incumbents
(underlined) and my rationale for determining that substantial change required by the
Civil Service Rules had not occurred.
1. Create, process, release and maintain Purchase Orders. It has been asserted that these
duties may have been the duties of the Buyer classification in the Purchasing Division.
That may be factual, however, in all classifications, there are elements of both higher and
lower level duties. These in particular are commonly done across the City by employees
of varying levels of responsibility and are frequently performed by employees in the
classification of Department Assistant II, Range 6.5 while the Automotive Storekeeper is
currently allocated to Range 10.5. It is alleged that the Automotive Storekeeper has the
"responsibility" of ensuring the Equipment Rental Division complies with the City's
purchasing guidelines and procedures. While functionally the Automotive Storekeepers
may monitor the processes, the responsibility for ensuring compliance is that of the Fleet
Manager. The "authority" to purchase or monitor the function may be delegated to the
classification but the responsibility cannot be delegated. In the 9/85 Class Specification
(9/85 CS), one assigned duty is to order, receive, control and issue parts, supplies, tools,
oil and fuels in accordance with established procedures. While the procedures may
change and systems may be automated or use a different automated system, there is an
expectation in the 9/85 CS that the work will be performed by the classification.
2. Verification of warehouse tickets. This is a function that • also is expected or
anticipated by the 9/85 CS by the language "Orders, receives, controls and issue parts,
supplies, tools, oil and fuels..." It does not constitute a change.
3. Maintenance and operation of the fuel system. Clearly, the 9/85 CS language quoted
in paragraph 2, above anticipates the operation of the fuel system. However, no language
exists which anticipates or requires the maintenance of the fuel system. The mechanical
skills and abilities required exceed those required in the 9/85 CS.
4. Clerical/technical skills. The change cited by the incumbents in the increase of
technology led by the expansion of automated functions and the use of computers. The
9/85 CS anticipated working with automated systems. It also required knowledge of
general office and recordkeeping systems; and, . the ability to perform mathematical
calculations; the ability to perform a variety of clerical functions such as maintaining
records, reports, correspondence and inventories. But a change in technology is part of
business growth. While it may require learning or expanding a skill, it also enhances the
ability of the employee to perform the job duties. Generally, expansion or automation is
not considered a substantial change in a job, rather only a change in technology.
5. Assist in providing direction and training to clerical and operational staff. This is
cyclical work with temporary seasonal staff. Training and direction for clerical staff is
minimal or can be categorized as explaining and interpreting rules and work procedures
to employees which generally amounts to work direction in the City's point factoring
system and which would be relegated no points.
6. Freight. The incumbents assert that in the last several years, the Division became the
central shipping and receiving function for Public Works divisions and the Water and
Irrigation Division. While that may be the case. and there is no evidence to dispute it,
receiving parts, supplies, etc., is a part of the 9/85 CS. This is not a change in duties but
perhaps expands the duties already being performed.
7. New Vehicle and equipment purchases and receipts. Incumbents state that the
function was previously performed by the Administrative Division but has been
transferred to Equipment Rental. The coordination of the functions of purchasing,
receiving, .invoicing, registering and licensing capital equipment is done by this
classification. However, the 9/85 CS anticipated the ordering, receipt, control and
issuance of a variety of items. While vehicles were not specifically noted, the general
function was expected. It may have been expanded, but that does not significantly
change the duties.
8. Hazardous materials handling and recordkeeping. The inception of Materials Safety
Data Sheets came about in the early `80s as a federal mandate. Safety regulations are
continually updated and often expanded by the regulatory agencies including the
Department of Labor and Industries and the Department of Ecology. As the regulations
expand, so must the knowledge of the employees. That is a normal and expected part of
each classification whether within the City's Civil Service System or in private industry.
Jobs are not static but rather, are a dynamic compilation of duties and responsibilities.
The Automotive Storekeeper has long been required to handle fuels and oils and the
handling of them as regulations change does not substantially change the job.
COMPENSATION ANALYSIS: Because no substantial change in the classification
has been recognized and reclassification is not recommended, an analysis of internal
classifications has not been done. However, four (4) of the thirty (30) external agencies
surveyed responded that they had a similar classification. Based on that limited response
which is not considered representative, the City of •Yakima's salary range would appear
to be significantly below the market price which may cause recruiting difficulties if one
or both of the positions vacated. The survey reflected a mean low salary of $15.66/hr
($2,714.35/mo) and a mean high salary of $18.48/hr ($3,203.14 /mo), both significantly
higher than the City of Yakima's salary range of $12.50/hr ($2,166.63/mo) - $14.95/hr
($2591.28/mo). Note that the survey's mean low salary is higher than the City's high
salary. The Civil Service Rules provide no mechanism to make market salary adjustments
in order for the City to maintain a competitive position in the labor marketplace.
RECOMMENDATION: Based on the analysis of the changes in the classification, the
Class Description should be updated but there has been insufficient change to cause a
reclassification as required by the Civil Service Rules.
autostore.doc
SALARY SURVEY RESULTS
AUTOMOTIVE STOREKEEPER
GOOD MATCH DATA
Organization Title Minimum Maximum
City of Kennewick Warehouse Person $18.99 $19.75
City of Auburn Maint. Worker - Stores $15.66 $19.17
City of Bellingham Parts Room Worker $15.46 $18.45
City of Vancouver Vehicle Parts Specialist $12.42 $15.86
City of Olympia - Inventory Control Spec $15.77 $19.16
Mean Hourly Rate $15.66 $18.48
Mean Monthly Rate $2,714.35 $3,203.14
LESSER MATCH DATA
Yakima School District Parts Room Monitor (PT) $10.04 $10.04
GREATER MATCH DATA
City of Renton Fleet Management Tech $16.13 $19.66
NO MATCHING CLASSIFICATION
City of Bremerton, City of Federal Way, City of Burien, Clark County, City of Edmonds, City of Kent,
City of Lewiston, ID, City of Kirkland, City of Redmond, Yakima County, Private Employer #1, Private
Employer #2.
CITY OF YAKIMA
CLASS SPECIFICATION
PROPOSED
CODE: 8213 TITLE: Automotive Storekeeper rev. 7/01
DEFINITION: Under general supervision orders, receives and distributes materials for the
Equipment Rental Division. Incumbents manage the inventory control system; order, stock and issue
parts, equipment and materials; contact vendors regarding purchases; maintain files. records. and other
matters; pick up and deliver purchases; and perform other duties in support of the division. Work is
performed with considerable latitude for independent judgment and initiative.
DUTIES —
Maintains a constant inventory of materials requisitioned, received, stored and issued; orders materials
as requested, to replace inventory, or in anticipation of coming projects; and conducts an annual
inventory of the warehouse. Prepares or processes requisitions and purchase orders in accordance with
City policy; receives incoming shipments and verifies merchandise received as ordered; clarifies
discrepancies in shipments and with vendors as needed; maintains warranty information and
processes items for repair or replacement. Stocks warehouse in an orderly manner using forklift, hand
truck or other hand operated equipment to facilitate visual inspection, location and retrieval of
inventory. Prepares used materials for return to stock. Tracks and records movement of materials
within the division. Provides assistance in determining items for disposal and for preparing obsolete,
surplus, damaged and other materials for auction or other disposal method. Maintains storage facilities
for toxic, flammable or hazardous chemicals and products. Manages the City's gasoline and diesel fuel
system.
Contacts vendors by telephone, in person, electronic transmission or other means on a regular and
recurring basis to determine availability of materials; clarifies orders obtains cost quotes. Receives or
obtains information from vendors and other City divisions; develops and assembles bid or quote
specifications; obtains telephonic or written quotes in accordance with purchasing guidelines and City
policy. Picks up purchases from local vendors as necessary.
Verifies purchase order and quantity received on invoices or packing slips; contacts vendors to resolve
discrepancies. Audits invoices, contracted agreements and services for payment; assigns or verifies
account numbers for expenditures. Ensures sufficient budgetary funds prior to ordering materials.
Maintains a register of vendors and uses vendor knowledge, trade journals. manuals and other written
materials to research and identify materials sources and additional vendor sources.
Performs a variety of clerical and financial record keeping and communications tasks including using a
personal computer, copy machine, fax machine, calculator, radio and telephone. Performs a variety of
mathematical calculations including addition, subtraction, multiplication, division, percentages, and
fractions. Prepares a variety of reports and correspondence. Assists in the preparation of budget
projections and in the preparation of bid documents for materials and equipment. May greet and screen
callers and visitors, schedule appointments and attend meetings. Ensures receipt of Material Safety
Data Sheets, maintains a master file and maintains other records as needed. Maintains warehouse and
work areas in clean and safe condition.
MAJOR WORKER CHARACTERISTICS: Knowledge of: storekeeping procedures and
methods and automotive and construction equipment materials and nomenclatures; purchasing
processes and procedures; local and state requirements for materials disposal; safe and appropriate
handling of flammable, hazardous or toxic materials; and vendor sources; governmental purchasing
regulations and modern office practices. Ability to communicate effectively, orally and in writing with
employees, City officials, vendors and the public, and to establish and maintain effective working
CLSPC /BW
relationships with persons from widely diverse ethnic and economic backgrounds: operate a variety of
office machines and other equipment including pe computer. telephone, radio. copy and fax
machines, forklift, hand truck, small tools and others; prepare a variety of records and reports and to
conduct inventories. Ability to read, understand and interpret technical manuals, specifications. parts
books and related reference materials.
UNUSUAL WORKING CONDITIONS: Exposure to paints; cleaners; solvents, gas and diesel
fumes; flammable materials; temperature and weather extremes; noise; and a variety of insects, spiders,
flies and rodents. Occasional lifting of items weighing in excess of 50 pounds.
LICENSES. REGISTRATION AND CERTIFICATE: Obtain and maintain a valid
Washington State driver's license; obtain and maintain a valid forklift operation certificate. CPR and
basic first aid card within three (3) months of employment.
MINIMUM CLASS REQUIREMENTS: Any combination of education and experience
equivalent to graduation from high school plus three (3) years work experience involving clerical and
computer data entry in purchasing, inventory control, storekeeping or warehousing. Knowledge of
automotive and construction components and equipment is desirable. Completion of a vocational
training program in automotive parts inventory control may substitute for the required experience.
•
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CLSPC /EW
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OLD
CITY OF YAKIMA
CLASS SPECIFICATION
ICODE: 8213 TITLE: Automotive Storekeeper 9/85
DEFINITION: Under the general supervision of the Fleet Manager, organizes and maintains a
perpetual inventory system: orders, receives and issues parts. materials and tools: maintains
repair records on all vehicles and costs out repair work orders.
DUTIES
Organizes and maintains a manual or automated perpetual parts inventory system. Orders,
receives, controls and issue parts, supplies, tools, oil and fuels in accordance with established
procedures. Coordinates placement of orders, delivery time and other related factors: picks up
and delivers local purchases. Checks quantity and quality of shipment against packing slips and
other documents. Develops and maintains a listing of vendors for inventoried items in
accordance with related standards and specifications.
Prices and costs out repair work orders. Prepares bid specifications for purchases of materials
including quantities, qualified vendors. manufacturers' part numbers, etc. Maintains records of
costs of repairs on individual vehicles. Contacts manufacturers' representatives and vendors for
parts, material and tool information. Unloads. unpacks, moves and stocks inventory in proper
storage location.
Operates forklift, hand trucks, pallet jack and related moving equipment. Maintains files,
records and reports on parts, materials and equipment orders. Prepares disbursement requests:
audits vendor invoices for payment: assigns BARS accounts numbers for expenditures.
Assists Fleet Manager and Equipment Rental Supervisor in preparation of budget and other
reports as required; may perform material cost analysis on assigned projects.
Performs other duties as required.
MAJOR WORKER CHARACTERISTICS: Knowledge of manual and automated inventory control
procedures and methods. Knowledge of the tools, parts and materials for automotive and
equipment repair and maintenance. Knowledge of general office and recordkeeping practices.
Ability to perform accurate mathematical calculations. Ability to prepare and maintain a variety
of records, reports, correspondence and inventories. Ability to establish and maintain effective
working relationships with co- workers. vendors and manufacturer's representatives. Ability to
read and interpret technical manuals, specifications, parts books and related reference materials.
Ability to perform strenuous physical labor. Ability to use forklifts, hand trucks, pallet jacks and
related equipment. Ability to operate a ten key adding machine. Ability to operate a computer
terminal is desirable.
UNUSUAL WORKING CONDITIONS: May be exposed to loud noises, fumes and odors. Requires
lifting objects in excess of 50 pounds.
LICENSES, REGISTRATION AND CERTIFICATE: Possess a valid Washington State Driver's
license and obtain a First Aid Certificate within six months of appointment.
MINIMUM CLASS REQUIREMENTS: Two years of automotive parts room experience involving
organizing and maintaining a parts inventory system, pricing and costing out work orders, and
related recordkeeping and clerical functions. Completion of a vocational training program in
automotive parts inventory control may substitute for the required experience.
CLSPC -B 8213
•
RECEIVED
•
JUN 2 0 2001
June 19, 2001
Humar Resources Division
• Mr. Tim Carlson, Charter Civil Service Commissioner
Mr. Jesse Cox, Charter Civil Service Commissioner .
Ms. Beverly Warren, Charter Civil Service Commissioner
Dear Commissioners: •
The purpose of this letter is to respond to the Classification and Allocation recommendation for the
Automotive Storekeeper positions .completed by Mr. Bob Weaver, RHW Consulting Services.
Consultant for the City of Yakima. We feel a significant and "substantial change has occurred" in our
duties in the last 16 years since our last class specification revision. This position has never had a
reclassification or a salary adjustment since it was originally created.
•
After reviewing the report from Mr. Weaver. we request your reconsideration of his recommendation as
we feel the support of our management staff, as well as our duties definitely support a reclassification.
The recommended pay range adjustment from our manager, Richard Wonner. to 15.5 further supports •
the request. •
We have spent several years "caught" in management's plans for reorganization and many changes
have occurred in our duties. Our jobs have gone from very simple storekeeping, to complex inventory ,
control and purchasing specialists. The addition of AIMMS, as well as the continual addition of various
duties including, but not limited to fuel storage, hazardous waste management, freight, financial audits
and record keeping have further expanded the scope and complexity of our work assignments. As the
Purchasing Division and other City Divisions, have, and continue to be downsized, many of the
. services that they provided have been shifted to the storekeepers, resulting in additional duties. •
The class specification of Assistant Buyer has been used for. comparison purposes, and a large portion
of the language in the two job descriptions is identical. There are differences however. The
procurement of all equipment and fleet goods and services for the entire City, excluding Fire and
Police, following governmental acquisition procedures and legislation is closely related to the first line of
the Buyer's job description (range 16.5, $2835.68 — $3402.47). Additionally, we have sole
responsibility of an entire annual inventory with a significant dollar value. We have sole responsibility of
the entire fuel system for the City of Yakima, monitoring fuel levels, leak detection, Federal and State
regulations for underground storage fuel tanks. We process and have responsibility of all hazardous
materials waste handling, storage, disposal and record keeping for the Public Works facility. This
requires certifications and training in these fields. The additional licenses and certifications we are
required to have are not required by other personnel. Forklift operation is imperative to our jobs and
requires an OSHA mandated certification. We are required to maintain certification in freon handling in
order to purchase that item. .
Please note the attached memo dated November 14, 2000 from Richard Wonner, Fleet Manager,
outlining the changes and recommendations he supports. This memo was presented during budget
preparations and summarizes the issue. • •
•
There are currently no salary surveys which closely match those duties we perform on a continual
basis. Most cities do not have one position which encompasses warehousing, shipping and receiving,
purchasing, equipment and automotive skills and knowledge, and hazardous waste management.
According to City Charter 2.20.030, prevailing rates of pay in the Yakima area and other rates of pay in
other jurisdictions and labor markets are not the sole consideration for linking ,salary ranges to the
classification plan. However, similar city classifications have been somewhat combined, and are the
primary basis for supporting pay range recommendations.
•
• Page 2 June 19. 2001
•
Finally, we would point out that the City Charter itself, in Chapter 2.20.030, calls for "changes in the
salary ranges as are pertinent to the faimess and adequacy of the overall salary structure." We
believe the position of Automotive Storekeeper is archaic, out - dated, and should be allocated to pay
range 15.5 to accurately reflect the relative complexity and level of responsibility of positions in this
class, and to attain parity for this position within the City organization.
We respectfully request that the Civil Service Commission overrule the Consultant's decision to take no
action and grant a reclassification to Fleet Administrative and Procurement Specialist, and salary
allocation recommendation as presented.
•
Thank you for your consideration.
Sincerely, _
•
Susan Schibig and Stuart Petri, Automotive Storekeepers
Enclosures
C: Carol Bates, Civil Service Chief Examiner
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BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No. * /
For Meeting of September 4, 2001
ITEM TITLE: Legislation Amending the Classification and
Compensation Plan for Certain City Employees
SUBMITTED BY: Charter Civil Service Commission
CONTACT PERSON/TELEPHONE: Carol Bates, x6090
SUMMARY EXPLANATION:
Charter Civil Service provides the employees under its jurisdiction the prerogative to
request a review and analysis of their jobs when sufficient evidence supports a
preliminary conclusion that the job has significantly changed in response to service
and technical requirements.
The office of the Chief Examiner received 9 requests for reclassifications for 2000. Of
those requests, 9 were forwarded to RHW Consulting Services for detailed review.
One of the classifications, Traffic Aid required no formal Council action because the
' Commission approved the recommendation to reclassify the classifications to the
existing classification and pay range of Traffic Technician II. Final action has been
taken on this position. The following reclassification /classification summary report
involves 5 current employees, from 4 different classifications, who had their
reclassification requests approved by the Civil Service Commission at the July 9, 2001
meeting. All recommendations are subject to City Council review and approval.
The attached ordinance amends the Classification and Compensation plan to reflect • the actions of the Charter Civil Service Commission at its July 9, 2001 meeting. The
estimated annualized cost of the recommendations is $7,446.36. The approved
reclassification actions would be effective October 7, 2001. The above mentioned
amount impact of the reclassifications has been included in the 2001 Budget.
(Resolution Ordinance X _ Other (Specify)
Contract Mail to (name and address):
Phone:
Funding Source 0 eratin• : d•ets of the Affected Divisions
APPROVED FOR SUBMITTA . Ci Mana•er
STAFF RECOMMENDATION:City Manager recommends adoption of
Commission's actions
BOARD /COMMISSION RECOMMENDATION: Charter Civil Service
Commission recommends approval
COUNCIL ACTION: Ordinance passed. ORDINANCE NO. 2001 -42 -
ITEM TITLE: Legislation Amending the Classification and Compensation Plan for Certain
City Employees
Council has the option to choose:
• Civil Service Commission's Recommendation, Attached Ordinance
• Council's Directive
Also attached for Council's information is a memorandum outlining the reclassification
procedure and an analysis of the financial impact of the reclassification actions and other .
supporting documentation. Appendix C is a compilation of the reclassification reports
submitted to the Charter Civil Service Commission.
•
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MEMORANDUM;
DATE: August 30, 2001
TO: The Honorable Mayor and Council Members
FROM: Carol Bates, Chief Examiner
Glenn Rice, Assistant City Manager
SUBJ: Charter Civil Service Reclassification Studies and New
Classifications as Recommended by Charter Civil Service Commission
and City Management
Charter Civil Service provides the employees under its jurisdiction the prerogative to
request a review and analysis of their jobs when sufficient evidence supports a
preliminary conclusion that the job has significantly changed in response to service
needs and technical requirements.
The office of the Chief Examiner received 9 requests for reclassifications in 2000. Of
those requests, the Chief Examiner preliminarily approved and forwarded 9 to RHW
Consulting Services for detailed review. One of the reclassifications, Traffic Aid required
no formal Council action because the Commission approved the recommendation to
reclassify this position to the existing classification and pay range of Traffic Technician
II. One new classification will be presented at a later date and one has been withdrawn
by the Department Director and incumbents. The Department Director plans a
reorganization of the division and expects further study.
The following reclassification /classification summary report involves 5 individuals, from
4 different classifications. Their reclassification requests were formally approved by the
Civil Service Commission at the July 9, 2001 meeting. All recommendations are subject
to City Council review and approval, to become effective October 7, 2001. The
additional funds exist in other savings within their respective department's 2001
Budgets.
The positions are listed according to the Classification /Reclassification Summary in
Appendix "A ".
The annualized cost of implementing the final salary recommendation from the Civil
Service Commission and Management for all the affected positions is listed in Appendix
Following each narrative is a tab reference to Appendix "C ", so that you may review the
Classification /Reclassification Reports as prepared by RHW Consulting Services and
the Chief Examiner.
1
RECLASSIFICATION ACTIONS
1. Police Services Specialist II- Corrections
• Police Services Specialist II- Corrections current pay range 14.0 ($2,527.15 -
$3,028.81)
• RHW Consulting Services recommends a new class specification of
Corrections Administrative Specialist, and allocated to pay range 16.0
($2,771.55- $3,315.80) to be competitive with market prevailing rates,
maintain internal equity, and reflect changes in the position's duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 16.0 ($2,771.55- $3,315.80)
• See Appendix C -3
Commission's Recommendation: Accept and approve RHW Consulting
Services recommendation
Management's Recommendation: Accept and approve RHW Consulting
Services recommendation
2. Engineering Technician I (Design)
• Engineering Technician 1, current pay range 13.0 ($2,430.09- $2,894.61)
• RHW Consulting Services recommends a new class specification,
Engineering Utility Specialist and allocate to pay range 14.5 ($2,259.28-
$3,099.14) to be consistent with prevailing market rates, maintain internal
equity and reflect changes in the job duties
• Commission accepted the evidence presented in the appeal of the
consultant's report and approved the new class specification and allocated
this class specification to pay range 16.0 ($2,771.55 - $3,315.80)
• Division manager concurred and funding is available.
• See Appendix C -4
Commission's Recommendation: Accept the class specification and allocated
to pay range 16.0
Management's Recommendation: Accept and approve Commission's
recommendation
3. Storekeeper -Water
• Storekeeper - water, current pay range 10.5 ($2,166.63 - $2,591.28)
• RHW Consulting Services does not find a substantial change mandate has
occurred and accordingly recommends that no action be taken at this time
other than revising the Class Specification.
• Commission accepted the evidence presented in the appeal of the
consultant's report and approved the new class specification allocated to pay
range 15.5 ($2, 716.08 - $3,249.94)
• Division Manager concurred and funding is available.
• See Appendix C -5
Commission's Recommendation: Accept appeal and class specification and
allocate to pay range 15.5
Management's Recommendation: Accept and approve Commission's
recommendation
2
4. Automotive Storekeeper
U Automotive Storekeeper, current pay range 10.5 ($2,166.63- $2,591.28)
o RHW Consulting Services does not find a substantial change mandate has
occurred and accordingly recommends that no action be taken at this time
other than revising the Class Specification.
• Commission accepted the evidence presented in the appeal of the
consultant's report and approved the new class specification allocated to pay
range 15.5 ($2,716.08 - $3,249.94)
• Division manager concurred and funding is available.
• See Appendix C -6
Commission's Recommendation: Accept appeal and approve class
specification at pay range 15.5
Management's Recommendation: Accept and approve Commission's
recommendation
3
APPENDIX A _
Classification /Reclassification Summary
Current Classifications RecommendationReclassifications
Pay Ranges Pay Ranges
RECLASSIFICATIONS
1. Corrections Police Services Specialist II Corrections Administrative Specialist
Pay Range 14.0 ($2,527.15 - $3,029.81) Pay Range 16.0 ($2,771.55 - $3,315.80)
John Campos
2. Engineering Technician I (Design) Engineer Utility Specialist
Pay Range 13.0 ($2,430.09 - $2,894.61) Pay Range 16.0 ($2,771.55 - $3,315.80)
Mary Lovell
Consultant Recommendation Pay Range 14.5 ($2,591.28 - $3,099.14)
3. Storekeeper (Water) Storekeeper
Pay Range 10.5 ($2,166.63 - $2,591.28) Pay Range 15.5 ($2,716.08 - $3,249.94)
Arlene Betzing
Consultant Recommendation — No change in duties stay the same pay range
4. Automotive Storekeeper Automotive Storekeeper
Pay Range 10.5 ($2,166.63 - $2,591.28) Pay Range 15.5 ($2,716.08 - $3,249.94)
Stuart Petri, Susan Schibig
Consultant Recommendation — No change in duties stay the same pay range
Charter Civil Service 2000 Reclassification Impact Analysis APPENDIX B
Consultant and Commission Recommendations
Employee Classification Pay Current Consultant Pay Monthly Annual :OK:Commission Pay Monthly Annual Annual
Range Pay Recom Impact Impact Recom Impact Impact Impact
Consultant Commission Difference**
Incumbent 1 Police Services Specialist II 14.0 $ 3,029.81 16.0 $3,171.94 $142.13 $1,705.56, 16.0 $3,171.94 $142.13 $1,705.56
Corrections Admin Specialist
Total BudgetImpactfor Specialist • $1,705.56 • • $1,705.56 • •: - .$0.0G
Incumbent 1 Engineering Technician I (Design) 13.0 $ 2,894.61 14.5 $2,967.41 $72.80 $873.60 16.0 $3,029.81 $135.20 $1,622.40
Engineer Utility Specialist
Total Budget Impact for Engineer UtilitY Specialist $873.60 • $1,622.40 , $748:80
Incumbent 1 Storekeeper (water) 5% 10.5+5% $ 2,721.28 NO CHANGE $2,591.28 ($130.00) ($1,560.00) tin: 15.5 $2,835.68 $114.40 $1,372.80
Storekeeper (water)
Tetel,'Bedgetilinpattfor $1,372.80 ($187.20)
Incumbent 1 Automotive Storekeeper 5% 1G.5+5% $ 2,721.28 NO CHANGE $2,591.28 ($130.00) ($1,560.00) 4:111 15.5 $2,835.68 $114.40 $1,372.80 ($187.20)
Incumbent 2 Automotive Storekeeper 10.5+5% $ 2,721.28 $2,591.28 ($130.00) ($1,560.00): $2,835.68 $114.40 $1,372.80 ($187.20)
Automotive Storekeeper
Total.Budget'Impact for:Autombtisie.Stotekeeper. • ($3,120.00) $2,745.60 ($374.40)
Annualized cost ($2,100.84) $7,446.36
4fir
;gm
*Storekeeper (water) and Automotive Storekeeper losing 5% Special Assignment pay results in cost savings of $1,560 per incumbent-per Consultant's recommendation
**Annual Impact Difference between Consultant's and Commission's Recommendation
t
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MEMORANDUM
DATE: August 24, 2001
TO: The Honorable Mayor and Council Members
FROM: Charter Civil Service Commission
SUBJ: Charter Civil Service Reclassification Studies
The reclassification studies currently before the Commissions were conducted by RHW
Consulting Services. This transmittal memorandum will outline for the Council's
background, information regarding the Charter Civil Service system and reclassification
studies, covering:
• What is a reclassification study
• Why are reclassification studies conducted
• Legal authority for the studies
• Effect on pay of a reclassification study
• Financial impact of these reclassification studies
The Charter Civil Service Commission (hereinafter referred to as the "Commission ")
and personnel system were established by an amendment to the City Charter in 1959.
The Commission is responsible for the personnel system for over half of the City's
workforce and two of their functions are position classification and allocation.
1. What is a Reclassification Study?
The Charter Civil Service Rules and Regulations, Chapter IV, Classification Plan,
require that the Chief Examiner ascertain the duties and responsibilities of each position
in the classified service. Class specifications which set forth in general terms, duties to
be performed within the class; supervision received; the extent of authority exercised
over others; major worker characteristics; unusual working conditions; licenses,
IA classification plan groups all positions in the classified service into classes based upon their duties
and responsibilities. A class is defined as a group of positions similar in duties and responsibilities so
that the same class title may be used; the same entrance qualifications may be required; and the same
schedule of pay may be applied equitably under similar employment conditions. Allocation refers to the
assignment of a position to a class on the basis of the kind, difficulty and responsibility of the position.
Page 1
registrations and certifications required and minimum qualifications are prepared by
the Chief Examiner and submitted to the Civil Service Commission for approval. When
an appropriate class does not exist, the Chief Examiner is required to propose a new
class and submit it to the Commission for approval who in turn submit a revised
classification plan in ordinance form to the Council for approval and adoption. This is
the standard procedure for the creation of new classifications.
The Charter Civil Service Rules, Chapter IV, Classification, Section D (2),
Reclassification, require the following actions as classifications change and evolve due
to legal mandates, organizational change, or specific needs of the City:
"2. Reclassification: Whenever the ' duties of an existing position no
longer substantially resemble the original class, the appointing authority
shall prepare a revised description of the position and submit it to the
Chief Examiner for evaluation no later than March 31st of the calendar
year for consideration during the following calendar year. Reclassification
may be requested by the appointing authority or incumbent in any
position using procedures prescribed by the Chief Examiner. The Chief
Examiner or the Commission, may initiate action to investigate the duties
of any position or the entire classified service. No later than April 30th of
the calendar year, the Chief Examiner shall investigate the request and
determine if the position has changed substantially. If in the Chief
Examiner's determination a reclassification study is warranted, the Chief
Examiner shall submit the reclassification request and documentation to
the contracted compensation consulting firm for study and recommended
allocation on January 1St of the following calendar year. If the Chief
Examiner denies the reclassification request, the incumbent may submit
additional information for consideration no later than May 31st for
reconsideration by the Chief Examiner.
In the event the Chief Examiner determines the duties or responsibilities
of a classification have substantially increased, the Chief Examiner will
recommend to the appointing authority that special assignment pay be
granted to the affected employee(s) providing that special pay and that
the additional duties warrant such consideration.
The Human Resources Manager shall annually request funds to conduct
reclassification studies. All reclassification studies conducted by any
compensation consulting firm shall be conducted under the auspices of
the Chief Examiner.
Without limiting the generality of rights of appeal under these Rules, the
determinations of the Chief Examiner or the appointing authority herein
Page 2
are appealable to the full Civil Service Commission as other appeals are
handled under the terms of this Rule, and any denial of forwarding for
reclassification study or denial of special assignment pay shall be
forwarded to the employee in writing and time frames for appeals shall
begin to run from the date of any such letter.
Nothing contained in this Rule shall prevent the Commission for good
cause shown from awarding retroactive pay or other appropriate remedy
to an employee for proper circumstances shown in the event that
reclassification is not handled in a reasonable and proper manner under
the terms of this Rule, or otherwise.
2. Legal Authority for Reclassification Studies.
City Charter, Article XVI, Civil Service, was adopted by a vote of the people March 10,
1959 and was effective June 1, 1959. Section 1 of this Article states:
"The general purpose of this charter amendment is to establish for the
City of Yakima a system of personnel administration based on merit
principles and governing the appointment, promotion, transfer, layoff,
removal, discipline and welfare of its employees and other incidents of
city employment."
Article XVI further grants the Civil Service Commission in Section 5 rule making
authority as shown below:
"It shall be the duty of the Civil Service Commission:
(a) To make suitable rules and regulations not inconsistent with the
provisions hereof. Such rules and regulations shall provide in detail the
manner in which examinations may be held, and appointments,
promotions, transfers, reinstatements, demotions, suspensions, and
discharges shall be made, and may also provide for any other matter
connected with the general subject of personnel administration and which
may be considered desirable to further carry out the general purposes of
this Article, or which may be found to be in the interest of good personnel
administration."
As a result of this rule making authority, the Charter Civil Service Commission has
promulgated a set of rules and regulations, (hereinafter referred to as the "Rules "); the
most recent set was adopted April 20, 1995. Chapter IV, Classification Plan, governs the
classification plan and the allocation of positions to a classification and an appropriate
pay range.
Page 3
Article XVI grants to the Civil Service Commission and the Chief Examiner authority
for classification and salary administration. Article XVI, Section 4 states:
"A pay and classification plan with job descriptions providing equal pay
for equal work shall be devised by the chief examiner with . the
cooperation and approval of the civil service commission which shall be
submitted in ordinance form to the City Council for passage."
The Council has the ultimate authority over • a as decided in . a Yakima Count
Superior Court case between the City of Yakima and the Charter Civil Service
Commission. As a result, the Commission can recommend changes in the allocation of
a classification, but the Council is the final determining body in the allocation of a
classification and setting of salaries.
3. Effect on Pay of a Reclassification Study.
Upon the adoption of the classification and compensation ordinance by Council
approving a reclassification study, the Rules allow the incumbent to be promoted
without competition under certain circumstances or if the Commission determines that
the preservation of merit system principles are best served by requiring competition for
the position, the Commission may require that competition take place. The Rules state:
3. Effect of Reclassification:
a. If a position is reallocated to a class in a higher pay range,
the incumbent may be promoted upon recommendation of
the Chief Examiner and with the approval of the
Commission if such person has permanent status; meets the
minimum qualifications for the position at the time of
reclassification; and has been performing the reclassified
duties for a period of not less than six months. However, if
the Commission determines that the preservation of merit
system principles will be best served by requiring
competition among qualified persons, it may direct that such
competition take place. If the incumbent is ineligible for the
position, or elects not to compete for the position, such
person may be transferred to a vacant position or be laid off
in accordance with the provisions of Chapter XI of these
Rules and Regulations.
Page 4
The effect of a reclassification action, considered an appointment to a reclassified
position, on an employee's pay is also governed by the Rules. Chapter IV, Section D (3)
(b) require that an employee's pay be adjusted as follows:
"b. Upon appointment of an employee to a reallocated position, the
employee's pay shall be adjusted as follows:
(1) If the appointment has the effect of a promotion, the pay
shall be adjusted to the step in the higher pay range which is
next higher in compensation to the employee's current base
pay. A probationary period shall be served by the employee
if the reclassified duties have not been performed for at least
six months.
(2) If a position has been reallocated to a lower pay range, the
employee's pay shall not be reduced but shall remain as an
authorized exceptional rate until the pay range exceeds that
rate at which time the pay will be adjusted to the pay step in
the range which is next above the exceptional rate with no
change in the employee's annual review date.
The City of Yakima Municipal Code, hereinafter referred to as the "Municipal Code ",
also governs salary administration. Municipal Code Chapter 2.20 governs the
classification and compensation plan, contents of the plan, procedure for determining
salary ranges, policy for pay steps, policy for present employees, transfers, promotions,
reclassifications, demotions and other salary matters. Chapter 2.20.060, Section 2
governs the effects on pay of promotions and reclassifications and specifically requires
that an employee's pay be adjusted as follows if the employee's position is reclassified
to a higher pay range:
"a. If the employee's rate of pay in the lower class is below the minimum
salary of the higher class, the employee's rate of pay shall be increased to
the minimum rate of the higher class.
b. If the employee's rate of pay in the lower class falls within the range of
pay for the higher class, the employee shall be advanced to the pay step in
the higher range which is next higher in amount above the employee's
pay before promotion."
Page 5
The employee's anniversary date (annual merit step increase review date) is potentially
impacted by a reclassification action and Chapter 2.20.060, Section 2 requires:
"d. In the case of reclassification, the employee shall be eligible for a
within -range increase on the employee's normal anniversary date. For
employees who have been at the maximum of the salary range for more
than one year, the date of reclassification shall become the employee's
anniversary date for further within -range increases."
The results of the studies conducted by RHW Consulting Services indicated that the
duties of the classifications had substantially changed and that reallocation to a higher
pay range was warranted. How that reallocation affects the individual employee's rate
of pay will vary with each employee as required by the Rules shown above. An
example of an adjusted rate of pay due to a reclassification to a higher pay range is
illustrated below.
Example: Employee A's classification has been reallocated from pay range 8.5 to pay
range 10.5. At the time of reclassification, Employee A was at step E (top step) of range
8.5 earning $2,017.56 per month or $11.64 per hour.
Assuming the Commission recommended that Employee A be promoted without
competition as provided for in the Rules, Employee A's rate of pay would be adjusted
to Step D of pay range 10.5 or $2,100.76 or $12.12 per hour. It is important to note that
Employee A does not automatically move to the top step (step E) of the new range
because that was where he /she was at the time of reclassification. The Rules and Code
both require that the employee's pay be adjusted to the step in the higher range, which
is next higher in compensation to the employee's current base pay.
RECOMMENDATIONS:
This memorandum transmits to the Council for consideration and action the
recommendations of the Commission and Chief Examiner on the attached
reclassification studies conducted by RHW Consulting Services. The source of funding
for the recommended reclassification actions is the operating budget of the Division for
each affected employee.
Page 6
APPENDIX C
ON FILE IN THE CITY CLERK'S OFFICE FOR REVIEW.