HomeMy WebLinkAbout1998-001 Classification and compensation ,
ORDINANCE NO. 98- 01
0 {
N ORDINANCE relating to City personnel; adopting a classification and compensation plan for
City employees to be effective February 15, 1998; amending Subsections
2.20.100 A, 2.20.100 C, 2.20.100 D, 2:20.110 A, 2.20.110 G, 2.20.110 H,
2.20.110 I, and 2.20.110 J, all of the City of Yakima Municipal -Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. Subsection 2.2C).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 February 15, 1998, 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 Class
. 4111 No. 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)
21.061 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)
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 Ord. 1/13/98 -- 1 --
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
3311 Assistant Planner (R 16.5)
3321 Associate Planner (R 19.0)
3322 Senior Project 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)
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 SignaVElectrical Technician I (R 14.0)
4222 SignaVElectrical Technician II (R 16.0)
4223 Signal/Electrical Technician ' III (R 17.5) (R 20.5)
4240 Instrument Technician (R 18.5)
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 (R 12.0) .
4500 Electronics Technical Series
4520 Electronics Technician I
4521 Electronics Technician 11
4522 Electronic Communications Supervisor
4600 Traffic Technical Series
4611 Traffic Aid (R 9.5) •
4621 Traffic Technician I (R 13.0).
4622 Traffic Technician 11 (R 16.5)
4632 Traffic Associate (R 19.0)
PERSIX Work Ord. 1/13/98 -- 2 --
; r •
5000 Human Services Group
5100 Housing Services Series
5121 Housing Rehabilitation Assistant (R 10.5)
5122 Housing Rehabilitation Specialist . (R 13.0)
5123 Housing Rehabilitation Specialist lI (R 14.5) 1
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)
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 `
6124 Police Sergeant
6126 Police Lieutenant
6127 Police Captain
6200 Police Support Series
6211 Identification Technician (R 13.5)
6212 Assistant Identification Technician (R 10.5)
6221 Police Support Officer (R 15.5)
6241 Police. Information Specialist (R 16.0)
6242 Police Records Supervisor (R 14.0)*
6251 Police Department Assistant I (R 5.5)
6252 Police Department Assistant II (R 6.5)
Police Services Specialist I (R 10.0)
•
6253 Police e ... .. • • •• •: "
Police Services Specialist II (R 14.0)
6254 Police Department Assistant IV (R 10.5)
6255 9 -1 -1 Calltaker (R 6.5)
6260 Police Cadet (R 5.0)
•
* Retained for Police Pension Purposes
PERSIX Work Ord. 1/13/98 -- 3 --
6300 Fire Protection Series
6321 Firefighter •
6323 Fire Lieutenant
6325 Fire Captain (Shift)
6326 Fire Captain (Day)
6327 Battalion Chief (Shift)
6328 Battalion Chief (Day)
6338 Fire Investigation and Education Officer
6339 Fire Investigator
6340 Public Safety and Education Officer
6341 Technical Training Supervisor
6342 Technical Training Assistant
6380 Deputy Fire Chief
6400 Fire Support Series
6411 Fire Dispatcher
6412 Public Safety Dispatcher
6425 Alarm Supervisor
6426 Public Safety Communications Supervisor
6440 Secretary I
6441 Secretary II
6500 Animal Control Series
6510 Animal Control Officer (R 15.0)
6511 Animal Control Officer (Lead) (R 10.5) 411
6600 Parking Control Series
6610 Parking Enforcement Officer (R 8.5)
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)
7300 Utility Services Series
7311 Water Service Representative I (R 10.0)
7312 Water Service Representative II (R 10.5)
7313 Water Service Representative III (R 11.5)
7500 Data Processing Support Series
7511 Data Entry Operator I (R 5.5)
7512 Data Entry Operator II (R 7.0)
PERSIX Work Ord. 1/13198 -- 4 --
• t
7600 Duplicating Series
Print Shop Operator (R 11.5
7611 P p p ( 11.5)
• 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 Attendant (R 10.5)
8204 Vehicle Maintenance Attendant (R 10.0)
8211 Mechanic I (R 13.5) (R 17.0)
8213 Automotive Storekeeper (R 10.5)
8221 Machinist (R 14.0)
8230 Maintenance Mechanic
8241 Industrial Maintenance Mechanic (R 17.0)
8242 .. .. • .. - .. . •
Preventative Maintenance Technician (15.0)
8251 Waterworks Device Technician (R 13.5)
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 II (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 15.5)
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 Refuse Crew Leader (R 11.5)
8500 Facilities Maintenance Series
8511 Custodian (R 4.5)
8541 Building Maintenance Specialist (R 8.5)
8542 Facility Maintenance Specialist (R 11.5)
•
PERSIX Work Ord. 1/13/98 -- 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 Refuse Helper (R 9.5)
8651 Concrete Specialist I (R 13.5)
8652 . Concrete Specialist II (R 14.5)
8663 Traffic Sign Specialist (R 13.5)
8664 Senior Traffic Sign Specialist (R 14.5)
8671 Irrigation Specialist I (R 12.0)
8672 Irrigation Specialist II (R 13.5)
8673 Irrigation Crew Leader (R 14.5)
8681 Storekeeper (R 10.5)
8700 Public Works Maintenance Series
8701 Street Inspector (R 14.5)
8710 Street Laborer (R 9.0)
8711 Street Maintenance Specialist I (R 10.5)
8712. Street Maintenance Specialist II (R 12.5)
8713 Street Maintenance Specialist III (R 14.5)
8721 Street Cleaning Specialist I (R 10.5)
8722 Street Cleaning Specialist II (R 12.5)
8731 Sewer Maintenance Specialist I (R 10.5)
8732 Sewer Maintenance Specialist II (R 15.0)
8733 Sewer Maintenance Crew Leader (R 17.0)
8741 Waterworks Specialist I (R 10.5)
8742 Waterworks Specialist II (R 12.5) •
8743 Waterworks Specialist III (R 13.5)
8744 Water Distribution Crew Leader (R 14.5)
8750 Utilities Locator (R 14.5)
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)
8830 Cemetery Specialist (R 12.5)
8840 Pool Maintenance Specialist (R 12.5)
9000 Temporary Work Group
9100 City Worker Series
9111 Outside City Worker I
9112 Outside City Worker II
9113 Outside City Worker III
9114 Outside City Worker IV
9122 Office (Inside) City Worker I
9123 Office (Inside) City Worker II
9124 Office (Inside) City Worker III
9125 Office (Inside) City Worker IV"
PERSIX Work Ord. 1/13/98 -- 6 --
Section 3. Subsection 2.20.100 D of the City of Yakima Municipal Code is hereby amended
read as follows:
"D. Union Exempt Civil Service Classes
Class Class
No. Title
10000 Union Exempt Management Support Group
10100 Human Resource Series
10101 Deputy Personnel Officer
10102 Chief Examiner
10103 Personnel Technician
10200 Data Processing Series
10201 Senior Analyst
10300 Fiscal Series
10301 Payroll Officer
10302 Accountant •
10500 Clerical Series
10501 Legal Assistant
10502 Deputy City Clerk
• 10503 Department Assistant III
10504 Department Assistant H
10505 Word Processing Typist
10506 Legal Assistant II
10507 Administrative Secretary
10600 Civil Engineer Technical Support Series
10601 Engineering Contracts Specialist
11000 Union Exempt Technical Supervisory Group
11100 Civil Engineering Supervisory Series
11101 Construction Engineer
11102 Supervisory Sanitary Engineer
11103 Supervising Traffic Engineer
11104 Senior Engineer
11105 Water/Irrigation Engineer
11200 Planning Supervisory Series
11201 Supervising Associate Planner
11202 Senior Project Planner (Transit)
11250 Code Inspection Supervisory Series
11251 Supervising Code Inspector
11300 Electrical Supervisory Series
11301 Traffic Operations Supervisor
11302 Signal/Electrical Supervisor
PERSIX Work Ord. 1/13/98 -- 7 --
11400 Housing Services Supervisory Series
11401 Senior Program Supervisor
11500 Recreation Supervisory Series
11501 Recreation Program Supervisor
11502 Aquatics Program Supervisor
11600 Clerical Series
11601. Department Assistant IV
11700 Police Support Supervisory Series
11701 Police Department Administrative Assistant .
11710 Police Services Supervisor
11800 Administrative Support Supervisory Series
11801 Administrative Assistant to the Director of Public Works
11900 Data Processing Series
11901 Supervising Senior Analyst
12000 Union Exempt Mechanical Maintenance and Repair Supervisory Group
12100 Fleet Maintenance and Repair Supervisory Series
12101 Equipment Maintenance Supervisor
12102 Mechanic II
12200 Industrial Maintenance and Repair Supervisory Series
12201 Industrial Maintenance Supervisor
13000 Union Exempt Maintenance Supervisory Group
13100 Parks Maintenance Supervisory Series
13101 Parks Operations Supervisor
13102 Park Maintenance Supervisor
13103 Cemetery Supervisor
13200 Sewer Collections Supervisory Series
13201 Sewer Maintenance Supervisor
13300 Street Maintenance and Repair Supervisory Series
13301 Street Supervisor
13400 Irrigation Supervisory Series
13401 Irrigation Supervisor
13500 Waterworks Supervisory Series
13501 Waterworks Supervisor
PERSIX Work Ord. 1/13/98
13600 Facilities Maintenance Supervisory Series
40 .
13601 Building Superintendent
13700 Traffic Sign Supervisory Series
13701 Traffic Sign Supervisor
•
14000 Route Operations Supervisory Group
14100 Refuse Supervisory Series
14101 Refuse Supervisor
14200 Transit Supervisory Series
14201 Transit Operations Supervisor
15000 Plant Operations Supervisory Group
15100 Wastewater Treatment Plant Supervisory Series
15101 Assistant Wastewater Superintendent
15102 Wastewater Treatment Plant Process Control Supervisor
15103 Wastewater Treatment Plant Chief Operator
15104 Environmental Analyst
15200 Water Treatment Plant Supervisory Series
0
15201 Water Treatment Plant Supervisor
r Treatment Laboratory Supervisory 15300 Wastewate r ry pe ry Series
15301 Laboratory Coordinator
•
16000 Union Exempt Fire Support Group
16101 Fire Department Administrative Assistant"
Section 4. 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 M of this section, for the classes allocated to these pay ranges shall be in full force and
effect as of February 15, 1998. The pay rates shall constitute full compensation for those employees with a
work week of forty hours as set out in other sections of this code. Employees whose work week is less than
forty hours shall be paid at the rate which is in the same proportion to the rates set out herein that their work
week bears to forty hours. The hourly rate for those employees of the Fire Department whose work week
exceeds forty hours shall be computed according to the provisions of Section 2.22.030 of this code.
The performance of employees in the series designated Subsection B through E shall be evaluated
annually in accordance with a management performance evaluation plan. The result of the performance
evaluations shall be the determination by the City Manager of the actual salary of each employee in the
designated positions, and the determination by the City Council of the actual salary of the City Manager, which
actual salaries shall be no less than the minimum nor no greater than the maximum set out in the pay range
a pplicable to the position, according to the following schedule:"
PERSIX Work Ord. 1/13/98 " 9 "
Section 5. Subsection 2.20.110 G of the City of Yakima Municipal Code is hereby amended to
read as follows:
"G. General and Public Safety Management. Union Exempt Supervisors and Confidential Classes
Pay Class
Code Code Class Title A B C D E
960 1110 City Manager MO 7/1/98 6896.80 7241.73 7603.99 7985.31 8385.71
HR 7/1/98 39.79 41.78 43.87 46.07 48.38
961 MO 7/1/98 6569.21 6896.80 7241.73 7603.99 7985.31
HR 7/1/98 37.90 39.79 41.78 43.87 46.07
962 1130 Assistant City MO 7/1/98 6255.48 6569.21 6896.80 7241.73 7603.99
Manager HR 7/1/98 36.09 37.90 39.79 41.78 43.87
963 MO 7/1/98 5957.35 6255.48 6569.21 6896.80 7241.73
HR 7/1/98 34.37 36.09 37.90 39.79 41.78
964. 1120 City Attorney MO 7/1/98 '5674.82 5957.35 6255.48 6569.21 6896.80
1150 Director of HR 7/1/98 32.74 34.37 36.09 37.90 39.79
Community and
Economic
Development
1140 Director of Finance
and Budget
1160 Director of Public
Works
1180 Fire Chief
1411 Judge /Court
Commissioner
1190 Police Chief
965 MO 7/1/98 5404.43 5674.82 5957.35 6255.48 6569.21
HR 7/1/98 31.18 32.74 34.37 36.09 37.90
966 6380 Deputy Fire Chief MO 7/1/98 5147.90 5404.43 5674.82 5957.35 6255.48
6127 Police Captain HR 7/1/98 29.70 31.18 32.74 34.37 36.09
1321 Senior Assistant City
Attorney II
967 1271 City Engineer MO 7/1/98 4901.77 5147.90 5404.43 5674.82. 5957.35
HR 7/1/98 28.28 29.70 31.18 32.74 .34.37
•
PERSIX Work Ord. 1/13/98 -- 1 --
e y Class
ode Code Class Title A B C D E
968 6328 'Battalion Chief (Day) MO 7/1/98 4667.78 4901.77 5147.90 5404:43 5674.82
1233 Information Systems HR 7/1/98 26.93 28.28 29.70 31.18 32.74
Manager
6126 Police Lieutenant
1322 Senior Assistant City
Attorney I
1272 Wastewater
Superintendent
969 6327 Battalion Chief MO 7/1/98 4666.95 4900.75 5146.67 5403.96 5673.38
(Shift) HR 7/1/98 20.96. 22.01 23.1.1 24.27 25.48
970 1267 Park and Recreation MO 7/1/98 4447.65 4667.78 4901.77 5147.90 5404.43
Manager HR 7/1/98 25.66 26.93 .28.28 29.70 31.18
1273 Water and Irrigation
Manager
1231 Human Resources
Manager
1261 ' Street and Traffic
Operations Manager
• 71 1241 Accounting Manager MO 7/1/98 4234.45 4447.65 4667.78 4901.77 5147.90
1323 Assistant City HR 7/1/98 24.43 25.66 26.93 28.28 29.70
Attorney 11
15101 Assistant Wastewater
Superintendent
1252 Code Administration
Manager
1242 Customer Services
Manager
1253 Neighborhood
Development
Services Manager
1254 Planning Manager
1274 Public Safety
Communications
Manager
11102 Supervising Sanitary
Engineer ..
1262 Transit Manager
410
PERSIX Work Ord. 1/13/98 -- 11 --
Pay Class
Code Code Class Title A
972 11101 Construction MO 7/1/98 4033.39 4234.45 4447.65 4667.78 4901.77.
Engineer HR 7/1/98 23.27 24.43 25.66 26.93 28.28
10101 Deputy Personnel
Officer
1263 Fleet Manager
13101 Parks Operations
Supervisor
11501 Recreation Program
Supervisor --
Administration
1266 Refuse and Recycling
Manager
11104 Senior Engineer
11202 Senior Project
Planner (Transit)
11901 Supervising Senior
Analyst
11105 Water/Irrigation
Engineer
973 1324 Assistant City MO 7/1/98 3839.26 4033.39 4234.45 4447.65 4667.78
Attorney I HR 7/1/98 22.15 23.27 24.43 25.66 26.93
1255 . Cable
1 40
Communications
Manager
1234 City Clerk
1421 Court Services
Manager
1231 Purchasing Agent
11201 Supervising
Associate Planner
11103 Supervising Traffic
Engineer
15102 Wastewater
Treatment Plant
Process Control
Supervisor
974 12201 Industrial MO 7/1/98 3657.26 3839.26 4033.39 4234.45 4447.65
Maintenance HR 7/1/98 21.10 22.15 23.27 24.43 25.66
Supervisor
10201 Senior Analyst
11301 Traffic Operations •
Supervisor
15201 Water Treatment
Plant Supervisor
•
•
PERSIX Work Ord. 1/13/98 -- 12 --
ay Class -
de Code Class Title A B C D . E
975 10302 Accountant MO 7/1/98 3482.20 3657.26 3839.26 4033.39 4234.45
11502 Aquatic Program HR 7/1/98 20.09 21.10 22.15 23.27 24.43
Supervisor
10102 Chief Examiner
15104 Environmental
Analyst
15301 Lab Coordinator
10301 Payroll Officer
1431 Probation Services
Manager
13201 Sewer Maintenance o
Supervisor
13301 Street Supervisor
14201 Transit Operations
Supervisor
13501. Waterworks
Supervisor
976 1331 Administrative MO 7/1/98 3315.80 3482.20 3657.26 3839.26 4033.39
Assistant to the City HR 7/1/98 19.13 20.09 21.10 22.15 23.27
Manager
13401 Irrigation Supervisor
13102 Park Maintenance
• Supervisor
15103 Wastewater
Treatment Plant Chief
Operator
977 12101 Equipment MO 7/1/98 3159.81 3315.80 3482.20 3657.26 3839.26
Maintenance HR 7/1/98 '18.23 19.13 20.09 21.10 22.15
Supervisor
13701 Traffic Sign
Supervisor
978 13601 Building MO 7/1/98 3009.01 3159.81 3315.80 3482.20 3657.26
Superintendent HR 7/1/98 17.36 18.23 19.13 20.09 21.10
13103 Cemetery Supervisor
11710 Police Services
Supervisor
1432 Probation Officer
11401 Senior Program
Supervisor
979 1311 Executive Secretary MO 7/1/98 2866.88 3009.01 3159.81 3315.80 3482.20
12102 Mechanic II HR 7/1/98 16.54 17.36 _18.23 19.13 20.09
14101 Refuse Supervisor
•
•
PERSIX Work Ord. 1/13/98 -- 13 --
Pay Class
Code Code Class Title A B C D E
980 16101 Administrative MO 7/1/98 2729.95 2866.88 3009.01 3159.81 3315.80
Assistant to Fire HR 7/1/98 15.75 16.54 17.36 18.23 19.13
Chief
11701 Administrative
Assistant to the Police
Chief
1434 Case Specialist
1423 Certified Court
Interpreter
11601 Department Assistant
IV -- Community
Development
1430 Deputy Court
Services Manager
10601 Engineering
Contracts Specialist
10506 Legal Assistant II
11501 Recreation Program
Supervisor
981 10103 Personnel Technician MO 7/1/98 2599.95 2729.95 2866.88 3009.01 3159.81
10502 Deputy City Clerk HR 7/1/98 15.00 15.75 16.54 17.36 18.
11601 Department Assistant
IV -- Code Inspection
982 MO 7/1/98 2476.89 2599.95 2729.95 2866.88 3009.01
HR 7/1/98 14.29 15.00 15.75 16.54 17.36
983 10503 DepartmentAssistant MO 7/1/98 2359.02 2476.89 2599.95 2729.95 2866.88
III Assistant City HR 7/1/98 13.61 14.29 15.00 15.75 16.54
Manager
11601 Department Assistant
IV -- Public Works
10501 Legal Assistant
10507 Administrative
Secretary
984 10504 Department Assistant MO 7/1/98 2246.36 2359.02 2476.89 2599.95 2729.95
II -- City Attorney HR 7/1/98 12.96 13.61 14.29 15.00 15.75
10503 Department Assistant
Human
Resources
985 MO 7/1/98 2138.89 224636 2359.02 2476.89 2599.95
HR 7/1/98 12.34 12.96 13.61 14.29 15
986 MO 7/1/98 2038.36 2138.89 2246.36 2359.02 247 .
HR 7/1/98 11.76 12.34 12.96 13.61 14.29
PERSIX Work Ord. 1/13/98 -- 14 --
•
Class
id e Code Class Title A B C D E
987 1422 Municipal Court MO 7/1/98 1941.30 2038.36 2138.89 2246.36 2359.02
Clerk HR 7/1/98 11.20 11.76 12.34 12.96 13.61 '
1433 Probation Services
Clerk"
Section 6. Subsection 2.20.110 H of the City of Yakima Municipal Code is hereby amended to
read as follows: b
"H. Civil Service Classes
P Class
Range A B C D E Code Allocated Classes
1 MO 1/1/98 1351.97 1416A1 1475.04 1542.64 1608.50
HR 1/1/98 7.80 8.17 8.51 8.90 9.28
1.5 MO 1/1/98 1388.37 1443.84 1513.17 1575.57 1643.17
HR 1/1/98 8.01 8.33 8.73 9.09 9.48
0 MO 52 .64 8. 167
50 6. 8610 L H
HR 1/1/98 1/1/98 1416.11 8 147 8. 51 .04 154 8. 90 160 9.28 9.67 10 5268 Lifeg abor H ar dlln elper structor '
2.5 MO 1/1/98 1443.84 1513.17 1575.57 1643.17 1712.50
HR 1/1/98 8.33 8.73 9.09 9.48 9.88
3 MO 1/1/98 1475.04 1542.64 1608.50 1676.10 1757.57
HR 1/1/98 8.51 8.90 9.28 9.67 10.14
3.5 MO 1/1/98 1513.17 1575.57 1643.17 1712.50 1793.97
HR 1/1/98 8.73 9.09 9.48 9.88 10.35 - .
4 MO 1/1/98 1542.64 1608.50 1676.10 1757.57 1833.83
HR 1/1/98 8.90 9.28 9.67 10.14 10.58
4.5 MO 1/1/98 1575.57 1643.17 1712.50 1793.97 1877.16 8511 Custodian
HR 1/1/98 9.09 9.48 9.88 10.35 10.83
5 MO 1/1/98 1608.50 1676.10 1757.57 1833.83 1920.50 6260 Police Cadet
HR 1/1/98 9.28 9.67 10.14 10.58 11.08
5.5 MO 1/1/98 1643.17 1712.50 1793.97 1877.16 1960.36 7511 Data Entry Operator I
HR 1/1/98 9.48 9.88 10.3 10.83 11.31 7121 Department Assistant I
5201 Golf Starter
625-1 Depa
Assistant I
MO 1/1/98 1676.10 1757.57 1833.83 1920.50 2008.89
HR 1/1/98 9.67 10.14 10.58 11.08 11.59 ,
PERSIX Work Ord. 1/13/98 -- 15 --
Pay Class
Range A B C D E Code Allocated Classes
6.5 MO 1/1/98 1712.50 1793.97 1877.16 1960.36 2050.49 6255 9 -1 -1 Calltaker
HR 1/1/98 9.88 10.35 10.83 11.31 11.83 2315 Cashier
7122 Department Assistant II
8820 Park Caretaker
622 Police-Department
Assistant II
5234 Recreation Leader
7110 Senior Center Clerk
7 MO 1/1/98 1757.57 1833.83 1920.50 2008.89 2095.56 5267 Aquatic Leader
HR 1/1/98 10.14 10.58 11.08 11.59 12.09 7512 Data Entry Operator II
7.5 MO 1/1/98 1793.97 1877.16 1960.36 2050.49 2140.63
HR 1/1/98 10.35 10.83 11.31 11.83 12.35
8 MO 1/1/98 1833.83 1920.50 2008.89 2095.56 2187.42 7131 Word Processing Typist
HR 1/1/98 10.58 11.08 11.59 12.09 12.62
8.5 MO 1/1/98 1877.16 1960.36 2050.49 2140.63 2249.82 2316 Accounting Clerk II
HR 1/1/98 10.83 11.31 11.83 12.35 12.98 8541 Building Maintenance
Specialist
7123 Department Assistant III
8301 Wastewater Facility Sup
Worker
6610 Parking Enforcement Officer
6233 Police-Department
9 MO 1/1/98 1920.50 2008.89 2095.56 2187.42 2298.36 2106 Computer Operations
HR 1/1/98 11.08 11.59 12.09 12.62 13.26 Assistant
8810 Park Laborer
8710 Street Laborer
9.5 MO 1/1/98 1960.36 2050.49 2140.63 2249.82 2341.69 2253 Community Programming
HR 1/1/98 11.31 11.83 12.35 12.98 13.51 Assistant
4111 Engineering Aid
8821 Park Specialist I
6611 Lead Parking Enforcement
Officer
4611 Traffic Aid
8641 Refuse Helper
10 MO 1/1/98 2008.89 2095.56 2187.42 2298.36 2391.95 6252 Police. Services
HR 1/1/98 11.59 12.09 12.62 13.26 13.80 Specialist I
•
8204 Vehicle Maintenance
Attendant
7311 Water Service
Representative 1
PERSIX Work Ord. 1/13/98 -- 16 --
Class
ange A B C D E Code Allocated Classes
10.5 MO 1/1/98 2050.49 2140.63 2249.82 2341.69 2452.62 6511 •Animal Control
HR 1/1/98 11.83 12.35 12.98 13.51 14.15 Officer (Lead)
8213 Automotive Storekeeper
6212 Assistant Identification
Technician
2105 Computer Operator/
Programmer
7124 Department Assistant IV
8421 Equipment Operator I
8203 Fleet Maintenance Attendant
5121 Housing Rehabilitation
Assistant
8242
Worker
8320 Laboratory Assistant
8822 Park Specialist ]I'
•
6254 Police Department
Assistant IV
8731 Sewer Maintenance
Specialist I
8681 Storekeeper
• 8721 Street Cleaning
Specialist I
8711 Street Maintenance
Specialist I
8631 Utility Worker
7312 Water Service
Representative II
8311. Wastewater Treatment Plant
Operator I
8331 Water Treatment Plant
Operator I
8741 Waterworks Specialist I
11 MO 1/1/98 2095.56 2187.42 2298.36 2391.95 2508.09 2254 Municipal Producer
HR 1/1/98 12.09 12.62 13.26 13.80 14.47 4211 Traffic Signal Aide
11.5 MO 1/1/98 2140.63 2249.82 2341.69 2452.62 2570.48 2107 Computer Operations
HR 1/1/98 1235 12.98 13.51 14.15 • 14.83 Technician
8542 Facility Maintenance
Specialist
8621 Monument Setter
7611 Print Shop Operator
8433 Refuse Crew Leader
7313 Water Service
Representative III
11112 MO 1/1/98 2187.42 2298.36 2391.95 2508.09 2622.48 4410 Code Inspection Trainee
HR 1/1/98 12.62 13.26 13.80 14.47 15.13 8422 Equipment Operator lI
8671 Irrigation Specialist I
4441 Permit Technician
PERSIX Work Ord. 1/13/98 -- 17 --
•
Pay Class
Range A B' C D E Code Allocated Classes
12.5 MO 1/1/98 2249.82 2341.69 2452.62 2570.48 2684.88 2312 Accounting Technician
HR 1/1/98 12.98 13.51 14.15 14.83 15.49 2230 Assistant Buyer
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
8722 Street Cleaning Specialist II
8712 Street Maintenance
Specialist II
8332 Water Treatment Plant
Operator II
8742 Waterworks Specialist II
13 MO 1/1/98 2298.36 2391.95 2508.09 2622.48 2740.35 4121 Engineering
HR 1/1/98 13.26 13.80 14.47 15.13 15.81 Technician I (Design)
4122 Engineering Technician I .
(Records)
4131 Engineering Technician I
(Survey)
5122 Housing Rehabilitation
Specialist I
8111 Park, Supervisor I
4621 Traffic Technician I
13.5 MO 1/1/98 2341.69 2452.62 2570.48 2684.88 2807.95 2252 Community Programming
HR 1/1/98 13.51 14.15 14.83 15.49 16.20 Coordinator
2101 Computer Programmer
8651 Concrete Specialist I
6211 Identification Technician
8672 Irrigation Specialist II
8244 Mechanic I
8663 Traffic Sign Specialist
8251 Waterworks Device
Technician
8743 Waterworks Specialist III
14 MO 1/1/98 2391.95 2508.09 2622.48 2740.35 2866.88 8423 Equipment Operator III
HR 1/1/98 13.80 14.47 15.13 15.81 16.54 8221 Machinist
6242 Police Records Supervisor *
6253 Police Services
Specialist II
4221 Signal/Electrical
Technician I
* Retained for Police
Pension Purposes
PERSIX Work Ord. 1/13/98 -- 18 --
Class
tinge A B C D E Code Allocated Classes
14.5 MO 1/1/98 2452.62 2570.48 2684.88 2807.95 2932.74 8652 Concrete Specialist 11
HR 1/1/98 14.15 14.83 15.49 16.20 16.92 2102 GIS Technician
5130 Home Remodeling
Technician
5123 Housing Rehabilitation
Specialist II
8302 Industrial Waste Operator
8673 Irrigation Crew Leader
•
8664 Senior Traffic Sign
Specialist
8701 Street Inspector
8713 Street Maintenance
Specialist III
8750 Utilities Locator
8744 Water Distribution Crew
Leader
15 MO 1/1/98 2508.09 2622.48 2740.35 2866.88 3002.08 6510 Animal Control Officer
HR 1/1/98 14.47 15.13. 15.81 16.54 17.32 4419 Code Compliance Officer
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
8171 Waterworks Supervisor I
15.5 MO 1/1/98 2570.48 2684.88 2807.95 2932.74 3074.87 8321 Laboratory Technician
HR 1/1/98 14.83 15.49 16.20 16.92 17.74 6221 Police Support Officer
8322 Pretreatment Technician
8335 Water Quality Specialist
16 MO 1/1/98 2622.48 2740.35 2866.88 3002.08 3139.01 6241 Police Information
HR 1/1/98 15.13 • 15.81 16.54 17.32 18.11 Specialist
4222 Signal/Electrical
Technician II
16.5 MO 1/1/98 2684.88 2807.95 2932.74 3074.87 3218.74 3311 Assistant Planner
HR 1/1/98 15.49 16.20 16.92 17.74 18.57 2231 Buyer
4125 Engineering Technician 11
5271 Parks and Recreation
Administrative Specialist
2103 Programmer Analyst
4622 Traffic Technician II
•
PERSIX Work Ord. 1/13/98 -- 19 --
Class
Range A B C D E Code Allocated Classes
17 MO 1/1/98 2740.35 2866.88 3002.08 3139.01 3288.07 4420. Fire Code Inspector
HR 1/1/98 15.81 16.54 17.32 18.11 18.97 4421 Code Inspector
4141 Construction Inspector
4133 Engineering
Technician III (Survey)
4134 Engineering
Technician III (Design)
4135 Engineering Technician III
(Development)
8241 Industrial Maintenance
Mechanic
8211 Mechanic I
8733 Sewer Maintenance Crew
Leader
8313 Wastewater Treatment Plant
Operator III
17.5. MO 1/1/98 2807.95 2932.74 3074.87 3218.74 3364.34 4223 SignaliEleetrical
HR 1/1/98 16.20 16.92 17.74 18.57 19.41
8333. Water Treatment
Plant Chief Operator
18 MO 1/1/98 2866.88 3002.08 3139.01 3288.07 3442.33 2251 Cable Television
•
HR 1/1/98 16.54 17.32 18.11 18.97 19.86 Coordinator
18.5 MO 1/1/98 2932.74 3074.87 3218.74 3364.34 3530.73 4240 Instrument Technician
HR 1/1/98 16.92 17.74 18.57 19.41 20.37
19 MO 1/1/98 3002.08 3139.01 3288.07 3442.33 3607.00 3321 Associate Planner
HR 1/1/98 17.32 18.11 18.97 19.86 20.81 3112 Engineering Associate
5124 Housing. Rehabilitation
Specialist III
8326 Laboratory Chemist
• 4632 Traffic Associate
2104 Senior Analyst
19.5 MO 1/1/98 3074.87 3218.74 3364.34 3530.73 3688.46
HR 1/1/98 17.74 18.57 19:41 20.37 21.28
20 MO 1/1/98 3139.01 3288.07 3442.33 3607.00 3771.66 2314 Budget Analyst
HR 1/1/98 18.11 18.97 19.86 20.81 21.76 3323 Grants Writer /Compliance
Officer
3322 Senior Project Planner
20.5 MO 1/1/98 3218.74 3364.34 3530.73 3688.46 3863.53 4223 Signal /Electrical
HR 1/1/98 18.57 19.41 20.37 21.28 22.29 Technician III
21 MO 1/1/98 3288.07 3442.33 3607.00 3771.66 3948.46 3130 Development Engineer Ai
HR 1/1/98 18.97 19.86 20.81 21.76 22.78
NIP
PERSIX Work Ord. 1/13/98 -- 20 --
Class
ay e A B C D E Code . Allocated Classes
21.5 MO 1/1/98 3364.34 3525.53 3685.00 3863.53 4036.86
HR 1/1/98 19.41 20.34 21.26 22.29 23.29
22.0 MO 1/1/98 3442.33 3607.00 3771.66 3948.46 4135.65
HR 1/1/98 19.86 20.81 21.76 22.78 23.86
22.5 MO 1/1/98 3525.53 3685.00 3863.53 4036.86 4227.52 3115 Project Engineer
HR 1/1/98 20.34 21.26 22.29 23.29 24.39
23.0. MO 1/1/98 3607.00 3771.66 3948.46 4135.65 4317.65
HR 1/1/98 20.81 21.76 22.78 23.86 24.91 .
23.5 MO 1/1/98 3685.00 3863.53 4036.86 4227.52 4414.72
HR 1/1/98 21.26 22.29 23.29 24.39 25.47"
Section 7. Subsection 2.20.110 J of the City of Yakima Municipal Code is hereby amended to
read as follows:
"J. Union Exempt Management Support Group
Pay Class Allocated
•ane A B C D E Code Classes
300 MO 1/1/98 1735.03 1816.50 1897.96 1988.10 2078.23 10504. Department Assistant II
HR 1/1/98 . 10.01 10.48 10.95 11.47 11.99
301 MO 1/1/98 . 1925.70 2017.56. 2109.43 2197.82 2296.62 10505 Word Processing
HR 1/1/98 11.11 11.64 12.17 12.68 13.25 Typist
305 MO 1/1/98 1897.96 1988.10 2078.23 2171.82 2282.76 10503 Department Assistant Ill
HR 1/1/98 10.95 11.47 11.99 12.53 13.17
310 MO 1/1/98 2078.23 2171.82 2282.76 2372.89 2482.09 10502 Deputy City Clerk
HR 1/1/98 11.99 12.53 13.17 . 13.69 14.32
315 MO 1/1/98 2123.29 2218.62 2331.29 2424.89 2539.28 10501 Legal Assistant
HR 1/1/98 12.25 12.80 13.45 13.99 14.65
325 MO 1/1/98 2282.76 2372.89 2482.09 2599.95. 2724.75 10103 Personnel Technician
HR 1/1/98 13.17 13.69 14.32 15.00 15.72
026 MO 2/15/98 2359.02 2476.89 2599.95 .2729.95 2866.88 10507 Administrative
HR 2115/98 13.61 14.29 15.00 15.75 16.54 Secretary
PERSIX Work Ord. 1/13/98 -- 21 --
P Class Allocated
Range A B C D E Code Classes
327 MO 1/1/98 2539.28 2665.82 2801.01 2937.94 3087.01 10506 Legal Assistant Il
HR 1/1/98 14.65 15.38 16.16 16.95 17.81
330 MO 1/1/98 2905.01 3040.21 3182.34 3334.87 3490.87 10301 Payroll Officer
HR 1/1/98 16.76 17.54 18.36 19.24 20.14
334. MO 1/1/98 3014.21 3152.87 3301.94 3456.20 3622.60 10302 Accountant
HR 1/1/98 17.39 18.19 19.05 19.94 20.90
335 MO 1/1/98 3040.21 3182.34 3334.87 3490.87 3653.80 10102 Chief Examiner
HR 1/1/98 17.54 18.36 19.24 20.14 21.08 10201 Senior Analyst
340 MO 1/1/98 3182.34 3334.87 3490.87 3653.80 3820.19 10101 Deputy Personnel
HR 1/1/98 18.36 19.24 20.14 21.08 22.04 Officer"
Section 8. ' 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 I D day of
n y , 1998.
ATTEST: Mayor
City Clerk
Publication Date 0 I - /(o `i$
Effective Date O a -/ S- 98
PERSIX Work Ord. 1/13/98 -- 22 --
Appendix A
Classification /Reclassification Summary
Current Classification Recommendation Classification
Pay Ranges Pay Ranges
•
•
1. Mechanic I Mechanic I
Range 13.5 ($2,341.69- $2,807.95) Range 16.5 ($2,684.88- $3,218.74)
Seven Positions Range 17.0 ($2,740.35 $3,288.07)
2. Signal /Electrical Technician III Signal /Electrical Technician III
Range 17.5 ($2,807.95 - $3,364.34) Range 20.0 ($3,139.01- $3,771.66)
Four Positions Range 20.5 ($3,218.74 - $3,863.53)
3. Department Assistant III Administrative Secretary
(City Manager) Range equivalent to ($2,215.16-
$2,681.42)
• Range 305 ($1,897.96- $2,282.76) Range 326 ($2,359.02 - $2,866.88)
One Position
4. Police Department Assistant II Police Services Specialist I
Range 6.5 ($1,712.50 - $2,050.49) Range 10 ($2,008.89 - $2,391.95)
Nineteen Positions
. 5. Police Department Assistant III Police Services Specialist II
Range 8.5 ($1,877.16- $2,249.82) Range 14 ($2,391.95 - $2,866.88)
Five Positions
1. Industrial Maintenance Worker Preventative Maintenance Technician
Range 10.5 ($2,050.49 - $2,452.62) Range 15.0 ($2,508.99 - $3,002.08)
Two Positions
•
•
Denied Reclassifications •
1. Transit Service Operator No Change
Range 650 ($1,839.03 - $2,206.49)
One Position
2. Department Assistant III (Public Works) No Change
Range 8.5 ($1,877.16 - $2,249.82)
One Position
3. Water Distribution Crew Leader No Change
Range 14.5 ($2,452.62 - $2,932.74)
Three Positions
4. Automotive Storekeeper No Change
Range 10.5 ($2,050.49- $2,452.62)
Two Positions
5. Department Assistant III (Public Works) No Change
Range 8.5 ($1,877.16 - $2,249.82)
One Position
6. Water Quality Specialist No Change
Range 15.5 ($2,570.48 - $3,074.87)
One Position
7. Engineer Technician I No Change
Range 13.0 ($2,298.36 - $2,740.35)
One Position
8. Parks Operation Supervisor No Change
Range 371 ($2,969.14- $3,575.80)
One Position
•
• CHARTER CIVIL SERVICE 1997 RECLA (CATION IMPACT ANALYSIS Appel IX B
COMMISSION RECOMMENDATION
CLASSIFICATION • PLUS 5% SPECIAL RECOMMENDED 1998 1998
ASSIGNMENT PAY ' RATE OF PAY MONTHLY ANNUAL
APPROVED BY IMPACT IMPACT
COMMISSION
RECLASSIFICATIONS
Incumbent 1 Mechanic 1 $2,818.35 $2,866.88 $48.53 $582.36
Incumbent 2 Mechanic 1 $2,948.34 $3,002.08 . $53.74 S644.88
Incumbent 3 Mechanic I $2,948.34 S3,002.08 S53.74 $644.88
Incumbent 4 Mechanic 1 $2,948.34 $3,002.08 $53.74 S644.88
Incumbent 5 Mechanic ! $2,948.34 $3,002.08 $53.74 $644.88
Incumbent 6 Mechanic 1 $2,948.34 $3,002.08 $53.74 . $644.88
Incumbent 7 Mechanic 1 $2,948.34 $3,002.08 $53.74 $644.88
t _ l ud t,IMPaCt :; •: :.:..::::;:::.:: :::: : > : > ,., >: 370:97:: > :> ::$4 451:64;` :a
Total Budget Impact for Mechanic .. . .... ... ...................
Incumbent 1 _Signal /Electrical Technician III $3,532.47 $3,688.46 $155.99 $1,871.88
Incumbent 2 Signal /Electrical Technician III $3,532.47 $3,688.46 $155.99 $1,871.88
lncubment 3 • Signal /Electrical Technician 111 $3,532.47 $3,688.46 $155.99 $1,871.88
Incumbent 4 Signal /Electrical Technician III $3,532.47 $3,688.46 $155.99 $1,871.88
::;. *•' : : :> :: :: :: >> : >. <;> ' ::< :.. >:: > <' > : :: ,i ; >': >:' ••:. >;> :.63':96 <> ' : $7;487 52':.:_ .
Totdl.�Udget irYipdctfor �igndllElectrtcalTechrncidn III . . 5 .2.
. Incumbent 1 Department Assistant III (City Manager's Office; $2,397.15
Administrative Secretary $2,476.89
Totot Budget Impact: far: Department Assistant III ........ S79:74 $956:88„
Incumbent 1 Police Department Assistant II $2,152.76 $2,187.42 $34.66 $415.92
Incumbent 2 Police Department Assistant II $2,152.76 $2,187.42. $34.66 $415.92 .
Incumbent 3 Police Department Assistant II $2,152.76 $2,187.42 $34.66 $415.92
Incumbent 4 Police Department Assistant 11 $2,152.76 $2,187.42 $34.66 $415.92
Incumbent 5 Police Department Assistant II $1,884.10 $2,008.89 $124.79 $1,497.48
Incumbent 6 Police Department Assistant II $2,152.76 $2,187.42 $34.66 $415.92
Incumbent 7 Police Department Assistant II $2,152.76 $2,187.42 $34.66 S415.92
Incumbent 8 Police Department Assistant 11 $1;884.10 $2,008.89 $124.79 $1,497.48
Incumbent 9 Police Department Assistant II $2,152.76 $2,187.42 $34.66 .$415.92 _
'Includes I f 1 Iy8 contract pay raises
Page 1
0 CHARTER CIVIL SERVICE 1997 RECLA ATION IMPACT ANAL YSIS gppen B
COMMISSION RECOMMENDATION
CLASSIFICATION PLUS 5% SPECIAL RECOMMENDED 1998 1998
ASSIGNMENT PAY • RATE OF PAY. MONTHLY ANNUAL .
APPROVED BY IMPACT IMPACT
COMMISSION
Incumbent 10 Police Department Assistant II $2,152.76 $2,187.42 $34.66 $415.92
Incumbent 11 Police Department Assistant II $2,059.16 _ $2,095.56 $36.40 $436.80
Incumbent 12 Police Department Assistant 11 $2,152.76 _ • $2,187.42 $34.66 $415.92
Incumbent 13 Police Department Assistant II $1,970.76 $2,008.89 $38.13 S457.56 .
Incumbent 14 Police Department Assistant II $1,970.76 $2,008.89 $38.13 $457.56
Incumbent 15 Police Department Assistant II $1,970.76 $2,008.89 $38.13 $457.56
Incumbent 16 Police Department Assistant II $2,059.16 $2,095.56 $36.40 $436.80
Incumbent 17 Police Department Assistant II $1,884.10 $2,008.89 $124.79 . $1,497.48
Incumbent 18 Police Department Assistant 11 $1,884.10 $2,008.89 $124.79 $1,497.48
Police Services Specialist 1 .
Total Budget I for Police Servlces Specialist,) <.: > . $998 . :::
... S 11,979:48
Incumbent 1 Police Department Assistant III $2,362.49 $2,391.95 $29.46 $353.52
Incumbent 2 Police Department Assistant III $2,152.76 $2,391.95 $239.19 $Z870.28
• Incumbent 3 Police Department Assistant III $2,362.49 $2,391.95 $29.46 $353.52 .
Incumbent 4 • Police Department Assistant III $2,362.49 $2,391.95 $29.46 $353.52
Incumbent 5 Police Department Assistant III $2,059.16 $2,391.95 $332.79 $3,993.48 •
Police Services Specialist II
Total Budget.. Impact for Pollee SeNiceS:Specialist ll :: < : $660:36 ::: S7,924 :32:
Incumbent 1 Industrial Maintenance Worker $2,362.49 $2,508.09 $145.60 $1,747.20
Incumbent 2 Industrial Maintenance Worker $2,575.68 $2,622.48. $46.80 $561.60
Preventative Maintenance Technician
ntenance ::Technlcian : :: ? -: :> ;' : ::?': ` >:: > ?: <<: $230880;
Total �udget: ;
tFor Preventativ Mai -.-. . . .. ...........:...:.::.:..........
` .. 2 925:72':::::;::::. 35108:64.. ..
GRAND 1f�TALA$ RECOMMENDED BY CIVIL SERVICE COMMISSION >: >!: >::::: : .:.::$_ S. .
Includes 1 /1 /98 contract pay raises
Page 2 .
, .
III . MEMORANDUM
DATE: January 13, 1998
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.
II The office of the Chief Examiner received 16 requests for reclassifications in 1997. Of those
requests, 8 were preliminarily approved by the Chief Examiner and forwarded to Walsh
Moncada for detailed review. Two of the reclassifications, Custodian and Park Laborer,
required no formal Council action because the Commission approved the recommendation to
reclassify these classifications to the existing classification and pay range of Building
Maintenance Specialist and Park Specialist III respectively. Final action has been taken on
these positions.
The following reclassification /classification summary report involves thirty -eight individuals,
from six different classifications, who had their reclassification requests formally approved by
the Civil Service Commission at the December 15, 1997 meeting. Also listed and approved are
four revised class specifications and title changes with salary change. All recommendations
are subject to City Council review and approval, to become effective February 15, 1998.
The positions are listed according to the Classification /Reclassification Summary. Appendix
„
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 "B ".
0 Following each narrative will be a tab reference to Appendix "C ", so that you may review the
Classification /Reclassification Reports as prepared by Walsh Moncada and the Chief
Examiner.
•
1
Reclassification Actions
Equipment Rental •
— E ui
1. Mechanic I q p
• Mechanic I, pay range 13.5 ($2,341.69- $2,807.95)
• Walsh Moncada recommended pay range 16.5 ($2684.88- $3,218.74)
• Commission accepted and approved the reclassification at pay range 17.0 ($2,740.35-
$3,288.07)
• See Appendix C -1
Commission's Recommendation: Accept and approve Walsh Moncada's recommendation
with the higher salary range change -
Management's Recommendation: Accept and approve Commission's recommendation
2. Signal /Electrical Technician III — Traffic Engineering
• Signal /Electrical Technician III pay range 17.5 ($2,807.95 - $3,364.34)
• Walsh Moncada recommended pay range 20.0 ($3,139.01 - $3,771.66)
• Commission accepted and approved the reclassification at pay range 20.5 ($3,218.74-
$3,863.53)
• See Appendix C -2
Commission's Recommendation: Accept and approve Walsh Moncada's recommendation
with the higher salary range change
Management's Recommendation: Accept and approve Commission's recommendation
3. Department Assistant III — City Manager's Office
• Department Assistant III, . pay range 305 ($1,897.96 - $2,282.76)
• Walsh Moncada recommended a new class specification and new title,
Administrative Secretary, and a pay range equivalent to ($2,215.16 - $2,681.42)
• Commission accepted new title of Administrative Secretary, and a pay range of 326
($2,359.02 - $2,866.88) which is the recommendation of the Management
Compensation Study
• See Appendix C -3
Commission's Recommendation: Accept and approve Walsh Moncada's recommendation
with the higher salary range change
Management's Recommendation: Accept and approve Commission's recommendation
2
4. Police Department Assistant II- Police Department
• Police Department Assistant II, pay range 6.5 ($1,712.50 - $2,050.49)
• Revised and renamed class specification, Police Services Specialist I, and pay range
of 10.0 ($2,008.89- $2,391.95)
• Commission accepted and approved the revised class specification and pay range
• See Appendix C-4
Commission's Recommendation: Accept and approve Walsh Moncada's recommendation
Management's Recommendation: Accept and approve Commission's recommendation
5. Police Department Assistant III — Police Department
• Police Department Assistant III, pay range 8.5 ($1,877.16 - $2,249.82)
• Revised and renamed class specification, Police Services Specialist II, pay range 14.0
($2,391.95 - $2,866.88)
• Commission accepted and approved the revised class specification and pay range
• See Appendix C -5
Commission's Recommendation: Accept and approve Walsh Moncada's recommendation
Management's Recommendation: Accept and approve Commission's recommendation
6. Industrial Maintenance Worker — Wastewater Treatment Plant
• Industrial Maintenance Worker, pay range 10.5 ($2,050.49 - $2,452.62)
• Revised and renamed class specification, Preventative Maintenance Technician, pay
range 15.0 ($2,508.09 - $3,002.08)
• Commission accepted and approved the revised class specification and pay range
• See Appendix C -6
Commission's Recommendation: Accept and approve Walsh Moncada's recommendation
Management's Recommendation: Accept and approve Commission's recommendation
•
3
•
•
MEMORANDUM
DATE: January 13, 1998
TO: The Honorable Mayor and Council Members
FROM: Carol Bates, Chief Examiner
SUBJ: Charter Civil Service Reclassification Studies •
The reclassification studies currently before the Commissions were
conducted by Walsh Moncada & Company. 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.'
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 responsibilites 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
1. What is a Reclassification Study ?
• 1111
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, 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), 4 ,
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.
Reclassification may be requested by the incumbent in any
position using procedures prescribed by the Chief Examiner.
The Chief Examiner shall investigate the request and if the
position has changed substantially, shall, if possible,
recommend an appropriate classification to the Commission
within 90 days of receipt of the initial request. If the Chief
Examiner is unable to complete the recommendation within the
90 day time period, the Civil Service Commission may
recommend retroactive pay be granted to the employees upon a
showing of proper circumstances justifying such retroactive
pay. . It shall be the burden of the employee to prove why such •
retroactive pay is appropriate in each specific case.
Page 2
The Chief Examiner or the Commission, may initiate action to
investigate the duties of any position or the entire classified
service."
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.
a
Chapter IV, Classification Plan, governs the classification p lan and the
allocation of positions to a classification and an appropriate pay range.
Page 3
Article XVI g rants 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 pay, as decided in a Yakima
County 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 classifications 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
Page 4
' 4
• .
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.
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 posi-
tion, the employee's pay shall be adjusted as follows:
40 If the appointment has the effect of a promotion, the
( ) pP p
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,
Page 5
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."
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 Walsh Moncada & Co. 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.
•
Page 6
• 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 Walsh Moncada &
Company. The source of funding for the recommended reclassification
actions is the operating budget of the Division for each affected employee.
•
•
Page 7
MEMORANDUM
s
November 28, 1997
TO: The Charter Civil Service Commission
FROM: Walsh Moncada and Company, Acting Chief Examiner for
Reclassifications
SUBJECT: Mechanic I Classification and Allocation Recommendation
These reclassification requests were filed by the Mechanic I incumbents in Public Works
(incumbents Glenn Thomson, Joe Jaquins, Bill Wells, Lavern Barnes, David Stoothoff,
Jeffrey Sampson, Mike Haider). Their reclassification request is primarily based on
changes in the motorized vehicle industry, including the addition of a transit system and
associated equipment, and the technological advances in computerized motoring.
On June 10th, 1997, the Acting Chief Examiner conducted a site visit and gathered
additional job - related information for the purpose of reviewing this classification.
This report summarizes the Acting Chief Examiner's review findings, based upon
information gathered during the site visit and an analysis of the original classification and
allocation recommendations, including supporting data.
Based upon data discussed in this report, we the Mechanic I be reclassified to Pay Range
16.5.
CHANGES IN THIS CLASSIFICATION
There is no question that there has been advances in the motorized vehicle industry with
changes in tools, computer systems and related standards. These changes are across the
industry and affect work standards and expected work outcomes. This report examines the
advances associated with this classification. The following are key functions and changes
that have accrued in the job:
• Washington state driver's license with class "A" C.D.L. with P1, N endorsements;
first aid and C.P.R.; bloodbome pathogen certification; air brake certification;
forklift certification; air conditioning E.P.A. 608 and 609 certification .
>,
cci
.
Walsh Moncada
• Data entry on the City's AIMMS system, for the purpose of tracking labor,
•
materials, and equipment.
• Use and maintenance of additional equipment acquired by the City, such as heavy
equipment, trucks, and a bus fleet requiring greater technical knowledge.
• Use of computerized diagnostic equipment and computer aided programming.
• Regulatory changes regarding handling of shop chemicals.
• Technological advances in electronic and mechanical systems.
These changes have placed new demands on employees across the industry.
Mechanics today are expected to be computer- literate, toxic waste - trained, equipment -
versatile, and able to stay current with changes in the industry.
New equipment and technology also provides a benefit to the employees.
Computers have replaced manual systems for accomplishing similar results. The benefits
include increased accuracy and accessibility of information. New tools•and equipment can
reduce the amount of physical exertion required. This is not so in the in the mechanic
field, where one is expected to be technically experienced and physically able to do heavy
work.
The point of this discussion is that these changes and advances in technology have
created a new classification of Mechanic Technicians, both physically able and technically
oriented.
COMPARISON OF CITY CLASSIFICATIONS
The employees participating in this review identified classifications within the City
of Yakima which they believed to be comparable to their own: the Industrial maintenance
Mechanic in Wastewater, the Maintenance Mechanic in the Fire Department, the
Instrument Technician and the Electronics Technician I. In reviewing these classifications,
it is our opinion the closest match to the Mechanic I is the Maintenance Mechanic in the
Fire Department: pay range 560, $2,560.08 - $3234.34 .
AVAILABILITY AND PREVAILING RATES
Currently the City is not experiencing difficulty in recruiting employees for this
classification, however there has been difficulty attracting qualified applicants.
Mechanic I Reclassification a.
12/01/97 2
Walsh Moncada `13
1110 According to City Charter, 2.20.030, prevailing rates of pay in the Yakima area and
rates of pay in other jurisdictions are not the sole consideration for linking salary ranges to
the classification plan.
Jobs in the survey were matched by participants to summary descriptions of
Yakima's position. Jobs are arrayed in ascending order by range maximum. Participant
jobs that closely match Yakima's are listed under "Good Match Data." Participant jobs
with less responsibility than Yakima's are listed as "Lesser Matches." Participant jobs
with more responsibility. than Yakima's are listed as "Greater Matches."
This position has 9 public sector and 2 private sector good matches. The average
(mean) range for jobs which are good matches for the Mechanic I is $2,643 - $3,230. This
indicates that, at its current Pay Range 13.5 ($2,282.76 - $2736.88), the position is below
market by approximately $360.24 at the minimum and by approximately $493.12 at the
maximum.
As the City of Yakima has not made it a practice to pay at 100% of the state
market, the Mechanic I should be reclassified to Pay Range 16.5, $2,617.28 - $3137.27,
the closest to the market.
RECOMMENDATION
• Duties and responsibilities have changed, based on the advances discussed in the
report and the fundamental scope and level of responsibility.
• Factoring analysis indicates a change in the current classifications to the proposed
16.5 Pay Range.
• Similar City classifications support this change in the current classifications.
• Availability of skilled individuals to fill this position, while not currently a problem,
has presented recruiting difficulties in the past.
• Prevailing rates are not the sole consideration for linking salary ranges to the
classification plan, per City Charter 2.20.030, however, the relation between other
classifications in the City and the respective prevailing rates support reallocation of this
class.
• Financial policy and economic considerations the department. of Public Works
supports this reclassification.
• Recommendation - It is recommended that the Mechanic I be allocated at Pay Range
16.5, $2,617.28 - $3,137.27.
cts
Mechanic .I Reclassification
12/01/97 3 v
Walsh Moncada cts
•
•
JOB #7: Mechanic 1
This position performs repair and maintenance on automotive, construction and related equipment. Disassembles and repairs
engines, transmissions, differentials, or other major components. Performs computerized diagnostics of equipment for repairs.
Troubleshoots and repairs electronics that control hydraulics, lighting, safety devices, and transmission shifting. Performs
material fabrication using arc and wire -feed welding, gas torches and other related processes. Secures and stocks related
parts. Assists other departments, such as street maintenance, with repairs and welding. Programs and reprograms electronic
bus /transit destination signs, and refuse trucks and bus /transit transmissions to adjust shifting.
Summary Data
Survey Summary Data includes additional private sector responses secured for confidentiality.
MATCH Average Average Average Absolute Absolute Quartile 1 Median Quartile 3 COUNT
(degree) Minimum _ Midpoint Maximum Minimum Maximum at MAX at MAX at MAX _ ( #)
GOOD $ 2,643 $ 2,936 $ 3,230 $ 1,690 $ 3,801 $ 3,005 $ 3,288 $ 3,402 11
ALL $ 2,673 $ 2,970 $ 3,266 $ 1,690 $ 4,125 $ 2,867 $ 3,292 $ 3,402 14
•
Good Match Data
Organization 1 Title
MIN 1 MID 1 MAXS
City of Bellinham Fleet Mechanic III $ 2,382 $ 2,613 $ 2,844
Yakima County Mechanic II $ 2,284 $ 2,587 $ 2,889
City of Vancouver Mechanic $ 2,445 $ 2,783 $ 3,120
City of Richland Mechanic • $ 2,725 $ 2,951 $ • 3,177
City of Pasco Chief Mechanic $ 3,009 $ 3,149 $ 3,288
City of Puallup Automotive Mechanic I1 $ 3,056 $ 3,176 $ 3,296
City of Kirkland Mechanic II $ 2,917 $ 3,201 $ 3,485
City of Renton Vehicle Maintenance Mechanic $ 2,874 $ ,3,189 $ 3,503
City of Everett Equipment Mechanic $ 3,126 $ 3,464 $ 3,801
Greater or Lesser Match Data
Organization 1 Title 1 Degree 1 MIN 1 MID 1 MAX
City of Olympia Mechanic Lesser $ 1,380 $ 1,530 $ 1,679
City of Kennewick Mechanic Lesser $ 2,995 $ 3,146 $ 3,297
City of Redmond Sr, Mechanic • Greater $ 3,299 $ 3,712 $ 4,125
•
•
•
•
a
E
0
U
Survey Data - Page 8
Walsh Moncada
•
MEMORANDUM
November 28, 1997
TO: The Charter Civil Service Commission
FROM: Walsh Moncada and Company, Acting Chief Examiner for
Reclassifications
SUBJECT: Signal/Electrical Technician III Classification and Allocation
Recommendation
This request for reclassification was filed by Curt Butler, Doug Metz, Gary
Christopherson, and Ken Schwart, Signal/Electrician III incumbents. The primary reasons
for this request are the lack of any formal review of this classification since 1979 and •
significant changes in the scope of work. On June 10, 1997, the Acting Chief Examiner
conducted a site visit and gathered additional job - related information for the purpose of
providing recommendations.
0 This report summarizes the Acting Chief Examiner's review findings, based upon
information gathered during the site visit and an analysis of the original classification and
allocation recommendations, including supporting data.
Based upon data discussed in this report, we recommend reclassification and allocation of
the incumbents to pay range 20.0.
CHANGES IN THE CLASSIFICATION
The Traffic Signal/Electrical Technician III classification has not been reviewed in detail
since 1976. During this time and up into the mid- 1980's, the duties were mostly- electrical
in orientation. Technicians then installed, maintained and repaired electro- mechanical
equipment. Today, computerized microprocessors have replaced much of the old signal
technology, requiring substantially more knowledge and training. Additionally, the
Signal/Electrical Technician III class is used more broadly today. The class requires
incumbents to be multi- disciplined in both traffic signal and electrical fields. The
following are changes and additions that have impacted this classification:
• Technological advances in traffic signal devices and controllers which now use
microprocessors, requiring on -going programming skills and knowledge.
• Increased use of traffic control devices throughout the City, requiring new duties of
electrical and signal engineering.
o .
c
Walsh Moncada `�
• Centralization of traffic controllers, requiring knowledge of central control
operations and commands.
• Increased needs of the City requiring on -call service to other City departments for
electrical repair, installation and training on electrical equipment.
• Operation, maintenance, and installation of all street lights.
• Location of underground traffic signal and street light facilities, and coordination of
digging activities with contractors and utility agencies.
• Inventory control, operation and maintenance, including other records maintenance
and documentation.
The Traffic Signal Supervisor position was eliminated, shifting the tasks of
oversight, planning and completing projects to this classification.
The changes described above are broad.. categories of work that include new
equipment, technology, and some administrative duties. While the current job
specification was written more broadly in 1985 to cover these changes and to meet new
demands for increased services, the pay allocation was not changed.
The level of change that has occurred would justify an increase in salary and is
•
supported by the attached salary data.
COMPARISON OF CITY CLASSIFICATIONS
Part of the difficulty with this classification is internal compression within the City
of Yakima's current pay structure and to relative position in the market. Additionally, the
City's Civil Service factor - rating system, which is quite outdated, does not factor this
technical type of work very well.
Although the employees themselves see substantial differences between the work
they perform, and that of their counterparts in other divisions and departments, from a
classification standpoint it is necessary to focus on common class -of -work features. The
class of work with similarly- complex electrical and electronics components is the
Electronic Technician II, Range 550, $3,194.47 - $3,816.73, however, movement to this
level would impact the City's total salary structure and would compress against .engineer
salaries and other classification.
•i
a
Signal/Electrical Technician III 2
Walsh Moncada `�
• AVAILABILITY AND PREVAILING RATES
The City has had difficulty in recruiting qualified employees for the classification
under review in the past.
According to the City Charter, 2.20.030, prevailing rates of pay in the Yakima area
and rates of pay in other jurisdictions are not the sole considerations for linking salary
ranges to the classification plan.
Jobs in the survey were matched by participants to summary . descriptions of
Yakima's position. Jobs are arrayed in ascending order by range maximum. Participant
jobs that closely match Yakima's are listed under "Good Match Data." Participant jobs
with less responsibility than Yakima's are listed as "Lesser Matches." Participant jobs
with more responsibility than Yakima's are listed as "Greater Matches."
This position has 10 good matches. The average (mean) range for jobs which are
good matches for Signal/Electrical Technician III is $3173 - $3788. This indicates that, at
its current Pay Range 17.5 ($2,736.88 - $3,279.40), the position is below market by
approximately $436.12 at the minimum and by approximately $508.60 at the maximum.
As the City of Yakima has not made it a practice to pay at 100% of the state market, the
Signal/Electrician Technician III should be reclassified to Pay Range 20, $3059.27 -
$3676.33, to balance internal and external equity.
FINANCIAL POLICY AND ECONOMIC CONSIDERATIONS
The Department supports this reclassification and attests that funds are available in its
budget to implement this recommendation.
CONCLUSIONS AND RECOMMENDATIONS
• Duties and responsibilities have changed and were documented broadly in the class
specification of 1985.
• Factoring analysis does adequately measure this classification.
• Similar City classifications do support reclassification.
• Availability of skilled individuals to fill positions in this classification is not currently
an issue. However, the City has had recruiting difficulty in the past.
•
� a
Signal/Electrical Technician III 3
Walsh Moncada c�
• Prevailing rates are not the sole consideration for linking salary ranges to the
classification plan, per City Charter 2.20.030, however, current salary indicates Yakima •
pays 88.49 % of market at mid - point.
• Financial policy and economic considerations can be absorbed by the department.
• Recommendation - It is recommended that the SignaUElectrical Technician III be
allocated to Pay Range 20, at $3059.27 - $3676.33.
Signal/Electrical Technician III 4
Walsh Moncada `�
•
•
•
•
•
•
JOB # 8: Signal /Electrical Technician 111
This position performs journey level electrical /electronic work in the installation, operation, maintenance and repair of traffic
signal, illumination, and electrical control systems. Operates, maintains and installs traffic signal systems; programs
controllers; troubleshoots microprocessor and related computer equipment. Operates, maintains and installs street lights;
installs wood, concrete and steel poles; installs conduit, wire and control systems. Repairs and maintains electrical devices,
including distribution panels, pumps, and computers throughout various facilities. Interprets engineering drawings; locates
• underground traffic signal and street Tight facilities for contractors and utility agencies. Performs inventory control; stocks and
maintains parts. Maintains central control computer traffic network
• Summary Data
Survey Summary Data includes additional private sector responses secured for confidentiality.
MATCH Average Average Average Absolute Absolute Quartile 1 Median Quartile 3 COUNT
(degree) Minimum Midpoint Maximum Minimum Maximum at MAX at MAX _ at MAX ( #)
GOOD $ 3,173 $ .3,481 $ 3,788 $ 2,767 $ 4,560 $ 3,557 $.3,803 $ 3,966 10
ALL $ 2,999 $ 3,333 $ 3,668 $ 1,690 $ 4,560 $ 3,319 $ ! 3,674 $ 3,900 12
Good Match Data
Organization Title . !MIN 1 • MID MAX
City of Kennewick Electronics Technician $ 2,995 $ 3,098 $ 3,201
City of Bellingham Electronics Specialist $1 $ 3,120 $ 3,396 •
City of Vancouver Traffic Signal Technician • $ 2,767 $ 3,149 $ 3,530
City of Olympia Traffic Signal Technician $ 2,993 $ 3,315 $ 3,637
City of Puyallup Electronics Technician $ 2,854 $ 3,282 $ 3,710
City of Kirkland Electronics Technician 11 $ . 3,277 $ 3,587 $ 3,896
City of Redmond Traffic Signal Technician $ 3,120 $ 3,510 $ 3,900
City of Everett Traffic Electronics Technician $ 3,280 $ 3,634 $ 3,988
City of Renton Signal /Electronic Systems Tech 11 $ 3,335 $ 3,700 $ 4,064
City of Richland Electronics Technician $ 4,267 $ 4,414 $ 4,560
Greater or Lesser Match Data
Organization 1 Title 1 Degree 1 MIN 1 MID 1 MAX
Yakima County Mechanic Technician II Lesser $ 2,284 $ 2,587 $ 2,889
•
•
c
et
• 0
U
Survey Data -Page 9
Walsh Moncada c°
•
MEMORANDUM R E! ,' D
July 30, 1997
N
2, 5 1997
•
Humar. �ur:e Di��ision
TO: The Charter Civil Service Commission
FROM: Walsh Moncada and Company, Acting Chief Examiner for
Reclassifications
SUBJECT: Department Assistant III
Classification and Allocation Recommendation
i .
The following report summarizes the findings of the classification study for the position
of Department Assistant III, held by the incumbent Sonya Brandt. The study has
included: an on -site audit with the incumbent, with input from the supervisor Deborah
Moore and the Assistant City Manager, Glen Rice; comparison to positions within the
City of Yakima's classification structure; a factoring analysis; and a compensation survey •
of local and regional jurisdictions employing similar positions.
This reclassification request is based upon a change in the incumbent's duties since the
time of hire in 1994, which have expanded substantially to include direct support to the
Assistant City Manager, Mayor and Council, and a more diverse range of interactions
with the public, media, and City management and staff.
Based upon data discussed in this report, we recommend that the City establish a new
classification of Administrative Secretary, that the new classification be assigned to the
Executive Support Series, that the incumbent be allocated to the new classification, and
that the pay for the new classification be set at $2,151.03 - $2,603.42.
DUTIES AND RESPONSIBILITIES
SUMMARY: This position, under limited supervision, provides administrative
and secretarial support to the Assistant City Manager, and secretarial support to the
offices of the City Manager and Mayor.
ASSISTS PUBLIC AND HANDLES COMPLAINTS
This position receives, screens and answers a wide range of inquiries from the public and
provides a variety of information; records complaints and refers to appropriate
department for action; determines urgency of requests using tact and diplomacy; attempts
to resolve issues.
a .
E
0
U
Walsh Moncada `‘5
SECRETARIAL SUPPORT
This position prepares letters, memoranda, reports, requisitions, forms and official
documents from rough drafts, dictation or shorthand; composes correspondence; takes
and transcribes minutes of meetings; proofreads documents and corrects errors in
grammar, spelling and punctuation; maintains operational and confidential records and
files; assists office superior in a variety of administrative details.
ADMINISTRATIVE SUPPORT
This position provides administrative support to the Assistant City Manager, City
Manager, Mayor, Council Members and Executive Secretary; provides research; takes
action as authorized during absence of Assistant City Manager, using initiative, discretion
and judgment; carries out special projects and administrative duties within City
Manager's Office; provides confidentiality for sensitive information, both oral and
written, including labor relations, litigation and personnel matters; determines priority
and chain -of- command for Council and citizen requests; updates and modifies City
Boards and Commissions information; makes travel reservations and maintains a filing
system for a wide variety of correspondence and documents.
-
SUPPORT TO THE MAYOR AND /OR MAYOR PRO TEM
. This position meets regularly with the Mayor and/or Mayor Pro Tem to review
correspondence, mail, ceremonies, public appearances, and to schedule meetings.
PUBLIC RELATIONS
This position provides information to the news media; makes decisions concerning the
release of information on current projects; types news releases; contacts news media to
arrange for press conferences or provide news releases.
EXECUTIVE SCHEDULING
This position schedules appointments, social engagements, meetings and public
appearances for the Mayor, Mayor Pro Tem, City Council Members and the Assistant
City Manager; coordinates activities with City departments, the public and outside
agencies.
MAINTAINS CALENDARS
This position maintains a preliminary two month activities calendar for the City Council,
calendars for executive conference and meeting rooms, the calendars for the Mayor, City
Council Members, and the Assistant City Manager; prepares weekly event calendar for
4110
the Council packet and news media.
a.
Reclassification Recommendation 2 U
Department Assistant III 'o
Walsh Moncada ccs
MISCELLANEOUS SUPPORT TO CITY MANAGER'S OFFICE
This position assists the Executive Secretary and performs the duties of that classification ,
on a relief and substitute basis; drafts Mayoral proclamations; attends administrative staff
meetings; serves as secretary to committees as assigned; manages, records and files;
receives and reviews incoming documents; prepares monthly status reports for several
divisions; arranges tours for foreign dignitaries, delegations and sister cities and
accompanies Mayor as necessary; assists with office supplies and equipment.
CHANGES IN POSITION
This position has taken on additional duties and responsibilities since 1994, requiring the
utilization of additional skills. Of the duties listed above, the primary changes include:
• Discretion and prioritization in the handling of citizen complaints.
• Providing of direct administrative support to the Assistant City Manager,
the Mayor and Council Members without intermediation;of the supervisor.
• Providing administrative support involving a higher level of discretion,
• decision- making and confidentiality.
• Performing public relations functions including contacts with news media.
• Independently maintaining schedules and calendars for the Assistant City
Manager, Mayor and Council.
• Performing a variety of administrative duties previously performed only
by the Executive Secretary, as described in all but the first two of the duty
statements listed above.
These changes have required the acquisition of additional skills and the performance of
additional duties by the incumbent which are not within the scope of the Department
Assistant III classification.
RECOMMENDATIONS
DUTIES AND RESPONSIBILITIES
In analyzing this position's responsibilities, we found that the classification of
Department Assistant III is no longer adequate to describe the work performed by the
incumbent. The duties of the incumbent, including the level of responsibility, which is
non - supervisory, appear to require a separate classification. The title of Administrative
a
Reclassification Recommendation 3 .)
U
Department Assistant III 'fl
Walsh Moncada `�
Secretary is proposed. The duties, responsibilities and requirements need to be included
410
on the class specification. A draft for a new class specification is attached.
FACTORING ANALYSIS
The standard factoring system developed by the U.S. Civil Service Commission, using
twelve categories of criteria for measuring internal allocation, was applied to this
position. Pay Range 12.5 is indicated for the position.
SIMILAR CITY CLASSIFICATIONS,
The proposed class of Administrative Secretary would be unique in the City of Yakima.
Many of the duties would be similar to those of Executive Secretary classification (salary
$2,490.75 - $3,024.61), which is within the Executive Support Series. The pay for the
Executive Secretary is approximately equivalent to Pay Code 15.5 of the Civil Service
classes. However, the Executive Secretary has supervisory and budget responsibilities,
provides administrative support directly to the City Manager, and acts as the office
manager to the City Manager's Office. There is some comparability in terms of duties to
the classification of Fire Department Administrative Assistant (salary $2,320.89 -
$2,820.08), but the latter position also has supervisory and budget responsibilities.
The general level of duties and responsibilities appears to be closest to that of the
•
Secretary II, Classification Code 6441, Pay Code 580 ($2,151.03 - $2,603.42), in the Fire
Civil Service, even though there are substantial differences in the specific duties and
requirements of the positions. The pay for the Secretary II is closest to Pay Code 12.5 of
the Civil Service classes ($2,192.62 - $2,617.28). Other Civil Service classes at Pay
Code 12.5 which may be seen to have some similarities in terms of responsibilities and
complexity of duties are the Accounting Technician, Assistant Buyer, Pension/Records
Clerk, and Recreation Coordinator.
Assigning this position to a new classification of Administrative hat of the Secre II, ould be
Executive Support Series, with a salary equivalent
with the treatment of other City classifications.
AVAILABILITY
The availability of skilled individuals to fill this position is not an issue. The incumbent
is already performing the duties of 'the position. A qualified applicant pool, if needed,
could be found within the region.
PREVAILING RATES,
A compensation survey for reclassification positions was sent to relevant employers who
s
have responded to previous City of Yakima salary surveys. Employers ers P Y who provided
matches for this position are listed in the left-hand column of the survey summary page,
4 �
Reclassification Recommendation E
Department Assistant III
Walsh Moncada
with the exceptio n of private sector employers, for which confidentiality has been
maintained.
Jobs in the survey were matched by participants to summary descriptions of Yakima's
position. Jobs are arrayed in ascending order by range maximum on the attached
summary data page. Participant jobs which closely match Yakima's are listed under
"Good Match Data." Participant jobs with substantially more or less responsibility than
Yakima's are listed as "Greater" or "Lesser" matches under the heading "Greater or
Lesser Match Data."
This position has ten good matches, with eight from the public sector and two from the
private sector. The average (mean) range for jobs which are good matches for this
position is $2,477 - $3,051. This indicates that, at its current Pay Range of 8.5
($1,828.63 - $2,192.62), the position is below market by approximately $648 at minimum
and by approximately $858 at maximum. At the proposed salary ($2,151.03 - $2,603.42),
the position would be _below market by approximately $326 at minimum and by
approximately $448 at maximum.
• According to the City Charter, 2.20.030, prevailing rates of pay in the Yakima area and
• rates of pay in other jurisdictions are not the sole considerations for linking salary ranges
to the classification plan. Because of the similarity to other City classifications, the
recommended salary of $2,151.03 - $2,603.42 is the closest supportable range for the
proposed classification of Administrative Secretary.
FINANCIAL POLICY AND ECONOMIC CONSIDERATIONS
Funds are available in the budget for implementation of this reclassification.
RECOMMENDATION
We recommend the establishment of a new classification of Administrative Secretary,
that the new classification be assigned to the Executive Support Series, that the
incumbent be allocated to the new classification, and that the pay for the new
classification be set at $2,151.03 - $2,603.42.
5 �.
Reclassification Recommendation .
Department Assistant III
Walsh Moncad
J #10: • Dprt
Provides OB admini ea strative ment support Assistant to III the Assistant Manager, repares a variety of correspondence e Assists t City
Council
Members, and Executive Secretary. Compos es and P
Manager, City Manager and Mayor; takes or transcribes meeting minutes; performs special projects as requested.
me e s s a s , aand routes messages and answers tanddnvis to s. Maintains confidentiality in dealing with politically ally sens t ve issues, and in
msage, nd ro an
the maintenance of records and files. Distributes sensitive a modifies information on City Boards and Commissions. egal,
payroll and personnel documents as requested. Updates and
Schedules appointments and makes various arrangements tours and luncheons; maintains calendar for a of City
Council Members, including meetings, public appearances,
meeting rooms; and prepares weekly events calendar. Prioritizes council and citizen requests to assist City Managers.
.
Data Comparison
Minimum Midpoint 102SEM
City of Yakima $ 1,829 $ 2,011 $ 2,193 •
Match Good 73.84% 72.75% En
Summary Data • •
Survey Summary Data includes additional private sector responses secured for confidentiality.
MATCH Average Average Average Absolute I Absolute I Quartile 11 Median I Q 3I COUNT
(degree) I Minimum I Midpoint I Maximum I Minimum Maximum at MAX at MAX at MAX ( #)
GOOD $ 2,477 2,687 $ $ 3,051 � 944 $ 1,872 I $ 4,256 I $ 2,561 I $ 2,870 I $ 3,269 I 13
ALL `$ 2,431 I $ 2,764
2,68 7 I I
Good Match Data
Title 1 MIN MID MAX
Organization $ 1,872 $ 2,124 $ 2,375
Yakima County Secretary III, County Commissioners Office $ 2 8 $ 2 2 $ 2,37 •
City of Vancouver Staff Assistant Support Specialist • $ 2,363 $ 2,617 $ 2,870
City of Bellingham Budgt & Admn Supp $ 2 363 $ 2, $ 3,200
City of Kirkland Secretary to the City Manager
City of Richland
Administrative Secretary $ 2,854 $ 3,062 $ 3,269
$ 2,761 $ 3,063 $ 3,365
$ 2,
City of Renton Executive Secretary 2,641 $ 3,088 $ 3,534
City of Kennewick Executive Assistant $ 2 ,648 $ 3,732 $ 4,256 City of Everett Administrative Assistant 11
Greater or Lesser Match Data •
Title ( Degree ( MIN ( MID 1 MAX
Organization Lesser $ 2,201 $ 2,438 $ 2,674
City of Olympia Office Specialist 11 Greater $ 2,509 $ 2,735 $ 2,9
City of Federal Way Administrative Assistant 11
Survey Data - Page 11
CITY OF YAKIMA
III PROPOSED CLASS SPECIFICATION
.
[CODE: 10503 10507 TITLE: Administrative Secretary
DEFINITION: Under general limited supervision; performs a variety of
responsible, moderately administrative support work of a consequential
nature involving complex procedural or specialized substantive tasks,
complex clerical, accounting, or secretarial tasks within a the City Manager's
Office department; operates one or more types of office or specialized equipment
in conjunction with the work; applies considerable substantial independent
judgment and discretion, and is provided considerable latitude in making
responsible decisions, resolving unusual problems, and interpreting mederately
complex extensive guidelines, and regulations and policies in order to complete
the work; performs related work as required.
Position is responsible for administrative support and secretarial work for
the Assistant City Manager by attending to administrative details,
handling routine requests of the Assistant City Manager, obtaining
background information and briefing Assistant City Manager or
concerned parties; inform contacts on the Assistant City Manager's
• current views, policies, schedules, and deadlines. Responsibilities include
liaison with local, state and federal agencies as well as close working
relationships with City Council, department heads and staff, various
community leaders in schools, business and public agencies, and radio
and newspaper reporters. Provides secretarial support for the City
Manager and Mayor's offices. Work requires a high degree of
confidentiality and discretion in a publicly sensitive environment.
Work requires . the application of independent judgment based on
considerable knowledge of the functions within the City Manager's and
Mayor's offices. Employee has regular contact with outside sources.
Quality of work as well as manner of conduct reflects directly on the
Mayor and City Manager's. Offices.
DUTIES I
Receives, screens, and answers a wide range of inquiries from the public, by
phone, or in person; provides a variety of technical information on all aspects of
the purpose and functions of the work unit; routes calls,- greets and screens
callers and visitors, making referrals to appropriate personnel or
personally handling the matter; provides information on office policies
and activities to the public and staff members on request; provides
detailed responses to information requests about programs and activities
of the department using available reference materials; relays instructions
and messages from a superior; maintains appointment calendar and
CLSPEC
makes appointment commitments; takes messages and complaints and conveys
to appropriate staff. •
Performs varied office administrative tasks in relieving an administrator
of important details; coordinates office support activities for the
department; takes and transcribes dictation; organizes and maintains
departmental files and records of a complex and confidential nature;
performs detailed research projects; compiles supportive data for projects
to aid the City administration in making decisions; performs follow -up
action to assignments, independently. Types from rough drafts, assorted
items, dictating equipment, or shorthand notes a variety of letters, memoranda,
reports, requisitions, forms or official documents; composes and types routine
correspondences; takes meeting minutes and transcribes into finished form;
proofreads and corrects grammar, spelling, punctuation, and other errors.
Maintains a significant segment of office activity or function through
independent responsibility; exercises considerable judgment and makes
technical decisions in accordance with policies and practices of the
department.. Checks and sorts invoices, receipts, warrants and related
documents; posts data to journals, registers, or other fiscal documents; vcrificc
posted entries, totals, or computations for accuracy; maintains BARS accounte
within a department; processc3 invoices, rcccipts, purchase orders, statements, or
distributes payroll checks; maintains petty cash fiend.
Maintains files and records, an4 re ares documents requiring knowledge of
P P
regulatory requirements, content of documents, and processing requirements;
prepares renewal or reminder notices. Maintains and updates ioffice filing
system; responsible for sending /retrieving archival materials. Maintains
newspaper clippings, photos, etc., concerning events of interest to the City.
• - - . .. .s - - - - - - - - - - - - - - - - - -
w a r r a n t s ,
permits, or related official documents for easy reference; receives each
and issues a receipt.
Indexes and codes , correspondence, records, reports, and data using a
predetermined guide to identify data and documents for manual and computerized
files; inputs and retrieves data and documents on request; prepares reports of
summarized data.
Provides office support functions for a department or work unit serving one or
more supervisory or managerial positions; takes and transcribes dictation
manually or by machine; types correspondence or other official documents;
maintains operational and confidential departmental records and files; prepares
reports or meeting agendas; composes routine or recurring correspondence; assists
.. _ _ _ - • - : . • - - _ ... . .. • ... _; relays information
in person, by phone, or other communications system;
: .. _ : : - : - ; . . . • - ...
entry books or ledgers by hand or machine. Inventories and determines need
for office supplies and equipment; may research information needed for
purchasing decisions.
CLSPEC
•
. - -
. - - - -- - - scores and prepares class rcgistcrs; . stcrs; coordinatco � � P P €n
examination activities. Monitors and routes to proper departments payroll
documents, conference leave requests and . vacation leave requests for
department heads.
Schedules the Assistant City Manager's appointments, meetings, social
engagements and appearances; coordinates activities with City
Departments, the public and outside agencies maintaining a disciplined,
organized schedule. Schedules a variety of conference rooms for various
departments and outside organizations. Assists Executive Secretary with
scheduling and related reservations for the City Manager and Mayor. Acts
in the capacity of the Executive Secretary position during that
individual's absence from the office (annual leave, sick leave, etc.).
Occasionally covers for the City Clerk's Office.
Attends Assistant City Manager administrative staff meetings in order to
keep informed of departmental activities, City projects, issues and actions.
Acts as liaison to staff relaying Assistant City Manager's instructions and
receiving feedback. Informs Assistant City Manager of information and
problem areas he may not be aware of. Handles confidential written and
oral communications, including materials used in labor negotiations,
• litigation and personnel records.
Provides administrative support to the Assistant City Manager, Executive
Secretary, City Manager and Mayor. Drafts information for Mayoral
Proclamations. Handles a wide variety of issues which come to the City
Manager and Mayor's offices, or refers them to the appropriate
department. Has regular contact with City departments, other
governmental agencies, businesses, civic organizations, media, elected
officials and citizens in the conduct of City business.
Takes action authorized during Assistant City Manager's absence and
uses initiative, discretion and judgment to see that matters requiring
attention are referred to delegated authority.
Operates a typewriter, calculator, billing machine, dictating equipment, cash
register, teletype, two -way radio, copy machine, or other similar equipment in
performing the duties of the position.
MAJOR WORKER C Knowledge of general office practices
and procedures; of modern secretarial practices, as required by the position; of
business arithmetic; of standard principles and practices of clerical accounting and
bookkeeping as required by the positions. Ability to perform a variety of
mathematical computations; to perform a variety of moderately complex clerical
tasks; to perform typing or stenographic work at an acceptable level, as required
by the position; to meet and deal with the public in a pleasant and courteous
manner; of public relations techniques and at times, under,stress situations; to
understand and apply moderately complex guidelines to lvaried operational
requirements; to anticipate departmental requirements; to apply extensive
or obscure guidelines to a wide variety of work situations; to express ideas
CLSPEC
clearly and concisely, orally and in writing; to establish and maintain
effective working relationships with others; to operate equipment, associated
with the position, in a proper manner. •
Excellent interpersonal skills and good oral communications for
interacting with a diverse public, other City and public agency inquiries
using courtesy and tact in sensitive or high pressure situations. Ability to
meet deadlines with minimal or no supervision, carry out duties according
to established procedures. Problem- solving, decision- making, time
management, planning and organization skills. Ability to handle
multiple tasks simultaneously while maintaining accuracy and attention
to detail in an environment of frequent interruptions. Critical judgment in
emergency situations. Maintain a high level of confidentiality.
Knowledge of or ability to acquire an understanding of municipal
administration and familiarity with the functions and activities of the
departments and divisions of municipal government. Perform secretarial
and administrative assistance duties in support of the Assistant City
Manager, City Manager and Mayor. Exercise independent judgment in
relieving the Assistant City Manager of administrative detail.
UNUSUAL WORKING CONDITIONS: Office environment experiences
frequent interruptions from telephone and in- person callers; visual
distractions; required to deal - - -. - - - - -- - • - - with the .public
who may be irate, upset, or disturbed.
LICENSES, REGISTRATION AND CERTIFICAT None
MINIMUM CLASS REQUIREMENTS: Any combination of education and
experience equivalent to eighteen months three years o f increasingly
responsible secretarial general office work experience, including customer
,service.
•
CLSPEC
•
MEMORANDUM
N
July 29, 1997
Humar. source: Div r ,
TO: The Charter Civil Service Commission
FROM: Walsh Moncada and Company, Acting Chief Examiner for
Reclassifications
SUBJECT: Police Department Assistant II
Classification and Allocation Recommendation
The following report summarizes the findings of the classification study for the position
of Police Department Assistant II, held by incumbents Neva Bowden, Dawna Davis, Fran
Nettleton, Gonzalo DeLoza, Cindy Edgerly, Particia Garcia, Theresa Garza, Teri Greer,
Clover Hildenbrand, Kim Johnson, . Sandra Juarez, Patty Martinez, Rachel Manriquez,
Michelle McMahan, Jim Murphy, Charity Myers, Abid Patwa, Lina Stephens, Marisol
DeLoza and Pam Sizemore. The study has included: an on -site interview with
incumbents and their supervisors; comparison to positions within the City of Yakima's
411 classification structure; a factoring analysis; and a compensation survey of local and
regional jurisdictions employing similar positions.
This reclassification request is based upon changes in departmental and community
needs. Originally the communications department had Police Department Assistants II as
calltaker /clerk typists, and the records departments had clerk/typists who maintain
records. In 1996 as a result of the new criminal justice facility, the two departments were
combined within the police department where they deal in person and on the phone with
difficult situations; cross -train for all positions; work rotating shifts, weekends and
holidays; and must be well versed in criminal and civil laws, city ordinances, rules,
regulations and policies of the police department. In addition, because of departmental
liability issues, ongoing education and training are mandated.
Based upon data discussed in this report, we recommend that the position be reclassified
with a more descriptive title, Police Services Specialist I, and reallocated to Range 10,
($1,958.63 - $2,331.29).
DUTIES AND RESPONSIBILITIES
SUMMARY: This broadly - written classification's primary responsibility is to receive
emergency and police calls, obtain pertinent information from the caller and route
electronic data to a central dispatch center for police /emergency response; provides
41) assistance to the public on processes and information relating to police, criminal, and
license information as appropriate; makes determinations on the eligibility for specific >,
licenses in a law enforcement setting, performing criminal records checks, updating and
E
0
U
Police Department Assistant II 1
Walsh Moncada ``/
verifying the accuracy of computerized case files, and responding to related requests for
410
information.
CALL TAKER
Receives Police Calls
Receives and monitors 10 - line phone system for multiple police departments.
Identifies seriousness of calls
Identifies callers' problem; determines whether police response is necessary or transfers
call as appropriate.
Prioritize calls
Prioritizes calls using judgment based on policies, procedures, and related training.
Enters and routes emergency data
Enters emergency data into central computer for electronic routing to dispatch center for
police response.
Calming manner
Maintains calm and reassuring manner with callers during emergencies.
Relays ongoing caller data
Remains on the line with the caller while relaying ongoing data to dispatch center to
ensure the safety of officers and affected parties.
Informs public during natural disasters
Provides emergency information to the public during natural disasters or inclement
weather.
Relief work
Relieves dispatchers for breaks and lunch.
CUSTOMER SERVICE
Public Information
Serves the public on the counter and by phone to provide information as appropriate on
concealed pistol licenses, handgun purchase, domestic no- contact orders, civil restraining
orders, traffic infraction status, fees for service, supplemental information for detectives,
vehicle impounds and repossessions, fingerprints, police records availability and taxi cab
licenses.
111
a
0
•
Police Department Assistant II 2 'o
Walsh Moncada ``/
Reporting
• Provides customer service at the front counter, including taking incident reports, entering
data of incident reports and citations, processing initial paperwork for a variety of
licenses, releases, and reports.
Lost and found
Receives, logs, tags and files found property.
Accepts payments
Accepts payment for a variety of licenses and renewals, fingerprinting services, record
checks, and traffic infractions.
Data entry
Performs data entry of reports, traffic infractions and criminal citations, including coding
reports.
RECORDS
Transcription
Transcribes recorded statements, confidential internal investigations, investigative reports
and polygraph reports in primary or back -up capacity, depending upon position
assignment.
Weapons eligibility
Determines individual eligibility for concealed pistol licenses, including keeping up -to-
date on related laws, and conducting Federal, State and Local criminal background
investigations; sends standard denial letter to applicant, Department of Licensing, and
dealer as appropriate.
Receive and verify data
Receives monthly reports on stolen items and missing or wanted persons; cross - checks
computer data and contacts victim to verify accuracy; updates computer information as
necessary.
Data entry
Updates final criminal citation data into computer; maintains accurate criminal history
records.
Conviction research
Runs local arrest records and provides conviction information to the local housing
authority to determine housing eligibility; requests specific conviction information in
person and completes disclosure paperwork and letter as necessary.
a .
0
U
Police Department Assistant 11 3
Walsh Moncada
Reporting •
Provides accident reports and summation of officer report to requesting insurance
agencies, including researching data, summarizing report, and collecting service fees.
Court orders
Receives court orders, including no contact, anti - harassment, and protection orders;
enters condition data into police and state computer systems.
Taxi applications
Determines taxi cab applicant eligibility, including collecting fees, fingerprinting, and
checking local and Department of Licensing records.
•
CHANGES IN POSITION
The responsibilities and skills required for this position have changed since its last
evaluation due to the addition of technologies, the city jail and municipal court. The
reduction of one sergeant position has impacted this class of work, causing it to be more
independent in judgment and decision - making. This has required the incumbents to
obtain additional skills and abilities to perform the required tasks. Of the duties listed
above, the primary changes include:
• Providing central reception/call taking for courts, probation, legal, and jail staff
• Analyzing and providing synopses of information in computerized reports
• Accepting payments
• Taking police reports formerly taken by police officers
• Using computerized systems
• Addition of shift work (supervisor may not be on shift)
• Using independent judgment with minimal supervision
• Increased personal hazards from front - counter work in new facility
RECOMMENDATIONS
DUTIES AND RESPONSIBILITIES
In analyzing this positions responsibilities, we found the incumbents should be
reallocated to Range 10, ($1,958.63 - $2,331.29).
FACTORING ANALYSIS
The standard factoring system developed by the U.S. Civil Service Commission, using
twelve categories of criteria for measuring internal allocation, was applied to this
position. Pay Range 10, ($1,958.63 - $2,331.29) is indicated for this position.
SIMILAR CITY CLASSIFICATIONS a,
Police Department Assistant II 4 'o
Walsh Moncada `�
The class of Police Department Assistant II is unique to the city of Yakima; there are no
• directly comparable classes.
AVAILABILITY
The availability of skilled individuals to fill this position is not an issue, provided the
salary is competitive with the market.
PREVAILING RATES
A compensation survey for reclassification positions was sent to relevant employers who
have responded to previous City of Yakima salary surveys. Public employers who
provided matches for this position are provided on the survey summary page attached.
Because this class is very broad and uniquely configured in the City of Yakima, for
purposes of obtaining sufficient matches to the market, we split the position into its three
major components for purposes of the market survey. We found in the survey that other
jurisdictions typically separate the work according to call taking, customer service, and
records.
Jobs in the survey were matched by participants to summary descriptions of Yakima's
position. Jobs are arrayed in ascending order by range maximum. Participant jobs that
closely match Yakima's are listed under "Good Match Data." Participant jobs with less
• responsibility than Yakima's are listed as "Lesser Matches." Participant jobs with more
responsibility than Yakima's are listed as "Greater Matches."
This position has. 12 good matches. The average (mean) range for jobs which are good
matches for the combined duties of Police Department Assistant II is $1,829.83 -
$2,459.66. This indicates that, at its current Pay Range of R 6.5 ($1669.17 - $ 1998.49), •
the position is below market by approximately $160.66 at the minimum and by.
approximately $461.17 at the maximum.
According to City Charter, 2.20.030, prevailing rates of pay in the Yakima area and rates
of pay in other jurisdictions are not the sole consideration for linking salary ranges to the
classification plan. However, there are no supportable positions within the City that have
similar duties.
FINANCIAL POLICY AND ECONOMIC CONSIDERATIONS
The Police Division attests that necessary funds have been budgeted for implementation
of this reclassification.
RECOMMENDATION
We recommend that the incumbents be reclassified as Police Services Specialist I and
reclassified to Pay Range 10, ($1,958.63 - $2,331.29).
•
8
0
• U
Police Department Assistant II 5
Walsh Moncada `13
'JOB #4: Police DA II > Call Taker
The primary responsibility of this position is to receive emergency and police calls, obtain pertinent information from the
caller and route electronic data to a central dispatch center for police /emergency response. Receives and monitors 10-
line phone system for multiple police departments. Identifies callers' problem; determines whether police response is
necessary or transfers call as appropriate. Prioritizes calls using judgment based on policies, procedures, and related
training. Enters emergency data into central computer for electronic routing to dispatch center for police response.
Maintains calm and reassuring manner with callers during emergencies. Remains on the line with the caller while relaying
ongoing data to dispatch center to ensure the safety of officers and affected parties: Provides emergency information to
the public during natural disasters or inclement weather. Relieves dispatchers for breaks and lunch.
Data Comparison
11 Minimum Midpoint Maximum
City of Yakima $ 1,669 $ 1,834 $ 1,998
of Good 98.65% 95.21% 92.52%
• Match
Summary Data
MATCH I Average Average Average Absolute Absolute Quartile 1 Median ' Quartile 3 COUNT
(degree) Minimum Midpoint Maximum Minimum Maximum at MAX at MAX at MAX ( #)
GOOD 1 $ 1,692 $ 1,926 $ 2,160 $ 1,692 $ 2,160 $ 2,160 $ 2,160 $ 2,160 • 1
ALL $ 2,171 $ 2,470 $ 2,768 $ 1,680 $ 3,339 $ 2,375 $ 2,835 $ 3,121 8
Good Match Data
Organization 1 Title 1 MIN 1 MID MAX
Yakima County Law Enforcement Dispatcher $ 1,692 $ 1,926 $ 2,160
Greater or Lesser Match Data
Organization 1 Title 1 Degree 1 MIN 1 . MID 1 MAX
Kitsap County Cntrl Com Primary Call Receiver Greater $ 1,680. $ 1,965 $ 2,250
Valley Comm. Cntr. Call Receiver Greater $ 2,144 $ 2,280 $ 2,417
City of Kirkland Communications Technician Lesser $ 2,268 $ 2,542 $ 2,816
City of Richland Dispatcher Greater $ 2,060 $ 2,457 $ 2,853
. City of Puyallup Public Safety Dispatcher Greater $ 2,896 $ 2,991 $ 3,08
Clark Cnty. Emergency Dispatcher Greater $ 2,291 $ 2,758 $ 3,22
Eastside Comm. Cntr. Dispatcher Greater $ 2,337 $ 2,838 $ 3,339
Survey Data - Page 5
•
• i
'JOB #5: Police DA II > Customer Service
. Provides assistance to the public on processes and information relating to police,' criminal, and license information as
appropriate. Serves the public on the counter•and by phone to provide information as appropriate on concealed pistol
licenses, handgun purchase, domestic no- contact orders, civil restraining orders, traffic, infraction status; fees for service,
supplemental information for detectives, vehicle impounds and repossessions, fingerprints, police records availability and
taxi cab licenses. Provides customer service at the front counter, including taking incident reports, entering data of
incident reports and citations, processing initial paperwork for a variety of licenses, releases, and reports. Receives,
logs, tags and files found property. Accepts payment for a variety of licenses and renewals, fingerprinting services,
( record checks, and traffic infractions. Performs data entry of reports, traffic infractions and criminal citations, including
coding. reports. Transcribes recorded statements, confidential internal investigations, investigative reports and polygraph
reports.
•
Data Comparison
I Minimum Midpoint 1 Maximum
City of Yakima $ 1,669 $ 1,834 $ 1,998 •
of Good 85.80% 83.51% 81.68%
Match
Summary Data
MATCH Average Average . Average Absolute Absolute Quartile 1 Median Quartile 3 COUNT
(degree) Minimum Midpoint _ Maximum Minimum Maximum at MAX at MAX at MAX ( #)
GOOD _$ 1,945 $ 2,196 $ 2,447 $ 1,517 $ 2,827 $.2,277 '$ 2,542 $ 2,622 8
ALL $ • 1,963 $ 2,230 $ 2,498 $ 1,517 $ 2,898 $ 2,373 ' $ 2,543 $ 2,657 ' 10
v►
Good Match Data ,
Organization Title 1 MIN 1 MID 1 MAX
Yakima County Law Enforcement Clerk $ 1,517 $ 1,727 $ 1,937
• City of Bellingham Police Receptionist $ 1,773 $ 1,945 $ 2,117
City of Pasco Police Services Specialist $ 1,775 $ 2,053 $ 2,330
City of Redmond Police Records Specialist $ 2,097 $ 2,300 $ 2,503
City of Kirkland Records Technician $ 2,193 $ 2,387 $ 2,581
City of Richland Police Records Assistance 1 2,057 $ 2,331 $ 2,604
City of Olympia • Police Services Representative $ 2,201 $ 2,438 $ 2,674
City of Kennewick Police Support Specialist $ 1,950 $ 2,389 $ 2,827
Greater or Lesser Match Data .
Organization Title • Degree MIN MID ' MAX
0 City of Puyallup Records Clerk Greater .$ 1,957 $ 2,231 $ 2,504
City of Renton Police Services Specialist Greater $ .2,112 $ 2,505 $ 2,898
Survey Data - Page 6 •
•
JOB #6: Police DA II > Records � -- ---- ---- �_ - - -- - -- -' � - -_
Position is responsible for making determinations on the eligibility for Specific licenses in a law enforcement setting,
performing criminal records checks, updating and verifying the accuracy of computerized case files, and responding to
related requests for information. Determines individual eligibility for concealed weapons permits, including keeping up-to-
date on related laws, and conducting Federal, State and Local criminal background investigations; sends standard denial
letter to applicant, Department of Licensing, and dealer as appropriate. Receives monthly reports on stolen items and
missing or wanted persons; cross - checks computer data and contacts victim to verify accuracy; updates computer
information as necessary. Updates final criminal citation data into computer; maintains accurate criminal history records.
Runs local arrest records and provides conviction information to the local housing authority to determine housing
eligibility; requests specific conviction information in person and completes disclosure paperwork and letter as necessary.
Provides accident reports and summation of officer report to requesting insurance agencies, including researching data,
summarizing report, and collecting service fees. Receives court orders, including no contact, anti- harassment, and •
protection orders; enters condition data into police and state computer systems. Determines taxi cab applicant eligibility,
including collecting fees, fingerprinting, checking local and Department of Licensing records
•
Data Comparison
Minimum Midpoint ) Maximum
City of Yakima $ 1,669 $ 1,834 $ 1,998
°k of Good 82.59% 79.47% 77.03%
Match
Summary Data •
•
MATCH Average Average Average Absolute .Absolute Quartile 1 . Median Quartile 3 COUNT
(degree) Minimum Midpoint Maximum Minimum. Maximum, at MAX at MAX at MAX J ( #)
GOOD $ 2,021 $ 2,308 $ 2,594 $ 1,881 $ 2,827 $ 2,478 $ 2,710 $ 2,769 3
ALL $ 1,952 $ 2,228 $ 2,504 $ 1,517 $ 2,898 $ 2,309 $ 2,543 $ 2,739 8
Good Match Data
•
Organization • Title 1 MIN 1 MID 1 MAX
City of Bellingham • Police Records & Information Specialist $ 1,881 $ 2,064 $ 2,246
City of Everett Police Records Information Specialist $ 2,232 $ 2,471 $ 2,710
City of Kennewick Police Support Specialist $ 1,950 $ 2,389 .$ 2,827
Greater or Lesser Match Data
Organization 1 • Title 1 Degree 1 MIN 1 MID 1 MAX
Yakima County • Law Enforcement Clerk Lesser $. 1,517 $ 1,727 $ 1,937
City of Pasco Police Services Specialist Lesser $ 1,775 $ 2,053 $ 2,33
City of Puyallup Records Clerk, Greater $ 1,957 $ 2,231 $ 2,50
City of Kirkland Records Technician • Lesser $ 2,193 $ 2,387 $ 2,581
City of Renton Police Services Specialist Greater $ 2,112 $ 2,505 $ 2,898
•
Survey Data - Page 7
CITY OF. YAKIMA
CLASS SPECIFICATIONS
M PRO POSED
CODE: 6252 . TITLE: Police Services Specialist I rev. 11/97
DEFINITION: Under general supervision; receives emergency and police calls, obtains pertinent
information from the caller and routes electronic data to a central dispatch' center for police/emergency
response; provides assistance to the public on processes and information relating to police, criminal, and
license information as appropriate; makes determinations on the eligibility for specific licenses in a law
enforcement setting, performing criminal records checks, updating and verifying the accuracy of
computerized case files, and responding to related requests for information.
DUTIES
(Duties listed are representative of the types of tasks and function performed by positions
of this class of work. Percentage of time and 'rank of importance of duties are not listed
since both will vary by position and work location.)
Receives and monitors 10 -line phone system for multiple police departments. Identifies caller's problem;
determines whether police response is necessary or transfers call as appropriate. Prioritizes calls using
- judgment based on policies, procedures, and related training. Enters emergency data into central
computer for electronic routing to dispatch center for police response. Maintains calm and reassuring
manner with callers during emergencies. Remains on the line with the caller while relaying ongoing data
to dispatch center to ensure the safety of officers and affected parties. Provides emergency information to
the public during natural disasters or inclement weather. Relieves dispatchers for breaks and lunch.
Serves the public on the counter and by phone to provide information as appropriate on concealed pistol
licenses, handgun purchase, domestic no- contact orders, civil restraining orders, traffic infraction status,
fees for service, supplemental information for detectives, vehicle impounds and repossessions,
fingerprints, police records availability and taxi cab licenses. Provides customer service at the front
counter, including taking incident reports, entering data of incident reports and citations, processing
initial paperwork for a variety of licenses, releases, and reports. Receives, logs, tags and files found
property. Accepts payment for a variety of licenses and renewals, fingerprinting services, record checks,
and traffic infractions. Performs data entry of reports, traffic infractions and criminal citations, including
coding reports. Transcribes recorded statements, confidential internal investigations, investigative
reports and polygraph reports in primary or back -up capacity, depending upon position assignment.
Determines individual eligibility for concealed weapons permits, including keeping up -to -date on related
laws, and conducting federal, state and local criminal background investigations; sends standard denial
letter to applicant, Department of Licensing, and dealer as appropriate. Receives monthly reports on
stolen items and missing or wanted persons; cross - checks computer data and contacts victim to verify
accuracy; updates computer information as necessary. Updates final criminal citation data into
computer; maintains accurate criminal history records. Runs local arrest records and provides conviction
information to the local housing authority to determine housing eligibility; requests specific conviction
information in person and completes disclosure paperwork and Letter as necessary. Provides accident
reports and summation of officer report to requesting insurance agencies, including researching data,
summarizing report, and collecting service fees. Receives court orders, including no contact, anti-
harassment, and protection orders; enters condition data into police and state computer systems.
Determines taxi cab applicant eligibility, including collecting fees, fingerprinting, and checking local and
Department of Licensing records.
Operates a typewriter, word processor, personal computer, FAX machine, calculator, dictating
equipment, cash register, teletype, computer terminal, two -way radio, copy machine, dedicated printers,
recorders or other similar equipment in performing,the duties of the position.
• May be required to assist or monitor the search of persons in custody or visitors entering the detention
facility; maintain records, process bookings, maintain schedules for courts and prosecutors, and assist
with any other custodial duties associated within- custody care of prisoners.
C -SPECS B20
CITY OF YAKIMA
CLASS SPECIFICATION 0
PROPOSED
CODE: 6253 TITLE: Police Services Specialist II rev. 11/97
DEFINITION: Under limited supervision; provides administrative support to a variety of specialty
areas within a law enforcement division. Provides administrative support within the jail, including
inmate services, financial audits, financial accounting and commissary; performs property /evidence
duties, including the proper receipt, cataloging, storage and disposal of property and evidence for law
enforcement.
I DUTIES I
(Duties listed are representative of the types of tasks and functions performed by positions
of this class of work. Percentage of time and rank of importance of duties are not listed
since both will vary by position and work location.)
Receives the public in person and on the telephone, and performs other administrative duties including
generating reports and . manuals, maintaining petty cash, answering questions, routing mail, and
composing and proofing correspondence. Performs department time keeping duties. Processes
department LEOFF I report related to injury claims. Maintains department forms, business cards or
letterhead, including creating, updating or ordering as necessary. Performs data entry and retrieval on
various law enforcement programs, spreadsheets, word processing, database, desktop publishing
software, and including case updates for month -end reporting. Provides administrative support to
training officers, including making travel arrangements and maintaining training records, and notifyin
others as appropriate. Provides administrative support to Community Services, DARE instructors
Neighborhood. Resource Officers, including responding to program inquiries verbally and by mail, ente •
related data, and performing community outreach. Produces a variety of brochures, newsletters an
advertising materials, including designing layout, and writing articles and text; researches related
production costs.
Prepares disbursement requests for payment, including receiving invoices, verifying receipt; charges
. appropriate budget and verifies account balance. Trains corrections officers on use of use of commissary
system, court commitments, and proper jail time certification. Performs jail financial audits, including
billing for outside jail services; confirms booking, sentencing and inmate release dates; reports errors to
Commander. Verifies past and future eligibility of inmate medical claims, including cross- checking
medical service dates and imprisonment dates; charges medical services to inmate accounts. Verifies
and reconciles commissary order; pays bills; disburses funds to inmate welfare accounts.
Maintains property vault and chain of evidence, including receiving, logging, tagging and storing personal
property and bio- hazardous evidence. Controls access to evidence and ensures vault security. Reviews
cases for proper disposition; determines return, auction or destruction of property. Checks for prohibitive
factors before release of firearms to person claiming ownership. Ships and receives property evidence via
UPS, including preparing packages, maintaining shipment logs, routing, and verifying billing for
payment.
MAJOR WORKER CHARACTERISTICS: Knowledge of State and Federal laws regarding
dissemination of criniinal and non - criminal and other confidential information; department policies and
procedures; basic secretarial skills and office practices and procedures such as basic grammar,
punctuation, mathematical skills, composition, filing and records' systems; law enforcement and court
terminology.
Ability to work independent with very limited supervision. Ability to establish and maintain an effective
and courteous working relationship with the public, other federal, state and local law enforcem
II
agencies, courts and local business and community leaders, different ethnic groups, victims of viol
crimes, families of homicide victims, city officials and employees. Ability to plan and organize, priori
workload to meet production needs, be able to effectively communicate, both orally and in writing.
Ability to operate YPD Computer Records Management System, WACIC/NCIC computers, and personal
C -SPECS B22
5 .t
RIISMTD
MEMORANDUM.
NOV 2 5 1997
July 29, 1997
Human ^c3ources Division
TO: The Charter Civil Service Commission
FROM: Walsh Moncada and Company, Acting Chief Examiner for
Reclassifications
SUBJECT: Police Department Assistant III
Classification and Allocation Recommendation
The following report summarizes the findings of the classification study for the position
of Police Department Assistant III, held by incumbents Kathy Arington, John Campos
Cindy Hernandez, Mike Hernandez and Rachel Menard. The study has included: an on-
site interview with the incumbents and the supervisors; comparison to positions within
the City of Yakima's classification structure; a factoring analysis; and acompensation
survey of local and regional jurisdictions employing similar positions.
This reclassification request is based upon the addition of varied and specialized duties
since the positions was last evaluated in 1978. Due to technological growth since the
position was last evaluated, skills with computerized records management systems, data
processing, desktop publishing and word processing for the production of highly visible
word processed materials are necessary. With the addition of the city jail and municipal
court, specialized knowledge of firearms and related laws, handling of bio- hazardous
materials, retrieving and maintaining criminal and confidential information which is
subject to federal disclosure laws materials are now required. Consequently, incumbents
are responsible for a greater range and variety of duties, while under minimal supervision.
Based upon data discussed in this report, we recommend that the position be reclassified
to Police Services Specialist II, and allocated to Range 14, ($2,331.29 - $2,794.08).
DUTIES AND RESPONSIBILITIES
SUMMARY: This broadly -written classification provides administrative support under
limited supervision to a variety of specialty areas within a law enforcement division.
Provides administrative support within the jail, including inmate services, financial
audits, financial accounting and commissary; performs property/evidence duties, •
including the proper receipt, cataloging, storage and disposal of property and evidence
for law enforcement.
•
Police Department Assistant III 1
Walsh Moncada `�
ADMINISTRATIVE SUPPORT
Public Contact
Receives the public in person and on the telephone, and performs other administrative
duties including generating reports and manuals, maintaining petty cash, answering
questions, routing mail, and composing and proofing correspondence.
Departmental Reporting
Performs departmental time keeping duties. Processes, departmental LEOFF I report
related to injury claims.
Departmental Forms
Maintains departmental forms, business cards or letterhead, including creating, updating,
or ordering as necessary.
Computer Usage
Performs data entry and retrieval on various law enforcement programs, spreadsheets,
word processing, database, desktop publishing software, and including case updates for
month -end reporting.
General Support
Provides administrative support to training officers, including making travel
arrangements and maintaining training records, and notifying others as appropriate.
Specialty Support
Provides administrative support to Community Services, DARE Instructors and
Neighborhood Resource Officers, including responding to program inquires verbally and
by mail, entering related data, and performing community outreach.
•
Written Material Production
Produces a variety of brochures, newsletters and advertising materials, including
designing layout, and writing articles and text; researches related production costs.
JAIL AUDITING
Invoicing
Prepares disbursement requests for payment, including receiving invoices, verifying
receipt; charges appropriate budget and verifies account balance.
Commissary Training
Trains corrections officers on use of commissary system, court commitments, and proper
jail time certification.
4111)>,
E
0
U
Police Department Assistant III 2
Walsh Moncada ``/
Financial Audits
Performs jail financial audits, including billing for outside jail services; confirms
booking, sentencing and inmate release dates; reports errors to Commander; prepares
financial projections for Budget Committee for all jails.
Inmate Medical Claims
Verifies past and future eligibility of inmate medical claims, including cross- checking
medical service dates and imprisonment dates; charges medical services to inmate
accounts.
Inmate Records Management
Verifies that inmate records retention fall within law enforcement guidelines. Advises _
municipal and district courts when an inmate fails to report.
Commissary
Verifies and reconciles commissary order; pays bills; disburses funds to inmate welfare
accounts. Compiles and prepares Quarterly Combined Excise Tax Returns for State of
Washington Department of Revenue.
PROPERTY
Tracking Evidence
Maintains property vault and chain of evidence, including receiving, logging, tagging and
storing personal property and bio- hazardous evidence.
Access to Property
Controls access to evidence and ensures vault security.
Property Dissemination
Reviews cases for property disposition; determines return, auction or destruction of
property.
Firearm Release
Checks for prohibitive factors before release of firearms to person claiming ownership.
Shipping and Receiving
Ships and receives property evidence via UPS, including preparing packages,
maintaining shipment logs, routing, and verifying billing for payment.
CHANGES IN POSITION
The responsibilities and skills required for this class have changed since its last >,
evaluation, due to the addition of technologies, the city jail and municipal court. This has o,
E
0
U
Police Department Assistant III 3 'v .
Walsh Moncada
required the incumbents to obtain additional skills and abilities to perform the required
410
tasks. Of the duties listed above, the primary changes include:
• Using computers for entry and retrieval of information.
• . Generating computer reports related to courts and inmates.
• Maintaining division working -time and injury records.
• Maintaining supply levels of departmental forms.
• Preparing disbursement requests for payment.
• Maintaining jail commissary funds.
• Training employees on use of systems and procedures.
• Auditing inmate jail time charged by outside facilities.
• Verifying inmate status for medical services and claims. •
• Shipping and receiving of property/evidence.
• Clearing monthly cases.
• Providing administrative support to training and community resource officers
• Using desk top publishing and word processing software.
• Responding to law enforcement records checks.
• Receiving, cataloging and storing property/evidence.
• Reviewing cases for property disposition.
RECOMMENDATIONS
DUTIES AND RESPONSIBILITIES
In analyzing this positions responsibilities, we found the incumbents should be
reclassified to a more descriptive title of Police Services Specialist II, and allocated to
Range 14, ($2,331.29 - $2,794.08).
FACTORING ANALYSIS
The standard factoring system developed by the U.S. Civil Service Commission, using
twelve categories of criteria for measuring internal allocation, was applied to this
position. Pay Range 14, ($2,331.29 - $2,794.08) is indicated for this position.
SIMILAR CITY CLASSIFICATIONS
The Class of Police Department Assistant III is unique to the city of Yakima; there are no
directly comparable classes.
AVAILABILITY
The availability of skilled individuals to fill this position is not an issue, provided the
salary is competitive with the market.
PREVAILING RATES
0
U
Police. Department Assistant III 4
Walsh Moncada `�
A compensation survey for reclassification positions was sent to relevant employers who
have responded to previous City of Yakima salary surveys. Public employers who
provided matches for this position are provided on the survey summary page attached.
Because this class is very broad and uniquely configured in the City of Yakima, for
purposes of obtaining . sufficient matches to the market, we split the position into its three
major components: administrative support, jail auditing, and property. We found in the
survey that other jurisdictions typically separate the work according to administrative .
support and property. No matches were found for jail auditing functions.
Jobs in the survey were matched by participants to summary descriptions of Yakima's
position. Jobs are arrayed in ascending order by range maximum. Participant jobs that
closely match Yakima's are listed under "Good Match Data." Participant jobs with less
responsibility than Yakima's are listed as "Lesser Matches." Participant jobs with more
responsibility than Yakima's are listed as "Greater Matches."
This position has 13 good matches. The average (mean) range for jobs which are good
matches for Police Department Assistant III is $2,313.38 - $2,908.46. This indicates that,
at its current Pay Range of R 8.5 ($1828.63 - $2192.62), the position is below market by
approximately $484.75 at the minimum and by approximately $715.84 at the maximum.
According to City Charter, 2.20.030, prevailing rates of pay in the Yakima area and rates
of pay in other jurisdictions are not the sole consideration for linking salary ranges to the
classification plan. However, there are no supportable positions within the City that have
similar duties.
FINANCIAL POLICY AND ECONOMIC CONSIDERATIONS
The Police Department attests that necessary funds have been budgeted for
implementation of this reclassification.
RECOMMENDATION
We recommend that the incumbents be reclassified to Police Services Specialist II, Pay
Range 14, ($2,331.29 - $2,794.08)
•
a
E
0
U
Police Department Assistant III 5 'a
Walsh Moncada eci
Comprehensive Compensation Survey
JOB #1: Police DA III > Administrative Support
This position provides administrative support under limited supervision to a variety of specialty areas within a law
enforcement division. Receives the public in person and on the telephone, and performs other administrative duties
including generating reports and manuals, maintaining petty cash, answering questions, routing mail, and composing and •
proofing correspondence. Performs departmental time keeping duties. Processes departmental LEOFF I report related to
iinjury claims. Maintains departmental forms, business card or letterhead, including creating, updating, or ordering as
necessary. Performs data entry and retrieval on various law enforcement programs, spreadsheets, word processing,
database, desktop publishing software, and including case updates for month -end reporting. Provides administrative
support to training officers, including making travel arrangements and maintaining training records, and notifying others as
appropriate. Provides administrative support to Community Services, DARE Instructors and Neighborhood Resource
Officers, including responding to program inquires verbally and by mail, entering related data, and performing community
outreach. Produces a variety of brochures, newsletters and advertising materials, including designing layout, and writing
articles and text; researches related production costs.
Data Comparison •
Minimum J Midpoint Maximum
City of Yakima $ 1,829 $ 2,011 $ 2,193
of Good 77.26% 74.78% 72.82%
Match
Summary Data
•
MATCH I Average Average Average Absolute Absolute Quartile 1 Median Quartile 3 COUNT
(degree) Minimum Midpoint Maximum Minimum Maximum at MAX at MAX at MAX ( #)
GOOD $ 2,367 $ 2,689 $ 3,01.1 $ 2,000 $ 3,675 $ 2,864 $ 2,996 $ 3,094 7
ALL $ 2,177 $ 2,466 $ 2,755 $ 1,615 $ 3,675 $ 2,363 $ 2,864 $ 3,032 10
Good Match Data
Organization 1 Title. 1 MIN 1 MID [ MAX
City of Federal Way Office Technician II $ 2,108. $ 2,299 $ 2,489
City of Renton Police Secretary $ 2,000 $ 2,387 $ 2,774
City of Olympia Secretary $ 2,432 $ • 2,693 $ 2,954
City of Redmond Administrative Secretary $ 2,496 $ 2,746 $ 2,996
City of Kennewick Administrative Assistant $ 2,275 $ 2,660 $ 3,044
City of Richland Administrative Secretary $ 2,484 $ 2,814 $ 3,144
City of Everett Administrative Secretary $ 2,772 $ 3,224 $ 3,675
Greater or Lesser Match Data
•
Organization 1 Title .t Degree 1 MIN 1 MID 1 MAX
Yakima County Secretary II, Sheriffs Office Lesser $ 1,615 $ 1,828 $ 2,040
City of Bellingham Police Receptionist Lesser $ 1,773 $ 1,945 $ 2,117
City of Vancouver Sr. Office Assistant Lesser $ 1,819 $ 2,070 $ 2,321
•
•
Survey Data - Page 2 •
JOB #2: Police DA III > Jail Auditing
This position provides administrative support under limited supervision within the jail, including inmate: services, financial
audits, financial accounting and commissary. Prepares disbursement requests for payment, including receiving invoices,
verifying receipt; charges appropriate budget and verifies account balance. Trains corrections officers on use of
commissary system, court commitments, and proper jail time certification. Performs jail financial audits, including billing
for outside jail services; confirms booking, sentencing and inmate release dates; reports errors to Commander. Verifies
past and future eligibility of inmate medical claims, including cross - checking medical service dates and imprisonment
dates; charges medical services to inmate accounts. Verifies and reconciles commissary order; pays bills; disburses
funds to inmate welfare accounts.
Data Comparison ..
II Minimum Midpoint ( Maximum
City of Yakima $ 1,829 $ 2,011 $ 2,193 f •
% of Good NA NA NA
Match
Summary Data .
MATCH Average Average Average Absolute Absolute Quartile 1 Median Quartile 3 COUNT
(degree) Minimum I Midpoint Maximum Minimum 'Maximum at MAX at MAX at MAX ( #)
GOOD The jail auditing duties associated with the Poice Department Assistant 111 0 •
•
ALL were not found in the identified labor market. 0
Good Match Data .
Organization 1 Title l MIN I MID 1 MAX
•
Greate or Lesser Match Data .
Organization 1 Title 1 Degree. 1 MIN 1 MID 1 MAX
III . , .
. .
Survey Data - Page 3
•
JOB # 3: Police DA III > Property •
This position is responsible for the proper receipt, cataloging, storage and disposal of property and evidence law
enforcement. Maintains property vault and chain of evidence, including receiving, logging, tagging and storing personal
property and bio- hazardouse- evidence. Controls access to evidence and ensures vault security. Reviews cases for
property disposition; determines return, auction or destruction of property. Checks for prohibitive factors before release of
firearms to person claiming ownership. Ships and receives property evidence via UPS, including preparing packages,
maintaining shipment logs, routing, and verifying billing for payment. Reviews cases to determine if property must be
maintained or if it can be disposed of, returned, or auctioned.
•
Data Comparison
I I Minimum Midpoint 1 Maximum
City of Yakima $ 1,829 $ 2,011 $ 2,193
of Good 81.23% 79.78% 78.62%
Match
Summary Data
MATCH Average Average • Average Absolute Absolute Quartile 1 Median Quartile 3 COUNT
(degree) Minimum Midpoint Maximum Minimum Maximum at MAX at MAX at MAX ( #)
GOOD . $ 2,251 $ 2,520 $ 2,789 $ 1,957 $ 3,040 $ 2,715 1 2,802 $ 2,876 6
ALL $ 2,311 $ 2,613 $ 2,915 $ 1,517 $ 4,241 $ 2,603 $ 2,845 $ 3,209 11
Good Match Data
Organization 1 Title . 1 MIN 1 MID 1 MAX
City of Puyallup Property Room Technician $ 1,957 $ 2,231 $ 2,504
City of Redmond Property Evidence Technician $ 2,262 $ 2,482 $ 2,701
City of Vancouver Evidence Technician $ 2,162 $ 2,460 $ 2,758
City of Richland Evidence Technician $ 2,248 $ 2,547 $ 2,845
City of Federal Way Property /Evidence Technician $ 2,446 $ 2,666 $ 2,886
City of Pasco Evidence Technician $ 2,432 $ 2,736 $ 3,040
• Greater or Lesser Match Data
Organization ( Title 1 Degree ,1 MIN [ MID 1 MAX
Yakima County Law Enforcement Clerk Lesser $ 1,517 $ 1,727 $ 1,937
City of Bellingham Evidence.and Property Spec. Lesser $ 1,881 $ 2,064 $ 2,246
City of Olympia Evidence Technician Greater $ 2,780 $ 3,079 $ 3,378
City of Renton Evidence Technician Greater $ 2,565 $ 3,045 $ 3,525
City of Kennewick Evidence Supervisor Greater $ 3,169 $ 3,705 $ 4,24
Survey Data - Page 4
CITY OF YAKIMA
CLASS SPECIFICATION
PROPOSED
(CODE: 6253 TITLE: Police Services Specialist II • I rev. 1]/97 I
DEFINITION: Under limited supervision; provides administrative support to a variety of specialty
areas within a law enforcement division. Provides administrative support within the jail, including
inmate services, financial audits, financial accounting and commissary; performs property /evidence
duties, including the proper receipt, cataloging, storage and disposal of property and evidence for law
enforcement.
DUTIES
(Duties listed are representative of the types of tasks and functions performed by positions
of this class of work. Percentage of time and rank of 'importance of duties are not listed
since both will vary by position and work location.)
Receives the public in person and on the telephone, and performs other administrative duties including
generating reports and manuals, maintaining petty cash, answering questions, routing mail, and
composing and proofing correspondence. Performs department time keeping duties. Processes
department LEOFF I report related to injury claims. Maintains department forms, business cards or
letterhead, including creating, updating or ordering as necessary. Performs data entry and retrieval on
various law enforcement programs, spreadsheets, word processing, database, desktop publishing
software, and including case updates for month -end reporting. Provides administrative support to
training officers, including making travel arrangements and maintaining training records, and notifying
others as appropriate. Provides administrative support to Community Services, DARE instructors and
Neighborhood Resource Officers, including responding to program inquiries verbally and by mail, entering
related data, and performing community outreach. Produces .a variety of brochures, newsletters and
advertising materials, including designing layout, and writing articles and text; researches related
production costs.
Prepares disbursement requests for payment, including receiving invoices, verifying receipt; charges
appropriate budget and verifies account balance. Trains corrections officers on use of use of commissary
system, court commitments, and proper jail time certification. Performs jail financial audits, including
billing for outside jail services; confirms booking, sentencing and inmate release dates; reports errors to
Commander. Verifies past and future eligibility of inmate medical claims, including cross - checking
medical service dates and imprisonment dates; charges medical services to inmate accounts. Verifies
and reconciles commissary order; pays bills; disburses funds to inmate welfare accounts.
Maintains property vault and chain of evidence, including receiving, logging, tagging and storing personal
property and bio- hazardous evidence. Controls access to evidence and ensures vault security. Reviews
cases for proper disposition; determines return, auction or destruction of property. Checks for prohibitive
factors before release of firearms to person claiming ownership. Ships and receives property evidence via
UPS, including preparing packages, maintaining shipment, logs, routing, and verifying billing for
payment.
MAJOR WORKER CHARACTERISTICS: Knowledge of State and Federal laws regarding
dissemination of criminal and non - criminal and other confidential information; department policies and
procedures; basic secretarial skills and office practices and procedures . such as basic grammar,
punctuation, mathematical skills, composition, filing and records systems; law enforcement and court
terminology.
• Ability to work independent with very limited supervision. Ability to establish and maintain an effective
and courteous working relationship with the public, other federal, state and local law enforcement
agencies, courts and local business and community leaders, different ethnic groups, victims of violent
crimes, families of homicide victims, city officials and employees. Ability to plan and organize, prioritize
workload to meet production needs, be able to effectively communicate, both orally and in writing.
Ability to operate YPD Computer Records Management System, WACIC/NCIC computers, and personal
C -SPECS B22
computers with various software programs, FAX machine, copy machine, calculators, typewriter, and
various audio - visual equipment.
wear an p
Required to w established department uniform. Subject to being subpoenaed to testify in court.
UNUSUAL WORKING CONDITIONS: Must work with public who may be irate, upset or emotionally
disturbed. Must be able to lift 50 lbs. and required to handle property and evidence that may odorous or
dirty. Exposure to bio- hazardous materials and unpleasant working conditions. Work in the jail control
room when n eeded to supplement the Police Support Officer staff and have direct contact with the
inmates.
LICENSES. REGISTRATION AND CERTIFICATES: Valid Washington State Driver's License;
WACIC/NCIC Level II Certification (bi- annual); Notary Public certification (four years).
MINIMUM CLASS REQUIREMENTS: Any combination of education and experience equivalent to
eighteen months of clerical experience and twelve months in a law enforcement environment.
•
C -SPECS B23
•
MEMORANDUM
F2WZ!VD
July 30, 1997 NOV 2 5 1997
Humar. ^:;ourcez Division
TO: The Charter Civil Service Commission
FROM: Walsh Moncada and Company, Acting Chief Examiner for
Reclassifications
SUBJECT: Industrial Maintenance Worker
Classification and Allocation Recommendation
The following report summarizes the findings of the classification study for the position
of Industrial Maintenance Worker (Wastewater Division), held by the incumbents Ted •
Cantrell, Jr., and Mark Day. The study has included: an on -site audit with the
incumbents, and with the supervisor Steve Brown and the division head Chris Waarvick;
comparison to positions within the City of Yakima's classification structure; a factoring
analysis; and a compensation survey of local and regional jurisdictions employing similar
• positions.
This reclassification request is based upon a change in the incumbents' duties over the
past 10 years or so and especially since 1996, including the addition of more complex
equipment requiring closer tolerances and greater skill in maintenance and operation, and
a shift from an assistant role to carrying out an independent work load on a regular basis.
Based upon data discussed in this report, we recommend that the City establish a new
classification of Maintenance Technician, that the incumbents be allocated to the new
classification, and that the new classification be assigned to Pay Range 13.5 ($2,282.76 -
. $2,736.88).
DUTIES AND RESPONSIBILITIES
SUMMARY: This position, under supervision, performs preventative
maintenance on industrial utility equipment, including precision adjustments and •
mechanical repairs as required.
MAINTENANCE AND REPAIR
This position troubleshoots, repairs and maintains pumps, engines, motors, generators,
drive units, blowers, centrifuges, boilers, and compressors utilized in the City's waste
110 water treatment facility; cleans, maintains and paints buildings, grounds and equipment;
ensures proper operation of heating, ventilation and air conditioning of buildings, pipe >
galleries, digestors and instrument rooms. o.
E
0
U
Walsh Moncada `�
•
FABRICATION •
This position designs, fabricates and/or machines equipment and parts utilizing a vertical
milling machine and lathe; fabricates or modifies . equipment to correct safety
deficiencies.
RECORDS AND SCHEDULING
This position schedules, files and records completed and required preventative
maintenance activities in the automated information maintenance management system;
tracks tasks, parts inventories, stock and time records, and purchases; assists in planning,
coordinating and scheduling maintenance activities with supervisor and other work
groups; takes lead role in prioritizing tasks and other activities in absence of supervisor
and lead.
TRACKING. CALCULATING AND ORDERING
This position records pump efficiencies, meter readings, and equipment conditions;
calculates chemical dosages and lubrication requirements; makes recommendations for
equipment, consumables and spare parts; meets with vendors to diagnose and resolve
specific problems; orders and/or recommends ordering of replacement and spare parts,
and materials as needed and authorized; assists in developing bid specifications.
MONITORING
This position monitors and measures chemical content, pH, chlorine and organic
phosphate levels in boilers and odor control system to optimize performance and
minimize use of chemicals; orders chemicals and modifies dosages as necessary; draws
oil samples for determining impurity levels.
ELECTRICAL
This position monitors and assists with the maintenance of electrical switch gear, micro-
processors, variable frequency drivers, motor starters, control panels, and related low -
voltage electrical equipment and instrumentation; observes abnormal operating
conditions and makes necessary corrections.
TRAINING AND SAFETY
•
This position receives training in use of equipment and in safety practices, including
exams for license to repair and service explosion -proof motors and pumps; presents
training and safety information to co- workers.
co
Reclassification Recommendation 2
Industrial Maintenance Worker
Walsh Moncada `�
• CHANGES IN POSITION
This position has taken on additional duties and responsibilities over the past ten years,
and especially since 1996, requiring the utilization of additional skills. Of the duties
listed above, the primary changes include:
• No longer confined to accompanying and assisting Lead. Mechanics, now
have own tools, an independent work load of preventative maintenance
• tasks, and will take jobs through to completion, including lubrication,
fabrication, lathe work and other mechanical repairs.
• Involved in planning, prioritizing and scheduling work, including
independent entry of information into automated system and placing
orders for supplies and equipment within authorized limits.
• Work with more complex equipment demanding closer tolerances and
correspondingly higher skills, including odor control and chemical storage
and handling equipment, large industrial compressors, variable frequency
drives and controls, fine air diffuser delivery system, dechlorination
equipment, high solids centrifuge, large fabrication lathe, mill press, etc.
have required the acquisition of additional skills and the performance of
These changes h e req q P
additional duties by the incumbents which are not within the scope of the Industrial
Maintenance Worker classification.
RECOMMENDATIONS
DUTIES AND RESPONSIBILITIES
In analyzing this position's responsibilities, we found that the classification. of Industrial
Maintenance Worker is no longer adequate to describe the work performed by the
incumbents. The classification needs to be either extensively revised, or else a new
classification needs to be established. It may be that in the future the City will desire to
employ personnel in a "Worker" or assistant capacity. Therefore, it is recommended that
a new classification be established. We propose the title of Maintenance Technician for
the new classification. The incumbents suggested the title "Preventative Maintenance
Technician." The simpler title of Maintenance Technician is used by the cities of
Bellingham, Redmond and Olympia for similar work. The duties, responsibilities and
requirements need to be included on the class specification. A draft for a new class
specification is attached.
110
>,
a
Reclassification Recommendation 3 U
Industrial Maintenance Worker
Walsh Moncada ca
FACTORING ANALYSIS
The standard factoring system developed by the U.S. Civil Service Commission, using
twelve categories of criteria for measuring intemal allocation, was applied to this
position. Pay Range 13.5 is indicated for the position.
SIMILAR CITY CLASSIFICATIONS
The proposed class of Maintenance Technician would be unique in the City of Yakima.
The general level of duties and responsibilities appears to be closest to that of the
Mechanic I, Classification Code 8211, Pay Code 13.5 ($2,282.76 - $2,736.88). Both
classifications require repair and maintenance of mechanical equipment involving close
tolerances and the use of welding equipment, lathes, and other fabrication and repair
equipment. The Maintenance Technician class, as described, works with the level of
independence associated, with the Mechanic I position. Both classes work with electrical
systems, and are required to process work order and parts information and place orders as
needed. The exposure to working conditions and requirements for strenuous work and
occasional heavy lifting are also similar. The Mechanic 'I requires a commercial driver's
license, but the Maintenance Technician operates some non - standard equipment on City
property, such as boom trucks, cranes, backhoes and forklifts. Operation of such
equipment is not the primary focus of either classification.
The classification of Fleet Maintenance Attendant, Classification Code 8203, Pay Code
•
10.5, to which the Industrial Maintenance Worker classification has been compared, lacks
the required fabrication ' skills and independence in the performance of repair work
associated with the proposed Maintenance Technician classification.
AVAILABILITY
The availability of skilled individuals to fill this position is not an issue. The incumbents
are already performing the duties of the proposed Maintenance Technician classification.
A qualified applicant pool, if needed, could be found within the region.
PREVAILING RATES
A compensation survey for reclassification positions was sent to relevant employers
which have responded to previous City of Yakima salary surveys. Employers which
provided matches for this position are listed in the left -hand column of the survey
summary page, with the exception of private sector employers, for which confidentiality
has been maintained. -
Jobs in the survey were matched by participants to summary descriptions of Yaldma's
position. Jobs are arrayed in ascending order by range maximum on the attached
summary data page. Participant jobs which closely match Yakima's are listed under • >
"Good Match Data." Participant jobs with substantially more or less responsibility than o
Reclassification Recommendation 4
U
Industrial Maintenance Worker
Walsh Moncada `�
Yakima's are listed, as "Greater" or, "Lesser" matches under the heading "Greater or
Lesser Match Data."
This position has nine good matches, all from the public sector. The average (mean)
range for jobs which are good matches for this position is $2,608 - $3;168. This indicates
that, at its current Pay Range of 10.5 ($1,998.49 - $2,390.22), the position is below
market by approximately $610 at minimum and by approximately $778 at maximum. At
the proposed Pay Range of 13.5 ($2,282.76 - $2,736.88), the position would be below
market by approximately $325 at minimum and by approximately $431 at maximum.
According to the City Charter, 2.20.030, prevailing rates of pay in the Yakima area and
rates of pay in other jurisdictions are not the sole considerations for linking salary ranges
to the classification plan. Because of the similarity to other City classifications, the
recommended Pay Range of 13.5 ($2,282.76 - $2,736.88) is the closest supportable range
for the proposed classification of Maintenance Technician.
FINANCIAL POLICY AND ECONOMIC CONSIDERATIONS
Funds are available in the budget for implementation of this reclassification.
RECOMMENDATION
We recommend the establishment of a new classification of Maintenance Technician, that
the incumbents be allocated to the new classification, and that the new classification be
assigned to Pay Range 13.5 ($2,282.76 - $2,736.88).
•
Reclassification Recommendation 5 U
Industrial Maintenance Worker c
Walsh Moncada ee
JOB #9: Industrial Maintenance Worker
Monitors waste water treatment systems, performs preventative maintenance, and performs minor repairs on a variety of
related facilities and equipment. Troubleshoots, maintains, and performs minor repairs on waste water treatment
equipment, including pumps, engines, motors, generators, drive units, blowers, centrifuges, boilers, and compressors;
maintains related computer work log. Performs cleaning and maintenance, including painting, of buildings, grounds, and
equipment to ensure proper operation of pipe galleries, digestors, instrument rooms, and heating, ventilation and air
conditioning systems. Records routine preventative maintenance in an automated information management system.
Monitors-and measures chemical levels in boilers and odor control systems to optimize performance; orders chemicals
and modifies chemical dosages as necessary; takes oil samples to determine impurity levels.
Data Comparison
Minimum ( Midpoint ( Maximum
•
•
City of Yakima $ 1,998 $ 2,194 $ 2,390
of Good 76.64% 75.98% 75.44%
Match
Summary Data
Survey Summary Data includes additional private sector responses secured for confidentiality.
MATCH I Average Average Average Absolute Absolute Quartile 1 Median Quartile 3 COUNT
(degree) Minimum Midpoint Maximum Minimum Maximum at MAX at MAX, at MAX ( #)
GOOD I $ 2,608 ' $ 2,888 $ 3,168 $ 1,771 $ 3,835 $ 3,080 $ 3,177 ' $ 3,296 9
ALL $ 2,579 $ 2,872 $ 3,165 $ 1,771 $ 3,835 $ 3,049 $ 3,177 $ 3,326 11
Good Match Data
•
Organization 1 Title ( MIN 1 MID 1 MAX
Yakima County Building Maintenance Worker $ 1,771 $ 2,010 $ 2,248
City of Bellingham Maintenance Technician $ 2,527 $ 2,772 $ 3,017
City of Pasco Waste Water Plant Operator $ 2,784 $ 2,932 $ 3,080
City of Renton Maintenance Services Worker $ 2,605 $ 2,890 $ 3,174
City of Richland Facilities Crafts Worker $ 2,801 $ 2,989 $ 3,177
City of Kennewick Pump Specialist $ 2,995 $ 3,098 $ 3,201
City of Puyallup Waste Water Treatment Facility Mechanic II $ 3,056 $ 3,176 $ 3,296
City of Redmond Maintenance Technician $ 2,361 $ 2,925 $ 3,488
City of Everett Water Pollution Control Operator $ 2,570 $ 3,203 SS 3,835
Greater or Lesser Match Data
Organization 1 Title [ Degree 1 MIN 1 MID 1 MAX
City of Olympia 'Maintenance Technician Greater $ 2,766 $. 3,062 $ 3,357
•
•
Survey Data - Page 10
PROPOSED„
CITY OF YAKIMA
CLASS SPECIFICATIONS
, IP
CODE: 8242 TITLE: Preventative Maintenance Technician e - . -- ' - '_ __ _ _ • _ _
Rev. 6/96 10/97
DEFINITION: Under general supervision, as3ists in servicesing and maintainaing large industrial
utility equipment and machinery; maintains computerized recordkeeping system. eft
records. Performs other related duties as required.
I DUTIES -
Inspects, cleans, lubricates, greases, changes oil and performs other preventive maintenance functions
on large industrial equipment and machinery such as pumps, compressors, motors, engines, gear boxes,
boilers, generators, hydraulic systems, valves, piping, environmental control systems and chlorination
systems as part of a comprehensive preventive maintenance program. May reference engineering
drawings, blueprints, maintenance manuals, parts books, department maintenance records and
schedules to accomplish repair and maintenance activities. Documents completed activities and operates
computer terminal to .input and retrieve information related to the preventive maintenance program.
Assists in Maintainsing parts inventory and control. Performs carpentry and masonry work related to
the maintenance and installation of equipment and machinery, such as pouring concrete bases, building
wooden frames, installing windows, framing walls, etc.; may assist in electrical installation and repair as
' required.
Ascicts mechanics in Takes an assigned task through to completion, including installing,
_ diagnosing equipment failures, overhauling and repairing large industrial utility equipment and
machinery. Assists in aligning machinery and replacing gas seals and bearings utilizing machinist tools
such as micrometers, dial indicators, calipers, dividers, and gauges.
Aceists mechanicc in Takes an assigned task through to completion, including pipefitting, welding
and layout work in the fabrication and repair of mechanical equipment, piping and structures. May
weld, cut, heat or braze a variety of materials using welding techniques as required by the nature of the
task. May Operates lathes, drill presses, grinders, metal and wood saws.
Works with design engineers to determine appropriate equipment selection, preferred
construction and installation for enhancing long term maintainability of treatment facilities.
Works to meet environmental health and safety obligation, including maintaining records to
ensure appropriate reporting to regulatory agencies related to the handling of chlorine, sulfur
dioxide and caustic soda.
Operates boom trucks, cranes, backhoes, forklifts and related equipment for the installation and repair
of large industrial equipment and machinery.
MAJOR WORKER CHARACTERISTICS: Knowledge of the tools, methods and materials used in the
repair and maintenance of industrial equipment and structures. Familiarity with hydraulics, welding
and welding equipment, machining tools and equipment. Ability to: recognize equipment and machinery
malfunctions; performs preventive maintenance and routine repair activities; operates hand and power
tools, read and interpret manufacturer's maintenance manuals, blueprints, specifications, parts books,
and related reference materials;. maintain records accurately; communicate effectively, orally and in
al writing; perform strenuous physical labor. Possession of mechanical aptitude.
CLSSPCB/8242
UNUSUAL WORKING CONDITIONS: Exposure to raw sewage, combustible and toxic gases, aci
and caustic materials, unpleasant odors, extremes of weather, heights and confined areas; may
required to lift'or carry objects weighing 50 pounds and occasionally heavier objects.
LICENSES, REGISTRATION AND CERTIFICATE: Possess a valid Washington State Driver's
License, and obtain a basic First Aid Certificate within six months of appointment.
MINIMUM CLASS IZEOUIREMENTS: One year maintenance work experience on industrial
equipment and machinery. Certificate of completion from a trade/vocational school as a machinist,
millwright, pipefitter or related trade may substitute for the required experience.
•
CLSSPC/B /8242
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
III AGENDA STATEMENT
Item No. O? 19
For Meeting Of January 13, 1998
ITEM TITLE: Legislation Amending the Classification and Compensation Plan for Certain
City Employees
SUBMITTED BY: Charter Civil Service Commission and Carol Bates, Chief Examiner
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 needs and technical requirements.
The office of the Chief Examiner received 16 requests for reclassifications in 1997. Of those requests, 8
were preliminarily approved by the Chief Examiner and forwarded to Walsh Moncada for detailed
review. Two of the reclassifications, Custodian and Park Laborer, required no formal Council action
cause the Commission approved the recommendation to reclassify these classifications to the
', sting classification and pay range of Building Maintenance Specialist and Park Specialist III
espectively. Final action has been taken on these positions.
The following reclassification /classification surnmary report involves thirty -eight current
employees, from eight different classifications, who had their reclassification requests formally
approved by the Civil Service Commission at the December 15, 1997 meeting. Also listed and
approved are four revised class specifications and title changes with salary changes. 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 December 1997 meeting. The estimated annualized cost of
the recommendations is $35,108.64. The approved reclassification actions would be effective
February 15, 1998. The above mentioned amount impact of the reclassifications has been included in
the 1998 Budget.
Resolution Ordinance X Contract Other (Specify) Reports, Financial Analysis
Funding Source Operating Budgets of the affected Divisions
APPROVED FOR SUBMITTAL: ),1 �
--s tity Manager
�ARD /COMMISSION RECOMMENDATION: Civil Service Commission recommends the adoption of
Walsh Moncada's reports with changes.
STAFF RECOMMENDATION: City Management recommends the adoption of Commission's actions.
COUNCIL ACTION:
Page 2 •
ITEM TITLE: Legislation Amending the Classification and Compensation Plan for Certain Aft
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.
•
•
•