HomeMy WebLinkAbout1987-3021 CLASSIFICATION & COMPENSATION PLAN FOR CITY EMPLOYEES ORDINANCE NO. 3021
410 AN ORDINANCE relating to City personnel; adopting a classification and
compensation plan for City employees to be effective June 29,
1987; amending Sections 2.20.100 A., 2.20.100 C., 2.20.110 A.,
and 2.20.110 F., all of the City of Yakima MUnicipal Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. Sub-Section 2.20.100 A. of the City of Yakima Municipal Code
is hereby amended to read as follows:
"2.20.100 Classification Plan.
A. Plan Adopted. A classification plan for city employees is
hereby adopted to be effective June 29, 1987, which plan shall consist of
the various following subsections of this section."
Section 2. Sub-Section 2.20.100 C. of the City of Yakima Municipal Code
is hereby amended to read as follows:
"2.20.100 Classification Plan.
C. Civil Service Classes
Class Class
No. Title (Pay Range)
2000 Administrative & Fiscal Technical Group
2100 Data Processing Series
2101 Computer Prograimer (R 13.5)
2103 Programmer Analyst (R 16.5)
2104 Senior Analyst (R 19.0)
2105 Computer Operator/Programmer (R 10.5)
2106 Computer Operations Assistant (R 9.0)
2200 Management Technical Series
2211 Legal Assistant (R 11.0)
2220 Employment and Training Specialist (R 17.0)
2221 Personnel Technician (R 9.5)
2223 Charter Civil Service Secretary/Chief Examiner (CS) (R 16.0)
2225 Police and Fire Secretary/Chief Examiner
2231 Buyer (R 12.5)
2242 Customer Relations Coordinator (R 16.5)
2251 Cable Television Coordinator (R 18.0)
2252 Community Prograiming Coordinator (R 13.5)
2253 Community Programing Assistant (R 9.5)
2300 Fiscal Series
2310 Grant Coordinator (R 15.0)
2311 Accountant (R 16.0)
2312 Accounting Technician (R 12.5)
2313 Financial Coordinator (R 15.0)
2314 Budget Analyst (R 16.5)
2315 Cashier (R 6.5)
2316 Accounting Clerk II (R 8.5)
3000 Engineering, Planning & Technical Group
3100 Civil Engineering Series
3112 Engineering Associate (R 19.0)
3120 Supervising Sanitary Engineer (R 21.0)
3130 Office Engineer (R 18.0)
3141 Construction Engineer (R 19.0)
PERSIX Y1 -1-
3200 Electrical Engineering Series
3300 Planning Series
3311 Assistant Planner (R 16.5)
3321 Associate Planner (R 19.0)
3331 Supervising Associate Planner (R 20.0)
4000 Engineering, Planning & Inspection Technical Group
4100 Civil Engineering Technical Series
4111 Engineering Aid (R 9.5)
4121 Engineering Technician I (Design) (R 13.0)
4125 Engineering Technician II (R 16.5)
4131 Engineering Technician I (Survey) (R 13.0)
4133 Engineering Technician III (Survey) (R 17.0)
4134 Engineering Technician III (Design) (R 17.0)
4141 Construction Inspector (R 17.0)
4200 Electrical Technical Series
4211 Traffic Signal Aide (R 11.0)
4221 Signal/Electrical Technician I (R 14.0)
4222 Signal/Electrical Technician 11 (R 16.0)
4223 Signal/Electrical Technician III (R 17.5)
4231 Signal/Electrical Supervisor (R 19.0)
4232 Traffic Operations Supervisor (R 21.0)
4240 Instrument Technician (R 16.0)
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12.0)
4421 Code Inspector (R 17.0)
4500 Electronics Technical Series
4521 Electronics Technician
4600 Traffic Technical Series
4611 Traffic Aid (R 9.5)
4621 Traffic Technician I (R 13.0)
4622 Traffic Technician II (R 16.5)
4632 Traffic Associate (R 19.0)
5000 Human Services Group
5100 Housing Services Series
5121 Housing Rehabilitation Assistant (R 9.0)
5122 Housing Rehabilitation Specialist I (R 13.0)
5123 Housing Rehabilitation Specialist II (R 14.5)
5124 Housing Rehabilitation Specialist III (R 16.5)
5130 Home Remodeling Technician (R 12.5)
5131 Home Remodeling Supervisor (R 14.5)
5151 Housing Loan Specialist (R 12.0)
5200 Recreation Series
5201 Golf Starter (R 5.5)
5234 Recreation Leader (R 6.5)
5244 Recreation Program Supervisor (R 16.5)
5254 Athletic Coordinator (R 12.5)
5255 Recreation Coordinator (R 12.5)
5266 Aquatics Program Supervisor (R 16.5)
5267 Aquatic Leader (R 7.0)
6000 Public Protection Group
6100 Police Protection Series
6121 Police Officer
6124 Police Sergeant
6126 Police Lieutenant
6127 Police Captain
6190 Police Chief
PERSIX Y2 -2-
6200 Police Support Series
6211 Identification Technician (R 13.5)
6231 Po ice Services Dispatcher (R 12.5)
6241 Po ice Information Specialist (R 16.0)
6251 Po ice Department Assistant I (R 5.5)
6252 Po ice Department Assistant II (R 6.5)
6253 Po ice Department Assistant III (R 8.5)
6254 Po ice Department Assistant IV (R 10.5)
6260 Po ice Cadet (R 5.0)
6300 Fire Protection Series
6321 Firefighter
6323 Fire Lieutenant
6325 Fire Captain (Shift)
6326 Fire Captain (Day)
6327 Battalion Chief (Shift)
6338 Fire Investigation and Education Officer
6339 Fire Investigator
6380 Deputy Fire Chief
6390 Fire Chief
6400 Fire Support Series
6411 Fire Dispatcher
6425 Alarm Supervisor
6440 Secretary I
6441 Secretary II
6500 Animal Control Series
6510 Animal Control Officer (R 9.5)
6511 Animal Control Officer (Lead) (R 10.5)
6600 Parking Control Series
6610 Parking Checker (R 8.5)
6611 Parking Checker (Lead) (R 9.5)
7000 Office Support Group
7100 C erical Series
7 10 Senior Center Clerk (R 6.5)
7 21 Department Assistant I (R 5.5)
7 22 Department Assistant II (R 6.5)
7 23 Department Assistant III (R 8.5)
7 24 Department Assistant IV (R 10.5)
7 31 Wbrd Processing Typist (R 8.0)
7140 Deputy City Clerk (R 10.5)
7300 Utility Services Series
7311 Water Service Representative I (R 10.0)
7312 Water Service Representative II (R 10.5)
7313 Water Service Representative 111 (R 11.5)
7500 Data Processing Support Series
7511 Data Entry Operator I (R 5.5)
7512 Data Entry Operator 11 (R 7.0)
7600 Duplicating Series
7611 Offset Duplicating Machine Operator (R 7.0)
8000 Maintenance and Crafts Group
111 8100 Maintenance and Crafts Supervision Series
8111 Park Supervisor I (R 13.0)
8115 Park Maintenance Supervisor (R 14.0)
8116 Cemetery Supervisor (R 14.0)
8121 Refuse Supervisor (R 16.5)
8132 Wastewater Treatment Plant
Process Control Supervisor (R 18.5)
8134 Sewer Maintenance Supervisor (R 18.0)
8141 Street Supervisor (R 19.0)
8151 Traffic Sign Supervisor (R 15.5)
8161 Irrigation Supervisor (R 15.5)
8171 Waterworks Supervisor I (R 15.0)
8172 Waterworks Supervisor II (R 18.0)
8181 Equipment Maintenance Supervisor (R 18.0)
8191 Transit Operations Supervisor (R 14.5)
PERSIX Y3 -3-
8200 Mechanical Repair Series
8203 Fleet Maintenance Attendant (R 10.5)
8204 Vehicle Maintenance Attendant (R 10.0)
8211 Mechanic 1 (R 13.5)
8212 Mechanic II (R 14.5)
8213 Automotive Storekeeper (R 10.5)
8221 Machinist (R 14.0)
8230 Chief Mechanic
8241 Industrial Maintenance Mechanic (R 14.5)
8242 Industrial Maintenance Worker (R 10.5)
8245 Industrial Maintenance Supervisor (R 18.0)
8251 Water Meter Mechanic (R 13.5)
8300 Plant Operation Series
8311 Wastewater Treatment Plant Operator 1 (R 10.5)
8312 Wastewater Treatment Plant Operator II (R 12.5
8313 Wastewater Treatment Plant Operator III (R 14.5)
8314 Wastewater Treatment Plant Chief Operator (R 15.5)
8320 Laboratory Assistant (R 10.5)
8321 Laboratory Technician (R 15.5)
8322 Pre-Treatment Technician (R 11.5)
8331 Water Treatment Plant Operator 1 (R 10.5)
8332 Water Treatment Plant Operator 11 (R 12.5)
8335 Water Treatment Plant Supervisor (R 15.5)
8400 Equipment Operation Series
8410 Transit Operator (R 10.5)
8411 Transit Dispatcher (R 11.5)
8421 Equipment Operator I (R 10.5)
8422 Equipment Operator II (R 12.0)
8423 Equipment Operator III (R 14.0)
8433 Refuse Crew Leader (R 11.5)
8500 Facilities Maintenance Series
8511 Custodian (R 4.5)
8518 Building Superintendent (R 11.5)
8541 Building Maintenance Specialist (R 8.5)
8600 Labor and Crafts Series
8610 Labor Helper (R 2.0)
8611 Laborer (R 9.0)
8612 Transit Service Worker (R 4.5)
8621 Monument Setter (R 11.5)
8631 Utility Worker (R 10.5)
8641 Refuse Helper (R 9.5)
8651 Concrete Specialist I (R 13.5)
8652 Concrete Specialist II (R 14.5)
8663 Traffic Sign Specialist (R 13.5)
8671 Irrigation Specialist 1 (R 10.5)
8672 Irrigation Specialist II (R 12.0)
8681 Storekeeper (R 10.5)
8700 Public Works Maintenance Series
8701 Street Inspector (R14.5)
8711 Street Maintenance Specialist I (R 10.5)
8712 Street Maintenance Specialist II (R 12.5)
8713 Street Maintenance Specialist III (R 14.5)
8721 Street Cleaning Specialist 1 (R 10.5)
8722 Street Cleaning Specialist II (R 12.5)
8731 Sewer Maintenance Specialist I (R 10.5)
8732 Sewer Maintenance Specialist II (R 12.5)
8733 Sewer Maintenance Crew Leader (R 14.5)
8741 Waterworks Specialist 1 (R 10.5)
8742 Waterworks Specialist II (R 12.5)
8743 Waterworks Specialist III (R 13.5)
8800 Parks Maintenance Series
8820 Park Caretaker (R 6.5)
8821 Park Specialist 1 (R 9.5)
8822 Park Specialist II (R 10.5)
8823 Park Specialist III (R 12.5)
PERSIX Y4 -4-
9000 Tenporary Work Group
9100 City Work Series
9111 City Worker 1
9112 Ci y lAbrker ||
9 | | 3 City Worker | | \
9114 City Worker IV
Operator"
9121 Trolley -,-rator x
Sect\on 3, Section 2.20,110 of the City of Yakima Municipal Code is
hereby amended to read as follows:
x2.2U. | |U Canpensation Plan. A. Pay ranges and pay steps, set out in the
schedule constituting Subsection B through J of this section, for the classes
allocated to these pay ranges shall be in full force and effect as of June 29,
1987. 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 meek bears to
forty hours. Ihe hourly rate for those employees of the Fire Department whose
work week exceeds forty hours shall be cmnputed according to the provisions of
Section 2.22,030 of this code.
7ha performance of enployees in the series designated Subsection B through
E shall be evaluated annually in accordance with a management performance
evaluation plan. The result of the performance evaluations shall be the
determination by the City Manager of the actual salary of each employee in the
designated positions, and the determination by the City Council of the actual
salary of the City Manager, which actual salaries shall be no less than the
minimum nor no greater than the maximum set out in the pay range applicable to
the position, according to the schedules constituting the various following
subsection of this section."
Section 4. Sub-Section 2.20.110 F. of the City of Yakima Municipal Code
is hereby amended to read as follows:
F. Civil Service Classes
Pay Class Allocated
Range A E Code Classes
1 MD 975.85 1020.91 1062.51 1111,05 1157.84
HR 5.63 5,89 6.13 6.41 6.68
1.5 N0 996.65 1036.51 1088,51 11]].58 1182.11
HR 5.75 5.98 6.28 6.54 6.82
2 MD 1020.91 1062.51 1111.05 1157.84 1206.38 8610 Labor Helper
HR 5.89 6.13 6,41 6.68 6.96
Pay Class Allocated
Range A B C D E Code Classes
2.5 MO 1036.51 1088.51 1133,58 1182.11 1232.38
HR 5,98 6.28 6.54 6.82 7.11
3 NO 1062,51 1111.05 1157.84 1206,38 1261.84
HR 6.13 6.41 6.68 6.96 7.28
���
��� 3.5 K0] 1088.51 1133,58 1182,11 1232.38 1289.58
�� HR 6.28 6,54 6.82 7.11 7.44
4 M] 1111.05 1157,84 1206.38 1261.84 1320.77
HR 6.41 6.68 6.96 7.38 7.62
4.5 MO 1133.58 1182.11 1232.38 1289.58 1348,51 8511 Custodian
HR 6,54 6.82 7.11 7.44 7.78 8612 Transit Service Worker
5 N0 1157,84 1206.38 1261.84 1320.77 1384.91 6260 Police Cadet
HR 6.68 6,96 7.28 7.62 7.99
5.5 MO 1182.11 1232.38 1289,58 1348.51 1410.91 7511 Data Entry [p»erator \
HR 6.82 7.11 7.44 7,78 8.14 7121 Department Assistant |
5201 Golf Starter
6251 Police Department Assistant 1
PERSIX Y5 -5-
Pay Class Allocated
Range A B C D E Code Classes
6 MO 1206.38 1261.84 1320.77 1384.91 1445.57
HR 6.96 7.28 7.62 7.99 8.34
6.5 MO 1232.38 1289.58 1348.51 1410.91 1476.77 2315 Cashier
HR 7.11 7.44 7.78 8.14 8.52 7122 Department Assistant II •
8820 Park Caretaker
6252 Police Department Assistant II
5234 Recreation Leader
7110 Senior Center Clerk
7 MO 1261.84 1320.77 1384.91 1445.57 1509.70 5267 Aquatic Leader
HR 7.28 7.62 7.99 8.34 8.71 7512 Data Entry Operator II
7611 Offset Duplicating Machine
Operator
7.5 MO 1289.58 1348.51 1410.91 1476.77 1540.90
HR 7.44 7.78 8.14 8.52 8.89
8 MO 1320.77 1384.91 1445.57 1509.70 1575.57 7131 Word Processing Typist
HR 7.62 7.99 8.34 8.71 9.09
8.5 MO 1348.51 1410.91 1476.77 1540.90 1617.17 2316 Accounting Clerk 11
HR 7.78 8.14 8.52 8.89 9.33 8541 Building Maintenance Specialist
7123 Department Assistant III
6610 Parking Checker
6253 Police Department Assistant III
9 MO 1384.91 1445.57 1509.70 1575.57 1653.57 2106 Computer Operations Assistant
HR 7.99 8.34 8.71 9.09 9.54 5121 Housing Rehabilitation Assistant
8611 Laborer
9.5 MO 1410.91 1476.77 1540.90 1617.17 1686.50 6510 Animal Control Officer
HR 8.14 8.52 8.89 9.33 9.73 2253 Corrrrun i ty Progra i mi ng Assistant
4111 Engineering Aid
8821 Park Specialist
6611 Parking Checker (Lead)
2221 Personnel Technician
4611 Traffic Aid
8641 Refuse Helper
10 MO 1445.57 1509.70 1575.57 1653.57 1722.90 8204 Vehicle Maintenance Attendant
HR 8.34 8.71 9.09 9.54 9.94 7311 Water Service Representative I
10.5 MO 1476.77 1540.90 1617.17 1686.50 1766.23 6511 Animal Control Officer (Lead)
HR 8.52 8.89 9.33 9.73 10.19 8213 Automotive Storekeeper
2105 Computer Operator /Programer
7124 Department Assistant IV
7140 Deputy City Clerk
8421 Equipment Operator
8203 Fleet Maintenance Attendant
8242 Industrial Maintenance Worker
8671 Irrigation Specialist I
8320 Laboratory Assistant
8822 Park Specialist I I •
6254 Police Department Assistant IV
8731 Sewer Maintenance Specialist I
8681 Storekeeper
8721 Street Cleaning Specialist I
8711 Street Maintenance Specialist 1
8410 Transit Operator
8631 Utility Worker
7312 Water Service Representative II
8311 Wastewater Treatment Plant
Operator
8331 Water Treatment Plant
Operator
8741 Waterworks Specialist
PERSIX Y6 -6-
Pay Class Allocated
Range A B C D E Code Classes
11 MO 1509.70 1575.57 1653.57 1722.90 1804.37 2211 Legal Assistant
HR 8.71 9.09 9.54 9.94 10.41 4211 Traffic Signal Aide
11.5 MO 1540.90 1617.17 1686.50 1766.23 1847.70 8518 Building Superintendent
HR 8.89 9.33 9.73 10.19 10.66 8621 Monument Setter
8322 Pre-Treatment Technician
111 8433 Refuse Crew Leader
8411 Transit Dispatcher
7313 Water Service Representative III
12 MO 1575.57 1653.57 1722.90 1804.37 1887.56 8422 Equipment Operator II
HR 9.09 9.54 9•94 10.41 10.89 5151 Housing Loan Specialist
8672 Irrigation Specialist II
4410 Code Inspection Trainee
12.5 MO 1617.17 1686.50 1766.23 1847.70 1934.36 2312 Accounting Technician
HR 9.33 9.73. 10.19 10.66 11.16 2231 Buyer
5254 Athletic Coordinator
5130 Home Remodeling Technician
8823 Park Specialist III
6231 Police Services Dispatcher
5255 Recreation Coordinator
8732 Sewer Maintenance Specialist II
8722 Street Cleaning Specialist II
8712 Street Maintenance Specialist II
8312 Wastewater Treatment Plant
Operator II
8332 Water Treatment Plant
Operator II
8742 Waterworks Specialist II
13 MO 1653.57 1722.90 1804.37 1887.56 1972.50 4121 Engineering Technician I
HR 9.54 9.94 10.41 10.89 11.38 (Design)
4131 Engineering Technician I
(Survey)
5122 Housing Rehabilitation
Specialist I
8111 Park Supervisor I
4621 Traffic Technician I
13.5 MO 1686.50 1766.23 1847.70 1934.36 2022.76 2252 Community Prograiming
HR 9.73 10.19 10.66 11.16 11.67 Coordinator
2101 Computer Programer
8651 Concrete Specialist I
6211 Identification Technician
8211 Mechanic 1
8663 Traffic Sign Specialist
8251 Water Meter Mechanic
8743 Waterworks Specialist III
14 MO 1722.90 1804.37 1887.56 1972.50 2064.36 8116 Cemetery Supervisor
HR 9.94 10.41 10.89 11.38 11.91 8423 Equipnent Operator III
8221 Machinist
8115 Park Maintenance Supervisor
4221 Signal/Electrical Technician I
ilo 14.5 MO 1766.23 1847.70 1934.36 2022.76 2111.16 8652 Concrete Specialist II
HR 10.19 10.66 11.16 11.67 12.18 5131 Home Remodeling Supervisor
5123 Housing Rehabilitation
Specialist II
8241 Industrial Maintenance Mechanic
8212 Mechanic II
8733 Sewer Maintenance Crew Leader
8701 Street Inspector
8713 Street Maintenance Specialist III
8191 Transit Operations Supervisor
8313 Wastewater Treatment Plant
Operator III
PERSIX Y7 -7-
Pay Class Allocated
Range A B C D E Code Classes
15 MO 1804.37 1887.56 1972.50 2064.36 2161.43 2310 Grant Coordinator
HR 10.41 10.89 11.38 11.91 12.47 2313 Financial Coordinator
8171 Waterworks Supervisor I
15.5 MJ 1847.70 1934.36 2022.76 2111.16 2211.69 8161 Irrigation Supervisor
HR 10.66 11.16 11.67 12.18 12.76 8321 Laboratory Technician
8151 Traffic Sign Supervisor
8314 Wastewater Treatment Plant
Chief Operator
8335 Water Treatment Plant
Supervisor
16 MO 1887.56 1972.50 2064.36 2161.43 2258.49 2311 Accountant
HR 10.89 11.38 11.91 12.47 13.03 2223 Charter Civil Service Secretary/
Chief Examiner
6241 Police Information Specialist
4240 Instrument Technician
4222 Signal/Electrical Technician II
16.5 MJ 1934.36 2022.76 2111.16 2211.69 2315.69 5266 Aquatics Program Supervisor
HR 11.16 11.67 12.18 12.76 13.36 3311 Assistant Planner
2314 Budget Analyst
2242 Custaner Relations Coordinator
4125 Engineering Technician II
5124 Housing Rehabilitation
Specialist III
2103 Progrcomer Analyst
5244 Recreation Program Supervisor
8121 Refuse Supervisor
4622 Traffic Technician II
17 MJ 1972.50 2064.36 2161.43 2258.49 2365.95 4421 Code Inspector
HR 11.38 11.91 12.47 13.03 13.65 4141 Construction Inspector
2220 Employment and Training Specialist
4133 Engineering Technician III (Survey)
4134 Engineering Technician III (Design)
17.5 MJ 2022.76 2111.16 2211.69 2315.69 2421.42 4223 Signal /Electrical Technician III
HR 11.67 12.18 12.76 13.36 13.97
18 MO 2064.36 2161.43 2258.49 2365.95 2478.62 2251 Cable Television Coordinator
HR 11.91 12.47 13.03 13.65 14.30 8181 Equipment Maintenance Supervisor
8245 Industrial Maintenance Supervisor
3130 Office Engineer
8134 Seer Maintenance Supervisor II
8172 Waterworks Supervisor II
18.5 MO 2111.16 2211.69 2315.69 2421.42 2541.02 8132 Wastewater Treatment Plant Pro-
HR 12.18 12.76 13.36 13.97 14.66 cess Control Supervisor
19 MO 2161.43 2258.49 2365.95 2478.62 2594.75 3321 Associate Planner
HR 12.47 13.03 13.65 14.30 14.97 3141 Construction Engineer
3112 Engineering Associate
2104 Senior Analyst
8141 Street Supervisor
4632 Traffic Associate
4231 Signal/Electrical Supervisor
19.5 MO 2211.69 2315.69 2421.42 2541.02 2655.42
HR 12.76 13.36 13.97 14.66 15.32
20 MD 2258.49 2365.95 2478.62 2594.75 2714.35 3331 Supervising Associate Planner
HR 13.03 13.65 14.30 14.97 15.66
20.5 MO 2315.69 2421.42 2541.02 2655.42 2780.21
HR 13.36 13.97 14.66 15.32 16.04
PERSIX Y8 -8-
Pay Class Al located
Range A B C E Code Classes
21 MD 2365.95 2478.62 2594.75 2714.35 2840.88 3120 Supervising Sanitary Engineer
HR 13.65 14.30 14.97 15.66 16.39 4232 Traffic Operations Supervisor
21.5 IVO 2421.42 2535.82 2653.68 2780.21 2905.01
HR 13.97 14.63 15.31 16.04 16.76
•
Section 5. This ordinance shal I 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 ODUNCIL, signed and approved this 26th day of
May , 1987.
't A WI AiA4A
A s
AlIEST:
Mayor
City Clerk
Publication Date :5/29/87
Effective Date 6/28/87
40
PERSIX Y9 -9-
MEMORANDUM
Febiaary 26, 1987
TO: Charter Civil Service Camdssicn
FRa4: Sheryl Smith, E nployment and Training Specialist
• SUBJ: Police Records Supervisor Reclassification Recarmendation
The following report summarizes the findings of the classification study
for Police Records Supervisor. The classification study has included a
desk audit, interviews with the incumbent and supervisors, caaparisons
to comparable positions in other jurisdictions and positions in the City
of Yakima's classification structure as well as conducting a factoring
analysis. Police Records Supervisor is currently allocated at Range
14.0 and reallocation, to Range 16.0 is recanmended based on the
following data. .
DUTIES: The Police Records Supervisor is responsible for supervising
and coordinating the recording, filing, retrieval and appropriate
dissemination and disposal of police records. Responsibilities include
the supervision of the Record Bureau staff and erncanpasses plan nirg,
organizing, prioritizing, and supervising clerical activities and
insurirg work is completed inn accordance with applicable laws and
regulations. The Police Records Supervisor supervises a staff of twelve
which includes Police Department Assistants and an Identification
•
Technician. Other supervisory duties involve scheduling, training and~
evaluating employees.
•
Responsibilities also include analyzing the effects of new or revised
legislation on department recordkeeping operations and implementing
•
necessary changes to comply with legislation. This requires the design
of new or modified recordkeeping systems s to canply with federal or state
mandated requirements or to improve the efficiency of operations. It
should be noted, that the Records Supervisor is responsible for the
analysis and implementation of record)oeeping systems for the entire
Police Department, not just the Record Bureau. Consequently, the
Records Supervisor is also responsible for analyzing work flow problems
Department wide and reorganizes clerical work to ma)ae efficient use of
•
personnel and material resources.
•
The Police Department is in the process of ccaverting its manual
record)aeepinq systems to automated systems and the Police Records
Supervisor has teen designated as the coordinator of that project
Department wide, as well as the Records Bureaus. Responsibilities
include: developing procedures and criteria for implementation of the
autamated records management system -and reviewing /recommending
enhancements; designing paper forms canpatible with the autamated
systems and training department staff on input and retrieval functions.
W10B1
Once the automated recordJaeeping system is an line, the Police Records
Supervisor will participate in determining and establishing the initial
parameters of the various planning and research studies with management
and will be responsible for independently conducting research projects,
data collection, analyzing data, report writing and making
recannenc]ations an a wide variety of administrative topics designed to
• • reduce costs and increase Department efficiency. •
The Records Supervisor is also responsible for maintaining and
coordinating the Department's Record Retention Program. In addition,
the Records Supervisor develops, writes and recannends Record Bureau
policy and procedure manuals and guidelines. Duties also involve
reeeardiing information, data and statistics to compile canirehensive
statistical and narrative reports. Also, the Records Supervisor
coordinates the work of the Bureau with other city
divisions /departments, outside agencies, attorneys, and court systems;
responds to information requests fran a variety of sources; and
supervises the maintenance of the Department's property files and
vaults.
CHANGES IN Dt1rIES /RESPONSIBILITIES: In January, 1979, the Sergeant
position to which the Police Records Supervisor reported was reassigned
within the department. Subsequently, sane of the duties performed by
the Sergeant became the responsibility of the Records Supervisor and
will be more fully detailed below as well as other changes in duties:
Legislative Mandates: Prior to 1979, the Sergeant in charge of the
Bureau was responsible for monitoring legislative changes which
impacted the record)aseping activities of the Bureau as well as for
• developing, modifying, and implementing recordkeeping drocedures to
comply with those laws.
In 1980, legislative changes began to occur which impacted the
Police Department and Bureau more frequently than in prior years.
The Police Records Supervisor has been responsible for monitoring
and implenentirr those legislative changes. This represents a
major change in the duties and responsibilities of the Records
Supervisor. The Records Supervisor does keeps management apprised
of legislative charges which impact the department's recordlaeeping
operations wherein those duties were previously assigned to the
Sergeant.
Supervision: In 1979, when this position was last studied, the
Records Supervisor was a "hands -on ", working supervisor who
performed many of the same clerical tasks as the subordinate Police
Department Assistants in addition to supervising and coordinating
the work. The Records Supervisor position no longer performs the
every day clerical tasks, and instead administers, coordinates and
supervises the operations of the Records Bureau.
Automation: In order to have more information available, increase
efficiency, reduce costs, and make more efficient use of personnel,
the Department decided to convert to an automated recordkeeping
system. As a result of management's decision to automate, the
W10B2 d
•
Records Supervisor was assigned the task of coordinating the
conversion to autanation for the entire Department. That
assignment encanpasses: identifying the needs of the Department's
four divisions, evaluating current recordkeeping procedures to
determine whether or not it is. feasible to automate specific
recordkeeping systems; establishing data tables; evaluating,
recanmerriirg and implementing workload distribution; prioritizing
which department functions will automate first; system testing and
modification; training personnel; troubleshooting and resolving
problem areas. The Records Supervisor is expected to continue in
that capacity in analyzing future Departmental recordkeeping needs.
The Records Supervisor acts as the Department's liaison with the
County Sheriff's Department and other law enforcenent agencies to
identify needs for a compatible combined City / County computer
system. This has involved on -site visits to other agencies to
review computer systems and consolidated city - county records
systems. In addition, the Records Supervisor has also been
assigned the responsibility of coordinating a County -wide autanated
system. Duties include establishing a User's Group, assisting with
implementation at each site, and providing on -site training. It is
anticipated that Grandview, Selah and Union Gap will came onto the
City's system by June 1987. The purpose of this joint effort is to
have the ability to share information and increase standardization .
and uniformity.
As the automation coordinator for the Police Department, it is the
Records Supervisor responsibility to ensure that the systems"
implemented are properly working before the program is accepted.
System testing and ensuring necessary modifications and corrections
are made before final acceptance are the Records Supervisor's
responsibility and errors in this realm could have a financial
impact on the City of Yakima.
Research /Planning: Because of the increased workload in research
planning, the Police Department has evaluated its manpower and
staffing levels and has decided to expand the scope of
responsibility for Police Records Supervisor to include department
wide operational studies and research projects. This represents a
change in responsibility from performing research studies relative
to Record Bureau operations only to studies which encompass and
impact Department wide operations. Research has been the
responsibility of a Sergeant and because of increased workload in
this area, it will be necessary to assign sane of these projects
to the Police Records Supervisor.
Conclusions: The areas of significant change for Police records
Supervisor are supervision, authority and responsibility, and
systems development. hen this position was last reviewed, it wee
a working supervisor who performed the same clerical duties as the
subordinates supervised. The position now has became the
administrator of the Department's recordkeeping function. These
W10 B3
changes have increased the complexity of this position and have
required increased levels of analytical thinking and independent
judgement.
RECCMMENCATIONS: The Municipal Code (Section 2.20.030) and the Civil
Service Rules both require certain actions be taken when allocating a
position to a pay range. Included in those actions are the
consideration of pay rates of other similar or related classes, the
availability of personnel to do the job, prevailing rates both locally
and in other similar jurisdictions, and finally, City financial policy
and economic circumstances. The recommendation for the allocation of
the Police Records Supervisor position to Range 16.0 is made based on
the above requirements and discussed below:
Duties and Responsibilities: Duties and responsibilities have
previously been mentioned and are specifically enumerated on the
attached job description. To analyze comparability, a factoring
analysis was conducted which indicated Range 16.0 as appropriate.
Caparisons to other positions within the City's Civil Service
classes were made and two classes allocated at Range 16.0 are
canparable to Police Records Supervisor and they are Accountant and
C/S Chief Examiner. Police Records Supervisor, Accountant and C/S
Chief Examiner are all professional level positions in their
respective fields and all perform a wide scope of responsibilities
in a variety of administrative functions requiring a significant
body of knowledge. All three function under limited supervision
exercise considerable judgement, but have varying responsibilities
for supervising subordinate staff. Police Records Supervisor has
direct responsibility for supervising a staff of 12 where
Accountant may have functional supervision over a large number of
employees. Chief Examiner does not directly supervise any
personnel staff but exercises functional supervision over many
employees. All three positions have responsibility for performing
research projects relative to their fields, preparing reports,
drawing conclusions and making recommendations based upon the
results of their research.
Availability: The availability of skilled individuals to fill this
position is limited as it requires experience in the law
enforcement area. Tb obtain skilled applicants, we would have to
draw from other Police Departments where applicants would have the
necessary knowledge, skill and experience to perform the duties of
the position.
Prevailing Rates (Local): There are no positions in law
enforcement locally which are comparable to the proposed
classification. Yakima County has an Administrative Assistant
Which does not match Police Records Supervisor because it is a
working supervisor and lacks the scope and responsibility of our
position.
win ne
The following are survey results based on Record Bureau activities
only and do not include responsibilities for performing planning
and research projects department wide. Olympia, Renton, Pasco and
Redmond have management level positions doing work similar to
Yakima's Police Records Supervisor and therefore were not
considered favorable matches. Vancouver has. a Sergeant who
•
functions as the Records Supervisor and Richland's lead Police
Clerk was not a good match because it was a working supervisor
position. walla walla was similar to ours but responsibility for
establishing record]ceeping systems and procedures is shared with a
Captain. The W-ishington State Patrol has a Clerical Supervisor who
performs the daily supervision of clerical staff and is responsible
for implementing recordlaeeping systems established by a Lieutenant.
Since duties similar to those performed by the Police Records
Supervisor are split between two classifications, no favorable
match was found in the State Patrol.
Financial Policy and Fccnanic Considerations:
This is the final consideration made in recommending the
compensation level for Records Supervisor. Because of the
classification review, which was completed in 1979, considerable
emphasis should be placed on the factoring analyses and comparison
with City positions.
The foregoing establishes the background data necessary to recommend a
level of compensation for Police Records Supervisor. The most
compelling data is the comparison to other city positions along with the
factoring analysis; both indicate Range 16.0 as appropriate.
Based upon the foregoing, it is my recommendation that Police Records
Supervisor be reallocated to Range 16.0 ($1888 -2258 per month) and
retitled Police Information Specialist which more accurately reflects
the nature of the work performed.
•
Prevailing Rates (Similar Jurisdictions): : The fifteen municipal-
ities with which we standardly compare ourselves to were contacted
and included: Auburn, Bellingham, Bremerton, Edmonds, Kennewick,
Kent, Longview, Olympia, Renton, Richland, Vancouver, Walla Walla,
Pasco and Redmond as well , as Yakima County. In addition, the •
Washington State Patrol was contacted.
There were no jurisdictions which had positions which were matches
to Police Records Supervisor. There were some cities, however, -
which had positions with responsibility very similar to our Records
Supervisor for Record Bureau ° functions only, but lacked
responsibility for research assignments, relative to department..
operations. Survey results below would indicate that compensation
at Range 15.0 would be appropriate if the Record Bureau Supervisor
was only responsible for Bureau - related matters. However, the
scope of Police Records Supervisor will now include responsibility
for a wide variety of research and planning projects relative to
efficient departmental operations, and for that reason,
compensation is recommended at Range 16.0.
Specific survey results are:
Jurielction Title Salary Supervisory
Responsibility
1. Auburn Police Clerical $2179 Flat 5- Clerical
Support Manager rate
2. Bellingham Supervisor- Police $1811 -2161 9- Clerical
Records Bureau
3. Bremerton Records Clerk $1413 -1570 3- Clerical
Supv.
4. Edmonds Staff Supervisor - $1829 -2253 6 Clerical which
2253 includes some
community relations
5. Kennewick Records- Cammun- $1945 -2454 8 Clerical
ication Coord.
6. Kent Police Records $2021 -2464 12- clerical
Supervisor
7. Longview Records Supvr. $1753- 2146 6-9 clerical
includes one
court clerk
Avg. Salary are canparables - $1795 -2172
AI
CITY OF YAKLMA
CLASS SPECIFICATIONS
CODE: 6241 TITLE: POLICE INFORMATION SPECIALIST Est..3 /87
DEFINITION: Under limited supervision, supervises and coordinates the recording,
filing, retrieval and appropriate dissemination and disposal of police
records. Conducts research projects and studies, analyzes data, compiles reports and
makes recommendations based upon the results of the studies. Applies considerable
independent judgement in making responsible technical decisions resolving unusual
problems and interpreting complex guidelines, regulations and policies.
• DOPIES
Plans, organizes and prioritizes the work of clerical staff to ensure work is van-
pieta; in accordance with all pertinent laws and regulations. Supervises, schedules
and evaluates the work performance of subordinates. Supervises the training of em-
. ployees in procedures, policies, public disclosure.1aws and work standards. Inter-
prets City, departmental and Bureau policies for employees and ensures their can -
pliance. Makes recommendations on personnel actions such as hiring, training, dis-
cipline and termination.
Analyzes the effect of new or revised legislation an department recordkeeping oper-
ations, implements changes as necessary. Designs reeordkeeping systems and modifies
procedures and forms to implement those systems to comply with new federal or state
requirements or to improve efficiency of operations. Analyzes work flow problens
conflicts and reorganizes work to make efficient use of personnel and material re-
sources.
Develops, organizes, and conducts various research projects relative to effective
departmental operations. Collects and analyzes data, prepares reports, and makes
recommendations mendati ons relative to department operations and programs. Evaluates current
Department programs in order to statistically and operationally review the effect-
iveness of programs. Assists and participates with superiors in the preparation and
presentation of material before officials, boards and groups. •
Develops procedures and criteria for implementation of automated records management
system providing ongoing review and recammendations for enhancements. Responsible for
the review of automated systems, forms design, manuals and training in system plan-
ning.
Establishes, maintains and coordinates the agency's Record Retention Program. Deve-
lops and recamends Record Bureau policy and procedure manuals documents and guide-
lines. Researches information, data and statistics as required; compiles compre-
hensive statistical and narrative reports.
Coordinates the work of the Bureau with other Pblice•Department Divisions, City De-
partments, outside agencies, attorneys, court systems and individuals. Responds to
information requests from attorneys, defendants, victims and criminal justice agen-
cies. Supervises the maintenance of items in the department's property files and
vaults to insure security, integrity and accuracy of property records. Makes court
appearances as recordkeeper of department information. May classify and compare
fingerprints.
Provides input and assists in the preparation of the division budget.
Performs other related duties.
CSPECS -810
MAJOR WORKER CHARACTERISTICS: Knowledge of: department policies, City, State and
Federal laws regulations, codes and requirements applicable to law enforcenent, and
police administrative services, lost/ found /unclaimed properties, and confidentiality. •
Knowledge of research methodology, statistical interpretation, and methods of report
presentation. Knowledge of the Principles of law enforcement administration and crime
prevention.
Knowledge of: sound records management techniques and procedures; modern secretarial
practices and office management principles, practices and techniques; correct and
effective use of granrar and general arithmetic. Knowledge of modern supervisory
practices and techniques. Ability to: understand, interpret and explain legal re-
gairenents pertaining to criminal justice revuvds management; camFrehend and implement
new systems and methods of operation. Ability to: understand and execute complex
.oral or written instructions; apply independent judgement, discretion and initiative
in making responsible technical decisions and resolving unusual problems; determine
priorities and plan, organize, direct and schedule the work of subordinates. Ability
to conduct studies, research, analyze and canpile camprehensive statistical and nar-
rative reports and formulate recommendations based upon such studies. Ability to
express ideas clearly and concisely, orally and in writing. Ability to establish and
maintain effective working relationships with city employees, court officers, re-
presentatives of private, local, state and federal criminal justice agencies, private
and public social and service agencies and the public. Ability to operate office or
specialized equipment associated with work assignments. Ability to supervise, train
and evaluate the work of subordinate employees. Ability to bend, stoop, and lift
property weighing up to 50 pounds.
UNUSUAL WORKING tVDITIONS: May be exposed to property which is soiled Fran crime or
bug infested. May have contact with individuals who may be irate, upset or disturbed.
Occasional extensions of work day to meet deadlines. Employee must pass a security
clearance and background investigation pursuant to applicable state and federal laws.
LICENSES, REGISTRATION AND CERTIFICATE: Possess and maintain a valid Washington State
Driver's License during employment. Possess or obtain and maintain a Notary Public
during employment.
MINIMUM CLASS REQUIREMENTS: Any canbination of education and experience equivalent to
four years of law enforcement administrative experience. A Bachelor's Degree in
Business or Public Administration, Criminology, Police Science/Law Enforcement or
closely related field may be substituted for up to 24 months of the required ex-
perience. Supervisory experience is highly desirable.
i