HomeMy WebLinkAbout04/05/2011 14 Classification and Compensation Plan; YMC Amendments BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
AGENDA STATEMENT
Item No.
For Meeting of April 5, 2011
ITEM TITLE: Legislation Amending the Classification and Compensation Plan for Certain City
Employees and Legislation Amending Subsection 2.20.100A; 2.20.100B; 2.20.100C;
2.20.100D; 2.20.110A; 2.20.110B; 2.20.110C all of the City of Yakima Municipal Code.
SUBMITTED BY: Debbie Korevaar, Chief Examiner
Rita DeBord, Director of Finance and Budget
CONTACT PERSON /TELEPHONE: Debbie Korevaar: x6619
SUMMARY EXPLANATION:
The amendments in this Classification and Compensation Plan include: (1) changes related to the
Information Systems re- organization, (2) addition of a Wastewater Division, Utility Project Manager,
and (3) some housekeeping items.
At the December 14, 2010 regular Council business meeting, the City Council authorized and budgeted
for a significant re- organization of the Information Systems Division; including the consolidation of the
Information Systems (IS) and the Public Safety Communications divisions and the related adjustments
to existing positions within these divisions, as noted below. Since that time, staff has been performing
the tasks necessary to implement this re- organization and consolidation, including the development of
the new job classifications authorized in the re- organization.
The recommendations of the Charter Civil Service Commission, as approved at their meeting on March
7, 2011, are incorporated in this Classification and Compensation Ordinance. City Council's
authorization of the amended Classification and Compensation Plan represents the final step
necessary prior to commencing the implementation of this re- organization and consolidation plan. The
amendments included herein are listed below.
New job classifications: The following four new classifications have been created and allocated for the
re- organization of the IS Division:
1. Project Manager, P ay Code 975 ($28.10/hr, $4,870.57/mo - $34.16/hr, $5,920.95/mo);
2. Web Applications Developer /Administrator, Pay Range 24.0 ($27.11/hr, $4,698.98/mo -
$32.59/hr, $5,648.82/mo);
3. Operations Supervisor, Pay Code 974 ($29.51/hr, $5,114.97/mo - $35.88/hr, $6,219.08/mo);
4. Communications & Technology Office Assistant, Pay Range 16.5 ($19.29/hr, $3,343.54/mo -
$23.15/hr, $4,012.59/mo).
Continued on next page...
Resolution Ordinance X Contract Other (Specify)
Contact Debbie Korevaar Mail to:
Phone:
Funding Source Operating 11.27C/31 ts of the De artments
APPROVED FOR SUBMITTAL
STAFF RECOMMENDATION: Pass Proposed Ordinance •
BOARD /COMMISSION RECOMMENDATION: Charter Civil Service Commission
Recommends Approval
COUNCIL ACTION:
Hr /CS info /2011 Legislation
Changes to Existing Classifications: In addition to the new job classifications noted above, the
Information Systems re- organization / consolidation also includes the following changes:
1. Consolidation of the Public Safety Communications Division and the Information Systems
Division into the "Communications and Technology Services" Division *;
2. A title Change from the "Finance and Budget Director" to the "Finance and Technology"
Director;
3. Consolidation of the Public Safety Communications manager (pay code 971) and the
Information Systems Manager (pay Code 968) positions into the "Communications and
Technology" Manager; Pay Code 967 ($39.52/hr., $6,850/mo. - $48.05/hr., $8,328.51/mo.);
4. The Public Safety Assistant Communications Manager pay from pay code 975 ($28.10/hr,
$4870.57/mo - $34.16/hr, $5,920.95/mo) to pay code 973 ($30.96/hr, $5,366.30;/mo -
$37.66/hr, $6,527.61) to reflect the increase in responsibilities and more independent decision -
making required as a result of the Manager being less available;
5. The Deputy Director Accounting and Budgeting pay from pay code 967 ($39.52/hr., $6,850/mo.
- $48.05/hr., $8,328.51/mo.) to pay code 966 ($41.53/hr., $7198.39/mo. - $50.44/hr.,
$8,742.77/mo.) to take on primary responsibility for accounting and budgeting to allow Director
more time to work with the newly consolidated Communications and Technology Division.
Other amendments: the Classification and Compensation Ordinance also includes:
1. One new job classification for the Wastewater Division: Utility Project Manager, recommended
to be allocated to Pay Code 970 ($35.88 - $43.61/hr - $6,219.08 — $7,558.92).The budgetary
impact of implementing this classification and salary has been included in the Wastewater
Department's Operating Budget, (as approved by the Charter Civil Service Commission at their
meeting on March 7, 2011).
0 2. A house - keeping item to change the "Utility Services" division title to "Utility Customer
Services" division *;
3. A house - keeping item to change the "Utility Services" manager title to "Utility Customer
Services" manager.
4. A transfer of the existing Lead Applications System Designer position from a union represented
position (AFSCME) to a non -union represented position (the AFSCME union has agreed to this
change).
* If approved, the change in division titles will be reflected in the Yakima Municipal Code at a later date.
Attached are the division reports presented and approved by the Civil Service Commission, for
Council's review and information.
•
Hr /CS info /2011 Legislation.
ORDINANCE NO. 2011-
`AN ORDINANCE relating to City personnel; adopting a classification and compensation plan for City
41/ employees to be effective May 8, 2011; amending Subsections 2.20.100A, 2.20.100B,
2.20.100C, 2.20.100D, 2.20.110A 2.20.110B, and 2.20.110C all of the
City of Yakima Municipal Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. Subsection 2.20.100A 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
May 8, 2011, which plan shall consist of the various following subsections of this section."
Section 2 . Subsection 2.20.100B of the City of Yakima Municipal Code is hereby
amended to read as follows:
"2.20.100 Classification Plan.
B. Classes Exempt From Civil Service
Class Class Title (Pay Range)
1000 Exempt Classification Group -
4 1100 Executive Series
1110 City Manager (Pay Code 960)
1120 City Attorney (Pay Code 964)
1130 Assistant City Manager (Pay Code 962)
1140 Finance and Technology Director (Pay Code 964)
1150 Director of Community and Economic Development (Pay Code 964)
1160 Director of Public Works (Pay Code 964)
1180 Fire Chief (Pay Code 964)
1190. Police Chief (Pay Code 963)
1200 Management Series
1231 Human Resources Manager (Pay Code 970)
1232 City /County Procurement Manager (Pay Code 967)
1233 Information Systems Manager (Pay Code 968)
1234 City Clerk (Pay Code 973)
1241 Financial Services Manager (Pay Code 968)
1242 Utility Customer Services Manager (Pay Code 972)
1243 Deputy Director of Accounting and Budgeting (Pay Code 966)
1252 Code Administration and Planning" Manager (Pay Code 968)
1253 Neighborhood Development Services Manager (Pay Code 971)
® 1254
1255 Planning Manager (Pay Code 971)
Community Relations Manager (Pay Code 970)
1261 Street and Traffic Operations Manager (Pay Code 970)
1262 Transit Manager (Pay Code 971)
1263 Fleet Manager (Pay Code 972)
1266 Refuse and Recycling Manager (Pay Code 972)
-- 1 --
Class Class Title (Pay Range)
1267 Park and Recreation Manager (Pay Code 970)
1271 City Engineer (Pay Code 965)
1272 Wastewater Manager (Pay Code 968)
1273 Water and Irrigation Manager (Pay Code 970)
1274 Public Safety Communications Manager (Pay Code 971)
1275 Deputy Director of Economic Development &
Intergovernmental Affairs (Pay Code 968)
1281 Deputy Police Chief (Pay Code 965)
1291. Communications and Technology Manager (Pay Code 967)
1300 Executive Support Series
1311 Executive Secretary (Pay Code 979)
1321 Senior Assistant City Attorney II (Pay Code 965)
1322 Senior Assistant City Attorney I (Pay Code 968)
1323 Assistant City Attorney 11 (Pay Code 971)
1324 Assistant City Attorney I (Pay Code 973)
1331 . Administrative Assistant to the City Manager (Pay Code 979)
1400 Municipal Court Series
1412 Municipal Court Commissioner (Pay Code 966)
1413 Municipal Court Judge (Pay Code 1000)
1421 Court Services Manager (Pay Code 973)
1422 Municipal Court Clerk (Pay Code 987)
1423 . Certified Court Interpreter (Pay Code 980)
1424 Municipal Court Cashier (Pay Code 990)
1430 Deputy Court Services Manager (Pay Code 980)
1431 Probation Services Manager (Pay Code 975)
1432 Probation Officer (Pay Code 978)
1433 Probation Services Clerk (Pay Code 987)
1434 Case Specialist (Pay Code 980)"
Section 3 . Subsection 2.20.100C of the City of Yakima Municipal Code is hereby
amended to read as follows:
"C. Civil Service Classes
Class Class Title (Pay Range) •
2000 Administrative & Fiscal Technical Group
2100 Information Technology Series
2101 Computer Programmer (R 13.5) (Inactive)
2102 GIS Technician (R 16.5)
2103 Programmer Analyst (R 16.5) (Inactive)
410
2104 Senior Analyst (R 19.0) (Inactive)
2105 Computer Operator /Programmer (R 10.5) (Inactive)
2106 Computer Operations Assistant (R 9.0) (Inactive)
-- 2 --
Class Class Title (Pay Range)
2107 Computer Operations Technician (R 11.5)
2108 Computer Client Services Technician (R 19.5)
2109 Applications Developer (R 20.5)
2110 Database Administrator (R 23.0)
2112 Network Services Engineer (R 25.0)
2113 Senior Client Services Technician (R 21.5) (Inactive)
2114 Senior Applications Developer (R 21.5)
2115 Publications and Graphics Specialist (R 9.0) (Inactive)
2116 Lead Client Services Technician (R 23.0)
2117 Web Applications Developer /Administrator (R 24.0)
2200 Management Technical Series
2230 Assistant Buyer (R 12.5) (Inactive)
2231 Buyer l (R 16.5)
2232 Central Storekeeper (R 10.5) (Inactive)
2233 Purchasing Assistant (R 12.5)
2234 Buyer II (R 19.5)
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 16.5)
2300 Fiscal Series
2310 Grant Coordinator (R 15.0) (Inactive)
2312 Accounting Technician (R 12.5) (Inactive)
2314 Budget Analyst (R 20.0) (Inactive)
2315 Cashier (R 6.5) (Inactive)
2316 Financial Services Specialist (R 12.5)
3000 Engineering, Planning & Technical Group
3100 Civil Engineering Series
3112 Engineering Associate (R 19.0) (Inactive)
3115 Project Engineer (R 22.5) (Inactive)
3120 Design Engineer (R 22.5)
3130 Development Engineer (R 21.0)
3200 Electrical Engineering Series
3300 Planning Series
3310 Planning Specialist (R 10.5)
3311 Assistant Planner (R 16.5)
3312 Planning Technician (R 13.0)
3320 Community Development Specialist (R 19.0)
3321 Associate Planner (R 19.0)
3322 Senior Planner (R 20.0)
3323 Economic and Community Affairs Specialist (R 20.0)
3
Class Class Title (Pay Range)
4000 Engineering, Planning & Inspection Technical Group
0
4100 Civil Engineering Technical Series
4111 Engineering Aid (R 9.5)
4115 Engineering Utility Specialist (R 16.0) (Inactive)
4121 Engineering Technician I (Design) (R 13.0) (Inactive)
4122 Engineering Technician I (Records) (R 13.0) (Inactive)
4125 Engineering Technician II (R 16.5) (Inactive)
4128 Right of Way Agent (R 17.0) (Inactive)
4131 Engineering Technician I (Survey) (R 13.0) (Inactive)
4133 Engineering Technician III (Survey) (R 17.0) (Inactive)
4134 Engineering Technician III (Design) (R 17.0) (Inactive)
4135 Engineering Technician III (Development) (R 17.0) (Inactive)
4141 Construction Inspector (R 17.0)
4200 Electrical Technical Series
4211 Traffic Signal Aide (R 11.0) (Inactive)
4221 Signal Technician I (R 14.0) (Inactive)
4222 Signal Technician II (R 16.0) '
4223 Signal Technician III (R 20.5)
4240 Instrument Technician (R 18.5)
4300 Plans Examiner Series
4310 Plans Examiner I (Residential) (R 16.0)
4315 Plans Examiner II (Commercial) (R 20.0)..
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12.0) (Inactive)
4419 Code Compliance Officer (R 15.0)
4420 . Fire Code Inspector (R 19.5)
4421 Code Inspector (R 19.5)
4441 Permit Technician (13.0)
4500 Electronics Technical Series
4520 Electronics Technician I (Pay Code 547)
4521 Electronics Technician II (Pay Code 550)
4522 Electronics Supervisor (Pay Code 545)
4600 Traffic Technical Series
4611 Traffic Aid (R 9.5) (Inactive)
4621 Traffic Technician I (R 13.0) . .
4622 Traffic Technician II (R 16.5)
4632 Traffic Associate (R 19.0)
4635 Traffic Signal System Analyst (R 21.5)
-- 4 --
Class Class Title (Pay Ranqe)
auk 5000 Human Services Group
RIP 5100 Housing Services Series
5121. Housing Rehabilitation Assistant (R 10.5)
5122 Neighborhood Development Rehabilitation Specialist I (R 14.0)
5123 Neighborhood Development Rehabilitation Specialist 11 (R 18.0)
5124 Housing Rehabilitation Specialist 111 (R 19.0)
5130 Home Remodeling Technician (R 14.5)
5151 Housing Loan Specialist (R 15.0)
5152 Neighborhood Development Accounting Specialist (R 14.5)
5154 Neighborhood Development Assistant (R 11.5)
5156 - Grant Financial Specialist (R 18.5)
5200 Recreation Series
5201 Golf Starter (R 5.5) (Obsolete)
5202 Golf Course Attendant (R 8.5)
5234 Recreation Leader (R 6.5)
5235 Recreation Activities Specialist (R 10.5)
5254 Athletic Coordinator (R 12.5) (Obsolete)
5255 Recreation Coordinator (R 12.5) (Obsolete)
5256 Recreation Activities Coordinator (R 15.5)
5266 Aquatic Specialist (R10.5)
5267 Aquatic Leader (R 7.0) (Obsolete)
5268 Lifeguard /Instructor (R 2.0)
5271 Parks and Recreation Administrative Specialist (R 16.5) (Obsolete)
6000 Public Protection Group
6100 Police Protection Series
6121 Police Officer (Pay Code 400)
6122 Police Officer (Lateral) (Pay Code 400)
6124 Police Sergeant (Pay Code 450)
6126 Police Lieutenant (Pay Code 968P)
6127 Police Captain (Pay Code 966P)
6200 Police Support Series
6210 Senior Evidence Technician (R 18.0)
6211 Evidence Technician (R 17.0)
6212 Assistant Evidence Technician (R 12.0)
6221 Corrections Officer (R 15.5)
6235 Corrections Administrative Specialist (R 16.0)
6241 • Police Information Specialist (R 16.0)* (Obsolete)
6242 Police Records Supervisor (R 14.0)* (Obsolete)
6243 Police Department Assistant Ili (R 8.5)* (Obsolete)
6251 Police Department Assistant 1 (R 5.5) (Obsolete)
6252 Police Services Specialist I (R 10.0)
6253 Police Services Specialist 11 (R 14.0)
-- 5 --
Class Class Title (Pay Range)
6260 Police Cadet (R 5.0) (Obsolete)
6265 Crime and Intelligence Analyst (R 19.0)
* Retained for Police Pension Purposes
6300 Fire Protection Series
6321 Firefighter (Pay Code 530)
6323 Fire Lieutenant (Shift) (Pay Code 525)
6324 Fire Lieutenant (Day) (Pay Code 526)
6325 Fire Captain (Shift) (Pay Code 515)
6326 Fire Captain (Day) (Pay Code 510)
6327 Battalion Chief (Shift) (Pay Code 969)
6328 Battalion Chief (Day) (Pay Code 968) (Inactive)
6338 Fire Investigation and Education Officer (Pay Code 510) (Inactive)
6339 Fire Investigator (Pay Code 520) (Inactive)
6340 Public Safety & Education Officer (Pay Code 506) (Inactive)
6341 Technical Training Supervisor (Pay Code 506) (Inactive)
6342 Technical Training Lieutenant (Pay Code 526) (Inactive)
6343 Deputy Fire Marshal (Pay Code 506)
6344 Assistant Fire Marshal (Pay Code 527)
6351 Fire Training Captain (Pay Code 506)
6352 Fire Training Lieutenant (Pay Code 527
6380 Deputy Fire Chief (Pay Code 966)
6400 Fire Support Series
6410 911 Calltaker (Pay Code 590)
6411 Fire Dispatcher (Pay Code 575) (Obsolete)
6412 Public Safety Dispatcher (Pay Code 575)
6415 Public Safety Communications Supervisor (Pay Code 558)
6425 Alarm Supervisor (Pay Code 555) (Obsolete)
6440 Fire Secretary I (Pay Code 585)
6441 Fire Secretary II (Pay Code 580)
6500 Animal Control Series
6510 Animal Control Officer (R 15.0)
6511 Animal Control Officer (Lead) (R 10.5) (Obsolete)
6600 Parking Control Series
6610 Parking Enforcement Officer (R 13.0)
6611 Lead Parking Enforcement Officer (R 9.5) (Obsolete)
- -6 --
Class Class Title (Pay Range)
7000 Office Support Group
0 7100 Clerical Series
7110 Senior Center Clerk (R 6.5) (Obsolete)
7111 Senior Center Assistant (R 10.5)
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) (Obsolete)
7141 Pension /Records Clerk (R 12.5) (Obsolete)
7151 Water /Irrigation Division Administrative Specialist (R 12.0)
7161 Public Records Officer (R 19.0)
7171 Communications & Technology Office Assistant (R 16.5)
7300 Utility Service Series
7311 Water Service Specialist (R 14.5)
7315 Utility Service Representative (R 12.0)
7500 Data Processing Support Series
7511 Data Entry Operator I (R 5.5) (Obsolete)
7512 Data Entry Operator II (R 7.0) (Obsolete)
7600 Duplicating Series
7611 Print Shop Operator (R 11.5)
8000 Maintenance and Crafts Group
8100 Maintenance and Crafts Supervision Series
8111 Park Supervisor I (R 13.0) (Obsolete)
8200 Mechanical Repair Series
8203 Fleet Maintenance Technician (R 14.5)
8204 Vehicle Maintenance Attendant (R 10.0)
8205 Police Fleet Specialist (R 15.5)
8211 Mechanic I (R 17.0)
8213 Automotive Storekeeper (R 15.5)
8221 Machinist (R 14.0) (Obsolete)
8230 Maintenance Mechanic (Pay Code 560)
8241 Industrial Maintenance Mechanic (R 17.0)
8242 Preventative Maintenance Technician (R 15.0)
8251 Waterworks Device Technician (R 16.0)
8252 Water Device Crew Leader (R 18.0)
8253 Water Automated Meter Infrastructure (AMI) Crew Leader (R 18.5)
- -7 --
Class Class Title (Pay Range)
8300 Plant Operation Series
8301 Wastewater Facility Support Worker (R 8.5
Y PP ( 8.5)
8302 Industrial Waste Operator (R 14.5) (Obsolete)
8311 Wastewater Treatment Plant Operator 1 (R 10.5)
8312 Wastewater Treatment Plant Operator 11 (R 15.0)
8313 Wastewater Treatment Plant Operator III (R 17.0)
8320 Laboratory Assistant (R 10.5) (Inactive)
8321 Laboratory Technician (R 15.5)
8322 Pretreatment Technician (R 15.5)
8323 Pretreatment Crew Leader (R 17.5)
8324 Environmental Compliance Specialist ( R 21.0)
8326 Laboratory Chemist (R 19.0)
8331 Water Treatment Plant Operator -In- Training (R 14.5)
8332 Water Treatment Plant Operator II (R 20.0)
8333 Water Treatment Plant Operator III (R 20.5)
8335 Water Quality Specialist (R 21.5)
8400 Equipment Operation Series
8421 Equipment Operator 1 (R 10.5) (Obsolete)
8422 Equipment Operator II (R 12.0) (Obsolete)
8423 Equipment Operator 111 (R 14.0) (Obsolete)
8433 Solid Waste Collector /Driver (R 15.5)
8434 Solid Waste Code Compliance Officer (R 15.5)
8500 Facilities Maintenance Series
8511 Custodian (R 4.5)
8541 Building Maintenance Specialist (R 8.5)
8542 Facility Maintenance Specialist (R 11.5)
8600 Labor and Crafts Series
8610 Labor Helper (R 2.0) (Obsolete)
8621 Monument Setter (R 11.5) (Obsolete)
8631 Utility Worker (R 10.5) (Inactive)
8641 Solid Waste Maintenance Worker (R 12.5)
8651 Concrete Specialist I (R 13.5) (Obsolete)
8663 Traffic Sign Specialist (R 15.0)
8664 Senior Traffic Sign Specialist (R 16.5)
8671 Irrigation Specialist I (R 13.5)
8672 Irrigation Specialist II (R 15.0)
8673 Irrigation Crewleader (R 17.0)
8681 Storekeeper (R 15.5)
8700 Public Works Maintenance Series
8701 Street Inspector (R 17.0)
8710 Street Laborer (R 9.0) (Obsolete)
8711 Street Maintenance Specialist (R 14.5)
-- s --
Class Class Title (Pay Range)
8713 Street Maintenance Crew Leader (R 17.5)
8721 Street Cleaning Specialist I (R 10.5) (Obsolete)
8722 Street Cleaning Specialist II (R 12.5) (Obsolete)
8731 Wastewater Maintenance Specialist I (R 13.5)
8732 Wastewater Maintenance Specialist II (R 15.0)
8733 Wastewater Maintenance Crew Leader (R 17.0)
8741 Waterworks Specialist I (R 13.5)
8742 Waterworks Specialist II (R 15.0)
8743 Waterworks Specialist III (R 13.5) (Obsolete)
8744 Water Distribution Crewleader (R 17.0)
8745 Waterworks Drafting /Service Representative (R 16.0)
8750 Utilities Locator (R 14.5)
8751 Utilities Locator /Safety Coordinator (R 16.5)
8755 Construction Quality Control Technician (R 17.5)
8800 Parks Maintenance Series
8810 Park Laborer (R 9.0) (Obsolete)
8817 Parks Maintenance Technician (R 15.5)
8818 Parks Maintenance Specialist (R 12.5)
8819 Parks Maintenance Worker (R 9.0)
8820 Park Caretaker (R 6.5) (Obsolete)
8821 Park Specialist I (R 9.5) (Obsolete)
411 8822 Park Specialist II (R 10.5) (Obsolete)
8823. Park Specialist III (R 12.5) (Obsolete)
8825 Golf Course Maintenance Specialist (R 16.5)
8830 Cemetery Specialist (R 12.5) (Obsolete)
8831 Cemetery Maintenance Technician (14.0)
8840 Pool Maintenance Specialist (R 12.5) (Obsolete)
8841 Aquatic Maintenance Technician (R 16.5)
9000 Temporary Work Group .
9100 City Worker Series
9114 City Worker (Outside)
9125 City Worker (Inside)
9126 Temporary Refuse Helper"
9131 Rule 9 Legal Intern (Pay Code 931)
9151 Judge Pro Tem (Pay Code 941)
8841 Aquatic, Maintenance Technician (R 16.5)
Section 4. Subsection 2.20.100 D of the City of Yakima Municipal Code is hereby
a nded to read as follows:
"D. Union Exempt Civil Service Classes
- -9 --
Class Class Title (Pay Range)
10000 Union Exempt Management Support Group
10100 Human Resource Series
10101 Deputy Human Resources Manager (Pay Code 972)
10102 Chief Examiner (Pay Code 975)
10103 Human Resources Specialist (Pay Code 981)
10104 Human Resources Assistant (Pay Code 984)
10200 Information Technology Series
10201 Senior Analyst (Pay Code 974)
10202 Project Manager (Pay Code 975)
10203 Lead Applications Systems Designer (Pay Code 976)
10300 Fiscal Series
10301 Payroll Officer (Pay Code 975)
10302 Accountant (Pay Code 975)
10303 Financial Services Officer (Pay. Code 972)
10304 Treasury Services Officer (Pay Code 972)
10305 Financial Services Technician -- Payroll (Pay Code 981)
10500 Clerical Series
110
10502 Deputy City Clerk (Pay Code 979)
10506 Executive Assistant (Pay Code 980)
10507 Administrative Secretary (Pay Code 983) (Inactive)
10510 Legal Assistant III (Pay Code (980)
10511 Legal Assistant II (Pay Code 983)
10512 Legal Assistant 1 (Pay Code 984)
10520 Utility and Finance Assistant (Pay Code 982)
10600 Civil Engineer Technical Support Series
10601 Engineering Contracts Specialist (Pay Code 980)
10602 Engineering Office Assistant (Pay Code 982)
11000 Union Exempt Technical Supervisory Group
11100 Civil Engineering Supervisory Series
11101 Construction Supervisor (Pay Code 973)
11102 Utility Engineer (Pay Code 971)
11103 Supervising Traffic Engineer (Pay Code 973)
11104 Senior Engineer (Pay Code 972)
11105 Water /Irrigation Engineer (Pay Code 972)
11106 Surface Water Engineer (Pay Code 973)
11107 Chief Engineer (Pay Code 970)
11108 Utility Project Manager (Pay Code 970)
-- io --
Class Class Title (Pay Range)
11200 Planning Supervisory Series
11201 Supervising Planner (Pay Code 973)
11202 Senior Project Planner (Transit) (Pay Code 972) (Inactive)
11250 Code Inspection Supervisory Series
11251 Supervising Code Inspector (Pay Code 973)
11300 Electrical Supervisory Series
11301 Traffic Operations Supervisor (Pay Code 974)
11400 Housing Services Supervisory Series
11401 . Senior Program Supervisor (Pay Code 978)
11410 Neighborhood Development Services
Operations Supervisor (Pay Code 973)
11500 Recreation Supervisory Series
11501 Recreation Program Supervisor (Pay Code 980)
® 11502
11503 .Aquatics Program Supervisor (Pay Code 975) (Inactive)
Recreation Supervisor (Pay Code 976)
1.1600 Clerical Series
11601 Community and Economic Development
Office Administrator (Pay Code 980)
11602 Code Inspection Office Supervisor (Pay Code 978)
11603 . Public Works Office Assistant (Pay Code 983)
11604 Parks and Recreation Administrative Associate (Pay Code 979)
11700 Police Support Supervisory Series
11701 . Administrative Assistant to the Police Chief (Pay Code 980)
11710 Police Services Supervisor (Pay Code 978)
11720 Corrections Sergeant (Pay Code 978)
11730 Forensic Supervisor (Pay Code 975)
11740 Crime and Intelligence Analyst Supervisor (Pay Code 967)
11750 Lead Police Support Services Supervisor (Pay Code 976)
11800 Administrative Support Supervisory Series
11801 Administrative Assistant to the Director of Public Works (Obsolete)
411 11805 Senior Buyer (Pay Code 976)
11900 Information Technology Series
11901 Supervising Senior Analyst (Pay Code 972)
11902 Operations Supervisor (Pay Code 974)
Class Class Title (Pay Range)
12000 Union Exempt Mechanical Maintenance and Repair Supervisory Group
12100 Fleet Maintenance and Repair Supervisory Series
12101 Equipment Maintenance Supervisor (Pay Code 977)
12102 Mechanic II (Pay Code 979)
12103 Equipment Supervisor (Pay Code 975)
12200 Industrial Maintenance and Repair Supervisory Series
12201 Industrial Maintenance Supervisor (Pay Code 974)
13000 Union Exempt Maintenance Supervisory Group
13100 Parks Maintenance Supervisory Series
13101 Parks Operations Supervisor (Pay Code 972)
13102 Parks Superintendent (Pay Code 974)
13103 Cemetery Supervisor (Pay Code 978)
13200 Wastewater Collections Supervisory Series
13201 Wastewater Maintenance Supervisor (Pay Code 975)
13300 Street Maintenance and Repair Supervisory Series
13301 Street Supervisor (Pay Code 975)
13302 Street Maintenance Supervisor (Pay Code 973)
13400 Irrigation Supervisory Series
13401 Irrigation Supervisor (Pay Code 976)
13500 Waterworks Supervisory Series
13501 Water Distribution Supervisor (Pay Code 975)
13600 Facilities Maintenance Supervisory Series
13601 Building Superintendent (Pay Code 978)
13700 Traffic Sign Supervisory Series
13701 Traffic Sign Supervisor (Pay Code 975)
14000 Route Operations Supervisory Group
14100 Refuse Supervisory Series
14101 Solid Waste Supervisor (Pay Code 979)
-- 12 --
Class Class Title (Pay Range)
0 . 14200 Transit Supervisory Series
14201 Transit Operations Supervisor (Pay Code 975)
14202 Transit Field Operations Supervisor (Pay Code 978)
14300 Utility Service Series
14301 Utility Service Supervisor (Pay Code 978)
15100 Wastewater Treatment Plant Supervisory Series
15101 Assistant Wastewater Manager (Pay Code 971)
15102 Wastewater Treatment Plant Process Control Supervisor (Pay Code 973)
15103 Wastewater Treatment Plant Chief Operator (Pay Code 976)
15104 Pretreatment Supervisor (Pay Code 975)
15200 Water Treatment Plant Supervisory Series
15201 Water Treatment Plant Supervisor (Pay Code 974)
15300 Wastewater Treatment Laboratory Supervisory Series
15301 Lab Coordinator (Pay Code 975)
16000 Union Exempt Fire Support Group
16101 Administrative Assistant to the Fire Chief (Pay Code 980)
17000 Union Exempt Fire Civil Service Supervisory Series .
17101. Public Safety Assistant Communications Manager (Pay Code 973)
18000 Union Exempt Fire Public Safety Support Group
18101 Communications Division Office Assistant (Pay Code 987)"
13
Section 5 . Subsection 2.20.110A of the City of Yakima Municipal Code is hereby
amended to read as follows:
"2.20.110 Compensation Plan. A. Pay ranges and pay steps, set out in the schedule
constituting Subsection B through G of this section, for the classes allocated to these pay ranges shall
be in full force and effect as of May 8, 2011. 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 shall be evaluated
annually in accordance with a management performance evaluation plan. The result of the
performance evaluations shall be the determination by the City Manager of the actual salary of each
employee in the designated positions, and the determination by the City Council of the actual salary of
the City Manager, which actual salaries shall be no less than the minimum nor no greater than the
maximum set out in the pay range applicable to the position, according to the following schedule:"
•
Section 6. Subsection 2.20.110B of the City of Yakima Municipal Code is hereby amended to read as follows:
"B. General and Public Safety Management, Union Exempt Supervisors and Confidential Classes
Pay Class
Code Code Class Title A B C D E F
960 1110 City Manager MO 1/1/2008 9120.62 9578.22 10060.07 10561.00 11086.19
HR 1/1/2008 52.62 55.26 58.04 60.93 63.96
MO 7/1/2008 9255.82 9720.35 10209.14 10716.99 11250.85
HR 7/1/2008 53.40 56.08 58.90 61.83 64.91
MO 1/1/2009 9559.15 10037.54 10543.66 11067.12 11618.31
HR 1/1/2009 55.15 57.91 60.83 63.85 67.03
MO 7/1/2009 9644.08 10125.94 10637.26 11164.19 11720.57
HR 7/1/2009 55.64 58.42 61.37 64.41 67.62
961 No Allocated MO 1/1/2008 8687.30 9120.62 9578.22 10060.07 10561.00
Classification HR 1/1/2008 50.12 52.62 55.26 58.04 60.93
MO 7/1/2008 8815.56 9255.82 9720.35 10209.14 10716.99
HR 7/1/2008 50.86 53.40 56.08 58.90 61.83
MO 1/1/2009 9103.29 9559.15 10037.54 10543.66 11067.12
HR 1/1/2009. 52.52 55.15 57.91 60.83 63.85
MO 7/1/2009 9183.02 9644.08 10125.94 10637.26 11164.19
411D
HR 7/1/2009 52.98 55.64 58.42 61.37 64.41
-- 14 --
Pay Class
Code Code Class Title A B C D E F
0 0 1413 Municipal Court Judge MO 9/1/2006 9949.14
HR 9/1/2006 57.40
MO 9/1/2007 .10626.86
HR 9/1/2007 61.31
MO 9/1/2008 11219.65
HR 9/1/2008 64.73
The compensation for Municipal Court Judge is set by YMC 1.60.040(J) at 95% of the District
Court Judges' salary as set by the State Salary Commission, with any variance for rounding
in favor of the judge.
962 1130 Assistant City Manager MO 1/1/2008 8269.57 8687.30 9120.62 9578.22 10060.07
HR 1/1/2008 47.71 50.12 52.62 55.26 58.04
MO 7/1/2008 8392.64 8815.56 9255.82 9720.35 10209.14 •
HR 7/1/2008 48.42 50.86 53.40 56.08 58.90
MO 1/1/2009 8666.50 9103.29 9559.15 10037.54 10543.66
HR 1/1/2009 50.00 52.52 55.15 57.91 60.83
MO 7/1/2009 8742.77 9183.02 9644.08 10125.94 10637.26
HR 7/1/2009 50.44 52.98 • 55.64 58.42 61.37
963 1190 Police Chief MO 1/1/2008 7877.85 8269.57 8687.30 9120.62 9578.22
411 HR 1/1/2008 45.45 • 47.71 50.12 52.62 55.26
MO 7/1/2008 7993.98 8392.64 8815.56 9255.82 9720.35
HR 7/1/2008 46.12 48.42 50.86 53.40 56.08
MO 1/1/2009 8255.71 8666.50 9103.29 9559.15 10037.54
HR 1/1/2009 47.63 50.00 52.52 55.15 57.91
MO 7/1/2009 8328.51 8742.77 9183.02 9644.08 10125.94
HR 7/1/2009 48.05 50.44 52.98 55.64 58.42
964 1120 City Attorney MO 1/1/2008 7506.92 7877.85 8269.57 8687.30 9120.62
1150 Dir. Comm. & Econ. HR 1/1/2008 43.31 45.45 47.71 50.12 52.62
Development MO 7/1/2008 7617.85 7993.98 8392.64 8815.56 9255.82
1160 Director of Public Works. HR 7/1/2008 43.95 46.12 • 48.42 50.86 53.40
1140 Finance and Technology MO 1/1/2009 7867.45 8255.71 8666.50 9103.29 9559.15
Director HR 1/1/2009 45.39 47.63 50.00 52.52 55.15
1180 Fire Chief MO 7/1/2009 7936.78 8328.51 8742.77 9183.02 9644.08
HR 7/1/2009 45.79 48.05 50.44 52.98 55.64
965 1271 City Engineer MO 1/1/2008 7149.86 7506.92 7877.85 8269.57 8687.30
1281 Deputy Police Chief HR 1/1/2008 41.25 43.31 45.45 47.71 50.12
1321 Senior Assistant City MO 7/1/2008 7255.59 7617.85 7993.98 8392.64 8815.56
Atty II HR 7/1/2008 41.86 43.95 46.12 48.42 50.86
MO 1/1/2009 7493.06 7867.45 8255.71 8666.50 9103.29
410 HR 1/1/2009 43.23 45.39 47.63 50.00 52.52
MO 7/1/2009 7558.92 7936.78 8328.51 8742.77 9183.02
HR 7/1/2009 43.61 45.79 48.05 50.44 52.98
15
Pay Class
Code Code Class Title A B C D E F
• 966 1243 Deputy Director of MO 1/1/2008 6810.14 7149.86 7506.92 7877.85 8269.57
Accounting and Budgeting HR 1/1/2008 39.29 41.25 43.31 45.45 47.71
6380 Deputy Fire Chief MO 7/1/2008 6910.67 7255.59 7617.85 7993.98 8392.64
1412 Municipal Court HR 7/1/2008 39.87 41.86 43.95 46.12 48.42
Commissioner MO 1/1/2009 7136.00 7493.06 7867.45 8255.71 8666.50
HR 1/1/2009 41.17 43.23 45.39 47.63 50.00
MO 7/1/2009 7198.39 7558.92 7936.78 8328.51 8742.77
HR 7/1/2009 41.53 43.61 45.79 48.05 50.44
966P 6127 Police Captain MO 1/1/2009 7136.00 7493.06 7867.45 8255.71 8666.50
HR 1/1/2009 41.17 43.23 45.39 47.63 50.00
MO 7/1/2009 7198.39 7558.92 7936.78 8328.51 8742.77
HR 7/1/2009 41.53 43.61 45.79 48.05 50.44
MO 1/1/2011 7378.66 7747.85 8134.38 8536.50 8961.16
HR _ 1/1/2011 42.57 44.70 46.93 49.25 51.70
MO 7/1/2011 7525.99 7902.11 8297.31 8708.10 9139.69
HR 7/1/2011 43.42 45.59 47.87 50.24 52.73
967 1232 City /County Procurement MO 1/1/2008 6480.81 6810.14 7149.86 7506.92 7877.85
Manager HR 1/1/2008 37.39 39.29 41.25 43.31 45.45
1291 Communications and MO 7/1/2008 6576.14 6910.67 7255.59 7617.85 7993.98
Technology Manager HR 7/1/2008 37.94 39.87 41.86 43.95 46.12
11740 Crime and Intelligence MO 1/1/2009 6791.07 7136.00 7493.06 7867.45 8255.71
Analyst Supervisor HR 1/1/2009 39.18 41.17 43.23 45.39 47.63
MO 7/1/2009 6850.00 7198.39 7558.92 7936.78 8328.51
HR 7/1/2009 39.52 41.53 43.61 45.79 48.05
968 1252 Code Admin & Planning MO 1/1/2008 6174.01 6480.81 6810.14 7149.86 7506.92
Manager HR 1/1/2008 35.62 37.39 39.29 41.25 43.31
1275 Deputy Director of MO 7/1/2008 6265.88 6576.14 6910.67 7255.59 7617.85
Economic Development & HR 7/1/2008 36.15 37.94 39.87 41.86 43.95
Intergovernmental Affairs MO 1/1/2009 6470.41 6791.07 7136.00 7493.06 7867.45
1241 Financial Services HR 1/1/2009 37.33 39.18 41.17 43.23 45.39
Manager MO 7/1/2009 6527.61 6850.00 7198.39 7558.92 7936.78
1233 Information Systems HR 7/1/2009 37.66 39.52 41.53 43.61 45.79
Manager
1322 Senior Assistant City
Attorney I
1272 Wastewater Manager
968P 6126 Police Lieutenant MO 1/1/2009 6470.41 6791.07 7136.00 7493.06 7867.45
HR 1/1/2009 37.33 39.18 41.17 43.23 45.39
MO 7/1/2009 6527.61 6850.00 7198.39 7558.92 7936.78
HR 7/1/2009 37.66 39.52 41.53 43.61 45.79
MO 1/1/2011 6690.54 7021.60 7378.66 7747.85 8134.38
HR 1/1/2011 38.60 40.51 42.57 44.70 46.93
MO 7/1/2011 6824.00 7162.00 7525.99 7902.11 8297.31
HR 7/1/2011 39.37 41.32 43.42 45.59 47.87
-- 16 --
Pay Class
Code Code Class Title A B C D E F
4 D 6328 Battalion Chief (Day) MO 1/1/2008 6076.95 6380.28 6704.40 7038.93 7390.79
(Monthly hours - 173.33) HR 1/1/2008 35.06 36.81 38.68 40.61 42.64
MO 7/1/2008 6076.95 6380.28 6704.40 7038.93 7390.79 7759.98
HR 7/1/2008 35.06 36.81 38.68 40.61 42.64 44.77
MO 1/1/2009 6319.61 6522.41 6973.07 7319.73 7687.19 8070.24
HR 1/1/2009 36.46 37.63 40.23 42.23 44.35 46.56
MO 7/1/2009 6382.01 6588.27 7042.40 7392.52 7763.45 8151.71
HR 7/1/2009 36.82 38.01 40.63 42.65 44.79 47.03
969 6327 Battalion Chief Shift MO 1/1/2008 , 6078.62 6379.21 6695.39 7038.28 7387.86
(Monthly hours - 218.66) HR 1/1/2008 27.30 28.65 30.07 31.61 33.18
MO 7/1/2008 6078.62 6379.21 6695.39 7038.28 7387.86 7757.47
HR 7/1/2008 27.30 28.65 30.07 31.61 33.18 34.84
MO 1/1/2009 6317.09 6629.77 6957..76 7314.18 7677.15 8061.99
HR 1/1/2009 28.89 30.32 31.82 33.45 35.11 36.87
MO 7/1/2009 6380.50 6695.37 7027.73 7386.33 7753.68 8142.90
HR 7/1/2009 29.18 30.62 32.14 33.78 35.46 37.24
970 11107 Chief Engineer MO 1/1/2008 5882.82 6174.01 6480.81 6810.14 7149.86
1255 Community Relations HR 1/1/2008 33.94 35.62 37.39 39.29 41.25
Manager MO 7/1/2008 5969.49 6265.88 6576.14 6910.67 7255.59
1231 Human Resources HR 7/1/2008 34.44 36.15 37.94 39.87 41.86
Manager MO 1/1/2009 6165.35 6470.41 6791.07 7136.00 7493.06
1267 Park and Recreation HR 1/1/2009 35.57 37.33 39.18 41.17 43.23
Manager MO 7/1/2009 6219.08 6527.61 6850.00 7198.39 7558.92
1261 Street and Traffic Ops Mgr HR 7/1/2009 35.88 37.66 39.52 41.53 43.61
11108 Utility Project Manager
1273 Water and Irrigation Mgr
971 1323 Assistant City Attorney II MO 1/1/2008 5600.29 5882.82 6174.01 6480.81 6810.14
15101 Assistant Wastewater HR 1/1/2008 32.31 33.94 35.62 37.39 39.29
Manager MO 7/1/2008 5683.49 5969.49 6265.88 6576.14 6910.67
1253 Neighborhood HR 7/1/2008 32.79 34.44 36.15 37.94 39.87
Development Services Mgr. MO 1/1/2009 5868.95 6165.35 6470.4.1 6791.07 7136.00
1254 Planning Manager HR 1/1/2009 33.86 35.57 37.33 39.18 41.17
1274 Public Safety MO 7/1/2009 5920.95 6219.08 6527.61 6850.00 7198.39
Communications Manager HR 7/1/2009 34.16 35.88 37.66 39.52 41.53
1262 Transit Manager
11102 Utility Engineer
972 10101 Deputy Human Resource MO 1/1/2008 5333.36 5600.29 5882.82 6174.01 6480.81
Manager HR 1/1/2008 30.77 32.31 33.94 35.62 37.39
10303 Financial Services Officer MO 7/1/2008 5413.10 5683.49 5969.49 6265.88 6576.14
1263 Fleet Manager HR 7/1/2008 31.23 32.79 34.44 36.15 37.94
® 13101 Parks Operations MO 1/1/2009 5589.89 5868.95 6165.35 6470.41 6791.07
Supervisor HR 1/1/2009 32.25 33.86 35.57 37.33 39.18
1266 Refuse and Recycling MO 7/1/2009 5638.42 5920.95 6219.08 6527.61 6850.00
Manager HR 7/1/2009 32.53 34.16 35.88 37.66 39.52
11104 Senior Engineer
- -17 --
Pay Class
Code Code Class Title A B C D E F
11202 Senior Project Planner
(Transit)
11901 Supervising Senior Analyst
10304 Treasury Services Officer
1242 Utility Customer
Services Manager
11105 Water /Irrigation Engineer
973 1324 Assistant City Attorney I MO 1/1/2008 5076.84 5333.36 5600.29 5882.82 6174.01
1234 City Clerk HR 1/1/2008 29.29 30.77 32.31 33.94 35.62
11101 Construction Supervisor MO 7/1/2008 5151.37 5413.10 5683.49 5969.49 6265.88
1421 Court Services Manager HR 7/1/2008 29.72 31.23 32.79 34.44 36.15
11410. Neighborhood MO 1/1/2009 5319.50 5589.89 5868.95 6165.35 6470.41
Development Services HR 1/1/2009 30.69 32.25 33.86 35.57 37.33
Operations Supervisor MO 7/1/2009 5366.30 5638.42 5920.95 6219.08 6527.61
17101 Public Safety Assistant HR 7/1/2009 30.96 32.53 34.16 35.88 37.66
Communications Manager
13302 Street Maintenance
Supervisor
11201 Supervising Associate
Planner
11251 Supervising Code Inspector
11103. Supervising Traffic
4110
Engineer .
11106 Surface Water Engineer
15102 Wastewater Treatment
Plant Process Control
Supervisor
974 12201 Industrial Maintenance MO 1/1/2008 4837.64 5076.84 5333.36 5600.29 5882.82
Supervisor HR 1/1/2008 27.91 29.29 30.77 32.31 33.94
11902 Operations Supervisor _ MO 7/1/2008 4908.71 5151.37 5413.10 5683.49 5969.49
13102 Parks Superintendent HR 7/1/2008 28.32 29.72 31.23 32.79 34.44
10201 Senior Analyst (Exempt) MO 1/1/2009 5069.90 5319.50 5589.89 5868.95 6165.35
11301 Traffic Operations HR 1/1/2009 29.25 30.69 32.25 33.86 35.57
Supervisor MO 7/1/2009 5114.97 5366.30 5638.42 5920.95 6219.08
15201 Water Treatment Plant HR 7/1/2009 29.51 30.96 32.53 34.16 35.88
Supervisor
975 10302 Accountant MO 1/1/2008 4607.11 4837.64 5076.84 5333.36 5600.29
11502 Aquatics Program HR 1/1/2008 26.58 27.91 29.29 30.77 32.31
Supervisor MO 7/1/2008 4674.71 4908.71 5151.37 5413.10 5683.49
10102 Chief Examiner HR 7/1/2008 26.97 28.32 29.72 31.23 32.79
12103 Equipment Supervisor MO 1/1/2009 4827.24 5069.90 5319.50 5589.89 5868.95
11730 Forensic Supervisor HR 1/1/2009 27.85 29.25 30.69 32.25 33.86
15301 Lab Coordinator MO 7/1/2009 4870.57 5114.97 5366.30 5638.42 5920.95
10301 Payroll Officer HR 7/1/2009 28.10 29.51 30.96 32.53 34.16
15104 Pretreatment Supervisor
1431. Probation Services Manager
10202 Project Manager
-- 18 --
Pay Class
Code Code Class Title A B C D E F
® 13301 Street Supervisor
13701 Traffic Sign Supervisor
14201 Transit Operations
Supervisor
13201 Wastewater Maintenance
Supervisor
13501 Water Distribution Supervisor
976 13401 Irrigation Supervisor MO 1/1/2008 4381.78 4607.11 4837.64 5076.84 5333.36
10203 Lead Applications System HR 1/1/2008 25.28 26.58 27.91 29.29 30.77
Designer MO 7/1/2008 4445.91 4674.71 4908.71 5151.37 5413.10
11750 Lead Police Support HR 7/1/2008 25.65 26.97 28.32 29.72 31.23
Services Supervisor MO 1/1/2009 4591.51 4827.24 5069.90 5319.50 5589.89
11503 Recreation Supervisor HR 1/1/2009 26.49 27.85 29.25 30.69 32.25
11805 Senior Buyer MO 7/1/2009 4631.38 4870.57 5114.97 5366.30 5638.42
15103 WWTP Chief Operator HR 7/1/2009 26.72 28.10 29.51 30.96 32.53
977 12101 Equipment Maintenance MO 1/1/2008 4178.99 .4381.78 4607.11 4837.64 5076.84
Supervisor HR 1/1/2008 24.11 25.28 26.58 27.91 29.29
MO 7/1/2008 4241.39 4445.91 4674.71 4908.71 5151.37
HR 7/1/2008 24.47 25.65 26.97 28.32 29.72
MO 1/1/2009 4380.05 4591.51 4827.24 5069.90 5319.50
HR 1/1/2009 25.27 26.49 27.85 29.25 30.69
MO 7/1/2009 4418.18 4631.38 4870.57 5114.97 5366.30
HR 7/1/2009 25.49 26.72 28.10 29.51 30.96
978 13601 Building Superintendent MO 1/1/2008 3974.46 4178.99 4381.78 4607.11 4837.64
13103 Cemetery Supervisor HR 1/1/2008 22.93 24.11 25.28 26.58 27.91
11602 Code Inspections Office MO 7/1/2008 4033.39 4241.39 4445.91 4674.71 4908.71
Supervisor HR 7/1/2008 23.27 24.47 25.65 26.97 28.32
11720 Corrections Sergeant MO 1/1/2009 4165.12 4380.05 4591.51 4827.24 5069.90
11710 Police Services Supervisor HR 1/1/2009 24.03 25.27 26.49 27.85 29.25
1432 Probation Officer MO 7/1/2009 4201.52 4418.18 4631.38 4870.57 5114.97
11401 Senior Program Supervisor HR 7/1/2009 24.24 25.49 26.72 28.10 29.51
14202 Transit Field Operations Supervisor.
14301 Utility Service Supervisor
979 1331 Administrative Assistant to MO 1/1/2008 3792.46 3974.46 4178.99 4381.78 4607.11
the City Manager HR 1/1/2008 21.88 22.93 24.11 25.28 26.58
10502 Deputy City Clerk MO 7/1/2008 3847.93 4033.39 4241.39 4445.91 4674.71
1311 Executive Secretary HR 7/1/2008 22.20 23.27 24.47 25.65 26.97
12102 Mechanic I I MO 1/1/2009 3974.46 4165.12 4380.05 4591.51 4827.24
11604 Parks and Recreation HR 1/1/2009 22.93 24.03 25.27 26.49 27.85
Administrative Associate MO 7/1/2009 . 4009.12 4201.52 4418.18 4631.38 4870.57
® 14101 Solid Waste Supervisor HR 7/1/2009 23.13 24.24 25.49 26.72 28.10
19
Pay Class
Code Code Class Title A B C D E F
980 16101 Administrative Assistant MO 1/1/2008 3610.46 3792.46 3974.46 4178.99 4381.78
to Fire Chief HR 1/1/2008 20.83 21.88 22.93 24.11 25.28
11701 Administrative Assistant to MO 7/1/2008 3664.20 3847.93. 4033.39 4241.39 4445.91
to Police Chief HR 7/1/2008 21.14 22.20 23.27 24.47 25.65
1434 Case Specialist MO 1/1/2009 3783.79 3974.46 4165.12 4380.05 4591.51
1423 Certified Court Interpreter HR 1/1/2009 21.83 22.93 24.03 25.27 26.49
11601 Community & Economic MO 7/1/2009 3816.73 4009.12 4201.52 4418.18 4631.38
Development Office HR 7/1/2009 22.02 23.13 24.24 25.49 26.72
Administrator
1430 Deputy Court Services
Manager
10601 Engineering Contracts
Specialist
10506 Executive Assistant
10510 Legal Assistant III
11501 Recreation Program Supervisor
981 10305 Financial Services MO 1/1/2008 3433.67 3610.46 3792.46 3974.46 4178.99
Technician - Payroll HR 1/1/2008 19.81 20.83 21.88 22.93 24.11
10103 Human Resources MO 7/1/2008 3483.93 3664.20 3847.93 4033.39 4241.39
Specialist HR 7/1/2008 20.10 21.14 22.20 23.27 24.47
MO 1/1/2009 3598.33 3783.79 3974.46 4.165.12 4380.05
HR 1/1/2009 20.76 21.83 22.93 24.03 25.27
MO 7/1/2009 3629.53 3816.73 4009.12 4201.52 4418.18
HR 7/1/2009 20.94 22.02 23.13 24.24 25.49
982 10602 Engineering Office MO 1/1/2008 3277.67 3433.67 3610.46 3792.46 3974.46
Assistant HR 1/1/2008 18.91 19.81 20.83 21.88 22.93
10520 Utility and Finance MO 7/1/2008 3326.20 3483.93 3664.20 3847.93 4033.39
Assistant HR 7/1/2008 19.19 20.10 21.14 22.20 23.27
MO 1/1/2009 3435.40 3598.33 3783.79 3974.46 4165.12
HR 1/1/2009 19.82 20.76 21.83 22.93 24.03
MO 7/1/2009 3464.87 3629.53 3816.73 4009.12 4201.52
HR 7/1/2009 19.99 20.94 22.02 23.13 24.24
983 10507 Administrative Secretary MO 1/1/2008 3116.47 3277.67 3433.67 3610.46 3792.46
10511 Legal Assistant II HR 1/1/2008 17.98 18.91 19.81 20.83 21.88
11603 Public Works Office MO 7/1/2008 3163.27 3326.20 3483.93 3664.20 3847.93
Assistant HR 7/1/2008 18.25 19.19 20.10 21.14 22.20
MO 1/1/2009 3267.27 3435.40 3598.33 3783.79 3974.46
HR 1/1/2009 18.85 19.82 20.76 21.83 22.93
MO 7/1/2009 3296.74 3464.87 3629.53 3816.73 4009.12
HR 7/1/2009 19.02 19.99 20.94 22.02 23.13
-- 20 --
Pay Class
Code Code Class Title A B C D E F
10104 Human Resources MO 1/1/2008 2969.14 3116.47 3277.67 3433.67 3610.46
Assistant HR 1/1/2008 17.13 17.98 18.91 19.81 20.83
10512 Legal Assistant I MO 7/1/2008 3012.48 3163.27 3326.20 3483.93 3664.20
HR 7/1/2008 17.38 18.25 19.19 20.10 21.14
MO 1/1/2009 3111.27 3267.27 3435.40 3598.33 3783.79
HR 1/1/2009 17.95 18.85 19.82 20.76 21.83
MO 7/1/2009 3139.01 3296.74 3464.87 3629.53 3816.73
HR 7/1/2009 18.11 19.02 19.99 20.94 22.02
985 No Allocated MO 1/1/2008 2830.48 2969.14 3116.47 3277.67 3433.67
Classification HR 1/1/2008 16.33 17.13 17.98 18.91 19.81.
MO 7/1/2008 2872.08 3012.48 3163.27 3326.20 3483.93
HR 7/1/2008 16.57 17.38 18.25 19.19 20.10
MO 1/1/2009 2965.68 3111.27 3267.27 3435.40 3598.33
HR 1/1/2009 17.11 17.95 18.85 19.82 20.76
MO 7/1/2009 2991.68 3139.01 3296.74 3464.87 3629.53
HR 7/1/2009 17.26 18.11 19.02 19.99 20.94
986 No Allocated MO 1/1/2008 2693.55 2830.48 2969.14 3116.47 3277.67
Classification HR 1/1/2008 15.54 16.33 17.13 17.98 18.91
MO 7/1/2008 2733.41 • 2872.08 3012.48 3163.27 3326.20
HR 7/1/2008 15.77 16.57 17.38 18.25 19.19
41) MO 1/1/2009 2823.55 2965.68 3111.27 3267.27 3435.40
HR 1/1/2009 16.29 17.11 17.95 18.85 19.82
MO 7/1/2009 2847.81 2991.68 3139.01 3296.74 3464.87
HR 7/1/2009 16.43 17.26 18.11 19.02 19.99
987 18101 Communications Division MO 1/1/2008 2572.22 2693.55 2830.48 2969.14 3116.47
Office Assistant HR 1/1/2008 14.84 15.54 16.33 17.13 17.98
1422 Municipal Court Clerk MO 7/1/2008 2610.35 2733.41 ` ° 2872.08 3012.48 3163.27
1433 Probation Services Clerk HR 7/1/2008 15.06 15.77 16.57 17.38 18.25
MO 1/1/2009 2695.28 2823.55 2965.68 3111.27 3267.27
HR 1/1/2009 15.55 16.29 17.11 17.95 18.85
•
MO 7/1/2009 2719.55 2847.81 2991.68 3139.01 3296.74
HR 7/1/2009 15.69 16.43 " 17.26 18.11 19.02
988 No Allocated MO 5/18/2008 2449.15 2572.22 2693.55 2830.48 2969.14
Classification HR 5/18/2008 14.13 14.84 15.54 16.33 17.13
MO 7/1/2008 2485.55 2610.35 2733.41 2872.08 3012.48
HR 7/1/2008 14.34 15.06 15.77 16.57 17.38
MO 1/1/2009 2567.02 . 2695.28 2823.55 2965.68 3111.27
HR 1/1/2009 14.81 15.55 16.29 17.11 17.95
MO 7/1/2009 2589.55 2719.55 2847.81 2991.68 3139.01
HR 7/1/2009 14.94 15.69 16.43 17.26 18.11
0
-- 21 --
Pay Class
Code Code Class Title A B C D E F
989 No Allocated MO 5/18/2008 2333.02 2449.15 2572.22 2693.55 2830.48
Classification HR 5/18/2008 13.46 14.13 14:84 15.54 16.33
MO 7/1/2008 2367.69 2485.55 2610.35 2733.41 2872.08
HR 7/1/2008 13.66 14.34 15.06 15.77 16.57
MO 1/1/2009 2445.69 2567.02 2695.28 2823.55 2965.68
HR 1/1/2009 14.11 14.81 15.55 16.29 17.11
MO 7/1/2009 2466.49 2589.55 2719.55 2847.81 2991.68
HR 7/1/2009 14.23 14.94 15.69 16.43 17.26
990 1424 Municipal Court Cashier MO 5/18/2008 2222.09 2333.02 2449.15 2572.22 2693.55
HR 5/18/2008 12.82 13.46 14.13 14.84 15.54
MO 7/1/2008 2255.02 2367.69 2485.55 2610.35 2733.41
HR 7/1/2008 13.01 13.66 14.34 15.06 15.77
MO 1/1/2009 2329.56 2445.69 2567.02 2695.28 2823.55
HR 1/1/2009 13.44 14.11 14.81 15.55 16.29
MO 7/1/2009 2350.35 2466.49 2589.55 2719.55 2847.81
HR 7/1/2009 13.56 14.23 14.94 15.69 16.43
Section 7 . Subsection 2.20.110C of the City of Yakima Municipal Code is hereby amended to read as follows:
"C. Civil Service Classes
Pay Class
Range Code Class Title A B C D E F
1.0 No Allocated MO 1/1/2008 1625.84 1705.57 1776.63 1858.10 1937.83
Classification HR 1/1/2008 9.38 9.84 10.25 10.72 11.18
MO 1/1/2009 1683.03 1764.50 1839.03 1923.96 2005.43
HR 1/1/2009 9.71 10.18 10.61 11.10 11.57
1.5 No Allocated MO 1/1/2008 1669.17 1738.50 1819.97 1892.76 1975.96
Classification HR 1/1/2008 9.63 10.03 10.50 10.92 11.40
MO 1/1/2009 1728.10 1799.17 1884.10 1958.63 2045.29
HR 1/1/2009 9.97 10.38 10.87 11.30 11.80
2.0 8610 Labor Helper MO 1/1/2008 1705.57 1776.63 1858.10 1937.83 2017.56
5268 Lifeguard /Instructor HR 1/1/2008 9.84 10.25 10.72 11.18 11.64
MO 1/1/2009 1764.50 1839.03 1923.96 2005.43 2088.63
HR 1/1/2009 10.18 10.61. 11.10 11.57 12.05
2.5 No Allocated MO 1/1/2008 1738.50 1819.97 1892.76 1975.96 2060.89
Classification HR 1/1/2008 10.03 10.50 10.92 11.40 11.89
MO 1/1/2009 1799.17 1884.10 1958.63 2045.29 2133.69
HR 1/1/2009 10.38 10.87 11.30 11.80 12.31
3.0 No Allocated MO 1/1/2008 1776.63 1858.10 1937.83 2017.56 2116.36
Classification HR 1/1/2008 10.25 10.72 11.18 11.64 12.21
MO 1/1/2009 1839.03 1923.96 2005.43 2088.63 2190.89
HR 1/1/2009 10.61 11.10 11.57 12.05 12.64
-- 22 --
Pay Class
Range Code Class Title A B C D E F
O
3.5 No Allocated MO 1/1/2008 1819.97 1892.76 1975.96 2060.89 2159.69
Classification HR 1/1/2008 10.50 10.92 11.40 11.89 12.46
MO 1/1/2009 1884.10 1958.63 2045.29 2133.69 2235.96
HR 1/1/2009 10.87 .11.30 11.80 12.31 12.90
4.0 No Allocated MO 1/1/2008 1858.10 1937.83 2017.56 2116.36 2206.49
Classification HR 1/1/2008 10.72 11.18 11.64 12.21 12.73
MO 1/1/2009 1923.96 2005.43 2088.63 2190.89 2284.49
HR 1/1/2009 11.10 11.57 12.05 12.64 13.18
4.5 8511 Custodian MO 1/1/2008 1892.76 1975.96 2060.89 2159.69 2258.49
HR 1/1/2008 10.92 11.40 11.89 12.46 13.03
MO 1/1/2009 1958.63 2045.29 2133.69 2235.96 2338.22
HR 1/1/2009 11.30 11.80 12.31 12.90 13.49
5.0 6260 Police Cadet MO 1/1/2008 1937.83 2017.56 2116.36 2206.49 2310.49
HR 1/1/2008 11.18 11.64 12.21 12.73 13.33
MO 1/1/2009 2005.43 2088.63 2190.89 2284.49 2391.95
HR 1/1/2009 11.57 12.05 12.64 13.18 13.80
410 5.5 7511 Data Entry Operator I MO 1/1/2008 1975.96 2060.89 2159.69 2258.49 2359.02
7121 Department Assistant I HR 1/1/2008 11.40 11.89 12.46 13.03 13.61
5201 Golf Starter MO 1/1/2009 2045.29 2133.69 2235.96 2338.22 2442.22
6251 Police Department HR 1/1/2009 11.80 12.31 12.90 13.49 14.09
Assistant I
6.0 No Allocated MO 1/1/2008 2017.56 2116.36 2206.49 2310.49 2419.69
Classification HR 1/1/2008 11.64 12.21 12.73 13.33 13.96
MO 1/1/2009 2088.63 2190.89 2284.49 2391.95 2504.62
HR 1/1/2009 12.05 12.64 13.18 13.80 14.45
6.5 2315 Cashier MO 1/1/2008. 2060.89 2159.69 2258.49 2359.02 2468.22
7122 Department Assistant II HR 1/1/2008 . 11.89 12.46 13.03 13.61 14:24
8820 Park Caretaker MO 1/1/2009 2133.69 2235.96 2338.22 2442.22 2554.88
5234 Recreation Leader HR 1/1/2009 12.31 12.90 13.49 14.09 14.74
7110 Senior Center Clerk
7.0 5267 Aquatic Leader MO 1/1/2008 2116.36 2206.49 2310.49 2419.69 2520.22
7512 Data Entry Operator II HR 1/1/2008 12.21 12.73 13.33 13.96 14.54
MO 1/1/2009 2190.89 2284.49 2391.95 2504.62 2608.62
HR 1/1/2009 12.64 13.18 13.80 14.45 15.05
7.5 No Allocated MO 1/1/2008 2159.69 2258.49 2359.02 2468.22 2575.68
Classification HR 1/1/2008 12.46 13.03 13.61 14.24 14.86
MO 1/1/2009 2235.96 2338.22 2442.22 2554.88 2665.82
HR 1/1/2009 12.90 13.49 14.09 14.74 15.38
- -23 --
Pay Class
Range Code Class Title A B C D E F
8.0 7131 Word Processing Typist MO 1/1/2008 2206.49 2310.49 2419.69 2520.22 2631.15
HR 1/1/2008 12.73 13.33 13.96 14.54 15.18
MO 1/1/2009 2284.49 . 2391.95 2504.62 2608.62 2723.01
HR 1/1/2009 13.18 13.80 14.45 15.05 15.71
8.5 8541 Building Maintenance MO 1/1/2008 2258.49 2359.02 2468.22 2575.68 2705.68
Specialist HR 1/1/2008 13.03 13.61 14.24 14.86 15.61
7123 Department Assistant III MO 1/1/2009 2338.22 2442.22 2554.88 2665.82 2801.01
5202 Golf Course Attendant HR 1/1/2009 13.49 14.09 14.74 15.38 16.16
6243 Police Department
Assistant II
8301 Wastewater Facility
Support Worker
* Retained for Police Pension Purposes
9.0 2106 Computer Operations MO 1/1/2008 2310.49 2419.69 2520.22 2631.15 2769.81
Assistant HR 1/1/2008 13.33 13.96 14.54 15.18 15.98
8810 Park Laborer MO 1/1/2009 2391.95 2504.62 2608.62 2723.01 2866.88
8819 Parks Maintenance Worker HR 1/1/2009 13.80 14.45 15.05 15.71 16.54
2115 Publications and Graphics
Specialist
8710 Street Laborer
9.5 2253 Community Programming MO 1/1/2008 2359.02 2468.22 2575.68 2705.68 2816.61
Assistant HR 1/1/2008 13.61 14.24 14.86 15.61 16.25
4111 Engineering Aid MO 1/1/2009 2442.22 2554.88 2665.82 2801.01 2915.41
6611 Lead Parking Enforcement HR 1/1/2009 14.09 14.74 15.38 16.16 16.82
Officer
8821 Park Specialist I
4611 Traffic Aid
10.0 6252 .Police Services Specialist 1 MO 1/1/2008 2419.69 2520.22 2631.15 2769.81 2875.54
8204 Vehicle Maintenance HR 1/1/2008 13.96 14.54 15.18 15.98 16.59
Attendant (Lead) MO 1/1/2009 2504.62 2608.62 2723.01 2866.88 2976.08
HR 1/1/2009 14.45 15.05 15.71 16.54 17.17
10.5 6511 Animal Control Lead MO 1/1/2008 2468.22 2575.68 2705.68 2816.61 2951.81
5266 Aquatic Specialist HR 1/1/2008 14.24 14.86 15.61 16.25 17.03
2232 Central Storekeeper MO 1/1/2009 2554.88 2665.82 2801.01 2915.41 3055.81
2105 Computer Operator/ HR 1/1/2009 14.74 15.38 16.16 16.82 17.63
Programmer
7124 Department Assistant IV
8421 Equipment Operator I .
5121 Housing Rehabilitation
Assistant .
8320 Laboratory Assistant
•
-- 24 --
Pay Class
Range Code Class Title A B C D E F
0 8822 Park Specialist II
3310 Planning Specialist
5235 Recreation Activities
Specialist
7111 Senior Center Assistant
8721 Street Cleaning Specialist I
8631 Utility Worker
8311 Wastewater Treatment
Plant Operator I
11.0 2254 Municipal Producer MO 1/1/2008 2520.22 2631.15 2769.81 2875.54 3017.68
4211 Traffic Signal Aide HR 1/1/2008 14.54 15.18 15.98 16.59 17.41
MO 1/1/2009 2608.62 2723.01 2866.88 2976.08 3123.41
HR 1/1/2009 15.05 15.71 16.54 17.17 18.02
11.5 2107 Computer Operations MO 1/1/2008 2575.68 2705.68 2816.61 2951.81 3093.94
Technician HR 1/1/2008 14.86 15.61 16.25 17.03 17.85
8542 Facility Maintenance MO 1/1/2009 2665.82 2801.01 2915.41 3055.81 3201.41
Specialist HR 1/1/2009 15.38 16.16 16.82 17.63 18.47
5154 Neighborhood Development
Development Assistant
8621 Monument Setter
7611 Print Shop Operator
12.0 6212 Assistant Evidence MO 1/1/2008 2631.15 2769.81 2875.54 3017.68 3156.34
Technician HR 1/1/2008 15.18 15.98 16.59 17.41 18.21
4410 Code Inspection Trainee MO 1/1/2009 2723.01 2866.88 2976.08 3123.41 3267.27
8422 Equipment Operator II HR 1/1/2009 15.71 16.54 17.17 18.02 18.85
7315 Utility Service
Representative
7151 Water /Irrigation Division
Administrative Specialist
12.5 2312 Accounting Technician MO 1/1/2008 2705.68 2816.61 2951.81 3093.94 3230.87
2230 Assistant Buyer HR 1/1/2008 15.61 16.25 17.03 17.85 18.64
5254 Athletic Coordinator MO 1/1/2009 2801.01 2915.41 3055.81 3201.41 3343.54
8830 Cemetery Specialist HR 1/1/2009 16.16 16.82 17.63 18.47 19.29
2316 Financial Services
Specialist .
8818 Parks Maintenance
Specialist
8823 Park Specialist III
5255 Recreation Coordinator
7141 Pension /Records Clerk
8840 Pool Maintenance
Specialist
2233 .Purchasing Assistant
- -25 --
Pay Class
Range Code Class Title A B C D E F
8641 Solid Waste Maintenance
Worker
8722 Street Cleaning
Specialist II
13.0 4121 Engineering Technician I MO 1/1/2008 2769.81 2875.54 3017.68 3156.34 3295.00
(Design) HR 1/1/2008 15.98 16.59 17.41 18.21 19.01
4122 Engineering Technician I MO 1/1/2009 2866.88 2976.08 3123.41 3267.27 3411.13
(Records) HR 1/1/2009 16.54 17.17 18.02 18.85 19.68
4131 Engineering Technician I
(Survey)
6610 Parking Enforcement
Officer
8111 Park Supervisor I
4441 Permit Technician
3312 Planning Technician
4621 Traffic Technician I
13.5 2101 Computer Programmer MO 1/1/2008 2816.61 2951.81 3093.94 3230.87 3381.67
2252 Community Programming HR 1/1/2008 16.25 17.03 17.85 18.64 19.51
Coordinator MO 1/1/2009 2915.41 .3055.81 3201.41 3343.54 3499.53
8651 Concrete Specialist I HR 1/1/2009 16.82 17.63 18.47 19.29 20.19
8671 Irrigation Specialist I
8731 Wastewater Maintenance
Specialist I
8741 Waterworks Specialist I
8743 Waterworks Specialist III
14.0 8831 Cemetery Maintenance MO 1/1/2008 2875.54 3017.68 3156.34 3295.00 3451.00
Technician HR 1/1/2008 16.59 17.41 18.21 19.01 19.91
8423 Equipment Operator III MO 1/1/2009 2976.08 3123.41 3267.27 3411.13 3572.33
5122 Neighborhood Developmer HR 1/1/2009 17.17 18.02 18.85 19.68 20.61
Rehabilitation Specialist I
8221 Machinist
6242 Police Records Supervisor *
6253 Police Services Specialist II
4221 Signal. Technician I
* Retained for Police Pension Purposes
14.5 8203 Fleet Maintenance MO 1/1/2008 2951.81 3093.94 3230.87 3381.67 3527.27
Technician . HR 1/1/2008 17.03 17.85 18.64 19.51 20.35
5130 Home Remodeling MO 1/1/2009 3055.81 3201.41 3343.54 3499.53 3650.33
Technician HR 1/1/2009 17.63 18.47 19.29 20.19 21.06
5152 Neighborhood Development
Accounting Specialist
-- 26 --
Pay Class .
Rance Code Class Title A B C D E F
O 8302 Industrial Waste Operator
8711 Street Maintenance Specialist.
8750 Utilities Locator •
7311 Water Service Specialist
8331 Water Treatment
Plant Operator -In- Training
•
15.0 6510 Animal Control Officer MO 1/1/2008 3017.68 3156.34 3295.00 3451.00 3613.93
4419 Code Compliance Officer HR 1/1/2008 17.41 18.21 19.01 19.91 20.85
2310 Grant Coordinator MO 1/1/2009 3123.41 3267.27 3411.13 3572.33 3740.46
5151 Housing Loan Specialist HR 1/1/2009 18.02 18.85 19.68 20.61 21.58
8672 Irrigation Specialist II
8242 Preventative Maintenance
Technician
8663 Traffic Sign Specialist
8732 Wastewater Maintenance
Specialist II
8312 Wastewater Treatment Plant
•
Operator II
8742. Waterworks Specialist II
15.5 8213 Automotive Storekeeper MO 1/1/2008 3093.94 3230.87 3381.67 3527.27 3700.60
® 6221 Corrections Officer HR 1/1/2008 17.85 18.64 19.51 20.35 21.35
8321 Laboratory Technician MO 1/1/2009 3201.41 3343.54 3499.53 3650.33 3830.59
8817 Parks Maintenance HR 1/1/2009 18.47 19.29 20.19 21.06 22.10
Technician
8205 Police Fleet Specialist •
5256 Recreation Activities
Coordinator
8322 Pretreatment Technician
8434 Solid Waste Code Compliance Officer
8433 Solid Waste Collector /Driver
8681 Storekeeper
16.0 6235 Corrections MO 1/1/2008 3156.34 3295.00 3451.00 3613.93 3776.86
Administrative Specialist HR .1/1/2008 18.21 19.01 19.91 20.85 21.79
4115 Engineering Utility MO 1/1/2009 3267.27 3411.13 3572.33 3740.46 3908.59
Specialist HR • 1/1/2009 18.85 19.68 20.61 21.58 22.55
4310 Plans Examiner
(Residential)
6241 Police Information .
Specialist*
4222 Signal Technician H
8251 Waterworks Device
Technician .
-27 --
Pay Class
Range Code Class Title A B C D E F
8745 Waterworks
Drafting /Service
Representative
* Retained for Police Pension Purposes
16.5 8841 Aquatic Maintenance MO 1/1/2008 3230.87 3381.67 3527.27 3700.60 3877.39
Technician HR 1/1/2008 18.64 19.51 20.35 21.35 22.37
3311 Assistant Planner MO 1/1/2009 3343.54 3499.53 3650.33 3830.59 4012.59
2231 Buyer I HR 1/1/2009 19.29 20.19 21.06 22.10 23.15
7171 Communications & Technology
Office Assistant
4125 Engineering Technician II
2102 GIS Technician
8825 Golf Course Maintenance
Specialist
5271 Parks and Recreation
Administrative Specialist
2103 Programmer Analyst
2262 Safety and Training
Officer
8664 Senior Traffic Sign
Specialist
4622 Traffic Technician II
8751 Utilities Locator /Safety
Coordinator
17.0 4141 Construction Inspector MO 1/1/2008 3295.00 3451.00 3613.93 3776.86 3958.86
4134 Engineering Technician III HR 1/1/2008 19.01 19.91 20.85 21.79 22.84
(Design) MO 1/1/2009 3411.13 3572.33 3740.46 3908.59 4097.52
4135 Engineering Technician III HR 1/1/2009 19.68 20.61 21.58 22.55 23.64
(Development)
4133 Engineering Technician III
(Survey)
6211 Evidence Technician
8241 Industrial Maintenance
Mechanic
8673 Irrigation Crew leader
8211 Mechanic I
4128 Right of Way Agent
8701 Street Inspector
8733 Wastewater Maintenance Crew Leader
8744 Water Distribution
Crew leader
8313 Wastewater Treatment
Plant Operator III
-- 28 --
Pay Class
Range Code Class Title A B C D E F
0 7.5 8755 Construction Quality MO 1/1/2008 3381.67 3527.27 , 3700.60 3877.39 4050.72
Control Technician HR 1/1/2008 19.51 20.35 21.35 22.37 23.37
8323 Pretreatment Crew Leader MO 1/1/2009 3499.53 3650.33 3830.59 4012.59 4192.85
8713 Street Maintenance Crew HR 1/1/2009 20.19 21.06 22.10 23.15 24.19
Leader
18.0 2251 Cable Television MO 1/1/2008 3451.00 3613.93 3776.86 3958.86 4144.32
Coordinator HR 1/1/2008 19.91 20.85 21.79 22.84 . 23.91
5123 Neighborhood MO 1/1/2009 3572.33. 3740.46 3908.59 4097.52 4289.92
Development . HR 1/1/2009 20.61 21.58 22.55 23.64 24.75
Rehabilitation Specialist II
6210 Senior Evidence Technician
8252 Water Device Crew Leader
18.5 5156 Grant Financial MO 1/1/2008 3527.27 3700.60 3877.39 4050.72 4250.05
Specialist HR 1/1/2008 20.35 21.35 22.37 23.37 24.52
4240 Instrument Technician MO 1/1/2009 3650.33 3830.59 4012.59 4192.85 4399.12
8253 Water Automated Meter HR 1/1/2009 21.06 22.10 23.15 24.19 25.38
Infrastructure (AMI) Crew Leader
19.0 3321 Associate Planner MO 1/1/2008 3613.93 3776.86 3958.86 4144.32 4338.45
3320 Community Development HR 1/1/2008 20.85 21.79 22.84 23.91 25.03
41110 Specialist MO 1/1/2009 3740.46 3908.59 4097.52 4289.92 4490.98
6265 Crime and Intelligence HR 1/1/2009 21.58 22.55 23.64 24.75 25.91
Analyst
3112 Engineering Associate
5124 Housing Rehabilitation
Specialist III
8326 Laboratory Chemist
. 7161 Public Records Officer
2104 Senior Analyst
4632 Traffic Associate
19.5 2234 Buyer I I MO 1/1/2008 3700.60 3877.39 4050.72 4250.05 4440.71
2108 Computer Client Services HR 1/1/2008 21.35 22.37 23.37 24.52 25.62
Technician MO 1/1/2009 3830.59 4012.59 4192.85 4399.12 4596.71
4421 Code Inspector HR 1/1/2009 22.10 23.15 24.19 25.38 26.52
4420 Fire Code Inspector
20.0 2314 Budget Analyst MO 1/1/2008 .3776.86 3958.86. 4144.32 4338.45 4539.51
3323 Economic and HR 1/1/2008 21.79 22.84 23.91 25.03 26.19
Community Affairs MO 1/1/2009 3908.59 4097.52 4289.92 4490.98 4698.98
Specialist HR . 1/1/2009 22.55 23.64 24.75 25.91 27.11
4315 Plans Examiner II
II/ (Commercial)
3322 Senior Planner
•
8332 Water Treatment Plant Operator II
- -.29 -- .
Pay Class
Range Code Class Title A B C D E F
20.5 2109 Applications Developer MO 1/1/2008 3877.39 4050.72 4250.05 4440.71 4650.44
4223 Signal Technician III HR 1/1/2008 22.37 23.37 24.52 25.62 26.83
8333 Water Treatment Plant MO 1/1/2009 4012.59 4192.85 4399.12 4596.71 4813.37
Operator 111 HR 1/1/2009 23.15 24.19 25.38 26.52 27.77
21.0 3130 Development Engineer MO 1/1/2008 3958.86 4144.32 4338.45 4539.51 4752.71
8324 Environmental Compliance HR 1/1/2008 22.84 23.91 25.03 26.19 27.42
Specialist MO 1/1/2009 4097.52 4289.92 4490.98 4698.98 4919.11
HR 1/1/2009 23.64 24.75 25.91 27.11 28.38
21.5 2114 Senior Applications MO 1/1/2008 4050.72 4243.12 4437.25 4650.44 4858.44
Developer HR 1/1/2008 23.37 24.48. 25.60 26.83 28.03
2113 Senior Client Services MO 1/1/2009 4192.85 4392.18 4593.25 4813.37 5028.30
Technician HR 1/1/2009 24.19 25.34 26.50 27.77 29.01
4635. Traffic Signal System
Analyst
8335 Water Quality Specialist
22.0 No Allocated MO 1/1/2008 4144.32 4338.45 4539.51 4752.71 4978.04
Classification HR 1/1/2008 23.91 25.03 26.19 27.42 28.72
MO 1/1/2009 4289.92 4490.98 4698.98 4919.11 5153.10
HR 1/1/2009 24.75 25.91 27.11 28.38 29.73
22.5 3120 Design Engineer MO 1/1/2008 .4243.12 4437.25 4650.44 4858.44 5088.97
3115 Project Engineer HR 1/1/2008 24.48 25.60 26.83 28.03 29.36
MO 1/1/2009 4392.18 4593.25 4813.37 5028.30 5267.50
HR 1/1/2009 25.34 26.50 27.77 29.01 30.39
23.0 2110 Database Administrator MO 1/1/2008 4338.45 4539.51 4752.71 4978.04 5198.17
2116 Lead Client Services HR 1/1/2008 25.03 26.19 27.42 28.72 29.99
Technician MO .1/1/2009 4490.98 4698.98 4919.11 5153.10 5380.16
HR 1/1/2009 25.91 27.11 28.38 29.73 31.04
23.5 No Allocated MO 1/1/2008 4437.25 4650.44 4858.44 5088.97 5309.10
Classification HR 1/1/2008 25.60 26.83 28.03 29.36 30.63
MO 1/1/2009 4593.25 4813.37 5028.30 5267.50 5494.56
HR 1/1/2009 26.50 27.77 29.01 30.39 31.70
24.0 2117 Web Applications MO 1/1/2008 4539.51 4752.71 4978.04 5198.17 5458.16
Developer /Administrator HR 1/1/2008 26.19 27.42 28.72 29.99 31.49
MO 1/1/2009 4698.98 4919.11 5153.10 5380.16 5648.82
HR 1/1/2009 27.11 28.38 29.73 31.04 32.59
24.5 No Allocated MO 1/1/2008 4650.44 4858.44 5088.97 5309.10 5577.76
Classification HR 1/1/2008 26.83 28.03 29.36 30.63 32.18
MO 1/1/2009 4813.37 5028.30 5267.50 5494.56 5773.62
HR 1/1/2009 27.77 29.01 30.39 31.70 33.31
- -30 --
Pay Class
Range Code Class Title A B C D E F
0
25.0 2112 Network Services Engineer MO 1/1/2008 4752.71 4978.04 5198.17 5458.16 5730.29
HR 1/1/2008 27.42 28.72 29.99 31.49 33.06
MO 1/1/2009 4919.11 5153.10 5380.16 5648.82 5931.35
HR 1/1/2009 28.38 29.73. 31.04 32.59 34.22
25.5 No Allocated . MO 1/1/2008 4858.44 5088.97 5309.10 5577.76 5853.35
Classification HR 1/1/2008 28.03 29.36 30.63 32.18 33.77
MO 1/1/2009 5028.30 5267.50 5494.56 5773.62 6057.88
HR 1/1/2009 29.01 30.39 31.70 33.31 34.95
26.0 No Allocated MO 1/1/2008 4978.04 5198.17 5458.16 5730.29 6018.02
Classification HR 1/1/2008 28.72 29.99 31.49 33.06 34.72
MO 1/1/2009 5153.10 5380.16 5648.82 5931.35 6229.48
HR 1/1/2009 29.73 31.04 32.59 34.22 35.94
26.5 No Allocated MO 1/1/2008 5088.97 5309.10 5577.76 5853.35 6146.28
Classification HR 1/1/2008 29.36 30.63 32.18 33.77 35.46
MO 1/1/2009 5267.50 5494.56 5773.62 6057.88 6361.21 .
HR 1/1/2009 30.39 31.70 33.31 34.95 36.70
27.0 No Allocated . MO 1/1/2008 5198.17 5458.16 5730.29 6018.02 6316.15
Classification . HR 1/1/2008 29.99 31.49 33.06 34.72 36.44
MO 1/1/2009 5380.16 5648.82 5931.35 6229.48 6538.01
HR 1/1/2009 31.04 32.59 34.22 35.94 37.72
27.5 No Allocated MO 1/1/2008 5309.10 , 5577.76 5853.35 6146.28 6451.34
Classification HR 1/1/2008 30.63 32.18 33.77 35.46 37.22
MO 1/1/2009 5494.56 5773.62 6057.88 6361.21 6676.67
HR 1/1/2009 31.70 33.31 34.95 36.70 38.52
28.0 No Allocated MO 1/1/2008 5458.16 5730.29 6018.02 6316.1.5 6640.27
Classification HR 1/1/2008 31.49 33.06 34.72 36.44 38.31
MO 1/1/2009 5648.82 5931.35 6229.48 6538.01 6872.53
HR 1/1/2009 32.59 34.22 35.94 37.72 39.65
28.5 No Allocated MO 1/1/2008 .5577.76 5853.35 6146.28 6451.34 6777.20
Classification HR 1/1/2008 32.18 33.77 35.46 37.22 39.10
MO 1/1/2009 '5773.62 6057.88 6361.21 6676.67 7014.67
HR 1/1/2009 33.31 34.95 36.70 38.52 40.47
29.0 No Allocated MO 1/1/2008 5730.29 6018.02 6316.15 6640.27 6971.33
Classification HR 1/1/2008 33.06 34.72 36.44 38.31 40.22
MO 1/1/2009 5931.35 6229.48 6538.01 6872.53 7215.73
HR 1/1/2009 34.22 35.94 37.72 39.65 41.63
-=31-
Pay Class
R ang e Code Class Title A B C D E F
29.5 No Allocated MO 1/1/2008 5853.35 6146.28 6451.34 6777.20 7115.19
Classification HR 1/1/2008 33.77 35.46 37.22 39.00 41.05
MO 1/1/2009 6057.88 6361.21 6676.67 7014.67 7364.79
HR 1/1/2009 34.96 36.70 38.52 40.47 42.49
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 day of
, 2011
ATTEST:
City Clerk
Publication Date
Effective Date
110
-- 32 --
0
• Transmittal Memo
•
•
February 28, 2011
•
•
•
To: Charter Civil Service Commission
Sheryl Smith, Civil Service Examiner
•
From: Rita DeBord, Finance and Technology Director •
Wayne Wantland, Manager Public Safety Communications and
Information Systems Divisions •
•
•
Subject: Proposed Information Systems Division Re- organization
Overview: A steadily increasing reliance on Information Technology by all divisions of
the City over the years, an ever changing / transforming industry, a significant increase
• in customer (citizen) expectations and a growing need to improve efficiencies and
reduce costs led the Information Systems Division to study our current organization, .
services and operating practices this past year. As a result, the Yakima City Council has
approved and budgeted for a re- organization within the division and a change in some
reporting relationships.
While this re- organization is not a perfect solution, nor does the resulting budget provide
the level of investment in technology sufficient to meet many important business needs
of the city, it does address the requirement imposed upon the department to reduce
costs in the 2011 budget and we are able to achieve some much needed efficiency and
• skill set improvements at the same time.
There are four new positions proposed in this reorganization that do not currently exist in
Charter Civil service nor in the City's pay ordinance (Project Manager, Web Applications
Developer /Administrator; Operations Supervisor and Communications and Technology
Office Assistant); thus, they require both Civil Service and City Council authorization
•
before they can become effective. The proposal to add these new positions is being
presented to the Charter Civil Service Board of Commissioners for your approval of the
job descriptions and pay level of these positions. Additionally, there are three, currently
filled, positions that are budgeted only through the first quarter of 2011. •
•
See chart below for a list of all positions affected by the proposed re- organization.
•
•
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•
•
Chart of Proposed Personnel Changes:
•
• 0
Position: FTEs Status Comments
A. Additions:
1. Project Manager 1.0 New Requires Civil Svc. Approval
•
Web Applications Developer /
2. Administrator 1.0 New Requires Civil Svc. Approval
3. Operations Supervisor 1.0 • New Requires Civil Svc. Approval
6. Communications & Technology Office
Assistant 1.0 New Requires Civil Svc. Approval
Existing Position; Adding FTE;
4. Sr. Applications System Designer 1.0 Add'I. Does Not require Civil Svc. Action.
Existing Position; Adding FTEs;
5 Client Svc. Technician 2.0 Add'I. Does Not require Civil Svc. Action
B. Changed / Modified:
Communications & Technology
Manager (Consolidated of two Eliminated 0.5 Manager FTE •
1. existing positions: the Public Safety _ 0.5 Modified Does Not require Civil Svc. Action.
Comm. Mgr. & Information Sys. Mgr.)
C. Deleted:
1. Computer Operations Tech. 1.0 Vacant 1 filled FTE remains
2. Applications Developer 2.0 Filled 0 filled positions will remain
3 Sr. Application Developer 1.0 Vacant 0 filled positions will remain
4 Sr. Analyst (exempt) 1.0 Filled 0 filled positions will remain
5. Lead Client Services Tech. 1.0 Filled 0 filled positions will remain
•
•
Position / FTE Changes Summary: Q,5
•
Net Change in FTEs:
•
New Positions 4.0
Add'I. FTEs (position curr. exists) .2.0
Deleted — Filled positions 3.0
Deleted — Vacant positions 2.0
Note: these proposed changes have been communicated to the AFSCME union, which
represents three employees whose positions are being eliminated in the 2011 budget. The job
descriptions and proposed pay levels of the new positions have also been forward to AFSCME.
As of the time of this report going to print, we have heard no response from AFSCME regarding
these proposed changes.
•
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•
•
•
O History:. Prior to filling the vacancy resulting from the retirement early in 2010 of the long-
' Information Systems Division Manager, we began an assessment of the existing
Information Systems division, including the existing structure, services provided, skill -
sets of the existing staff and the technology needs of the City. We were assisted in this
review by a third party consultant who specializes in this area. During this time, we also
received a recommendation to consolidate the Information Systems (IS) Division and the
• Public Safety Communications (PSC) Division due to the inter - relationships of the
computer, telephone, radio and electronic work performed by the two divisions.
This assessment and review of the Information Systems Division resulted in the addition,
reorganization and eliminations of positions within the division as it identified
opportunities for efficiency improvements, the need to improve services in some areas,
the need to provide some services not currently available and the identification of some
positions performing beneficial but lower priority work given the limited resources
available.
While staff would very much desire to implement most, if not all, of the recommendations
immediately, we recognize that the City is not fiscally able to do so at this time;
. therefore, we have identified three key components for immediate implementation: (1)
Filling of the IS manager position, (2) Focus on providing and maintaining a modern,
highly functioning City Web site, and (3) Implementation of strong project management
methodologies and approaches to our computer system projects.
•
Additionally, we found that consolidating the Information Systems (IS) and Public Safety
Communications (PSC) divisions would help us accomplish two major objectives; it
would improve efficiencies by bringing the computer and communications technology
groups together, and it would allow us to eliminate the expense of one manager position
within the City, thereby reducing the budget.
•
Supplementary Information: •
As with most changes of any significant nature, there are often "ripple affects" or minor
changes that occur as a result of the primary change; and this is certainly the case in
this situation.
•
1) While the work of the computer and communications technology functions of the
Information Systems (IS) and Public Safety Communications (PSC) divisions is •
closely related, the consolidation of these two groups brings with it the 911 call
. center and dispatch functions; functions not commonly paired with technology.
However, the 911 call center, dispatch services and communications technology /
electronics functions are all in the same division today, and report to the same
manager today - so the somewhat unusual grouping of public safety and technology
functions already exists. (A new title for the consolidated division is planned and will likely be
forwarded to City Council with the reorganization changes once authorized by Civil Service.);
•
•
Note: The proposed consolidation of the Information Systems and the Public Safety and
Communications division is not intended, nor anticipated, to affect any changes in the
operations of 911 or dispatch. To ensure that unintended changes do not result from this •
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•
consolidation, the "IS /PSC P
er
mana 9 " will report to both the Fire Chief and the Finance
• (Technology and Communications) Director. This will help ensure consistency and an
understanding of the intricacies of both divisions is retained at the Director level.
2) In order to allow the PSC manager to focus a significant portion of his time on •
Information Systems, we propose that the Public Safety Assistant Communications
(PSC) Manager position be upgraded from pay code 975 to 973 to reflect the
• additional responsibilities this position will take on. The duties of this position will not
change significantly from what is currently identified in the Class Specification;
however, this position will be required to exercise more independent decision - making
and will take on more responsibilities as the result of the Manager being less
available; therefore, the compensation needs to adjusted accordingly;
Note: The current Job Description for this position has been amended to reflect the
additional emphasis placed on independent judgment and the performance of those
duties associated with filling in for the division manager that this position will perform
due to the consolidation of this division and the Information Systems Division. It is
the increased amount of time that this position will spend in the performance of these
higher level duties and the increased responsibility associated therewith, that provide
the primary justification for the requested increase in compensation. (Copy of the
current job description is enclosed as Attachment 6.)
3) The Lead Client Services Technician position within the IS division will be upgraded
to a working supervisor to help with tasks formerly provided by a full -time manager,
to provide better staff oversight and to provide a more logical delegation of duties
• within the division;
•
4) The Deputy Director of Accounting and Budgeting will assume full responsibility for
the accounting and budgeting functions to relieve the Finance Director of some
workload to help allow her to focus on the functions of the new, consolidated IS /PSC
division;
5) In order to elevate the importance of technology within the City and to reflect the
new, consolidated division, the Finance Director's title will be changed to incorporate •
the key elements of this position (example: "Director of Finance, Technology and
•
Communications "). The exact title will be determined at a later date; however, it is
• important in our communications of this consolidation that we acknowledge the need
fora change in the Finance Director's title.
•
Current Status: As identified in the chart on page 2 above, there are four new positions
that do not exist today; job descriptions and pay levels must be established as part of
both the Civil Service and City Council approval processes. To assist in this effort,
Human Resources contracted with Mr. Bob Weaver to perform a job classification study
and pay analysis on each of these four positions. Mr. Weaver's report for each
proposed new position and an. updated Division Organization Chart are attached for your
review.
•
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•
® To move forward with the proposed re- organization, we respectfully request the Charter
•
Civil Service Commission to approve the enclosed job descriptions and pay levels for
• each of the four proposed new positions as recommended by the Finance Director, the
Public Safety Communications and Information Systems Manager, the Civil Service •
Examiner and Mr. Weaver, the external consultant.
Additionally, we ask that the Commission authorize the Civil Service Examiner to make
• the necessary housekeeping adjustments to the enclosed job descriptions, once the
titles of the Dept. Director, Division Manager and the division itself have been finalized.
Enclosed Attachments:
•
➢ Attachment 1 Proposed Division Organization Chart
Job Description and Consultant's Classification report for:
p Attachment 2 Project Manager
➢ Attachment 3 Web Applications Developer /Administrator
➢ Attachment 4 Operations Supervisor
➢ Attachment 5 Communications & Technology Office Assistant
➢ Attachment 6 Public Safety Assistant Communications Manager
(Job Description only)
® •
. Action Needed:' in order to,implement the re- organization of the Information Systems
Division as identified herein, staff respectfully requests the Civil Service Commissioner's
approval of the following:
1. Approve the Class Specification for the following positions (see attachments):
a. Project Manager position
b. Web Applications Developer / Administrator position
c. Operations Supervisor position
d. Communications & Technology Office Assistant position •
2. Approve the proposed changes and allocation to the Public Safety Assistant
Communications Manager position (from pay code 975 to 973; refer to item #2 of
the Supplementary Information Section above for explanation.)
•
•
•
•
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•
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O
Attachment 1
• • •
PROPOSED INFORMATION SYSTEMS REORGANIZATION 2011
(Information •S
Manager
Division Office
Asst
I Project
Manager
Supervis Senior
Operations
� -- hons
Anal
Analyst 1 Supervisor
1
y !Supervising
,' ,; Analyst Su
r . ing Senior 1 . .. '1 ___ ....__.L..._ x Web , p 4 Computer �.
Leaa� - .-�-, - , -Leacf Ne work O ei at ons Client Client
s z 'mss � "' `� � s k n . cr: as€ s
Print Shop Developer /Admin. Apphry 1,46 s , , sDatabase Apphcatipoys '101, Techtcraa. ;se vlces'v S ervices
4,040.0n16.140 Operato (new) D s , Adm uns(ia(or ; Desi nef
9 . x_1 t_.: . p Tech Tecfi
t in4 A lications
a ` pp A lica tions:;
PP Client Client .
Gl5'�Snppott Design Support ... Desrgn Support Sennces- Setvtces
''(Future) •; (Future) - (Future) " _Tech,_,. Tecb
Client Client
Services Services
Tech Tech
(New), (New)
Existing Positions y +e .
2011 New
Positions
Future New
Positions
2/28/2011
0
Attachment 2
0
•
RESOURCE SEA VICES,
LLC
February 23, 2011
City of Yakima
Charter Civil Service Commission
129 N. Second Street
Yakima, Washington 98901
RE: New Classification of Project Manager
Classification and Allocation Recommendation
411 Dear Commissioners:
This report summarizes my findings relating to the development of a new classification
recommended to be classified as Project Manager. This project included on -site discussions
with Rita DeBord, Finance Director, Wayne Wantland, current Information Systems
Division Manager and Public Safety Communications Manager, Sheryl Smith, Human
Resources Manager, and Marlene Adams, Human Resources Specialist. Since this is a new
classification no discussions could be held with incumbent personnel. The project also
included development of the proposed Class Specification, accepted by all of the above
parties, wage and salary comparisons with classifications within the City of Yakima
workforce with similar levels of complexity and responsibility with consideration given to
compensation of similarly classified positions within other public entities in Washington
and Oregon. The salary recommendations are also supported by the above.
Based on the considerations herein, it is my recommendation that the new classification be
titled Project Manager and be allocated to Pay Code 975 ($28.10 /hr, $4870.57/mo -
$34.16/hr, $5920.95/mo).
Duties and responsibilities
® Generally, a person working in this classification will identify, initiate, plan, manage, lead,
execute and close a variety of Information Systems projects. It will communicate project
design and development with consumers and user; conduct and /or lead feasibility studies,
1
project planning, scope, delivery and quality. When completed, the incumbent will present
final project products to consumers, users, administrative or legislative bodies. This is not a
supervisory position but it will be responsible to ensure that projects remain on track which
may include authority to demand performance from project groups and may direct that
project work receive top priority over other work assignments because of the city -wide
impact and implications of the Information Systems projects. .
Discussion
In the summer of 2010 the City of Yakima engaged the consulting firm of TROI IT
Solutions to conduct an assessment of the Information Systems Division organization. One
of the TROI report findings was to create an atmosphere for project planning, prioritizing,
scheduling, completion and follow- through. The report findings are of sufficient
significance to cause TROI to place IS project management as a HIGH priority. The City
has planned for and budgeted for a new position of Project Manager to create an
administrative framework to accomplish the TROI Report recommendations.
It is significant that in 2010 the Information Systems Manager retired and that position
and the Communications Manager positions have been consolidated which doubles the
responsibility of the new Manager leaving a further void in the project management area.
In order to accomplish the TROI Report recommendations the addition of the Project
Manager position /classification is essential.
Compensation Analysis
Factoring Analysis
A point factoring analysis was conducted which resulted in a raw score which equates to a
Range 22.5. The point factoring analysis system was initially used when the City's current
compensation system was developed in 1978 and is a systematic method of equating
drastically differing classifications through the analysis of twelve separate factors each
containing between four and twelve degrees of complexity. Even so, it must be stressed
that the factoring analysis is subjective in nature and should only e used as a general guide
for range allocation. Several years ago, this consultant conducted a number of classification
studies and made recommendations to this Commission. The classifications in the
Information Systems Division were memorably complex because while the point factoring
analysis suggested a particular range, the internal and external salary studies conducted
suggested allocations to higher ranges in order for the City to be able to attract and retain
well - qualified employees and not simply be a training ground for other public and private
employers West of the Cascades.
Internal Comparison
The City has a very limited number of classifications allocated to Range 20.5 and higher.
As indicated above, the point - factoring analysis suggested a range of 22.5. Because
2
•
0 information technology applicants are difficult to attract and retain absent competitive
levels of compensation, classifications within Information Systems must receive primary
consideration when making comparisons and allocating classifications internally. Within
the City's Information Systems Division, the following classifications are found:
• Applications Developer Range 20.5 (high hourly rate: $27.77)
• Senior Applications Developer Range 21.5 (high hourly rate: $29.01)
• Senior Client Services Technician Range 21.5 (high hourly rate: $29.01)
• Database Administrator Range 23.0 (high hourly rate: $31.04)
• Lead Applications Systems Designer Range 24.0 (high hourly rate: $32.59)
• Network Services Engineer . Range 25.0 (high hourly rate: $34.22)
• Senior Analyst (exempt) Pay Code 974 (high hourly rate: $35.88)
Upon evaluating the essential functions of the classifications found at Ranges 22.5 and
above, based on the job complexities, responsibilities and over -all impact on City operations,
the strongest comparison and compatibility is with the Senior Analyst classification which
is an exempt classification. However, the duties and responsibilities are slightly greater
with the Senior Analyst.
External Comparison
Rates of compensation for similar classifications held by pubic employers in Oregon and
Washington were obtained by City of Yakima Human Resources staff personnel. In some
instances, project management responsibilities were assigned to the Department/Division
manager while others entailed significantly greater levels of responsibility than those
envisioned for this classification. Results were significantly sparse and only reflected three
employers with positions including similar duties and responsibilities. Two of those are
situated in Western Washington and the other in Salem, OR. Using the highest hourly pay
rate as an indicator, rates ranged from a low of $33.14/hr to a high f $40.79/hr. The median
or middle rate is $37.93/hr.
Recommendation
As indicated above, the factoring- analysis is subjective and can only be used as a general
guide for classification allocation to the compensation plan. It is of paramount importance
that classifications be aligned internally, again, to help enable the City to attract and retain
highly skilled employees. While the external comparable classification salaries would
suggest that a high hourly rate near the mean salary would enable the City to attract and
retain well - qualified applicants /employees, the internal comparisons are of considerable
concern. Simply stated, based on current economics the City cannot compete with public
employers across the region. It is important that newly created classifications are placed
appropriately within the City's classification and compensation system.
3
Based on the foregoing, and with primary consideration for the internal allocations, it is
recommended that the Project Manager classification be allocated to Pay Code 975
($28.10/hr, $4870.57/mo - $34.16/hr, $5920.95/mo.)
Respectfully submitted,
Robert H. Weaver
RHW Human Resource Services, LLC
4
CITY OF YAKIMA
0 CLASS SPECIFICATION
CODE: 10202 TITLE: Project Manager EST: 3/11
DEFINITION: Under limited supervision, identifies, initiates, plans, manages,
leads, executes and closes a variety of Information Systems projects.
Communicates project design and development with consumers and users; conducts
and /or leads feasibility studies, project planning, scope, delivery and quality.
Presents final project products to consumers, users, administrative or legislative
bodies.
DUTIES
The duties listed herein are intended only as an illustration of the various
types of work that may be performed. The omission of specific statements
of duties does not exclude them from the position if the work is similar,
related or a logical assignment to the position.
ESSENTIAL FUNCTIONS:
v Creates and maintains master ro'ect list of projects requiring Information Systems
) p ) q g ystems
leadership, involvement or impact. Adds projects as needed; ensures completed
projects are noted and removed. Determines the appropriate level of project
management and processes to be utilized on any given project based on the project's
magnitude and complexity. Documents: scope; business objectives and benefits;
identification of stakeholders and steering committee membership; estimation of
duration and budget; list of key participants; efforts for project approval; and
priority as appropriate.
Participates in the development and analysis of project Requests for
Proposals /Quotes as necessary. Establishes and /or negotiates project scope, goals,
milestones and timelines taking into consideration resource availability of
participant organizations. Conducts, assists and /or leads project feasibility studies;
plans, designs and develops projects; serves as liaison between city and external
vendors, negotiates contracts with vendors, leads the conduct and delivery of work
and work products within established time and budgetary limitations; and, ensures
projects sufficiently meet the needs of consumers and users. Maintains continuous
contact with project users, key project members and stakeholders and City
administration to ensure projects tasks are appropriately addressed to ensure
completion within established budget and timelines. Communicates limitations
that may impede implementation, resources, timelines and project completion as
appropriate: identifies barriers and action items requiring additional budgetary or
staffing support; develops, recommends and implements as appropriate.
Maintains records of Information Systems project goals; timelines; milestones
achieved, missed or delayed; identifies and resolves project issues including
potential conflict with project group or other technology initiatives. Documents
project status and process from inception to delivery and user acceptance; provides
for proper training of project team members. Evaluates completed projects,
prepares and delivers reports orally or in writing. Conducts project oversight
review to improved future project processes or methodology.
May establish priorities and compel users, steering committee members and /or
Information Systems staff to complete tasks on time to ensure projects remain
within established timetables. Identifies conflicts with project deadlines or tasks
and develops alternatives plans for successful project completion.
Provides leadership and training in project management skills, methodologies and
software tools to co- workers. May oversee or assist co- workers in their performance
and implementation of project management skills and methodologies.
May fill in for division supervisors and /or division manager as needed.
Requires regular and reliable attendance.
Pe
rforms other related duties as assigned.
MAJOR WORKER CHARACTERISTICS:
Knowledge of: project management, planning, scheduling and monitoring; bidding
processes; modern leadership and supervisory practices; task delegation and follow -
up; budgeting and cost flow. Knowledge of methods, techniques and business needs
for IS project management. Knowledge of business processes, workflow and
development. Must be knowledgeable in the utilization of current project
management software. Knowledgeable of leadership, communications and methods
of influencing others to achieve project goals and timetables.
Ability to: analyze problems and develop practical and effective solutions; read and
interpret regulations, documentation, contracts, or other manuals, specifications
and reference materials; effectively communicate orally and in writing with people
at varying technical and organizational levels; establish and maintain effective
working relationships with a wide variety of people and to effectively convey plans,
procedures, needs and goals; effectively delegate responsibilities and to establish
and attain project goals and timetables. Ability to lead, influence and train others.
Ability to negotiate sound business contracts /agreements with external parties on
the City's behalf. Ability to logically assess unfamiliar situations to achieve goals.
Ability to work independently; be organized in planning with high simultaneous
0 attention to both the big picture objectives and the necessary details. Ability to
plan, organize, supervise and evaluate the work of others in a team and resolve
conflicts. Ability to effectively develop and deliver public presentations and to
articulate and /or persuasively defend actions needed or previously taken.
PHYSICAL DEMANDS:
Work is performed primarily in an office environment while sitting at a desk,
computer terminal or in meetings for extended periods of time. Considerable use of
both hands in reaching handling /grasping /fingering while performing tasks and
operating computers. May be required to lift and carry objects weighing up to 25
pounds. May be required to drive to various city locations / facilities. Duties may
occasionally require bending and twisting at the knees and waist. Requires the
ability to see, hear, speak, feel, climb stairs, while performing essential duties.
UNUSUAL WORKING CONDITIONS:
May be on -call after normal work hours, on weekends or on holidays. May carry a
paging device, cellular telephone or other electronic communications equipment.
LICENSES, REGISTRATION AND CERTIFICATES:
4111) Must possess and maintain a valid Washington State Driver's License.
MINIMUM CLASS REQUIREMENTS:
Bachelor's Degree in Business or Public Administration, Project Management or
other related field of study plus five (5) years of . progressively responsible
experience in project management which includes at least two years experience at
the level of project manager / supervisor. Must be knowledgeable in the utilization
of current project management software. Additional directly related experience
may substitute for the educational requirement.
FLSA STATUS: EXEMPT
ADOPTED DATE: 3/1/11
REVISED DATES:
TITLE CHANGES:
UNION: NON -UNION
CIVIL SERVICE STATUS: CHARTER
0
Attachment 3
0
0
.x« t ^�ne�r -
0
4 ; HUMAN RESOURCE SERVICES, LLC
•
February 23, 2011
City of Yakima
Charter Civil Service Commission
129 N. Second Street
Yakima, Washington 98901
RE: New Classification of Web Applications Developer /Administrator
Classification and Allocation Recommendation
Dear Commissioners:
® This report summarizes my findings relating to the development of a new classification
recommended to be classified as Web Applications Developer /Administrator. This project
included on -site discussions with Rita DeBord, Finance Director, Wayne Wantland, current
Information Systems Division Manager and Public Safety Communications Manager,
Sheryl Smith, Human Resources Manager, and Marlene Adams, Human Resources
Specialist. Since this is a new classification no discussions could be held with incumbent
personnel. The project also included development of the proposed Class Specification,
accepted by all of the above parties, wage and salary comparisons with classifications
within the City of Yakima workforce with similar levels of complexity and responsibility
with consideration given to compensation of similarly classified positions within other
public entities in Washington and Oregon. The salary recommendations are also supported
by the above.
Based on the considerations herein, it is my recommendation that the new classification be
titled Web Applications Developer /Administrator and be allocated to Pay .Range 24.0
($27.11/hr, $5698.98/mo - $32.59/hr, $5648.82/mo)..
Duties and Responsibilities
This is not a supervisory classification. Generally, this classification will design and
administer the City's website which will include meeting and discussing community needs
III with independent users, professional associations, business groups, builders and
contractors, business persons, local municipal and county governments, City departments
1
and divisions, among others, to determine their needs and to determine methods and
means of providing the information and services desired. In short, to design and maintain
a current and functional website. Through ongoing meetings and discussion, an incumbent
will analyze problems, issues and situations; develop and implement recommendations;
organize, lead, coordinate, facilitate and/or perform the planning, design, development and
implementation, organization and maintenance of City web -based services. Further, the
incumbent will implement and analyze program effectiveness; coordinate the collection and
analysis of data and other information; and ensure compliance with local, state and federal
standards, rules, regulations and requirements.
Discussion
The City's Information Systems Division is currently undergoing a period of reorganization.
Classifications are being consolidated, eliminated, and new ones are being created in order
to enable the Division to meet both the current and future needs of City departments,
divisions, and members of the public who access City services and information
electronically. In order for the City to provide up -to -date information and services, it is
imperative that the website be user - friendly and provides valuable, timely and useful
information to the various users. Currently, some of the responsibilities of this
classification are performed by various individuals which may not provide the coordinated
effort which will be provided through the implementation of this classification. Further,
this classification will perform duties which will be new efforts in the Division.
During the summer of 2010 the City contracted with TROI IT Solutions to conduct an
organizational assessment of the Information Systems Division. As a result of the TROI
report recommendations, several changes are being made within IS and the addition of this
classification will help address the City's internal and external communications needs.
Compensation Analysis
Factoring Analysis
A point factoring analysis was conducted which resulted in a raw score which equates to a
Range 22.0. The point factoring analysis system was initially used when the City's current
compensation system was developed. in 1978 and is a systematic method of equating
drastically differing classifications through the analysis of twelve separate factors each
containing between four and twelve degrees of complexity. Even so, it must be stressed
that the factoring analysis is subjective in nature and should only be used as a general
guide for range allocation. Several years ago, this consultant conducted a number of
classification studies and made recommendations to this Commission. The classifications
in the Information Systems Division were memorably complex because while the point
factoring analysis suggested a particular range, the internal and external salary studies
conducted suggested allocations to higher ranges in order for the City to be able to attract
2
and retain well - qualified employees and not simply be a training ground for other public
and private employers West of the Cascades.
Internal Comparison
The City has a very limited number of classifications within Information Systems allocated
to Range 22.0 and higher. As indicated above, the point- factoring analysis suggested a
range of 22.0. Because information technology applicants are difficult to attract and retain
absent competitive levels of compensation, classifications within Information Systems must
receive primary consideration when making comparisons and allocating classifications
internally. Within the City's Information Systems Division, the following classifications are
found at or above Range 22.0:
• Database Administrator Range 23.0 (high hourly rate: $31.04)
• Lead Applications Systems Designer Range 24.0 (high hourly rate: $32.59)
• Network Services Engineer Range 25.0 (high hourly rate: $34.22)
• Senior Analyst (exempt) Pay Code 974 (high hourly rate: $35.88)
Based on the similarity of job complexities and over -all impact on City operations this
classification should be allocated to the same pay range as the Lead Applications Systems
Designer: Pay Range 24.0. The Web Applications Developer /Administrator does not have
the complexity and specialization as the Network Services Engineer and should not be
compensated at Range 25.0. Because this classification does not have supervisory
responsibilities, the Web Applications Developer /Administrator should not be an exempt
classification and accordingly allocated to a Pay Range rather than a Pay Code.
External Comparison
The Human Resources staff conducted a survey of similar classifications held by pubic
employers in Oregon and Washington which resulted in eight (8) entities with
classifications similar in scope and responsibility with this proposed classification. As may
have been expected, only one of the matching classifications was found in an Eastern
Washington city while two were located in Western Oregon and the final five in Western
Washington. The highest hourly rates for each ranged from a low of $32.29/hour (E. WA) to
a high of $41.97/hr (W. WA). The median (middle) high hourly rate is $38.02 and the mean
(average) high hourly rate is $37.20. The recommended Range 24 has a maximum hourly
rate of $32.59, slightly above the lowest rate in the survey sample.
Recommendation
As indicated above, the factoring - analysis is subjective and can only be used as a general
guide for classification allocation to the compensation plan. It is of paramount importance
that classifications be aligned internally, again, to help enable the City to attract and retain
highly skilled employees. While the external comparable classification salaries would
suggest that a high hourly rate near the mean salary would enable the City to attract and
3
retain well - qualified applicants /employees, the internal comparisons are of considerable
concern. Simply stated, based on current economics the City cannot compete with public
employers across the region. It is important that newly created classifications are placed
appropriately within the City's classification and compensation system.
Based on the foregoing, and with primary consideration for the internal allocations of
classifications in the compensation plan, it is recommended that the Web Applications
Developer /Administrator classification be allocated to Pay Range 24.0 ($27.11/hr;
$4698.98/mo - $32.59/hr; $5648.82/mo).
Respectfully submitted,
Robert H. Weaver •
RHW Human Resource Services, LLC
0
4
0 CITY OF YAKIMA
CLASS SPECIFICATION
CODE: 2117 TITLE: Web Applications Developer /Administrator EST: 3/11
DEFINITION: Under general supervision, exercises independent judgment in
analyzing problems, issues and situations; develops and implements
recommendations. Organizes, leads, coordinates, facilitates and /or performs the
planning, design, development and implementation, organization and maintenance
of City web -based services; implements programs and analyzes program
effectiveness; coordinates the collection and analysis of data and other information.
Ensures website offers modern functionality and is esthetically pleasing and user
friendly. Monitors, delegates and follows -up on assignments to assigned staff.
Ensures compliance with local, state and federal standards, rules, regulations and
requirements.
DUTIES
•
The duties listed herein are intended only as an illustration of the various
types of work that may be performed. The omission of specific statements
4110 of duties does not exclude them from the position if the work is similar,
related or a logical assignment to the position.
ESSENTIAL FUNCTIONS:
Develops and documents procedures and protocols for the ongoing development and
maintenance of the City website, web - related services and Intranet. Consults with
departments, consumers and users and provides technical support and training on
web development, e- business practices and compliance with associated legal issues
including linking, copyrighting, privacy and security. Leads and coordinates
planning, design, development and consistency of website and its content.
Identifies website consumer and user needs; develops, prioritizes, plans, leads and
evaluates projects and related work activities to address needs. Plans, conducts,
facilitates and /or presents materials of a technical nature to meetings that include
personnel unfamiliar with technical processes, procedures and jargon. Ensures user
groups are updated timely on projects, timelines, budget status and changes.
Administers and maintains multiple web servers: leads and monitors the design,
maintenance and upgrade of website and linkages. Programs system features and
functions of web servers and search engines.. Coordinates data content to web-
® compatible format including maps, photographs and images. Ensures ease of
website navigation through web architectural design.
Troubleshoots problems with servers and software; coordinates with network
personnel on hardware and software issues affecting website functionality.
Provides resources for other IS staff, interns and consultants: provides technical
direction; facilitates problem resolution.
Monitors web logs and traffic to . optimize navigation and server performance.
Monitors, interprets, assesses and ensures compliance with local, state and federal
laws, rules and regulations.
Documents activities and resource demands; researches, analyzes and makes
recommendation regarding website design, upgrades and security. Researches,
retrieves, updates and analyzes complex information and data. Formulates related
reports including conclusions and recommendations including possible
ramifications. Communicates findings and recommendations as needed. Completes
required documents to procure contract services: locates, completes and utilizes
grants in meeting program objectives.
Monitors and ensures compliance with grant and contract requirements. Works
with vendors regarding website development, security and other matters as needed.
Works with internal and /or external financial, legal, human resources and public
relations personnel regarding grant compliance, financial transactions processed
through the web -site, records retention and other legal requirements and related
internal control issues. Establishes and maintains effective working relationships
with grantors, vendors, contractors, regulatory agencies and co- workers.
Requires regular and reliable attendance.
Performs other related duties as assigned.
OTHER FUNCTIONS:
May discuss website functionality with community users and provide training and
assistance to internal and external users to ease accessibility and utilization of web -
site and to facilitate consumer understanding of municipal processes.
May participate in the selection of staff and interns; provide initial orientation and
training; review and direct work; and, provide input on performance evaluations as
needed.
May provide input for the development of annual budget needs for assigned areas of
resp onsibility.
Creates updates and communicates policies, tasks, workflows and systems as
assigned.
May perform duties of assigned staff or provide back -up for and assist other IS
personnel.
MAJOR WORKER CHARACTERISTICS:
Knowledge of: organizational needs; e- business including e -pay and e -check
services; website design and management; development software including SML,
XSL, .NET, ASP, IIS, JavaScript and others as may be needed. Knowledge of:
principles of project planning coordination and leadership; time management;
project coordination; coaching, counseling and motivation; group dynamics; and,
program and process evaluation. Knowledge of: web development, technologies and
server platforms; HTML, XHTML, CSS; and, web services design principles
including cross browser and platform compatibility; accessibility; and, user
interface design, information architecture and site optimization. Knowledge of:
related software; editing and publishing techniques including photo editing; web
compatible file and image formats; and, image manipulation and editing
techniques.
Ability to: lead and coordinate the development, coordination and completion of
plans, programs and initiatives; identify and analyze problems and develop
solutions; conduct research, document and prepare reports; communicate effectively
with widely diverse internal and external user groups, grantors, vendors and
contractors and to create and maintain effective working relationships. Ability to:
communicate effectively orally and in writing and to . establish and maintain
4111 effective working relationships with vendors, grantors, public officials, other
employees and a widely diverse community.
PHYSICAL DEMANDS:
Work is primarily performed in an office environment while sitting at a desk or
computer terminal for extended periods of time. Constant use of both hands in
reaching /handling /grasping /fingering while performing duties operating computers,
objects, tools or controls and while reaching with hands and arms. Occasionally
may lift and carry items weighing up to 25 pounds. Moves around office to access
file cabinets, office machinery, to consult or assist others, or other reasons.
Requires use of senses including: feeling; talking; hearing; and, seeing. Requires
stooping, bending, reaching, pulling, lifting, sitting and driving a motor vehicle.
UNUSUAL WORKING CONDITIONS:
May carry a cell phone, mobile computing and /or paging devices and respond to
problems and issues during non -work hours. May' serve in an on -call status as
needed which may limit social and travel activities. Works closely with public
safety departments and will be exposed to highly confidential, sensitive and
possibly disturbing information.
LICENSES, REGISTRATION AND CERTIFICATES:
Must possess and maintain a valid Washington State Driver's License.
MINIMUM CLASS REQUIREMENTS:
Four years progressively responsible experience in website design and maintenance
including two years planning and developing large -scale or multi- department
websites including payment processing via the website. Experience with websites
within the State of Washington is preferred. Experience as a lead or project
manager is preferred. A Bachelor's degree in computer science or a highly related
field from an accredited college or university may substitute for up to two years of
the required experience.
FLSA STATUS: Non Exempt
ADOPTED DATE:
REVISED DATES: 3/11
TITLE CHANGES:
UNION: AFSCME
CIVIL SERVICE STATUS: CHARTER
it
Attachment 4
O
f
1 t HUMAN RESOURCE SE VICES LLC
February 23, 2011
City of Yakima
Charter Civil Service Commission
129 N. Second Street
Yakima, Washington 98901
RE: New Classification of Operations Supervisor
Classification and Allocation Recommendation
Dear Commissioners:
This report summarizes my findings relating to the development of a new classification
recommended to be classified as Operations Supervisor. This project included on -site
discussions with Rita DeBord, Finance Director, Wayne Wantland, current Information
Systems Division Manager and Public Safety Communications Manager, Sheryl Smith,
Human Resources Manager, and Marlene Adams, Human Resources Specialist. Since this
is a new classification no discussions could be held with incumbent personnel. The project
also included development of the proposed Class Specification, accepted by all of the above
parties, wage and salary comparisons with classifications within the City of Yakima
workforce with similar levels of complexity and responsibility with consideration given to
compensation of similarly classified positions within other public entities in Washington
and Oregon. The salary recommendations are also supported by the above.
Based on the considerations herein, it is my recommendation that the new classification be
titled Operations Supervisor and be allocated to Pay Code 974 ($29.51hr, $5114.97Imo -
$35.88/hr, $6219.08/mo).
Duties and responsibilities
This is a supervisory classification. It supervises the operations section to include:
evaluating information technology requests and workload; assigning tasks; following up to
4110
ensure task completion and conducts subordinate evaluations. Supervises and participates
1
in the research and evaluation of new technological advances and assesses their benefit to
and effect on the City's computer and technological systems. Participates in the
preparation of the annual budget and monitors expenditures for appropriateness and
budget compliance. Recommends internal control policies and implements procedures to
ensure and protect the integrity, confidentiality and access to data held in or processed
through city software and hardware devices. Work may be highly confidential and is
performed with considerable latitude for independent judgment and decision making. The
operations section includes Network Services, Client Services and the City help desk.
Discussion
The City's Information Systems Division is currently undergoing a period of reorganization.
Classifications are being consolidated, eliminated, and new ones are being created in order
to enable the Division to meet both the current and future needs of City departments,
divisions. In the summer of 2010 the City of Yakima engaged the consulting firm of TROI
IT Solutions to conduct an assessment of the Information Systems Division organization.
Part of the TROI Report's findings included greater and more coordinated efforts in the
support of internal systems and users.
It is significant that in 2010 the Information Systems Manager retired and that position
and the Communications Manager positions have been consolidated which doubles. the
4110 responsibility of the new Manager. That has created a significant need for new
classification of Operations Supervisor which will provide greater supervisory oversight in
the operations section.
Compensation Analysis
Factoring Analysis .
A point factoring analysis was conducted which resulted in .a raw score which equates to a
Range 23.5. The point factoring analysis system was initially used when the City's current
compensation system was developed in 1978 and is a systematic method of equating
drastically differing classifications through the analysis of twelve separate factors each
containing between four and twelve degrees of complexity. Even so, it must be stressed
that the factoring analysis is subjective in nature and should only be used as a general
guide for range allocation. Several years ago, this consultant conducted a number of
classification studies and made recommendations to this Commission. The classifications
in the Information Systems Division were memorably complex because while the point
factoring analysis suggested a particular range, the internal and external salary studies
conducted suggested allocations to higher ranges in order for the City to be able to attract
and retain well - qualified employees and not simply be a training ground for other public
and private employers West of the Cascades.
2
Internal Comparison
The City has a very limited number of classifications within Information Systems allocated
to Range 23.0 and higher. As indicated above, the point- factoring analysis suggested a
range of 23.5. Because information technology applicants are difficult to attract and retain
absent competitive levels of compensation, classifications within Information Systems must
receive primary consideration when making comparisons and allocating classifications
internally. Within the City's Information Systems Division, the following classifications are
found at or above Range 23.0: _
• Database Administrator Range 23.0 (high hourly rate: $31.04)
• Lead Applications Systems Designer Range 24.0 (high hourly rate: $32.59)
• Network Services Engineer Range 25.0 (high hourly rate: $34.22)
• Senior Analyst (exempt) Pay Code 974 (high hourly rate: $35.88)
• Supervising Senior Analyst (exempt) Pay Code 972 (high hourly rate: $39.52)
The Supervising Senior Analyst positions are exempt classifications and supervise separate
operational sections within the Information Systems Division. One is responsible for GIS
functions, City website design and administration, and the City print shop. The other is
responsible for systems design and database administration. The singular difference
between the Supervising Senor Analyst and the Operations Supervisor is that the
Supervising Senior Analyst requires a higher level of computer duties and responsibilities.
Similarly, the Senior Analyst does not have supervisory responsibilities. Those two aspects
alone suggest that the Operations Supervisor should be allocated below the Supervising
Senior Analyst. Additionally, one of the Supervising Senior Analysts supervises the work of
the Network Services Engineer which is highly complex and specialized in its assigned area
of technology. It does not, however, carry the additional responsibilities of supervision and
other administrative tasks required of supervisory personnel. The Network Services
Engineer is currently allocated to Pay Range 25.0. The Operations Supervisor would
appear to best be aligned internally between the Network Services Engineer and the
Operations Supervisor.
External Comparison
The Human Resources staff was unable to find similar classifications held by pubic
employers in Oregon and Washington and accordingly no external comparisons are
considered herein.
Recommendation
As indicated above, the factoring - analysis is subjective and can only be used as a general
guide for classification allocation to the compensation plan. It is of paramount importance
that classifications be aligned internally, again, to help enable the City to attract and retain
3
highly skilled employees. Based on the foregoing, and with primary consideration for the
internal allocations of classifications in the compensation plan, it is recommended that the
Operations Supervisor classification be allocated to Pay Code 974 ($29.51hr, $5114.97/mo -
$35.88/hr, $6219.08/mo). In addition to duties and compensation issues, placement of the
Operations Supervisor at Pay Code 974 will create an upward mobility opportunity for
employees that doesn't currently exist which will in itself help retain current employees.
Respectfully submitted,
Robert H. Weaver
RHW Human Resource Services, LLC
O
411
4
CITY OF YAKIMA
CLASS SPECIFICATION
CODE: 11902 TITLE: Operations Supervisor EST: 3/11
DEFINITION: Under general supervision, supervises the operations section to
include: evaluating information technology requests and workload; assigning tasks;
following up to ensure task completion and conducts subordinate evaluations.
Supervises and participates in the research and evaluation of new technological
advances and assesses their benefit to and effect on the City's computer and
technological systems. Participates in the preparation of the annual budget and
monitors expenditures for appropriateness and budget compliance. Recommends
internal control policies and implements procedures to ensure and protect the
integrity, confidentiality and access to data held in or processed through city
software and hardware devices. Work may be highly confidential and is performed
with considerable latitude for independent judgment and decision making and is
reviewed through performance, user comment, observation and results achieved.
DUTIES
The duties listed herein are intended only as an illustration of the various
types of work that may be performed. The omission of specific statements
of duties does not exclude them from the position if the work is similar,
related or a logical assignment to the position.
ESSENTIAL FUNCTIONS:
Conducts employee evaluations; monitors and maintains attendance records.
Schedules and assigns staff and approves time off; monitors for timely completion
and adherance to policy; resolves minor work place disputes and takes corrective
action, to include disciplinary actions up to verbal reprimand. Trains, coaches and
motivates staff.
Participates in the Request for Proposal process for new technology acquisition.
Recommends purchase of computer hardware, software and related products.
Assesses applicability of new technology to City's systems; recommends adoption or
rejection. Reviews requests for hardware and software purchases and makes
purchasing recommendations. Consults with users on hardware and software
needs; researches abvailability of computers and peripheral equipment. Maintains
computer systems and peripherals; troubleshoots and resolves complex hardware,
software and other related issues.
41)
1
Oversees and participates in the review of equipment console logs and other
operation reports to identify inefficient operations, malfunctions, or security issues;
researches, evalates and implements security systems and addresses issues
including anti -virus and malware systems and procedures. Develops and
implements corrective action as appropriate including contacting and working with
technology vendor representatives. Works closely with technology vendors to
ensure that supplies, equipment, and software conforms to their specifications and
satisfies the City's requirements.
Coordinates with Information Systems staff and computer users in planning,
implementing, and maintaining computer operations and systems activities.
Ensures essential communications are provided in scheduling maintenance and
upgrades including any necessary system downtimes, both anticipated and
unanticipated.
Participates in departmental planning, budgeting, scheduling, and development of
short and long range goals and development of new procedures.. Recommends
internal control and security policies and procedures to protect the city from
hackers, viruses, spam attacks and similar intrusions.
Authorizes budget expenditures within authorized limitations; monitors budget
411 status to ensure expenditures are within authorized allowances; adjusts
expenditures as appropriate to prevent budget over -runs.
Builds and maintains computer server operating systems. Installs software and
security updates and upgrades as . received from vendors. Coordinates
implementation of maintenance releases as they become available. Overses and
participates in maintainng the City's network infrastructure.
Establishes effective operation and maintenance procedures of computer server
hardware and software. Plans for and implements systems to address growth of
users and systems. Reviews logs and operations to assure that established
procedures are properly administered and followed.
Oversees and participates in the support of hardware and software technology for
the City's building physical security systems including all control, monitoring,
camera and access equipment and software. .
Must perform duties of Computer Client Services Technician as needed. May serve
as division manager, other division supervisors or staff, as needed.
Requires regular and reliable attendance.
Performs other related duties as assigned.
2
MAJOR WORKER CHARACTERISTICS: Knowledge of modern supervisory
practices, methods of employee evaluation and conflict resolution principles and
techniques. ' Knowledge of: Personal Computers, Server Computers, Computer
Peripherals, Data Communications Equipment and related hardware, operating
systems, software, and operations; methods and procedures for installing and
implementing multimedia data communications networks including cabling,
equipment, services, and security; computer industry, vendors and sources to obtain
hardware, software and services. Knowledge of project management theory,
methodologies and software programs.
Ability to analyze and identify user requirements and select appropriate hardware,
software, and services to meet those requirements; identify and resolve software
and hardware problems; read and understand technical and user manuals; and
provide instructions on hardware and software functionality and use to non-
technical computer users. Ability to communicate effectively orally and in writing
to both technical and non - technical individuals and /or groups; to establish effective
working relationships throughout a widely diverse workforce; to organize and
distribute workloads and lead the technical staff to complete the workload and
accomplish the organizations goals. Ability to supervise staff and to provide
effective leadership to both subordinante and non - subordinate system users.
PHYSICAL DEMANDS: Work is p rimaril performed in an office environment
Y p
while standing or sitting at a desk or computer terminal for periods of time.
Occasionally needs to move inside the office to access file cabinets, office machinery,
etc. Occasionally needs to position self to maintain computers, including under the
desks and server closet. Constant use of both hands in reaching /handling /grasping/
fingering while performing duties and operating on computers. Occasional heavy
work includes exerting 100 pounds of force occasionally and /or 50 pounds frequently
and /or 20 pounds constantly to move objects. Occasionally ascends /descends stairs
and ladders while maintaining balance. May work alone, with others, in remote
locations or in noisy work areas. Work may require working in restricted places and
may be exposed to weather extremes, dust, dirt, bugs, spiders, vermin and /or
electrical hazards. Constant use of all senses including feeling /talking/
hearing /seeing while performing duties and while communicating with co- workers,
general public, and completing all tasks as assigned. Must be able to distinguish
color and maintain long -term and short -term memory. May work outside, in remote
locations or in noisy work area. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential job functions.
UNUSUAL WORKING CONDITIONS: Duties may require working in restricted
places and include exposure to weather extremes, dust, dirt, bugs, spiders and
vermin. May be required to carry a cell phone or paging device and respond to
technological or operating problems during after -work time, on weekends or on
3
0 holidays. May be required to be in an On -Call status with limits on travel, and
social activities. May work closely with the Public Safety Departments and,
thereby, be exposed to highly confidential and, sometimes, disturbing information.
Must pass a Police Department background investigation and polygraph
examination.
LICENSES, REGISTRATIONS AND /OR CERTIFICATES: Must possess and
maintain a valid Washington State Driver's License.
MINIMUM CLASS REQUIREMENTS: High School diploma or GED and five
years experience in personal computer maintenance and support including one year
of supervisory or lead responsibility. A Bachelor's Degree, Associate Degree or
vocational school certificate of completion in computer science or computer technical
support may substitute for a maximum of two years of the required experience.
FLSA STATUS: EXEMPT
ADOPTED DATE: 3/11
REVISED DATES:
TITLE CHANGES:
UNION: NON -UNION •
CIVIL SERVICE STATUS: CHARTER
•
® ..
4 •
0
Attachment 5
ID
0
0 -
HUMAN RESOURCE SERVICES, LLC
February 23, 2011
City of Yakima
Charter Civil Service Commission
129 N. Second Street
Yakima, Washington 98901
RE: New Classification of Communications & Technology Office Assistant
Classification and Allocation Recommendation
411 Dear Commissioners:
This report summarizes my findings relating to the development of a new classification
recommended to be classified as Communications & Technology Office Assistant. This
project included on -site discussions with Rita DeBord, Finance Director, Wayne Wantland,
current Information Systems Division Manager and Public Safety Communications
Manager, Sheryl Smith, Human Resources Manager, and Marlene Adams, Human
Resources Specialist. Since this is a new classification no discussions could be held with
incumbent personnel. The project also included development of the proposed Class
Specification, accepted by all of the above parties, wage and salary comparisons with
classifications within the City of Yakima workforce with similar levels of complexity and
responsibility with consideration given to compensation of similarly classified positions
within other public entities in Washington and Oregon. The salary recommendations are
also supported by the above.
Based on the considerations herein, it is my recommendation that the new classification be
titled Communications & Technology Office Assistant and be allocated to Pay Code 983
($19.02/hr, $3296.74/mo - $23.13/hr, $4009.12 /mo).
1
Duties and responsibilities
This will be the only Office Assistant type of classification in the Information Systems
Division. It is not a supervisory classification. This classification performs a variety of
responsible, 'administrative and office support work of a consequential nature involving
complex procedural or specialized substantive tasks in the Communications and
Information Systems divisions; operates one or more types of office or specialized
equipment in conjunction with the work; applies substantial independent judgment and
discretion, and is provided considerable latitude in making responsible decisions, resolving
unusual problems, and interpreting extensive guidelines, regulations, and policies in order
to complete the work. This position will provide administrative support to the Information
Systems and Communications Manager and also to other employees within the Division.
While some of the time a person in this classification will perform general clerical or
secretarial support functions to the manager, it will have independent responsibility for
performing detailed research projects; will compile supportive data projects; monitor the
Division budget including contract and grant expenditures to ensure compliance with laws,
policies and procedures. There are few classifications within the City of Yakima Civil
Service Classification Plan that are similar.
Discussion
The City's Information Systems Division is currently undergoing a period of reorganization.
Classifications are being consolidated, eliminated, and new ones are being created in order
to enable the Division to meet both the current and future needs of City departments,
divisions. When the Information Systems Manager retired in 2010, that position and the
Communications Manager positions were consolidated which doubles the responsibility of
the new Manager. That has created a significant need for administrative support for the
manager. The lack of administrative or clerical support in the IS Division has historically
created difficulty as various technical and professional staff were required to perform more
of those functions thus reducing working time available for primary responsibilities. That
has proven highly inefficient. The addition of this classification will relieve the Manager
from those functions and will ease the burden on other technical and professional staff but
will not erase the burden entirely.
Compensation Analysis
Factoring Analysis
A point factoring analysis was conducted which resulted in a raw score which equates to a
Range 16.0. The point factoring analysis system was initially used when the City's current
compensation system was developed in 1978 and is a systematic method of equating
drastically differing classifications through the analysis of twelve separate factors each
containing between four and twelve degrees of complexity. Even so, it must be stressed 110
that the factoring analysis is subjective in nature and should only be used as a general
2
guide for range allocation. Several years ago, this consultant conducted a number of
classification studies and made recommendations to this Commission. The classifications
in the Information Systems Division were memorably complex because while the point
factoring analysis suggested a particular range, the internal and external salary studies
conducted suggested allocations to higher ranges in order for the City to be able to attract
and retain well - qualified employees and not simply be a training ground for other public
and private employers West of the Cascades.
Internal Comparison
The City has a general clerical class called Office Assistant wherein the highest rated is the
Office Assistant IV compensated at Pay Range 10.5. The Office Assistant series
classifications are union - represented. Beyond that, there are classifications such as Police
Services Specialist II (Range 14.5) and Corrections Administrative Specialist (Range 16.0),
both of which perform a variety of administrative duties. All are union - represented.
Within the City's Pay Code system (non- union) the Communications Division Office
Assistant is found at Pay Code 987 and compensated between Pay Ranges 12.0 and 12.5
and also the Public Works Office Assistant allocated to Pay Code 983 and compensated
similar to Pay Range 16.5.
An analysis of classifications near the factored range reflects a high correlation to the
Public Works Office Assistant. A significant similarity is that both the Public Works Office
Assistant and the Communications and Technology Office Assistant provide administrative
support for an official with multiple responsibilities for distinctly different areas of
operation. Both also are responsible for important projects and for working with significant
independence for performing assigned duties. Both also work with extremely limited
supervision. The greatest internal comparison or similarity is found between the Public
Works Office Assistant and the Communications and Technology Office Assistant.
External Comparison
The Human Resources staff conducted a salary survey of public employers in Oregon and
Washington and found only four comparable classifications: two within the Seattle area and
influence thereby, and two influenced by Portland, OR; one of which is within Washington
state. The maximum hourly rate for the highest step of the salary ranges extended from
the lowest ($22.07hr).to.the highest (26.99/hr). The four were fairly evenly divided: the two
influenced by Portland were compensated at a maximum of $22.07 and $22.18/hr while the
two influenced by Seattle were compensated at a maximum of $26.99 and $24.41/hr.
Comparable City Pay Ranges are Range 15.5 ($22.10/hr) and Range 20.0 $26.52/hr).
Recommendation
As indicated above, the point- factoring system can only be used as a general guide for
classification allocation to the compensation plan. When recommending a level of,
3 :.
compensation, all of the comparisons must be considered: factor analysis, internal
comparisons and external comparisons. The factoring - analysis system has been used by a
number of individuals and in some cases may have been overlooked. It is important,
regardless of the range suggested by the factoring analysis, that classifications be properly
aligned within the City's classification and compensation plan and still enable the City to
attract and retain well - qualified employees.
The high and low extremes of the external comparisons clearly surround the factored range
and the internal comparison, particularly with the Public Works Office Assistant with
which the Communications and Technology Office Assistant most closely compares. The
maximum hourly rate for the Public Works Office Assistant classification is $23.13/hr
which is between the Portland- influenced positions and the Seattle- influenced positions
reflected in the external comparisons.
Accordingly, since the Communications and Technology Office Assistant most closely
resembles the Public Works Office Assistant, and the maximum hourly rate is within the
external comparisons, it is therefore recommended that the Communications and
Technology Office Assistant should be allocated either to Pay Range 983 ($19.02/hr.,
$3296.74/mo. — $23.13/hr, $4009.12/mo.) if the position is determined to be union - exempt.
Respectfully submitted,
Robert H. Weaver
RHW Human Resource Services, LLC
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CITY OF YAKIMA
CLASS SPECIFICATION
CODE:17101 TITLE: Public Safety Assistant Communications Manager Rev.3 /11
DEFINITION: Under considerable independence is responsible for the day -to -day
operation of the fire, emergency medical, and law enforcement dispatch and 911 call
answering sections (Communications Center). Supervises subordinate personnel in
the Communications Center.
DUTIES
The following duties are illustrative only and not all encompassing. Other
related duties may be required as a function of this position.
ESSENTIAL FUNCTIONS:
Provides direct supervision of the Communications Center and serves as acting
Division Manager when assigned.
Responsible for the preparation and maintenance of payroll for the personnel in the
Communications Center.
4110 Responsible for development and implementation of Communications Center
procedures and techniques.
Ensures that Communications Center personnel receive proper training in
communications techniques, operation of equipment, procedures, computers . and
computer programs and applications.
Ensures that the Master Street Addressing Guide (MSAG) and other
programs /projects specific to 911 are maintained and performed in a timely,
efficient manner.
Coordinates and supervises emergency communications for other agencies that use
the services of the Communication Center.
Ensures that alarm receiving systems are in compliance with local, state and
federal regulations and laws. Ensures proper records and reports on the alarm
receiving systems are maintained.
Works with the Information Systems Division and the Division Manager to ensure
that the Computer Aided Dispatch and related systems are operational and updated
• to meet the Communications Center's requirements.
Hr /cs info! class spec /17000 series
Ensures security and confidentiality of sensitive information. 411)
Conducts performance evaluations of subordinate personnel. Investigates
complaints. Fulfills responsibilities of the grievance procedure.
Secondary Duties:
Makes presentations to management, representatives of the community and other
agencies in regards to the Center's operation. Meets and works with representatives
of community, city officials, government officials, businesses and agencies in formal
and informal forums.
Prepares reports as required by the division and for other agencies.
Provides assistance to the Manager in preparation and maintenance of the
Communications Center budget.
Requires regular and reliable attendance.
Performs other related duties as assigned.
MAJOR WORKER CHARACTERISTICS: Thorough knowledge of: principles of
dispatch and 911 call answering operations as related to telephone, radio
procedures and computer programs and systems; principles of alarm monitoring
systems and related regulations and standards, computer operations, software and
systems: Ability to: supervise, train and instruct personnel in the operation of the
Communications Center; assume the duties of dispatcher when necessary; and meet
and deal with people in a courteous and tactful manner.
PHYSICAL DEMANDS: Work is performed primarily in an office environment
with occasional traveling to different locations. While in the office, will be sitting at
a desk or computer terminal for extended periods of time or standing for a period of
time. Occasionally needs to move inside the office to access file cabinets, office
machinery, etc. Continuous use of both hands in
reaching /handling /grasping /fingering while performing duties and operating on
computers. Occasional heavy work includes lifting and carrying up to 50 pounds.
Occasionally ascends /descends stairs while maintaining balance. Continuous use of
all senses including feeling /talking /hearing /seeing while performing duties and
communicating with co- workers, general public and completing all tasks as
assigned. Must be able to distinguish color and maintain long -term and short -term
memory. May work in remote locations or in noisy work area. Reasonable
accommodations may be made to enable individuals with disabilities to perform the
essential functions.
Hr /cs info/ class spec /17000 series
O UNUSUAL WORKING CONDITIONS: Subject to stress due to the nature and
urgency of the emergency services provided. Works in a secured environment with
artificial lighting. No smoking is allowed in the building. May be required to work
shift work when necessary. May be required to work beyond the normal work
schedule.
LICENSES, REGISTRATIONS AND /OR CERTIFICATES: Must possess /obtain
and maintain all licenses, registrations and /or certifications required to perform the
duties of dispatcher, including ACCESS certification.
MINIMUM CLASS REQUIREMENTS: High school diploma or equivalent and
two years as a Public Safety Communications Supervisor or equivalent or two years
experience in a supervisor capacity in a Public Safety, Air Traffic Control or similar
organization. Emergency Dispatch experience is preferred. Must successfully pass
background check, polygraph, physical exam, and psychological evaulation.
*Title change from Public Safety Communication Supervisor
FLSA STATUS: EXEMPT
ADOPTED DATE: 1/97
REVISED DATES: 9/00; 3/06; 11/08; 11/10;3/11
0 TITLE CHANGES: 11/08
UNION: NON -UNION
CIVIL SERVICE STATUS: FIRE
Hr /cs info/ class spec /17000 series
CITY OF YAKIMA
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CLASS SPECIFICATION
CODE: 7171 TITLE: Communications and Technology Office Assistant EST: 3/11
DEFINITION: Under limited supervision: performs a variety of responsible,
administrative and office support work of a consequential nature involving complex
procedural or specialized substantive tasks in the Communications and Information
Systems divisions; operates one or more types of office or specialized equipment in
conjunction with work; applies substantial independent judgment and discretion,
and is provided considerable latitude in making responsible decisions, resolving
unusual problems, and interpreting extensive guidelines, regulations, and policies
in order to complete the work. May monitor or coordinate the activities of others.
DUTIES
The duties listed herein are intended only as an illustration of the various
types of work that may be performed. The omission of specific statements
of duties does not exclude them from the position if the work is similar,
related or a logical assignment to the position:
ESSENTIAL FUNCTIONS:
Provides information on office policies, programs and activities to the public and
staff members: schedules meetings; prepares agenda, records and prepares minutes
for distribution as needed. Recommends new or revised departmental policies and
procedures; coordinates and assists implementation of policy and procedure
changes; updates policy and procedure manuals.
Performs varied office administrative tasks in relieving the Division Manager of
important details; types a variety of materials, including reports for reproduction
and distribution; organizes and maintains division files and records of a complex
and confidential nature, such as personnel records or databases; performs detailed
research projects based on general data; compiles supportive data for projects to aid
decision making; independently performs follow -up action to assignments.
Gathers and provides information for preliminary budget preparation; provides
support and explanations as needed during budget meetings; monitors division
budget expenditures and advises of unusual or unexpected budget variances;
approves routine budget expenditures and purchases; monitors purchase requests
to ensure sufficient budgeted funding. Purchases office supplies; obtains quotes and
1
0 recommends potential vendors as needed; monitors contract and grant expenditures
to ensure compliance with laws, policies and procedures.
Schedules meetings for division management; schedules conferences, . makes
transportation and lodging reservations for division staff; monitors employee travel
reimbursements or advances to ensure compliance with policies, procedures and
processes.
Performs detailed research projects; compiles supportive data for projects to aid the
administration in making decisions; performs follow -up action to assignments,
independently. Types from rough drafts, or other sources a variety of letters,
memoranda, reports, requisitions, forms or official documents; composes and types
routine correspondence; 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 procedures of the division.
Maintains data in a variety of information systems and communications systems
databases, preparing reports for distribution from these systems; assists with
410 maintaining and recording the work activities of various units within the division;
processes all expenditures and monitors budget activity using the City's
computerized system including checking and sorting invoices, receipts, warrants,
etc., preparing data for budget, helping monitor budget, is the payroll timekeeper
for the division. May perform Help Desk duties and participate in public disclosure
request processes.
Requires regular and reliable attendance.
Performs other related duties as assigned.
MAJOR WORKER CHARACTERISTICS: Knowledge of: modern secretarial
practices and office principles, practices and techniques; correct and effective use of
grammar and general arithmetic; organization, functions and activities to which the
work relates; and public relations techniques. Knowledge of: budget and budget
monitoring processes, purchasing guidelines and procedures. Ability to:
understand and execute complex oral and written instructions; anticipate division
requirements; apply extensive or obscure guidelines to a wide variety of work
situations; express ideas clearly and concisely, orally and in writing; and establish
and maintain effective working relationships with others. Must be able to perform
typing, operate various computer systems, word processing, .spreadsheet and
database work at an acceptable level of proficiency, as required by the position.
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Ability to create a variety of written documents based on minimal guidelines,
research and creativity.
PHYSICAL DEMANDS: Work is performed primarily in an office environment
while sitting at a desk or computer terminal for extended periods of time or while
standing for a period of time. Occasionally needs to move inside the office to access
file cabinets, office machinery, etc. Constant use of both hands in
reaching/handling /grasping /fingering while performing duties and operating on
computers. Occasional heavy work includes lifting and carrying up to 40 pounds.
Occasionally ascends /descends stairs while maintaining balance. Constant use of all
senses including feeling /talking /hearing /seeing while performing duties and
communicating with co- workers, general public and completing all tasks as
assigned. Must be able to distinguish color and maintain long -term and short -term
memory.
UNUSUAL WORKING CONDITIONS: Work is performed indoors and includes
long periods in a seated position in a secured, windowless office. Occasional
extension of work day to meet deadlines; works in a high stress environment of
emergency communications and highly technical and demanding Information
Systems, Rarely may be required to work abnormal shifts because of the
requirements in the 24 hour operation of the Emergency Communications Section.
LICENSES, REGISTRATION AND CERTIFICATES: May be required to 0
obtain ACCESS certification. Must posse and maintain a valid Washington State
Driver's License.
MINIMUM CLASS REQUIREMENTS: Any combination of education and
experience equivalent to four years of progressively responsible office or secretarial
work experience. Background in government systems, budget, procedures and
policies is desirable. Must pass a background investigation pursuant to applicable
state and federal laws, polygraph examination, pre- employment physical and
psychological examination.
FLSA STATUS: EXEMPT
ADOPTED DATE: 3/11
REVISED DATES:
TITLE CHANGES:
UNION: NON -UNION
CIVIL SERVICE STATUS: CHARTER
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