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Home My WebLink About008-98 Ordinance. _...a.r__..._.~--.-1 _ .,. RECORD OF ORDINANCES Dayton Legal Blank Co. Form No. 30043 Ordinance No08-98 Passed____ ------19------ AN ORDINANCE AMENDING CERTAIN SECTIONS OF ORDINANCE NO.98-96 ("COMPENSATION PLAN") ~„ WHEREAS, Council has determined, upon the recommendation of the City Manager, that certain sections of Ordinance No. 98-96 ("Compensation Plan") should be amended; and ~. WHEREAS, Council has determined that adoption of these amendments is necessary to the administrative/operational efficiency of the City; NOW, 1' EREFORE BE IT ORDAINED by the Council of the City of Dublin, State of Ohio, ' / of the elected members concurring: Section 1. That Section 2. ("WAGE & SALARY STRUCTURE/ADMII~TISTRATION"), subsection A. of Ordinance No. 98-96 be amended by adding the following new job classification titles and corresponding pay grades under the following categorical headings: Community Relations ('Iassif cation Title P r Event Specialist I 5 Finance/AccountinQ Classification Title Pav Grade Accountant 5 .-- AumAn Recnurcec Prncnrement, Risk Management Classification Title Pay Gradg Human Resource Technician 4 Information Technology Classification Title P r Information Technology Project Leader 9 Planning, Development & Zoning Classification Title Pay Grade Development Project Coordinator 7B Recreation ~.. Classification Title Pay Grade Recreation Operations Supervisor 7B "'"`" + Recreation Specialist 4 Service, Maintenance, Streets. Utilities, Grounds & Facilities Classification Title Pay Grade Assistant Forester 3 Assistant Horticulturist 3 Custodial Worker 1 RECORD OF ORDINANCES Legal Blank Co. Ordinance No.__ Passed norm tro. aw4a ion 2. That Section 2. ("WAGE & SALARY STRUCTURE/ADMII~TISTRATION"), subsection A. of Ordinance No. 98-96 be amended by deleting the existing "Economic Development Coordinator" classification title and corresponding pay grade under the "Planning, Development & Zoning" categorical heading and replacing such title and pay grade with the following title and pay grade: "Director II, Economic Development" " 11 " ion 3• That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"), subsection A. of Ordinance No. 98-96 be amended by deleting the existing "Human Resource Specialist" classification title and corresponding pay grade under the "Human Resources, Procurement.& Risk Management" categorical heading and replacing such title and pay grade with the following title and pay grade: "Human Resource Administrator" "9" Section 4. That Section 2. ("WAGE & SALARY STRUCTURE/ADMII~TISTRATION"), subsection A. of Ordinance No. 98-96 be amended by re-assigning the Diversion Officer classification under the "Criminal Justice" categorical heading to Pay Grade 7B. ion .That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"), subsection A. of Ordinance No. 98-96 be amended by re-titling the existing "Assistant Community Relations Specialist" classification under the "Community Relations" categorical heading to "Communications Specialist P' and reassigning such classification to ~.... Pay Grade 5. Section 6. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION'), subsection A. of Ordinance No. 98-96 be amended by re-titling the existing "Community Relations Specialist" and "Special Events Specialist" classifications under the "Community Relations" categorical heading to "Communications Specialist IP' and "Event Specialist II" respectively. Section 7. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"), subsection A. of Ordinance No. 98-96 be amended by re-titling the existing "Intake Coordinator" classification under the "Criminal Justice" categorical heading to "Records Management Technician". Section 8. This Ordinance shall take effect and be in force on the earliest date permitted by law. Passed this day o 199 . ayor -Presiding Officer ATTEST: Clerk of Council I hsreby certify that copies of this Ordinance/ City of Dublin in atcordance with Section 731.25 0 Qh or~eV~sed C,a~ Pr~ C~uRfl Dubin, Oh±n t~perUcstloffia\wp6lbrds~08-98 CITY OF DUBLIN Division of Human Resources & Procurement 5200 Emerald Parkway • Dublin, Ohio 43017-1006 Phone: 614-761-6500 • Fax: 614-761-2965 To: Members of Dublin City Council """~'" From: Timothy C. Hensley, City Manager Date: Ordinance No. 08-98 Amending the City Compensation Plan Re: January 29, 1998 By: David L. Harding, Director of Human Resources/Procurement Memo Attached for your consideration is Ordinance No. 08-98 amending certain sections of the City Compensation Plan (Ordinance 98-96). These amendments relate to the following issues: - the adoption of formal pay grades and ranges for the new job classifications/positions authorized by the 1998 Budget; - the re-grading of certain classifications due to a re-factoring of their relative levels of responsibility; and - the re-titling of certain classifications/positions. The 1998 Budget authorized a variety of new positions for which no previously adopted job ~, ,a classification titles or pay grades existed in the City Compensation Plan (Ordinance 98-96). Anytime new job classifications are created, pay grades and ranges must formally be adopted by Council via amendments to the existing Compensation Plan. The new job classifications requiring the adoption of formal pay grades and ranges are as follows: - Accountant - Assistant Forester - Assistant Horticulturist - Custodial Worker - Event Specialist I - Development Project Coordinator - Director II, Economic Development - Human Resource Administrator - Human Resource Technician - Information Technology Project Leader - Recreation Operations Supervisor - Recreation Specialist Ordinance No. 08-98 Amending the City Compensation Plan Page 2 The issue before Council, at this point, is not the "need" for these positions, as that was discussed in depth during the Budget hearings by each respective Department/Division Head. The issue before Council now is the formal assignment of these new positions/classifications to appropriate pay grades within the City's grade structure. Each of these new positions/classifications has been analyzed and factored by the Human Resources Staffusing the "Position Appraisal Method" point-factoring system installed as part of the Classification & Compensation Study completed in 1996. Based upon the point-factoring analysis, Staff is recommending that these new positions/classifications be assigned to the following pay grade within the City's grade structure: Classification Title Pay Grade Pay Range Accountant 5 $26,465 - $39,698 Assistant Forester 3 $22,230 - $33,345 Assistant Horticulturist 3 $22,230 - $33,345 Custodial Worker 1 $18,673 - $28,010 Event Specialist I 5 $26,465 - $39,698 Development Project Coordinator 7B $31,944 - $47,915 Director II, Economic Development 11 $45,257 - $67,886 Human Resource Administrator 9 $38,022 - $57,033 Human Resource Technician 4 $24,255 - $36,383 Information Technology Project Leader 9 $38,022 - $57,033 Recreation Operations Supervisor 7B $31,944 - $47,915 Recreation Specialist 4 $24,255 - $36,383 During the past year, two particular job classifications have been re-analyzed and re-factored in light of certain changes and an evolution in duties. These two job classifications (Diversion Officer and Assistant Community Relations Specialist) were re-factored by the Human Resources staff using the established point factoring system, which led to the conclusion that both classifications should be re- graded. In one case (Assistant Community Relations Specialist), the analysis also led to a change in classification title to Communications Specialist I. The point factoring determined that the Diversion Officer should be reassigned from Pay Grade 6A ($28,876 - $43,314) to Pay Grade 7B ($31,944 - $47,915) and the Communications Specialist I from Pay Grade 4 ($24,255 - $36,383) to Pay Grade 5 ($26,465 - $39,698). Staff is therefore recommending that these changes in pay grade be made at this time. The re-titling of three particular job classifications is being proposed at this time, due to the fact that the new titles are more descriptive of the nature of the duties assigned to these classifications. These changes in classification titles are as follows: - Community Relations Specialist to Communications Specialist II; - Special Events Specialist to Event Specialist II; - Intake Coordinator to Records Management Technician. This re-titling of classifications results in no changes in pay grade. On a separate issue, Council may recall that during the 1998 Budget process, Council Member Stillwell raised a question regarding extending benefits to less than full-time permanent employees. Staff s position at the time was that it could not recommend such at that time, but that Staff would begin to research the issue and if it appeared that there was significant difficulty with recruiting such workers, Staff would begin to address how partial or full benefits would improve our ability to recruit for such positions. Staff has been researching this issue and, at this point, has established that significant recruiting difficulties are localized to Seasonal Maintenance Workers. Over the next few months, Staffwill further research the feasibility of providing certain types and certain levels of benefits to improve recruitment for these positions, but at this time is not in a position to conclusively recommend that full or partial benefits be provided to such workers. Staff's plan is to approach the issue progressively by initially experimenting with raising the hourly rate of pay for Seasonal Maintenance Workers in accordance with the authority granted Staffby the City's Compensation Plan (Ordinance 98-96), before recommending that benefits be provided. Should raising the hourly rate of pay not improve our ability to recruit, Staffwill bring recommendations to Council to authorize the provision of certain limited benefits (i.e. pro-rated vacation, personal, and sick leave, paid holidays) that do not have a major cost impact. Should such approach not prove successful, Staff may then, as a last resort, recommend that medical, dental, or vision benefits be provided. Staff would recommend the provision of medical, dental, and vision benefits as a last resort because of the significant potential cost impact and adverse claims impact such could have on our self-insured benefits program, not to mention the administrative burden it would place on staff to monitor the benefits eligibility status of such less than full-time workers.