Ordinance 003-17Dayton Legal Blank, Inc.
Ordinance No. 03 -17
RECORD OF ORDINANCES
Passed , 20,
AN ORDINANCE AMENDING SECTION 2 (WAGE & SALARY
STRUCTURE /ADMINISTRATION) OF ORDINANCE NO. 73 -06
( "COMPENSATION PLAN FOR NON -UNION PERSONNEL ")
Xi„ Wnndz
WHEREAS, Council has determined, upon the recommendation of the City Manager,
that certain sections of the Compensation Plan for non -union personnel should be
amended, and
WHEREAS, Council has determined, that these amendments are necessary for the
administrative and operational effectiveness of the City of Dublin and will enhance
the City of Dublin's competitive position in the labor market, thus aiding in the
recruitment and retention of a talented, high quality workforce; and
WHEREAS, Council desires that the City of Dublin remain an "Employer of Choice" in
the Central Ohio region.
NOW, TH rEFORE, BE IT ORDAINED By the Council of the Cit/ of Dublin, State
of Ohio, of the elected members concurring that:
Section 1. section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. J3 -06 be amended by incorporating the following new classification
titles and corresponding pay grades under the functional categorical headings:
Human Resources
Classification Pay Grade
Wellness and Benefits Coordinator 5.1
Section 2. This Ordinance. shall take effect and be in force at the earliest point
permitted by law.
Pa s d this�Yc�'da , 2017.
ayor — Presicrig(g O,fFic,�r
ATTEST:
Clerk of Council
J 11 1
Cit of Dumin
1V
4ffice of the City Manager
5200 Emerald Parkway* Dublin, OH 43017-1090
Phone: 614-410-4400 * Fax-, 614-410-4490
To: Members of Dublin City Council
oll
From, Dana L. McDaniel, City Many
Daten, January 5, 2017
Initiated By,* Homer C. Rogers, Jr., Director of Human Resources
��e:, Ordinance 03-17 — Amending the "Compensation Plan,"' (Ord. 73-06) as It
pertains to the Human Resources Division
Attached for your consideration is Ordinance No. 03-17, amending Ordinance No. 73-06
("Compensation Plan" for non-union personnel). Adoption of this ordinance will accomplish th
following objectives:, I
a R
Reduce the overall size of the Human Resources Staff from 11.5 positions to 11 making U1
more cost effective. Cost savings to Payroll in both the General Fund ($34,096) and
Internal Services Fund ($29,380) amount to a total of $63,,476. 1
Places the duties of Strategic Planning, Research and Policy Development regarding
Employee Benefits at the Director of HR and HR Manager level
is Reclassifies the current Human Resources Coordinator (Wellness) (5.1) to a more reflective
job description by creating a Wellness and Benefits Coordinator (5.1) responsible for
coordinating all Wellness and Benefits activities and communications to include Open
Enrollment actions and tracking
Places first line responsibility for all internal customer service and employee issue resolution
on the Human Resources Specialists ( Business Partners)
Memo re. Ord. 03-17— Amending the Compensation Plan
3anuary 5, 2017
Page 2 of 5
Restores the Part Time Human Resources Coordinator to a Full Time Status allowing for
this position to fully absorb the Seasonal and Part Time Staff recruiting efforts while
assisting with the ongoing management of the new Human Resources Information System
implemented in 2016,, MUNIS.
The amendment contained within this legislation regarding the creation of a new job classification
title has no impact on the previously approved 2017 Operating Budget. The overall HR
Reorganization that this amendment supports does, however,, reflect an overall decrease of
approximateiy $63,476, to the payroll budget for the Human Resources as reflected in the 2017
Operating Budget.
11111liq ; 110:
Note: The Benefits Administrator Position is not being recommended for removal from the Compensatio
Plan at this point in order to preserve it for potential future use. It is being requested, however, that th
Benefits Administrator position be defunded in the Operating Budget until such time as Council approve
its official funding, if needed, in the future.
Staff recommends adoption of Ordinance 03-17 at the second reading/public hearing on January
23,r 2017.
Exhibit A - Redline of job classifications and pay grades
Exhibit B — Power Point Presentation depicting HR Reorganization Plan
r�rn:�s�
�A 0-
SO.'O'llassification
Pay
Grade—
I Human Resource Assistant
5.3
.. . . .... ....
Risk Management Assistant
5.2
I Human Resource Coordinator
5.1
WelIness anid Benefits Coordi"nator
Human Resource Specialist
4.3
Benefits Administrator
4.1
t r
Talen Development Manage
4.1
safety Administrator/Risk Manager
4.1
s r
Hum,an Reouce Manager
3.3
Director of Human Resources
3.1
Memo re. Ord. 03-17— Amending the Compensation Plan
January 5, 2017
Page 4 of 5
EXHIBIT B
x I
HR ORGANIZATION CHANGE
titffiW-4 RESOURCES
1%
" i, HUMAN RESOURCES DEPARTMENT (Current)
ti
ft—tar of "W"A"
iw
"howaft ftemowt4s
raftoorma Patowt q
(4 l)
HUMAN RESOURCES DEPARTMENT (Realigned Duties)
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T'Wd owtv fa
eboh,wft tnvkwso TimbiwAut AuMm 0040 Ere AftW A"atmKa I & mfwo
Iftao 6 bomn P140 a (&vv&wv WA D40WAIVeftwo CV* tt"sq) 441 &C4 "k Qw*c1w 410d mft4v
14.P46 hr Ooq" Ew*wm Adow 4K v Iwo
&CA IMO" 10" & IM WM Or Cc" Ewcolpswe
Memo re. Ord. 03 -17— Amending the Compensation Plan
January 5, 2017
Page 5of5
•g
HUMAN RESOURCES DEPARTMENT (Proposed Changes)
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64
i 1, „�,�,,, Financial Impact with Proposed Changes
61 N1, RAI. I ONO _ . Offk a o( City Man.iger
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Nrem Re5o.►rcews: (occrintnt (PART TINE)
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FUtt AND PART TINE TOTAL.
10.25
10
$34,096 M ti:lvl,uj%
Financial Impact with Proposed Changes
INIEANAI. 41 RV1Ct. 1 mlAoyt4- 1$4meNs S W-Inswame (7Ol10120)
Ver%nnns- l Data J001 / 2012
1'Qxlt ►0r1j 11114- Adovied pmoosm {udoel SoV11N2s/ (( not)
8&*f1ti Adntirrktrd .75 0 SW, Inn
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