Ordinance 49-10RECORD OF ORDINANCES
Ordinance No.
FrmN 004'
49 -10
Passed 20
AN ORDINANCE AMENDING SECTION 2 (WAGE &
SALARY STRUCTURE /ADMINISTRATION), PARAGRAPH A
OF ORDINANCE NO. 73 -06 ( "COMPENSATION PLAN FOR
NON -UNION PERSONNEL ") FOR THE PURPOSE OF
DELETING AND INCORPORATING CERTAIN JOB
CLASSIFICATIONS AND CORRESPONDING PAY GRADES,
AS IDENTIFIED IN THE 2011 OPERATING BUDGET.
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.
NOW, THEREFORE, BE IT ORDAINED By the Council of the City of Dublin,
State of Ohio, 7— of the elected members concurring that:
Section 1. That Section 2 (Wage & Salary Structure /Administration), paragraph
A. of Ordinance No. 73 -06 be amended by deleting the following job classification
titles and corresponding pay grades from the following functional categories:
Building Regulation
Classification Title
Pay Grade
Plans Examination Manager
3.3
Review Services Administrator
4.2
Finance /Accounting /Procurement
Classification Title Pay Grade
Budget Analyst 4.2
Information Technology
Classification Title Pay Grade
I.T. Manager 3.3
Law Enforcement/Emergency Management
Classification Title I Pay Grade
Deputy City Manager /Chief of Police 1 2
Section 2. That Section 2 (Wage & Salary Structure /Administration), paragraph
A of Ordinance No. 73 -06 be amended by incorporating the following new job
classification titles and corresponding pay grades under the following functional
categories:
RECORD OF ORDINANCES
Davtnn Level Blank. Inc.
49 -10
Ordinance No
Page 2 of 2
Passed
20
Building Regulation
Classification Title Pay Grade
Review Services Analyst 4.3
Economic Development
Classification Title I Pay Grade
Economic Development Manager 1 3.3
Information Technology
Classification Title Pay Grade
Support Services Administrator 4.1
Law Enforcement/Emergency Management
Classification Title Pay Grade
Chief of Police 3.1
Service/Maintenance/Utilities/Facilities
Classification Title Pay Grade
Fleet Manager 3.3
Section 3 . That this Ordinance shall take effect and be in force at the earliest
point permitted by law.
Passed this / day of 2011.
May or P� li ing O fficer
ATTEST:
Clerk of Council
CrrY OF DUBLIN_
Office 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
From: Marsha I. Grigsby, Interim City Manager
Date: December 2, 2010
Initiated By: David L. Harding, Director of Human Resources
Re: Ordinance No. 49 -10 -Amending the "Compensation Plan"
Summary
Memo
Attached for your consideration is Ordinance No. 49 -10, amending Ordinance No. 73 -06
( "Compensation Plan" for non -union personnel) for the purpose of deleting and incorporating
certain job classifications and corresponding pay grades, consistent with the staffing composition
recommended in the proposed 2011 Operating Budget. To assist Council in its consideration of the
proposed amendments to the Compensation Plan, attached for your reference is the City's current
Salary Structure Table and corresponding Career Band Descriptions and Range Segment
definitions; the Organizational Matrix identifying the proposed job classification deletions and
additions; and a redlined version of Section 2 (A) of the Compensation Plan showing the proposed
job classification deletions and additions, together with the corresponding pay grades.
This Ordinance is companion legislation to Ordinance No. 40 -10, adopting the 2011 Annual
Operating Budget and Ordinance No. 46 -10, establishing the 2011 Appropriations. Legislation of
this type is customarily submitted in close proximity to the Council Operating Budget workshops,
during which any proposed new or restructured job classifications are reviewed with Council.
The job classification deletions proposed by this legislation relate to the positions shown in the 2010
Operating Budget as unfunded, or which were funded yet remained vacant during 2010. The
deletion of these unfunded, or funded vacant positions, as discussed with Council during the budget
workshops, is programmed to occur in the 2011 Operating Budget. Deletion of the corresponding
classification titles and pay grades from the inventory of classification titles in the Compensation
Plan is regarded as a "housekeeping" measure.
The job classification titles and corresponding pay grades proposed for deletion from the
Compensation Plan include the following:
Occupational Category
Job Classification Title
Pay Grade
Building Regulation
Plans Examination Manager
Review Services Administrator
3.3
4.2
Finance /Accountin ocurement
Budget Analyst
4.2
Information Technology
I.T. Manager
3.3
Law Enforcement/ Emergency Management
Deputy City Manager/Chief of Police
2
Memo re. Ord. 49 -10 - Amendments to Compensation Plan
December 2, 2010
Page 2 of 3
The job classification title and pay grade deletions proposed in the above table once again relate to
the corresponding unfunded or funded yet vacant position deletions highlighted by staff during the
Operating Budget workshops. The deletion of the Deputy City Manager /Chief of Police
classification title and corresponding pay grade (pay grade 2) and subsequent incorporation of the
Chief of Police classification title and pay grade (3.1) in the following table showing the
incorporation of new classification titles and pay grades is to reflect the change in the scope and
level of this position following the departure of Mike Epperson from the organization. As Council
will recall, the Deputy City Manager /Chief of Police was a very unconventional role, which was
specifically designed to maximize the requisite combination of skills, competencies, and talent
possessed by Mr. Epperson. The proposed deletion of the Deputy City Manager role is reflective of
the return of this classification to a traditional Chief of Police role.
This legislation is also the prescribed vehicle to formally adopt the pay grades for any new job
classification titles contemplated within the Operating Budget as well as any corresponding position
authorizations subsequently funded by the Annual Appropriations. Funding ramifications associated
with the creation of any positions within these job classification titles have been addressed during
the budget workshops and have been programmed into the proposed 2011 Operating Budget and
Annual Appropriations.
The new job classification titles and corresponding pay grades proposed for incorporation in the
Compensation Plan include the following:
Occupational Category
Job Classification Title
Pay Grade
Building Regulation
Review Services Analyst
4.3
Economic Development
Economic Development Manager
3.3
Information Technology
Su ort Services Administrator
4.1
Law Enforcement/Emergency Enforcement/Emergency Management
Chief of Police
3.1
Service / Maintenance /Utilities/Facilities
Fleet Manager
3.3
The new job classification titles and pay grades proposed in the above table relate to the
corresponding position authorizations in the proposed 2011 Operating Budget, again highlighted by
staff during the budget workshops. HR has analyzed the proposed positions, using the established
Career Band Descriptions (attached), and is recommending that these positions be assigned to the
pay grades reflected in the above table.
Funding for the restoration of the Public Affairs Officer position (Community Relations) has been programmed in the
proposed 2011 Operating Budget. From a "housekeeping" standpoint, incorporation of the Public Affairs Officer title
and pay grade in the Compensation Plan Ordinance is unnecessary, as such title and pay grade already exist at level
4.1 in the Compensation Plan Ordinance; therefore, the title and pay grade do not appear in the above table showing
the incorporation of new classification titles and pay grades. The Public Affairs Officer position existed and was
fimded in the 2009 Operating Budget; however, after the position become vacant in late 2009, it was subsequently
unfunded and downgraded to a Public Information Officer in the 2010 Operating Budget. Re- evaluation of the staffing
needs within Community Relations in late 2010 subsequently led to the restoration of funding for this position as a
Public Affairs Officer in the proposed 2011 Operating Budget.
Memo re. Ord. 49 -10 - Amendments to Compensation Plan
December 2, 2010
Page 3 of 3
Creation of the Review Services Analyst classification at pay grade 4.3 is reflective of the Division
of Building Regulation's desire to establish the right level of position given the needs of the
organization. The job duties include coordinating the conversion to electronic plan review and
serving as an important liaison to Review Services, a self - directed team engaged in the review and
approval development site plans. As mentioned during the budget workshops, staffs plan to meet
this need is to reclassify one of the existing Development Review Specialist II (Pay Grade 5.1)
positions, providing an evolution in job duties /responsibilities. In that regard, the Review Services
Administrator classification and corresponding pay grade (4.2) is being deleted in recognition of the
creation of the Review Services Analyst (4.3). This job reclassification will result in no net increase
in the authorized staffing level.
Creation of the Economic Development Manager at pay grade 3.3 is reflective of the need to
provide additional resources in support of one of the organization's most strategic functions,
currently as well as in the future. Council has established economic development as a key focus area
in the City's Strategic Planning initiative as well as the top priority for the organization.
As in the case of the Review Services Analyst, creation of the Support Services Administrator
classification at pay grade 4.1 illustrates the desire of the Division of Information Technology to
establish the right level of position based on the organization's current needs, including the level of
oversight required to maximize the effectiveness of IT services provided on an organization -wide
bases. Therefore, the I.T. Manager classification and corresponding pay grade (3.3) is being deleted
in recognition of the creation of the Support Services Administrator (4. 1).
Creation of the Fleet Manager classification demonstrates the desire to manage the maintenance,
replacement, and disposition of the current and future fleet of vehicles and rolling stock in the most
cost effective manner possible.
Lastly, the Chief of Police classification title at pay grade 3.1 is again reflective of the return to a
traditional Chief of Police role.
Recommendation
Staff recommends the adoption of Ordinance No. 49 -10 at the second reading/public hearing on
January 10, 2011.
Attachments
RECORD OF ORDINANCES
Dav,on Legal Blank_ Inc
Ordinance No.
I��
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.
NOW, THEREFORE, BE IT ORDAINED By the Council of the City of Dublin,
State of Ohio, of the elected members concurring that:
Section 1. That Section 2 (Wage & Salary Structure /Administration), paragraph
A. of Ordinance No. 73 -06 be amended by deleting the following job classification
titles and corresponding pay grades from the following functional categories:
Building Regulation
Classification Title
Pay Grade
Plans Examination Manager
3.3
Review Services Administrator
4.2
Finance /Accounting /Procurement
Classification Title Pay Grade
Budget Analyst 4.2
Information Technology
Classification Title Pay Grade
I.T. Manager 3.3
Law Enforcement/Emergency Management
Classification Title I Pay Grade
Deputy City Manager /Chief of Police 1 2
FomNo. M01.
Passed 20
AN ORDINANCE AMENDING SECTION 2 (WAGE &
SALARY STRUCTURE /ADMINISTRATION), PARAGRAPH A
OF ORDINANCE NO. 73 -06 ( "COMPENSATION PLAN FOR
NON -UNION PERSONNEL ") FOR THE PURPOSE OF
DELETING AND INCORPORATING CERTAIN JOB
CLASSIFICATIONS AND CORRESPONDING PAY GRADES,
AS IDENTIFIED IN THE 2011 OPERATING BUDGET.
Section 2. That Section 2 (Wage & Salary Structure /Administration), paragraph
A of Ordinance No. 73 -06 be amended by incorporating the following new job
classification titles and corresponding pay grades under the following functional
categories:
RECORD OF ORDINANCES
Ordinance No.
49 -10
Page 2 of 2
Passed 20
Building Regulation
Classification Title Pay Grade
Review Services Analyst 4.3
Economic Development
Classification Title I Pay Grade
Economic Development Manager 3.3
Information Technology
Classification Title Pay Grade
Support Services Administrator 4.1
Law Enforcement/Emergency Management
Classification Title Pay Grade
Chief of Police 3.1
Service/Maintenance/Utilities/Facilities
Classification Title Pay Grade
Fleet Manager 3.3
Section 3 . That this Ordinance shall take effect and be in force at the earliest
point permitted by law.
Passed this day of
2011.
Mayor — Presiding Officer
ATTEST:
Clerk of Council
CITY OF DUBLIN
SALARY STRUCTURE TABLE
2011-2012
Career Band
Pay
Grade
$178,600
- $211,100
Market
- $167,800
$113,600
Target
$107,300
Guidance
1
$121,800
- $146,200
$146,200 -
$178,600
Leadership
2
$
96,800
- $116,200
$116,200 -
$142,000
Operations
3.1
$
77,500
- $
93,000
$
93,000 -
$113,600
Operations
3.2
$
73,100
- $
87,800
$
87,800 -
$107,300
Operations
3.3
$
69,500
- $
83,300
$
83,300 -
$101,900
Implementation
4.1
$
59,500
- $
71,400
$
71,400 -
$ 87,200
Implementation
4.2
$
52,600
- $
63,100
$
63,100 -
$ 77,100
Implementation
4.3
$
47,000
- $
56,300
$
56,300 -
$ 68,900
Implementation Services
5.1
$
42,200
- $
50,700
$
50,700 -
$ 61,900
Implementation Services
5.2
$
38,000
- $
45,600
$
45,600 -
$ 55,800
Implementation Services
5.3
$
35,000
- $
41,900
$
41,900 -
$ 51,300
Specialized Services
6.1
$
32,000
- $
38,300
$
38,300 -
$ 46,900
Specialized Services
6.2
$
29,400
- $
35,300
$
35,300 -
$ 43,100
Specialized Services
6.3
$
27,400
- $
32,900
$
32,900 -
$ 40,200
Source The City pay range structure is identified in Section 2 (Wage & Salary Structure/ Administration), subsection B. of Ordinance No. 73 -06 as amended by
Ordinance No. 97 -08.
Premium
$178,600
- $211,100
$142,000
- $167,800
$113,600
- $134,300
$107,300
- $126,800
$101,900
- $120,400
$ 87,200
- $ 99,100
$ 77,100
- $ 87,600
$ 68,900
- $ 78,300
$ 61,900
- $ 70,400
$ 55,800
- $ 63,400
$ 51,300
- $ 58,300
$ 46,900
- $ 51,100
$ 43,100
- $ 47,000
$ 40,200
- $ 43,800
Source The City pay range structure is identified in Section 2 (Wage & Salary Structure/ Administration), subsection B. of Ordinance No. 73 -06 as amended by
Ordinance No. 97 -08.
CITY OF DUBLIN CAREER BAND DESCRIPTIONS
Band 1 - Guidance
The top position in the City responsible for the long -term guidance, direction, and success of City operations and services. The incumbent is responsible for
defining the mission, vision, values, and priorities for the City consistent with the needs and goals of various constituencies, officials, and citizens in the
development of a strategic plan for the City and is accountable for achieving the established goals within the financial resources available. The focus of this
position is on the long tern viability and success of city operations and services.
Band 2 - Leadership
Heads of major City service areas (e.g. Public Safety, Public Services, Community Services, Business Administration) which have a substantial impact on the total
City operations Incumbents may have line responsibilities for an area offering complex services with direct and primary responsibility for substantial financial
resources; or they may be responsible for an area that has significant and strategic impact on the entire City's current and future success. Reporting directly to the
City Manager, individuals at this level are members of his /her executive team and collaborate on developing tactics for implementing the city's strategic plan
within their service area. In that capacity, they must maintain an appropriate balance between vision for the future of the City and the actual successful
implementation of strategic and tactical plans within their assigned function or discipline.
Band 3 - Operations
Heads of important City functions who focus on translating the strategic and tactical plans for the City to operational plans for their specific function. Incumbents
may report either to the City Manager or to another member of the executive team. In their leadership role, they may be responsible for a function that provides
important City services (e.g. Engineering, Parks, Recreation, and the like) including the direct management of human and capital resources; or they may lead
critical support functions (e.g. Human Resources, Information Technology, City Planning, and the like) that impact the entire City. They maintain an appropriate
balance between vision for the future of their function and the actual successful implementation of strategic and tactical plans for their assigned function or
discipline.
Band 4 - Implementation
Core professional, technical, or service roles that provide ongoing services and support for City residents, colleagues, and/or other constituents with a focus on the
implementation of specific plans, programs, and objectives Incumbents may be individual contributors with a solid foundation in a specific function or discipline;
or supervisors of staff in support or service functions They apply their understanding of policies, theories, and complex procedures to make judgments regarding
the most appropriate method or process to use in a variety of situations and work with a high degree of independence in accomplishing their assignments. Their
focus is on the successful implementation of defined strategies. tactics. and programs consistent with Citv standards of performance. aualitv. and service.
Band 5 - Implementation Services
Critical roles in office, clerical, technical, skilled craft, or administrative functions that enable others in the organization to focus on their specific goals and
objectives. Incumbents may be individual contributors or team members with in -depth and highly specialized knowledge of the practices and procedures in their
area or craft; or supervisors /work leaders with responsibility for providing work direction to others in support or service roles. Their focus is on the completion of
multiple assigned activities balancing time and priorities appropriately and maintaining consistency with their work group's or team's objectives.
Band 6 - Specialized Services
Important support roles in clerical, technical or service functions that provide routine and standardized services in their assigned work group or service area.
Incumbents are typically members of a work group or team with responsibilities for performing well- defined and specific work assignments Alternatively,
incumbents at this level may be involved in a formal apprenticeship or training program in a skilled craft or technical job family. Their focus is on the immediate
achievement of defined activities consistent with City standards and procedures.
2006 City of Dublin Classification & Compensation Study, BSMC Consulting, City of Dublin Administrative Order 2.64.
CITY OF DUBLIN
PAY RANGE SEGMENTS
Each pay range in the wage & salary structure is sub - divided into three range segments, "Market ", "Target ", and "Premium ". Each
of these range segments is defined as follows:
"Market - a range of compensation associated with the ordinary knowledge, skills, and capabilities commonly found in the labor
market or the performance of all job responsibilities consistent with general market expectations.
"Target" - a range of compensation associated with extensive knowledge, expertise, skills, or capabilities or the performance of
all job responsibilities that fully and consistently meets the high performance standards and core values of the City of
Dublin.
"Premium" - a range of compensation associated with unique or special knowledge, skills, or expertise, which may be in short
supply due to unusual market forces, or performance that meets defined criteria of exceptional and premium value
and which is widely recognized throughout the organization because of the value -added contribution it represents.
Source Section 2 (Wage & Salary Structure /Administration), subsection C. of Ordinance No. 73 -06.
BSMC, Inc. 11/30/2010 6:38 PM
City of Dublin, Ohio
Organization Matrix
All Positions
Career Band
Lvl
Public Safety
Public Services
Community Services
City Development
City Administration
Guidance
1
City Manager
Leadership
2
961 et -PeNse DCM /Dir Economic Devel DCM /Dir Finance
3.1
Chief of Police
Dir Engineering /City Engineer
Dir Community Relations
Dir Land Use & LR Ping
Dir Admin Services
Dir Parks & Open Space
Dir Human Resources
Operations
3.2
Civilian Bureau Commander
Dir Building Standards
Dir Recreation Svcs
Deputy Finance Director
Police Lieutenant
Dir Streets & Utilities
Dir Acctg & Auditing
Dir IT
Dir Taxation
HR Manager
3.3
Engineering Mgr- Design
Events Manager
Planning Mgr
Network Ops Mgr
Engineering Mgr- Devel
Olans Exam Rat OR MgF
Senior Project Manager
Engineering Mgr - Transp
Economic Development Mgr
Budget Manager
Facilities Mgr
' "meager
Fleet Mgr
4.1
Court Administrator
Parks Administrator
Web Administrator
Senior Planner
GIB Administrator
Senior Civil Engineer
Public Affairs Officer
IT Project Leader
Safety Admin /Risk Manager
Support Services Admin
Implementation
4.2
Emerg Mgt Coord /Law Enforc Planner
Civil Engineer II
Event Administrator
Commercial Plans Examiner
°i dg@t ^RaIy4
Fleet Administrator
Sr. Public Information Officer (PIO)
Economic Dev Administrator
Financial Analyst
Operations Administrator
Landscape Architect
Planner II
Network Administrator
Sr Building Inspector
Recreation Services Admin
Sustainabiliity Frog. Admin.
Volunteer Administrator
4.3
Communications Supv
Building Inspector
City Forester
Planner I
Accountant
Electrical Inspector
City Horticulturist
Residential Plans Examiner
HR Specialist
Engineering Project Coord
Public Information Officer (PIO)
Review Services Analyst
Payroll Specialist
Right of Way Survey Specialist
Web Developer
Management Assistant
Parks Operations Specialist
Sr. Support Services Analyst
Civil Engineer I
Sr. GIB Analyst
Software Application Specialist
Ord 49 -10 - Comp Plan amendments - Proposed 2011 Matrix.xls All NR Positions Page 1
BSMC, Inc. 11/30/2010 6:38 PM
City of Dublin, Ohio
Organization Matrix
All Positions
Career Band
Lvl
Public Safety
Public Services
Community Services
City Development
City Administration
5.1
Parks & Recreation Operations Supv
Code Enforcement Supv
Administrative Specialist
Community Justice Officer
Crew Supervisor
Membership Svcs Supv
Development Review Specialist II
Deputy Clerk of Council
Engineering Proj Inspector
Nature Education Coord
Executive Asst
Recreation Program Supv
GIS Analyst
Theater Supv
Support Services Analyst
Implementation Services
5.2
Property Room Tech
Asst Forester
Code Enforcement Officer
Accounting Specialist
Court Clerk
Asst Horticulturist
Development Review Specialist I
Administrative Asst
Contract Specialist
Zoning Inspector
Recreation Operations Coord
Risk Management Assistant
Recreation Program Coord
Parks & Rec Facility Coord
5.3
Records Mgmt Tech
Electrical Worker
Events Assistant
Accounting Assistant
Engineering Asst
Staff Assistant
HR Assistant
6.1
Office Assistant II
Procurement Assistant
Specialized Services
6.2
Office Assistant 1
6.3
Ord 49 -10 - Comp Plan amendments - Proposed 2011 Matrix.xls All NR Positions Page 2
SECTION (2) (A) OF COMPENSATION PLAN (ORDINANCE NO. 73 -06)
(WAGE & SALARY STRUCTURE /ADMINISTRATION)
Job Classifications and Pav Grades
The following is a listing of City job classifications and corresponding pay grades
grouped categorically:
Administrative Support
Classification
Pay Grade
Staff Assistant
5.3
Administrative Assistant
5.2
Administrative Specialist
5.1
Executive Assistant
5.1
Building Regulation
Classification
Pay Grade
Development Review Specialist I
5.2
Development Review Specialist II
5.1
Residential Plans Examiner
4.3
Building Inspector
4.3
Electrical Inspector
4.3
Review Services Analyst
4.3
Senior Building Inspector
4.2
4-2
Commercial Plans Examiner
4.2
33
Director of Building Standards /Chief Building Official
3.2
Development Review Specialist I
5.2
Development Review Specialist II
5.1
Clerical Support
Classification
Pay Grade
Office Assistant I
6.2
Office Assistant II
6.1
Criminal Justice
Classification
Pay Grade
Court Clerk
5.2
Community Justice Officer
5.1
Court Administrator
4.1
Community Relations /Public Information
Classification
Pay Grade
Web Developer
4.3
Public Information Officer
4.3
Senior Public Information Officer
4.2
Public Affairs Officer
4.1
Web Administrator
4.1
Director of Community Relations
3.1
�(litft�l"" 1���If�7ttitl�7ft
Classification
Pay Grade
Economic Development Administrator
4.2
Economic Development Manager
3.3
Deputy City Manager /Director of Economic Development
2
Engineering /Electrical
Classification
Pay Grade
Electrical Worker
5.3
Engineering Assistant
5.3
Engineering Project Inspector
5.1
Engineering Project Coordinator
4.3
Civil Engineer I
4.3
Civil Engineer II
4.2
Senior Civil Engineer
4.1
Engineering Manager
3.3
Director of Engineering
3.1
Events Administration
Classification
Pay Grade
Events Assistant
5.3
Event Administrator
4.2
Events Manager
3.3
Environmental Sustainability
Classification I Pay Grade
Sustainability Programs Administrator 1 4.2 1
Finance/Accounting /Procurement
Classification
Pay Grade
Procurement Assistant
6.1
Accounting Assistant
5.3
Accounting Specialist
5.2
Payroll Specialist
4.3
Accountant
4.3
Bodget Affal:�4
4-2
Financial Analyst
4.2
Budget Manager
3.3
Director of Taxation
3.2
Director of Accounting & Auditing
3.2
Deputy Director of Finance
3.2
Deputy City Manager /Director of Finance
2
General Management/Administration
Classification
Pay Grade
Management Assistant
4.3
Volunteer Administrator
4.2
Senior Project Manager
3.3
Director of Administrative Services
3.1
Human Resources
Classification
Pay Grade
Human Resource Assistant
5.3
Risk Management Assistant
5.2
Human Resource Specialist
4.3
Safety Administrator/Risk Manager
4.1
Human Resource Manager
3.3
Director of Human Resources
3.1
Information Technology
Classification
Pay Grade
Support Services Analyst
5.1
GIS Analyst
5.1
Software Application Specialist
4.3
Senior Support Services Analyst
4.3
Senior GIS Analyst
4.3
Network Administrator
4.2
Information Technology Project Leader
4.1
GIS Administrator
4.1
Support Services Administrator
4.1
1T- Nlanag&F
-3,-3
Network Operations Manager
3.3
Director of Information Technology
3.2
Landscape Architecture
Classification Pay Grade
Landscape Architect 4.2
Land Use Planning /Zoning
Classification
Pay Grade
Landscape Inspector
5.2
Zoning Inspector
5.2
Code Enforcement Officer
5.2
Code Enforcement Supervisor
5.1
Planner I
4.3
Planner II
4.2
Senior Planner
4.1
Planning Manager
3.3
Director of Land Use and Long Range Planning
3.1
Law Enforcement/Emergency Management
Classification
Pay Grade
Police Property Technician
5.2
Communications Supervisor
4.3
Emergency Mgmt. Coord. /Law Enforcement Planner
4.2
Technical Services Bureau Commander
3.2
Police Lieutenant
3.2
papw� 8f p8lipe
-2-
Chief of Police
3.1
Police Property Technician
5.2
Legislative Affairs
Classification Pay Grade
Deputy Clerk of Council 5.1
Natural Resources
Classification
Pay Grade
Assistant Forester
5.2
Assistant Horticulturist
5.2
Contract Specialist
5.2
Nature Education Coordinator
5.1
City Forester
4.3
City Horticulturist
4.3
Parks Operations Specialist
4.3
Parks Administrator
4.1
Director of Parks & Open Space
3.1
Records Management
Classification I Pay Grade
Records Management Technician 1 5.3
Service /Maintenance/Utilities /Facilities
I
Classification
Pay Grade
Parks & Recreation Facility Coordinator
5.2
Recreation Operations Coordinator
5.2
Recreation Program Coordinator
5.2
Membership Services Supervisor
5.1
Parks & Recreation Operations Supervisor
5.1
Recreation Program Supervisor
5.1
Theater Supervisor
5.1
Recreation Administrator
4.2
Director of Recreation Services
3.2
Service /Maintenance/Utilities /Facilities
I
Classification
Pay Grade
Crew Supervisor
5.1
Operations Administrator
4.2
Fleet Administrator
4.2
Director of Streets & Utilities
3.2
Facilities Manager
3.3
Fleet Manager
3.3