Title
Amendments to Pay Ordinance S-47689 in Accordance with Human Resources Committee 611 (Ordinance S-48116)
Description
As part of a comprehensive proposal to address the job family of Street Maintenance Workers and establish a robust apprenticeship program, and to provide the Police Department with additional staffing flexibility with investigative duties, the following amendments to the Pay Ordinance [S 47689] are proposed in accordance with the recommendation of Human Resources Committee 611. The proposal will also require modifications to the City’s Classification Plan [S-5815], which will be processed under a separate ordinance.
Insert New Language in Section 6
SECTION 6. On and after the effective date of this Ordinance, the pay rates for employees of the City of Phoenix shall be that shown in the Schedule II for each fiscal year, except that employees designated as Council Office Staff, Executive, or Middle Management or enrolled in an apprenticeship program and assigned to apprentice compensation grades, shall have a salary set by the City Manager which shall be at or between the minimum and maximum rates assigned to that classification as shown in the Schedule II for each fiscal year.
Insert New Subsection in Section 10
(y) Employees enrolled in an apprenticeship program and assigned to apprentice compensation grades may be advanced within their assigned pay grade by the City Manager based upon periodic review of the individual employee's work performance.
Establish the classification of Police Civilian Investigator, Job Code 62560, Salary Plan 001, Grade 033 ($24.89 - $37.87/hourly), Benefit Category 007, Labor Unit Code: 007, EEO-4 Category: Professionals, FLSA Status: Nonexempt.
Establish the classification of General Apprentice-U1 (NC), Job Code 00010, Salary Plan 100, Grade 190 ($15.00 - $35.00/hourly), Benefit Category 001, Labor Unit Code: 001, EEO-4 Category: Technicians, FLSA Status: Nonexempt.
Modify the Grade of Street Maintenance Worker I, Job Code 70110, from Salary Plan 002, Grade 111 ($15.81 - $20.83/hourly) to Salary Plan 002, Grade 112 ($16.32 - $21.58/hourly).
Modify the Class Title and Grade of Street Maintenance Worker II, Job Code 70120, from Salary Plan 003, Grade 113 ($17.86 - $22.55/hourly) to Street Maintenance Worker, Salary Plan 003, Grade 114 ($18.47 - $23.55/hourly).
Modify the assignment of Street Maintenance Worker II*Rapid Responder, Job Code 70121, from Salary Plan 003, Grade 114 ($18.47 - $23.55/hourly) to Street Maintenance Worker*Rapid Responder, Salary Plan 003, Grade 115 ($19.16 - $24.53/hourly).
Modify the assignment of Street Maintenance Worker II*Crew Leader, Job Code 70122, from Salary Plan 003, Grade 114 ($18.47 - $23.55/hourly) to Street Maintenance Worker*Crew Leader, Salary Plan 003, Grade 115 ($19.16 - $24.53/hourly).
Report
Summary
POLICE DEPARTMENT
BACKGROUND
It has been past practice to use sworn Police Department staff to perform all investigator functions. Due to staffing challenges, this practice may result in pulling uniformed sworn Police Officers away from patrol and other public facing duties in order to manage investigator tasks, some of which do not necessarily need to be performed by a sworn peace officer.
Establishing a classification that allows for a civilian to perform selected investigator functions will provide necessary staffing flexibility and allow the Department to use their sworn staff where they are most needed. Assignments may include investigative or support responsibilities in the Drug Enforcement Bureau, Family Investigations Bureau, Property Crimes Bureau and Violent Crimes Bureau. This classification will not perform internal administrative investigations.
FINDINGS
Examples of similar job descriptions from other municipalities in the local labor market were reviewed, including Gilbert, Mesa, Peoria, and the Department of Public Safety. The target grade of 033 was identified as it aligns with two existing classifications within the Police Department; Police Research Analyst and Criminal Intelligence Analyst. This grade is also competitive with other municipalities.
STREET TRANSPORTATION DEPARTMENT
BACKGROUND
The base classification of Street Maintenance Worker II is heavily reliant upon recruiting candidates to the “underfill” classification of Street Maintenance Worker I. Throughout the course of the study, however, it was determined that designing an attractive apprenticeship program would be more beneficial than continuing to use the entry level classification. At the time of the study, there were about 20 filled positions at the entry level and nearly 30 filled positions at the base level.
FINDINGS
Recent attempts to recruit new employees into the job family were ineffective suggesting that the initial entry rates were not competitive. Further analysis of other local municipalities combined with market pricing from other sources revealed that the City is about two percent behind the labor market.
A one-grade increase was recommended for the base classification and the two “assignments” immediately above the base class to maintain the competitive labor market position. And a new apprenticeship program was developed to address the attraction and recruiting issues.
APPRENTICESHIP
A new model for apprenticeships is proposed, using a generic classification and an open range without steps. This model will allow for the classification and salary range to be used by a variety of disciplines, and the specific rates of pay for the apprentices, as they progress through the program, will be developed in partnership between Classification/Compensation and the Apprenticeship Committee.
Financial Impact
The total estimated cost for the entire proposal is $48,300. Funding is available in the Police and Street Transportation departments.
Concurrence/Previous Council Action
This action was reviewed and recommended for approval by Human Resources Committee 611 on Oct. 11, 2021.
Department
Responsible Department
This item is submitted by Assistant City Manager Lori Bays and the Human Resources Department.