Title
Amend Pay Ordinance S-45840 in Accordance with Human Resources Committee 606 Recommendations (Ordinance S-46948)
Description
At the request of the City Manager’s Office, the following amendments to the Pay Ordinance (S-45840) are recommended in accordance with Human Resources Committee 606, effective Sept. 21, 2020. The amendments also require the City’s Classification Ordinance (S-5815) to be updated. Those will be processed under a separate ordinance. The Human Resources Department is requesting the following actions:
Establish Classifications
Establish the classification of Office of Accountability and Transparency Director (NC), Code 06800, Salary Plan 018, Grade 906 ($45.91 - $78.04 hourly; $95,493 - $162,323 annually), Benefit Category 010, Unit Code 008, EEO-4 Category/Group: 1 - Officials/Administrators, FLSA: Exempt.
Establish the classification of Office of Accountability Attorney (NC), Code 06810, Salary Plan 013, Grade 845 ($45.19 - $72.29 hourly; $93,995 - $150,363 annually), Benefit Category 009, Unit Code 008, EEO-4 Category/Group: 2 - Professionals, FLSA: Exempt.
Establish the classification of Office of Accountability and Transparency Executive Administrative Assistant, Code 06850, Salary Plan 001, Grade 035 ($26.89 - $40.95 hourly; $55,931 - $85,176 annually), Benefit Category 008, Unit Code 008, EEO-4 Category/Group: 5 - Paraprofessionals, FLSA: Exempt.
Establish Positions
Establish three full-time positions, one in each of the classifications noted above. The actual position numbers will be designated by the Budget and Research Department after approval has been secured.
Report
Summary
The City Council responded to community concerns earlier this year by allocating $3 million in the 2020-21 budget to fully fund the approved Office of Accountability and Transparency. This Office will provide police oversight and monitoring of possible misconduct and complaints against sworn personnel of the Phoenix Police Department. A work study team was assembled to guide the initial steps in establishing this new office, including identifying the first three positions that will need to be filled. Establishing these classifications and positions now will enable the recruiting and selection process to begin. It is expected that as many as 15 full-time positions will be added as the Office becomes fully staffed. The newly hired Director will have guidance and influence on the actual classifications and positions necessary for the new Office.
Financial Impact
Funds are available in the City Manager’s Office budget.
Concurrence/Previous Council Action
This action was reviewed and recommended for approval by Human Resources Committee 606 on Sept. 3, 2020.
Department
Responsible Department
This item is submitted by Deputy City Manager Toni Maccarone and the Human Resources Department.