Title
Amendments to Classification Plan S-5815 in Accordance with Human Resources Committee 615 Recommendations (Ordinance S-48961)
Description
As part of a classification and compensation study, the following amendments to the Classification Plan [S-5815] are proposed in accordance with the recommendation of Human Resources Committee 615, effective Sept. 19, 2022. The proposal will also require modifications to the City’s Pay Ordinance [S-47689] which will be processed under a separate ordinance.
Establish the classification of Finance Procurement Officer, Job Code 04340, Salary Plan 001, Grade 036 ($61,110 - $92,893/annually), Benefit Category 007, Labor Unit Code: 007, EEO-4 Category: Professionals, FLSA Status: Exempt.
Establish an assignment to the classification of Finance Procurement Officer*Lead, Job Code 04341, Salary Plan 001, Grade 038 ($67,538 - $102,565/annually), Benefit Category 007, Labor Unit Code: 007, EEO-4 Category: Professionals, FLSA Status: Exempt.
Establish an assignment to the classification of Procurement Manager*Finance, Job Code 04351, Salary Plan 001, Grade 039 ($70,970 - $107,910/annually), Benefit Category 007, Labor Unit Code: 007, EEO-4 Category: Professionals, FLSA Status: Exempt.
Abolish the classification of Procurement Supervisor, Job Code 04320, Salary Plan 001, Grade 034 ($55,266 - $84,094/annually), Benefit Category 007, Labor Unit Code: 007, EEO-4 Category: Professionals, FLSA Status: Exempt.
Report
Summary
BACKGROUND
Staff performed a classification and compensation study to analyze issues with turnover within the Finance Department. Through research it became apparent there was a need to distinctly identify a procurement job family with specific certifications and different minimum qualifications separate from the Contract Specialist job family. Analysis showed significant issues with both vacancies and turnover and difficulty with both recruiting and retention.
FINDINGS
Staff used data from eCHRIS and conducted research using a combination of public sector resources such as JIMS (Job Information Management System) and confirmed the department’s concerns. The job duties and level of complexity for the Contract Specialist II classification were found to be most comparable to the local market. Data indicates that the city is somewhat competitive with the current market; however, the industry standard required professional certifications which were not required by the city.
RECOMMENDATIONS
Staff recommends establishing a procurement job family to include a Finance Procurement Officer classification and assignments to the classifications of Finance Procurement Officer*Lead and Procurement Manager*Finance. This family will reflect industry standards, the scope and experience needed for the role, and assist with the subsequent creation of an apprenticeship program to create a candidate pool for the specialized role of government procurement. Additionally, staff recommends the Procurement Officer classification require professional certifications such as Certified Public Procurement Officer (CPPO), Certified Professional Public Buyer CPPB), Certified Professional in Supply Management (CPSM), or Certified Purchasing Manager (CPM), including three years’ experience in public sector procurement. Lastly, the classification Procurement Supervisor has not been used citywide for many years and as a matter of housekeeping, staff recommend abolishing the class given that it is no longer needed.
CONCLUSION
The City must attract talent at the Procurement Officer level that has the knowledge, competence, and experience of specifically working in the public sector purchasing of goods and services. The recommendations listed above would mitigate frequent turnover, align the city with compensation practices in the local job market, and reflect the industry standards, as well as assist the city with attracting qualified candidates in a highly competitive market.
Financial Impact
The total estimated cost for the entire proposal is $23,090.
Concurrence/Previous Council Action
This action was reviewed and recommended for approval by Human Resources Committee 615 on Aug. 19, 2022.
Department
Responsible Department
This item is submitted by Assistant City Manager Lori Bays and the Human Resources Department.