Title
Amendments to Classification Ordinance S-5815 in Accordance with Human Resources Committee 607 Recommendations (Ordinance S-47181)
Description
As part of a study requested by AFSCME Local 2384, the following amendments to the Classification Ordinance [S-5815] are recommended in accordance with the recommendation of Human Resources Committee 607, effective Dec. 28, 2020. The amendments also require the City’s Pay Ordinance (S-45840) to be updated. Those will be processed under a separate ordinance.
Modify the EEO-4 Category/Group of Electrician Apprentice (NC), Job Code 74100, Salary Plan 004, Grade 214 ($16.68 - $21.58), Benefit Category 002, Labor Unit Code 002, from Skilled Craft to Service Maintenance.
Modify the Salary Plan of Electrician Helper, Job Code 74090, Benefit Category 002, Labor Unit Code 002, from Salary Plan 005 to 004, and modify the Grade from 215 ($18.43 - $22.51) to 215 ($17.28 - $22.51).
Modify the Salary Plan of Electrician, Job Code 74120, Benefit Category 002, Labor Unit Code 002, from Salary Plan 005 to 004, and modify the Grade from 222 ($24.50 - $29.89) to 225 ($25.52 - $34.18).
Modify the Salary Plan of Electrician*Lead, Job Code 74121, Benefit Category 002, Labor Unit Code 002, from Salary Plan 005 to 004, and modify the Grade from 223 ($25.52 - $31.10) to 226 ($26.64 - $35.93).
Abolish the Electrician*Safety classification, Job Code 74122, Salary Plan 005, Grade 223 ($25.52 - $31.10), Benefit Category 002, Labor Unit Code 002.
Modify the Class Title of Electrical Maintenance Foreman, Job Code 74140, Benefit Category 007, Labor Unit Code 007, to Electrical Maintenance Crew Chief and modify the Grade from 032 ($23.11 - $35.26) to 035 ($26.89 - $40.95).
Modify the Grade of Electrical Facilities Supervisor, Job Code 74160, Salary Plan 001, Benefit Category 007, Labor Unit Code 007, from Grade 034 ($25.61 - $38.97) to 037 ($29.74 - $45.29).
Modify the Grade of Traffic Signal Supervisor, Job Code 74070, Salary Plan 001, Benefit Category 007, Labor Unit Code 007, from Grade 034 ($25.61 - $38.97) to 036 ($28.32 - $43.05).
Report
Summary
Pursuant to Section 1-6(E) of AFSCME Local 2384’s (Unit 2’s) current Memorandum of Understanding, the Human Resources Department conducted a study on the Electrician job classification, subsequent classifications in the job series, as well as other classifications where the supervisory reporting relationship were impacted.
There are 97 Electrician positions citywide. All departments indicated they had difficulty with both recruiting and retention. Specifically, departments had issues with the quality of candidates, candidates turning down job offers due to pay concerns and employee turnover. Staff used data from eCHRIS and conducted research using a combination of public sector and private sector resources such as Payfactors, Economic Research Institute, Salary.com, and Bureau of Labor Statistics. Additionally, staff conducted a local salary survey of public sector employers in the Valley.
The job duties and level of complexity for the Electrician classification were found to be most comparable to our local market. Data indicates that the City is approximately 16 percent below the current market, and according to the U.S. Bureau of Labor Statistics, by industry, government, or utilities, the average turnover is less than 5 percent. The Electricians’ citywide turnover, however, is substantially higher, and Departments continue to experience high vacancy rates.
Changing the pay grade of the Electrician, and subsequent classifications in the job series reflects proper placement in the market for this job family and would mitigate pay compression issues. Additionally, changing pay plans from Salary Plan 005 to Salary Plan 004 would change the range from 6 to 8 steps giving departments more flexibility when hiring staff. Finally, changing the pay grades for the supervisory positions from 034 to pay grades 036 and 037 will help mitigate any pay disparity and maintain grade progression within the series.
Financial Impact
The estimated costs of these actions for a full fiscal year, including benefits, is approximately $181,689.
Concurrence/Previous Council Action
This action was reviewed and recommended for approval by Human Resources Committee 607 on Oct. 27, 2020.
Department
Responsible Department
This item is submitted by Deputy City Manager Toni Maccarone and the Human Resources Department.