Laserfiche WebLink
File Number: 17-041 <br />In 2013, the City Council Chamber was upgraded to include audio and video equipment, <br />which created the need for an ongoing, part-time position to manage and operate it on a <br />regular basis. The creation of an Audio-Visual Services Operator position establishes specific <br />job requirements and expectations and will assist in recruiting and retaining qualified <br />individuals to fill that vacancy. The City has met and conferred with the SLCEA to agree on <br />the establishment, duties, and recommended compensation for this classification. <br />In 2012, the Crime Analysis Technician classification was created and subsequently filled. <br />The position was vacated less than four years later, which prompted staff to analyze the <br />classification’s specifications and survey other agencies to determine if the classification was <br />competitive and comparable to neighboring, benchmark agencies. The survey results <br />determined that the minimum requirements, level of work, and compensation for this <br />classification are higher than what were established in San Leandro’s job specification. As a <br />result, Human Resources and Police Department staff worked together to revise the <br />specification to address the needs of the department as well as establish a classification that <br />is competitive with neighboring agencies. The City met and conferred with SLCEA to agree <br />on the revision to this classification. <br />Confidential Employee Group Salary Schedule <br />In 2008, the Financial Supervisor position was vacated and the essential functions of this <br />position were largely absorbed by the Deputy or Assistant Finance Director. Over the last <br />couple of years, payroll processing responsibilities have become significantly more complex <br />due to mandated IRS, State, and CalPERS reporting requirements, and increased regulations <br />for the distribution of Workers’ Compensation and Disability payments. However, no <br />classification existed to handle the higher, more technical level of work, which was cause for <br />staff to review and analyze current specifications. This resulted in a staff determination that a <br />Payroll Specialist classification was necessary. Staff recommends the establishment of a <br />Payroll Specialist classification and the elimination of the Financial Supervisor classification. <br />FINANCIAL IMPACTS <br />Revisions to the Business Development Manager classification will have no fiscal impact to <br />the General Fund because the classification will remain at salary range 7. The creation of the <br />Audio-Visual Services Operator classification is proposed at salary range 55 and will not have <br />a fiscal impact to the General Fund because the Information Technology Division in the City <br />Manager’s Office currently budgets for this position. The elevation of the Crime Analyst <br />classification is proposed at salary range 74. The increase in salary will not have a fiscal <br />impact on the General Fund because the Police Department has sufficient savings to cover <br />the increase. The Payroll Specialist classification is proposed at salary range 312 and will not <br />have a fiscal impact on the General Fund because the Finance Department has sufficient <br />savings to cover the increase. <br />PREPARED BY: Emily Hung, Human Resources Manager, City Manager’s Office <br />Page 2 City of San Leandro Printed on 1/31/2017 <br />103