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CITY COUNCIL AGENDA ITEM NO. 9

Meeting Date: June 24, 2003

Subject/Title: Establish Classification Descriptions and Salary Ranges for Various Classifications Effective July 1, 2003

Submitted by: Patti Standley, Human Resources Manager

Approved by: John Stevenson, City Manager

RECOMMENDATION
Adopt a Resolution to establish classification descriptions and salary ranges for the following new classifications:

Budgeted Positions July 1, 2003:
Exhibit A - Accounting Technician III $ 49,716 - $ 60,432
Exhibit B - Chief Information Systems Officer * $ 93,684 - $ 113,880 Exhibit C - Executive Assistant * $ 51,312 - $ 62,364
Exhibit D - Lead Street Maintenance Worker $ 49,560 - $ 60,240
Exhibit E - Redevelopment Manager $ 90,696 - $110,244
Exhibit F - Solid Waste Equipment Operator/Lead Worker $ 55,788 - $ 67,800
Exhibit G - Street Maintenance Worker I/II $ 39,085 - $ 52,380
Exhibit H - Water Distribution System Worker I/II $ 43,872 - $ 58,800
Exhibit I - Water Production Worker I/II $ 40,692 - $ 54,528
Exhibit J - Wastewater Treatment Plant Operator I/II/III $ 45,144 - $ 66,708

Budgeted Positions September 1, 2003:
Exhibit K - Custodian $ 34,224 - $ 41,604
Exhibit L - Housing Manager $ 83,268 - $ 101,220
Exhibit M - Wastewater Treatment Operator Assistant $ 37,044 - $ 45,036

Budgeted Positions January 1, 2004:
Exhibit N - Fleet Manager $ 65,940 - $ 80,148

Budgeted Positions July 1, 2004:
Exhibit O - Arts Services Manager $ 65,319 - $ 79,396
Exhibit P - Community Services Officer III $ 46,296 - $ 56,267
Exhibit Q - Water Reclamation Spec/USA $ 42,588 - $ 51,756

* Salary listed is based on adjustment due to approved update of benchmark study.

PREVIOUS ACTION
On June 10, 2003, the City Council requested that staff clarify when the positions were anticipated to be filled, and to add bilingual capabilities as desirable to the Housing Manager position.

BACKGROUND
The staff of the various departments submitted New Personnel / Promotional / Reclassification Requests as part of the 2003/05 Budget process. These requests are phased in by the departments as the need for a specific scope of work is projected to warrant the new position over the two year budget cycle.

Staff conducted appropriate salary surveys of the survey agencies adopted by the City Council. The survey results provided the data used to establish the recommended salary ranges provided below. In cases where salary data was not available, staff recommended salary ranges based on internal equity with classifications that exist in the established classification/compensation structure. Extended classification series (level III) are set at 10% above the existing level II, just as level II is 10% above level I.

The classification descriptions, Exhibit A – Q, are attached for review and comment.

Positions budgeted for July 1, 2004 will be re-evaluated prior to that budget cycle to reconfirm their need, or addressed as a mid-year budget adjustment if the need comes on-line earlier.

Please refer to Attachment 1 for detailed information regarding the Arts Manager classification.

FISCAL IMPACT
Estimated salary for July 1, 2003 adjustments equals approximately $51,000, see Attachment 2. Estimated salary for September 1, 2003 new classifications equals approximately $161,033.

The fiscal impact stated above has been included in the cost estimates provided for the bargaining unit amendments and are included in the 2003/05 Annual Budget.

Attachments
• Resolution
• Exhibit A-Q
• Attachment 1 – memo, Arts Manager
• Attachment 2 – spreadsheet, estimated costs
RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BRENTWOOD ADOPTING CLASSIFICATION DESCRIPTIONS AND SALARY RANGES FOR VARIOUS CLASSIFICATIONS INCLUDED IN THE 2003/2005 BUDGET

WHEREAS, staff submitted new classification requests as part of the 2003/05 Budget, as follows:

Budgeted Positions July 1, 2003:
Exhibit A - Accounting Technician III $ 49,716 - $ 60,432
Exhibit B - Chief Information Systems Officer $ 93,684 - $ 113,880 Exhibit C - Executive Assistant $ 51,312 - $ 62,364
Exhibit D - Lead Street Maintenance Worker $ 49,560 - $ 60,240
Exhibit E - Redevelopment Manager $ 90,696 - $110,244
Exhibit F - Solid Waste Equipment Operator/Lead Worker $ 55,788 - $ 67,800
Exhibit G - Street Maintenance Worker I/II $ 39,085 - $ 52,380
Exhibit H - Water Distribution System Worker I/II $ 43,872 - $ 58,800
Exhibit I - Water Production Worker I/II $ 40,692 - $ 54,528
Exhibit J - Wastewater Treatment Plant Operator I/II/III $ 45,144 - $ 66,708

Budgeted Positions September 1, 2003:
Exhibit K - Custodian $ 34,224 - $ 41,604
Exhibit L - Housing Manager $ 83,268 - $ 101,220
Exhibit M - Wastewater Treatment Operator Assistant $ 37,044 - $ 45,036

Budgeted Positions January 1, 2004:
Exhibit N - Fleet Manager $ 65,940 - $ 80,148

Budgeted Positions July 1, 2004:
Exhibit O - Arts Services Manager $ 65,319 - $ 79,396
Exhibit P - Community Services Officer III $ 46,296 - $ 56,267
Exhibit Q - Water Reclamation Spec/USA $ 42,588 - $ 51,756

WHEREAS, staff prepared classification descriptions for each classification listed above, and,

WHEREAS, the new classification descriptions are attached as Exhibit A - Q respectively, and,

WHEREAS, staff recommends approval of the new classification descriptions as defined and based upon updated salary survey data and/or internal equity, staff recommends the salary ranges listed above, effective July 1, 2003.

NOW, THEREFORE BE IT RESOLVED the City Council of the City of Brentwood approves the compensation and classification descriptions listed above to accurately reflect duties and responsibilities assigned to the classifications.

PASSED, APPROVED AND ADOPTED by the City Council of the City of Brentwood at a regular meeting held on June 24, 2003 by the following vote:

Attachment 1

“ Adding joy to people’s lives”

June 17, 2003

M E M O

TO: City Council
John Stevenson, City Manager

FROM: Craig D. Bronzan, Director of Parks and Recreation

RE: Proposed Arts Manager Position

At the June 10, 2003 City Council meeting, City Council members discussed the proposed Arts Manager position and whether the first full time arts commission staff member was necessary at the “Manager” level. I am providing this memo as background information to discuss the types of positions that could be considered in the filling of this position.

To start with, it must be understood that an “Arts Commission” is unlike any other commission the City has. Whereas the Planning Commission, Park and Recreation Commission, and Youth Commission are either advisory and/or policy making bodies, the Arts Commission wears an additional hat the others don’t: art commissioners are expected to go out and “do” the work of promoting the cultural arts in the community. As a result, where other commissions have staff assistance to support the efforts of the advisory and/or policy making decisions, arts commission staff has to develop, administer, lead, mentor, coach, and be there right along with art commissioners in the planning, administering and running of activities.

Additionally, for an arts commission to be effective, staff has to develop, supervise, manage, and assign the work of volunteers who help with projects and support the efforts of the arts commission. Staff support to the arts commission requires someone who has the education, experience, and skills to lead and develop volunteers and commissioners who mostly live life with a passion for community enrichment. As capable as Parks and Recreation staff are in providing this staff support, Arts Administration/Management is a separate field of study and education that has a higher degree of expertise as it relates to community cultural arts.

For City Council consideration, there are three levels of staff that could be considered for staff support to the arts commission: entry level (coordinator); mid-level (supervisor); and division manager (manager). Using the recreation services class series of coordinator, supervisor, and manager as a “like” class, according to the City’s compensation plan, pay ranges for the three positions would be as follows:

Arts Coordinator $45,388 - $55,170
Arts Supervisor $52,541 - $63,864
Arts Manager $65,319 - $79,396

An Arts Coordinator would be expected to do the following:

• Attend meetings and respond to public inquirers
• Work cooperatively with other committees and representatives
• Develop master date base of local, regional, and state artist and art organizations
• Handle all clerical responsibilities for Commission and City art endeavors
• Develop and refine Commission operational procedures
• Arrange and coordinate agendas with Commission executive Committee
• Under the direct supervision of a Recreation Services Supervisor

An Arts Coordinator would not be required to have any arts administration/management background or degree.

An Arts Supervisor would be expected to do the duties of the Arts Coordinator plus the following:

• Write press releases/develop publicity
• Work cooperatively with community leaders and other governmental organizations
• Develop a membership base for financial support to the commission
• Coordinate annual fund raisers
• Coordinate artist selection process for exhibition opportunities
• Responsible for financial oversight and management of the arts budget
• Attend all Commission meetings and events
• Supervise and coordinate staff and volunteers
• Attend meetings, conferences, and training sessions as appropriate
• Under the direct supervision of the Recreation Services Manager

An Arts Supervisor would have, as a preference, an arts administration/management degree.

An Arts Manager would be expected to do the duties of the Arts Coordinator and Supervisor plus the following:

• Develop fund raisers and other funding opportunities to support Commission activities
• Research and write grant requests, and provide grant administration necessary for funding oversight
• Develop specific art program components for theatre, music, arts education, youth art classes, community art development classes, and others as identified
• Research, draft, and implement arts master plans
• Work cooperatively and develop partnerships with other arts organizations (public, private, city, county, State) and non-profits
• Establish short and long range goals through annual goal setting sessions with the Arts Commission and community
• Evaluate programs, goals, and partnerships
• Develop and negotiate, with appropriate approvals, artist contracts for exhibitions and public art opportunities
• Develop staff reports and make presentations to City Council and other policy makers
• Develop and expand the capabilities of arts commissioners and volunteers
• Under the direct supervision of the Parks and Recreation Director

An Arts Manager would be required to have a four-year degree in art, art history, art administration or related field and possession of a Master Degree is highly desirable.

Summary:

A coordinator will provide administrative support to the commission, a supervisor will allow for the expansion of programs and activities, and a manager will provide the ability for commissioner development and to expand the non-City funding for arts commission programs and activities. The level of staff hired will have a direct reflection on how the City of Brentwood Arts Commission will develop and carry out their mission as directed by City Council.

It is very common that one full time employee and a large amount of community volunteers provide support to an arts commission. Should the decision be made to hire a coordinator or supervisor, it would not be expected that the person hired would be promoted to manager position when that position is filled. As a result, so as not to create an overabundance of staff in the cultural arts division, a plan should be developed to determine what to do with the existing position when the time comes to hire an arts manager if either a coordinator or supervisor are hired rather than a manager.

Staff’s recommendation is to hire an Arts Manager in July of 2004 and that is how the Budget has been prepared. If Council chooses to opt for a Coordinator or Supervisor we will amend the Budget accordingly.

I am available to discuss this matter should there be any questions or if I can be of any additional assistance.

2003/04 and 2004/05 Estimated Costs for New Classifications Attachment 2
Effective New Net Cost New
Date Old Classification (New Classification) Salary Costs Positions
2003/04 7/1/2003 PW Maint Wkr II (Streets Wkr II) * Reclassification 47,507 540
7/1/2003 Info Systems Manager (Chief Info Systems Officer) Revise title and update class description 113,880 n/a**
7/1/2003 Executive Asst to the City Manager (Executive Assistant) * Reclassification 62,364 n/a**
7/1/2003 Executive Asst to the City Manager (Executive Assistant) * Reclassification 56,568 n/a**
7/1/2003 Executive Asst to the City Attorney (Executive Assistant) * Reclassification 53,868 n/a**
7/1/2003 PW Maint Wkr I (Wtr Dist I) * Reclassification 47,799 5,211
7/1/2003 Accounting Tech II Out of Class (Accounting Tech III) * Reclassification 30,213 3,917
7/1/2003 PW Maint Wkr I (Wtr Dist I) * Reclassification 53,333 6,377
7/1/2003 PW Maint Wkr I (Streets Wkr II) * Reclassification 52,376 596
7/1/2003 WWOP III equity adjustment Equity adj comp to other multi-level class 64,588 1,156
7/1/2003 PW Maint Wkr II (Wtr Dist II) * Reclassification 58,804 7,023
7/1/2003 PW Maint Wkr I (Wtr Prod I) * Reclassification 42,097 1,525
7/1/2003 PW Maint Wkr I (Wtr Dist I) * Reclassification 46,647 6,087
7/1/2003 PW Lead Wkr (Streets Lead) * Reclassification 60,239 279
7/1/2003 Solid Waste Equip Op Out of Class (Lead Worker) * Reclassification 67,811 6,305
7/1/2003 RDA/Economic Devel Analyst (RDA Manager) * Reclassification 99,995 6,749
7/1/2003 PW Maint Wkr II (Streets Wkr II) * Reclassification 50,714 1,406
7/1/2003 WWOP III equity adjustment Equity adj comp to other multi-level class 66,705 1,725
7/1/2003 PW Maint Wkr I (Streets Wkr I) * Reclassification 46,943 2,219

new 9/1/2003 Custodian New 37,734 37,734
new 9/1/2003 Housing Manager New 91,807 91,807
new 9/1/2003 Wastewater Assistant Operator New 31,492 31,492
50,575 161,033

new 1/1/2004 Fleet Manager New 36,347 36,347

2004/05 7/1/2004 CSO II (CSO III) * Reclassification 54,577 3,539
7/1/2004 CSO II (CSO III) * Reclassification 54,577 3,539
7/1/2004 Arts Manager New 77,506 77,506
7/1/2004 Water Reclamation Spec/USA New 50,714 50,714
7,078 128,220
* Reclassifications are existing employees whose job classifications have been revised due to the nature of the work performed.
** Salary listed includes adjustment due to update of benchmark study only.


JOB DESCRIPTIONS

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