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Current Council Agenda and Past Meeting Information

CITY COUNCIL AGENDA ITEM NO. 18

Meeting Date: May 24, 2005

Subject/Title: Adopt a Resolution authorizing implementation of the recommendations contained in the Classification and Compensation Study as prepared by Johnson & Associates, LLC

Prepared by: Patti Standley, Human Resources Manager

Submitted by: Karen L. Chew, Assistant City Manager

RECOMMENDATION
Adopt a Resolution authorizing implementation of recommended classification and compensation revisions as prepared by Johnson & Associates, LLC, effective July 1, 2005 as provided in the proposed 2005-06, 2006-07 City Budget document. Implementation of the study recommendations is an important tool in the City’s efforts to attract, recruit, employ, advance, and retain high quality employees. The final documents provide staff with a tool for future reference in maintenance of the City’s job classification and compensation plan.

PREVIOUS ACTION
City Council adopted Resolution No. 2004-44 on March 9, 2004 approving an agreement with Johnson & Associates, LLC to conduct a citywide classification and compensation study for Brentwood’s job classification and compensation plan. Funding was included in the approved 2003/04 and subsequent 2004/05 City Budgets. Additionally, bargaining unit Memoranda of Understanding documents provided, “On July 23, 2002, the City Council authorized a Classification/Compensation Study to commence Fall 2004.”

BACKGROUND
The City of Brentwood has experienced significant growth over the past 10+ years increasing from a population of 7,563 in 1990 to a current population of over 40,000 residents. In response to this growth, the City’s staffing levels have also increased from 77 employees to over 250 employees. This type of growth places unusual demands on employees as they strive to provide services to the public and maintain an increasingly heavy workload. It can also result in discrepancies or inequities of varying degrees within the City’s job classification and compensation plan. The City retained the services of Johnson & Associates, LLC to conduct a classification and compensation plan study to ensure that the City’s job classification and compensation plan is technically sound, up-to-date and consistent with City policy objectives.

The Classification Report is included as Attachment A. This portion of the study included completion of job analysis questionnaires by City employees to collect current information regarding job function, responsibility and overall scope of work. The questionnaires were subject to review and comment by supervisors and department heads. The Consultant used this information to develop draft classification descriptions. Employees, supervisors and department heads received the descriptions for review and the opportunity to provide comments, raise concerns and/or provide clarification. The Consultant received, reviewed and considered this information prior to completion of the final revisions. Based on the new classification descriptions, the Consultant created the Master List of Class Titles. Please refer to the Classification Report, Appendix A to view this listing of all recommended City Classification Titles. Using the Master List and information included in each employee’s job analysis questionnaire, the Consultant placed employees into the new classifications (see Classification Report, Appendix B – Employee Allocation List for complete list).

The Classification Report also included a comprehensive review to ensure the City’s compliance with the Fair Labor Standards Act, Equal Pay Act, Civil Rights Act and the Americans with Disabilities Act.

The Compensation Report is included as Attachment B. This portion of the study included a comprehensive base salary survey of the City’s 14 comparable agencies, which includes ten cities, one county, and three water/wastewater agencies. The salary survey data collected for the survey classifications was used by the Consultant to make salary recommendations for use in updating the City’s Compensation Plan. The survey classifications, also known as “benchmark classifications”, represent a sample of all classification types that appear in the City’s classification plan. These classifications provide a reference point for use in establishing the salary for non-survey classifications. Three important criteria are utilized in selecting the survey classifications. They should have a clear and identifiable relationship to other classes in the occupational group. This makes them good reference points when establishing salary for non-survey classifications. They should be reasonably well known and clearly and concisely described. They are commonly used classes that are readily found in other agencies.

The Compensation Report recommends new salary ranges for 142 classifications. The recommended salary ranges include 24 that result in a reduction of the current salary range. Employees that occupy these classifications are recommended to be “y-rated”. This means that they will not experience a pay loss but will retain their current salary until future cost of living adjustments increase the new salary range over time. Once the new salary range exceeds the employee’s current rate of pay they will then be eligible to receive future cost of living increases. Allowing employees to retain their current rate of pay sends the message to staff that they are valued and will benefit the City as employees maintain a positive attitude.

Staff has complied with requirements to meet and confer with the following bargaining units: Brentwood Employees’ Association – Miscellaneous and Public Works Divisions, Brentwood Police Officers’ Association, and the Mid-Managers/Lieutenants Group.

Updating the City’s classification and compensation plan to provide classification descriptions that emphasize challenging work supplemented by competitive salary and excellent benefits gives the City a strong advantage in the labor market as we strive to attract, recruit, employ, advance, and retain talented and highly qualified employees. Brentwood employees are personally invested in the City and they challenge themselves to learn new technology, prepare and implement best practices for effective workflow, as well as carry out day-to-day work assignments in support of the Council’s efforts to make Brentwood an attractive and progressive City for business owners and residents.

FISCAL IMPACT
The cost of implementation of the recommended classification and compensation study are estimated to be approximately $795,494. The cost by fund: General $359,001, Parks Enterprise $106,369, Solid Waste $12,377, Water $103,767, Sewer $53,513, and RDA, CIP, Internal Service and Housing $160,467. Funds are included in the proposed 2005/06, 2006/07 City Budget document.

Attachment:
Resolution
Attachment A – Classification Report
Attachment B – Compensation Report

RESOLUTION NO.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF BRENTWOOD
AUTHORIZING IMPLEMENTATION OF THE RECOMMENDATIONS CONTAINED IN THE CLASSIFICATION AND COMPENSATION STUDY AS PREPARED BY JOHNSON & ASSOCIATES, LLC

WHEREAS, the City of Brentwood has experienced significant growth over the past 10+ years from a population of 7,563 in 1990 to a current population of over 40,000 residents; and,

WHEREAS, in response to this growth, the City’s staffing levels have also increased from 77 employees to over 250 employees; and,

WHEREAS, this type of growth places unusual demands on employees as they strive to provide services to the public and maintain an increasingly heavy workload; and,

WHEREAS, the effects of this type of growth can also result in discrepancies or inequities of varying degrees within the City’s job classification and compensation plan; and,

WHEREAS, the City Council authorized the retention of Johnson & Associates, LLC to conduct a comprehensive Classification and Compensation Study to ensure that the City’s job classification and compensation plan is technically sound, up-to-date and consistent with City policy objectives; and,

WHEREAS, in creating the Classification Report and preparing new classification descriptions, Johnson & Associates staff worked closely with Human Resources staff, City employees, supervisors, managers, and department directors to ensure the collection and analysis of current information regarding job function, responsibility and overall scope of work; and,

WHEREAS, Johnson & Associates staff prepared the Classification Report Master List of Class Titles which identifies classifications that will appear on the Compensation Plan which is included in the City Budget document; and,

WHEREAS, the Classification Report also incorporated a comprehensive review to ensure the City’s compliance with the Fair Labor Standards Act, Equal Pay Act, Civil Rights Act and the Americans with Disabilities Act; and,

WHEREAS, the Compensation Report included a comprehensive base salary survey of the Council approved 14 comparable agencies, which include ten cities, one county, and three water/wastewater agencies; and,

WHEREAS, salary survey data was collected for the survey classifications and used by Johnson & Associates staff in making salary recommendations for use in updating the City’s Compensation Plan; and,

WHEREAS, employees occupying classifications with a recommended reduced salary range will retain their current pay level until future cost of living adjustments increase the salary range so that it exceeds the “y-rated” level of pay; and,

WHEREAS, requirements to meet and confer with representatives from the City’s bargaining units have also been fulfilled; and,

WHEREAS, the Classification and Compensation Study documents provide staff with a tool for future reference in maintenance of the City’s job classification and compensation plan; and,

WHEREAS, updating the City’s classification and compensation plan to provide classification descriptions that emphasize challenging work supplemented by competitive salary and excellent benefits gives the City a strong advantage in the labor market as we strive to attract, recruit, employ, advance, and retain talented and highly qualified employees; and,

WHEREAS, Brentwood employees are personally invested in the City and they challenge themselves to learn new technology, prepare and implement best practices for effective workflow, as well as carry out day-to-day work assignments in support of the Council’s efforts to make Brentwood an attractive and progressive City for business owners and residents.

NOW, THEREFORE BE IT RESOLVED the City Council of the City of Brentwood approves the implementation, effective July 1, 2005, of the Classification and Compensation Study as recommended by Johnson & Associates, LLC as provided in the study documents.

PASSED, APPROVED AND ADOPTED by the City Council of the City of Brentwood at a regular meeting held on the 24th of May 2005, by the following vote:

Attachment:
A – Classification Report
B – Compensation Report
 

City Administration
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