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Sparks City Council Meeting 11/26/2018

General Business: 9.9

Title: Presentation, discussion and possible approval to amend Appendix A in the Mid Management, Professional and Technical Resolution (R-3341) effective October 1, 2018 to update the classification and compensation system following a review. The estimated cost to the General Fund is $5,984 in FY19, $11,563 in FY20 and $16,411 in FY21. The estimated cost to other funds is $319 in FY21.
Petitioner/Presenter: Neil C. Krutz, ICMA-CM/Assistant City Manager/Mindy Falk/Human Resources Manager
Recommendation: The City Council approve the amendments to the Mid Management, Professional and Technical Resolution, Appendix A.
Financial Impact: The estimated cost to the General Fund is $5,984 in FY19, $11,563 in FY20 and $16,411 in FY21. The estimated cost to other funds is $319 in FY21.
Business Impact (Per NRS 237):
    
A Business Impact Statement is not required because this is not a rule.
Agenda Item Brief:

On September 10, 2019 City Council adopted a new method of classification and compensation using a vendor, Korn Ferry Hay Group (HAY).  A component of the implementation plan was to re-evaluate the classification (leveling) for positions where the compensation (new pay range) differs significantly from the existing pay range.  Those positions were submitted for re-review.  Based upon the results from HAY, changes to the pay ranges and additional titles in the Appendix A in the Mid Management, Professional and Technical Resolution are recommended effective October 1, 2018.  The estimated cost to the General Fund is $5,984 in FY19, $11,563 in FY20 and $16,411 in FY21.  The estimated cost to other funds is $319 in FY21.



Background:

On September 10, 2018, City Council adopted a systematic process of determining pay using the HAY classification and compensation method for all positions in the Mid Management, Professional and Technical Resolution.

As presented to Council on September 10, 2018, a natural step in the implementation of a classification and compensation system is to re-evaluate the classification (leveling) for positions where the compensation (new pay range) differs significantly from the existing pay range.  The City prioritized the positions most negatively impacted as first to have their leveling re-reviewed.  Of 188 positions evaluated at the City, 16 were identified as outliers for immediate review because the new pay range was 15% or below the existing pay range. 

These 16 positions spanned multiple resolutions and contracts.  The review of all 16 is complete.  However, as you will see in the tables below, a total of 24 positions had to be reviewed.  This is because new titles were added and because in some cases, the job family needed to be reviewed as a unit.

Here is a breakdown of the count of positions reviewed and the reason:

Contract/Resolution Outliers Outlier Job Family New Positions Never Leveled Grand Total
Attorney 3 4 - 7
Confidential 1 - - 1
Executive 1 - - 1
Management, Professional & Technical 9 - 2 11
Operating Engineers - Non Supervisory 2 2 - 4
Operating Engineers - Supervisory - - - -
Grand Total 16 6 2 24

In the re-leveling review process, there are three possible outcomes.  The classification level may be adjusted up, it may stay the same or it may go down.  All three of these outcomes occurred. Represented below are the results:

  Review Caused This Change to Level:
Contract/Resolution Went Down No Change Went Up Not Previously Leveled Grand Total
Attorney - - 7 - 7
Confidential - - 1 - 1
Executive - - 1 - 1
Management, Professional & Technical 1 4 4 2 11
Operating Engineers - Non Sup 1 1 2 - 4
Operating Engineers - Sup - - - - -
Grand Total 2 5 15 2 24

The effective date recommended is October 1, 2018 to make these changes consistent in timing with the adoption of the HAY method.



Analysis:

The HAY review process included upfront work with departments to review materials sent to HAY in the original review, update job descriptions and update the organizational chart.  Only after that work was done was the new information reviewed and re-leveled by HAY.  HAY provided a new consultant independent of the original team for the second review.  In some instances, the nature of the work has changed since the original review, or the organizational chart has changed or both.  In other cases, the job description and organizational chart did not have material changes.

Before you today are the classification and compensation changes for the positions in the Mid Management, Professional and Technical Resolution, Appendix A that result from the Hay review process described above. The changes are as follows:

Job Classification Levels and Pay Ranges to be changed in the Appendix A:

Title:  Assistant City Clerk                 Pay Range:  $52,336 to $78,504                      Level:  12 to 13

Title:  Capital Projects Coordinator   Pay Range:  $57,019 to $85,529                      Level:  15 to 14

Title:  Civil Engineer Senior               Pay Range:  $68,932 to $103,398                   Level:  15 to 16

Title:  Recreation Supervisor            Pay Range:  $62,688 to $94,032                      Level:  13 to 15

Title:   Police Services Manager       Pay Range:  $68,932 to $103,398                    Level:  Never leveled to 16

Job Classification Titles, Levels and Pay Ranges to be added to Appendix A:

Title: Information Technology Administrator    Pay Range:  $68,932 to $103,398     Level:  16

Complement:  In the complement, the number of System Analyst Seniors is reduced by one to account for one moving to this new title.

Title:  Parks and Recreation Administrative Manager    Pay Range:  $62,688 to $94,032       Level:  15

Complement: In the complement, the number of Recreation Supervisors is reduced by one to account for one moving to this new title.



Alternatives:

1.  The City Council may approve the Appendix A changes as presented.

2.  The City Council may not approve Appendix A changes as presented.

3.  The City Council may not approve Appendix A changes but provide direction or alternatives to the City Manager.



Recommended Motion:

I move to approve the amendments to the Mid Management, Professional and Technical Resolution, Appendix A effective October 1, 2018 to include changes to the level and salary ranges associated with the positions of Assistant City Clerk, Capital Projects Coordinator, Civil Engineer Senior, Recreation Supervisor, and Police Services Manager and to add the job titles and associated salary ranges of Parks and Recreation Administrative Manager and Information Technology Administrator.



Attached Files:
     MP - Appendix A 2018.10.01.pdf
     NRS 288 for Hay Outlier Review - MP.pdf
     R-3341 MANAGEMENT, PROFESSIONAL, AND TECHNICAL.pdf

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