After the retirement of the City Clerk, the Customer Service Manager began acting as City Clerk and Customer Service Manager while the City evaluated the structure.  A second employee has been acting as Customer Service Supervisor in the interim.  The new structure combines the City Clerk staff and the Customer Service and Business License staff under a single manager.  The single manager job title, City Clerk, will absorb managerial duties of the Customer Service Manager job description in addition to the City Clerk function.  After approximately six months of the change, city staff is confident that having a single manager overseeing both functions provides more continuity and efficiency, and that a line supervisor instead of a manager in the Customer Service area is more appropriate for assisting customers and overseeing day to day operations.

To effectuate the recommended reorganization, the Customer Service Supervisor position must be added to Appendix A of the existing collective bargaining agreement between the city and the Operating Engineers Local #3 – Supervisory Unit.

On September 10, 2018, the City Council adopted a systematic process of determining pay using the Korn Ferry HAY (HAY) classification and compensation method for all positions in the Operating Engineers Local #3 Collective Bargaining Agreement.  The original leveling project was completed by HAY.  However, the long-term plan was to establish a committee of employees to perform the leveling using HAY’s system.  That plan came to fruition in July of 2019 with the formation of the committee.  The employee representatives on the committee come from work locations and employment units across the city to ensure maximum representation for employees.  The committee received multiple days of intensive training, then used the training to evaluate job leveling.

The city’s HAY consultant led the group, titled the City of Sparks Job Evaluation Committee (SJEC) in reviewing titles in the proposed reorganization.   The HAY proprietary points-based classification system was applied, and the committee assigned the appropriate classification levels.  The title of Customer Service Supervisor is new, and the leveling the committee assigned it is consistent with how other supervisor positions are leveled in the city.  The SJEC determined that the appropriate HAY level for the job is a 13.  HAY agreed that the methodology was applied correctly.

The recommended action to implement the reorganization is:

1. Add the job title of Customer Service Supervisor and assign it a classification level of 13 recommended by the SJEC

The addition is as follows:

1. City Council may approve the proposed Memorandum of Understanding.
2. City Council may reject the Memorandum of Understanding and direct the City Manager toward another alternative.

I move to approve Memorandum of Understanding (AC-5596) between the city of Sparks and the Operating Engineers Local #3 – Supervisory Unit.