In September of 2018, City Council adopted the HAY method of classification and compensation for full time regular employees in resolutions and for employees in the Operating Engineers Local #3 bargaining units.  At the outset of the project, the vendor leveled all affected jobs in one large project.  However, the plan moving forward was to establish a city panel comprised of employees from across the involved resolutions and bargaining units for job evaluation.  This panel, called the Sparks Job Evaluation Panel (SJEP) was formed in July of 2019, and now meets regularly to review job classification levels using the HAY methodology.  The panel participated in an intensive 3-day training to learn the method, and HAY helps to oversee the work of the panel and/or audit a percentage of results to ensure that the method is applied correctly and fairly.  This agenda item is before due to changes recommended by the SJEP.

The recommended action to effectuate the changes proposed by the SJEP is:

Change the classification level and associated pay range as follows:

The panel reviewed documents provided by both the employee and the supervisor or manager regarding the nature of the work, changes in work and the supervisor hierarchy.  Three main pillars of the review involve looking at the level of accountability, the know-how and the problem solving required of a person performing the job competently.  The panel concluded that each of the two jobs listed above needed slight adjustments in one or more of the rating criteria, and the adjustments were enough to place them in the next Hay classification level.

In the case of the Traffic Signal Technician Lead, the panel learned that the electrical systems at the City are so unique that there isn't a standard manual or series of manuals for the employee, and the supervisor may not have the specific technical expertise to help solve the issue.  The employee is required to problem solve, create solutions, or seek out assistance from a limited number of other experts in the region or country when they cannot find the solution on their own.

The Environmental Control Officer may be called out to the scene of a hazardous material spill and they must problem solve to determine what the material is and to respond accordingly and manage the scene, often without immediate access to a supervisor as a resource or to a specified manual for answers.  They also inspect large and complex industrial sites where there is a great deal of variability and variety in what they may find and problem solving in how they respond.  They must also examine and sign off on environmental aspects of the building plans.  And this job series is responsible for representing the City at interagency meetings.    

These are examples of know-how, problem solving and accountability factors considered by the panel while reviewing the jobs.

The financial impact for the Traffic Signal Technician Lead change is up to $100 in FY20, $4,700 in FY21 and $7,300 in FY22 to the Road Fund.  This accounts for more room in the pay range for performance based merit increases for the existing staff in the job title.

The financial impact for the Environmental Control Officer change is up to $2,000 in FY20, $7,000 in FY21 and $10,000 in FY22 to the Sewer Fund and up to $1,000 in FY20, $5,000 in FY21 and $7,000 in FY22 to the Drains Fund.  This accounts for more room in the pay range for performance based merit increases for the existing staff in the job title, and the potential for future cost of living adjustments (COLA's) for existing staff whose pay was frozen by the HAY system implementation.  This change puts the employee pay within the pay range again, effectively unfreezing the pay rate.

None of the changes will result in immediate pay increases.  The labor agreement terms for timing and eligibility for COLA's and performance based merit increases is unchanged.

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 the Memorandum of Understanding (AC-5609) between the city of Sparks and the Operating Engineers Local #3 – Non-Supervisory Unit effective September 30, 2019.