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2020_0921_CCPacket
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2020_0921_CCPacket
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1/10/2022 1:59:47 PM
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Roseville City Council
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Council Agenda/Packets
Meeting Date
9/21/2020
Meeting Type
Regular
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Attachment D-9212020 <br />505 Investment in City Workforce <br />506 City of Roseville employees administer and provide the programs and services to the residents and <br />507 businesses of Roseville. Having a well-educated and professional staff is critical in ensuring that <br />508 RosevilleÓs programs and services are provided in an efficient, courteous, and professional <br />509 manner. <br />510 In order to attract and maintain an excellent workforce, Roseville has always strived to provide a <br />511 competitive wage and benefit package. It is important to track how the City of Roseville <br />512 compares to other similar municipal organizations. The most recent compensation analysis <br />513 completed by the city occurred in 2013. At that time, modifications in wages were made to all <br />514 positions with certain positions receiving additional adjustments due to the misalignment of that <br />515 positionÓs compensation compared to peers in other communities. While a compensation study <br />516 will eventually need to be done at some point in the next few years, I am not recommending it for <br />517 the 2021 budget, due to fiscal constraints. <br />518 Regardless of a compensation study, the organization needs to ensure that employees are properly <br />519 compensated for the duties they perform in their jobs. This is done by having a specific job <br />520 description detailing the duties and responsibilities for each position. Over time, duties evolve <br />521 with the position to embrace new methods and technologies. In addition, new duties are often <br />522 added to the employeeÓs work. As a result, the duties of the position can become misaligned from <br />523 the actual job description. Short of a full compensation study, staff looks at individual position job <br />524 description on an as-needed basis to ensure the job duties match the job description. Often, due to <br />525 added duties and responsibilities, a position needs to move to a different step on the cityÓs wage <br />526 plan. <br />527 Position Adjustments <br />528 This year, four positions were determined to be misaligned with RosevilleÓs compensation plan. <br />529 Police Department Records Technician <br />530 Police Investigative Analyst <br />531 Community Development Customer Service Rep./Permit Technician <br />532 Public Works Environmental Specialist <br />533 One additional position adjustment is being made to acknowledge a change in the supervision of <br />534 the Community Service Officers. The current position of Lead CSO will be changed from full- <br />535 time to ¾ quarter time to reflect a change in supervisory duties for the CSO program that will now <br />536 the be handled by a sergeant. <br />537 <br />538 City Manager Recommendation ÎPosition Adjustment <br />539 2021 Levy Impact: Increase of $7,150 <br />540 I have included the five position adjustments in the 2021 budget. The salary and benefit costs for <br />541 each adjustment are as follows: <br />542 <br />543 Police Department Records Technician II $4,400 <br />544 Police Investigative Analyst $8,550 <br />545 Police Department Lead CSO (full-time to ¾ time) ($6,200) <br />Page 17 of 20 <br /> <br />
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