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PUBLIC WORKS / PERSONNEL - Director Jim Simon
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Requested Action(s)
recommendation
a) Request approval of revisions to the classification specifications of Public Works Maintenance Worker I/II/III/IV, Public Works Assistant Maintenance Supervisor, and Public Works Maintenance Supervisor, within the Memorandum of Understanding between Tehama County and the Joint Council bargaining unit, effective 1/7/25
b) RESOLUTION - Request adoption of a resolution to amend the FY 2024-25 Personnel Allocation List (PAL), (Reso #2024-080), by deleting thirty (30.00 FTE) Public Works Maintenance Worker I/II/III/IV allocations at Salary Ranges 15/19/21/23, adding thirty (30.00 FTE) Public Works Maintenance Worker I/II/III allocations at Salary Ranges 19/23/27, deleting three (3.00 FTE) Public Works Assistant Maintenance Supervisor allocations at Salary Range 27, adding three (3.00 FTE) Lead Public Works Maintenance Worker allocations at Salary Range 31 and changing the salary range of six (6.00 FTE) Public Works Maintenance Supervisor allocations from Salary Range 31 to Salary Range 35, effective 1/7/25
c) Request approval to reclassify four (4.00 FTE) Public Works Maintenance Worker II incumbents to Public Works Maintenance Worker I, three (3.00 FTE) Public Works Maintenance Worker III incumbents to Public Works Maintenance Worker II, sixteen (16.00 FTE) Public Works Maintenance Worker IV incumbents to Public Works Maintenance Worker III, and four (4.00 FTE) Public Works Assistant Maintenance Supervisor incumbents to Lead Public Works Maintenance Worker, effective 1/7/25
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Financial Impact:
The estimated financial impact for the reclassification of the Public Works Maintenance Worker series for the remainder of FY 24/25 is approximately $176,140 and approximately $352,319 for FY 25/26. There is no impact to the General Fund.
Background Information:
The Tehama County Personnel Office recently completed the 2024 Classification Study per Article 24 of the memorandum of understanding (MOU) between the County of Tehama and the Joint Council Bargaining Unit. Each calendar year, the County agrees to review up to five (5) classification specifications within the Joint Council Bargaining Unit. The list of classifications to be studied is provided to the Personnel Office by the Joint Council bargaining unit. The Personnel Office then completes a thorough analysis, including studying comparable classifications both inside and outside of the County, examining minimum qualifications, base salary, benefits data, and conducting interviews and / or surveys of all applicable employees. Based on the findings from the study, the Personnel Office may make recommendations for revisions. As a result of this process, the Personnel Office is making recommendations to reorganize the entire Public Works Maintenance Worker classification series, which includes the reclassification of some current employees.
The Public Works Maintenance Worker II classification, which is the mid-level in the series and considered the journey level classification, was analyzed, and used to conduct a salary survey with six comparator counties. In addition, twenty-three (23) Public Works Maintenance Worker incumbents, varying in classification levels, completed an extensive position questionnaire. When compared to the Public Works Maintenance Worker II classifications in Butte, Colusa, Glenn, Humboldt, Shasta, and Yuba counties, the classifications were similar in the scope, level, duties, responsibilities, core knowledge, skills, and other requirements. However, during the study, it was found Tehama County’s structure of the classification series had an additional level in comparison to most of the comparator counties. Because the difference in the essential functions were not significant enough to justify an additional level, the Personnel Office is recommending removing one of the levels and combining the essential functions of the other levels. Therefore, resulting in the aforementioned reorganization of the entire Public Works Maintenance Worker series.
The proposed reorganization revises the Public Works Maintenance Worker I/II/III/IV classification by changing it to a Public Works Maintenance Worker I/II/III. This structure will eliminate the additional level and increase the amount of experience required for the entry-level classification. Further, it is recommended the proposed Public Works Maintenance Worker I/II/III classification remain flexibly staffed, in other words, an employee may promote to a higher classification once work knowledge has been developed, sound work habits demonstrated, and all other requirements have been met. The changes also allow the Public Works Maintenance Worker I and Public Works Maintenance Worker II candidates a six (6) month period to obtain their Class A Driver’s License. This would provide greater flexibility to the Department in the hiring process.
The proposed restructuring also includes changing the Public Works Assistant Maintenance Supervisor classification to a Lead Public Works Maintenance Worker. This classification would remain as a separate level and would not be included in the flexibly staffed series.
As a result of the study, other various revisions to the classification series were made including updates to the Supervision Received and Exercised section, the Class Characteristics section, the Working Conditions section, and the License and Special Requirements section.
Following the conclusion of the study, Personnel consulted the Public Works Department on any additional revisions necessary based on the needs of the Department. The Department requested to add additional Class A endorsements to the License and Special Requirements section. The addition of these endorsements would impact some current incumbents. However, if approved, incumbents will have six (6) months to obtain the required endorsements. All costs in obtaining the newly required endorsements will be at the expense of the employee.
If approved, the newly restructured series would place the classification within the market median and create an appropriate salary range separation of ten percent (10%) among all classifications.
The proposed restructuring of the classification series is more consistent with the majority of the comparator counties. If approved, current incumbents would be reclassified as follows:
Public Works Maintenance Worker I (Range 15) will be reclassified to Public Works Maintenance Worker I (Range 19);
Public Works Maintenance Worker II (Range 19) will be reclassified to Public Works Maintenance Worker I (Range 19);
Public Works Maintenance Worker III (Range 21) will be reclassified to Public Works Maintenance Worker II (Range 23);
Public Works Maintenance Worker IV (Range 23) will be reclassified to Public Works Maintenance Worker III (Range 27);
Assistant Public Works Maintenance Supervisor (Range 27) will be reclassified to Lead Public Works Maintenance Worker (Range 31); and
Public Works Maintenance Worker (Range 31) will be reclassified to Range 35.
To implement the proposed changes within the series, the Department requests to amend the Position Allocation List (PAL) by deleting thirty (30.00 FTE) Public Works Maintenance Worker I/II/III/IV allocations at Salary Ranges 15/19/21/23, adding thirty (30.00 FTE) Public Works Maintenance Worker I/II/III allocations at Salary Ranges 19/23/27, deleting three (3.00 FTE) Public Works Assistant Maintenance Supervisor allocations at Salary Range 27, and adding three (3.00 FTE) Lead Public Works Maintenance Worker allocations at Salary Range 31. The Public Works Department also requests to Public Works Maintenance Supervisor classification from Salary Range 31 to Salary Range 35. If approved, this action will result in the reclassification of some of the employees, as outlined in section c), and the Master Salary Schedule will also be updated to reflect the proposed changes.
The Personnel Office has met and conferred with Joint Council bargaining unit and an agreement has been reached.