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HomeMy WebLinkAbout1988-02-16; City Council; 9298; Amend Mgmt Compensation Plan Revise Salary4B# 939 8 flTG. 2/16/88 IEPT. CM RECOMMENDED ACTION: TITLE: AMENDING THE MANAGEMENT COMPENSATION PLAN AND COUNCIL POLICY NO. 36 AND ADOPTION OF CITY AllY v * REVISED MANAGEMENT SALARY SCHEDULE CITY MGRi Adopt Resolution No. BY-3 9 amending Council Pol icy No. 36 and approving a revised Management Compensation Plan, adopt Resolution No. W-Yo setting compensation for Council appointed officials and Resolution No. fR-L/! approving classification specifications for the position of Assistant to the C i ty Manager. ITEM EXPLANATION: Management compensation is guided by Council Policy No. 36 and the Management Compensation Plan. Council Policy No. 36 is being modified to provide that merit salary increases for management employees may not exceed 10% per year except in cases where a management employee is more than 10% below the bottom of a salary range or where an inequitable relationship exists. The Management Compensation Plan is being modified to correspond to the changes in Council Policy No. 36 to allow the City Manager to provide merit salary increases not to exceed 10%. January. The management salary schedule has been adjusted to establish salaries so that the top step of the salary range for benchmark salaries are within the top three of the seven comparison cities. These increases would generally occur in For management salaries, the City of Carlsbad is compared to the cities of Oceanside, Escondido, La Mesa, El Cajon, Chula Vista, National City and Coronado. Under the previous procedure, twelve benchmark management posi- tions were compared to similar positions in other cities. This year three positions are being deleted as benchmarks. deleted as a benchmark and the salary will be tied to the City Manager’s salary. that salary tied to City Engineer, and Senior Management Analyst is being deleted as a benchmark and that salary will be tied to Assistant City Manager. As a result, these positions will be adjusted in the same per- centage as the benchmark positions to which they are tied. Other management compensation plan changes included in this agenda bill involve the extension of tuition reimbursement provisions of the Personnel Rules that benefit miscellaneous employees to police and fire management personnel, and authorizing payment of a monthly auto allowance to the Assistant City Manager and Planning Director, and increasing the auto allowance for Com- munity Development Director and Parks and Recreation Director. Also included in this agenda bill is a resolution that approves class specifications for a position of Assistant to the City Manager. position left vacant by the appointment of Mr. Patchett to City Manager will be converted to the position of Assistant to the City Manager. The City Attorney will be Parks and Recreation Director will be eliminated as a benchmark and The Assistant City Manager I FISCAL IMPACT: The proposed compensation plan will have a fiscal impact on the city of about $100,000 for the remainder of 1987-88, if maximum salary increases are granted to all management employees. Approximately $91,400 of this cost would be funded by the General Fund with the remaining $8,600 being supported by other funds. A transfer from the General Fund Contingency Account to various departmental budgets would be necessary to support the cost of this plan for the remainder of this year. A transfer of $91,400 from the General Fund Contingency Account to various departmental budgets and the appropria- tion of $8,600 from various fund balances are recommended. A fund transfer on file with the Finance Director shows the accounts and amounts necessary to support this proposed salary plan. following this transfer will be approximately $900,000. The balance in the Contingency Account EXHIBITS : 1. Resolution No. gf-3 9 amending Council Pol icy No. 36 and approving a 2. 3. Resolution No. #??-L// adopting classification specifications for revised Management Compensation Plan. Resolution No. ff-s’o adopting a compensation plan for Council ap- poi nted off i ci a1 s . position of Assistant to the City Manager. a I, .. .. .. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 RESOLUTION NO. 88-39 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, AMENDING COUNCIL POLICY NO. 36 AND APPROVING A REVISED MANAGEMENT COMPENSATION PLAN AND TRANSFERRING FUNDS WHEREAS, the City Council has adopted Council Policy No. 36 that es- tablishes a policy for the setting of management salaries; and WHEREAS, the City Council has established the Management Compensation Plan; and WHEREAS, the City Council desires to make changes in Council Policy No. 36 and the Management Compensation Plan. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carl sbad as follows: 1. That the above recitations are true and correct. 2. That Council Policy No. 36 attached hereto as Exhibit A, is hereby approved and adopted. 3. That the Management Compensation Plan attached hereto as Exhibit B, is hereby approved and adopted. 4. That the management salary schedule attached hereto as Exhibit C, is hereby approved and adopted. 5. That the fund transfer in the amount of $100,000 on file in the Finance Department re1 ating to management salaries is hereby approved. /// /// /// /// /// /// /// // / 3 .- 1 4 5 c 9 E 9 1c 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 6. That the City Manager is authorized to pay auto allowances of $250 per month for Assistant City Manager, Community Development Director P1 anni ng Di rector, and Parks and Recreation Director. PASSED, APPROVED AND ADOPTED at a regular meeting of the Carlsbad City Council, held on the 16th day of February, 1988 by the following vote to wit: AYES: Council Members Lewis, Pettine, Mamaux and Larson NOES: None ABSENT: Council Member Kulchin ATTEST: ALETHA L. RAUTENKRANZ, City Clerk \ Attachment A n No. 88-39 - I_ I I .- Page 1 of 2 CITY OF CARLSBAD Date Issued 2/16/88 COUNCIL POLICY STATEMENT senera1 Subject: MANAGEMENT SALARIES Effective Date 2/16/88 specific Subject: Management Salary Ranges Ca;cellation Date None 1 And Management Salary Ranges (issue Su ercedes No. 36 1/6/87) 2opies to: City Council, City Manager, City Attorney, Department and Division Heads, Employee Bulletin Boards, Press, File WRPOSE To establish an orderly and objective process for the setting of management salary ranges and the administration of management salary increases. STATEMENT OF POLICY 1. 2. 3. 4. 5. 6. Management salary ranges shall be comprised of six steps (5%) between steps. Salary merit increases shall be no more than 10% per year, with the exception that any manager who is below the bottom of his or her stated range, or an inequitable relationship exists, may receive an increase of up to 10% based on evaluation of performance. be granted up to a 5% merit increase above the existing range based upon performance. Authority to grant increases beyond the range would expire December 31 of the pay plan year. Further, any manager at the top of the range may General across the board salary increases granted to miscellaneous City bargaining units shall be passed through to miscellaneous management employees. General across the board salary increases granted to police and fire City bargaining units shall be passed through to police and fire management employees. Merit increases will generally occur in January and general across the board adjustments will occur as they are granted to the other city bargaining units. Managers will be eligible to earn executive leave up to 56 hours a year on a basis of one hour worked for one hour earned. Salary range adjustments shall be recommended annually by the City Manager for all management employees based on the following criteria: A. The salary survey shall be limited to the Cities of Oceanside, Escondido, La Mesa, El Cajon, Chula Vista, National City and Coronado. The City of Carlsbad salaries shall be shown in comparison with the survey data. .-- Page 2 of 2 CITY OF CARLSBAD COUNCIL POLICY STATEMENT Policv No. 36 Date Issued 2/16/88 ;enera1 Subject: MANAGEMENT SALARl ES ipecific Subject: Management Salary Ranges And Management Salary Increases ~ ~~~~ - :opies to: City Council, City Manager, City Attorney, Department and Division Heads, Employee Bulletin Boards, Press, File B. C. D. E. F. 7. A. B. 8. The A salary survey shall be conducted as described herein between September 15 and November 15 each year. Salary ranges as prescribed by the survey shall be presented to Council for consideration and may become effective January 1 the following year. The survey shall consist of the top step of each salary range for the positions indicated in part 6E below. lowest top step shall be eliminated when determining the range of top. steps. The agency with the highest and The top step of the City's salary range for the surveyed positions shall be set at 90% of the range defined by the high and low cities as determined in 6C above. The following bench mark positions should be included in the salary survey : City Manager Finance Director Planning Director Assistant City Manager Personnel Director Building Director Police Chief Library Director City Engineer Fire Chief No employee will lose pay if their salary range is decreased due to the salary survey. The City Manager shall determine which positions included in the survey are comparable to management positions within the City of Carlsbad. When a City of Carlsbad management position has no comparable position in the salary survey, the City Manager shall analyze the responsibilities and duties of such position and shall recommend placement within the management compensation plan. City Manaqer may from time to time recommend ranqe and salary adjust- ments in excess of 10% for certain specific management titles based on unforeseen events, changes in agreements with other bargaining units, or market considerations. range adjustments will be governed by Section 3 of this policy. The City Attorney may perform the tasks assigned to the City Manager for the Assistant City Attorney. - Salary increases for individual managers affected by 6 Attachment B - Resolution No. 88 39 MNAGEMENT COMPENSATION PLAN I. INTRODUCTION. This attachment constitutes the Management Compen- sation Plan (MCP). The MCP contains three parts, an introduction, a schedule of benefits, and a salary schedule. A. DEFINITIONS. 1. Manaqement EmDl ovees. Management employees are def i ned under the provisions of Carlsbad Municipal Code Section 2. 48.030 (7). 2. Citv Council Amointed EmDlovees. The City Manager and City Attorney are hired by and responsible directly to the City Council. The salaries for these positions shall be set by the City Council. The nonsalary compensation provisions of the MCP shall apply to these positions except ‘as otherwise provided by the City Council. 11. SCHEDULE OF BENEFITS. A. LIFE INSURANCE. A1 1 management personnel shall receive City paid life insurance in an amount equal to two times the basic yearly earnings. To determine benefits, the amount of insurance is rounded to the next higher $1,000 multiple, unless the amount equals a $1,000 multiple. 6. RETIREMENT. All management personnel shall participate in the Public Employees’ Retirement System on the same basis as other employees of their respective departments, as provided by Govern- ment Code Section 20615. C. RETIREMENT CONTRIBUTION. A1 1 management employees shall have their portion of the retirement contribution to the Public Employees’ Retirement System paid by the City, on the same basis as other employees of their respective departments, as provided by Government Code Section 20615. D. VACATION, All management employees shall earn vacation on a basis equal to that of other employees in their respective departments except for management employees with comparable service in local government agencies may be granted credit for such service for the purpose of computing vacation at the discre- tion of the City Manager. All management employees shall be permitted to accumulate up to and including forty (40) days of vacation. The City Manager shall be responsible for the granting of vacation to all management personnel, except in the case of the Assistant City Attorney, where the City Attorney shall be respon- sible for granting vacation. 7 E. EXECUTIVE LEAVE. A1 1 management personnel shall be el igi bl e to earn executive leave, except the positions of the Police Captain and Police Lieutenant. A maximum of 56 hours per year are eligible for executive leave. Executive leave will be credited to each management level employee as hours are earned as determined by the administrative policy established by the City Manager. As of July 1, 1986, all management employees will be required to earn executive leave on an hour per hour basis. The City Manager is authorized to pay overtime to any management employee who is required to work extended hours due to emergencies such as fires, storms, floods, or other emergencies. The position of Police Lieutenant shall receive overtime at the rate of time and one-half for actual hours worked. F. SICK LEAVE. All management personnel shall be granted sick leave on a basis equal to that of other employees in their respective department. G. SICK LEAVE CONVERSION. Any management employee who as accrued and maintains a minimum of one hundred (100) hours of sick leave shall be permitted to convert up to twelve (12) hours of sick leave and uncompensated sick leave to vacation at a ratio of three (3) sick leave days per one (1) day of vacation. The sick leave conversion option will be provided during the first week of each fiscal year. If conversion to vacation is not elected, earned sick leave will be added to the existing total. H. SEPARATION COMPENSATION. A1 1 unclassified management employees involuntarily separated from the City service due to budget cutbacks, layoffs, contracting out of service or for other reasons not due to misconduct which would justify involuntary separation for cause of a permanent classified employee shall receive thirty (30) working days salary computed at the salary range of the employee at the time of separation. I. HOLIDAYS. All management employees except for the position of Pol ice Lieutenant, shall enjoy paid holidays in accordance with the schedule of eleven (11) established by the City Council. The position of Police Lieutenant shall receive holiday pay at the rate of time and one-half in lieu of receiving holidays off. The Lieutenant in charge of the police investigations division shall receive time and one-ha1 f for a1 1 hol idays actually worked. J. MEDICAL, DENTAL AND VISION INSURANCE. The City will share the cost of medical, dental and vision insurance premiums. Any increase or decrease in premiums for the coverage will be prorated between the City and employee on the same basis as City and employee costs are divided in the table in Exhibit A to the Management Compensation Plan. c K. ANNUAL PHYSICAL EXAMINATION. A1 1 management employees shall be eligible for reimbursement of up to the amount of three hundred fifty dollars ($350) during each fiscal year to pay the cost of an employee’s annual physical examination. Such examination may be accomplished by a physician of the employee’s choice. Each employee claiming reimbursement shall be required to authorize the release of a copy of the results of the examination to the City Manager or his designated employee. L. INCOME PROTECTION INSURANCE. A1 1 management personnel shall be granted income protection insurance coverage equal to that provided other employees in their respective department. Long- term disability is available for all management personnel after 30 days of disability. M. DEFERRED COMPENSATION. The City shall provide a deferred compensation plan which may be utilized by any management employee. The City reserves the right to accept or reject any particular plan and to impose specific conditions upon the use of any plan. N. HEALTHY EMPLOYEE AWARD. The Healthy Employee Award is earned by those management employees using not more than one day of sick leave in a calendar year period. Each employee earning this will be eligible for a $100 Cash Award. 0. EDUCATIONAL REIMBURSEMENT. Police and fire management personnel are authorized to. receive educational reimbursement on the same basis as mi scel 1 aneous management personnel . I I I. MANAGEMENT SALARY SCHEDULE. The management salary schedule, shall establish a salary range for each management position. The City Manager shall have authority to determine the salary for each management employee within the salary range established for each management position. The City Manager may delegate to department heads the authority to set salaries for management personnel under supervision of the department head. The City Manager may grant merit salary increases not to exceed 10% generally in January. Salary adjustments within the salary range shall be based on performance. The salary level within the salary range of all management employees shall be reviewed in January. Salary adjustments shall be made at the discretion of the City Manager subject to any limitation or controls imposed by the City Council. The City Attorney shall have authority to determine the salary level of the Assistant City Attorney within the salary range established for the position. 3 i Employees at the top of the range may be granted up to a 5% merit increase above the existing range based on performance. Authority to grant increases beyond the range would expire December 31 of the pay plan year. The City Council shall set the salary of the City Manager and City Attorney. mr-w m4m e.. 4mm mcom 404 04N +++ www o\o o\o OV ooc NNO NVC[ mwa I. mwl- 4mu 4N wwo r-crcn mNm Lnw ... moo (no0 m-V mrrv 444 rld4 Nmco Nma ... ... ~mrn rl~m 04N OdN +++ +++ www www E W r: I: OINN Lnrl- ..I r-mr mmc Nr? moo m-3- 4il4 cum03 4Nm ... 04N +++ www w a5 H CLI moo m-3- 4Fld Nma dam ... OdN +++ www U v) H E EXHIBIT A To Management Compensation Plan - :iTY.OF CARLSBAO HANAGEHENT SALARY RANGES CALCULATION OF PROPOSED SALARY RANGES c. I .- EXHIBIT 'Iu Resolution No. CITY VANAGER CITY llTTORNEV ASSISTANT CITY nANR6ER ASSISTANT TO CH ASSISTANT CITY ATTORNEY COnHUNlTV DEVELOFHENT DIRECTOR SENIOR RAMAGEtlENT RNBLVST MRNAGEflEN ASS I STGNT HANAGEIENT AtiAVLST 4DMIN ASST-CONTRACTS EXECUTIVE ASSISTANT MANAGER RESEARCH I ANllLYSlS PUBLIC INFO OFFICER BUILDING DIRECTOR PRINCIPAL BUILD I N6 INSPECTOR DEVELOPNENT PROCESSING HANR6ER HOUSING PROGRAA AOl!INISTRATOR CITY ENGINEER ASSISTANT CITY ENGINEER CONSTRUCTION SUPERVISOR PRINCIPBL CIVIL ENGINEER HUNICIPAL PAOJECTS MANAGER BUILDING MAlNT SUPERVISOR ELECTRICAL JUNS SUPERVISOR BU lLDl N6 181 Nl SUPER I NTENDENT EQU IPHENT HA INT SUPER I NTENkENT HETER SHOP SUPERVISOR ERUIPHENT MINT SUPERVISOR SEYER RAIN1 SUPERVISOR STREET NAINT SUPERINTENDENT STREET MAINT SUPHIVISOR UTILITIES MRIMT DIRECTOR UTILITIES MAINT SUPERINTENDENT WATER tlBlNT SUPERVISOR PARKS AN0 RECREATION DIRECfOR APUATIC SUPEREVISOR - PARK SUPERINTENDENT , + PARK SUPERVISOR PRINCIPAL RECREATION SUPERVISOR RECREATION SUPERINTENDENT SENIOR CITIZENS COORDINATOR IN assT-RRis FINANCE DIRECTOR PURCHASING DIRECTOR INFORHANT I ON SYSTEMS 0 IRECTOR ASSISTANT FINANCE DIRECTOR RISK HANAGER FIRE CHIEF FIRE 8ATTALlON CHIEF LlBRRRY DIRECTOR ASSISTANT LIBRARY DIRECTOR AUDIO visunL SPECIALIST PERSONNEL DIRECTOR PLRNNING DIRECTOR ASSISTANT PLANNING OIRECTOR CONIUNITV REDEVELOPHENEWT DIRECTMI POLICE CHIEF POLICE CAPTAIN POLICE LlEUTEHANT 2,561 2,433 2,341 1,873 2,:41 2,341 1,349 1,054 1,169 1,349 1,349 1,349 1,851 1,349 1,971 1, 640 1,372 1,313 2,150 1,976 1,380 1,811 1,976 1,408 1,108 1,571 1,574 1,108 1,108 1, 108 1,571 1,408 2,049 1,574 I, 108 2,019 1,108 1,574 I, 408 1,515 1,574 1,515 1,929 1,504 1,929 1,501 1,833 2,327 1,837 1,772 1,382 1,822 1,925 2,059 1,256 2,116 2,341 1,978 1,716 2,689 2,555 2,158 1,967 2,458 2,458 1,416 I, 107 1,227 1,416 1,416 1,416 1,944 1,416 2,070 1,722 1,441 1,379 2,251 2,075 1,449 1,701 2,075 1,478 1,478 I, 653 1,653 I, 478 I, 478 1,478 1,653 1,478 2,152 1,653 1,470 2,152 1,478 1, 653 1,470 1,591 1,M3 1,591 2,025 I, 579 1,579 1,924 2,443 2,0235 1,929 1,BbO 1,451 1,319 1,913 2,253 2,021 2,141 2,458 2,077 1.001 2,824 2,683 2,581 2,065 2,581 I, 187 1, IC3 1,289 1,487 1,487 1,487 2,041 1,487 2,173 1,513 I, 448 2,370 2,178 1,522 1,996 2,178 1,552 1,552 1,735 1,735 1,552 I, 552 1,552 I, 735 1,552 2,259 1,735 1,552 2,259 1,552 1,735 I, 552 1,670 1,735 1,670 2,127 1, 658 2,127 1, 658 2,020 2,581 1,808 2,566 2,025 1,953 1,523 I, 385 2,008 2,366 2,122 2,248 2,591 1,891 2,181 2,965 2,817 2,710 2,lbE 2,710 2,710 1,562 1,221 1,353 1,562 1,562 1,562 2,143 1,562 2,282 1,898 1,588 1,520 2,489 2,287 2,096 2,287 1 ,630 1,630 1,59a 1,822 1,822 1,630 1,650 1,630 I, 822 1,630 2,372 1,822 1,630 2,372 1,630 1,822 1,630 1,751 1,822 1,751 2,233 1,741 2,233 1,711 2,121 2,694 2,Hb 2,051 1,599 I, 451 2,109 2,484 2,228 2,360 2,710 2,290 1,986 3,113 2,958 2,846 2,277 2,846 2,046 I, b40 1,282 1,421 I, b40 1,640 I, 640 2,250 1,640 2,396 1,993 1,668 1,596 2,613 2,102 1,678 2,201 2, 102 1,711 1,711 1,913 1,913 1,711 1,711 1,913 1,711 2,191 1,913 1,711 2,491 1,711 1,913 1,711 1,812 1,842 2,345 2,345 1,711 1,913 1,828 1,828 2,220 2,829 2,233 2,153 I, 679 1,527 2,211 2,609 2,339 2,478 2,846 2,401 2,085 3.269 3,106 2,988 2,390 2,988 I, 722 1,316 I, 492 I, 722 1,722 2,363 1,722 2,516 2,093 1,751 1,676 2,741 2,522 1,762 2,311 2,522 1,797 1,797 2,988 1,722 2,009 2,009 1,797 1,797 1,797 2,009 1,797 2,615 2,009 1,797 2,615 1,797 2,009 1,797 1,934 2,001 1,934 2,462 I, 9-20 2,462 1,920 2,339 2,970 2,341 2,261 1,763 1,603 2,325 2,739 2,456 2 , bQ2 2,188 2,525 2,190 C 88-39 c - 1 2 3 4 5 6 7 e 9 1c 11 12 12 14 1E 1E 17 1E 1s 2c 21 22 2: 24 26 26 27 2e RESOLUTION NO. 88-40 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, ADOPTING A COMPENSATION PLAN FOR COUNCIL APPOINTED OFFICIALS. WHEREAS, the City Council has determined to make adjustments in compensa- tion for Council appointed officials; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carl sbad as follows: 1. That the above recitations are true and correct. 2. That the salary for City Council appointed officials effective January 1, 1988, shall be as follows: City Attorney $2 , 996 bi -weekly City Manager $3,089 bi-weekly 3. City Council appointed officials shall receive the benefits of the Management Compensation Plan, except: A. Section H shall not apply. Separation of the City Manager and City Attorney is controlled by Municipal Code Chapters 2.12 and 2.14 respectively as modified for the City Manager by his employment agreement. B. The City Attorney shall be authorized to receive an amount per month equal to the subsidy for management employee plus two dependents in lieu of coverage under the City’s health and medical in- surance plan provided by Section J. 4. The City Manager shall receive a car allowance of $250 per month. The City Attorney shall receive a car allowance of $225 per month. The City Attorney shall receive a salary of $100 per month for 5. work as general counsel for the Housing and Redevelopment Commission. *. 1 2 ? 4 f t r 1 @! s 1c 11 12 12 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 6. The City Manager shall receive a salary of $100 per month for work as Executive Director for the Housing and Redevelopment Commission. 7. That a mid-year review of performance and salary for the City Manager and City Attorney will be conducted by City Council in June. 8. City Counci 1 . This Resolution shall continue in effect until modified by the PASSED, APPROVED AND ADOPTED, at a regular meeting of the Carlsbad City day of February, 1988 by the following vote, Council, held on the 16th to wit: AYES: Council Members Lewis, Pettine, Mamaux and Larson NOES: None ABSENT: Council Member Kulchin CL'AUDE A. LEW'IS, flayor ATTEST : ALETHA L. RAUTENKRANZ, City Clerk 1 2 3 e 9 1c 11 12 12 14 1: 1E 1G 2c 21 2: 22 24 2: 2e 27 2E RESOLUTION NO. 88-41 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, AMENDING THE CLASSIFICATION PLAN AND SALARY SCHEDULE TO ADOPT THE CLASSIFICATION OF ASSISTANT TO THE CITY MANAGER. WHEREAS, the City Manager recommends and the City Council concurs, that the classification of Assistant to the City Manager should be adopted and included in the City’s Classification Plan and Salary Schedule. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carlsbad, California, as follows: 1. That the above recitations are true and correct. 2. That the City Council authorizes and directs the City Manager to add the classification of Assistant to the City Manager as described in Attachment A, attached hereto and made a part thereof. 3. That the City Council authorizes and directs the City Manager to add the title of Assistant to the City Manager to the Management Salary Schedule. PASSED, APPROVED AND ADOPTED at a regular meeting of the Carlsbad City Council, held on the 16th day of February, 1988 by the following vote, to wit: AYES: Council Members Lewis, Pettine, Mamaux and Larson ATTEST: I ahL- ALETHA L. RAUTENKRANZ, City Clerk -. . Attachment A Resol uti on No. 88-41 ASSISTANT TO THE CITY MNAGER DEFINITION Under general direction of the City Manager, to plan, organize and direct the activities of administrative staff to the City Manager; to represent the City Manager at meetings within the organization and community; and to do related work as assigned. EXAMPLES OF DUTIES Directs a staff engaged in conducting adm and operational functions. nistrative studies of organ zat i onal Recommends and directs the implementation of programs designed to assure efficient and effective management practices. Performs administrative assignments for the City Council. Performs pol icy analysis on anticipated programs to evaluate their feasibility within the organization. Provides service to other departments in developing and implementing special programs. Administers special projects that do not fall within any one department’s juri sdi ct i on. Analyzes legislation and makes recommendations based on organizational and community impacts. Represents the City Manager at meetings with the various community groups, employee organizations, and other publ ic and private organizations. Supervi ses, trains and eval uates employees. Prepares written reports and makes oral presentations. QUALIFICATIONS Know1 edqe of: Modern principles, methods and trends in publ ic administration. Princi pl es and practices of organization, admini strati on, budgeting and supervision. Administrative analysis techniques including organization and method analysis, cost analysis and statistical measurements. ,- I . ,: -' . ASSISTANT TO THE CITY MANAGER, Continued Ability to: Communicate clearly and concisely, orally and in writing, Conceptually analyze problems and recommend and implement effective action. Plan, direct and coordinate the work of others. Establish and maintain effective relationships with City officials and employees, the general pub1 ic and representatives of other agencies. Supervise, train and evaluate assigned staff. ExDer i ence and Educat i on : Any combination equivalent to experience and education that would 1 i kely provide the required knowledge and abilities. A typical way to obtain the knowledge and abilities would be: ExDerience: Four years of progressively responsible administrative and supervisory experience in 1 oca1 government. Education: Equivalent to a bachelor's degree and preferably a graduate degree from an accredited college or university with major work in public administration or related field is desirable.