REPORT TO COUNCIL
SUBJECT
Title
Action to Approve Various Revisions to the As-Needed Salary Plan
Report
COUNCIL PILLAR
Manage Strategically Our Workforce Capacity and Resources
BACKGROUND
California Code Regulations Section 570.5 governs and requires the adoption of updated publicly available salary schedules or salary plan by the governing body. The proposed Council action satisfies these applicable requirements.
The As-Needed Salary Plan has been modified to reflect salary range revisions in order to address compaction within the classification and between higher and lower levels in a classification series.
DISCUSSION
The As-Needed Salary Plans has been modified to reflect salary range revisions for various As-Needed classifications. The maximum of the salary range for many of the As-Needed classifications have not been updated in several years. The minimum range has been revised to reflect changes in minimum wage.
On December 7, 2021, the City Council approved revisions to the As-Needed Salary Plan to reflect the minimum rate increase to the current minimum wage of $16.40, as required by law. This further created compaction issues for several classifications. In order to address the compaction issues, Human Resources and various Departments completed a salary survey of Bay Area comparator agencies and found many of our As-Needed classifications are compensated severely under market. In order to address compaction and assist with hiring and retention of hard to fill As-Needed classifications, revisions to various salary ranges are recommended.
The As-Needed Salary Plan is recommended to be modified as follows, effective May 1, 2022:
• Crossing Guard (Job Code 362) - with an hourly range of $16.40 - $24.00,
• Instructor/Lifeguard (Job Code 501) - with an hourly range of $16.40 - $25.31,
• Laborer (Job Code 502) - with an hourly range of $16.40 - $24.85,
• Nutrition Meal Server (Job Code 608) - with an hourly range of $16.40 - $20.81,
• Nutrition Site Manager (Job Code 609) - with an hourly range of $19.53 - $24.71,
• Pool Manager (Job Code 666) - with an hourly range of $21.02 - $27.84,
• Recreation Instructor (Job Code 699) - with an hourly range of $16.40 - $30.91,
• Recreation Leader I (Job Code 681) - with an hourly range of $16.40 - $21.56,
• Recreation Leader II (Job Code 682) - with an hourly range of $18.36 - $23.91,
• Recreation Leader III (Job Code 683) - with an hourly range of $20.65 - $27.57,
• Recreation Office Assistant (Job Code 698) - with an hourly range of $16.40 - $21.56,
• Recreation Program Coordinator (Job Code 684) - with an hourly range of $21.69 - $32.33, and
• Recreation Specialist (Job Code 686) - with an hourly range of $18.86 - $27.57.
It is recommended the Lifeguard (Job Code 543) is deleted, as these duties are covered under the existing Instructor/Lifeguard (Job Code 501) classification.
In addition, it is recommended to delete the Library Assistant I (Job Code 526L), Library Assistant II (Job Code 528L), Librarian I (Job Code 530L), and Librarian II (Job Code 535L) classifications. Employees in these classifications will be reclassified to the Temporary Employee (Job Code 349) classification and aligned to the salary range (Steps 1-5) of the classified plan.
These salary range changes do not result in an automatic increase to the incumbents in the classification unless the current salary of the incumbent is below the bottom of the salary range. If the salary of an incumbent is below the bottom of the range, employees will receive a pay adjustment to bring them to the bottom of the salary range.
California Code Regulations section 570.5 requires the adoption of updated publicly available salary schedules by the governing body. The attached Resolution approves the updated As-Needed salary plan.
ENVIRONMENTAL REVIEW
The action being considered does not constitute a “project” within the meaning of the California Environmental Quality Act (“CEQA”) pursuant to CEQA Guidelines section 15378(b)(5) in that it is a governmental organizational or administrative activity that will not result in direct or indirect changes in the environment.
FISCAL IMPACT
The total fiscal impact to the FY 2021/22 Operating Budget to update As-needed class specifications ranges is unknown at this time. Revising the salary range does not automatically increase an employee’s hourly rate, unless the employee is currently below the new minimum rate. In that instance, the employee will be adjusted to the new minimum hourly rate. For additional salary requests, Departments will need to submit a salary adjustment request for review and approval to adjust an employee’s hourly rate. Additional costs will be absorbed by the various departments in their existing budgets for FY 2021/22, and if budget amendments are needed in subsequent years, they will be brought forward through the budget adoption process.
COORDINATION
This report has been coordinated with the City Attorney’s Office and the Finance Department.
PUBLIC CONTACT
Public contact was made by posting the Council agenda on the City’s official-notice bulletin board outside City Hall Council Chambers. A complete agenda packet is available on the City’s website and in the City Clerk’s Office at least 72 hours prior to a Regular Meeting and 24 hours prior to a Special Meeting. A hard copy of any agenda report may be requested by contacting the City Clerk’s Office at (408) 615-2220, email clerk@santaclaraca.gov <mailto:clerk@santaclaraca.gov> or at the public information desk at any City of Santa Clara public library.
RECOMMENDATION
Recommendation
Adopt a Resolution to approve revisions to the As-Needed Salary Plan for various classifications to satisfy the requirements of California Code of Regulations Section 570.5 effective May 1, 2022.
Staff
Reviewed by: Aracely Azevedo, Director of Human Resources
Approved by: Office of the City Manager
ATTACHMENTS
1. As-Needed Salary Plan (effective 05-01-2022) approved 04-19-2022
2. Resolution for As-Needed Salary Plans (effective 05-01-2022) approved 04-19-2022