Summary The proposed FY 2017 Compensation Plan includes several changes from the currently approved Compensation Plan. These changes are due primarily to the addition of new positions, reorganization or reevaluation of current positions, new Department of Labor (DOL) regulations and the approved 2% cost of living adjustment.
In an effort to improve retention, the Communications Operator position is being expanded to a three (3) tier Communications progression to include the addition of a Communications Operator Trainee, Communications Operator I and Communications Operator II. Likewise the proposed Recreation Assistant I and Recreation Assistant II create progression and growth possibilities in what was previously the Recreation Assistant role.
In order to bring to fruition the initiatives of the Community Redevelopment Agency (CRA) staff is proposing the addition of a CRA Coordinator.
As the City continues to grow it is important that we continually assess our community’s needs and reorganize staff and workloads to ensure effective service. To that end staff is proposing the creation of the Distribution/Collections Supervisor to head the new Distribution/Collections division of Public Services. This division will install and service both the City's water distribution and wastewater collection systems. To the same end, the Administration is consolidating the current Parks and Recreation Maintenance division with the Facilities Maintenance division. With this change all City maintenance and custodial activities will be centralized.
Due to the various existing events the City coordinates and with the availability of the Swick House for rent and future multipurpose center activities, staff is also proposing the addition of an Events Coordinator.
As of December 1, 2016 the DOL Final Rule to Update the Regulations Defining and Delimiting the Exemption for Executive, Administrative, and Professional Employees will be effective. Per the DOL executive, administrative and professional positions must meet both a salary and a duties test to qualify for exemption from overtime. Amongst other things, the Final Rule increases the standard salary required for executive, administrative and professional employees to be classified as exempt from $455 per week or $23,660 annually to $913 per week or $47,476 annually. The duties test for each exemption remained largely unchanged. Six (6) of the proposed FY 17 Compensation Plan changes will reclassify previously exempt positions to nonexempt and four (4) changes raise the minimum salary for the position in order to remain in compliance with DOL regulations.
Remaining changes are due to the reevaluation of current positions and/or the approved cost of living adjustment. |