Summary The proposed FY 2018 Compensation Plan includes updates targeted at increasing organizational efficiency, compliance with existing Department of Labor (DOL) overtime regulations and a 2% cost of living adjustment as approved in the FY 2018 Budget.
As the City continues to grow and thrive it is imperative that departments restructure periodically to ensure staff operate efficiently and meet established goals. To this end, four (4) new positions are being proposed for addition to the Compensation Plan for FY 2018 and one position is proposed for reinstatement. The proposed reinstatement of the Accountant and addition of a Senior Accountant will allow for a higher level of both transactional and analytical functions in the Finance & Administrative Services Department. The proposed Contract Manager will be part of the Compliance and Risk Management Department. The intent for this position is to ensure consistent management of all proposals and contracts and will train closely under the tutelage of our current Compliance and Risk Management Director. Staff is also proposing the addition of a Communications and Executive Project Manager to serve as the City’s point of contact for public relation activities as well as to manage high level projects, working closely with our current Administration. Similarly, the Public Services Project Manager will oversee all Public Services projects to ensure efficiency, cost effectiveness and satisfaction of established deadlines.
The FY 2018 Compensation Plan also includes four (4) proposed position reclassifications from nonexempt from the DOL Fair Labor Standards Act (FLSA) to exempt from the FLSA. Based on the previously proposed DOL Final Rule to Update the Regulations Defining and Delimiting the Exemption for Executive, Administrative, and Professional employees these positions were classified as nonexempt due to having salary minimums lower than the then proposed salary test level of $47,476 annually. The proposed final rule was overturned and projections for the new DOL salary test for exemption from the FLSA are significantly lower. As such the positions of Financial Management Analyst, Grants Specialists, Project Coordinator and Purchasing Specialist again qualify for exemption from the FLSA. |