2002 AGN DEC 17 I17 - Laserfiche WebLink

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Salary Study December 9, 2002 Page 2 of 3 In a separate discussion, the City and SBPEA agreed to allow the Maintenance Worker Series to be identified specifically with the department assignments such as Public Services and Parks, Recreation and Family Services, with the Building Maintenance Worker positions to proceed alone. [A side letter will be issued.] For the second phase, the Salary Survey Committee and the City Council established a list of survey cities that included Azusa, Banning, Chino, Chino Hills, Fontana, Loma Linda, Moreno Valley, Ontario, Redlands, Rialto, Riverside, San Bernardino, Victorville and Yucaipa. Recognizing that the City of Colton is a full service municipality; it became necessary to contact Burbank, Imperial Irrigation District and the San Bernardino Municipal Water District for utility related positions. The Human Resources Division made the initial personal contact with all of the survey participants and the consultant followed-up with the salary survey packets. While the majority of the cities were enthusiastic and willing to help, a few of the cities were slow in responding and it took about three months to gather relevant information. The consultant took the raw data and analyzed it and presented her report to the Salary Study Committee on October 16, 2002, where each position was reviewed and discussed as to job matches, job descriptors and compaction alignment. At this meeting, it was discovered that the salary information used contained salary increases received, by Colton and a number of cities, either at the beginning of 2002 or in July so the consultant was directed to review the information and ensure that the factors she applied were for December 31, 2001, devoid of any salary increases for 2002. On November 26, 2002, Consultant Andrea Dembrowsky presented the final report to the Salary Study Cominittee. Compaction issues were addressed as they involved the Payroll Technician, Public Services Crew Leader and Welder/Water Service Worker. In most instances, decisions were made in favor of the employees. For instance, there was no data available for job matching and salary comparison for the following positions: Lead Equipment Mechanic, Information Systems Coordinator, Senior Utilities Financial Analyst, Environmental Compliance Supervisor, Collection System Maintenance Worker I/11 and Utilities Plans Examiner. As a result, these positions were benchmarked with comparable City positions or immediate supervising positions or were allowed the average ratio of the department's collective increases. SBPEA accepted the City's request to return all of the Maintenance Worker Positions to a generic job description, to include specific sub -categories, and in exchange, the City agreed that all of the Maintenance Worker Positions would realize a - 9.3 % rating (salary increase.) [A side letter will be issued.] Finally, the Finance Department has offered to work tirelessly so that eligible employees can receive partial compensation on December 23, 2002. The separate checks for the retroactive increases will cover hourly base pay only. Payment of overtime and any other type of compensation will take place, at the earliest, in February 2003. This is to allow the Finance Department sufficient time to research payroll records.