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Revised Classification Specification: Assistant to the City Manager
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Contact Person/Dept: Amy Webber/Human Resources Department
Phone Number: 310/253-5652
Fiscal Impact: Yes [x] No [] General Fund: Yes [x] No []
Public Hearing: [] Action Item: [x] Attachments: [x]
Public Notification: (Email Meeting Agenda, 05/26/16)
Department Approval: Serena Wright, Human Resources Director (05/25/2016)
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RECOMMENDATION
Staff recommends that the Civil Service Commission approve the revised classification specification for Assistant to the City Manager.
BACKGROUND
During the Fiscal Year 2016/2017 budget process, the City Manager has included a recommendation to City Council for one additional Assistant to the City Manager position within the City Manager’s Office. Human Resources staff met with the City Manager to review the current classification specification in preparation for the pending recruitment and filling the position.
The proposed revisions to Assistant to the City Manager classification specification (Attachment A) is attached.
DISCUSSION
The City Manager reviewed Culver City’s organizational needs as part of the annual budget process. This review led to a recommendation to reorganize workloads and functions within the City Manager and City Clerk Offices. The proposed reorganization includes transferring and reclassifying the Assistant City Manager/City Clerk position to a full-time City Clerk in the City Clerk’s Office. The City Manager’s recommendation also includes requesting approval for an additional Assistant to the City Manager position in the City Manager’s Office.
The Assistant to the City Manager classification has been reviewed in preparation for the recruitment to fill the position. This review resulted in the proposed changes to the class specification that illustrates the essential job duties performed and the necessary skill set required.
Definition
The Assistant to the City Manager classification reports directly to the City Manager and functions as part of the Executive Team. This position is charged with ensuring organizational policies and performance strategies are aligned with the City Manager’s vision as well as being responsible for complex analyses that support decision-making and the City’s strategic direction. The revised language clarifies the position’s role and reflects the needs of the organization.
Essential Job Duties
Multiple essential job duties are being revised in light of reviewing this classification and the Assistant to the City Manager’s role as part of the Executive Team. The significant proposed changes include clarifying existing job duties, updating language that captures the level of responsibility entrusted to this position, and accurately reflecting the job duties performed by the classification.
Knowledge, Skills and Abilities
This section has been updated to reflect the skill set and technical foundation required to perform the essential job duties.
Training and Experience
The proposed training revisions require the incumbent to possess a Bachelor’s degree in business or public administration from an accredited college or university. Possession of a Bachelor’s degree is necessary due to the nature of the work performed and is consistent with Culver City’s executive level classifications. Therefore, Human Resources staff with agreement from the City Manager are recommending the absolute degree requirement.
Labor Market Cities
A survey of our labor market cities revealed comparable positions. The labor market positions on average reflect the proposed revisions to the classification specification’s minimum requirements for training, education, and experience requirements. Additionally, the minimum requirements have been reviewed internally with other executive level classifications to ensure internal organizational and classification alignment.
FISCAL ANALYSIS
The salary was reviewed in light of the pending recruitment. The current approved salary range, listed below, is appropriately aligned within the labor market and should allow the City to attract and retain qualified applicants. Therefore, we are not recommending a salary adjustment.
Range $8,832.76 - $10,781.25 monthly $105,993.16 - $129,374.96 annually
AUTHORITY
In accordance with Civil Service Rule 3.3(a), the Civil Service Commission shall consider reclassification upon the recommendation of the Human Resources Director and the affected department head.
Civil Service Rule 3.3(a) Processing:
The establishment of a new classification or a reclassification may be requested by any member of the City Council, Commission, appointing authority or any employee of the City. The request shall be prepared and submitted to the Human Resources Director and the affected department head, and attached thereto shall be a description of the duties to be performed, and such information or attachments as may be necessary to consider the case. The Human Resources Director shall review the requested action with the requesting party and make such recommendations to the Commission as the Human Resources Director deems appropriate.
The Human Resources Director’s recommendations shall be communicated to the originator, the affected appointing authority and employee organization. If any party disagrees with the Human Resources Director’s recommendations, such objection may be presented in writing or verbally to the Commission at the time for consideration of the recommendation. The Commission shall make the final decision on the establishment of a new classification or revisions to an existing classification.
ATTACHMENTS
1. 2016-06-01 - ATT A - Revised Class Specification Assistant to the City Manager
MOTION
That the Civil Service Commission:
1. Approve the Revised Classification Specification for Assistant to the City Manager.