To: Honorable Mayor and Members of City Council
From: Heather Ruiz, Human Resources Director
Prepared By: Gabrielle Swanson, Management Analyst II
TITLE:
Title
City Manager’s Office Staffing Plan Update
LABEL
RECOMMENDED ACTION:
Recommendation
1. Approve the first reading and introduction of an ordinance amending Napa Municipal Code Section 2.08.090 regarding the designation of appointive officers in the City Manager’s Office.
2. Adopt a resolution (a) approving the classification specification, compensation, and benefits for the Risk Manager position and (b) approving the classification specification revisions and adopting a new salary range for the Deputy City Manager position; and (c) amending the budget staffing plan for the City Manager’s Office by deleting one Deputy City Manager position, and adding one Risk Manager position.
Body
DISCUSSION:
Overview:
The budget staffing plan for the City Manager’s Office currently includes the City Manager, one Assistant City Manager, two Deputy City Managers, one Community Relations and Media Manager, and one Management Analyst I/II (approved by City Council on June 21, 2022, R2022-066). The purpose of this item is to recommend Council approve two updates to the positions in the City Manager’s Office to include: (1) the addition of the Risk Manager classification specification, (2) the modification of the Deputy City Manager classification and (3) the addition of the Risk Manager and Management Analyst I/II to the list of appointive officers in the City Manager’s Office. Thus, if Council approves the recommended action, the organizational structure of the City Manager’s Office will be: one City Manager, one Assistant City Manager, one Deputy City Manager, one Risk Manager, one Community Relations and Media Manager, and one Management Analyst I/II.
Reclassification of one Deputy City Manager to one Risk Manager:
One of the current Deputy City Managers (“DCM”) is the primary administrator and manager of City’s risk management program provided by the City Manager’s Office. This includes serving as the City Auditor regarding all City contracts, ensuring compliance with state and federal regulations related to risk management, and regularly providing risk-related support to the staff managers for all other City departments.
When the DCM position was modified in 2017, the position was approved as a single position providing administrative-level services to cover demand for projects as they arose as well as major work related to labor relations, risk management, and negotiations. However, over the past year, the labor relations work has shifted from the City Manager’s Office to Human Resources. Additionally, another allocation of Deputy City Manager has been added to the City Manager’s Office. Management Partners conducted a review of the staffing of the City, and made a recommendation to carve out duties related to risk to a separate classification of Risk Manager, rather than keeping them in the more general Deputy City Manager classification.
Human Resources conducted market research on the comparable classifications at the Risk Manager level and does not recommend a pay adjustment to the position at this time. It is recommended that the Risk Manager salary be set at the current salary of the Deputy City Manager.
The Human Resources Department recommends that Council approve the classification specification and salary range for Risk Manager and reclassify one current Deputy City Manager to a Risk Manager.
Deputy City Manager Classification Specification Revision and New Salary Range:
As noted above, and as a part of the budget approval process, the City Council approved the establishment of a new DCM allocation in the City Manager’s Office.
The DCM position previously supported areas related to risk and labor relations. With the addition of another DCM position in the City Manager’s Office, as well as changes in the roles and responsibilities for the current DCM, there was a need to review the classification specification to align it with the current organizational structure and responsibilities. The position provides administrative and programmatic support to the City Manager’s Office by coordinating programs and activities, development and analysis of research related to City legislation and management matters, administration of special projects as assigned, and evaluation of Citywide programs and departments.
Additionally, Human Resources completed a compensation study for the classification of Deputy City Manager based on the City’s comparator agencies and recommends a pay adjustment to the position at this time. To align with comparator agencies based on the scope of the role and duties, and to ensure competitiveness in the external market, it is recommended to create a salary range with a top step of $ 202,592.14 for this classification.
Appointive Officers in the City Manager’s Office
The attached ordinance adds the approved positions of Management Analyst I/II and Risk Manager to the list of Appointive Officers in the City Manager’s Office. The Management Analyst I/II position will support the City Council priorities related to legislative advocacy and climate change. Both will be an at-will positions, serving at the pleasure of the City Manager.
FINANCIAL IMPACTS:
No additional funding beyond what has already been approved in the City Budget.
CEQA:
The City Manager has determined that the recommended action described in this staff report is not subject to CEQA, pursuant to CEQA Guidelines Section 15060(c).
DOCUMENTS ATTACHED:
ATCH 1 - Ordinance
ATCH 2 - Resolution
EX A - Classification Specification for Risk Manager
EX B - Classification Specification for Deputy City Manager
NOTIFICATION:
Legal notices of the report were published in the Napa Valley Register at least 10 days prior to the hearing date.