CDC - Agenda 05-09-061]
Public Comment from the Audience:
• If you wish to address the Community
Development Commission, please
complete a Speaker Request Card and
hand it to the Commission Secretary
before the start of the meeting.
• The Community Development
Commission will hear public comments
on matters not listed on the agenda
during the Public Comments from the
Audience period.
• Opportunity to address the Community
Development Commission (on non-
agenda items) is limited to 3 minutes per
speaker.
• The Community Development
Commission will hear public comments
on items listed on the agenda during
discussion of the matter and prior to a
vote.
Brown Act:
Pursuant to provisions of the Brown Act, no
action may be taken on a matter unless it is
listed on the agenda, or unless certain
emergency or special circumstances exist.
The Community Development Commission
may direct staff to investigate and/or
schedule certain matters for consideration at
a future Community Development
Commission meeting.
Americans with Disabilities Act:
In compliance with the ADA, if you need
special assistance to participate in this
meeting, please contact the City Clerk's office
at least 48 hours prior to the meeting to allow
the City to make reasonable arrangements to
ensure accessibility to the meeting or service.
Persons attending the meeting shall observe
rules of propriety, decorum, good conduct,
and refrain from impertinent or slanderous
remarks. Violation of this rule shall result in
such persons being barred from further
audience before the governing body.
This agenda was posted 72 hours in advance
of the meeting at the City Hall, 8838 E. Valley
Boulevard, Rosemead; the L.A. County
Library, Rosemead Branch, 8800 E. Valley
Boulevard, Rosemead; and other locations
pursuant to RMC Sec. 1.08.020
•
Rosemead
Community
Development
Commission
AGENDA
May 9, 2006
7:00 PM
City Hall Conference Room
8838 E. Valley Boulevard, Rosemead, Calimmia 91770
Gary Taylor, Chairman
John Nunez, Vice-Chairman
Margaret Clark, Commissioner
Jay Imperial, Commissioner
John Tran, Commissioner
• •
ROSEMEAD COMMUNITY DEVELOPMENT COMMISSION May 9, 2006
CALL TO ORDER-7:00 PM
PLEDGE OF ALLEGIANCE - Chairman Taylor
INVOCATION - Commissioner Clark
ROLL CALL - Commissioners Clark, Imperial, Tran, Vice-Chairman Nunez, Chairman Taylor
1. PUBLIC COMMENTS FROM THE AUDIENCE
(Community Development Commission matters only)
2. APPROVAL OF MINUTES
November 8, 2005 - Regular Meeting
December 27, 2005 - Regular Meeting
January 24, 2006 - Regular Meeting
February 14, 2006 - Regular Meeting
February 28, 2006 - Regular Meeting
March 28, 2006 - Regular Meeting
April 11, 2006 - Regular Meeting
3. RESOLUTION NO. 2006-09 - CLAIMS AND DEMANDS
Recommendation: Adopt Resolution No. 2006-09 for payment of Commission
expenditures in the amount of $10,051.97, demands 7860 through 7867.
4. APPROVAL OF SPECIFICIATIONS AND AUTHORIZATION TO SOLICIT BIDS
As part of this year's budget, $21,000 was budgeted to install rubber play surface
underneath the play equipment at Sally Tanner Park. The city has been installing rubber
surfacing under play equipment at all of the parks over the past several years
Recommendation: That the Agency approve the specifications and authorize staff to
solicit bids.
5. REQUEST FOR AUTHORITY TO OBTAIN APPRAISAL FOR PROPERTY LOCATED WITHIN
REDEVELOPMENT PROJECT AREA #2 - 9416 E. VALLEY BLVD. (APN: 8593-001-004)
Request to seek appraisal for property located at 9416 E. Valley Boulevard.
Recommendation: Authorize staff to enter into an agreement with a professionally
licensed real estate appraisal firm to obtain a full appraisal of the Orozco property located
at 9416 E. Valley Blvd. (APN: 8593-001-004) and direct the staff to begin the Owner
Participation Process.
Page 2 of 3
Su~mt r+~d C-DG S-9-CG
it ~nP
What Are We Proposing?
■ Creation of an all encompassing personnel
management system.
■ Elements of the system will include:
o Employee classification plan
o Employee recruitment / appointment process
o Employee compensation system
n Formalization of general employment matters
Why Are We Proposing It?
■ To establish uniform personnel procedures
. To better align the City's human capital to
achieve Council priorities
■ To create mechanisms that will attract,
motivate, and retain excellent staff
■ To celebrate and reward outstanding
employee achievement
■ To cultivate an organizational culture that
is mission driven and results oriented
ROSEMEAD COMMUNITY DEVEL PMENT COMMISSION • May 9, 2006
6. MATTERS FROM THE COMMISSION & STAFF
A. Oral briefing from the Executive Director regarding proposed changes to the
Salary System for the upcoming fiscal year.
Brief ingloverview of current development proposals within project area
boundaries
7. ADJOURNMENT
The next regular meeting is scheduled for May 23, 2006 at 7:00 p.m.
Page 3 of 3
E
How Will We Implement It?
■ Formalize these concepts in a Personnel
Rules & Regulations policy
■ Bring the policy back for City Council
consideration in June 2006
■ If approved, anticipated implementation to
take place effective July 1, 2006
Personnel Rules B Regulations
Employee Classification Plan
■ Formally classify each position in the City
oJob title
e Job description
* Desired training, experience, qualifications
Personnel Rules 6 Reaulations
Recruitment Process
■ Determine how available jobs will be
advertised
■ Create a new standard electronic
application form
■ Formalize the interview / examination /
selection process
0
2
Personnel Rules B Regulations
Compensation Program
■ Create and adopt a salary range and step
system
■ Classify each job within a salary range
■ Two key elements of employee
compensation proposed:
Bi-annual salary survey and range adjustment
zi Merit based salary increases
Personnel Rules 8 Regulations
Salary Ranges & Steps
. Staff has developed a proposed salary range
and step table
. There are two components to the table:
Salarv Ranges
. Three Eign salary range
. eahn range is 0.5% higher than me preeading range (i.e..
Range 101 is 0.5%higher than Range 100)
c Salarv Steps
. Next to earth salary range is a listing of 20 salary slops.
. Faeh step within be range is 1% higher man me praceGing
step (i.e., in Range 100, Step 2 is 1 % higher than Step 1)
Personnel Rules d Regulations
Classify All Jobs Within A Range
■ First we will need to classify each City job
in a certain range on the salary schedule
■ Next, each employee will be placed at a
certain step within their job's salary range
■ Finally, bi-annual salary survey in each
odd-numbered year will be used to
determine what range each position will be
placed at
•
•
Personnel Rules 8 Regulations
Bi-Annual Salary Survey
■ The City will conduct a survey to
determine the top salary step for all full-
time and part-time job classifications
■ The survey will be sent to 9 benchmark
cities
■ Survey will be tabulated to determine the
average top salary step for each position
Personnel Rules B Regulations
Benchmark Cities*
. San Gabriel
. La Mirada
. Arcadia
. Paramount
. Monterey Park
. Montebello
. Bellflower
. Lakewood
. Alhambra
aenchmaM dl sNecttn hash on a..M. bn of populaWn, OM.Phy
am amiatly.froe oryan¢mun.
Personnel Rules 8 Regulations
Salary Survey Details
■ Staff would send benchmark cities:
❑ List of job classification titles
❑Job description summaries
e Top monthly salary for each position
■ When surveys are returned, staff will verify
the total average top salary step for each
position
■ That data would be compared to the top
salary step for each position in Rosemead
•
•
Personnel Rules 8 Regulations
Classification Range Adjustments
. Assume the survey indicated that our salary range for a
Recreation Supervisor position was 4% below the
average.
. To adjust the Recreation Supervisor position 4%, we
would move the classification 8 ranges:
u Range: 397
n MonNly Salary Range: $3,738,86 - $4,518.95
TO...
n Range: 405
❑h Mly Salary Range: $3,89108-$4,700.82
Personnel Rules d Regulations
Employee Salary Range Adjustment
. The next step is to adjust each employee to a
salary in the new salary range
. Staff will then adjust each employee's salary to
the closest salary step in the new salary range,
without the employee losing any money.
. For example:
e John Smith: Recreation Supervisor
n Salary Range: 397
❑ Salary Step: 7
❑ Monthly Salary: $3,968.88
Employee Salary Range Adjustment
We would then move John Smith's salary
to the next closest salary step in a range
4% above the current range:
u Salary Range: 405
u Salary Step: 3
* Monthly Salary: $3,969.27
•
•
Personnel Rules 8 Revulations
John Smith's New Salary
. Old Salary Information
c Salary Range: 397
• Salary Step: 7
❑ Monthly Salary: $3,968.88
. New Salary Information
o Salary Range: 405
❑ Salary Step: 3
u Monthly Salary: $3,969.27
Total Increase: $0.39 / month
+(r
Personnel Rules 8 Regulations
Range Adjustment Considerations
. Keep Rosemead's top step salary ranges at
least 2% above the survey average
. Keep job family differentials between 10%- 20%
e e.g.: Planning Aide 4 Assistant Planner 4
Associate Planner 4 Senior Planner ~
Principal Planner
. City Manager approves salary range
recommendations
. Range ad)'ustments occur January 1 every odd-
numbered year.
Personnel Rules & Regulations
Merit Based Salary Increases
■ Establish a compensation system that
rewards employees for performance
0Institute a program whereby merit based
salary increase can be earned by an
employee based on an annual performance
evaluation
rI
L
Personnel Rules & Regulations
Performance Evaluations
■ To effectively implement a merit based
compensation program, we need to
develop a performance evaluation system
Each employee would be evaluated on their
anniversary date
r The evaluation must be rigorous, non-
bureaucratic, and intensely monitored for
integrity
Web-based evaluation system
Personnel Rules & Regulations
Paying For Performance
■ A proposed merit increase scale:
Below Average Performance - 0%
o Average Performance - not less than 2%
❑ Above Average Performance- no( less than 4%
u Excellent Performance - not less than 6%
Personnel Rules B Regulations
Merit Increase Application
. John Smith, Recreation Supervisor
o Receives an 'above average' performance
evaluation, and a 5% merit increase
❑ Before the 5% ment increase:
. Salary Range'. 405
. Salary Step: 3
. Monthly Salary 53,86927
o After the 5% merit increase (increase of 5 steps)'
. Salary Range: 405
. Salary Step: 0
. MonthlySalary. 84,11114
Personnel Rules d Regulations
Compensation System Overview
■ Compensate employees based on their
performance
,-Rigorously monitor the evaluation process to
ensure integrity
Eliminate annual across the board cost-of-
living adjustments and general salary
increases
■ Reward and celebrate employee
excellence
In Summary...
a Formalize these concepts in a Personnel Rules
& Regulations policy manual, which will include:
u An employee classification plan
An employee recruitment & appointment process
c A formal employee compensation system
Related general employment matters
. Staff will bring the prepared documentation
before the City Council for consideration in June
2006
. If the City Council wishes to move forward with
the program, it is anticipated that the policy
would be implemented effective July 1, 2006
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