Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 101-2021 to approve:
a) Due to upward reclassification, the deletion of 2.0 FTE Equipment Mechanic III allocations and the addition of 2.0 FTE Sr. Equipment Mechanic allocations in the Transportation Department; and
b) Abolish the Equipment Mechanic III classification; and
2) Waive the requirement for filling the Sr. Equipment Mechanic positions through a competitive examination process, allowing the current incumbents to be appointed to the position as provided for in Section 507.1.2 of the Personnel Rules; and
FUNDING: Road Fund.
Body
DISCUSSION / BACKGROUND
The Human Resources Department (HR) conducted a classification study in which HR used a whole-job analysis approach. This methodology analyzed the job as a whole, rather than by individual factors, by evaluating the core duties and responsibilities, the nature and level of work performed, and the minimum qualifications which are required to perform the work. This approach compared jobs with one another on the basis of an overall evaluation of difficulty or performance. The entire position, including the skills required, the decision-making authority, the scope, the magnitude of work, and the accountability for results, is compared as a whole to other positions.
Human Resources found that since 2016, the County’s fleet of heavy equipment has become increasingly modernized and computerized. Advanced journey level knowledge of computerized system functionality is critical for operation. Additionally, Human Resources found that there is substantial overlap of duties in the class specifications for Equipment Mechanic III and Sr. Equipment Mechanic. The Sr. Equipment Mechanic and the Equipment Mechanic III both have the same minimum qualifications. This indicates that the positions are functioning at the same technical skill level; however, the Sr. Equipment Mechanic is performing lead worker dutie...
Click here for full text