File #: 20-1010    Version: 1
Type: Agenda Item Status: Approved
File created: 7/23/2020 In control: Board of Supervisors
On agenda: 9/1/2020 Final action: 9/1/2020
Title: Human Resources Department recommending the Board: 1) Approve and adopt the revised Chief Administrative Office department-specific class specifications: Facilities Operations Technician (Title change from Building Operations Technician), Facilities Operations Supervisor (Title change from Building Operations Supervisor), Building Maintenance Worker I/II, and Building Maintenance Worker III (Title change from Sr. Building Maintenance Worker); 2) Approve and adopt the revised Department of Planning and Building department-specific class specifications: Building Inspector I/II/III and Code Enforcement Officer I/II; 3) Approve and adopt the new Department of Planning and Building department-specific class specification: Sr. Building Inspector; 4) Approve and adopt the revised Sheriff’s Office department-specific class specifications: Sheriff’s Public Safety Dispatcher I/II (Title change from Public Safety Dispatcher I/II), Sheriff’s Sr. Public Safety Dispatcher (Title change from Sr. P...
Attachments: 1. A1 - Facilities Operations Technician CLEAN 9-1-20, 2. A2 - Facilities Operations Technician REDLINE 9-1-20, 3. B1 - Facilities Operations Supervisor CLEAN 9-1-20, 4. B2 - Facilities Operations Supervisor REDLINE 9-1-20, 5. C1 - Building Maintenance Worker I-II CLEAN 9-1-20, 6. C2 - Building Maintenance Worker I-II REDLINE 9-1-20, 7. D1 - Building Maintenance Worker III CLEAN 9-1-20, 8. D2 - Building Maintenance Worker III REDLINE 9-1-20, 9. E1 - Building Inspector I-II-III CLEAN 9-1-20, 10. E2 - Building Inspector I-II-III REDLINE 9-1-20, 11. F1 - Code Enforcement Officer I-II CLEAN 9-1-20, 12. F2 - Code Enforcement Officer I-II REDLINE 9-1-20, 13. G - Sr. Building Inspector 9-1-20, 14. H1 - Sheriff's Public Safety Dispatcher I-II CLEAN 9-1-20, 15. H2 - Sheriff's Public Safety Dispatcher I-II REDLINE 9-1-20, 16. I1 - Sheriff's Sr. Public Safety Dispatcher CLEAN 9-1-20, 17. I2 - Sheriff's Sr. Public Safety Dispatcher REDLINE 9-1-20, 18. J1 - Sheriff's Public Safety Dispatcher Supervisor CLEAN 9-1-20, 19. J2 - Sheriff's Public Safety Dispatcher Supervisor REDLINE 9-1-20, 20. K - Resolution 9-1-20, 21. L - Approved Blue Route 9-1-20, 22. Executed Resolution 137-2020
Related files: 16-0098
Title
Human Resources Department recommending the Board:
1) Approve and adopt the revised Chief Administrative Office department-specific class specifications: Facilities Operations Technician (Title change from Building Operations Technician), Facilities Operations Supervisor (Title change from Building Operations Supervisor), Building Maintenance Worker I/II, and Building Maintenance Worker III (Title change from Sr. Building Maintenance Worker);
2) Approve and adopt the revised Department of Planning and Building department-specific class specifications: Building Inspector I/II/III and Code Enforcement Officer I/II;
3) Approve and adopt the new Department of Planning and Building department-specific class specification: Sr. Building Inspector;
4) Approve and adopt the revised Sheriff’s Office department-specific class specifications: Sheriff’s Public Safety Dispatcher I/II (Title change from Public Safety Dispatcher I/II), Sheriff’s Sr. Public Safety Dispatcher (Title change from Sr. Public Safety Dispatcher), and Sheriff’s Public Safety Dispatcher Supervisor (Title change from Supervising Public Safety Dispatcher); and
5) Adopt and authorize the Chair to sign Resolution 137-2020 to:
a) Approve the abovementioned title changes; and
b) Approve the Job Class Number, bargaining unit, and salary range for the new classification of Sr. Building Inspector.

FUNDING: N/A
Body
DISCUSSION / BACKGROUND
In June 2016, the County engaged Koff and Associates (K&A) for the provision of professional services to design, conduct, and assist in recommending an implementation approach of a classification (Phase I) and compensation (Phase II) study for all County positions. The overall goals of the classification and compensation study included: developing a competitive and fiscally responsible pay and benefit structure that is based upon market data and meets the needs of the County with regards to recruitment and retention of qualified staff; ensuring employees be recognize...

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