HomeMy WebLinkAboutResolutions - 2004.09.22 - 27698REPORT (MISC. 104250) September 22, 2004
FINANCE COMMITTEE, CHUCK MOSS, CHAIRPERSON
IN RE: HUMAN RESOURCES - SALARY ADMINISTRATION 3 RD QUARTERLY REPORT FOR
FY 2004
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
The Finance Committee having reviewed the above referenced
resolution recommends the following amendment:
In the NOW THEREFORE BE IT RESOLVED paragraph, delete the Deputy
Director - Human Resources (#15101-07987) position from the list.
Chairperson, on behalf of the Finance Committee I move acceptance
of the foregoing report.
FINANCE COMMITTEE
FINANCE COMMITTEE
Motion carried unanimously on a roll call vote.
PERSONNEL.OMMITT Or
September 9, 2004
MISCELLANEOUS RESOLUT:ON #04250
BY: Personnel Commi:iee, Gregory C. Jamian, Chairperson
IN RE: HUMAN RESOURCES - SALARY ADMINISTRATION 3rd QUARTERLY REPORT
FOR FY2004
TO THE OAKLAND COUNTY BOARD (iYi COMMISSIONERS
Chairperson, Ladies and Gentlemen:
WHEREAS the Salary Administration Plan approved by the Board of
Commissioners for Grades I - 21 provides a process for departments and employees
to request a review of the salary grade placement of classifications; and
WHEREAS the 3rd Quarterly Report for FY2004 identifies the reviews
conducted and the salary grade changes recommended by the Human Resources
Department after completion of this review process; and
WHEREAS funds have been established in the Classification and Rate Change
fund to implement salary grade changes resulting from Salary Administration
Quarterly Report recommendations.
NOW THEREFORE BE IT RESOLVED that toe Oakland County Board of
Commissioners authorizes implementation of the Salary Administration 3rd
Quarterly Report for FY 2004, which includes the following personnel actions:
From To
Salary Salary Overtime Location-
Grade: Grade: Status: Position*:
Deputy Court Administrator - Court 21 20 Exempt 35402-07512
Services
(Downgrade class & vacant position
to a new class titled "Manager-
Court Services";
Supervisor-Materials Management & 12 24 Non- 13850-01966
Printing exempt
Facility Engineering I: 12 ei Exempt 14701-04719
(Reclassify one position to a new
class titled "Facility Management
Specialist")
Deputy Director - Human Resources 21 Exempt 15101-07987
(place on Salary Admin. Plan)
User Support Specialist :I: 13 -R Exempt 19701-07986
(Reclassify one position to a new
class titled "GIS Data Services
Supervisor")
BE IT FURTHER RESOLVED that the following classifications be retitled
with no change in salary grade:
From:
Circuit Court Accounts Coordinator
Chief-Family Court
To:
Court Accounts Coordinator
Chief-Juvenile Justice
BE IT FURTHER RESOLVED :hat the following unused classification title be
deleted: Drain Maintenance Engineer.
Chairperson, on behalf of the Personnel Committee, I move the adoption of
the foregoing resolution.
Personnel Committee Vote:
Motion carried on unanimous roll call vote
I.
IV.
V.
VI.
OAKLAND COUNTY
SALARY ADMINISTRATION THIRD QUARTERLY REPORT FOR FY2004
09/01/04
CONTENTS
Miscellaneous Resolution
Background
Summary
Human Resources Department Recommendations
Reasons for Recommended Changes
Job Descriptions for New Classifications
OAKLAND COUNTY
SALARY ADMINISTRATION THIRD QUARTERLY REPORT FOR FY2004
09/01/04
PART II- BACKGROUND
BACKGROUND
Per Merit Rule 2, the Salary Administration Plan provides for a review of salary grade placements of classifications within salary grades
1 — 21. The Human Resources Department prepares a quarterly report to the Personnel Committee summarizing the results of reviews
conducted during the prior quarter by the Human Resources Department, as well as any results of appeals heard by the Job Evaluation
Review Panel (if applicable). Any recommended changes in salary grade placements are effective upon approval of the Personnel
Committee and Board of Commissioners. Funds are contained in the FY04 Budget specifically for Classification and Rate Changes
resulting from these reviews.
In cases where the Human Resources Department is not recommending a change in salary grade, an additional appeal step is available.
Departments wishing to appeal one of their requests may appeal directly to the Job Evaluation Review Panel. Employees wishing to
appeal may submit a request in writing to the Personnel Committee. The Personnel Committee may either receive and file the appeal
request (take no action) or advance the request to the Job Evaluation Review Panel.
Salary Administration Third Quarterly Report FY 2004
Part HI - Summary Page
Human Resources Department Recommendations
09/01/04
Position Activity Summary
Activity Classes Positions
Up: 3 3
Same: 4 16
Down: 1 1
Newly Placed on Plan: 1 1
Removed from the Plan:
Total Requested for Review: 9 21
Pay Period Information
Number of Pay Periods this FY: 26
Number of Remaining Pay Periods in FY: 25
Effective Date: 10/02/04
1Salaries Increase Summary
GF/GP PR/SR
Remainder of FY Salaries Increase: $1,134 $10,778
Remainder of FY S.I. Increase: 0 366
Remainder of FY Benefits Increase: 365 3,588
Remainder of FY Total Increase: $1,499 $14,732
Fiscal Year Salaries Increase: $1,179 $11,209
FY Service Increment (S.I.) Increase: 0 380
Fiscal Year Benefits Increase: 380 3,732
Fiscal Year Total Increase: $1,559 $15,321
Classification
Circuit Court Accounts Coordinator
(retitle to Court Accounts Coord.)
Deputy Admin-Court Services
(retitle to Manager-Court Services)
Chief— Family Court
(retitle to Chief— Juvenile Justice)
Sup' -Materials Mgmt & Printing
Facilities Engineer 11
(reclassify one position to new class:
Facilities Management Specialist)
Deputy Director — Human Resources
(Place on SAP at SG 21.)
Public health Educator Ill
Public Health Nutritionist Ili
User Support Specialist 111
(reclassify one position to new class:
GIS Data Services Supervisor)
Department/
Division
Circuit Court!
Court Business
Circuit Court!
Family Div/Court Serv.
Prosecuting Attorney /
Litigation
Central Services!
Support Services
Facilities Management/
FM&O
human Resources!
Employee Relations
Human Services i Health
Inman Services / Health
Information Technology
D1SC Division
Last
Studied
2001
2000
Na
Na
Na
2000
1995
rl a
-)002
Current I Proposed
Grade I Grade
8 8
20
--
12 14
12 15
21
11 I
11 1 I
13 15
Current Proposed
Points , Points
298
757
--
476
505
795
393 373
373 373
433 493
Remainder of Year
Salaries & F. B.
Costs
GF/GP PR/SR
Funds Funds
0
($6,630)
$4,641
$4,773
$8,129
0
# of
Positions
2
8
5
1
OAKLAND COUNTY
SALARY ADMINISTRATION THIRD QUARTERLY REPORT FOR FY2004
09/01/04
PART IV - HUMAN RESOURCES DEPARTMENT RECOMMENDATIONS
Department/Division
Circuit Court /
Court Business Division
Circuit Court /
Family Court Division /
Court Services Unit
Prosecuting Attorney /
Litigation
Central Services
Support Services
Class Title
Circuit Court Accounts Coordinator
(retitle to Court Accounts Coordinator
Deputy Admin-Court Services
(retitle to Manager-Court Services)
Chief— Family Court
(retitle to Chief— Juvenile Justice
Supv.-Materials Mgmt & Printing
Facilities Engineer II reclassify one
position to new class titled Facilities
Management Specialist
Facilities Management/
FM&O
OAKLAND COUNTY
SALARY ADMINISTRATION THIRD QUARTERLY REPORT FOR FY2004
09/01104
PART V - REASONS FOR RECOMMENDED CHANGES
Description
Retitle only, no change in salary grade.
Recommend a decrease from Salary Grade 21 to Salary Grade 20. Recommend decreasing Factor 1 - Education
from 8/140 to 7/105 to reflect the requirement of a Masters degree rather than a PhD.
Retitle only, no change in pay.
Recommend increasing Factor 1-Education from the 3:35 to 6:80. This is the only other degree prepared employee
in the division that management can rely on for financial, analytical and statistical functions. Recommend
increasing Factor 3-Supervisory Responsibilities from 7A/43 to 7B/46 as a result of an increase in the number of
employees supervised. Recommend increasing Factor 4-Problem Solving from 3/55 to 4/70 to reflect that the job
includes problem solving activities that are decidedly complex, including some elements or information that remain
intangible or are of unknown reliability. The employee assists with developing rate structures, analyzing
equipment specifications and needs, and conducting cost/benefit analysis. Recommend increasing Factor 5-
Communication and interpersonal Skills from 213135 to 3A/55 to reflect that the employee regularly interacts with
other departments and outside agencies in situations that may involve interpersonal conflict. Recommend
decreasing Factor 8-Physical Demands from 4A/30 to 2A'10 to reflect that the position is no longer required to
assist with manual labor as in the past.
Recommend increasing Factor 2, Experience from 575 to 6'100 to reflect the number of years of experience
necessary to perform within the job. Recommend Increasing Factor 5-Communication from 2B/35 to 3A 155 to
reflect that interpersonal contacts call for diplomacy and a moderate level of discretion. Also due to situations that
can become sensitive or the source of interpersonal or physical confrontation when dealing with contractors,
outside agencies and other departments. Recommend increasing Factor 6, Accountability from 4A/55 to 5D/90 to
reflect that duties and responsibilities are received in the form of results expected, but there is considerable freedom
to determine procedures to be followed and due dates. Employee reports directly to the Manager, and determines
how to handle and oversee major repairs of critical equipment, air and load balances of building heating/cooling
systems, and develops and implements cost-saving methods of operation. Recommend increasing Factor 7-Mental
Concentration from 3/40 to 4/55. The job involves substantial periods in which the incumbent is required to
maintain a high level of mental concentration when preparing work project updates, letters, energy usage and cost
avoidance reports, applications, etc. Recommended increasing Factor 8-Physical Demands from 2A/10 to 2B/15 to
represent an increase in the frequency of the physical demands placed on the incumbent during time spent out at
job sites. Recommend increasing Factor 10-Working Conditions from 2A110 to 2B/15 due to the frequency of the
employee's work being carried out in mildly disagreeable conditions such as temperature, noise, and ventilation
when working on various projects.
Human Resources / Deputy Director — Human Resources Classification was previously excluded from the Salary Administration Plan but equivalent to a salary grade 20.
Employee Relations
Recommend placing the classification on the Salary Administration Plan at Salary Grade 21 similar to the Manager
Human Resources classification.
Human Services / Health Public Health Nutritionist III Recommend no changes in factors or salary grade.
Human Services / Health Public Health Educator Ill Recommend decreasing Factor 1, Education, from 7/105 to 6/80 to reflect the requirement of a Bachelors Degree -
rather than a Masters Degree. Recommend increasing Factor 9 from 1C/5 to 2A/10 to recognize that the Public
Health Educators travel to offsite locations for presentations.
Information Technology User Support Specialist III Recommend increasing Factor 3, Supervisory Responsibility from 4A/13 to 6A/33 to reflect the change from unit
/ DISC Division (reclassify one position to new class leader to full unit supervisor. Recommend increasing Factor 4, Problem Solving from 4/70 to 5/95 to reflect the
titled GIS Data Services Supervisor) interpretation of large amounts of data with the County's GIS Program. Recommend increasing Factor 7, Mental
Concentration from 3/40 to 4/55 to account for the substantial periods during which the incumbent is required to
maintain a high level of mental concentration while proofreading documents and locating program irregularities.
Draft 8/23/04
OAKLAND COUNTY MICHIGAN
Class Title: FACILITIES MANAGEMENT SPECIALIST
Department: Facilities Management/Facilities Maintenance & Operations
Reports To: Manager-Facilities Maintenance & Operations
A. DESCRIPTION
GENERAL SUMMARY
Under limited direction, participates in the analysis, design, and development of economical
strategies, methods and specifications for conserving energy in existing and proposed Oakland
County facilities, using principles of facilities management and the requirements and procedures of
the division. Prepares specifications for new equipment and equipment modifications to improve
energy usage within County facilities. Inspects existing facilities for mechanical equipment and
system problems and/or improvements, and coordinates energy or system improvements with staff.
Uses the computer to test and develop solutions to energy conservation problems associated with
on-going projects. Regularly analyzes facilities energy and cost data and determines most cost-
effective source of fuel.
SUPERVISION EXERCISED
May oversee the work of contractors and other county employees when assigned to various projects.
TYPICAL DUTIES AND RESPONSIBILITIES
Plans and assists in planning, developing, estimating, presenting, implementing, scheduling, and
evaluating construction, renovation, utility, maintenance and repair, and projected capital
improvement projects.
Prepares specifications and estimates for equipment and equipment modifications that facilitate
efficient and economical usage of energy within County facilities to ensure compliance with project
objectives.
Inspects mechanical and electrical construction for adherence to approved building and construction
codes and specifications.
Inspects facilities to detect and forecast possible mechanical equipment and system problems and/or
improvements, coordinating energy or system improvements with maintenance staff
Interprets and evaluates project plans and specifications, conferring with consultants, as needed,
regarding such plans and specifications.
Class Title: Facilities Management Specialist
Page: A2
Creates design drawings and prepares technical specifications and estimates for construction,
alteration, and renovation, or remodeling of proposed or existing facilities including County office,
service and institutional buildings and utilities.
Uses computers to test and develop solutions to energy conservation problems associated with on-
going projects.
Regularly analyzes facility energy and cost data. Determines most cost effective fuel source to
supply County campus. Ensures county meets MDEQ's requirements and regulations.
Assists in the evaluation of bids, makes recommendations on the award of contracts according to
knowledge of quality of contractors work, cost, needed work and other factors.
Reviews and maintains building energy system monitors, utilizing prescribed energy guidelines and
other information to diagnose and correct operating deficiencies.
Develops and reviews preventative maintenance programs to assure compliance with manufacturers
specifications.
IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable
salary range for this job classification. Generally, only those key duties necessary for proper job
evaluation and/or labor market analysis have been included. Other duties and responsibilities will
be assigned by the supervisor.
8/23/04
OAKLAND COUNTY MICHIGAN
Class Title: FACILITIES MANAGEMENT SPECIALIST
Department: Facilities Management/ Facilities Maintenance & Operations
Reports To: Manager - Facilities Maintenance & Operations.
B. QUALIFICATIONS
EXPERIENCE, TRAINING, KNOWLEDGE, SKILLS & ABILITIES
A. Required Minimum Qualifications
1. Have a Bachelor of Science degree in Facility Management, Mechanical Engineering
or related field from an accredited college or university; AND
2. Have had at least four (4) years of full-time work experience in facility management,
engineering or related area.
NOTE:A Master's degree in Facility Management, Mechanical Engineering or related field
from an accredited college or university may be substituted for one year of the
experience requirement above.
3. Possess a valid motor vehicle operator's or chauffeur's license.
4. Pass the complete examination, including the employment medical, established for
the class of Facilities Management Specialist.
5. Successfully complete the six month probationary period.
B. Additional Desirable Qualifications
1. Considerable knowledge of the principles and practices of Energy Management.
2. Considerable knowledge of the methods of survey, building design and construction.
3. Considerable knowledge of the provisions of the Public Works Act, zoning laws,
building codes. and other State Acts affecting construction.
4. Reasonable knowledge of administrative practices, and field and office procedures
relating to Facilities Management.
Class Title: Facilities Management Specialist
Page: B2
5. Reasonable knowledge of the technical phases of estimates, contracts, specifications
and facilities reports.
6. Reasonable ability to determine compliance of structures with specifications.
7. Reasonable ability to organize and evaluate information for special reports.
SPECIAL REQUIREMENTS
Maintain a valid motor vehicle operator's or chauffeur's license.
DRAFT 8/19/04
OAKLAND COUNTY MICHIGAN
Class Title: GIS DATA SERVICES SUPERVISOR
Department: Information Technology/DISC
Reports To: Chief— Land Management
A. DESCRIPTION
GENERAL SUMMARY
Under direction, provides on-going management of the enterprise GIS database parcels, orthophotos, road
centerline/address range, and other) automation, conversion and quality assurance projects. Works with
County departments and municipalities to develop procedures for GIS data automation, quality assurance
and maintenance. Utilizes a broad understanding of enterprise GIS data standards, data management, data
conversion, quality assurance and data distribution procedures to ensure data integrity and compatibility.
Is very knowledgeable of GIS related business models and practices, facilitates work group sessions to
ascertain customer needs, identifies user problems and their solutions, and determines process flow. Is
available after hours to respond to GIS and land management systems emergencies.
SUPERVISION EXERCISED
Functions as a working supervisor over technical employees. Instructs, assigns, schedules, checks and
appraises performance and recommends employees for increase and/or promotion. Effectively
recommends on hiring, disciplining and discharge.
TYPICAL DUTIES AND RESPONSIBILITIES
Manages GIS Utility data automation projects. Assists and supports data automation and quality
assurance (QA/QC) projects in County departments and for city/village/township (CVT) customers.
Examines and manages the quality of enterprise GIS datasets and distributes these datasets to County
departments and cities, villages and townships (CVTs).
Validates the quality of out-county GIS datasets provided by agencies using the CLEMIS/CAD
application. Prepares regional GIS datasets for CLEMIS CAD application.
Recommends and publishes enterprise GIS metadata standards. Maintains enterprise GIS metadata.
Researches external data model sources and uses established data modeling standards to develop
prototype models to address identified needs.
Tests, debugs and evaluates ESRI software and applications developed for GIS data management on
behalf of the County operating departments and the cities, villages and townships (CVTs).
Assists individual municipal GIS data automation projects that are a part of the GIS Utility's Blanket
Purchasing Program.
Distributes GIS data to municipalities and other interested parties.
Class Title: GIS Data Services Supervisor.
Page A2
Develops documentation procedures for staff to follow when performing GIS data automation,
management and quality assurance (QA/QC) assignments.
Tests, debugs and evaluates ESRI software and developed applications for use by the GIS Utility and
participating departments.
Identifies and documents technical requirements for GIS data maintenance & quality assurance tools.
As necessary, uses coordinate geometry or appropriate computation method, existing source
documentation and ESRI software tools to perform quality assurance on the enterprise GIS database(s).
APPROVED BY:
DATE:
IMPORTANT NOTE: The primary purpose of this job description is to set a fair and equitable salary
range for this job classification. Generally, only those key duties necessary for proper job evaluation
and/or labor market analysis have been included. Other duties and responsibilities will be assigned by the
supervisor.
8/19/04
OAKLAND COUNTY MICHIGAN
Class Title: GIS DATA SERVICES SUPERVISOR
Department: Information Technology/DISC
Reports To: Chief— Land Management
B. QUALIFICATIONS
EXPERIENCE, TRAINING, KNOWLEDGES, SKILLS & ABILITIES
A. Required Minimum Qualifications
1. Possess a Bachelor's Degree from an accredited college or university with a major in GIS,
Land Use Planning, Computer Science. Information Systems, or a major related to
Geographic Information Systems.
2. Have two (2) years of full-time experience performing GIS data management duties.
NOTE: At least two years of college (54 credits) including four computer courses and at least
four (4) years of experience as specified above may substitute for the Minimum
Requirements listed in number 1. and 2. above.
3. Possess a valid motor vehicle operator's or chauffeur's license.
4. Pass the complete examination, including the employment medical established for this
class.
5. Satisfactorily complete the six months probationary period.
B. Additional Desirable Qualifications
1. Considerable knowledge of current GIS hardware/software technologies, capabilities, and
uses, especially ESRI developed software.
2. Considerable ability to effectively supervise a staff of technical employees.
3. Considerable ability to establish and maintain effective working relationships with other
IT Department employees, county and local government officials, other employees, and
the general public.
4. Considerable ability to make oral presentations,
5. Creative ability, writing proficiency, visual graphics design ability.
6. Considerable knowledge and experience with the techniques, practices, methods and
procedures of enterprise or department GIS data sets.
Class Title: GIS Data Services Supervisor
Page: B2
7. Considerable ability to draft, follow, and assign complex written and oral instructions on
simultaneous assignments.
SPECIAL REQUIREMENTS
Must maintain a valid motor vehicle operator's or chauffeur's license.
APPROVED BY:
DATE:
FISCAL NOTE (MISC. 104250) September 22, 2004
FINANCE COMMITTEE, CHUCK MOSS, CHAIRPERSON
IN RE: HUMAN RESOURCES - SALARY ADMINISTRATION 3 R1) QUARTERLY REPORT FOR FY 2004
TO THE OAKLAND COUNTY BOARD OF COMMISSIONERS
Chairperson, Ladies and Gentlemen:
Pursuant to Rule XII-C of This Board, the Finance Committee has reviewed the
above referenced resolution and finds:
1. The Human Resources Department, with approval from the Board of
Commissioners, provides a process for departments and employees
requesting a review of the salary grade placement classifications for
Grades 1 - 21.
2. The total annual savings from the recommended salary grade changes for
General Fund/General Purpose positions is $7,188 (Salaries - $5,372;
Fringes - $1,816) for FY 2005 and FY 2006.
3. The annual cost of the recommended salary grade changes for Proprietary
Funded positions is $25,103 (Salaries - $18,762; Fringes - $6,341) for FY
2005 and FY 2006.
4. Funds have been established in the Classification and Rate Account to
implement salary grade changes resulting from the Salary Administration
Quarterly Report recommendations for General Fund/General Purpose
positions.
5. The salary grade changes for the Proprietary Fund positions will be
funded as follows:
Supv. - Mat. Mgmt & Printing
Facilities Engineer II
User Support Specialist III
Mailing, Cony. Copier & Printing Fund (667)
Facilities. Oper. & Maint. (631)
Information Technology (636)
6. The Salary Administration Report also includes new classifications for
the following:
FROM TO
Deputy Court Admin. - Court Services Manager - Court Services
Facility Engineer II Facilities Mgmt. Specialist
User Support Specialist :II GIS Data Services Supervisor
Circuit Court Accounts Coordinator Court Accounts Coordinator
Chief - Family Court Chief - Juvenile Justice
7. It is also requested that the classification title "Drain Maintenance
Engineer" be deleted, as this title is no longer used.
8. A budget amendment is recommended to the FY 2005 and FY 2006 Finance
Recommended Budget as follows:
FY 2005 FY 2006
General Fund (101)
Non-Departmental
90-290000-25000-9021 Class & Rate Change $7,188 $7,188
Circuit Court - Court Services
35-242000-11000-2001 Salary ($5,372) ($5,372)
35-242000-11000-2074 Fringe Benefits ( 1,816) ( 1,816)
Sub-Total ($7,188) ($7,188)
Total General Fund $ _ 0
FINANCE COMMITTEE
c/K
FINANCE COMMITTEE
Motion carried unanimously on a roll call vote.
A •
Resolution #04250 September 9, 2004
The Chairperson referred the resolution to the Finance Committee. There were no objections.
/6
z
Resolution #04250 September 22, 2004
Moved by Jamian supported by Webster the resolution be adopted.
Moved by Jamian supported by Rogers the Finance Committee Report be accepted.
A sufficient majority having voted therefore, the report was accepted.
Moved by Jamian supported by Middleton the resolution be amended to coincide with the recommendation in
the Finance Committee Report.
A sufficient majority having voted therefore, the amendment carried.
Vote on resolution, as amended:
AYES: Kowall, Law, Long, McMillin, Middleton, Moffitt, Moss, Palmer, Patterson, Potter, Rogers,
Scott, Suarez, Webster, Wilson, Zack, Bullard, Coleman, Coulter, Crawford, Douglas, Gregory,
Hatchett, Jamian, Knollenberg. (25)
NAYS: None, (0)
A sufficient majority having voted therefore, the resolution, as amended, was adopted.
I IIIEff ARROW THE FORS014 RESOLUTEIN
STATE OF MICHIGAN)
COUNTY OF OAKLAND)
I, G. William Caddell, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true
and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on
September 22nd, 2004 with the original record thereof now remaining in my office.
In Testimony Whereof, I have hereunto set my hand and affixed the seal of ths County of Oakland at
Pontiac, Michigan this 22nd day of September, 2004.
G. William Caddell, County Clerk