Loading...
HomeMy WebLinkAboutResolutions - 2025.02.11 - 41862 AGENDA ITEM: Implementing the Salary Administration Plan 1st Quarterly Report for FY2025 DEPARTMENT: Human Resources MEETING: Board of Commissioners DATE: Tuesday, February 11, 2025 6:00 PM - Click to View Agenda ITEM SUMMARY SHEET COMMITTEE REPORT TO BOARD Resolution #2024-4857 Motion to authorize the implementation of the Salary Administration Plan 1st Quarterly Report for FY 2025, effective January 25, 2025; further, to change the classifications according to the attached Schedule B; further to change the salary grade of classifications according to the attached Schedule C; further, to reclassify positions according to the attached Schedule D; further, to amend the FY 2025-2027 budgets as detailed in the attached Schedule A. ITEM CATEGORY SPONSORED BY HR Quarterly Report Brendan Johnson INTRODUCTION AND BACKGROUND Merit Rule 2 provides a process for departments and employees to request a review of the salary grade placement of classifications. The 1st Quarterly Report for FY 2025 identifies the job studies conducted and the salary grade changes recommended by the Human Resources Department from October 2024 through December 2024. This Quarterly Report seeks approval for the following changes, to be effective January 25, 2025: • Change the salary grade of four classifications, impacting two positions in WRC and one in Human Resources. • Change the title of one classification, with an increase in salary grade, impacting one position in the County Executive, Office of Sustainability. • Create one new classification, with an increase in salary grade, impacting one position in Human Resources. POLICY ANALYSIS The FY 2025 1st Quarterly Report reflects the following classification changes: Retitling 1 classification with salary grade increase: • County Executive/Office of Sustainability, Retitle Sustainability Project Manager to Sustainability Manager and increase the salary grade from 125 to 128 Salary Grade Change of 4 classifications impacting 3 positions: • Chief Manager WRC from 132 to 134 • WRC Manager & Chief Legal Officer from 131 to 133 • WRC Attorney from 123 to 125 (this position is currently vacant) • Chief Employee & Labor Relations Officer from 131 to 133 • Creation of 1 New Classification: • Human Resources/Labor Relations position: o Supervisor Human Resources change to new title, Administrator Employee & Labor Relations increasing the salary grade from 124 to 126 The Non-Departmental Classification and Rate Change is budgeted at $382,945 for FY 2025. With this request, the remaining balance would be $359,942. For the Proprietary Funds, the offsets are within their own budgets. BUDGET AMENDMENT REQUIRED: Yes Committee members can contact Barbara Winter, Policy and Fiscal Analysis Supervisor at 248.821.3065 or winterb@oakgov.com or the department contact persons listed for additional information. CONTACT Heather Mason, Manager Human Resources ITEM REVIEW TRACKING Aaron Snover, Board of Commissioners Created/Initiated - 2/11/2025 AGENDA DEADLINE: 02/21/2025 7:36 PM ATTACHMENTS 1. HR - Schedule A - Implementing the Salary Administration Plan 1st Quarterly Report for FY2025 2. 1st 2025 SCHEDULE B - Classification Changes 3. 1st 2025 SCHEDULE C - Factor Changes 4. 1st 2025 SCHEDULE D - Biweekly Increases 5. 1st 2025 SCHEDULE E - Draft Job Descriptions COMMITTEE TRACKING 2025-02-04 Legislative Affairs & Government Operations - Recommend to Board 2025-02-11 Full Board - Adopt Motioned by: Commissioner Michael Gingell Seconded by: Commissioner Penny Luebs Yes: David Woodward, Michael Spisz, Michael Gingell, Penny Luebs, Karen Joliat, Kristen Nelson, Christine Long, Robert Hoffman, Philip Weipert, Angela Powell, Marcia Gershenson, William Miller III, Yolanda Smith Charles, Charles Cavell, Brendan Johnson, Ann Erickson Gault, Linnie Taylor, Robert Smiley (18) No: None (0) Abstain: None (0) Absent: Gwen Markham (1) Passed Oakland County, Michigan HUMAN RESOURCES DEPARTMENT - Implementing the Salary Administration Plan 1st Quarterly Report for FY2025 Schedule "A" DETAIL + R/E Fund Name Division Name Fund # (FND)Cost Center (CCN) #Account # (RC/SC) Program # (PRG) Grant ID (GRN) # Project ID # (PROJ) Region (REG) Budg et Fund Affilia te (BFA) Ledger Account Summary Account Title FY 2025 Amendment FY 2026 Amendment FY 2027 Amendment General Fund E General Fund Non Departmental FND10100 CCN9090101 SC740037 PRG196030 740000 Classification and Rate Change $(23,003)$(33,226)$(33,226) E General Fund Office of Sustainability FND10100 CCN1010901 SC702010 PRG140015 702000 Salaries Regular 5,835 8,428 8,428 E General Fund Office of Sustainability FND10100 CCN1010901 SC722790 PRG140015 722000 Social Security 446 645 645 E General Fund Office of Sustainability FND10100 CCN1010901 SC722770 PRG140015 722000 Retirement 1,374 1,985 1,985 E General Fund Office of Sustainability FND10100 CCN1010901 SC722810 PRG140015 722000 Disability 100 144 144 E General Fund Office of Sustainability FND10100 CCN1010901 SC722820 PRG140015 722000 Unemployment 4 5 5 E General Fund Office of Sustainability FND10100 CCN1010901 SC722760 PRG140015 722000 Group Life 15 21 21 E General Fund Office of Sustainability FND10100 CCN1010901 SC722750 PRG140015 722000 Workers Compensation 37 54 54 E General Fund HR Employee and Labor Relations EEO FND10100 CCN1050103 SC702010 PRG183130 702000 Salaries Regular 11,349 16,393 16,393 E General Fund HR Employee and Labor Relations EEO FND10100 CCN1050103 SC722790 PRG183130 722000 Social Security 869 1,254 1,254 E General Fund HR Employee and Labor Relations EEO FND10100 CCN1050103 SC722770 PRG183130 722000 Retirement 2,672 3,861 3,861 E General Fund HR Employee and Labor Relations EEO FND10100 CCN1050103 SC722810 PRG183130 722000 Disability 194 280 280 E General Fund HR Employee and Labor Relations EEO FND10100 CCN1050103 SC722820 PRG183130 722000 Unemployment 7 10 10 E General Fund HR Employee and Labor Relations EEO FND10100 CCN1050103 SC722760 PRG183130 722000 Group Life 29 41 41 E General Fund HR Employee and Labor Relations EEO FND10100 CCN1050103 SC722750 PRG183130 722000 Workers Compensation 72 105 105 $-$-$- Propietary Fund R Drain Equipment WRC Administration FND63900 CCN6010101 RC631869 PRG149760 630000 Reimbursement Salaries $29,831 $43,087 $43,087 $29,831 $43,087 $43,087 E Drain Equipment WRC Administration FND63900 CCN6010101 SC702010 PRG149760 702000 Salaries Regular 22,285 32,189 32,189 E Drain Equipment WRC Administration FND63900 CCN6010101 SC722790 PRG149760 722000 Social Security 1,705 2,462 2,462 E Drain Equipment WRC Administration FND63900 CCN6010101 SC722770 PRG149760 722000 Retirement 5,248 7,581 7,581 E Drain Equipment WRC Administration FND63900 CCN6010101 SC722810 PRG149760 722000 Disability 381 550 550 E Drain Equipment WRC Administration FND63900 CCN6010101 SC722820 PRG149760 722000 Unemployment 13 19 19 E Drain Equipment WRC Administration FND63900 CCN6010101 SC722760 PRG149760 722000 Group Life 56 80 80 E Drain Equipment WRC Administration FND63900 CCN6010101 SC722750 PRG149760 722000 Workers Compensation 143 206 206 $29,831 $43,087 $43,087 OAKLAND COUNTY HUMAN RESOURCES DEPARTMENT SALARY ADMINISTRATION FIRST QUARTERLY REPORT FOR FY2025 SCHEDULE B – CLASSIFICATION CHANGES DEPARTMENT CLASSIFICATION PROPOSED GRADE REASON County Executive / Office of Sustainability Sustainability Project Manager retitle to Sustainability Manager UNI/128 Retitling the classification and increasing the salary grade from 125 to 128 Water Resources Commissioner Chief Manager WRC UNI/134 Increasing the salary grade from 132 to 134 Water Resources Commissioner WRC Manager & Chief Legal Officer UNI/133 Increasing the salary grade from 131 to 133 Water Resources Commissioner WRC Attorney UNI/125 Increasing the salary grade from 123 to 125 Human Resources/Labor Relations Supervisor Human Resources to new title Administrator Employee & Labor Relations UNI/126 Increasing the salary grade from 124 to 126 Human Resources/Labor Relations Chief Employee & Labor Relations Officer UNI/133 Increasing the salary grade from 131 to 133 OAKLAND COUNTY SALARY ADMINISTRATION FIRST QUARTERLY REPORT FOR FY2025 SCHEDULE C – FACTOR & SALARY GRADE CHANGES Department/Division Classification From Grade To Grade Explanation of Factor Changes County Executive / Office of Sustainability Sustainability Project Manager retitle to Sustainability Manager 125 128 Factor 1, Organizational Responsibility, set at level 7. Functions as a Manager. Factor 2, Data Responsibility, set at level 7. Plans and directs others in the sequence of major activities and reports on operations and activities which are very broad in scope. Factor 3, People Responsibility, set at level 8. Negotiates, exchanges ideas, information, and opinions with others to formulate policies and programs or arrive jointly at decisions, conclusions, or solutions. Factor 4, Assets Responsibility, set at level 5. Responsible for achieving major economies and/or preventing major losses through the management of a moderate sized department, authorizing expenditures of large amounts of money, or supervising the purchasing of high value materials, supplies and equipment. Factor 5, Experience Requirement, set at level 7. Requires five (5) years of experience. Factor 6, Educational Requirement, set at level 6. Requires a bachelor’s degree from an accredited college or university with a major in Sustainability, Public Policy, Environmental Policy, Environmental Science, Urban Planning, or related field of study. Factor 7, Mathematical Requirements, set at level 4. Uses mathematics involving the practical application of fractions, percentages, ratios, and proportions, or measurements, logarithmic, or geometric construction. Factor 8, Communication Requirements, set at level 7. Reads journals, manuals, and professional publications; speaks informally to groups of co-workers, staff in other organizational agencies, general public, people in other organizations, and presents training; composes original reports, training, and other written materials, using proper language, punctuation, grammar, and style. Factor 9, Judgement Responsibility, set at level 6. Decision-making is a significant part of the job, affecting a large segment of the organization and the general public; works in a dynamic environment, responsible to assist in developing policies and practices. Factor 10, Complexity of Work, set at level 7. Performs work involving the application of logical principles and thinking to solve practical problems within or applying to a unit or division of the organization; requires continuous, close attention for accurate results and frequent exposure to unusual pressures. Factor 11, Impact of Errors, set at level 5. The impact of errors is serious – affects most units in the department and may affect other County departments/functions or citizens; or loss of life and/or damage could occur, and probability is likely. Factor 12, Physical Demands, set at level 2. Sedentary work that involves walking or standing some of the time, sustained typing. Factor, 13, Equipment Usage, set at level 3. Handles or uses equipment requiring moderate instruction and experience. Factor 14, Unavoidable Hazards, set at level 1. Works in a typical office environment. Factor 15, Safety of Others, set at level 2. Requires some responsibility for safety and health of others and/or for occasional enforcement of the standards of public safety or health. Sched. C page 2 Water Resources Commissioner Chief Manager WRC 132 134 Increase Factor 1, Organizational Responsibility, from level 5 to 8 to accurately reflect that this classification functions as a Senior Manager. Decrease Factor 3, People Responsibility, from level 9 to 8 to accurately reflect that this classification negotiates, exchanges ideas, information, and opinions with others to formulate policy and programs or arrive jointly at decisions, conclusions, or solutions. Increase Factor 4, Assets Responsibility, from 6 to 8 to accurately reflect that this classification is responsible for achieving wide-spread economies and/or prevent losses through the management of a department that has an organization-wide impact or significant impact on the general population, or the supervision of a staff of attorneys. Decrease Factor 5, Experience Related Requirement, from level 9 to 8 to accurately reflect that this classification requires over six (6) years and up to and including ten (10) years of experience. Increase Factor 9, Judgement Responsibility, from level 5 to 6 to accurately reflect that this classification is responsible for decision-making that is a significant part of the job, affecting a large segment of the organization and the general public; works in a dynamic environment, responsible to assist in developing policies and practices. Increase Factor 10, Complexity of Work, from level 7 to 8 to accurately reflect that this classification performs work involving the application of principles of logical thinking, scientific, medical, or legal practice to diagnose or define problems, collects data, and solves abstract problems with widespread unit or organization impact; requires sustained, intense concentration for accurate results and continuous exposure to unusual pressures. Increase Factor 15, Safety of Others, from level 6 to 7 to accurately reflect that this classification involves management level responsibility for application and interpretation of the policies regarding the provision of continuous enforcement of the laws and standards of public health and safety. Water Resources Commissioner WRC Manager & Chief Legal Officer 131 133 Increase Factor 1, Organizational Responsibility, from level 6 to 7 to accurately reflect that this classification functions as a Division Manager. Increase Factor 4, Assets Responsibility, from level 6 to 8 to accurately reflect that this classification is responsible for achieving wide-spread economies and/or prevent losses through the management of a department that has an organization-wide impact or significant impact on the general population, or the supervision of a staff of attorneys. Increase Factor 9, Judgement Responsibility from level 5 to 7 to accurately reflect that this classification is responsible for decision-making that is a major part of the job, affecting a major segment of the organization and the general public; works in a dynamic environment; responsible for developing policies and practices. Increase Factor 10, Complexity of Work, from level 7 to 8 to accurately reflect that this classification performs work involving the application of principles of logical thinking, scientific, medical, or legal practice to diagnose or define problems, collects data, and solves abstract problems with widespread unit or organization impact; requires sustained, intense concentration for accurate results and continuous exposure to unusual pressures. Increase Factor 11, Impact of Errors, from level 4 to 5 to accurately reflect that the impact of errors made by this classification are serious and affects most units in the department and may affect other County departments/functions or citizens; or loss of life and/or damage could occur, and probability is likely. Decrease Factor 13, Equipment Usage, from level 6 to 3 to accurately reflect that this classification handles or uses machines, tools, or equipment requiring moderate instruction or experience. Sched. C page 3 Water Resources Commissioner WRC Attorney 123 125 Increase Factor 6, Educational Requirement, from 8 to 9 to accurately reflect that this classification requires the employee to be in good standing of the State Bar of Michigan, which requires a Juris Doctorate. Increase Factor 10, Complexity of Work, from level 7 to 8 to accurately reflect that this classification performs work involving the application of principles of logical thinking, scientific, medical, or legal practice to diagnose or define problems, collects data, and solves abstract problems with widespread unit or organization impact; requires sustained, intense concentration for accurate results and continuous exposure to unusual pressures. Increase Factor 12, Physical Demands, from level 1 to 2 to accurately reflect that this classification performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations. Increase Factor 15, Safety of Others, from level 1 to 3 to accurately reflect that this classification requires responsibility for the safety and health of others and for occasional enforcement of the laws and standards of public health and safety. Human Resources/Labor Relations Chief Employee & Labor Relations Officer 131 133 Increase Factor 1, Organizational Responsibility from 6 to 8 to reflect that this classification functions as a manager, with oversight of the laws, policies, and protections of all County employees. Increase Factor 2, Data Responsibility, from 8 to 9 to reflect that this classification conducts research to find solutions to unresolved problems relating the enforcement of labor laws. Increase Factor 3, People Responsibility, from 8 to 10 to reflect that this classification mentors all departments by advising, counseling, or guiding them regarding problems that may be resolved by legal principles. Decrease Factor 4, Assets Responsibility, from 8 to 6 to reflect that this classification is responsible for preventing major losses though interpreting policies as legal counsel. Increase Factor 6, Educational Requirement, from 8 to 9 to reflect that this classification requires a Juris Doctor. Increase Factor9, Judgement Responsibility, from 7 to 9 to reflect that decision-making is the focus of this classification, impacting the entire organization and all employees. Human Resources/Labor Relations Supervisor Human Resources to new title Administrator Employee & Labor Relations 124 126 Increase Factor 1, Organizational Responsibility, from 5 to 6 to reflect that this position functions in an administrative capacity over all County departments to ensure compliance with the Merit Rules and collective bargaining agreements. Increase Factor 3, People Responsibility, from 6 to 7 to reflect that this position counsels others through explanation, demonstration, and supervised practice, making recommendations based on technical expertise. Increase Factor 8, Communication Responsibility, from 5 to 7 to reflect that this position reads abstracts and legal documents, writes complex reports and develops presentations for sophisticated audiences, and functions as the hearing officer for grievances, suspension hearings, and Loudermill separations. Increase Factor 9, Judgement Responsibility, from 5 to 6 to reflect that decision making is a significant part of the job, impacting a large segment of the population, assists in developing policies. Increase Factor 10, Complexity, from 6 to 7 to reflect that this position performs work involving the application of logic principles and thinking to solve problems within or applying to a unit or division of any department within the County. Increase Factor 15, Safety of Others, from 2 to 3 to reflect that this position has responsibility for the safety of others through the enforcement of laws and standards of public health & safety. Biweekly Position #Fund Classification Plan Grade Step Biweek Classification Plan Grade Step Biweek Difference P00015751 GFGP Sustainability Project Manager UNI 125 84 4,396.57 Sustainability Manager UNI 128 60 4,720.73 324.16 7% P00010822 PR Chief Manager WRC UNI 132 84 6,186.39 no change UNI 134 84 6,820.51 634.12 10% P00015772 PR WRC Manager and Chief Legal Officer WRC 131 84 5,891.80 no change UNI 133 84 6,495.72 603.92 10% P00015619 GFGP Chief Employee & Labor Relations Officer UNI 131 84 5,891.80 no change UNI 133 72 6,260.37 368.57 6% P00001124 GFGP Supervisor Human Resources UNI 124 84 4,187.21 Administrator Employee & Labor Relations UNI 126 72 4,449.15 261.94 6% Illustrative Cost - Annual GF 24,821 Illustrative Cost - Annual PR 32,189 % Change SALARY ADMINISTRATION FIRST QUARTERLY REPORT FOR FY2025 OAKLAND COUNTY CURRENT PROPOSED SCHEDULE D - POSITION CHANGES & ILLUSTRATIVE COST OAKLAND COUNTY SALARY ADMINISTRATION FIRST QUARTERLY REPORT FOR FY2025 SCHEDULE E – DRAFT JOB DESCRIPTIONS JOB DESCRIPTIONS This section contains the draft job descriptions for any new classifications that will be created as a result of this Quarterly Report. These drafts are not official, and the content may be revised after the adoption of the Salary Administration Plan Quarterly Report. DRAFT 12/27/24 OAKLAND COUNTY MICHIGAN Class Title: ADMINISTRATOR EMPLOYEE & LABOR RELATIONS Department: Human Resources Reports To: Chief Employee & Labor Relations Officer FLSA Status: Exempt Salary Plan: UNI/126 GENERAL SUMMARY Responsible for supporting the daily labor relations functions of the County. Assists the Chief of Labor and Employee Relations Officer as the bargaining team spokesperson at bargaining sessions and management team spokesperson during grievance committee meetings. In conjunction with the Chief of Labor and Employee Relations, and labor counsel, develops negotiating strategies and tactics designed to achieve established collective bargaining goals. Represents the County and testifies before a variety of tribunals, as- needed related to labor and employee relations matters. Administers and interprets the provisions of collective bargaining agreements and Merit System Rules and advises various department managers regarding appropriate action in disciplinary matters involving bargaining unit and non-represented employees as well as grievance matters for represented employees. Oversees Personnel Appeal Board process, creates policy language and insures policy compliance with legal requirements. Supervises staff assigned to Labor Relations Unit. Functions as the Hearing Officer over grievances, suspension hearings, and Loudermill separations. Utilizes current county-wide and/or department specific software to complete assignments. SUPERVISION EXERCISED Working through subordinate supervisor(s), oversees the daily operations of the Employee & Labor Relations Unit. Instructs, assigns, schedules, checks work and appraises performance and recommends employees for salary increase or promotion. Effectively recommends on hiring, discipline, and discharge. ESSENTIAL JOB FUNCTIONS Serves as bargaining team spokesperson or second chair, at direction of the Chief during bargaining sessions and management team spokesperson during grievance committee meetings to present and negotiate the position of County management related to labor agreements. Consults with division managers and union representatives related to contract and Merit System interpretation and advises as to proper action and procedures to follow, including disciplinary actions, to ensure that actions taken do not violate collective bargaining agreements or Merit System Rules. CLASS TITLE: ADMINISTRATOR EMPLOYEE & LABOR RELATIONS 2 Administers County collective bargaining agreements including determining the official position of the County related to grievances, consulting department director or labor counsel if necessary, and advising division managers of appropriate responses to grievances. Gathers and/or supervises the gathering of data and preparation of exhibits to be used in grievance arbitrations, PA 312 arbitration(s), collective bargaining and unfair labor practice hearings to effectively present management's position on various issues. Assists labor counsel in the development of grievance arbitration cases by researching and developing related facts, discussing and assisting in developing case arguments, preparing exhibits and reviewing and approving briefs and other case documents. Testifies on behalf of the County in unfair labor practice (ULP) hearings, PA 312 interest arbitration proceedings, labor related litigation, grievance arbitrations and other tribunals as required to support the County's position in these matters. Prepares and/or coordinates preparation for collective bargaining including developing negotiation strategies and tactics in conjunction with the department director and/or labor counsel to be used in the bargaining process. Assists in gathering wage and benefit information from surrounding counties, assists in calculating wage proposals for use in negotiations and ensures proper preparation of tentative agreements for Finance and Human Resources Committee review. Administer the County's discipline appeal procedure for represented and non-represented employees which includes consulting with department directors, elected officials, managers and/or supervisors to advise them regarding proper procedures and levels of discipline. Oversees the Personnel Appeal Board hearing process by providing direction to support staff assigned to coordinate the Appeal Board program. Works with the Budget Division to calculate costs of economic offers made by the unions or the County for presentation to the Personnel Committee. May Act as the County's representative at most M.E.R.C. proceedings. ESSENTIAL PHYSICAL & MENTAL REQUIREMENTS High ability to communicate information accurately with tact and diplomacy. Ability to prepare complex written documents. WORKING CONDITIONS Work is performed in a typical office environment. May encounter situations where people could become confrontational. CLASS TITLE: ADMINISTRATOR EMPLOYEE & LABOR RELATIONS 3 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. 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 Public Administration, Business Administration, Political Science, Labor Relations, Human Resources, Industrial/Organization Psychology, Sociology, Criminal Justice, or a related area. 2. Have had at least five (5) years of full-time work experience in labor relations, employee relations, or organizational development with three (3) years’ experience in labor or employee relations. NOTE: A Master’s Degree in Public Administration, Business Administration, Political Science, Labor Relations, Human Resources, Industrial/Organization Psychology or a closely related field may substitute for one (1) year of work experience. B. Additional Desirable Qualifications 1. Considerable knowledge of professional personnel administration and supervision, preferably including knowledge of accepted methods and practices of labor relations. 2. Considerable knowledge of Merit System Rules and state laws and regulations governing the operations of county personnel activities. 3. Considerable ability to carry out complex written and oral instructions and to exercise mature judgment and initiative in analyzing problems and recommending solutions. 4. Considerable ability to present ideas effectively orally and in writing. 5. Considerable ability to establish and maintain effective working relationships with administrators, other employees, and the general public. APPROVED BY: DATE: 06/13/2023 DRAFT 12-18-24 OAKLAND COUNTY MICHIGAN Class Title: SUSTAINABILITY MANAGER Department: County Executive / Office of Environmental Sustainability Reports To: Environmental Sustainability Officer FLSA Status: Exempt Salary Plan: UNI/128 GENERAL SUMMARY Serves as manager over the Office of Environmental Sustainability and functions as a project manager for large and complex sustainability projects, both on Oakland County Campus and county-owned property, as well as county-wide. Responsible for the overall execution to include design, budget, schedule, and projected community and climate impacts. May be responsible for developing policies and plans associated with sustainability and for bidding purposes. Assists in the bidding process, if needed, for professional services and contracts. Interacts with all County departments as an Office of Environmental Sustainability representative. Interacts with the public as an Office of Environmental Sustainability representative. Develops content and reports to support Environmental Sustainability Officer. Conducts administrative work such as meeting coordination, partner engagement and follow up, and other related tasks. Reviews specifications and obtains quotes for a variety of goods and services associated with sustainability efforts. Utilizes current Countywide and/or department specific software to complete assignments. SUPERVISION EXERCISED Functions as a supervisor over professional employee. Instructs, assigns, schedules, checks work, appraises performance, and recommends employees for salary increase or promotion. Effectively recommends on discipline and discharge. ESSENTIAL JOB FUNCTIONS Functions as the primary liaison between the Environmental Sustainability Officer and various County departments, consultants, contractors, and other project-specific staff. Meets with a variety of internal and external partners and is responsible for partner engagement, relationships, and support as required by project, such as residents, local governments, elected officials, businesses, and non-profit organizations. Evaluates sustainability efforts with County Departments and makes recommendations concerning program implementation. Helps develop annual sustainability objectives and develops a work plan to implement objectives. CLASS TITLE: SUSTAINABILITY MANAGER 2 Makes informational and educational presentations about sustainability for use in public meetings and engagement sessions. Conducts studies and research associated with sustainability and climate programs. Prepares specifications and qualifications for Requests for Proposals. Works with the Purchasing Department in receiving bids and awarding of contracts by ensuring that advertisements and addendums are worded properly, answering inquiries from contractors in writing, tabulating bids, and recommending contractors to the Environmental Sustainability Officer. Evaluates proposed sustainability measures to prioritize investment through life cycle and cost/benefits analysis and other applicable metrics prior to implementation. Identifies and assists with relevant grant applications; reviews and interprets grant requirements, legislative codes, and regulations; may conduct grant administration. Monitors change in laws, regulations, and technology that may affect sustainability programs; implement policy and procedural changes as required. Attends meetings, conferences, and workshops. Supports continuous process improvement initiatives. Utilizes current Countywide and/or department specific software to complete assignments. ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS Ability to communicate to accurately convey information. WORKING CONDITIONS Work is carried out in a typical office environment. May participate in activities that require driving or being a passenger in an automobile or bus. 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. CLASS TITLE: SUSTAINABILITY MANAGER 3 EXPERIENCE, TRAINING, KNOWLEDGE, SKILLS & ABILITIES A. REQUIRED MINIMUM QUALIFICATIONS 1. Possess a Bachelor’s degree from an accredited college or university with a major in Sustainability, Public Policy, Environmental Policy, Environmental Science, Urban Planning, or related field of study. 2. Have had at least five (5) years of full-time experience in sustainability. B. ADDITIONAL DESIRABLE QUALIFICATIONS 1. Considerable experience in municipal government, or other government experience. 2. Considerable knowledge of city, state, and federal processes. 3. Considerable knowledge of sustainability program coordination and facilitation methods, such as project management tools, project plans, risk management, communication plans, and other related items. 4. Considerable knowledge of sustainability best practices that cover a wide range of disciplines. 5. Ability to convey technical information to non-technical audiences. 6. Ability to prepare accurate and reliable reports on project performance. 7. Ability to work collaboratively with a wide range of internal and external partners.