Title
An Ordinance approving Amendment No. 5 to the budget for the Fiscal Year ending June 30, 2025, as adopted by Ordinances 9936, 9937, 9938, 9939, and 9940, by amending the authorized expenditures for the City. (F&BC 2/3/25)
(Note: First read by Council on February 4, 2025. Passed by unanimous vote with one recusal.)
Body
Issue/Request:
An Ordinance approving Amendment No. 5 to the budget for the Fiscal Year ending June 30, 2025, as adopted by Ordinances 9936, 9937, 9938, 9939, and 9940, by amending the authorized expenditures for the City.
Key Issues:
-City departments have completed their mid-year review of actual and anticipated expenses for the FY25 budget and known vacancy adjustments have been made. Department directors submitted requests for unbudgeted purchases for consideration if money is available. Several items were approved by the City Manager as the department had the spending authority available to make the purchase.
-Two departments need increased spending authority as they did not meet their anticipated vacancy savings and have additional needs: Law - $124,584 and Municipal Court $67,793
-The spending authority of Development Services is being reduced to cover the increases need in the General Fund Departments to avoid increasing the General Fund budget
-Personnel changes, with mid-year requests the City Manager is approving the following personnel reclassifications and are reflected in Exhibit B. The changes are well within the current spending authorization for each department and will have a minimal impact on FY26 budget. A few other requests may be brought forward after they are vetted and scored by Human Resources.
-Replace ITS Assistant Director position (retirement) with ITS Operations Manager (overlap of about one month for knowledge transfer)
-Reclassify ITS Support Services Manager to ITS Operations Manager (department alignment to allow for flexibility in job assignments)
-Reclassify Assistant Director of Finance Controller to Deputy Director of Finance (the flexibility is already on the current FTE sheet)
-Reclassify Central Building Services (CBS) Facilities Maintenance Superintendent to Facilities Operations and Maintenance Manager
-Reclassify and add Workforce Development Analyst to Learning and Development Specialist (Human Resources)
-Change one Development Technician to Customer Service Supervisor (to supervise reclassified positions to Customer Service Representatives)
-FY25 Pay and Classification Plan revisions - revisions to pay and classification plan to reflect the approved changes and other requested changes that are being reviewed and vetted, Exhibit C
-As the City transitions from Lawson to Workday we have the opportunity to update documents to reflect best practice. The Pay and Classification Plan is a document that needs to be restructured. Following best practice the plan will have two sections: Exempt (salaried) and Non-exempt (hourly). Care has been taken to combine many of the pay bands and groups that overlapped. Attached to the packet is a version with edits and the clean version that will be attached to the ordinance. The proposed change does not impact the current pay of any staff members. Changes in pay would be brought forth with the FY26 budget.
As part of the City’s transition from Lawson to Workday, we are taking the opportunity to update our policies, practices and supporting documents to align with best practice. The Pay and Classification Plan (Pay Plan) is a document that needs to be restructured.
Currently, the existing Pay Plan contains ten job families and 51 pay ranges, and some pay ranges consist of both exempt and non-exempt positions. Additionally, there are several identical, or nearly identical, pay ranges in different job families. This makes the current Pay Plan difficult to explain, navigate and update.
Following compensation best practices, as well as aligning with the Workday Compensation module, the FY26 pay plan will separate Exempt (salaried) and Non-exempt (hourly) with differentiation between the pay ranges and eliminate the numerous job families. This results in combining many of the job families and pay ranges that were duplicates and/or overlapped. Finally, as the City is currently working with a consultant on developing and implementing a new Pay and Growth plan, it is anticipated that a new pay plan will differentiate between exempt and non-exempt positions with standard differences between grades. Implementing this revised Pay Plan for the implementation of Workday will provide the following:
- Clear delineation between FLSA exempt and non-exempt positions
- Using existing pay ranges, but consolidating to better manage the set up in Workday
- The new play will have no impact on employees pay.
- More management Workday set up, ease in administration
- Easy for employees to understand
Attached to the packet is a version with edits (FY26 Pay Classification Plan revised) and the clean version (Exhibit D) that will be attached to the ordinance. This Pay and Classification Plan will be effective with the new FY26 budget year and coincide with the go live of Workday. Changes in pay would be brought forth with the FY26 budget.
Presenter
Rick Gentry, Budget Manager
Recommendation
Recommendation: Staff recommends approval
Committee Recommendation
Committee Recommendation: This item could not get the required 3 votes to forward it to City Council with a recommendation for approval.
A motion was made by Councilmember Rader, seconded by Chairperson Shields, that Bill No. 25-035 be forwarded without recommendation to the City Council for discussion. The motion carried by the following vote (2 Aye, 1 Recused)