AN ORDINANCE
NO. __________
An Ordinance adopting changes to the Columbus Consolidated Government
Classification and Pay Plan recommended by the Carl Vinson Institute of the
University of Georgia and by the Mayor and City Manager.
_____________________________________
THE COUNCIL OF COLUMBUS, GEORGIA, HEREBY ORDAINS:
SECTION ONE
That the Human Resources Department is authorized to make changes to the
Columbus Consolidated Government Classification and Pay Plan and/or to make
changes to the title, grade, step or salary of individual positions as
hereafter noted:
Part A ? The following positions are either amended, added to or deleted from
the Columbus Consolidated Government Classification and Pay Plan as recommended
by Dr. Condrey of the Carl Vinson Institute of the University of Georgia. The
Mayor and City Manager concur with these recommendations.
CD/10 Senior Accounting Technician changed to Accounting Technician
SC/2 Law Clerk is added at Grade 19 with Juris Doctorate degree and Grade 20 if
admitted to Georgia Bar.
CMO/7 Internal Auditor, Grade 23 changed to Internal Auditor/Compliance
Officer, Grade 25
SE/10 Animal Control Technician, Grade 10 added
STWTR/13 Equipment Operator Crew Leader, Grade 13 added
FIN/25 Financial Analyst, Grade 17 add with footnote ?may be designated
?Senior? and placed at Grade 19?
PR/7 Parks Finance Manager changed to Administrative Operations Manager
FM/3 Automotive and Tire Shop Supervisor changed from grade 16 to grade 17
TA/2 Personal Property Manager changed from grade 19 to grade 20
TA/3 Administration Manager changed from grade 19 to grade 20
TA/4 Residential Property Manager changed from grade 19 to grade 20
TA/5 Commercial Property Manager changed from grade 19 to grade 20
Part B - The following positions included in the Columbus Consolidated
Government Classification and Pay Plan was reviewed by the Carl Vinson
Institute of the University of Georgia as an individual appeals and are
recommended for change in title, grade or salary by Dr. Condrey or the Mayor
and City Manager. The Mayor and City Manager concur with these recommendations.
PC/1 Probate Law Clerk/Hearing Officer is authorized a salary of $64,441.53
(Step S)
SD/25 Judicial Administrative Technician I, grade 9; four Sheriff?s Office
employees reclassified to Judicial Administrative Technician II, grade 10, with
classification reserved for full time employees.
SD/22 Judicial Administrative Technician II, grade 10; two part-time Sheriff?s
Office employees reclassified to Judicial Administrative Technician I, grade 9,
without salary reduction but with classification reserved for part-time
employees.
SECTION TWO
Payment of $2600 annual certification pay, paid biweekly or hourly, in addition
to any currently authorized paramedic certification pay, is authorized for
Lieutenant-EMS, Firefighter-Medic and Paramedic classifications, while assigned
and actively working as providers of emergency medical services, as verified by
the Chief of the Department of Fire and Emergency Medical Services.
SECTION THREE
All adopted changes have an effective date of July 1, 2006.
SECTION FOUR
All Ordinances or parts of Ordinances in conflict herewith are hereby repealed.
____________________________________________________
Introduced at a regular meeting of the Council of Columbus, Georgia, held on
the 29th day of May, 2007; introduced a second time at a regular meeting of
said Council held on the _________day of __________, 2007, and adopted at said
meeting by the affirmative vote of ______ members of said council.
Councilor Allen voting __________.
Councilor Anthony voting __________.
Councilor Baker voting __________.
Councilor Barnes voting __________.
Councilor Davis voting __________.
Councilor Henderson voting __________.
Councilor Hunter voting __________.
Councilor McDaniel voting __________.
Councilor Turner Pugh voting __________.
Councilor Woodson voting __________.
_______________________ ______________________________
Tiny B. Washington, Clerk Jim Wetherington, Mayor
Agenda Item #
Columbus Consolidated Government
Council Meeting
May 29, 2007
Agenda Report #
TO: Mayor and Council
SUBJECT: UGA Classification Plan Appeals
INITIATED: Human Resources Department
Recommendation: Approve an ordinance adopting the changes to the Columbus
Consolidated Government Classification and Pay Plan recommended by the Carl
Vinson Institute of the University of Georgia (hereafter UGA) and/or by the
Mayor and City Manager. The ordinance also provides for changes to the title,
grade, step, salary or method of promotion of some appealing employees.
Background: As a result of a study conducted by UGA the Columbus Council
adopted a new Classification and Pay Plan with an effective date of July 1,
2006. Said plan provided for an appeal procedure for employees that believed
that their positions were not properly classified. Council adopted said appeal
procedure with Resolution No. 319-06 on August 8, 2006. The adopted appeal
procedure required employees to submit their initial appeal to UGA, after which
the employee could further appeal to the City Manager. After review, the City
Manager is to submit his list of recommended changes to the Council for
adoption. In some cases a title or grade change may be recommended for a
position classification, in other cases the recommendation may be for
individual employees to move to another established position classification
based upon their job description and other recommendations may include changes
in step or salary or authorize treatment as a promotion. Council may adopt the
recommendations with or without change.
At the request of Council, employees desiring to present their appeals to the
Council were heard in executive sessions conducted on April 24 and May 1,
2007. Council directed further review of some job titles by UGA. Council also
directed the Mayor and City Manager to conduct a final evaluation of all
appeals, including any changes newly recommended by UGA and to return to the
Council their final recommendations.
Sheriff?s Office Administrative Support Staff. During their appeals
presentations to Council, it was discovered that several of the administrative
support positions in the Sheriff?s Office did not complete position
questionnaires. At the request of the City Manager, position questionnaires
were subsequently obtained and evaluated by UGA for several administrative
support positions and UGA determined that in all but one case that the
positions are properly classified and graded. In the case of four Judicial
Admin Tech I positions in the Sheriff?s Office, UGA indicated that it was a
management decision whether to advance the positions to the next higher level
in the career ladder. However, in a position evaluation meeting with the
Sheriff and City Manger, it was observed that the full time Judicial
Administrative Technicians (I and II) consistently performed the same level
duties and the part-time technicians performed less demanding duties.
Accordingly, the Mayor and City Manager recommend reclassification of four
full-time Judicial Administrative Technician I, grade 9 positions to Judicial
Administrative Technician II, grade 10. It is further recommended that two
existing part-time personnel should be reclassified to Judicial Administrative
Technician I, grade 9 without a change in salary but with future employees
hired at the lower salary. The UGA recommendation for a career ladder for
these positions is not required or recommended.
Probate Law Clerk/Hearing Officer. The Mayor and City Manager continue to
recommend an in-grade salary increase for the Probate Law Clerk/Hearing Officer
to step S ($64,441.53) as a necessary component for maintaining a high level of
customer service in the Probate Court.
For a detailed summary of the subsequent review by UGA, Mayor and City Manager
please see attachments.
The recommended ordinance includes post-implementation technical corrections
that were either discovered by UGA or brought to their attention. This section
also includes a couple of positions with major changes in duties. A detailed
listing is included in attachments.
Paramedic Shortage. The Mayor and City Manager met with the Fire/EMS Chief to
discuss several options for resolving the existing shortage of paramedics.
Section Two of the ordinance provides for an additional $2600 paramedic
certification supplement as requested and recommended by the Fire/EMS Chief.
The requested supplement is to be payable in biweekly or hourly increments to
Paramedics, FireMedics and EMS Lieutenants that are assigned to ambulances and
actually delivering emergency medical services, although occasional rotation to
fire apparatus is permitted and will sometimes occur. The Fire/EMS Chief will
use a Personnel Action to verify eligibility for payment of the supplemental
certification pay or to cancel the payment whenever an employee is no longer
eligible to receive the additional payment. This change does not effect the
currently authorized $2400 paramedic certification payment to the paramedics
specified in Ordinance 06-87.
The basic hourly rate for paramedics is increased from $8.00 per hour to $8.16
per hour.
The effect of both changes to the hourly paid paramedics without fire training
is an increase in hourly rate of pay from $8.00 per hour to $9.00 per hour.
These paramedics work the same 24-hour on/48-hour off schedule as fire
personnel but earn overtime after 40 hours of duty in each workweek. The new
overtime rate would be $13.50 per hour. 24/48 personnel work an average of 56
hours per week.
Attachments: Itemized details of requested changes are included in the
following attachments.
Attachment ?Part A? contains the positions listed in Section One, Part A of the
recommended ordinance and includes positions that are recommended for
classification or grade changes. (Note: items 8 ? 12 also appear in
attachment 3)
Attachment ?Part B? contains the positions listed in Section One, Part B of the
recommended ordinance and is a recommendation for salary change or career
ladder advancement. (Note: these items also appear in attachment 3)
?Attachment 3? is the summary of all Mayor and City Manager recommendations for
positions that appealed to Council.
Analysis: The Classification and Pay Plan study was conducted by a highly
respected state agency with many years of experience in this field. The UGA
evaluators relied on their experience in completing similar studies for over
400 similar organizations and extensive data compiled on municipal government
jobs within and outside of Georgia. Using a modified Factor Evaluation System
(FES), the most widely utilized point-factor evaluation system, UGA evaluates
the key factors involved in the performance of each job. When applied
skillfully and properly, the FES produces an internally equitable
classification plan. Using this system, UGA does not generally experience many
appeals but reviews and appropriately addresses those that do appeal.
Accordingly, it is reasonable to conclude that there should be little need for
further changes to the submitted recommendations.
Legal: The Council must authorize changes to the Classification and Pay Plan
per ?8-304 of the Charter.
Financial Considerations: The estimated annual cost of the recommended changes
is $134,512. This amount includes the following:
$10,995 for reclassification of Internal Auditor from grade 23 to grade 25.
$23,124 additional compensation for Probate Law Clerk/Hearing Officer
$695.72 for reclassification of one Special Enforcement Officer from grade 12
to 13 (Classification change approved by Ord. 07-21 on April 24, 2007, employee
increase withheld due to appeal)
$3498.27 for reclassification of four Judicial Admin Tech I grade 9 in
Sheriff?s Office to career ladder Judicial Admin Tech II grade 10
$91,000 for additional paramedic certification payment to 27 FireMedics and 8
EMS Lieutenants currently on staff (If the remaining 14 vacant positions are
filled the estimate could be exceeded by up to $36,400)
$5200 for paramedic certification payment to 2 Paramedics currently on staff.
Because the paramedic rate will actually be paid on an hourly basis of 84 cents
per hour (total rate of $9.00), the actual cost will vary based upon the hours
actually worked. (If the remaining 12 vacant positions are filled the estimate
could be exceeded by up to $33,800)
Recommendation/Actions: the Mayor and City Manager recommend the proposed
ordinance.
Attachment ?Part A?
No. Change Explanation
1 Senior Accounting Technician changed to Accounting Technician, no change in
grade (UGA Ref. CD/10) Change of confusing title by dropping ?Senior? in recognition
that there is not a position Accounting Technician at MCP
2 Law Clerk (Superior Court Judges) is added at Grade 19 with Juris Doctorate
degree and Grade 20 if admitted to Georgia Bar. (UGA Ref. SC/2) Classification of
positions not evaluated by UGA in original study. UGA incorrectly thought the
positions were temporary.
3 Internal Auditor Grade 23 changed to Internal Auditor/Compliance Officer Grade
25 (UGA Ref. CMO/7) UGA reevaluated position after Council approved changes to job
description. Reporting also changes to Mayor & Council.
4 Animal Control Technician Grade 10 added (UGA Ref. SE/10) Department requested
additional title/grade for occasional usage when an employee is not fully
trained to function as an Animal Control Officer I.
5 Equipment Operator Crew Leader Grade 13 added (UGA Ref. STWTR/13) Position was vacant at
time of study, therefore it was not caught that a position questionnaire was
not submitted for evaluation by UGA.
6 Financial Analyst Grade 17 added with footnote for Senior Analyst at Grade 19
(UGA Ref. FIN/25) Department requested change of title for an existing Budget and
Management Analyst position of same grade and footnote to reflect a significant
change of duties.
7 Parks Finance Director changed to Administrative Operations Manager, no change
in grade (UGA Ref. PR/7) Council requested a review the usage of the title ?Finance
Manager? for consistency in grade and duties. Only this usage appears
inconsistent with the others based upon assigned grade and focus of
responsibilities. UGA concurs with new title.
8 PS Fleet - Automotive and Tire Shop Supervisor changed from grade 16 to grade
17 Changed by UGA during the initial appeal process.
9 Tax Assessor - Personal Property Manager changed from grade 19 to grade 20
Changed by UGA during the initial appeal process.
10 Tax Assessor - Commercial Property Manager changed from grade 19 to grade 20
Changed by UGA during the initial appeal process.
11 Tax Assessor - Administrative Manager changed from grade 19 to grade 20 Changed
by UGA during the initial appeal process.
12 Tax Assessor - Residential Property Manager changed from grade 19 to grade 20
Changed by UGA during the initial appeal process.
Attachment ?Part B?
No. Change Explanation
1 Probate - Probate Law Clerk/ Hearing Officer.
(Also appears as item 16 on attachment 3) UGA determined that this position is
properly classified and graded but deferred additional in range compensation as
a management decision. The Mayor and City Manager recommend salary increase
from step A ($41,317.71) to step S ($64,441.53).
2 Sheriff?s Office ? Judicial Administrative Technician I and II
(Also appears as item 32 on attachment 3) The Mayor and City Manager recommend
reclassification of four full-time Judicial Administrative Technician I, grade
9 positions to Judicial Administrative Technician II, grade 10. The two
existing part-time personnel will be reclassified to Judicial Administrative
Technician I, grade 9 without a change in salary, with future employees hired
at the lower salary
Attachment ?3?
No. Position Subsequent Review and Recommendation
1 Civic Center - Operations Manager. UGA determined that this position is properly
classified and graded; Mayor and City Manager reviewed again and concur with
UGA determination.
2 Civic Center - Ticketing Operations Manager. UGA determined that this position is
properly classified and graded; Mayor and City Manager reviewed again and
concur with UGA determination.
3 Civic Center - Civic Center Finance Manager. UGA determined that this position is
properly classified and graded; Mayor and City Manager reviewed again and
concur with UGA determination.
4 Clerk of Superior Court - Deputy Clerk I-Real Estate. UGA determined that this
position is properly classified and graded; Mayor and City Manager reviewed
again and concur with UGA determination.
5 Clerk of Superior Court - Deputy Clerk I. UGA determined that this position is
properly classified and graded; Mayor and City Manager reviewed again and
concur with UGA determination.
6 Engineering - Project Engineer. UGA determined that this position is properly classified
and graded (Career ladder position, may advance 1 grade with PE License); Mayor
and City Manager reviewed again and concur with UGA determination.
7 Engineering - Traffic Engineering Manager. UGA determined that this position is
properly classified and graded (Career ladder position, may advance 1 grade
with PE License); Mayor and City Manager reviewed again and concur with UGA
determination.
8 Finance - Senior Customer Service Representative (2.) UGA determined that this
position is properly classified and graded; Mayor and City Manager reviewed
again and concur with UGA determination.
9 Finance - Tax Supervisor. UGA determined that this position is properly classified and
graded; Mayor and City Manager reviewed again and concur with UGA determination.
10 Fire - Firefighter/Paramedic (5.) UGA determined that this position is properly
classified and graded; Mayor and City Manager reviewed again and concur with
UGA determination. However, the Mayor and City Manager support the
recommendation of the Fire/EMS Chief to add $2600 per year in additional
paramedic certification pay for those personnel that are assigned and actively
working as providers of emergency medical services. On first reading Council
increased the hourly rate for the hourly paid paramedics without fire training
to $8.16 per hour, increasing the total rate of pay to $9.00 per hour.
11 Inspections and Codes - Administrative Assistant. UGA determined that this position is
properly classified and graded; Mayor and City Manager reviewed again and
concur with UGA determination.
12 Juvenile Court - Custody Investigator. UGA determined that this position is properly
classified and graded; Mayor and City Manager reviewed again and concur with
UGA determination.
13 Magistrate/Municipal Court - Deputy Clerk II. UGA determined that this
position is properly classified and graded; Mayor and City Manager reviewed
again and concur with UGA determination.
14 Parks - District Supervisor. Employee withdrew request to appeal
15 Police - Detective. UGA determined that this position is properly classified and graded;
Mayor and City Manager reviewed again and concur with UGA determination.
16 Probate - Probate Law Clerk/ Hearing Officer. UGA determined that this position is
properly classified and graded but deferred additional in range compensation as
a management decision. The Mayor and City Manager recommended to Council a
salary increase from step A ($41,317.71) to step S ($64,441.53). Mayor and
City Manager reviewed again and their recommendation remains unchanged.
17 PS Administration - Administrative Technician. UGA determined that this position is
properly classified and graded; Mayor and City Manager reviewed again and
concur with UGA determination.
18 PS Administration - Public Services Director. Employee did not appear for Council
appeal. Mayor and City Manager reviewed again and concur with UGA
determination that this position is properly classified and graded.
19 PS Fleet - Fleet Maintenance Tech. III. UGA determined that this position is
properly classified and graded; Mayor and City Manager reviewed again and
concur with UGA determination.
20 PS Fleet - Automotive and Tire Shop Supervisor. On original appeal, UGA recommended
upgrade of position from grade 16 to 17; Mayor and City Manager reviewed again
and concur with UGA determination.
21 PS Fleet - Fleet Maintenance Buyer. UGA determined that this position is properly
classified and graded; Mayor and City Manager reviewed again and concur with
UGA determination.
22 PS ROW - Corrections Detail Officers (3). Employees did not respond to appointment
notice for Council appeal. Mayor and City Manager reviewed again and concur
with UGA determination that this position is properly classified and graded.
23 PS Special Enforcement - Administrative Coordinator. UGA determined that this position is
properly classified and graded; Mayor and City Manager reviewed again and
concur with UGA determination.
24 PS Special Enforcement - Special Enforcement Manager. UGA determined that this
position is properly classified and graded; Mayor and City Manager reviewed
again and concur with UGA determination.
25 PS Special Enforcement - Special Enforcement Officer (2.) On original appeal, UGA
recommended upgrade of position from grade 12 to 13; Mayor and City Manager
reviewed again and concur with UGA determination.
26 PS Special Enforcement - Communications Officer (2.) UGA determined that this
position is properly classified and graded; Mayor and City Manager reviewed
again and concur with UGA determination.
27 PS Street Maintenance - Equipment Operator II. Employee did not respond to
appointment notice for Council appeal. Mayor and City Manager reviewed again
and concur with UGA determination that this position is properly classified and
graded.
28 Sheriff - Judicial Admin Tech III. On original appeal, UGA recommended
reclassification of position from grade 10 to 12; Mayor and City Manager
reviewed again and concur with UGA determination.
29 Sheriff ? Communications Technician III. Newly completed Position Questionnaires
were evaluated by UGA and determined by UGA to be properly classified and
graded; Mayor and City Manager reviewed again and concur with UGA determination.
30 Sheriff - Deputy Sheriff Technician. (bomb technician) UGA determined that this position
is properly classified and graded; Mayor and City Manager reviewed again and
concur with UGA determination.
31 Sheriff - Accounting Clerk. Newly completed Position Questionnaire was evaluated by
UGA and determined by UGA to be properly classified and graded; Mayor and City
Manager reviewed again and concur with UGA determination.
32 Sheriff - Judicial Administrative Technician I (4.) The Mayor and City Manager
recommend reclassification of four full-time Judicial Administrative Technician
I, grade 9 positions to Judicial Administrative Technician II, grade 10. The
two existing part-time personnel will be reclassified to Judicial
Administrative Technician I, grade 9 without a change in salary, with future
employees hired at the lower salary.
33 Sheriff - Judicial Administrative Technician II (6.) Newly completed Position
Questionnaires were evaluated by UGA and determined by UGA to be properly
classified and graded; Mayor and City Manager reviewed again and concur with
UGA determination.
34 Tax Assessor - Personal Property Manager. On original appeal, UGA recommended upgrade
of position from grade 19 to 20; Mayor and City Manager reviewed again and
concur with UGA determination.
35 Tax Assessor - Commercial Property Manager. On original appeal, UGA recommended
upgrade of position from grade 19 to 20; Mayor and City Manager reviewed again
and concur with UGA determination.
36 Tax Assessor - Administrative Manager. On original appeal, UGA recommended upgrade of
position from grade 19 to 20; Mayor and City Manager reviewed again and concur
with UGA determination.
37 Tax Assessor - Residential Property Manager. On original appeal, UGA recommended
upgrade of position from grade 19 to 20; Mayor and City Manager reviewed again
and concur with UGA determination.
38 Tax Assessor - Appraiser. UGA determined that this position is
properly classified and graded (Career Ladder position with grades 14, 15 &
17); Mayor and City Manager reviewed again and concur with UGA determination.
39 Tax Assessor - Administrative Assistant. UGA determined that this position is properly
classified and graded; Mayor and City Manager reviewed again and concur with
UGA determination.
40 Tax Assessor - Appraisal Technician UGA determined that this position is properly
classified and graded; Mayor and City Manager reviewed again and concur with
UGA determination.
Attachments
No attachments for this document.