ITEM: 3.7 SAN JOSE Memorandum

COUNCIL AGENDA: 6/6/17 ITEM: 3.7

CITY OF C7 "2

SAN JOSE CITY OF

Memorandum CAPITAL OF SILICON VALLEY

TO: HONORABLE MAYOR AND CITY COUNCIL

FROM: Joe Angelo

SUBJECT: AMENDMENTS TO THE CITY DATE: May 26, 2017 PAY PLAN FOR VARIOUS CLASSIFICATIONS

Approved Date

RECOMMENDATION

Adopt a resolution to:

1. Amend the City of San Jose Pay Plan effective June 18, 2017, to create the following classifications:

a. Enterprise Information Technology Engineer I/II (8558/8559) with a salary range of $89,107.20- $108,388.80 (I) and $94,411.20- $115,003.20 (II) annually

b. Enterprise Supervising Technology Analyst (8560) with a salary range of $103,833.60- $126,505.60 annually

c. Enterprise Principal Technology Analyst (8561) with a salary range of $114,275.20- $139,152.00 annually

d. Assistant Independent Police Auditor U (8022) with a salary range of $120,739.69-$188,210.00 annually

e. Records Specialist (1115) with a salary range of $62,753.60 - $76,419.20 annually

2. Amend the City of San Jose Pay Plan effective June 18, 2017, to change the salary range and retitle the following classifications:

a. Geographic Information Systems Specialist I/II (1381/1383) (formerly Geographic Systems Specialist I/II) with a salary range of $56,763.20- $69,139.20 (I) and $69,347.20- $84,489.60 annually

b. Senior Geographic Information Systems Specialist (1385) (formerly Senior Geographic Systems Specialist) with a salary range of $76,252.80- $92,934.40

3. Amend the City of San Jose Pay Plan effective June 18, 2017, to change the salary range for the following classifications:

a. Enterprise Technology Manager (1373) with a salary range of $119,620.80-$146,411.20 annually

b. Budget Director U (1656) with a salary range of $148,677.23- $232,379.00 annually

HONORABLE MAYOR AND CITY COUNCIL May 26, 2017 Subject: Amendments to the City Pay Plan for Various Classifications Page 2

c. City Librarian U (6245) with a salary range of $148,677.23- $232,379.00 annually

d. Director Aviation U (3546) with a salary range of $148,677.23- $232,379.00 annually

e. Director City Manager's Office U (1701) with a salary range of $148,677.23-$232,379.00 annually

f. Director Economic Development U (1999) with a salary range of $148,677.23-$232,379.00 annually

g. Director Employee Relations U (1430) with a salary range of $148,677.23-$232,379.00 annually

h. Director Environmental Services U (1696) with a salary range of $148,677.23-$232,379.00 annually

i. Director Finance U (1258) with a salary range of $148,677.23- $232,379.00 annually

j. Director Housing U (3989) with a salary range of $148,677.23- $232,379.00 annually

k. Director Human Resources U (1429) with a salary range of $148,677.23-$232,379.00 annually

1. Director Information Technology U (1375) with a salary range of $148,677.23-$232,379.00 annually

m. Director of Transportation U (3199) with a salary range of $148,677.23-$232,379.00 annually

n. Director Parks, Recreation, and Neighborhood Services U (3996) with a salary range of $148,677.23- $232,379.00 annually

o. Director Planning, Building, and Code Enforcement U (4154) with a salary range of $148,677.23- $232,379.00 annually

p. Director Public Works U (3867) with a salary range of $148,677.23- $232,379.00 annually

q. Director of Communication U (1671) with a salary range of $135,404.46-$211,325.00 annually

r. Assistant Director U (8048) with a salary range of $129,969.69- $202,591.00 annually

s. Assistant Director of Economic Development U (1998) with a salary range of $129,969.69- $202,591.00 annually

t. Deputy Director U (1640) with a salary range of $113,488.73- $176,781.00 annually

u. Division Manager (8074) with a salary range of $100,215.02- $153,065.00 annually

v. Chief of Police U (2227) with a salary range of $168,815.16- $263,860.00 annually

w. Assistant Police Chief U (2225) with a salary range of $148,418.99- $231,351.00 annually

x. Fire Chief U (2334) with a salary range of $148,677.23 - $232,379.00 annually y. Assistant Fire Chief U (2333) with a salary range of $129,962.00- $202,591.00

annually


z. Assistant City Attorney U (2154) with a salary range of $ 186,946.49-$265,225.00 annually

aa. Chief Trial Attorney U (2155) with a salary range of $186,946.49- $265,225.00 annually

bb. Chief Deputy City Attorney U (2138) with a salary range of $153,435.85-$232,379.00 annually

cc. Assistant City Clerk U (1613) with a salary range of $101,976.74-$141,157.00 annually

4. Amend the City of San Jose Pay Plan effective June 18, 2017, to change the title of the following classification:

a. Digital Media Technician (3731) (formerly Darkroom Technician)

5. Amend the City of San Jose Pay Plan effective June 18, 2017, to delete the following classifications:

a. Assistant to the City Manager-IR (1664) b. Capital Projects Program Coordinator (3433)

6. Approve a 4.0% ongoing non-pensionable retention premium pay for the Assistant Police Chief U (2225), effective June 18, 2017.

OUTCOME

If the above recommendation is approved, the City of San Jose Pay Plan will be amended to create the new classification of Enterprise Information Technology Engineer I/II (8558/8559), Enterprise Supervising Technology Analyst (8560), Enterprise Principal Technology Analyst (8561), Assistant Independent Police Auditor U (8022), Records Specialist (1115); change the salary range and retitle Geographic Information Systems Specialist I/II (1381/1383), Senior Geographic Information Systems Specialist (1385); change the salary range for Enterprise Technology Manager (1373), Budget Director U (1656), City Librarian U (6245), Director Aviation U (3546), Director City Manager's Office U (1701), Director Economic Development U (1999), Director Employee Relations U (1430), Director Environmental Services U (1696), Director Finance U (1258), Director Housing U (3989), Director Human Resources U (1429), Director Information Technology U (1375), Director of Transportation U (3199), Director Parks, Recreation, and Neighborhood Services U (3996), Director Planning, Building, and Code Enforcement U (4154), Director Public Works U (3867), Director of Communication U (1671), Assistant Director U (8048), Assistant Director of Economic Development U (1998), Assistant Director of Economic Development U (1998), Deputy Director U (1640), Division Manager (8074), Chief of Police U (2227), Assistant Police Chief U (2225), Fire Chief U (2334), Assistant Fire Chief U (2333), Assistant City Attorney U (2154), Chief Trial Attorney U (2155), Chief Deputy City Attorney U (2138), Assistant City Clerk U (1613); change the title of Digital Media Technician (3731); delete Assistant to the City Manager-IR (1664) and Capital Projects Program Coordinator (3433) classifications; and approve a 4.0% ongoing non-pensionable retention premium pay for the Assistant Police Chief U (2225).


BACKGROUND

When new job classifications are added or deleted, job titles are changed, or salaries are revised, the City of San Jose Pay Plan must be amended by Council resolution. The City Pay Plan reflects all job classification and compensation changes made through Council Resolution, and is on file in the Human Resources Department, and published on the City's Internet and Intranet sites.

ANALYSIS

For the past few years, the City has been analyzing various classifications that have been identified as having recruitment and retention issues and are under market for salary. Some of those classifications have been raised during negotiations with the bargaining units, which has resulted in side letter agreements where the City has agreed to review the classification. Other classifications have been raised by Departments or through analysis by Human Resources. Typically, Human Resources will do an analysis to determine if there are recruitment and retention issues within the classification that has been raised. If the classification meets the criteria, then Human Resources will conduct a market salary survey to determine if the classification is under market compared to similar jurisdictions. The City typically uses the following standard jurisdictions when conducting salary surveys.

1. Alameda County 2. Berkeley 3. Concord 4. Contra Costa County 5. Daly City 6. Fremont 7. Hayward 8. Oakland 9. San Francisco 10. San Mateo County 11. Santa Clara 12. Santa Clara County 13. Sunnyvale

In the last few years, the City Council has approved significant changes to some classifications to address recruitment and retention issues. Some of those changes are described below.


No Classification Approximate

Adjustment Year Notes

1 Airport Operations Manager I/II 18% 2013 Became flexibly staffed classifications

2 Building Inspector Combination I/H/in/Sr. Certified

12% 2015 Became flexibly staffed classifications

3 Buyer III 16% 2015 Added new higher level to flexibly staffed classifications

4 Electrician I/II 5% ; 2015 Became flexibly staffed classifications

5 Electrician Supervisor 5% 2015 Became flexibly staffed classifications

6 Entertainment Coordinator ; ;'v: n% 2014

7 Instrument Control Supervisor MI

5% 2015 Became flexibly staffed classifications

8 Instrument Control Technician MMII/IV

2015 Became flexibly staffed classifications

9 Parking Manager II 15.70% 2015 New classification creating flexibly staffed classification with new higher level to former Parking Manager

10 Planner TTT 14% 2014 Added new higher level to flexibly staffed classifications which had a salary range of 14%-16% higher than Planner II.

11 Planner IV 16% 2014 Added new higher level to flexibly staffed classifications which had a salary range of 14%-16% higher than Planner II.

12 Plant Operator 1711/111 12.5% 2012 Became flexibly staffed classifications

13 Dispatcher Series 3% 2014 Also rolled 6.5% Hoi in Lieu into Base Pay

Most recently, on October 27, 2015, the City Council approved salary range adjustments for fourteen management and non-management citywide classifications, some of which were raised by the unions as classifications they wanted studied. These changes were made in recognition that there were recruitment and retention issues in these classifications and they were under market as shown in market salary studies. Approximately 600 employees received a pay increase, as a result of the recommended adjustments. A summary of those changes are described below.


No Classification Approximate Salary Adjustment 1 Associate Engineer 4.64% 2 Engineer I/I I 5.16% 3 Heavy Equipment Operator 9.50% 4 Information Systems Analyst 8.77% 5 Legal Administrative Assistant 1.88% 6 Network Engineer 7.67% 7 Park Ranger 10.41% 8 Police Data Specialist Ell 7.37% 9 Senior Development Officer 7.93% 10 Senior Engineer 3.38% 11 Senior Heavy Equipment Operator 9.50% 12 Senior Maintenance Worker 2.18% 13 Senior Systems Applications Programmer 10.56% 14 Supervising Applications Analyst 12.03%

In addition to the fourteen classifications that received salary adjustments, on December 8, 2015, the City Council approved salary range adjustments to the City Manager U, Assistant City Manager U, Deputy City Manager U classifications, and the creation of the new Senior Deputy City Manager U classification. Subsequently, on June 28, 2016, the City Council approved salary adjustments for Council Appointees including the City Attorney U, City Auditor U, City Clerk U, and Independent Police Auditor U.

During subsequent negotiations with the City's bargaining units, it was agreed that we would look at additional specific classifications to determine if there were recruitment and retention issues. In addition to these classifications, as part of Human Resources' ongoing effort to address the recruitment and retention challenges in classifications across the organization, Human Resources conducted market salary surveys for several other citywide classifications where it was determined there were recruitment and retention issues. The conclusions of those studies are described below and the results in the recommendations contained in this memo to make salary range adjustments to executive management, management, and non-management classifications due to some salaries being under market and also to address compaction issues between classifications.

It should be noted that the City is still finalizing changes that are being recommended to be made to the Park Ranger series and this memo sets aside funding to make those changes, which will be brought forward at a later date. In addition, discussions are still ongoing related Architects/Landscape Architects and Senior Librarians. If any changes are recommended out of these reviews, they will be brought forward at a later date.

The classifications recommendation to receive an increase in this memo will also receive the 3.0% General Wage Increase scheduled for June 18, 2017.


Geographic Information Systems Specialist Series: Salary Range Adjustments and Retitle of Classifications

In response to the side letter agreement between the City of San Jose and the Municipal Employees' Federation (MEF), Human Resources conducted a recruitment and retention study for seven classifications. Geographic Information Systems Specialist EII met the threshold for reviewing and recommending a salary adjustment. The survey calculated the average of the salary range maximums for matching classifications for the thirteen Bay Area cities and counties with populations greater than 100,000 to establish a market average for each classification. Human Resources found Geographic Information Systems Specialist II to be approximately 7% below market average and is recommending to bring the salary to approximately 98% of market average. In order to avoid compaction with Geographic Information Systems Specialist II, Human Resources is also proposing to adjust the salary range for Senior Geographic Information Systems Specialist. The adjusted salary will provide the appropriate 10% salary differential between the levels to address compaction. Human Resources is recommending to retitle the series in order to align with our comparator agencies.

a

b

Enterprise Information Technology Series

The creation of the Enterprise Information Technology series addresses the need for a specialized set of classifications to perform critical technological work in support of the Information Technology (IT) Department, whose tasks and projects have a citywide impact. The enterprise role of the City's IT Department serves as a foundation for all City departments. The community area network, critical business systems, integration services, policies, and technology strategy set by the Information Technology Department affect over 200 business solutions and almost 7,000 employees, contractors, interns, and volunteers. Enterprise staff must skillfully manage an accumulation of risks across the organization; oversee the City's larger projects; administer compliance, infrastructure, and applications needs for every department across the City technology environment; and address any errors that negatively impact systems essential to health, safety, and operations affecting all municipal functions. Since City Council's approval of the Network Engineer salary adjustment in October 2015, there has been some reduction in recruitment and retention issues for Network Engineers citywide, but the IT Department specifically continues to experience recruitment and retention challenges.

Human Resources worked with the IT Department to create a separate enterprise-focused, IT Department specific series to address recruitment and retention issues within the department. Historically, the City had separate classes for the IT Department and citywide IT classifications, but the classifications were consolidated to increase placement options during the heaviest layoff

Geographic Information Systems Specialist I/II: Adjustment of 5.09% to a new annual salary range of $56,763.20- $69,139.20 (I) and $69,347.20- $84,489.60 (II). Senior Geographic Information Systems Specialist: Adjustment of 1.34% to a new annual salary range of $76,252.80- $92,934.40 to avoid compaction with Geographic Information Systems Specialist II.

HONORABLE MAYOR AND CITY COUNCIL May 26,2017 Subject: Amendments to the City Pay Plan for Various Classifications Page 8

years. In the market study, Human Resources found comparator agencies closest in size to the City of San Jose made a distinction between citywide information technology and enterprise information technology classifications.

a. Enterprise Information Technology Engineer I/II with annual pay ranges of $89,107.20-$108,388.80 (I) and $94,411.20-$115,003.20 (II): This classification provides professional, highly technical project management and support for enterprise networks, applications, security, servers (on premise and cloud), endpoints, and customers on a citywide basis. Duties include managing enterprise system performance, security, and business recovery/resumption; resolving procedural and operational needs on a citywide basis; troubleshooting and resolving enterprise network, system, software, and communication problems; installing and configuring enterprise solutions; and serving as a resource to technical staff which may include supervision of Network Technicians. The purpose of the additional flexibly staffed levels is to recognize increasing job expertise as shown by certifications that are current and to provide additional promotional opportunities. The proposed salary provides an adjustment of 6.10% at the Enterprise Information Technology Engineer II level and provides a 10% salary differential. The vacancy rate for the Network Engineer (NE) positions in the IT Department is 33.33% as of April 27, 2017; and all fifteen budgeted positions would be moved into this new classification.

b. Enterprise Supervising Technology Analyst with an annual pay range of $103,833.60- $126,505.60: This classification performs professional, technical, and project management duties including planning, selecting, implementing, and maintaining enterprise business systems/solutions and/or communications networks across departments. Duties include conducting business analysis with product owners and functional staff; providing recommendations for solutions; may include supervising team(s) for citywide programs and projects; and ensuring citywide operations achieve customer satisfaction, high availability, and project success. The proposed salary provides an adjustment of 4.38% and provides a 10% salary differential. The vacancy rate for the Information Systems Analyst (ISA) positions in the IT Department is 13.33% as of April 27, 2017; and all fifteen budgeted positons would be moved into this new classification.

c. Enterprise Principal Technology Analyst with an annual pay range of $114,275.20- $139,152.00: This classification assumes primary responsibility for project management planning, selecting, installing, implementing, enhancing, and maintaining enterprise electronic business systems/solutions and/or communication networks that affect citywide operations. Duties include supervising team(s) for major programs and projects; managing enterprise program budgets; directing allocations of funds; negotiating contracts; tracking expenditures; and coordinating across the organization to ensure enterprise systems and needs are addressed in citywide IT operations and projects. The proposed salary provides an adjustment of 6.21% and provides a 10% salary


differential. The IT Department Supervising Applications Analyst (SAA) positions have a vacancy rate of 33.33% as of April 27, 2017; and all nine budgeted positions would be moved into this new classification.

d. Enterprise Technology Manager (ETM) with an annual pay range of $ 119,620.80-$146,411.20: As a result of the recommendations above, Human Resources is recommending a 4.36% salary adjustment to avoid compaction from Enterprise Principal Technology Analyst. The proposed salary adjustment will provide an approximate 5% salary differential. The IT Department's current Enterprise Technology Manager vacancy rate is 33.33% as of April 27, 2017.

Executive and Management: Salary Range Adjustments

Human Resources conducted a market survey for twenty-five executive and management classifications. The survey calculated the average of the salary range maximums for matching classifications at the thirteen Bay Area cities and counties with populations greater than 100,000, to establish a market average for each classification. Human Resources then compared the range maximum for each classification to the market average to determine the percentage above or below market.

If the proposed recommendations to create the Enterprise Information Technology series classifications are approved, the Division Manager classification salary range will need to be adjusted to avoid compaction and maintain an appropriate 10-15% salary differential with Enterprise Technology Manager. Human Resources is recommending a salary range adjustment for Division Manager to 91.97% of market average. Division Manager has a citywide vacancy rate of 14.81% as of April 27, 2017. Only two Division Managers in the Information Technology Department will automatically receive the 4.36% increase, to avoid compaction with the Enterprise Technology Manager classification.

a. Division Manager: Adjustment of 4.36% to new annual salary range of $100,215.02 - $153,065.00 to address compaction with Enterprise Technology Manager and maintain a 15.49% salary differential.

The recommended salary adjustment for Division Manager drives the salary adjustments for the executive management classifications. The following recommendations align with the market average of our comparator agencies and provide an average of 10-15% salary differential between the levels. The incumbents in these classifications will not automatically receive the increase. These recommendations just change the salary range.

b. Budget Director U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

c. City Librarian U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

d. Director Aviation U: Adjustment of 4.69% to a new annual salary of $148,677.23- $232,379.00.


e. Director City Manager's Office U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

f. Director Economic Development U: Adjustment of 4.69% to a new annual salary of $148,677.23- $232,379.00.

g. Director Employee Relations U: Adjustment of 4.69% to a new annual salary of $148,677.23- $232,379.00.

h. Director Environmental Services U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00

i. Director Finance U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

j. Director Housing U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

k. Director Human Resources U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

1. Director Information Technology U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

. m. Director of Transportation U: Adjustment of 4.69% to a new annual salary of $148,677.23- $232,379.00.

n. Director Parks, Recreation, and Neighborhood Services U: Adjustment of 4.69% to a new annual salary of $148,677.23- $232,379.00.

o. Director Planning, Building, and Code Enforcement U: Adjustment of 4.69% to a new annual salary of $148,677.23- $232,379.00.

p. Director Public Works U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

q. Director of Communication U: Adjustment of 4.69% to a new annual salary of $135,404.46- $211,325.00 equivalent to Department Director.

r. Assistant Director U: Adjustment of 11.47% to a new annual salary of $129,969.69- $202,591.00 to maintain a 14.70% salary differential.

s. Assistant Director of Economic Development U: Adjustment of 11.47% to a new annual salary of $129,969.69- $202,591.00 to maintain a 14.70% salary differential.

t. Deputy Director U: Adjustment of 4.69% to a new annual salary of $1.13,488.73-$176,781.00 to maintain a 14.60% salary differential.

Human Resources is recommending a 4.69% salary range adjustment for Chief of Police U, equivalent to Department Director, and an adjustment to Assistant Police Chief U.

a. Chief of Police U: Adjustment of 4.69% to a new annual salary of $168,815.16-$263,860.00.

b. Assistant Police Chief U: Adjustment of 4.69% to a new annual salary of $148,418.99- $231,351.00 to maintain a 14.05% salary differential. Additionally, the Assistant Police Chief U will receive an 4% ongoing retention premium pay; this payment is not pensionable.


In January 2016, a 4% non-pensionable ongoing retention premium pay was received by classifications assigned to the San Jose Police Officers' Association (POA), including employees in the Deputy Chief classifications. It is being recommended to extend this to the Assistant Police Chief U to address compaction issues with the Deputy Chief classification.

Human Resources is recommending a 4.69% salary range adjustment for Fire Chief U, equivalent to Department Director and an adjustment to Assistant Fire Chief U.

a. Fire Chief U: Adjustment of 4.69% to a new annual salary of $148,677.23-$232,379.00.

b. Assistant Fire Chief U: Adjustment of 2.26% to a new annual salary of $129,962.00- $202,591.00 to maintain a 14.70% salary differential.

Human Resources is recommending salary range adjustments to Assistant City Attorney U, Chief Trial Attorney U, and Chief Deputy City Attorney U. A salary survey was conducted for the City Attorney U classification in 2016, and the City Council approved an annual salary range of $222,789.00- $300,000.00 for the position. In order to avoid compaction and maintain an appropriate 10-15% salary differential between classifications, it is recommended that the salary ranges for Assistant City Attorney U, Chief Trial Attorney U, and Chief Deputy City Attorney U be adjusted.

a. Assistant City Attorney U: New annual salary range of $ 186,946.49-$265,225.00. This provides a 13.11% salary differential from the City Attorney U classification.

b. Chief Trial Attorney U: New annual salary range of $186,946.49- $265,225.00. This provides a 13.11 % salary differential from the City Attorney U classification.

c. Chief Deputy City Attorney U: New annual salary range of $153,435.85 -$232,379.00. This provides a 14.13% salary differential from the Assistant City Attorney U classification.

Human Resources is recommending a salary range adjustment to Assistant City Clerk U to maintain salary differentials between existing levels.

a. Assistant City Clerk U: Adjustment of 4.69% to a new annual salary of $101,976.74- $141,157.00 to maintain a 33.38% salary differential.

Assistant Independent Police Auditor U: New Classification

The Independent Police Auditor Office currently has an incumbent in the Assistant Director U classification. As part of the executive salary review, Human Resources is recommending creating a new classification specific to this body of work to reflect the appropriate 10% salary differential from Independent Police Auditor U.


a. Assistant Independent Police Auditor U with an annual pay range of $120,739.69-$188,210.00: This classification assists in the review and assessment of police misconduct investigations. Duties include providing support in planning, organizing, and directing the activities of the Office of the Independent Police Auditor (IPA); conducting performance audits; preparing policy recommendations and submitting recommendations for process improvements, department training needs, and preventative measures; monitoring and administering Office budget; and assisting in educating the public on the role of the IPA.

Records Specialist: New Classification

The City Auditor's report recommended that the City Clerk work with Human Resources to review the job classifications within the City Clerk's Office to determine whether current positions should be reclassified or whether an additional Clerk-specific classification should be created that reflects additional duties and responsibilities in the Clerk's Office. The City Clerk's Office coordinated with Human Resources to create a new classification that reflects additional duties beyond the Legislative Secretary classification.

a. Records Specialist with an annual pay range of $62,753.60 - $76,419.20 annually: This classification is responsible for paraprofessional level legislative work in support of administrative functions in the City Clerk's Office. Duties include coordinating with the records management program for all City departments and City Council; assisting with municipal elections, Public Records Act Requests, and City Council agenda; processing a variety of legal documents; and maintaining official records.

Digital Media Technician: Revised Classification Title

Human Resources worked with the Police Department to retitle the Digital Media Technician classification to better describe existing work performed.

a. Digital Media Technician (formerly Darkroom Technician) - with an annual pay range of $44,262.40- $53,581.20: This classification performs technical duties in support of the Police Department. Duties include digital media processing and printing; analyzing audio recordings, videos, and photographs; and maintaining digital evidence in a centralized database. There is no proposed salary change for this classification.

Deletion of Classifications

The following classifications are being deleted, as they are no longer in use:

a. Assistant to the City Manager-IR (1664) function is no longer utilized.

- The Intergovernmental Relations (IR)


b. Capital Program Projects Coordinator (3433) - This classification is no longer utilized.

EVALUATION AND FOLLOW-UP

No additional City Council action is expected following the adoption of the proposed resolution. Revisions to the Pay Plan are reported to the Civil Service Commission at the first regularly scheduled meeting following Council action.

PUBLIC OUTREACH

This memorandum will be posted on the City's website for the June 6, 2017 City Council Agenda.

COORDINATION

This memorandum was coordinated with the City Manager's Budget Office, Office of Employee Relations, City Attorney's Office, City Clerk's Office, Information Technology Department, and the Police Department.

All unions have been notified of these changes via unit designation letters or other notifications. There is one pending meeting with the International Federation of Professional and Technical Engineers (IFPTE). If any changes come out of that meeting, a supplemental memo will be issued.

COMMISSION RECOMMENDATION/INPUT

There is no City Commission input regarding these actions.

COST SUMMARY/IMPLICATIONS

Approximately 40 employees will receive pay increases as a result of the recommended salary range adjustments. The 2016-2017 cost is estimated at $44,000 ($33,000 General Fund and $11,000 Other Funds). If additional funding is necessary for any department, recommendations will be included in the Year-End Clean-Up Budget process. It should be noted that executive management salaries will not automatically change in 2016-2017 with the recommended salary range adjustments as detailed in this memorandum. Those positions are subject to the annual cost-of-living and performance adjustments which have already taken place in 2016-2017. The estimated 2017-2018 cost (salary and fringe) for all the proposed changes is approximately $1.1 million. The estimated full-year impact to the General Fund is $701,000; total estimated


impact to the special and capital funds is $370,000. It should be noted that the General Fund costs of these actions will be mostly offset by the Employee Market Competitiveness Reserve that was approved at $750,000 in the 2016-2017 Adopted Operating Budget. The small additional costs in the General Fund above the reserve level as well as the ongoing costs in the special and capital funds will be absorbed by departments in 2017-2018 with the full costs factored into the development of the 2018-2019 Adopted Budget process.

There is no cost associated with the creation of Assistant Independent Police Auditor U classification. Creation of new classifications does not create additional positions; new classes are created in order to better describe existing work. The current incumbent will be appointed to the new classification, which better describes existing work, with a salary range that provides the appropriate 10% salary differential between the higher level.

The City Clerk's Office intends delete a Legislative Secretary position and add 1.0 Records Specialist position. Any additional cost will be absorbed by the City Clerk's Office.

There is no cost associated with the title change for Digital Media Technician.

It should be noted the Park Ranger series is currently under review. Funding of $91,000 will be set aside from the General Fund Employee Market Competitive Reserve for any changes that will be recommended in the future

CEOA

Not a Project, File No. PP10-068(b), Municipal Code, Title 3.

/s/ Joe Angelo Director, Human Resources

For questions please contact Aracely Rodriguez, Employment Division Manager at (408) 9751411.

Attachments: Geographic Information Systems Specialist EII Class Specification Senior Geographic Information Systems Specialist Class Specification Enterprise Information Technology Engineer I/II Class Specification Enterprise Supervising Technology Analyst Class Specification Enterprise Principal Technology Analyst Class Specification Assistant Independent Police Auditor U Class Specification Records Specialist Class Specification Digital Media Technician Class Specification

06/17 City of San Jose

CLASS SPECIFICATION

Title: Geographic Information Systems Specialist I/II (1381/1383) DEPARTMENT ACCOUNTABLE TO FLSA STATUS Varies Varies Non-Exempt

CLASS SUMMARY Under immediate (Geographic Information Systems Specialist I) or general (Geographic Information Systems Specialist II) supervision, performs technical work in the utilization of geographic information systems (GIS) or computerized traffic forecast models. Operates and maintains (GIS) programs across multiple platforms using a variety of technologies, including, but not limited to computers, peripheral equipment, data collection devices, mobile and web-based applications, and GIS supported applications. Develops and maintains GIS schemas and databases. Performs related work as required.

DISTINGUISHING CHARACTERISTICS The Geographic Information Systems Specialist I/II is the flexibly staffed entry/journey class in the Geographic Information Systems Specialist series, described as follows:

Geographic Information Systems Specialist I - This is the entry-level class in the Geographic Information Systems Specialist classification series. This class is responsible for providing technical support for assigned GIS operations and/or programs. Positions at this level are not expected to function with the same amount of knowledge or skill level as positions allocated to the Geographic Information Systems Specialist II level and usually exercise less independent discretion and judgment in matters related to work procedures and methods. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise. As experience is gained, assignments become more varied and are performed with greater independence.

Geographic Information Systems Specialist II - This is the journey-level class in the Geographic Information Systems Specialist classification series responsible for performing the full range of technical system support for GIS operations and programs. Incumbents are expected to work independently and exercise judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit. This class is distinguished from the Senior Geographic Information Systems Specialist in that the latter class performs the most complex work assigned to the series, including serving as a lead worker for an assigned GIS program area.

QUALIFICATIONS (These qualifications are typically required. An equivalent combination of education and experience sufficient to satisfactorily perform the duties of the job may be substituted.)

Minimum Qualifications Education and Experience Geographic Information Systems Specialist I - A Bachelor's Degree from an accredited college or university in Geographic Information Systems, Engineering, Computer Science, Management Information Systems, Mathematics, Physical Science, Geography, Urban Planning or closely related field. A GIS or GISP certificate from a certifying body acceptable to the City of San Jose is highly desirable.

Geographic Information Systems Specialist II-A Bachelor's Degree from an accredited college or university in Geographic Information Systems, Engineering, Computer Science, Management Information Systems, Mathematics, Physical Science, Geography, Urban Planning or closely related field AND one (1) year of increasingly responsible experience in computer programming, geographic information systems or transportation planning. A GIS or GISP certificate from a certifying body acceptable to the City of San Jose is highly desirable.

Page 1 of 4


CLASS SPECIFICATION

Title: Geographic Information Systems Specialist I/II (1381/1383) Acceptable Substitution

• Geographic Information Systems Specialist II - Possession of a valid GIS or GISP certificate from a certifying body acceptable to the City of San Jose may be substituted for the one (1) year of experience in computer programming, geographic information systems or transportation planning.

Other Qualifications (Incumbents may be required to have different combinations of the listed qualifications, or more specific job-related qualifications depending on the position.)

Basic Competencies (Needed at entry into the job in order to perform the essential duties.)

• Job Expertise - Demonstrates knowledge of and experience with applicable professional/technical principles and practices; knowledge of GIS applications, programming, and relational database model; knowledge of design techniques and tools to produce maps, graphics, and models; ability to perform computer programming, data analysis, or software development for GIS applications; Citywide and departmental procedures/policies and federal and state rules and regulations.

• Communication Skills - Effectively conveys information and expresses thoughts and facts clearly, orally and in writing; demonstrates effective use of listening skills and displays openness to other people's ideas and thoughts.

• Computer Skills - Experienced with common business computer applications including but not limited to: MS Outlook, MS Word, MS PowerPoint, MS Access, and MS Excel.

• Teamwork & Interpersonal Skills - Develops effective relationships with co-workers and supervisors by helping others accomplish tasks and using collaboration and conflict resolution skill.

• Analytical Thinking - Approaching a problem or situation by using a logical, systematic, sequential approach.

• Customer Service - Demonstrates the ability to anticipate customers' needs and deliver services effectively and efficiently using professional demeanor.

• Flexibility - Makes effective decisions and achieves desired results in the midst of major changes in responsibilities, work processes, timeframes, performance expectations, organizational culture, or work environment.

• Initiative - Exhibits resourceful behaviors toward meeting job objectives; anticipates problems, is proactive, and avoids difficulties by planning ahead; displays willingness to assume extra responsibility and challenges; pursues continuing education opportunities that promotes job performance. .

• Multi-Tasking - Can handle multiple projects and responsibilities simultaneously; has handled a wide variety of assignments in past and/or current position(s).

@ Problem Solving - Approaches a situation or problem by defining the problem or issue; determines the significance of problem; collects information; uses logic and intuition to arrive at decisions or solutions to problems that achieve the desired outcome.

Page 2 of 4

06/17 City of San Jose ^

CLASS SPECIFICATION

Title: Geographic Information Systems Specialist 1/11 (1381/1383) DUTY

NO. TYPICAL CLASS ESSENTIAL DUTIES: (These duties and estimated frequency are a representative sample; position assignments may vary depending on the business needs of the department.) Duties may include, but are not limited to, the following:

FREQUENCY*

1. Develops, operates, and maintains various types of Geographic Information Systems (GIS) technology and related processes across multiple platforms; develops and designs databases, schema, and workflows for various work groups; operates and maintains GIS related technology on multiple devices including computers, peripheral equipment, mobile and web-based applications, and GIS supported applications; performs geocoding, geo-referencing, spatial analysis, cartography, data editing, and related tasks.

Daily/Several Times

2. Performs data input management tasks; interprets recorded plans to enter graphic and attribute data into a geographic information system; manages data inputs from project and development plans as well as data discrepancies filed by stakeholders; interfaces with customers and system stakeholders to support cross-departmental workflows, resolution of data discrepancies, installation of software updates, and any other issue that may arise; researches and analyzes plans or discrepancy reports to ensure accuracy of the City's infrastructure system.

Daily/Several Times

3. Performs data management tasks; responsible for management of GIS related data input and workflows for multiple departments ensuring that data layers are constantly updated and accurate for internal and public use; creates web interactive and printable static cartographic displays.

Daily/Several Times

4. Researches innovative new implementations of GIS to solve department problems.

Daily

5. Identifies system problems by employing hardware and software diagnostic utilities and methodologies.

Weekly

6. Develops and/or modifies geographic information or forecast modeling application software and related sub-system application software; prepares data for use in such models.

Weekly

7. Works with consultant to analyze needed data in order to create specific GIS tools and develop needed custom applications.

Weekly

8. Develops, documents, and regularly updates procedures for use of GIS functionalities.

Weekly

9. Develops reports to track GIS team workload and produces periodic reports to detail plan backlog and track discrepancies.

Weekly

10. Administers and maintains GIS software installations including testing, installing updates, upgrades, and patches; provides technical support and troubleshooting for local networked computers and configurations.

Intermittent

11. Conduct various training sessions for fellow coworkers, and/or other employees throughout the city.

Intermittent

12. Coordinates GIS integration to other systems and applications; develops data models to ensure successful data integration, and data mapping when migrating to different platforms; documents significant database changes.

Intermittent

13. Performs other related duties as assigned. As required *Frequency defined as Daily/Several Times, Daily, Weekly, Intermittent, or As Required

Page 3 of 4


CLASS SPECIFICATION

Title: Geographic Information Systems Specialist I/II (1381/1383) PHYSICAL/ENVIRONMENTAL ELEMENTS The following is a general statement for the classification. Individual positions may have additional or different physical/environmental elements.

In an office environment, possess ability to: • Operate, access, enter, and retrieve data using standard office equipment, including but not

limited to a computer or tablet; • Read printed materials and a computer screen; • Communicate in person and over the telephone; • Lift, carry, push, and pull materials and objects up to 25 pounds, or heavier weights, in all cases

with the use of proper equipment; • Move between/within work areas, including but not limited to sitting, walking, and standing on

various surfaces, turning, bending, grasping, and making repetitive hand movements; • Be exposed to moderate noise levels and controlled temperature conditions; • Maintain professional demeanor during interactions with staff, customers, and the public.

CLASSIFICATION HISTORY Created 1/91, Rev. 06/17; sOOO

Page 4 of 4

City of San Jose CLASS SPECIFICATION

06/17

Title: Senior Geographic Information Systems Specialist (1385) DEPARTMENT ACCOUNTABLE TO FLSA STATUS Varies Varies Non-Exempt

CLASS SUMMARY Under direction, supervises and performs the most complex specialized technical work in the utilization of geographic information systems (GIS) programs. Plans, assigns, directs, and evaluates the work of staff assigned to support GIS related infrastructure management systems. Manages the development of custom mapping applications for multiple City departments and work groups. Performs related work as required.

DISTINGUISHING CHARACTERISTICS This is the advanced journey-level class in the Geographic Information Systems Specialist classification series responsible for providing a high level of technical support to an assigned GIS program area, and for leading, directing and training assigned staff. Incumbents regularly work on tasks that are varied and complex, requiring considerable discretion and independent judgment. Positions in this classification rely on experience and judgment to ensure the efficient and effective functioning of the assigned GIS program area. Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver services and work products. Work is typically reviewed upon completion for soundness, appropriateness, and conformity to policy and requirements. This class is distinguished from the lower level Geographic Information Systems Specialist II in that the later performs technical system support for GIS operations and programs and is not assigned lead functions.


Minimum Qualifications Education and Experience A Bachelor's Degree from an accredited college or university in Geographic Information Systems, Engineering, Computer Science, Management Information Systems, Mathematics, Physical Science, Geography, Geology, Urban Planning or closely related field AND two (2) years of increasingly responsible experience in computer programming, geographic information systems or transportation planning, including one (1) year in special and/or asset database management. A GIS or GISP certificate from a certifying body acceptable to the City of San Jose is highly desirable.

Acceptable Substitution ~ Possession of a valid GIS or GISP certificate from a certifying body acceptable to the City of San Jose may be substituted for one (1) year of experience in computer programming, geographic information systems or transportation planning.



• Job Expertise - Demonstrates knowledge of and experience with applicable professional/technical principles and practices; knowledge of GIS applications, programming, and relational database model; knowledge of design techniques and tools to produce maps, graphics, and models; ability

Page 1 of 4


06/17

Title: Senior Geographic Information Systems Specialist (1385) to perform computer programming, data analysis, or software development for GIS applications; Citywide and departmental procedures/policies and federal and state rules and regulations.



• Teamwork & Interpersonal Skills - Develops effective relationships with co-workers and supervisors by helping others accomplish tasks and using collaboration and conflict resolution skills.



• Initiative - Exhibits resourceful behaviors toward meeting job objectives; anticipates problems, is proactive, and avoids difficulties by planning ahead; displays willingness to assume extra responsibility and challenges; pursues continuing education opportunities that promotes job performance.

• Problem Solving - Approaches a situation or problem by defining the problem or issue; determines the significance of problem; collects information; uses logic and intuition to arrive at decisions or solutions to problems that achieve the desired outcome.

• Supervision -_Sets effective long and short-term goals based on a good understanding of management practices; establishes realistic priorities within available resources; provides motivational support; empowers others; assigns decision-making and work functions to others in an appropriate manner to maximize organizational and individual effectiveness.

• Technology Use/Management - Uses efficient and cost-effective approaches to integrate technology into the workplace and improve program effectiveness.

DUTY NO.

TYPICAL CLASS ESSENTIAL DUTIES: (These duties and estimated frequency are a representative sample; position assignments may vary depending on the business needs of the department.) Duties may include, but are not limited to, the following:

FREQUENCY*

1. Plans, assigns, directs and evaluates the work of assigned staff in connection with the development, implementation, and use of geographic information systems (GIS) to support infrastructure management systems; supervises the work of multiple employees; trains staff in the conduct of GIS analytical procedures; performs quality assurance/quality control tasks on niche and complex workflows.

Daily/Several Times

Page 2 of 4


06/17

Title; Senior Geographic Information Systems Specialist (1385) DUTY


FREQUENCY*

2. Manages the development of custom mapping applications for multiple City departments and work groups; ensures the quality and timely production of deliverables that include customized web maps, mobile applications, and hard/soft copy maps, tables, graphs/charts, and reports.

Daily/Several Times

3. Operates, maintains and troubleshoots various types of GIS programs across multiple platforms and servers, using a variety of technologies, including, but not limited to computers, peripheral equipment, data collection devices, mobile and web-based applications, and GIS supported applications.

Daily/Several Times

4. Develops, maintains and modifies existing GIS spatial and non-spatial databases implementing quality assurance and quality control measures.

Daily

5. Participates in the development, operation and maintenance of a comprehensive City-wide GIS program; ensures integration of GIS with the Computerized Maintenance Management System (CMMS) for physical asset and records management in the planning, operating and maintenance of the City's civil and structural infrastructure, and associated components including, but not limited to, the Regional Wastewater Facility, Airport, buildings, parks, and other infrastructure elements.

Weekly

6. Participates in the development of procedures and computer software for data sharing or data transfer between the City's systems and those of other agencies or consultants and for improving the analysis of geographic data.

Weekly

7. Participates in the development of GIS related technology to ensure that customers have access to latest technology; sets project goals and objectives; plans, budgets, and oversees the implementing.of GIS projects and applications; coordinates GIS-related activities with other departments or agencies; recommends training methods and supervises/participates in the training of users to implement new technology.

Weekly

8. Develops and implements policies and procedures for use by staff in the development and maintenance of GIS programs and data; documents and coordinates plan management for GIS data digitizing and integrity; develops reports and manages the generation of reports used to track systems backlog and deliverables.

Weekly

9. Participates in the Request for Proposal process for GIS related hardware and software procurements; drafts technical specifications; participates in the vendor selection process; oversees and administers contracts.

Weekly

10. Uses GIS technology modeling tools to conduct advanced data analysis on public safety operational performance to assist departmental monitoring and situational awareness; builds data layers to facilitate emergency vehicle routing; identifies land uses and district information for incidents; develops data reporting tools.

Weekly

11. Performs database administration including replication, server related maintenance, update and connectivity monitoring, data modeling/mapping and schema development; coordinates database development activities with database administrators, and departmental and central information technology staff.

Weekly

Page 3 of 4


CLASS SPECIFICATION

Title: Senior Geographic Information Systems Specialist (1385) DUTY


FREQUENCY*

12. Identifies, analyzes, and defines changes to GIS applications software and related systems and subsystems that will maximize efficiencies for better services to users; develops plans to implement changes.

Weekly

13. Evaluates and makes recommendations regarding technological advancements for improving the efficient use of the City's geographic information systems.

Intermittent

14. Performs other related duties as assigned. As Required * Frequency defined as Daily/Several Times, Daily, Weekly, Intermittent, or As Required

PHYSICAL/ENVIRONMENTAL ELEMENTS The following is a general statement for the classification. Individual positions may have additional or different physical/environmental elements.


limited to a computer or tablet; ® Read printed materials and a computer screen; • Communicate in person and over the telephone; • Lift, carry, push, and pull materials and objects up to 25 pounds, or heavier weights, in all cases



CLASSIFICATION HISTORY Created 5/91, Rev. 06/17; sOOO

Page 4 of 4


CLASS SPECIFICATION

Title: Enterprise Information Technology Engineer I/II (8558/8559)

DEPARTMENT ACCOUNTABLE TO ELSA STATUS Information Technology Varies Non-Exempt

CLASS SUMMARY Under general supervision (Enterprise Information Technology Engineer I) or direction (Enterprise Information Technology Engineer II) within the Information Technology Department. Provides professional, highly technical project management, and support for enterprise networks, applications, security, servers (on premise and cloud), endpoints, and customers on a Citywide basis. Manages enterprise system performance, including required hardware, software, security, and business recovery/resumption; and resolves procedural and operational needs on a Citywide basis. Troubleshoots and resolves routine to complex enterprise network, system, software, and communication problems. Installs and configures enterprise solutions, including required hardware, software, security, and business recovery/resumption. Enterprise Information Technology Engineer I/II is assigned multiple departments for technical and project coordination/support. Serves as a resource to technical staff and may supervise Network Technicians. Performs related work as required.

i DISTINGUISHING CHARACTERISTICS Enterprise Information Technology Engineer I/II is the flexibly staffed entry/journey class in the Enterprise Network support series, described as follows:

Enterprise Information Technology Engineer I - This is the entry-level class in the Enterprise Information Technology Engineer classification responsible for providing professional, highly technical project management, and support to the City's network systems and end users. Positions at this level are not expected to function with the same amount of knowledge or skill level as positions allocated to the Enterprise Information Technology Engineer II level and usually exercise less independent discretion and judgment in matters related to work procedures and methods. Work is usually supervised while in progress and fits an established structure or pattern. Exceptions or changes in procedures are explained in detail as they arise. As experience is gained, assignments become more varied and are performed with greater independence.

Enterprise Information Technology Engineer II - This is the journey-level class in the Enterprise Information Technology Engineer classification responsible for performing the full range of professional, highly technical project management, and support duties for the City's network systems and end users. Incumbents are expected to work independently and exercise judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit.

Enterprise Information Technology Engineer I/II differs from Network Technician I/II/III in that incumbents of the latter class perform technical support work requiring a lesser level of skill, responsibility, and expertise, and may be supervised by incumbents of this class series. Network Engineer differs from Enterprise Information Technology Engineer I/II in that the latter requires a higher level of skill, responsibility, and expertise needed to analyze technology risks across the whole organization, oversee the City's larger technical operations and projects, and perforin enterprise-level technical duties that have a Citywide impact.

QUALIFICATIONS . (These qualifications are typically required. An equivalent combination of education and experience sufficient to satisfactorily perform the duties of the job may be substituted.)

Page 1 of 5


• CLASS SPECIFICATION '

Title: Enterprise Information Technology Engineer I/II (8558/8559) Minimum Qualifications Education and Experience Enterprise Information Technology Engineer I A Bachelor's Degree from an accredited college or university in Computer Science, Computer Engineering, MIS, Business and Public Administration, or a closely related field AND three (3) years of increasingly progressive experience equivalent to performing technical work of complex difficulty to provide desktop, data security, application and system administration, and server or network administration or software applications to support end users, electronic business systems/solutions, and software applications for high availability and uptime.

Enterprise Information Technology Engineer II A Bachelor's Degree from an accredited college or university in Computer Science, Computer Engineering, MIS, Business and Public Administration, or a closely related field AND four (4) years of increasingly progressive experience equivalent to performing technical work of complex difficulty to provide desktop, data security, applications and system administration, and server or network administration or software applications to support end users, electronic business systems/solutions, and software applications for high availability and uptime.

Acceptable Substitution Two (2) years of related experience may be substituted for up to two (2) years of the education requirement.

Required Licensing (such as driver's license, certifications, etc.) • Possession of a valid State of California driver's license. • Enterprise Information Technolosv Engineer I- Possess an industry certification that

demonstrates expertise in the relevant information technology field, such as a Microsoft Certified Systems Administrator (MCSA) certificate for Windows Server Enterprise, Cisco Certified Network Professional (CCNP), Network Associate (CCNA) certification, Brocade Professional IP Administrator (BPIPA) certification, OR an equivalent professional, industry recognized certification acceptable to the City.

• Enterprise Information Technology Engineer II- Possess and maintain a current (non-expired) industry certification that demonstrates expertise in the relevant information technology field, such as a Microsoft Certified Systems Administrator (MCSA) certificate for Windows Server Enterprise, Cisco Certified Network Professional (CCNP), Network Associate (CCNA) certification, Brocade Professional DP Administrator (BPIPA) certification, OR an equivalent professional, industry recognized certification acceptable to the City.



• Job Expertise - Demonstrates knowledge of and experience with applicable professional/technical principles and practices including Microsoft Office, Project, and industry applications, Citywide and departmental procedures/policies and federal and state rules and regulations.

Page 2 of 5

. 06/17 City of San Jose

CLASS SPECIFICATION

Title: Enterprise Information Technology Engineer I/II (8558/8559) ® Communication Skills - Effectively conveys information and expresses thoughts and facts clearly,

. orally and in writing; demonstrates effective use of listening skills and displays openness to other people's ideas and thoughts.

® Computer Skills - Experienced with common business computer applications including but not limited to: MS Outlook, MS Word, MS PowerPoint, MS Access, and MS Excel.

® Teamwork & Interpersonal Skills - Develops effective relationships with co-workers and supervisors by helping others accomplish tasks and using collaboration and conflict resolution skills.

® Analytical Thinking - Approaching a problem or situation by using a logical, systematic, sequential approach.

• Collaboration - Develops networks and builds alliances; engages in cross-functional activities.

• Continuous Improvement - Actively identifies new areas for learning and regularly creates and takes advantage of learning opportunities.

® Initiative - Exhibits resourceful behaviors toward meeting job objectives; anticipates problems, is proactive, and avoids difficulties by planning ahead; displays willingness to assume extra responsibility and challenges; pursues continuing education opportunities that promotes job performance.


• Project Management - Ensures support for projects and implements agency goals and strategic objectives.

• Reliability - Completes quality work assignments in a timely and efficient manner; fulfills responsibilities and maintains confidentiality as appropriate.

• Supervision - Sets effective long and short-term goals based on a good understanding of management practices; establishes realistic priorities within available resources; provides motivational support; empowers others; assigns decision-making and work functions tq others in an appropriate manner to maximize organizational and individual effectiveness.


Page 3 of 5


CLASS SPECIFICATION

Title: Enterprise Information Technology Engineer I/I I (8558/8559) DUTY

NO. TYPICAL CLASS ESSENTIAL DUTIES: (These duties and estimated frequency are a representative sample; position assignments may vary depending on the business needs of the department) Duties may include, but are not limited to, the following:

FREQUENCY*

1. Manages system performance for enterprise applications availability, speed, capacity, storage, and security. Changes the performance of applications and systems to prevent operational issues by taking actions such as applying security patches, administering configurations, and ensuring security best practices are followed. Ensures disaster recovery and business resumption.

Daily/Several Times

2. Serves as a resource to technical staff in the performance of their duties. As assigned, supervises subordinates and other staff to include: prioritizing and assigning work; conducting performance evaluations; ensuring staff are trained; and making hiring, termination, and disciplinary recommendations. Evaluates training needs and workload balance for staff and prepares plan for implementation.

Daily/Several Times

3. Troubleshoots intermediate and advanced technical issues with enterprise technology infrastructure and business systems including, but not limited to, hardware and/or software configuration, and control systems; performs corrective actions as necessary.

Daily/Several Times

4. Manages enterprise network traffic; supports implemented network security; prepares reports with recommendations.

Daily/Several Times

5. Upgrades firmware and operating systems; configures software, routers, switches, and firewalls; resolves obstructions to optimal system performance for enterprise solutions.

Daily/Several Times

6. Advises stakeholders on securing and designing application architecture. Daily 7. Coordinates resolution of problems for enterprise applications and systems. Daily 8. Manages enterprise business systems and infrastructure which includes

administration of hardware, software configuration, firmware upgrades, network configurations, storage configurations, security patch installation, antivirus, etc.

Daily

9. Provides project management support for enterprise Information Technology initiatives; including planning, selecting, installing, implementing enhancing, and maintaining enterprise electronic business systems/solutions and/or communication networks that affect City departments.

Daily

10. Provides system and equipment design specifications to meet Citywide business requirements while maximizing cost effectiveness.

Daily

11. Implements preventive maintenance and business resumption routines to maximize reliability and performance of Citywide applications and systems. Identifies and addresses critical server issues.

Daily

12. Manages and supports enterprise identity infrastructure service including single sign-on, multifactor authentications, and federated services.

Daily

13. Manages and supports enterprise cloud service (Office 365) and tools. Daily 14. Prepares and maintains operational procedure manuals for enterprise

business systems. Weekly

Page 4 of 5


CLASS SPECIFICATION

Title; Enterprise Information Technology Engineer I/II (8558/8559) DUTY


FREQUENCY*

15. Provides technical support for the converged network (voice over Internet protocol) and works with multiple stakeholders to resolve network or communication issues.

Weekly

16. Develops and recommends design plan for enterprise networks, including research and development of capacity plans (number of users, applications needed, logistics, switch connectivity, routers, licensing, application configuration, etc.)

Weekly

17. Manages and maintains enterprise Windows Active Directory infrastructure including domain controllers, active directory configuration, federation, user accounts, computer accounts, security groups, and Group Policies.

Weekly

18. Manages and supports Citywide cloud hosting services. Weekly 19. Manages and supports hardware, software, and system configurations for

local, enterprise, and cloud infrastructure. Weekly

20. Ensures optimal network performance for business systems. Configures enterprise routers, switches and firewalls as required.

Intermittent

21. Develops and maintains enterprise network architecture drawings to document installed state.

Intermittent

22. Racks/stacks servers, storage device, network equipment, and others and connects them to the enterprise network as required/assigned.

Intermittent

23. Manages data centers, MDFs, and DDFs, structured cabling system as required/assigned.

Intermittent

24. Evaluates and specifies desktop hardware. Intermittent 25. Installs and configures printer servers and print queues and makes them

accessible to enterprise network. Intermittent

26. Performs other related duties as required. As Required *Frequency defined as Daily/Several Times, Daily, Weekly, Intermittent, or As Required



limited to a computer or tablet; • Read printed materials and a computer screen; • Communicate in person and over the telephone; ® Lift, carry, push, and pull materials and objects up to 60 pounds, or heavier weights, in all cases



CLASSIFICATION HISTORY Created 06/17; sOOO

Page 5 of 5


06/17

Title: Enterprise Supervising Technology Analyst (8560)

DEPARTMENT ACCOUNTABLE TO FLSA STATUS Information Technology Varies Exempt

CLASS SUMMARY Under direction, performs professional, technical, and project management duties; including planning, selecting, implementing, and maintaining enterprise business systems/solutions and/or communications networks across City departments. Conducts business analysis with product owners and functional staff to provide recommendations for solutions, coordinates activities to meet outcomes defined, and may supervise team(s) for program and project execution. Ensures products, programs, and projects achieve high customer satisfaction, availability, and project success. Performs related work as required.

DISTINGUISHING CHARACTERISTICS The Enterprise Supervising Technology Analyst is the first level in the Enterprise Information Technology professional/management series and is responsible for performing the full range of professional duties in the support of the City's technology systems or programs. Incumbents are expected to work independently and exercise judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and demonstrate full awareness of the operating procedures and policies required to execute assigned products, programs, and projects.

Enterprise Supervising Technology Analyst differs from Enterprise Principal Technology Analyst in that the latter supervises a group of technical and/or professional staff, which may include Enterprise Supervising Technology Analysts. The Information Systems Analyst classification differs from Enterprise Supervising Technology Analyst in that the latter requires a higher level of skill, responsibility, and expertise needed to support and maintain City technology systems or programs, oversee the City's larger technical operations and projects, and perform enterprise-level professional duties that have a Citywide impact.


Minimum Qualifications Education and Experience A Bachelor's Degree from an accredited college or university in a relevant field, AND four (4) years of progressively responsible professional/journey level experience, of which at least two (2) years of experience include lead technical work in development, implementation and maintenance of electronic business systems/solutions, or application development and/or support.

Acceptable Substitution • Additional years of increasingly responsible directly related work experience may be substituted

for education on a year-for-year basis up to two (2) years. • Completion of a Master's Degree in a relevant field from an accredited college or university may

be substituted for one (1) year of the required two (2) years of experience which include lead technical work in development, implementation and maintenance of electronic business systems/solutions or application development and/or support.

Required Licensing (such as driver's license, certifications, etc.) • Possession of a valid State of California driver's license may be required. • Certification as a Microsoft Certified Systems Engineer (MCSE) or equivalent certification from

a professional organization acceptable to the City of San Jose may be required.

Page 1 of 4


CLASS SPECIFICATION

Title: Enterprise Supervising Technology Analyst (8560)









• Planning - Acts to align own unit's goals with the strategic direction of the organization; Defines tasks and milestones to achieve objectives, while ensuring the optimal use of resources to meet those objectives.


• Project Management - Ensures support for projects and implements agency goals and strategic objectives.

• Supervision - Sets effective long and short-term goals based on a good understanding of management practices; establishes realistic priorities within available resources; provides motivational support; empowers others; assigns decision-making and work functions to others in an appropriate manner to maximize organizational and individual effectiveness.


Page 2 of 4


06/17

Title; Enterprise Supervising Technology Analyst (8560) DUTY


FREQUENCY*

1. Leads enterprise functional work groups and/or projects. Prioritizes and assigns work, ensures staff are trained, and may complete performance evaluations. Applies and enforces technology best practices and security compliances.

Daily/Several Times

2. Receives, evaluates, and handles work orders and requests for services pertaining to the administration and maintenance of enterprise information systems.

Daily/Several Times

3. Conducts business analysis; prepares process and data flow maps with recommended optimizations; identifies, develops, and documents functional specifications and requirements; evaluates alternative implementation techniques; acquires and/or creates appropriate enterprise solutions.

Daily/Several Times

4. Performs all phases of project management for enterprise Information Technology initiatives; including planning, selecting, installing, implementing enhancing, and maintaining enterprise electronic business systems/solutions and/or communication networks that affect departments citywide.

Daily

5. Assists customers with process and gap analysis and ensures customer satisfaction measures are met.

Weekly

6. Evaluates new enterprise system software and hardware detailing factors such as cost, impact on current systems, and personnel, and proposed time frames.

Weekly

7. Prepares detailed schematics, sample products, and records of layouts of proposed enterprise systems.

Weekly

8. Initiates enterprise system development by outlining project scope, designing system integrations, planning change management, and preparing detailed specifications, support documentation, and linking new applications to other systems.

Weekly

9. Trains technical staff in enterprise systems analysis and management techniques; develops educational materials supporting successful implementation and staff use.

Weekly

10. Provides user documentation; trains end user personnel in the utilization of new systems.

Weekly

11. Reviews and updates system documentation and operation procedures. Weekly 12. Assists in the research, proposal, and implementation of new

technology. Intermittent

13. Participates in requests for proposals, evaluates vendor responses, makes recommendations concerning purchases, negotiates with vendors, and reviews contracts. „

Intermittent

14. Proposes, plans, and implements enterprise system upgrades/replacement to meet current supported technology; coordinates change orders and budget adjustments; provides regular project status updates to assigned team and sponsors.

As Required

Page 3 of 4


06/17

Title: Enterprise Supervising Technology Analyst (8560) DUTY


FREQUENCY*

15. Leads enterprise system outage incident and remediation; communicates impact to customers and stakeholders.

As Required

16. Recommends use of contractors when necessary; assists in the development of contract specifications; serves as liaison between the City user and the contractor; monitors contractor deliverables to ensure that the product or solution provided meets technical specifications and quality requirements.

As Required

17. Performs other related duties as assigned. As Required ^Frequency defined as Daily/Several Times, Daily, Weekly, Intermittent, or As Required







Page 4 of 4


06/17

Title: Enterprise Principal Technology Analyst (8561)

DEPARTMENT ACCOUNTABLE TO ELSA STATUS Information Technology Varies Exempt

CLASS SUMMARY Under general direction, assumes primary responsibility for project management planning, selecting, installing, implementing enhancing, and maintaining enterprise electronic business systems/solutions and/or communication networks that affect Citywide operations. Supervises team(s) for major programs and projects. Manages enterprise program budgets, directs allocation of funds, negotiates contracts, and tracks expenditures. Coordinates across the organization to ensure enterprise systems and needs are addressed in Citywide IT operations and projects. Performs related work as required.

DISTINGUISHING CHARACTERISTICS The Enterprise Principal Technology Analyst is the second level in the in the Enterprise Information Technology professional/management series. Incumbents regularly work on tasks that are varied and complex, requiring considerable discretion and independent judgment. Positions in this classification rely on experience and judgment to ensure the efficient and effective functioning of the assigned technology program area. Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver work products. Work is typically reviewed upon completion for soundness, appropriateness, and conformity to policy and requirements.

Enterprise Principal Technology Analyst differs from the Enterprise Supervising Technology Analyst in that the latter class provides professional support to Citywide programs and systems, but does not have programmatic supervisory responsibilities. Enterprise Principal Technology Analyst differs from Division Manager, Department Information Technology Manager, and Enterprise Technology Manager in that the latter classifications manage distinct operational service functions or program areas whose goals, objectives, and policies have a considerable impact on organizational priorities. Supervising Applications Analyst differs from Enterprise Principal Technology Analyst in that the latter requires a higher level of skill, responsibility, and expertise needed to plan, implement, and maintain City systems and/or networks; oversee the City's larger technical operations and projects; and perform enterprise-level professional duties that have a Citywide impact.


Minimum Qualifications Education and Experience A Bachelor's Degree from an accredited college or university in a relevant field AND five (5) years of increasingly responsible professional/ level experience, in computer applications, systems, networks, or telecommunications work, of which at least two (2) years include responsibility in the development, implementation, and maintenance of electronic business systems/solutions, or application development and/or support.

Acceptable Substitution Additional years of increasingly responsible directly related work experience may be substituted for education on a year-for-year basis up to two (2) years. Completion of a Master's Degree in a relevant field from an accredited college or university may be substituted for one year of the required two (2) years of experience include responsibility in the development, implementation, and maintenance of electronic business systems/solutions, or application development and/or support.

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06/17

Title: Enterprise Principal Technology Analyst (8561) Other Qualifications (Incumbents may be required to have different combinations of the listed qualifications, or more specific job-related qualifications depending on the position.)







• Coaching - Provides guidance, opportunities and motivation to develop and strengthen knowledge, skills, and competencies to improve employee's capabilities.

• Decision Making - Identifies and understands issues, problems, and opportunities; uses effective approaches for choosing a course of action or developing appropriate solutions.

• Fiscal Management - Understands the relationship of the budget and resources to the strategic plan; complies with administrative controls over funds, contracts, and procurements.


• Leadership - Leads by example; demonstrates high ethical standards; remains visible and approachable and interacts with others on a regular basis; promotes a cooperative work environment, allowing others to learn from mistakes; provides motivational supports and direction.

• Planning - Acts to align own unit's goals with the strategic direction of the organization; Defines tasks and milestones to achieve objectives, while ensuring the optimal use of resources to meet those objectives.


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• 06/17 . City of San Jose

CLASS SPECIFICATION

Title: Enterprise Principal Technology Analyst (8561) • Project Management - Ensures support for projects and implements agency goals and strategic

objectives.

• Supervision -_Sets effective long and short-term goals based on a good understanding of management practices; establishes realistic priorities within available resources; provides motivational support; empowers others; assigns decision-making and work functions to others in an appropriate manner to maximize organizational and individual effectiveness.


DUTY NO.


FREQUENCY*

1. Manages enterprise technology services and/or functional work groups and/or projects. Coordinates staff to include: selection of staff; establishes goals, guidelines, and timelines; prioritizes and assigns work; ensures staff are trained; and completes performance evaluations. Applies and enforces technology best practices and security compliances.

Daily/Several Times

2. Plans, implements, develops, and evaluates enterprise computer/data/ communications/network systems; coordinates contact with user departments regarding performance and functional issues; ensures the effective and efficient operation of a major City system or program.

Daily

3. Provides technical leadership and systems implementation to maximize City's technology investments.

Daily

4. Manages relationships with stakeholders to ensure support and services are provided as needed.

Daily

5. Researches and recommends system or program policy; ensures enterprise compliance with federal and state laws, rules and regulations and local codes and standards.

Daily

6. Designs and develops control and performance reporting metrics that ensure accurate data availability for management personnel.

Daily

7. Performs all phases of the project management life cycle of enterprise Information Technology initiatives; including planning, selecting, installing, implementing enhancing, and maintaining major computer systems and/or communication networks that affect Citywide operations.

Daily

8. Develops procedures to enforce technology best practices throughout the organization.

Daily

9. Identifies issues and evaluate trends and performs remediation that help to develop enterprise IT strategies for business continuance during the disaster situation.

Daily

10. Manages department or division budget to include: preparing budget proposals, authorizing expenditures, directing allocation of funds, negotiating contracts, and tracking expenditures.

Daily

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06/17

Title; Enterprise Principal Technology Analyst (8561) DUTY


FREQUENCY*

11. Identifies duplicative services within the department or cross-departmental for opportunities to consolidate resources and create efficiencies.

Daily

12. Develops effective presentations that articulate results in a clear, understandable format.

Weekly

13. Audits/enforces system configuration best practices to ensure that systems meet security requirements.

Weekly

14. Develops system performance measure metrics and reports. Weekly 15. Develops technical recommendations for major Citywide systems or

programs, including the ability to make the business case for recommendations in terms of expected efficiencies, and potential for revenue generation.

Weekly

16. Analyzes end user needs and makes recommendations of software applications to meet those needs, ensuring the technology solution is consistent with current industry trends and best practices.

Weekly

17. Serves as key participant in technology Requests for Proposal process; develops technical project specifications; participates in the evaluation and selection of solutions; assumes contract management responsibilities.

Intermittent

18. Develops and executes project plans, schedules, and status reports. Intermittent 19. Serves as advisor for departmental technology initiatives. Intermittent 20. Researches, proposes, and implements new technology. Intermittent 21. Supports the design and implementation of infrastructure and services

to support the enterprise disaster recovery strategy. As Required

22. Performs other related duties as assigned. As Required *Frequency defined as Daily/Several Times, Daily, Weekly, Intermittent, or As Required

PHYSICAL/ENVIRONMENTAL ELEMENTS The following is a general statement for the classification. Individual positions may have additional or different physical/environmental elements. In an office environment, possess ability to:

• Operate, access, enter, and retrieve data using standard office equipment, including but not limited to a computer or tablet;

• Read printed materials and a computer screen; • Communicate in person and over the telephone; • Lift, carry, push, and pull materials and objects up to 60 pounds, or heavier weights, in all cases




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CLASS SPECIFICATION

Title: Assistant Independent Police Auditor U (8022) DEPARTMENT ACCOUNTABLE TO FLSA STATUS Office of the Independent Police Auditor

Independent Police Auditor U Exempt

CLASS SUMMARY Under administrative and legislative direction, assists in the review and assessment of police misconduct investigations. Provides support in planning, organizing, and directing the activities of the Office of the Independent Police Auditor (IPA). Conducts performance audits; prepares policy recommendations and submits recommendations for process improvements, department training needs, and preventative measures; monitors and administers Office budget; assists in educating the public on the role of the IPA. Performs related work as required.

DISTINGUISHING CHARACTERISTICS This classification is in the unclassified service and assists in managing the Office of the IPA. The incumbent reports directly to the DPA and acts for the IPA in their absence. This classification is distinguished from the higher level of Independent Police Auditor U in that the latter is appointed by and reports to the City Council and is responsible for directing an Office for the City.


Minimum Qualifications

Education and Experience Completion of a Bachelor's Degree from an accredited college or university in business administration, public administration, or related field AND four (4) years of increasingly responsible experience in criminal justice, investigative organization, or legal setting. A Master's Degree and/or Juris Doctorate and experience in a similar role is desirable.

Required Licensing (such as driver's license, certifications, etc.) • Possession of a valid State of California driver's license may be required.


Minimum Knowledge, Skills, and Abilities (Needed at entry into the job in order to perform the essential duties.)

Knowledge of: • The organization, responsibilities, functions, policies, and procedures of local law enforcement. • Principles, practices, methods, and techniques of communication and public relations. • Budget preparation and administration, • The principles and practices of supervision and training. • Techniques of law enforcement training, instruction, and evaluation of work performance. • The fundamentals of criminal and administrative investigations including interviewing and

interrogating principles and techniques. • Current case law and statutes in the criminal law field and familiarity with penal and evidence

codes and other related authorities such as Government Code section 3300. • Legal research principles.

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06/17

Title: Assistant Independent Police Auditor U (8022) • Accounting and auditing principles and standards.

Ability to: • Develop, coordinate, and direct subordinate professional staff in an effective manner. • Prepare clear, concise reports and to present them effectively both orally and in writing, and edit

written materials. • Plan, develop, and implement various administrative programs. • Evaluate PSCU's performance in conducting investigations, preparing reports, and statistical

analyses, and in carrying out independent research and fact finding assignments. • Maintain effective community relations and work effectively with residents, business and

community organizations, public and private agencies, Police Department personnel, the Chief of Police, City Attorney, City Council, and Mayor.

• Demonstrate a high standard of objectivity, integrity, and professionalism. • Demonstrate a commitment to protect the basic constitutional rights of all affected parties. • Act independently, creatively, and fairly. • Interpret and apply laws and regulations. • Work effectively under pressure. • Effectively facilitate, negotiate, and possess diplomacy skills. • Maintain media relations. • Understand and interpret rules, regulations, policies, procedures, and program objectives.

Additional Competencies and/or Desirable Qualifications (Competencies, knowledge, skills, and abilities that are more position and/or likely to contribute to more successful job performance.)

Knowledge of: • Police Department procedures related to Internal Affairs investigations of complaints against

Police Officers. • The City's Charter, budget process, administrative orders, policies, City's Affirmative Action

Program, Civil Service Rules, and administrative processes.

Ability to: • Carry out Mayor and City Council directives, within the limitations of time and staff. • Present effectively the plans, policies, and objectives of the department to public groups and civic

organizations.

DUTY NO.


FREQUENCY*

1. Participates in and advises the IPA in planning, organizing, and directing the work of the Office in the review of Police Department investigations against police officers to determine if the investigation was complete, thorough, objective, and fair. Participates in long and short-term planning of Office facilities and policies.

Daily/Several Times

Page 2 of4


CLASS SPECIFICATION

Title: Assistant Independent Police Auditor U (8022) DUTY


FREQUENCY*

2. Manages subordinate supervisory and other IPA staff to include: prioritizing and assigning work; conducting performance evaluations; ensuring staff are trained; making hiring, termination, and disciplinary recommendations. Evaluates training needs and workload balance for staff and prepares plan for implementation.

Daily/Several Times

3. Participates in planning and directing research projects; prepares policy recommendations for the IPA and confers with the IPA for overall instructions and policy guidance.

Daily/Several Times

4. Conducts complex program performance audits; determines audit scope and methods; develops audit procedures and findings; attends interviews of Police Officers and suggests interview questions; periodically goes on police ride-alongs.

Daily

5. As an alternative to Professional Standards & Conduct (PSCU), accepts complaints (intake procedure) and interviews witnesses; ensures that the PSCU provides timely updates on the progress of investigations to complainants; conducts legal research; requests Chief of Police to further investigate cases, as needed.

Daily

6. Tracks, analyzes, and takes action of legislative bills which may have an impact on the citizen complaint process.

Daily

7. Monitors the preparation, justification, and administration of Office capital and operational budget.

Daily

8. Assists in the preparation and submission of annual reports to the City Council regarding police activities and findings, trends and patterns, and statistical analysis of complaints; submits recommendations regarding Police Department policies and procedures, process improvements, training needs, and other preventative measures; may prepare oral presentations to City Council, City management, Police Department, or community groups.

Weekly

9. Provides support to the IPA in the acquisition, compilation, and presentation of statistical data.

Weekly

10. Participates in negotiations and directs the preparation of agreements and specifications for various types of contracts.

Weekly

11. Conducts public outreach to educate the community on the role of the Independent Police Auditor; attends community meetings involving police issues; assists the community with the process and procedures for investigation of complaints against police officers. Works with the City Council, Police Department, and community in partnership to ensure success of the position. Meets with community leaders, public officials, and professional organizations to inform and promote the mission of the IPA office.

Weekly

12. Assists in implementing new concepts and innovations, uses technological development and applications to improve operations.

Intermittent

Page 3 of 4


CLASS SPECIFICATION

Title: Assistant Independent Police Auditor U (8022) DUTY


FREQUENCY*

13. Acts in the absence of the IP A, including reviewing and approving plans or specifications; acts for the IPA in public relations and liaison matters; provides leadership and guidance to Office staff; prepares and gives presentations; writes articles for publications; attends conferences and meetings.

As Required

14. Performs other related duties as assigned. As Required ^Frequency defined as Daily/Several Times, Daily, Weekly, Intermittent, or As Required







Page 4 of 4


CLASS SPECIFICATION

Title: Records Specialist I [1115) DEPARTMENT ACCOUNTABLE TO FLSA STATUS City Clerk's Office City Clerk or Assistant City Non-exempt

Clerk

CLASS SUMMARY Under general supervision, is responsible for paraprofessional level legislative work in support of administrative functions in the City Clerk's Office. Coordinates with the records management program for all City departments and City Council. Assists with municipal elections. Public Records Act Requests, City Council agenda, processing a variety of legal documents, and maintenance of official records. Performs related work as required.

DISTINGUISHING CHARACTERISTICS This paraprofessional classification within the City Clerk's Office is responsible for providing support for assigned records management tasks. An employee in this class performs a variety of administrative assignments related to the execution of legislative and records detail. An employee may lead the work of clerical staff, but is primarily an individual contributor with a high level of expertise in records management. Incumbents are expected to work independently and exercise judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit.


Minimum Qualifications

Education and Experience Completion of high school or equivalent (General Education Development [GED] Test or California Proficiency Certificate) AND four (4) years of increasingly responsible paraprofessional administrative experience in records management.

Required Licensing (such as driver's license, certifications, etc.) Certification in records management from an acceptable agency to the City of San Jose is highly desirable.



• Job Expertise - Demonstrates knowledge of and experience with applicable professional/technical principles and practices including knowledge of records management and maintenance; Citywide and departmental procedures/policies and federal and state rules and regulations.



Page 1 of 3


CLASS SPECIFICATION

Title: Records Specialist (1115) • Teamwork & Interpersonal Skills - Develops effective relationships with co-workers and

supervisors by helping others accomplish tasks and using collaboration and conflict resolution skills.

• Collaboration - Develops networks and builds alliances; engages in cross-functional activities.

• Continuous Improvement - Actively identifies new areas for learning and regularly creates and takes advantage of learning opportunities.

• Customer Service - Demonstrates the ability to anticipate customers' needs and deliver services effectively and efficiently using professional demeanor.

• Decision Making - Identifies and understands issues, problems, and opportunities; uses effective approaches for choosing a course of action or developing appropriate solutions.



• Reliability - Completes quality work assignments in a timely and efficient manner; fulfills responsibilities and maintains confidentiality as appropriate.

DUTY NO.


FREQUENCY*

1. Coordinates with the Citywide records management program for all City departments and City Council; plans and implements storage plans; ensures document compliance, maintenance, storage, retention, and retrieval of documents.

Daily/Several Times

2. Provides technical support related to file and document inventory; participates in interpreting and communicating policy instructions; reviews retention schedules and suggests changes in procedure or maintenance; maintains proper filing of documents and agreements in accordance with City Policy.

Daily/Several Times

3. Responds to routine records/information requests from the public; within City guidelines and policies and procedures, releases documents, or refers to higher level staff for requests outside scope of authority, including redaction provisions; processes and files legal documents and official records.

Daily/Several Times

4. Attends City Council, Board, and/or Commission meetings; performs agenda preparation activities; maintains official files and records of proceedings and actions; post notices, bulletins, and contacts in accordance with City Policy.

Daily

Page 2 of 3


CLASS SPECIFICATION

Title: Records Specialist (1115) DUTY


FREQUENCY*

5. Reviews records, identifies discrepancies, and researches information. Prepares reports related to the records management systems; inventories and reviews records and documentation; performs audits on database information; revises/develops forms, records, filing systems, and procedures.

Daily

6. Assists in training less experienced professional staff in department or work methods and procedures. Acts as a lead/subject matter expert with newer staff who frequently ask questions or ask for direction pertaining to past/best practices.

Daily

7. May act as a lead to clerical personnel in administrative support functions, assigning, scheduling and checking work, providing technical direction, determining priorities, and training staff. As a lead, may sign timecards and may give input to the supervisor regarding hiring, promotion, termination and discipline of employees; drafts and participates in performance appraisals.

Weekly

8. Researches new technology and methods for records maintenance; coordinates with the appropriate department personnel and/or vendors to develop and implement solutions to meet storage needs for the City.

Intermittent

9. Assists in coordinating municipal elections. As Required 10. Performs other related duties as required. As Required

^Frequency defined as Daily/Several Times, Daily, Weekly, Intermittent, or As Required



limited to a computer or tablet; • Read printed materials and a computer screen; • Communicate in person and over the telephone; ® Lift, carry, push, and pull materials and objects up to 25 pounds, or heavier weights, in all cases



CLASSIFICATION HISTORY Created 06/17; sOOO * .

Page 3 of 3


CLASS SPECIFICATION

Title: Digital Media Technician (3731) DEPARTMENT ACCOUNTABLE TO FLSA STATUS Police Department Police Property Supervisor Non-exempt

CLASS SUMMARY - • Under general supervision, performs a variety of technical duties in support of the Police Department, including but not limited to, digital media processing and printing. Processes and analyzes audio recordings, videos, and photographs; uploads and maintains digital evidence in a centralized database in accordance with evidence handling procedures. Performs related work as required.

DISTINGUISHING CHARACTERISTICS Digital Media Technician is a specialized, single level classification responsible for performing journey level technical work in support of Police Department operations. Incumbents are expected to work independently and exercise judgment and initiative. Positions at this level receive only occasional instruction or assistance as new or unusual situations arise and are fully aware of the operating procedures and policies of the work unit.


Minimum Qualifications Education and Experience Completion of high school or equivalent (General Education Development [GED] Test or California Proficiency Certificate) AND at least one (1) year of experience in processing digital media.

Required Licensing (such as driver's license, certifications, etc.) Possession of a valid State of California driver's license.



• Job Expertise — Demonstrates knowledge of and experience with applicable professional/technical principles and practices including knowledge of digital photography, audio, and video recordings; methods of processing, editing, and copying digital media; maintenance of equipment and ability to perform routine maintenance and repair; Citywide and departmental procedures/policies and federal and state rules and regulations.



• Team Work and Interpersonal Skills - Develops effective relationships with co-workers and supervisors by helping others accomplish tasks and using collaboration and conflict resolution skills.

Page 1 of 3


CLASS SPECIFICATION

Title: Digital Media Technician (3731) « Initiative - Exhibits resourceful behaviors toward meeting job objectives; anticipates

problems, is proactive, and avoids difficulties by planning ahead; displays willingness to assume extra responsibility and challenges; pursues continuing education opportunities that promotes job performance.

• Multi-tasking - Can handle multiple projects and responsibilities simultaneously; has handled a wide variety of assignments in past and/or current position(s).

• Planning - Acts to align own unit's goals with the strategic direction of the organization; defines tasks and milestones to achieve objectives, while ensuring the optimal use of resources to meet those objectives.

Additional Competencies and/or Desirable Qualifications (Competencies, knowledge, skills and abilities that are more position specific and/or likely to contribute to more successful job performance.)


DUTY NO.


FREQUENCY*

1. Manages the digital media database, including but not limited to correcting case number errors, adding and/or deleting digital media, maintaining digital media quality control, and archiving data.

Daily

2. Processes and analyzes digital media, including but not limited to surveillance videos, audio recordings, and photographs; uploads evidence to a centralized database in accordance with evidence handling procedures.

Daily

3. Manages and operates print processing equipment to produce color photographs. Daily 4. Maintains equipment and supplies; performs routine maintenance and repairs on photo

finishing equipment; keeps inventory controls and records; issues photographic supplies and equipment, as required.

Weekly

5. Takes pictures of individuals, groups, and special events; downloads, edits, or prints photographs. '

As Required

6. Edits video and audio recordings for redaction using Adobe Photoshop and Adobe Premier; makes copies of digital media sources.

As Required

7. Trains and schedules volunteers. As Required 8. Performs other related work as required. As Required

*Frequency defined as Daily/Several Times, Daily, Weekly, Intermittent, or As Required



limited to a computer or tablet; • Read printed materials and a computer screen;

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06/17

Title: Digital Media Technician (3731) • Communicate in person and over the telephone; • Lift, carry, push, and pull materials and objects up to 25 pounds, or heavier weights, in all cases



CLASSIFICATION HISTORY Created 4/89, Rev. 9/97, Rev. 06/17; sOOl

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