PURPOSE

The purpose of this report is to request City Council adoption of the proposed resolutions establishing the specifications for the following classifications:  Technical Support Analyst I CTC No. 0942, Technical Support Analyst II CTC No. 0943, Technical Support Analyst III CTC No. 0944, Technical Support Analyst IV CTC No. 0947, Network Support Analyst I CTC No. 0554, Network Support Analyst II CTC No. 0555, Network Support Analyst III CTC No. 0556, Network Support Analyst IV CTC No. 0557, Information Systems Analyst I CTC No. 0426, Information Systems Analyst II CTC No. 0427, Information Systems Analyst III CTC No. 0428, Information Systems Analyst IV CTC No. 0429, Applications Development Analyst I CTC No. 0031, Applications Development Analyst II CTC No. 0032, Applications Development Analyst III CTC No. 0033, Applications Development Analyst IV CTC No. 0034, Database Administrator I CTC No. 0277, Database Administrator II CTC No. 0278, Database Administrator III CTC No. 0279, Operating Systems Analyst I CTC No. 0576, Operating Systems Analyst II CTC No. 0577, and Operating Systems Analyst III CTC No. 0578.  The proposed titles and specifications are attached to the resolutions.

BACKGROUND

The Information Technology Department was last reorganized in December, 2000, while under the direction of Interim Information Technology (IT) Director David Newsham.  The reorganization in 2000 was completed to keep the department updated with the changing technological and educational requirements of the industry and to address the personnel needs of the department.  Due to the fact that the information technology field is extremely fast paced, the Department is again faced with the need to implement additional organizational changes so that they are continuing to keep up with the ever-changing environment.  The current IT Director, Jennifer Wyatt, has studied the department since her arrival in January, 2001 (see Exhibit A � IT Organizational Chart dated July 1, 2004).  Ms. Wyatt met with the unions to discuss perceived class inequities and in March, 2003 the IT staff and an outside technology recruitment/consulting firm instituted a comprehensive review of all of the department�s job titles and duties below the level of division manager.  This review included individual interviews with each of the department�s personnel and reviews of the current information technology titles and specifications in the cities of

Glendale, Pasadena, Roseville, Torrance, Riverside County, and Los Angeles County.  This year-long effort culminated in the development of new titles and specifications with appropriate skill sets and career progression (see Exhibit B � IT Proposed Organizational Chart dated January 1, 2005).  Each of the new titles and specifications fall within a series. Each series progresses from an entry-level position upward.  Each level has increased requirements as well as increased responsibilities from the prior level, thus creating a career ladder for the employees to progress.  Through training, education, and experience, the employees will have increased opportunities for advancement.

ANALYSIS & CONCLUSION

The information technology industry continues to evolve as does the technology upon which it is based.  The City of Burbank�s Information Technology Department requires new skills and training to meet the increasing needs of the City�s infrastructure.  These proposed titles and specifications are designed to meet the foreseeable needs of the department and the City. The establishment of these new titles and specifications will not only enhance the Information Technology Department�s ability to provide services to other City departments, but will also assist the City when it needs to hire employees with the skill sets and knowledge necessary to utilize current technology.

The Information Technology Department has provided and will continue to provide the necessary training and resources to enable current employees to transition and/or promote into these new positions.  The department intends to allow the time necessary and pay the fees for current employees to obtain current information technology certification(s) that will enhance their qualifications for transition and/or promotion into these new positions.  These changes were discussed with the employees and the bargaining groups.  A Transition Plan has been established between the department, the employees, and the bargaining groups to assist current employees in transitioning and/or promoting into these new positions.

These new classifications will be Civil Service positions with the exception of five �Z� group classifications.  None of the new classifications will be included in the City� Conflict of Interest Code.  Four of these new classifications will be represented by the Burbank City Employees Association (BCEA) and will be subject to the Fair Labor Standards Act (FLSA). Fourteen of these new classifications will be represented by the Burbank Management Association (BMA) and will not be subject to the Fair Labor Standards Act (FLSA).  Five of the new classifications will be unrepresented management (�Z� group) and will not be subject to the Fair Labor Standards Act (FLSA).  Both the BCEA and BMA have been advised of these establishments.

The Civil Service Board approved these establishments at their regular meetings on May 5, 2004, August 12, 2004, and September 1, 2004.

FISCAL IMPACT

The proposed salary ranges for the new titles and specifications were established through a threefold process.  First, a survey was done by the outside technology recruitment/consulting firm hired in March, 2003 which included the cities of Glendale, Pasadena, Roseville, Torrance, Riverside County, and Los Angeles County.  Subsequently, Management Services Department staff performed a survey which included Burbank�s survey cities of Anaheim, Garden Grove, Glendale, Huntington Beach, Inglewood, Long Beach, Pasadena, Riverside, San Bernardino, Santa Ana, Santa Monica,

and Torrance.  Finally, while keeping in mind the current budget constraints and trying to keep the increases as reasonable as possible based on a comparison of the results of the surveys, the salary ranges were determined.

There will be no fiscal impact in this year�s budget from the reorganization of the Information Technology Department and the establishment of these titles, specifications, and salary ranges.  It is proposed that the increases from the salary changes between the old positions and the new positions be absorbed this fiscal year through salary savings from the vacant GIS Coordinator position.  As there will be an estimated recurring cost of $35,000, the Information Technology Department will re-evaluate next fiscal year�s budget based on the transition of staff into the new positions and will request any additional funds that will be necessary at that time through the annual budget process.

RECOMMENDATION

Staff recommends that the City Council adopt the proposed resolution establishing the following titles, specifications, and salary ranges:

Respectfully submitted,

Judie Sarquiz

Management Services Director

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