HomeMy WebLinkAbout2015-05-06 Council Packet - Work Sessionu
A. Call to Order
AGENDA
KENAI CITY COUNCIL WORK SESSION
MAY 6, 2015 — 5:30 P.M.
KENAI CITY COUNCIL CHAMBERS
210 FIDALGO AVE., KENAI, AK 99611
http://www.ci.kenai.ak.us
B. Introduction (City Manager Koch)
C. City of Kenai Classification Study Presentation (Christine Cunningham & Terry
Eubank)
D. Council Discussion
E. Public Comment (limited to 2 minutes per individual)
F. Adjournment
All meetings are open to the public and participation is encouraged. Agendas and supporting documents
are posted on the City's website at www.ci.kenai.ak.us. For additional information, please contact the
City Clerk's Office at 907 - 283 -8231.
Study Approach
• performed by employee
volunteers
• Required all employees to
..plate a Job Ouenlennaire
• Interviewed employees
• Applied standard gr.tling
entail.
• provided a numerical r.we
comparison of positions within the
same range and IdeMlfi nd pay
Inequities
• Updated Job Descriptions
o Performed by outside consvn.nr
o Regelrel all employ., to
complete o Job Ouestionnoire
• Inerviewed employees
• Rovlded a "wMle lob' analysis
method reflecting differences in
levels and types of work
performed using a Job
Evaluation System
• Updated Job Dexrl flons
Job Description Review
Consultant reviewed the City's current job descriptions to ensure
descriptions adequately described the duties and requirements of
each position and underwent a management /employee review.
City Administration reviewed the following:
a Job requirements required for grant eligibility
• Alaska Labor Laws
• DOT, FAA, DEC or other Federal Regulations
• OSHA requirements
o Duties not actually performed by employee or not required by
P.M.
Classification Study
The City of Kenai's lost Classification Study was completed
in 1996. Most organizations will update their job
classification systems at least every 10 years.
r, Classification Plans are an essential Human Resources
document that help organizations comply with laws and
regulations; define job duties and qualifications; ensure lob
titles and structure match the work being performed as well
as industry practices; and, identify inequities in Internal
salary relationships.
o The Classification Study, performed by Ralph Andersen 8
Associates, included a classification analysis, job evaluation
and salary study, and review and update of the City's Job
Descriptions
Study Process
The study included:
• Consultant meeting with Administration, Department
Heads and employees to outline project
• Administration providing job titles, salary schedules,
organization charts, job descriptions, and employee
roster
• Employee completion of job analysis questionnaires
o Department Head review of questionnaires
• Employee interviews with consultant
• Consultant review and analysis
u Administration %view
Salary Range Analysis
The Consultant's approach to Salary Range includes
the following analyses:
o Benchmarks
D Internal Relationship Analysis
Market Analysis (for comparison purposes only)
5/6/2015
Job Evaluation Tool
• Expertise
• Decision Making
• Resources
• Contacts
• Working Conditions
Recommended Title Changes
Current Tille
Legal Administrative Assistant I
Library Assistant II
Assistant Animal Control Officer
Dispatcher
Mechanic 11
Street& Airport Lead
Equipment Operator
Equipment Operator
Senior CBizen Program Director
PT Receptionist /Dam Entry
Proposed Title
Administrative Assistant II
library Assistant
Animal Control Officer
Public Safety Dispatcher
Shop Mechanic
Equipment Lead Operator
Equipment Operator
Senior Center Director
Data Entry Clerk
Recommended Range Changes
Cu ... or
Range
Proposed
Rana.
Building Maintenance Lead Technician: 12
13
Building Maintenance Technician 11
12
Sewer Treatment Plant Foreman 15
16
Water and Sewer foreman 15
16
Pay Scale Classification
Recommended Classification Changes
Ubrary Director,
Social Services
Library Ake,
Uncbsslfied
Parka Recreation Dlrenon Sodal Services
Pow" Recreation OpemanAdministronve Support
Parks, Reoeork.&
BBONifltation laborer,
AdminiftMlW$uport
Senior center Dkecor.
Scoot Serviros
Cook,
Umkeslued
hunches Asslmnn
Unclassified
Meek Driver,
Unclassified
ONre..h vbrken
Undmsified
Driven
a dassifi d
Janke.
Urd."ifled
Data E., Owe
Unlmslfled
Pwmsed Oovl(imtMn
Supervisory and Profemoral
AdmMhnative Suppan
Supervisory aim professional
Geneml Serviros
Generalserdns
Supenbory and Professional
General Services
General Servkes
General Services
General Services
General servkes
General Service
Adminiskatiw Support
Recommended Allocation Changes
CurreMAllowtlon Proposed Allocation
Fire Department Administrative Assistom l Adminlaraive Assistant ll
Library Department Administrative Assistant ll Administrative Assistant 111
Pallce Departmem Administrative Assistant l Administrative Assistant 111
Public Works Department Administrative Assistom 111 Administrative Assistant ll
5/6/2015
2
Other Recommended Changes
Firefighter/ EMT
❑ Utilize a 5% pay stipend for those positions that
perform and have demonstrated the necessary skills
and abilities to be an Operator /Driver
Shop Mechanic
Tool Allowance
FYI Budgetary Impact
mom -
The FY2016 budgetary impact for a July 1, 2015 implementation of
the recently completed classificotion study by City fund is as follows:
General Fund $6,326.00
Airport Fund 0.00
Water &
Sewer Fund 1,325.00
Congregate Housing Fund 0.00
senior Fund 0.00
Pit Fishery Fund 9M
Total $7,651.00
5/6/2015
CLASSIFICATION REPORT
CITY OF KENAI
DECEMBER 2014
TABLE OF CONTENTS
CLASSIFICATION ANALYSIS ................................................................ ............................... 0
STUDYPROCESS ................................................................................................................... ..............................0
MASTERLIST OF CLASS TITLES ............................................................................................ ..............................0
POSITIONALLOCATIONS ..................................................................................................... ............................... Q
JOBEVALUATION & SALARY ............................................................... ............................... 5
METHODOLOGY................................................................................................................... ..............................5
LABORMARKET SURVEY ...................................................................................................... ..............................6
INTERNAL RELATIONSHIPS - JOB EVALUATION .................................................................. ............................... 7
APPENDIX A MASTER LIST OF CLASS TITLES ................................. ............................... A -1
APPENDIX B EMPLOYEE ALLOCATION LIST ................................... ............................... B -1
CLASSIFICATION ANALYSIS
Ralph Andersen & Associates was retained by the City of Kenai to conduct a comprehensive
classification study encompassing approximately 112 positions currently allocated to
approximately 58 classes. This section of the report presents the classification concepts and
recommendations supporting changes to the classification plan (job titles and position
allocations).
Study Process
A classification plan provides the basis for all classification and compensation study end
products. The processes employed to develop the classification plan included the following
tasks:
• Review and finalization of the study process with appropriate City staff
• Briefings with employees to explain the purpose of the study, the process, and the job
analysis questionnaires as well as to respond to questions from employees
• Completion of job analysis questionnaires by employees
• Review and analysis of completed questionnaires by the consultants
• Conduct of employee interviews with a majority of employees to clarify
duties /responsibilities assumed and qualifications required by each position.
In developing the classification plan for the City of Kenai, sound principles of job analysis were
used. The method of job analysis applied was the "whole job" analysis method, which identifies
classes that reflect distinct differences in levels and types of work performed as determined
through the application of relevant job analysis criteria. The criteria applied included expertise,
decision - making, management control, contacts, and working conditions.
Master List of Class Titles
The classification plan developed for the City consists of a total of 58 classes. These classes have
been identified based on an analysis of the specific duties, responsibilities, knowledge, skills,
and abilities assumed by current employees.
Appendix A summarizes the classes proposed to be incorporated into the City's classification
plan by providing a master listing of current titles and the corresponding recommended title.
The classes are organized by job family within each department. All classes have been developed
based on an analysis of the specific duties, responsibilities, knowledge, skills, and abilities
assumed by current employees. The proposed employee allocation list, which is presented in
Appendix B, clearly identifies the linkage of the current plan to the proposed classification
system by summarizing recommendations for each individual employee.
The following highlights some of the more significant changes proposed to the classification
plan.
Ralph Andersen & Associates
ORGANIZATION -WIDE CLASSES - ADMINISTRATIVE SUPPORT
Administrative Assistant III
Administrative Assistant II
Administrative Assistant I
Recommendation — Define the levels within the Administrative Assistant series in order
to more clearly outline the levels.
Discussion — There are currently three levels in the clerical /administrative support
series. In order to more clearly define each level the following outlines the distinguishing
characteristics for each:
• Administrative Assistant I — positions at this level are responsible for performing
a variety of clerical support and receptionist duties.
• Administrative Assistant II — positions at this level are responsible for providing
a variety of administrative and secretarial work in support of a department
and /or division which may include specialized duties unique to the department.
• Administrative Assistant III — positions at this level are responsible for
performing more technical and specialized functions within a department
requiring specialized knowledge and expertise.
While this section has defined each level within the Administrative Assistant series, please refer
to the individual departments below for allocation changes recommended for specific positions,
i.e. positions recommended to be reallocated to a different class level within the series.
FIRE DEPARTMENT
Administrative Assistant I
Recommendation — Reallocate to the Administrative Assistant II level.
Discussion — This position is responsible for providing a variety of administrative and
secretarial work in support of the Fire Department. In order to more accurately reflect
the duties and responsibilities assigned to this position as well as establish consistency
with the levels outlined in the Organization Wide Classes — Administrative Support
section above Ralph Andersen & Associates recommends this position be reallocated to
the Administrative Assistant II level.
Firefighter /EMT
Recommendation — Instead of a job classification, the City should utilize a 5% pay
stipend for those positions that perform and have demonstrated the necessary skills and
abilities to be an Operator /Driver.
Discussion — The Fire Department utilizes a work schedules and assignments where
positions in the Firefighter /EMT classification are required to drive and operate fire
apparatus. A five percent salary stipend will recognize those positions that perform this
function once they complete the necessary training and demonstrate the skills and
abilities according to Fire Department standards and the approval of management.
Page 1
Ralph Andersen & Associates
LEGAL DEPARTMENT
Legal Administrative Assistant I
Recommendation — Eliminate the Legal Administrative Assistant I classification and
consolidate the classification into the Administrative Assistant II classification.
Discussion — Our analysis indicates that the scope of work described in the Legal
Administrative Assistant I class specifications falls within the scope of the Administrative
Assistant II classification, i.e. this position is responsible for providing a variety of
administrative and secretarial work in support of the Legal Department. While all
positions in the Administrative Assistant II classification perform unique administrative
support duties and responsibilities related to their area of assignment they are all
considered administrative support functions.
LIBRARY DEPARTMENT
Administrative Assistant II
Recommendation — Reallocate to the Administrative Assistant III level.
Discussion — The duties performed by this position are very specialized to the Library
Department. The primary duties of this position are assisting in developing,
administering, and coordinating various areas of the library including maintaining
databases of the library's holdings; assuming responsibility for maximum patron access
to materials through efficient cataloging and manipulation of the automated system;
providing direct public service at the circulation desk; maintaining and reconciling
monies collected through the circulation desk and mail; and securing supplies. Further,
unlike other Administrative Assistant II's within the City, this position is responsible for
overseeing all library operations in the absence of the Library Director. Because of the
specialized nature of work assigned to this position, it is recommended that this position
be reallocated to the Administrative Assistant III level. Reallocating this position to the
III level also establishes consistency with the newly defined series outlined in the above
Organization Wide Classes — Administrative Support section.
Library Assistant II
Recommendation — Change title to Library Assistant.
Discussion — This is considered a minor title change that removes the `TI" designation
from the title. Since there are no other levels within this series and only one level of work
being performed there is no reason to have a number designation associated with the
title.
POLICE DEPARTMENT
Administrative Assistant I
Recommendation — Reallocate to the Administrative Assistant III level.
Discussion — The duties performed by this position are very specialized to the Police
Department. The majority of the work performed by this position is related to receiving,
processing, and storing all property and evidence within the Police Department. This
change provides a title that is descriptive of the actual duties and is consistent with
titling used in police operations in other agencies. Because of the specialized nature of
work assigned to this position, it is recommended that this position be reallocated to the
Administrative Assistant III level. Reallocating this position to the III level also
Page 2
Ralph Andersen & Associates
establishes consistency with the newly defined series outlined in the above Organization
Wide Classes — Administrative Support section.
Assistant Animal Control Officer
Recommendation — Change title to Animal Control Officer.
Discussion — This is considered a minor title change in order to more accurately describe
the level of work performed as well as establish a title that is more consistent with
industry standards.
Dispatcher
Recommendation — Change title to Public Safety Dispatcher.
Discussion — This is considered a minor title change in order to more accurately describe
the type of dispatch being done, i.e. public safety.
PUBLIC WORKS DEPARTMENT
Administrative Assistant III
Recommendation — Reallocate to the Administrative Assistant II level.
Discussion — Based on feedback from the City and clearly defining the three levels within
the Administrative Assistant series Ralph Andersen & Associates re- evaluated each
Administrative Assistant position. This position is responsible for performing a variety
administrative and secretarial work in support of the Public Works Department. In order
to more accurately reflect the duties and responsibilities assigned to this position as well
as establish consistency with the levels outlined in the Organization Wide Classes —
Administrative Support section above Ralph Andersen & Associates recommends this
position be reallocated to the Administrative Assistant II level.
Mechanic II
Recommendation — Change title to Shop Mechanic. Implement a tool allowance instead
of paying directly for new and replacement tools.
Discussion — This is considered a minor title change that adds "Shop" to the title and
removes the "II" designation from the title. Since there are no other levels within this
series and only one level of work being performed there is no reason to have a number
designation associated with the title.
The use of a tool allowance is a common industry practice as most mechanics are
required to bring their own tools upon being hired into a mechanic position. While the
City may elect to purchase some tools on a case -by -case basis, the more common practice
is to provide an annual tool allowance that can be used by each mechanic to purchase
new and replacement tools. The typical amount for an annual tool allowance is $75o
according to a recent survey. This amount is also consistent with the practices for the
State of Alaska.
Lead Equipment Operator I
Recommendation — Change title to Equipment Lead Operator.
Discussion — This is considered a minor title change to create consistency in titles for
lead positions, i.e. Water and Sewer Lead Operator and Sewer Treatment Plant Lead
Operator.
Page 3
Ralph Andersen & Associates
Equipment Operator I
Recommendation — Change title to Equipment Operator.
Discussion — This is considered a minor title change that removes the "I" designation
from the title. Since there are no other levels within the series and only one level of work
being performed there is no reason to have a number designation associated with the
title.
SENIOR CENTER
1'T Receptionist /Data Entry
Recommendation — Change title to Data Entry Clerk.
Discussion — This is considered a minor title change that removes Receptionist from the
title. While this position started off as performing both receptionist and data entry
functions it no longer performs receptionist duties on a day -to -day basis. This title
change more accurately reflects the duties and responsibilities assigned to this position.
Although not intended to identify all changes proposed between the current and proposed
classification plan, the more significant modifications have been highlighted in this section.
Position Allocations
Each position included within the scope of the study has been allocated to a classification contained
in the new plan. The recommended allocations are included in Appendix B. The allocations are
organized by department. Shown for each employee /position is the current class title as well as the
final class title.
This chapter has provided a summary of the proposed classification plan for the City of Kenai,
including an explanation of proposed changes. A comprehensive Master List of Class Titles that
lists all classes within the plan, organized by department and by job family, is provided in
Appendix A.
Ralph Andersen & Associates
JOB EVALUATION & SALARY
Ralph Andersen & Associates has reviewed the salary range placement of job the job
classifications presented in the prior section of this report. This section describes the
methodology and the recommendations.
Methodology
Once job classifications are determined, salary placement is based on two criteria: market
practices and internal salary relationships. Market practices are typically measured by survey
data from published sources or a direct survey of competing /peer organizations. While a market
salary survey was not a part of the study conducted by Ralph Andersen & Associates, it is an
important element for determining pay levels. Absent market data, the City will not have an
understanding of its ability to compete for labor skills /resources.
Recognizing the importance of market data, Ralph Andersen & Associates prepared a
customized version of a survey conducted on behalf of the city of Ketchikan. Since the City of
Kenai participated in the survey, comparisons can be made with other Alaska public agencies.
Based on input from the City, this data was expanded to include additional agencies not
included in the Ketchikan survey. Furthermore, agencies in Washington and Oregon were
removed from the samples. The results of the survey are presented in a later section of this
report.
In addition to market data, salary placements can also be based on internal salary assessments
based on reporting relationships and compensable factors such as expertise, decision making,
corking contacts, responsibility for resources, and working conditions. While the development
and application of a formal job evaluation tool was not within the scope of the original project,
the consultants have provided a job evaluation tool to aide in reviewing internal relationships.
An important consideration for setting salary ranges is that the City of Kenai must strike a
balance between labor market salary practices and the internal values of job classifications in
the City of Kenai as shown in the graphic on the following page. Since no perfect balance exists,
there is often a greater emphasis either on market values or internal relationships as determined
by the job evaluation system. The preferred emphasis will be a policy decision for the City of
Kenai based on their recruitment and retention goals.
G M
Ralph Andersen & Associates
mi
Market Analysis
Classifications
w/ Descriptions
Reconciliation
Labor Market Survey
Survey data was extracted and supplemented from a survey conducted on behalf of the city of
Ketchikan. This data was effective for the 2013 -14 fiscal year. The following agencies were
included in the market survey:
City of Bethel
City of Sitka
City of Ketchikan
City of Valdez
City of Kodiak
City of Wasilla
City of Petersburg Ketchikan Gateway Borough
City of Seward Kodiak Island Borough
A summary of the salary survey using all labor market employers is provided in the following
graph and includes comparisons with the market median (5oth percentile). The graph includes
30 job titles where comparable data was found in a sufficient number of survey agencies.
As shown in the graph, the City of Kenai is at or above the market median for most of the 30
survey job classifications. On average, the City of Kenai is 1.2% above the market median.
Those job classifications that are more than 5% below market median may require a market
based adjustment depending on the emphasis of market data in comparison to internal salary
relationships. Job classifications that are more than 5% below the market median include
Building Official, Fire Captain, and Custodian /Janitor. However, internal relationship ties may
be a more important factor recognizing the unique organization structure and services of the
City of Kenai. Based on the market analysis, no salary range changes are required.
'.. • C
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E
F3
o 7
a,
6
z
3 5
V1
w
O
4
lc
°
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2
1
9
Ralph Andersen & Associates
Morethan - 20%to- - 15 %to- - 10%to- -5 %t00% 0%to5% 5 %to10% 10%to 15% to 2046 or
-20% 15% 10% 5% 15% 20% more
Relationship to Market Median
Average +6.1% above median
Internal Relationships - Job Evaluation
In addition to market data, the consultants reviewed internal salary relationships to identify
either compaction issues between supervisory and subordinate jobs or equity issues based on an
evaluation of compensable job factors. Ralph Andersen &Associates has analyzed internal
relationships using factors that reflect job value including Expertise, Decision Making,
Resources, Contacts, and Working Conditions.
These factors can be analyzed using a job evaluation tool that has been provided separately for
the City's use. This tool will help guide salary range placements in conjunction with market
data. Significant differences in job evaluation factors will be reflected in the salary range
placement for each City job. Similarity in factors, barring market data that shows otherwise, will
support placement in comparable pay ranges.
Page y
Ralph Andersen & Associates
•..-:
APPENDIX A
MASTER LIST OF CLASS TITLES
City of Kenai
Master List of Class Titles
Organized by Job Family within Each Organizational Unit
January 2014
Current Job Title Recommended Job Title
AdministrativelSecretariallCierleat Su Support
Administrative Assistant III jAdministrative Assistant III
Administrative Assistant Administrative Assistant II
Administrative Assistant I Admnistrative Assistant I
Current
Class Category
Administrative Support
Administrative Support
Administrative Support
Recommended
Class Category
Adminitrative Support
Administrative Support
Administrative Sup
Supervisory and Professional
Public Works
Current
Range
10
Recommended
Range
10
g
8
g
Airport
Airport Manager Airport -Manager
Airport Operations Su ervisor Airport O erations Su ervior
Airport O erations Specialist Ar ort Operations S
i
Su ervso and Professional
Public Works
8
20
is
ecialist
Public Works
ors
ity anage s ce
Human Resource Specialist/Assistant to CM lHuma n Resource S ecialist/Assistant to CM
SuPervisory and Professional
Supervisory and Professional
15
15
City Planner
Ci Planner
Supervisory and Professional
Su2ervisory and Professional
16
16
Finance
Finance Director
Finance Director
Accountant
Accountin Technician II
Accountin Technician I
SuPervisory and Professional
Administrative Su rt
Administrative Support
Administrative Support
SuPervisory and Professional
Administrative Su ort
Administrative Su on
Administrative Support
Supervistny and Professional
24
16
24
16
Accountant
Accountin Technician 11
A000Unbn Technician I
11
10
11
10
IT Mane er
Fire
IT Manager
SuPervisorY and Professional
18
18
Fire Chief
Battalion ChieflSafet Officer
Fire Chief
Battalion Chief /Safe Officer
Su erviso and Professional
Public Safet
Su erviso and Professional
Public Safe
22
17
22
17
Fire Ca ain
Fire En Ineer
Fire Marshall
Firefi hter /EMT
Fire Ca tain
Fire En ineer
Fire Marshall
Firefi hter/EMT
Public Safe
Public Safe
Public Safe
Public Safe
Public Safety
Public Safety
Public Safe
Public Safety
18
15
17
FF13
16
15
17
FF13
Legal
Legal
Administrative Assistant I
Administrative Assistant II
Administrative Support
Administrative Support
g
g
Library
Libra Director
Libra Director
Libra Assistant
Social Services
Administrative Support
WA
Su erviso and Professionai
Administrative Support
Administrative Support
18
6
2.5
18
8
2.5
Libra Assistant II
Libra Aide Libra Aide
Parks & Recreation
Parks & Recreation Director Parks & Recreation Director
Parks & Recreation O emtor Parks & Recreation Operator
Parks Recreation and Beautification Laborer Parks Recreation and Beautification Laborer
Police
Social Services
Administrative Su ort
Administra tive Su ort
Su erviso and Professional
General Services
General Services
17
g
2.4
17
g
2.4
Police Chief Police Chief
Su erviso antl Professional
Su ervisory and Professional
23
23
Page A - 2
City of Kenai
Master List of Class Titles
Organized by Job Family within Each Organizational Unit
January 2014
Current Job Title
Police Lieutenant
Police Se eant
Police Officer
Chief Animal Control Officer
Assistant Animal ConWl Officer
Communications Supervisor
Dispatcher
Recommended Job Title
Police Lieutenant
Police Se er
Police Officer
Chief Animal Control Officer
Animal Control Officer
Communications Su ervisor
Public Safe Dis atcher
Current
Class Category
Public Safety
Public Safe
Public Safe
Public Safat
Public Safet
Public Safe
Public Safet
Recommended
Class Category
Public Safe
Public Safe
Public Safe
Public Safe
Public tiatetv
Public Safe
Public Safe
Current
Range
20
16
16
11
g
12
g
Recommended
Range
20
i6
16
11
g
12
1 g
Public Works
Public Works Director Public Works Director
Supervisory and Professional
Su erviso and Professional
23
23
Building Official
Building Official
Public Works
Public Works
15
15
Building Maintenance Lead Technician
Buildin Maintenance Lead Technician
Public
Building Maintenance Technician
Buildin Maintenance Technician
Works
Public Works
Public Works
Public Works
12
11
13
12
Sho Foreman
Foreman
Public Works
MechaniME
Mechanic
Treatment Plant Foreman
Treatment Plant Lead O erator
Treatment Plant O stator
RtguiPment
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
16
14
15
14
13
16
14
16
14
13
Sewer T Foreman
Sewer T Lead O erator
Sewer T O eator
Street F
Street a O orator
E ui ment Operator I
Water and Sewer Foreman
Water and Sewer Lead Operator
Water and Sewer Operator
Foreman
moot Lead O orator
Operator
Water and Sewer Foreman
Water and Sewer Lead Operator
Water and Sewer Operator
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
Public Works
16
14
11
15
14
13
16
14
11
16
14
13
Senior Center
Senior Citizen Pro ram Director Senior Center Director
Ac[ivitiesNOlunteer Coordinator Activities/volunteer Coordinator
Social Services
WA
Su erviso aWrofemional
General Sery
2 4
Cook
Cook
Kitchen Assistant
Kitchen Assistant
NSA
General Sery
2 4
General Sery
2 2
Meals Ddver
Meals Driver
Outreach Worker
Outreach Worker
NIA
General Sery
24
PT Ddver
PT Ddver
General Sery
1.1
PT Janitor
PT Rece tionisVData Ent
PT Janitor
PT Data Ent Clerk
WA
General Services
1
1
NIA
General Services
Administrative Support
2,q
1
2.q
1
Page A - 3
Appendices
APPENDIX B
EMPLOYEE ALLOCATION LIST
City of Kenai
Allocation List
Department
Division
Current Job Title
Final Job Title
Air 200
Airport
Administration
Administration
Airport Manager Administrative sssan
Airport
Air ort Mana er
Administrative A ssista nt II
4 Airport
s Air
Airport
Operations
Operations
Airport Operations Supervisor
Ai ort Operations S ecialist
A ort Operations Su ery isor
ort S cialist Operations e
z
P, City Clerk's Office
Administration
Administrative Assistant I
Administrative Assistant I
n
City Manager's Office
Administration
Human Resource Specialist/Assistant to CM
Human Resource Specialist/Assistant to CM
City Manager's Office
City Manager's Office
Planning
Planning
City Planner
Administrative Assistant ill
City Planner
Administrative Assistant 111
7 Finance
E Finance
Administration
Administration
Finance Director
Administrative Assistant I
Finance Director
Administrative Assistant I
D Finance
1 Finance
Finance
Accounting
Accounting
Accounting
Accountant
Accounting Technician II
Accounting Technician I
Accountant
Accounting Technician II
Accounting Technician 1
3
i Finance
IT
IT Manager
IT Manager
Fire
Fire
Fire
Administration
Administration
Administration
Fire Chief
Administrative Assistant I
Battalion Chief/Safetv Officer
Fire Chief
Administrative Assistant II
Battalion Chief/Safety Officer
Fire
Fire
Fire
Fire
Fire
Fire
Operations
O erations
Operations
Operations
Operations
Operations
Fire Captain
Fire Captain
Fire Captain
Fire Engineer
Fire Engineer
Fire Engineer
Fire Captain
Fire Captain
Fire Captain
Fire Engineer
Fire Engineer
Fire Engineer
a
5
5
s
s
s
5
5
s
6
6!
6'.
5'
61
fi!
7�
r
7:
City of Kenai
Allocation List
Department
Division
Current Job Title
Fire Marshall
Final Job Title
Fire Marshall
Fire
Operations
n Fire
Operations
Firefighter/EMT
Firefighter/EMT
n Fire
Operations
Firefi hter /EMT
Firefighter/EMT
n Fire
Operations
Firefighter/EMT
Firef hter /EMT
Fire
Operations
Firefighter/EMT
Firefighter/EMT
a Fire
Operations
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n Fire
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5 Fire
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Operations
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Operations
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Library Aide
Parks & Recreation
Administration
Parks & Recreation Director
Parks & Recreation Director
Parks & Recreation
Parks
Parks & Recreation Operator
Parks & Recreation O erator
Parks & Recreation
Parks
Parks & Recreation Operator
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Parks & Recreation
Parks
Parks Recreation & Beautification Laborer
Parks Recreation &Beautification Laborer
Police lAdministration
Police Chief
Police Chief
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Administrative Assistant I
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City of Kenai
Allocation List
Department
Division
Current Job Title
Final Job Title
3 Police
Operations
Police Sergeant
Police Sergeant
n Police
Operations
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7 Police
O erations
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3 Police
Operations
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Police Officer
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Operations
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Animal Control
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Police
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Communications Supervisor
Communications Supervisor
Police
Communications
Dispatcher
Public Safety Dispatcher
Police
Communications
Dispatcher
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Public Works
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Public Works Director
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Public Works
Administration
Administrative Assistant III
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City of Kenai
Allocation List
Department
Division
Current Job Title
Final Job Title
e Public Works
Building Maintenance
Buildin Maintenance Lead Technician
Building Maintenance Lead Technician
n Public Works
Buildin Maintenance
Building Maintenance Technician
Building Maintenance Technician
,
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Shop
Shop Foreman
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3 Public Works
Shop
Mechanic II
Shop Mechanic
4 Public Works
Shop
Mechanic II
Shop Mechanic
5 Public Works
STP
Sewer Treatment Plant Foreman
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Public Works
STP
Sewer Treatment Plant Lead Operator
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D Public Works
STP
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1 Public Works
Streets
Street Foreman
Street Foreman
i Public Works
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Street and Airport Lead Operator
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Public Works
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Water & Sewer
Water and Sewer Foreman
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Public Works
Water & Sewer
Water and Sewer Lead Operator
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Public Works
Water & Sewer
Water and Sewer operator
Water and Sewer Operator
Senior Center
Administration
Senior Citizen Program Director
Senior Center Director
Senior Center
Administration
Administrative Assistant III
Administrative Assistant III
Senior Center
Administration
ActivitiesNolunteer Coordinator
ActivitiesNolunteer Coordinator
Senior Center
Kitchen
Cook
Senior Center
Kitchen
Kitchen Assistant
Cook
Kitchen Assistant
Senior Center
Senior Center
Meals Driver
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Senior Center
Senior Center
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Outreach Worker
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Senior Center
Senior Center
PT Driver
Senior Center
Senior Center
PT Driver
PT Driver
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147
City of Kenai
Allocation List
partment
Division
Current Job Title
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Final Job Title
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Senior Center
PT Janitor
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Senior Center
PT Receptionist/Data Entry
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