HomeMy WebLinkAboutFIN Interim Financial Update and Budget Amendments to Reflect Operational Activity; Mid-Year Personnel Changes____________________________________________________________________________________
FOR CITY CLERK ONLY
Council Meeting: 02/03/2020
Disposition: Resolution 14764
Agenda Item No: 8.a
Meeting Date: February 3, 2020
SAN RAFAEL CITY COUNCIL AGENDA REPORT
Department: Finance
Prepared by: Nadine Atieh Hade,
Finance Director
Shibani Nag,
Director of Employee Experience
and Culture
City Manager Approval: ______________
TOPIC: INTERIM FINANCIAL UPDATE AND BUDGET AMENDMENTS TO REFLECT
OPERATIONAL ACTIVITY; MID-YEAR PERSONNEL CHANGES
SUBJECT: (1) FIRST FISCAL YEAR 2019-2020 INTERIM FINANCIAL UPDATE
(2) RESOLUTION ADOPTING AMENDMENTS TO THE 2019-2020 BUDGET
(3) MID-YEAR PERSONNEL CHANGES
RECOMMENDATION: Adopt Resolution
BACKGROUND: The Finance Department performs an ongoing review of the City’s financial
performance and provides updates on the General Fund results to the City Council Finance Committee.
This report presents the City’s financial condition in the current fiscal year (2019-2020) based on actual
revenue and expenditure performance for the period July 1 through December 31, 2019, and budget
actions taken through January 21, 2020, as compared to the budget approved by City Council on
July 15, 2019.
Based on this review and analysis, revisions are recommended to address the following categories:
(1) Revenue projections
(2) Expenditure plan changes
In addition, budget neutral personnel changes are being recommended for mid-year implementation.
The staff recommendations contained in this report were reviewed by the City Council Finance
Committee (Mayor Phillips and Councilmember Gamblin) at its January 23, 2020 public meeting.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 2
ANALYSIS:
GENERAL FUND:
Revenues and Other Sources:
There have been no recommended changes to revenue and other funding sources since the budget
was approved. Based on the activity of the first six months of the fiscal year, staff is forecasting
additional revenues of approximately $200,000. There are a couple of reasons for this.
First, a portion of this increase is attributed to higher than anticipated sales tax receipts received during
the first four months of the fiscal year resulting from the three-month lag time from when the City
receives sales tax revenue from the State of California.
Secondly, staff is now forecasting higher than expected revenues, based on the year to date activity of
the Community Development Department’s plan checks and building permit fees. This is a result of
several large projects on the horizon; some which were unexpected and others that were originally
budgeted in the last fiscal year but came in this year. These fees are one-time in nature and are not
expected to continue into the future. Additionally, these fees are offset by additional expenses as
services are provided. This could impact expenses into the next fiscal year as fees collected this year
could have services performed into the following fiscal year. Staff may recommend additional
adjustments to the revenue and respective expenses related to these activities at year-end as well.
Expenditures and Other Uses:
Due to inflation and high demand in the market, the costs for utilities, construction, contract services
and vegetation management costs are continuing to increase at higher than expected rates. While
departments are actively working to reduce expenses, the aforementioned costs are integral to
maintaining current levels of City services. Furthermore, due to the combination of firefighter vacancies
and difficulty in recruiting and hiring firefighter/paramedics, overtime is expected to increase by
$600,000, approximately 20% higher than originally budgeted. This increase is somewhat offset by
savings from vacant positions although not a total offset. Staff does not believe it can fully absorb
these additional costs in its current budget and is requesting the increase in revenues be allocated
towards increasing appropriations in the amount of $200,000.
Staff expects to end the current fiscal year with a slight deficit. While the City is making reductions to
expenses for the current budget period, the trend of expenses increasing at a rate faster than revenues
as a result of market inflation continues. At this rate, there will continue to be several City goals that
remain underfunded or unfunded, most notably, building maintenance for non-public safety related
property, below ground infrastructure maintenance/replacement, and new initiatives. Additionally, if
current trends related to revenue growth and expenses continue, the ability for the City to maintain
current level of services (i.e., emergency medical response times, etc.) may be at risk.
Operating Results:
With the proposed increase to revenues of $200,000 offset with the proposed increase to
appropriations of $200,000, the recommended changes have no impact on the operating results of the
General Fund.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 3
Table 1 summarizes the status of the General Fund.
Table 1
Since fiscal year 19-20 budget adoption, approved changes to the general fund expenditures and
transfers out were the incorporation of purchase order commitments of $230,624 from the previous
year and a transfer to the Loch Lomond #10 Community Facilities District Fund of $57,563 per the
engineer’s report approved June 3, 2019 for this fiscal year and an additional $1,876 charged during
the period (column two of Table 1). The approved changes decrease the operating results by $59,439
in the current budget for the fiscal year.
The changes to General Fund Resources and Appropriations are summarized in Tables I and II of
Exhibit I to the attached Resolution.
General Fund
Adopted Budget
FY 2019-20
Approved
Changes Current Budget Proposed Changes Revised Budget
Revenues 80,282,912 - 80,282,912 200,000 80,482,912
Transfers in 4,701,350 4,701,350 - 4,701,350
FY19-20 Resources 84,984,262 - 84,984,262 200,000 85,184,262
FY18-19 P.O. reserve - 230,624 230,624 - 230,624
Total Resources 84,984,262 230,624 85,214,886 200,000 85,414,886
Expenditures 78,881,189 - 78,881,189 200,000 79,081,189
P.O. Rollover - 230,624 230,624 - 230,624
Operating Transfer out 2,000,000 59,439 2,059,439 - 2,059,439
Capital Transfer out
(from Measure E to SREF)4,077,000 - 4,077,000 - 4,077,000
Total Appropriations 84,958,189 290,063 85,248,252 200,000 85,448,252
Net Result 26,073 (59,439) (33,366) - (33,366)
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 4
OTHER FUNDS:
The adopted budgeted appropriations for Other Funds, including carryforward of funds approved in
prior years and changes approved since July 1, 2019, total $83,885,247 (Table 2). These expenditures
are primarily in the areas of infrastructure and maintenance (e.g., streets, storm drain and buildings).
Key projects contributing to the use of funds are: Public Safety Center, Fire Station 57, and Street
Resurfacing.
Proposed changes to the Other Funds revenues, expenditures and transfers are detailed in Table 2:
Table 2
Resources:
Total proposed changes to revenues/transfers in
Adaptive Traffic Control System – funds transferred to the Gas Tax Fund
(206) to reimburse costs as prior year expenses went through the Gas
Tax Fund and should have gone through the Traffic Mitigation Fund as a
qualifying project
$360,168
Uses:
Library - Additional building improvement and material costs supported by
available fund balance in the Library Fund (214)
40,000
Police - Pay off body worn cameras with available fund balance in the
Police Equipment Replacement Fund (613)
90,000
Increase in appropriations to the Traffic Mitigation Fund (246) for
qualifying projects
502,642
Adaptive Traffic Control System – funds transferred from Traffic
Mitigation Fund (246) to reimburse costs as prior year expenses went
through the Gas Tax Fund and should have gone through the Traffic
Mitigation Fund as a qualifying project
360,168
Total proposed changes to uses/transfers out: $992,810
Net proposed changes to Other Funds (Resources less Uses): ($632,642)
Expenditures and Transfers out as adopted fiscal year 2019-2020 $74,917,147
Expenditures and Transfers out as adjusted through Jan 21, 2020 $83,885,247
Expenditures and Transfers out with proposed changes $84,878,057
The net impact of all proposed changes on Other Funds is $632,642. The changes are comprised of
additional appropriations for various traffic mitigation projects, one-time improvements to the Library
and the payoff of debt for the Axon police body worn cameras. These proposed changes are all
covered by available fund balance that has been accumulating over the last several years specifically
for the purpose of projects, equipment and one-time improvements.
Additionally, as part of the Recreation and Library merger, staff recommends moving the After-School
Enrichment program from the Recreation Fund (222) to the Child Care Fund (208) as effective January
1, 2020, overall management of the program is moving under the Child Care Program Manager and the
program aligns closely with the services provided by the Child Care section. This change has no fiscal
impact as it is only a reclassification of revenue and expenses from one fund to another.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 5
Table 3 presents the adopted budget, approved changes and proposed changes to the FY2019-2020
Other Funds budget.
Table 3
These proposed changes to Other Fund Sources and Appropriations are presented in Table III of
Exhibit I to the attached Resolution.
CITY-WIDE APPROPRIATIONS SUMMARY:
The following table summarizes the impact of the recommended appropriation and transfer out changes
across all funds. The approved changes reflect the updates made during the fiscal year by specific
staff reports and resolutions approved by Council and a roll forward of prior year projects already
approved that span over a period longer than one year.
Table 4
Proposed Personnel Changes:
This section of the report seeks Council consideration of recommended personnel actions. Periodically,
the Human Resources Department seeks to establish, reallocate, or delete positions to reorganize or
restructure staffing to most effectively and efficiently serve the community and city goals. During this
mid-year budget review, staff is presenting five (5) reclassifications, and one (1) reduction of an FTE
position as a result of departmental reorganization. The information below provides details of staff’s
proposed recommendations for each department respectively, for Council consideration.
Other Funds
Adopted Budget
FY 2019-20
Approved
Changes Current Budget Proposed Changes Revised Budget
Revenues 47,056,328 - 47,056,328 - 47,056,328
Transfers in 6,248,000 59,439 6,307,439 360,168 6,667,607
FY19-20 Sources 53,304,328 59,439 53,363,767 360,168 53,723,935
FY18-19 Rollover 4,410,231 4,410,231 4,410,231
FY18-19 CIP Carry Over - - -
Total Resources 53,304,328 4,469,670 57,773,998 360,168 58,134,166
Expenditures 70,044,797 8,968,100 79,012,897 632,642 79,645,539
Transfer out 4,872,350 - 4,872,350 360,168 5,232,518
Total Appropriations 74,917,147 8,968,100 83,885,247 992,810 84,878,057
Net Results (21,612,819) (4,498,430) (26,111,249) (632,642) (26,743,891)
All Funds
Adopted Budget
FY 2019-20
Approved
Changes Current Budget Proposed Changes Revised Budget
General Fund 84,958,189 290,063 85,248,252 200,000 85,448,252
Other Funds 74,917,147 8,968,100 83,885,247 992,810 84,878,057
Total Expenditures and
transfers 159,875,336 9,258,163 169,133,499 1,192,810 170,326,309
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 6
Human Resources Department
The Director of Employee Experience and Culture oversees the Human Resources (HR) Department.
The position was hired earlier this year to assess, transform and modernize our human resources
service delivery model over time. To help identify short, mid and long-term department priorities, staff
partnered with a firm called MRG, public sector human resource consultants, to analyze the
department’s current state of work processes, policies, and procedures. MRG recommends that the
Human Resources team approach the department’s long-term redesign in three phases, starting with
updating the department’s service delivery model and team structure, similar to the approach that led to
the recently redesigned Digital Service and Open Government department.
The department has recently focused targeted time and resources towards designing a new service
delivery model that will position the department to provide HR services through an internal consultative
model. With access to newer technology systems, the department now has an opportunity to reimagine
and redesign how the City provides state of the art workforce management services across all internal
departments, and to those who seek potential employment with the City. The HR department’s work
plan for 2020 will set the foundation towards a longer-term vision to create a strategic employee
experience and culture model that will incorporate the needs of our changing workforce. HR’s redesign
efforts will support the City’s workplace culture initiative, Together San Rafael. As the City’s workplace
culture develops over time, this new way of approaching how work is accomplished will create an
enhanced experience of employee engagement cross departmentally and cross generationally. This
vision also includes a key focus on diversity and inclusion programs and other continuous system
improvement efforts. Connecting our internal operations thoughtfully and strategically to Together San
Rafael through this work is an effort to bring staff and leadership together to modernize and refresh the
way that the City provides services to our community.
The Human Resources Department consists of four full time employees in the following roles: 1)
Employee Experience and Culture Director, 2) HR Coordinator, 3) HR Representative I and 4)
Administrative Assistant II. The incumbent currently occupying the HR Coordinator role has
consistently displayed strong operational leadership, guiding the department’s day to day operations
and informal oversight of the HR Representative I and Administrative Assistant II. The MRG consultant
team conducted a classification and compensation study of the HR Coordinator’s current workload and
responsibilities and determined that the incumbent is performing higher level work, both technically as
well as supervisory responsibilities, thereby qualifying the incumbent for a reclassification to the HR
Operations Manager classification being proposed. Bigger picture, having a mid-management level
employee within the HR department will create leadership capacity to develop an internal consultative
service delivery model.
Staff recommends creating a new, full time, regular HR Operations Manager position, which would be a
single class position that will work as a mid-management employee within the HR Department. This
action will add one mid-management level position. The job description for the HR Operations Manager
position is provided as an attachment to this report. The Local 1 bargaining unit has been noticed of this
intent of personnel change and staff will work with Local 1 and meet all requirements of the Meyers
Milias Brown Act (MMBA) prior to implementing this change.
The fiscal impact of adding this new position will cost approximately $41,239 (as shown in Table
5) annually and will be funded by reducing the department’s consulting budget, thereby offsetting
the total expense for this year and future years.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 7
Table 5. Budget Impact – HR Classification
Re-Classification FTE Budget
Delete:
HR Coordinator (Local 1) 1.0 $174,210
Add/Reclassify to:
HR Operations Manager (Mid-Management) 1.0 $215,449
Net Cost: $ 41,239
Funding Sources
Department Budget $ 41,239
Library and Recreation Department
As of July 1, 2019, the Community Services and Library departments officially merged into one
department, which was approved by City Council along with the FY 19-20 budget. Since that time, the
newly created department has been working collaboratively to integrate its functions and continue
evolving its organizational structure. The summary below reflects the next iteration of proposed
changes to the departmental organizational chart.
Management Level Proposed Changes:
Since the two departments merged, there was no longer a need for two director level positions.
Therefore, in September 2019, City Council approved the deletion of the Library Director position and
created the Assistant Library & Recreation Director position. This change resulted in $39,338 in savings
annually. During the Council meeting, staff indicated that this savings would be used to fund
forthcoming leadership-level changes that support the integration of the two departments.
Currently, staff are proposing to delete the Community Services Director position and create a new
Library & Recreation Director position to oversee both operations. If approved, the current Community
Services Director would then be transferred into the newly created Library & Recreation Director
position.
Staff conducted a salary survey of similar director level positions in fully integrated Library and
Recreation departments. Based on that analysis, the City is recommending setting the Library and
Recreation Director salary at 10% above the current Community Service Director pay scale. This
increase in compensation would reflect the increased workload due to the expanded scope of work and
span of control of approximately an additional 30 FTEs. In addition, staff is proposing to delete the
Assistant Library Director position and promote the incumbent into the Assistant Library & Recreation
Director position.
Staff Level Proposed Changes:
In September, staff commissioned RGS, a human resources consultant organization, to conduct a
classification study on three (3) positions in the Library and Recreation department. Staff identified
these three individuals as potentially undertaking roles and responsibilities that more closely align with
a different classification than their current classifications. The study recommended the reclassification
of all three positions, as summarized below:
• Reclass Childcare Bookkeeper II to Administrative Assistant II
• Reclass Senior Administrative Assistant to Administrative Analyst
• Reclass Circulation Services Supervisor to Supervising Librarian
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 8
SEIU has been noticed and supports these reclassifications. Staff also recommends the increase of a
0.75 FTE Librarian II to a 1.0 FTE Librarian II position. Staff is requesting this change in order to
increase efficiency in staffing and to better provide consistent service to the community, as this
increase in hours will reduce the need for additional temporary staffing. Staff is recommending
eliminating a currently vacant Senior Library Assistant position to fund the proposed changes above.
SEIU was also noticed about this change and did not have any concerns.
Table 1 below shows the positions that would be deleted and added, along with the total budget impact.
Table 2 shows the breakdown of the total cost or savings for management staff as well as within the
Library and Child Care divisions.
Table 6: Budget Impact – Library & Recreation
Classification FTE Budget
Delete
Community Services Director -1.0 -$253,898
Assistant Library Director -1.0 -$233,438
Childcare Bookkeeper II -1.0 -$114,933
Senior Administrative Assistant -1.0 -$136,914
Circulation Services Supervisor -1.0 -$111,529
Librarian II -0.75 -$98,337
Sub-Total: -5.75 -$949,049
Add
Library and Recreation Director 1.0 $277,805
Assistant Library and Recreation Director 1.0 $243,975
Administrative Assistant II 1.0 $118,837
Administrative Analyst 1.0 $141,214
Supervising Librarian 1.0 $134,654
Librarian II 1.0 $128,027
Sub-Total: 6.00 $1,044,512
Net Cost: 0.25 $95,463
Funding Sources
Savings from September Council Action -$39,338
Eliminate Senior Library Assistant -1.0 -$107,775
Sub-Total: -1.0 -$147,113
Net Cost: 0.25 $95,463
NET SAVINGS: -0.75 -$51,650
The proposed changes within the Library division will eventually result in savings of approximately
$50,000 annually. The estimated savings for the Fiscal Year 19/20 is $28,000. Staff will need to utilize
this years’ savings to offset annual increases to ongoing contracts such as the City/County contract
with MarinNet, library security, and others.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 9
Community Development Department
The Community Development Department is currently staffed with twenty-two (22) full time staff
positions (FTE). The Planning Division is currently budgeted for six (6) full time FTEs, which includes
the Planning Manager (mid-manager), two Senior Planners, two Associate/Assistant Planners
(currently recruiting) and a Permit Services Coordinator. The two Senior Planner positions are non-
management roles and are represented by the SEIU Local 1021 bargaining unit. The Planning Division
has had various organizational structures over the years based on the needs of the department. Prior to
2008, there were two Principal Planner positions overseeing Current Planning and Long
Range/Advanced Planning. When the current department director was hired the department changed
their structure by replacing the two Principal Planners with a Planning Manager.
Since the Planning Division no longer has a Principal Planner that is responsible for Long-
Range/Advanced Planning, the 2040 General Plan preparation and management work is being
currently conducted by a contractor and their work will be completed when the General Plan is adopted
later this summer.
Following 2040 General Plan adoption, the Community Development department leadership is
foreseeing a need for General Plan oversight and active management of its implementation. To fill this
need, staff recommends the creation of a Principal Planner position, rather than continue using
contractor support. The benefits of this approach include:
• Plan oversight and implementation would be best done by staff that is most familiar with the
community and issues; and
• Plan policies and programs will require hands-on knowledge of Current Planning, land
development and permit processing. Hiring a contractor with primary expertise in Long-
Range/Advanced Planning would not be beneficial to successful Plan implementation and policy
interpretation.
Staff recommends that the Principal Planner position be re-activated into the SEIU bargaining unit. If
Council approves this recommendation, the department would hold an internal, promotional recruitment
to fill the position. Other indirect advantages include allowing for the Planning Manager to fully delegate
the Long-Range/Advanced Planning tasks and projects to the Principal Planner allowing the Planning
Manager and the Community Development Director the capacity to focus on strategic goals and
objectives.
The fiscal impact of this change (assuming a Senior Planner is promoted), is $26,155 and can be
supported by the department funds currently being used for contract work. Staff recommends moving
the Principal Planner job classification from the mid-management salary schedule in to a supervisorial
position, represented by the SEIU Local 1021 bargaining unit.
SAN RAFAEL CITY COUNCIL AGENDA REPORT / Page: 10
Table 7: Budget Impact – Community Development
Re-Classification FTE Budget
Delete:
Senior Planner (SEIU) 1.0 $174,820
Add/Reclassify to:
Principal Planner (from Mid-management to SEIU) 1.0 $200,975
Net Cost: $ 26,155
Funding Sources
Department Budget $ 26,155
Digital Services and Open Government
In November, the City moved to a managed service model for day-to-day technology support. The
department was able to shift many of the responsibilities to the managed service provider (Xantrion)
and administrative needs related to contract management, invoices, and purchasing have shifted to
other department managers.
After assessing the new department's changing needs, it was determined that a technology operations
manager position was no longer needed. Staff is recommending that the position be deleted from the
mid-management salary schedule.
All relevant attachments including job classification/descriptions and salary schedules can be found in
the attachments.
RECOMMENDED ACTION: Adopt Resolution.
ATTACHMENTS:
• Resolution with attached Exhibit “I” (Amendment)
• Proposed Personnel Changes
o 2020 Executive Management Salary Schedule
o 2020 Mid-Management Salary Schedule
o 2020 SEIU Local 1021 Salary Schedule
o 2020 PEU Local 1 Salary Schedule
o Human Resources Operations Manager Job Description
o Library and Recreation Director Job Description
o Principal Planner Job Description
Page 1 of 2
RESOLUTION NO. 14764
A R ESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN
RAFAEL ADOPTING AMENDMENTS TO THE 2019-2020 BUDGET
WHEREAS, the City Council approved Resolution No. 14713 adopting the fiscal year
2019-2020 budget; and
WHEREAS, the changes in available funding sources and operational needs require
adjustments to some City budgets; and
WHEREAS, existing and anticipated staffing vacancies provide opportunities to address
changing personnel needs and, following a review by departments and human resources, have
resulted in proposed staffing and position changes; and
WHEREAS, it is the intention of this Council to review recommendations from staff
regarding the City's financial and operational condition, including revenue projections,
expenditure plan changes, staffing considerations; and
WHEREAS, after examination, deliberation and due consideration, the City Council has
approved the staff report and recommendations and directs the City Manager to proceed with
the implementation of these recommendations;
NOW, THEREFORE, BE IT RESOLVED, by the San Rafael City Council that Resolution
No. 14713 for fiscal year 2019-2020 is amended to increase total general fund revenues to
$80,482,912, general fund expenditures to $79,311,813, increase other fund expenditures to
$79,645,539 as well as transfers in and transfer out as represented on Exhibit I Table I, II and
III attached hereto; These changes result in City-wide General Fund appropriations of
$85,448,252 and other fund appropriations of $84,878,057 as summarized on Exhibit I
Table IV; and
BE IT FURTHER RESOLVED, by the San Rafael City Council that the following
personnel actions are approved and authorized:
Effective on or after January 1, 2020 -
A. Reclassify Bookkeeper II position to an Administrative Assistant II position
B. Reclassify Senior Administrative Assistant position to Administrative Analyst
C. Reclassify Circulation Services Supervisor position to Supervising Librarian
D. Reclassify HR Coordinator position to HR Operations Manager position
E. Reclassify Senior Planner position to Principal Planner position
F. Add Library and Recreation Director position
G. Delete Childcare Bookkeeper II position
H. Delete Senior Administrative Assistant position
I. Delete Circulation Supervisor position
Page 2 of 2
I, LINDSAY LARA, Clerk of the City of San Rafael, hereby certify that the foregoing resolution
was duly and regularly introduced and adopted at a regular meeting of the City Council of said
City on Monday, the 3rd of February 2020, by the following vote, to wit:
AYES: COUNCILMEMBERS: Colin, Gamblin, McCullough & Mayor Phillips
NOES: COUNCILMEMBERS:
ABSENT: COUNCILMEMBERS: Bushey
LINDSAY LARA, City Clerk
EXHIBIT I
TABLE I
CHANGES TO GENERAL FUND REVENUES AND OTHER SOURCES
General Fund
Adopted Budget
FY 2019-20
Approved
Changes Current Budget Proposed Changes
Revised Budget
Revenues 80,282,912 - 80,282,912 200,000 80,482,912
Transfers in 4,701,350 4,701,350 - 4,701,350
FY19-20 Resources 84,984,262 - 84,984,262 200,000 85,184,262
FY18-19 Rollover 230,624 230,624 230,624
Total Resources 84,984,262 230,624 85,214,886 200,000 85,414,886
TABLE II
CHANGES TO GENERAL FUND EXPENDITURES AND OTHER USES
General Fund
Adopted Budget
FY 2019-20
Approved
Changes Current Budget Proposed Changes
Revised Budget
Expenditures 78,881,189 230,624 79,111,813 200,000 79,311,813
Transfer out 2,000,000 59,439 2,059,439 - 2,059,439
Transfer out-CIP 4,077,000 4,077,000 - 4,077,000
Total Appropriations 84,958,189 290,063 85,248,252 200,000 85,448,252
TABLE III
CHANGES TO OTHER FUND EXPENDITURES AND OTHER USES
Other Funds
Adopted Budget
FY 2019-20
Approved
Changes Current Budget Proposed Changes
Revised Budget
Revenues 47,056,328 - 47,056,328 - 47,056,328
Transfers in 6,248,000 59,439 6,307,439 360,168 6,667,607
FY19-20 Resources 53,304,328 59,439 53,363,767 360,168 53,723,935
FY18-19 Rollover 4,410,231 4,410,231 4,410,231
FY18-19 CIP Carry Over - - -
Total Resources 53,304,328 4,469,670 57,773,998 360,168 58,134,166
Expenditures 70,044,797 8,968,100 79,012,897 632,642 79,645,539
Transfer out 4,872,350 - 4,872,350 360,168 5,232,518
Total Appropriations 74,917,147 8,968,100 83,885,247 992,810 84,878,057
Net Results (21,612,819) (4,498,430) (26,111,249) (632,642) (26,743,891)
TABLE IV
CITY-WIDE APPROPRIATION SUMMARY
All Funds
Adopted Budget
FY 2019-20
Approved
Changes Current Budget Proposed Changes Revised Budget
General Fund 84,958,189 290,063 85,248,252 200,000 85,448,252
Other Funds 74,917,147 8,968,100 83,885,247 992,810 84,878,057
Total Expenditures 159,875,336 9,258,163 169,133,499 1,192,810 170,326,309 I I
Grade Position A B C D E
2501 Assistant City Attorney 11,289$ 11,854$ 12,446$ 13,069$ 13,722$
2001 Assistant City Manager 13,354$ 14,022$ 14,723$ 15,459$ 16,232$
TBD Library and Recreation Director*12,400$ 13,020$ 13,671$ 14,354$ 15,072$
2300 Community Development Director 13,028$ 13,679$ 14,363$ 15,081$ 15,836$
8101 Community Services Director*11,272$ 11,836$ 12,428$ 13,049$ 13,702$
4205 Director of Digital Service & Open Government 11,805$ 12,396$ 13,015$ 13,666$ 14,349$
2801 Director of Economic Development & Innovation 11,805$ 12,395$ 13,015$ 13,666$ 14,349$
2205 District Manager/Engineer (SRSD)11,805$ 12,395$ 13,015$ 13,666$ 14,349$
2140 Finance Director 11,805$ 12,395$ 13,015$ 13,666$ 14,349$
7101 Fire Chief 13,288$ 13,953$ 14,651$ 15,383$ 16,152$
1106 Human Resources Director 11,805$ 12,395$ 13,015$ 13,666$ 14,349$
6101 Police Chief 13,288$ 13,953$ 14,651$ 15,383$ 16,152$
2201 Public Works Director 13,028$ 13,679$ 14,363$ 15,081$ 15,836$
*Changes per FY 19/20 Mid-Year Budget review; 2/3/2020 Council action
19,686$
The City Manager is appointed by the City Council and is not subject
to the terms and conditions of the Management Resolution
SAN RAFAEL UNREPRESENTED EXECUTIVE MANAGEMENT
SALARY SCHEDULE
Effective February 3, 2020
Position Monthly Salary
City Manager (Appointed)
Grade Position A B C D E
7315 Accounting Manager 8,700$ 9,135$ 9,591$ 10,071$ 10,575$
8106 Assistant Director of Community Services**9,470$ 9,943$ 10,440$ 10,962$ 11,510$
2400 Assistant Library and Recreation Director 9,943$ 10,440$ 10,962$ 11,510$ 12,086$
2125 Assistant Library Director**9,470$ 9,943$ 10,440$ 10,962$ 11,510$
2202 Assistant Public Works Director / City Engineer 11,284$ 11,848$ 12,440$ 13,062$ 13,716$
2302 Chief Building Official 10,486$ 11,011$ 11,561$ 12,139$ 12,746$
4203 Civic Design Manager 9,470$ 9,943$ 10,440$ 10,962$ 11,510$
2122 Code Enforcement Supervisor 7,217$ 7,578$ 7,957$ 8,355$ 8,773$
4204 Data & Infrastructure Manager 10,486$ 11,011$ 11,561$ 12,139$ 12,746$
1105 Deputy City Attorney I 9,503$ 9,978$ 10,477$ 11,001$ 11,551$
1109 Deputy City Attorney II 10,478$ 11,002$ 11,552$ 12,129$ 12,736$
2120 Deputy Fire Marshall 8,925$ 9,372$ 9,840$ 10,332$ 10,849$
2135 Deputy Public Works Director 10,251$ 10,764$ 11,302$ 11,867$ 12,461$
7313 Economic Development Coordinator 8,612$ 9,042$ 9,494$ 9,969$ 10,468$
2128 Economic Development Manager 9,470$ 9,943$ 10,440$ 10,962$ 11,510$
7117 Emergency Services Manager 8,402$ 8,822$ 9,263$ 9,727$ 10,213$
9005 Events Coordinator*7,318$ 7,684$ 8,068$ 8,471$ 8,895$
TBD Human Resources Operations Manager**8,440$ 8,862$ 9,305$ 9,770$ 10,259$
2208 Operations and Maintenance Manager 9,201$ 9,661$ 10,144$ 10,652$ 11,184$
2703 Parking Services Manager 8,612$ 9,042$ 9,494$ 9,969$ 10,468$
7312 Parks Superintendent 8,402$ 8,822$ 9,263$ 9,727$ 10,213$
2116 Planning Manager 9,644$ 10,126$ 10,632$ 11,164$ 11,722$
9453 Principal Planner**8,612$ 9,042$ 9,494$ 9,969$ 10,468$
1202 Public Works Administrative Manager 8,611$ 9,042$ 9,494$ 9,969$ 10,467$
8103 Recreation Supervisor 7,218$ 7,578$ 7,957$ 8,355$ 8,773$
2206 Senior Civil Engineer (SRSD)9,980$ 10,479$ 11,003$ 11,553$ 12,130$
7317 Senior Code Enforcement Supervisor 7,966$ 8,365$ 8,783$ 9,222$ 9,683$
2105 Senior Management Analyst 8,205$ 8,615$ 9,046$ 9,498$ 9,973$
2203 Senior Project Manager 8,644$ 9,076$ 9,530$ 10,007$ 10,507$
8102 Senior Recreation Supervisor 7,966$ 8,364$ 8,783$ 9,222$ 9,683$
7310 Sewer Maintenance Superintendent 8,402$ 8,822$ 9,263$ 9,727$ 10,213$
7311 Street Maintenance Superintendent 8,402$ 8,822$ 9,263$ 9,727$ 10,213$
2150 Sustainability Program Manager 6,916$ 7,261$ 7,624$ 8,006$ 8,406$
4202 Technology Operations Manager**11,063$ 11,616$ 12,197$ 12,806$ 13,447$
*Events Coordinator Y-rated effective 6/1/18; Technology Operations Manager Y-rated effective 12/17/18
**Changes per FY 19/20 Mid-Year Budget review; 2/3/2020 Council action
SAN RAFAEL UNREPRESENTED MID-MANAGEMENT
SALARY SCHEDULE
Effective February 3, 2020
Grade Position A B C D E
7241 Accountant I 5,671$ 5,955$ 6,253$ 6,565$ 6,894$
7240 Accountant II 5,955$ 6,253$ 6,566$ 6,894$ 7,239$
7200 Accounting Assistant I 4,131$ 4,337$ 4,554$ 4,782$ 5,021$
7201 Accounting Assistant II 4,550$ 4,777$ 5,016$ 5,267$ 5,531$
7299 Accounting Technician 5,673$ 5,957$ 6,255$ 6,567$ 6,896$
7205 Administrative Analyst 5,271$ 5,534$ 5,811$ 6,102$ 6,407$
7211 Administrative Assistant I 4,282$ 4,496$ 4,720$ 4,956$ 5,204$
7212 Administrative Assistant II 4,721$ 4,957$ 5,205$ 5,465$ 5,738$
7295 Senior Administrative Assistant 5,083$ 5,337$ 5,604$ 5,884$ 6,179$
7216 Administrative Assistant to the City Clerk 5,083$ 5,337$ 5,604$ 5,884$ 6,179$
7210 Assistant Planner 5,962$ 6,260$ 6,573$ 6,901$ 7,246$
7208 Associate Planner 6,579$ 6,908$ 7,254$ 7,616$ 7,997$
7217 Building Inspector I 5,402$ 5,672$ 5,956$ 6,254$ 6,567$
7218 Building Inspector II 5,962$ 6,260$ 6,573$ 6,901$ 7,247$
7475 Building Technician I 4,659$ 4,892$ 5,136$ 5,393$ 5,663$
7220 Business License Examiner 4,777$ 5,016$ 5,266$ 5,530$ 5,806$
7221 Child Care Bookkeeper I*4,131$ 4,337$ 4,554$ 4,782$ 5,021$
7262 Child Care Bookkeeper II*4,550$ 4,777$ 5,016$ 5,267$ 5,531$
7222 Code Enforcement Official I 4,328$ 4,544$ 4,771$ 5,010$ 5,261$
7223 Code Enforcement Official II 4,775$ 5,014$ 5,265$ 5,528$ 5,804$
7380 Code Enforcement Official III 5,671$ 5,955$ 6,253$ 6,565$ 6,894$
2119 Construction Inspector - SRSD 5,872$ 6,166$ 6,474$ 6,798$ 7,137$
7224 Custodian 4,042$ 4,244$ 4,457$ 4,679$ 4,913$
4210 Data Analyst I 6,090$ 6,394$ 6,714$ 7,050$ 7,402$
4211 Data Analyst II 6,699$ 7,034$ 7,385$ 7,755$ 8,142$
4212 Data Analyst III 7,369$ 7,737$ 8,124$ 8,530$ 8,957$
7226 Deputy City Clerk 5,211$ 5,471$ 5,745$ 6,032$ 6,334$
7120 Emergency Management Coordinator 4,896$ 5,141$ 5,398$ 5,667$ 5,951$
7121 Environmental Management Coordinator 4,896$ 5,141$ 5,398$ 5,667$ 5,951$
7232 Facility Repair Supervisor 6,435$ 6,757$ 7,095$ 7,450$ 7,822$
7291 Facility Repair Worker I 4,567$ 4,795$ 5,035$ 5,286$ 5,551$
7233 Facility Repair Worker II 5,036$ 5,288$ 5,552$ 5,830$ 6,122$
7294 Facility Repair Worker III 5,420$ 5,691$ 5,976$ 6,274$ 6,588$
7108 Fire Prevention Inspector I 6,826$ 7,168$ 7,526$ 7,902$ 8,298$
7107 Fire Prevention Inspector II 7,525$ 7,902$ 8,297$ 8,712$ 9,147$
7298 IT Help Desk Supervisor 6,699$ 7,034$ 7,385$ 7,755$ 8,142$
7243 Librarian I 5,225$ 5,486$ 5,760$ 6,048$ 6,351$
7244 Librarian II 5,488$ 5,763$ 6,051$ 6,353$ 6,671$
2404 Library Aide 2,504$ 2,630$ 2,761$ 2,899$ 3,044$
7246 Library Assistant I 3,440$ 3,612$ 3,793$ 3,982$ 4,181$
7247 Library Assistant II 3,890$ 4,085$ 4,289$ 4,504$ 4,729$
7248 Library Circulation Supervisor*4,974$ 5,223$ 5,484$ 5,758$ 6,046$
City of San Rafael
SEIU - SALARY SCHEDULE
Effective February 3, 2020
2405 Library Tech Services Supervisor 4,974$ 5,223$ 5,484$ 5,758$ 6,046$
7292 Literacy Program Supervisor 6,055$ 6,358$ 6,676$ 7,009$ 7,360$
7249 Mail and Stores Clerk 3,700$ 3,885$ 4,079$ 4,283$ 4,497$
7255 Network Analyst 6,091$ 6,395$ 6,715$ 7,051$ 7,403$
7274 Network Support Technician 4,659$ 4,892$ 5,136$ 5,393$ 5,663$
7285 Office Assistant I 3,523$ 3,699$ 3,884$ 4,079$ 4,283$
7284 Office Assistant II 3,980$ 4,179$ 4,388$ 4,607$ 4,838$
7256 Park Equipment Mechanic 5,290$ 5,554$ 5,832$ 6,124$ 6,430$
7257 Parking Attendant I 2,017$ 2,118$ 2,224$ 2,335$ 2,452$
7275 Parking Attendant II 2,221$ 2,332$ 2,449$ 2,572$ 2,700$
6208 Parking Enforcement Officer 4,921$ 5,167$ 5,425$ 5,696$ 5,981$
6212 Parking Equipment Technician 4,681$ 4,915$ 5,161$ 5,419$ 5,690$
6209 Parking Maintenance & Collections 4,681$ 4,915$ 5,161$ 5,419$ 5,690$
6211 Parking Operations Supervisor 6,435$ 6,757$ 7,095$ 7,449$ 7,822$
7258 Parks & Graffitti Worker 4,246$ 4,458$ 4,681$ 4,915$ 5,161$
2123 Parks Lead Maintenance Worker 5,420$ 5,691$ 5,976$ 6,274$ 6,588$
7271 Parks Maintenance Supervisor 6,435$ 6,757$ 7,095$ 7,450$ 7,822$
7236 Parks Maintenance Worker I 4,458$ 4,681$ 4,915$ 5,161$ 5,419$
7238 Parks Maintenance Worker II 4,681$ 4,915$ 5,161$ 5,419$ 5,690$
7296 Permit Services Coordinator 6,435$ 6,757$ 7,095$ 7,450$ 7,822$
7261 Planning Technician 4,659$ 4,892$ 5,136$ 5,393$ 5,663$
9453 Principal Planner*8,612$ 9,042$ 9,494$ 9,969$ 10,468$
7234 Printing Press Operator 4,607$ 4,837$ 5,079$ 5,333$ 5,600$
1201 Program Coordinator 4,896$ 5,141$ 5,398$ 5,667$ 5,951$
7290 Public Works Dispatcher 4,681$ 4,915$ 5,161$ 5,419$ 5,690$
7263 Revenue Supervisor 7,236$ 7,598$ 7,978$ 8,377$ 8,795$
2309 Senior Building Inspector 7,077$ 7,431$ 7,802$ 8,193$ 8,602$
7219 Senior Building Technician 5,403$ 5,673$ 5,956$ 6,254$ 6,567$
7265 Senior Library Assistant 4,086$ 4,290$ 4,504$ 4,730$ 4,966$
7264 Senior Planner 7,445$ 7,818$ 8,208$ 8,619$ 9,050$
2204 Sewer Lead Maintenance Worker 5,977$ 6,275$ 6,589$ 6,919$ 7,265$
7266 Sewer Maintenance Worker I 4,797$ 5,037$ 5,288$ 5,553$ 5,830$
7267 Sewer Maintenance Worker II 5,162$ 5,420$ 5,691$ 5,976$ 6,274$
7281 Sewers Supervisor 6,756$ 7,094$ 7,449$ 7,821$ 8,212$
7269 Shop & Equipment Supervisor 6,435$ 6,757$ 7,095$ 7,450$ 7,822$
7280 Street Lead Maintenance Worker 5,420$ 5,691$ 5,976$ 6,274$ 6,588$
7209 Street Maintenance Supervisor 6,435$ 6,757$ 7,095$ 7,450$ 7,822$
7250 Street Maintenance Worker I 4,458$ 4,681$ 4,915$ 5,161$ 5,419$
7251 Street Maintenance Worker II 4,681$ 4,915$ 5,161$ 5,419$ 5,690$
7283 Street Sweeper Operator 4,915$ 5,161$ 5,419$ 5,690$ 5,975$
7245 Supervising Librarian 6,055$ 6,358$ 6,676$ 7,009$ 7,360$
8523 Supervising Parking Enforcement Officer 5,534$ 5,810$ 6,101$ 6,406$ 6,726$
7288 Supervising Vehicle/Equipment Mechanic 5,693$ 5,977$ 6,276$ 6,590$ 6,920$
7286 Vehicle/Equipment Mechanic I 4,797$ 5,037$ 5,288$ 5,553$ 5,831$
7287 Vehicle/Equipment Mechanic II 5,290$ 5,554$ 5,832$ 6,123$ 6,430$
2131 Volunteer Program Assistant 4,721$ 4,957$ 5,205$ 5,465$ 5,738$
*Change per FY 19/20 Mid-Year Budget review; 2/3/2020 Council action
Exhibit B
Grade Position A B C D E
7122 ADMIN ASST I (CONFIDENTIAL)$4,367 $4,585 $4,815 $5,055 $5,308
7123 ADMIN ASST II (CONFIDENTIAL)$4,815 $5,056 $5,308 $5,574 $5,853
7215 ADMIN ASSISTANT TO THE CM $5,586 $5,865 $6,158 $6,466 $6,790
7207 ADMIN ASST TO THE CHIEF OF POLICE $4,938 $5,185 $5,444 $5,716 $6,002
2106 ASSOCIATE MANAGEMENT ANALYST $5,491 $5,765 $6,054 $6,356 $6,674
2127 HUMAN RESOURCES COORDINATOR $6,613 $6,943 $7,290 $7,655 $8,038
2109 HUMAN RESOURCES REPRESENTATIVE I $5,457 $5,730 $6,017 $6,318 $6,634
2110 HUMAN RESOURCES REPRESENTATIVE II $6,012 $6,312 $6,628 $6,960 $7,307
7242 LEGAL ASSISTANT I $5,586 $5,865 $6,158 $6,466 $6,790
9205 LEGAL ASSISTANT II $6,155 $6,463 $6,786 $7,125 $7,482
7204 MANAGEMENT ANALYST $6,040 $6,342 $6,660 $6,992 $7,342
7203 PAYROLL TECHNICIAN $5,673 $5,957 $6,255 $6,567 $6,896
7316 PRINCIPAL ACCOUNTANT $7,394 $7,763 $8,151 $8,559 $8,987
2136 SENIOR ADMIN ASST (CONFIDENTIAL)$5,184 $5,443 $5,716 $6,001 $6,301
2130 SENIOR ACCOUNTANT $6,587 $6,917 $7,263 $7,626 $8,007
**Change per FY 19/20 Mid-Year Budget review; 2/3/2020 Council action
PEU LOCAL 1 - CONFIDENTIAL
SALARY SCHEDULE
Effective February 3, 2020
City of San Rafael
Job Class Specification
Job Title: Human Resources Operations Manager
SUMMARY:
To manage and direct a division and/or assist the Human Resources Director in managing the
day to day functions of the Human Resources Department in the areas of recruitment and
retention, classification, compensation, training, benefits, labor relations and workers’
compensation programs; performs highly complex managerial and professional level work in the
implementation of the Human Resources goals and objectives; perform related work as
directed.
SUPERVISION RECEIVED AND EXERCISED:
Receives general direction from the Human Resources Director. Supervises professional,
technical and support staff assigned to the department.
CLASS CHARACTERISTICS:
This single position class will be assigned to oversee all day to day Human Resources functions
including full responsibility in benefit administration and assistance to the Human Resources
Director in Employee and Labor Relations functions. This class is distinguished from the
Human Resources Director in that the latter has the overall management responsibility for all
personnel services, activities and functions.
EXAMPLES OF RESPONSIBILITIES AND DUTIES responsibilities and duties may include, but
are not limited to the following:
• Assists in the development and implementation of goals, objectives, polices, procedures
and work standards for the department; assists in administering the department’s budget.
• Plans, organizes, administers, reviews and evaluates the activities of professional and
technical support staff. Assist the Human Resources Director in employee relations and
labor negotiations.
• Confers with City employees regarding personnel, employee relations, or related
activities or problems and may assist the Director in conferring with supervisors and
managers on the same matters.
• Prepare complex written reports and make presentations to the City Council as required.
• Assists the Director in managing the training program for the City in assessing training
needs and in developing programs to enhance the skill and performance level of
employees.
• Selects assigned staff and provides for their training and professional development;
interprets City policies and procedures to employees.
• Directs and conducts analytical studies; develops and reviews reports of findings,
alternatives and recommendations.
• Helps in preparing the department’s annual operating budget; monitors expenditures to
ensure that the department operates within the allocated budget.
• Oversees the recruitment testing and certification program for the City; reviews and
approves recruitment and examination plans for open and promotional recruitments using
established guidelines and authorities; works with subordinate staff to design and
implement appropriate internal procedures to assure that the recruitment, testing and
certification meet accepted standards.
• Periodically review an evaluates established recruitment and selection procedures and
recommends and implements changes when required.
• Manages and directs the City’s employee benefits program including leave management
programs; negotiates with insurance carriers on rates and coverage; works with
insurance brokers to obtain the best rates and coverage for a variety of products;
monitors industry trends and recommends strategies to the Human Resources Director
dealing with cost and quality.
• Participate in labor relations activities, including contract negotiations, meet and confer
sessions and meet and consult sessions.
• Serve as HR lead regarding Information Systems/Technological management; explore
the application of new human resource technologies to the division’s function and
programs and recommends the acquisition of technologies when appropriate.
• May be required to conduct investigations into discrimination complaints and make
recommendations for resolving complaints; coordinates city response to state and federal
enforcement agencies when required.
KNOWLEDGE OF:
• The principles, practices and techniques of personnel assessment and employment
testing including, but not limited to the Uniform Guidelines on Employee Selection
Procedures; the Standards for Educational and Psychological Testing and other
authorities.
• The principles, practices and techniques of position classification and compensation
management.
• Principles, practices and technique of program analysis.
• Pertinent Federal, State and local laws, codes and regulations dealing with the
employment process.
• The principles, practices and techniques of employment benefit management.
• The principles, practices and techniques of employee evaluation and performance
management programs and employee counseling.
ABILITY TO:
• Resolve complex personnel management issues in a constructive manner.
• Plan, direct and supervise the work of professional, technical and support staff; develop
work plans and monitor job performance; conduct performance reviews.
• Prepare complex written reports in a clear and precise manner.
• Analyze data and develop appropriate conclusions.
• Make public presentations before the City Council and other authorities.
• Maintain cooperative and constructive relationships with the position’s stakeholders.
• Apply rules, regulations, labor agreements, state and federal laws to complex personnel
management problems.
• Use a variety of computer applications to manage information.
MINIMUM QUALIFICATIONS:
Sufficient education, training and/or work experience to demonstrate possession of the following
knowledge, skills and abilities which would typically be acquired through:
Possession of a bachelor’s degree with major course work in business or public administration,
industrial relations, human resources management or a closely related filed and five years of
professional experience in public administration required, including two years of direct
supervision preferably in a public agency. A Master’s degree in Human Resources
Management, Public Administration or a related field is preferred.
FLSA Status: Exempt
Prepared By: MRG Consulting / City of San Rafael
Prepared Date: February 2020
Approved Date:
City of San Rafael
Job Class Specification
Job Title: Library and Recreation Director
SUMMARY:
Directs the City's library, recreation, arts and childcare programs and facilities.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. This list is meant to
be representative, not exhaustive. Some incumbents may not perform all the duties listed while
in other cases related duties may also be assigned.
• Provides administrative oversight to the Library and Recreation Department.
• Develops and administers department-wide policies and procedures. Interprets and
applies City policies, procedures, rules and regulations.
• Directs, oversees and participates in the development of the Department's work plan to
include long-range plans to meet community needs.
• Plans and directs the design and development of new programs and facilities and
improvements to existing programs and facilities.
• Assigns work activities, projects and programs; monitors workflow; reviews and
evaluates work products, methods and procedures.
• Supervises and participates in the development and administration of the Library and
Recreation budget. Directs the forecast of additional funds needed for staffing,
equipment, materials and supplies. Monitors and approves expenditures and implements
mid-year adjustments.
• Serves as the appointing authority for the department, selecting, hiring, evaluating and
disciplining staff. Oversees ongoing staff development.
• Analyzes problems, identifies alternative solutions, projects consequences of proposed
actions and implements recommendations in support of department and City goals.
• Conducts research, prepares and presents reports to the City Manager, City Council, the
Parks and Recreation Commission, the Board of Library Trustees, and the Measure D
Committee.
• Develops programs to encourage community participation regarding parks, recreation
and libraries.
• Performs related duties as required.
KNOWLEDGE OF:
• Principles, practices and methods used in recreation, library, arts and childcare
administration and management.
• Principles and practices of program and facility design and maintenance.
• Principles and practices of leadership, motivation, team building and conflict resolution.
• Pertinent local, State and Federal laws, rules and regulations.
• Organizational and management practices as applied to the analysis and evaluation of
programs, policies and operational needs.
• Principles and practices of organization, administration and personnel management.
• Principles and practices of budget preparation and administration.
• Principles of supervision, training and performance evaluation.
• PCs and related software.
ABILITY TO:
• Plan, direct and control the administration and operations of the Library and Recreation
department.
• Develop short, intermediate and strategic plans.
• Develop and implement department policies and procedures.
• Successfully develop, control and administer departmental budget and expenditures.
• Analyze budget and technical reports, forecast trends and estimate costs.
• Know and interpret laws, regulations, codes and procedures.
• Plan programs, facilities and renovations.
• Promote and market library and recreation activities and events.
• Supervise, train and evaluate assigned personnel.
• Manage a large staff of full and part-time employees.
• Problem solve department related issues.
• Gain cooperation through discussion and persuasion.
• Communicate clearly and concisely, both orally and in writing.
• Establish and maintain effective working relationships with those contacted in the course
of work.
EDUCATION and/or EXPERIENCE:
Any combination of education and experience that demonstrates possession of the requisite
knowledges, skill and abilities. A typical way to obtain these would be a bachelor’s degree in
recreation administration, library science, public administration, or related field, and seven years
of experience in municipal recreation administration including a senior supervisory and
management role with budget and revenue generation experience. A Master’s Degree is
desirable.
CERTIFICATES, LICENSES, REGISTRATIONS:
Must possess and maintain a valid California Class C driver’s license and have a satisfactory
driving record. Maintenance of a valid California driver’s license is a condition of employment.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an
employee to successfully perform the essential functions of this job. Reasonable
accommodations may be made to enable individuals with disabilities to perform the essential
functions.
While performing the duties of this job, the employee is regularly required to stand, walk, and
talk or hear. The employee frequently is required to sit; use hands to finger, handle, or feel; and
reach with hands and arms. The employee must regularly lift and/or move up to 10 pounds and
occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job
include close vision, distance vision, peripheral vision, depth perception, and ability to adjust
focus.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently exposed to video display and
outdoors weather conditions and frequently works in evenings or weekends and inside
environmental conditions. The employee occasionally works with use of personal vehicle. The
noise level in the work environment is usually moderate.
Prepared By: Catherine Quffa/Susan Andrade-Wax
Prepared Date: August 2019
Bargaining Unit: Unrepresented Executive Management
Exempt Status: Exempt
Approved:
City of San Rafael
Job Class Specification
Job Title: Principal Planner
SUMMARY:
This position is a lead Supervisor, non-mid-management-level position committed to seeking
innovative solutions, fostering cross-department partnerships and modeling an inclusive and
supportive environment. The position performs a variety of management and complex planning
functions which may include the supervision of either the Current or Long-Range Planning sections of
the Planning Division and/or as a cross department co-lead for special projects related to permit
services improvement programs. Supervises subordinate members of the Planning Division.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. This list is meant to be
representative, not exhaustive. Some incumbents may not perform all the duties listed while in other
cases related duties may also be assigned.
• Plans, organizes, and directs the overall work activities of the long-range planning, current
planning, and/or permit service programs.
• Reviews and evaluates the job performance of subordinate personnel, identifies professional
development needs, and provides training as needed.
• Oversees the review and analysis of development proposals or planning studies, including
participation in more complex and major projects.
• Interprets, implements, and enforces the General Plan, zoning codes, and other codes related
to the maintenance of community standards.
• Make presentations on planning background recommendations before the Design Review
Board, Planning Commission, City Council, community groups and organizations.
• Works with other City departments and governmental jurisdictions in coordinating the division's
programs and projects.
• Conducts research and analysis of land use and related issues. Prepares environmental review
documents. Prepares written reports.
• Supervises a professional and clerical planning staff.
• Solicit, select, contract with and manage consulting contracts.
• Produces and/or Coordinates public events, committee meetings, and community workshops.
• Assists the Director with budget preparation and manages the section’s budget.
• Assigns new project applications, monitors/manages workload, creates procedures and
guidelines to improve permitting process.
• Serves as lead advisor to the Planning Commission. Coordinates the agenda for Planning
Commission meetings.
• Performs related duties as required.
KNOWLEDGE OF:
• Principles, methods and practices of urban planning and zoning administration
• California Planning Law, Environmental Quality Act and Subdivision Map Act
• Principles and practices of effective organizations
• Principles of supervision/and emerging trends in effective supervision
• Current and Long-Range Planning.
ABILITY TO:
• Plan, organize and coordinate section personnel, programs and project
• Formulate and implement administrative procedures
• Collect, analyze, interpret and apply complex zoning and planning data.
• Make effective decisions regarding planning and zoning.
• Communicate effectively, orally and in writing.
• Plan for and facilitate effective community meetings.
• Work effectively with the public, community groups, boards and commissions, other City
personnel and governmental jurisdictions.
• Ability to attend evening meetings.
EDUCATION AND/OR EXPERIENCE:
Any combination of education and experience that demonstrates possession of the requisite
knowledges, skill and abilities. A typical way to obtain these would be:
• AICP Certification or Masters in planning; and
• five years municipal planning experience including two years in a lead or supervisory position.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of this job. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential functions. While performing the duties of this
job, the employee is regularly required to stand, walk, sit, and talk or hear. The employee frequently is
required to use hands to finger coordination, handle, or feel and reach with hands and arms. The
employee is occasionally required to climb or balance and stoop, kneel, crouch, or crawl. The employee
must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral
vision, depth perception, and ability to adjust focus.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an emp loyee
encounters while performing the essential functions of this job. Reasonable accommodations may be
made to enable individuals with disabilities to perform the essential functions. While performing the
duties of this job, the employee is regularly exposed to video display and regularly works in inside
environmental conditions. The employee is occasionally exposed to outdoor weather conditions and
occasionally works in evenings or weekends and occasionally works with use of personal vehicle. The
noise level in the work environment is usually quiet.
FLSA Status: Non-exempt
Prepared By: City of San Rafael
Prepared Date: February 2020
Approved Date: