DATE: September 11, 2024
TO: Honorable Mayor and City Councilmembers
FROM: Human Resources Department
TITLE: MODIFY AN EXISTING HUMAN RESOURCES TECHNICIAN POSITION WITHIN THE HUMAN RESOURCES DEPARTMENT TO A HUMAN RESOURCES ANALYST I POSITION
RECOMMENDATION
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Staff recommends that the City Council approve the modification of an existing authorized Human Resources Technician position to a Human Resources Analyst I position within the Human Resources Department.
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BACKGROUND AND ANALYSIS
The Human Resources (HR) Department currently has a vacant HR Technician position which has historically provided support on routine and procedural (i.e., transactional) tasks that require technical knowledge but do not demand the comprehensive analytical skills or independent judgment required for more complex HR issues. In contrast, the HR Analyst I position is a professional level role that involves a full range of analytical and administrative responsibilities. The HR Analyst I is expected to perform more complex tasks independently, contribute to policy formulation, and provide advanced support in areas such as benefits administration, recruitment, and job analysis.
In assessing the needs of our organization, and considering the current operational strengths and challenges of the HR Department as it is currently structured, staff believes that upgrading the current HR Technician classification to an HR Analyst will provide the following advantages:
1) Expanded scope of responsibilities: Transitioning the current HR Technician role to an HR analyst I position would enable the incumbent to take on a lead role in critical functions such as the annual benefits renewal and open enrollment process, requiring a higher level of analytical skills and independent decision making.
2) Enhanced Analytical Capabilities: The HR Analyst I is expected to conduct in-depth analysis of benefits trends and provide recommendations for plan enhancements. This level of analysis is beyond the scope of an HR Technician and is essential for ensuring that the City’s benefits programs remain competitive and cost effective.
3) Leadership and Coordination: The HR Analyst I would lead the Wellness Committee, coordinating activities across various pillars of wellness. This requires strategic planning, cross-departmental collaboration, and leadership skills that are more aligned with the responsibilities of an HR Analyst than an HR Technician.
4) Increased Span of Control: The HR Analyst I would have a broader span of control, taking on responsibilities that require minimal supervision, such as managing Family and Medical Leave Act (FMLA) cases and responding to benefit surveys and audits. This expanded scope allows for more efficient management of HR functions, reducing the need for constant oversight and enabling the HR Department to operate more efficiently.
FISCAL IMPACT
The cost of the HR Analyst I position is estimated at $133,554 at the C-Step rate in Fiscal Year 2024-25. Staff anticipates this position will be filled in October and will not have a fiscal impact for FY 24-25 due to projected Departmental vacancy savings. The budget allocated for the HR Technician position in FY 2024-25 is $132,097. The estimated difference in annual cost for FY 24-25 between the HR Analyst I and the HR Technician is approximately $1,457. Assuming the proposed changes are approved as requested, the estimated remaining budget will be $31,931 in the current fiscal year due to the three months July through September the HR Technician position has remained vacant. Therefore, sufficient funds are available. Increase in future years’ cost will be funded during the normal budget process.
|
Estimated Fully Burdened Cost |
FY 2024-25 |
|
HR Analyst I - C Step |
$133,554 |
|
HR Technician PCN AD26HR01 budgeted |
132,097 |
|
|
|
|
Cost Increase |
1,457 |
COMMISSION OR COMMITTEE REPORT
Does not apply.
CITY ATTORNEY’S ANALYSIS
Does not apply.
end
Prepared by: Robert O’Brien, Deputy City Manager
Reviewed by: Jill Moya, Financial Services Director
Submitted by: Jonathan Borrego, City Manager