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CITY MANAGER'S DEPARTMENT STAFFING
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Last modified
11/9/2017 4:50:11 PM
Creation date
10/31/2017 1:46:50 PM
Metadata
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Template:
Staff Reports
Legislative Body
City Council
Document Type
Staff Report
Date
11/6/2017
Retention Period
10 Years
Retention Date
11/6/2027
Department
Administrative Services
Subject
CITY MANAGER'S DEPARTMENT STAFFING
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APPROVED <br /> ��' /4( 17 <br /> CITY COUNCIL NOVEMBER 6, 2017 <br /> CONSENT CALENDER <br /> SUBJECT: CITY MANAGER'S DEPARTMENT STAFFING <br /> INITIATED BY: ADMINISTRATIVE SERVICES DEPARTMENT '' <br /> (Christof Schroeder, Director of Administrative Servic s) <br /> (Susan Schumacher, Human Resources Manager) <br /> STATEMENT ON THE SUBJECT: <br /> The City Council will consider approval of several changes related to staffing in the City <br /> Manager's Department staff. <br /> RECOMMENDATIONS: <br /> 1. Approve a new Division within the City Manager's Department titled Community <br /> and Legislative Affairs. <br /> 2. Approve a new position titled Community and Legislative Affairs Manager within <br /> the City Manager's Department, including the job specification, and authorize <br /> salary placement at Grade 2131. <br /> 3. Approve the change of Neighborhood Services Coordinator position title to <br /> Community Affairs Coordinator. <br /> 4. Approve the elimination of the Legal Services and Legislative Affairs Manager <br /> within the Administrative Services Department. <br /> 5. Approve the reclassification of the Assistant to the City Manager within the City <br /> Manager's Department, including the revised job specification, and authorize a <br /> salary placement change from Grade 4290 to Grade 2131. <br /> BACKGROUND / ANALYSIS: <br /> Based on direction provided by the City Council, the Human Resources Division <br /> conducted a comprehensive review of staffing needs in the City Manager's Department. <br /> This review included an analysis of the best utilization of existing staff, effective use of <br /> financial resources and increasing efficiency of internal communication processes. To <br /> ensure a comprehensive review, information was collected and evaluated from <br /> interviews with each Councilmember, the City Manager, and key department staff <br /> members. <br /> Responsiveness and support to the community was a consistent theme from the <br /> interviews along with the belief that the foundation for the staffing design must be <br /> community service based. Another key point taken from the interviews included <br /> Page 1 of 6 <br /> AGENDA ITEM 2.G. <br />
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