Title
Adoption of Resolution Approving a Compensation Plan Between Alameda Municipal Power Unrepresented Management Employees and the City of Alameda for the Period Commencing February 23, 2014, and Ending December 26, 2015. (Human Resources 2510)
Body
To: Honorable Mayor and Members of the City Council
From: John A. Russo, City Manager
Re: Adopt a Resolution Approving a Compensation Plan Between Alameda Municipal Power Unrepresented Management Employees and The City of Alameda for the Period Commencing February 23, 2014, and ending December 26, 2015
BACKGROUND
On November 19, 2013, the City of Alameda received a Petition for Modification of the existing Alameda Management and Confidential Employees Association ("MCEA") which was filed on behalf of various classifications of employees assigned to Alameda Municipal Power ("AMP"). Pursuant to the procedures set forth in the City's Employer-Employee Relations Resolution, City of Alameda Resolution 7476, ("EERR"), and the related Rules and Regulations implementing the EERR, City of Alameda Resolution No. 7477 ("Rules and Regulations"), the City's Municipal Employee Relations Officer ("MERO"), Elizabeth Warmerdam, reviewed the Petition for Modification and concluded that the composition of the proposed unit was appropriate, with the exception of five classifications. Those classifications included the four Assistant General Manager classifications and the Senior Human Resources Analyst classification, which were determined to share a different community of interest than that shared by the other classifications identified in the Petition.
This decision became final on February 23, 2014. The five classifications that were determined not to be appropriate for inclusion within the new bargaining unit were removed from the MCEA bargaining unit and were designated as the Alameda Municipal Power Unrepresented Employees (AMPU). The attached Resolution approves a salary schedule and compensation plan for the five classifications in this employee group.
DISCUSSION
The Petition for Modification sought to modify the existing bargaining unit represented by MCEA by severing 32 classifications assigned to AMP and placing them in a new bargaining unit. As MERO, Ms. Warmerdam reviewed these classifications to determine whether they did indeed represent different communities of interest than the classifications from which they were separated. The fact that the majority of these classifications were specific to AMP and shared knowledge specific to an electric utility were important factors in making this determination. At the same time, she determined that the most senior management classifications, Assistant General Manager - Administration, Assistant General Manager - Energy Resources Planning, Assistant General Manager - Customer Resources, Assistant General Manager - Engineering and Operations, and the Senior Human Resources Analyst specific to AMP did not share a sufficient community of interest with the newly proposed bargaining unit because of their close relationship to executive management and their need to exercise their management and human resources functions over the newly created bargaining unit. Therefore, Ms. Warmerdam determined that while these classifications were eligible for removal from the MCEA unit, they were not eligible for inclusion into EUPA.
Ms. Warmerdam found that all procedural requirements of the EERR and the Rules and Regulations were satisfied to proceed with the creation and formal recognition of the proposed new bargaining unit. Therefore, on February 12, 2014, Ms. Warmerdam served notification that gave formal recognition to EUPA and removed the affected classifications from MCEA and placed them in the newly formed EUPA, effective February 23, 2014.
Also effective February 23, 2014, the classifications of Assistant General Manager - Administration, Assistant General Manager - Energy Resources Planning, Assistant General Manager - Customer Resources, Assistant General Manager - Engineering and Operations and the Senior Human Resources Analyst specific to AMP, were removed from the MCEA bargaining unit and were designated as the Alameda Municipal Power Unrepresented Employees (AMPU).
While these five classifications are now unrepresented, they are free to seek representation at any time. AMPU met with City management and it was determined that they will have their own compensation plan, similar in manner to the plan which governs the classifications making up Executive Management Employees (EXME), who are also unrepresented. In addition, the initial provisions and salaries would reflect the same provisions and salaries as those found in the current MCEA contract.
Because there is also an MCEA Senior Human Resources Analyst, the classification of Senior Human Resources Analyst that is specific to AMP has been changed to Senior Human Resources Analyst - AMP to accommodate the unique needs of AMP and to avoid potential confusion with the MCEA-designated Senior Human Resources Analyst classification.
The attached Compensation Plan and Salary Schedule is for the period February 23, 2014 through December 26, 2015. Appendix A to Compensation Plan is the Salary Schedule for the classifications of AMPU.
FINANCIAL IMPACT
No budget adjustments are required apart from those changes which were already anticipated from the MCEA MOU.
ENVIRONMENTAL REVIEW
Adopting this resolution is not a project under CEQA in that it is a continuing administrative activity, such as a personnel related action. CEQA Guidelines, section 15378(b)(2).
RECOMMENDATION
Adopt a Resolution approving a compensation plan between Alameda Municipal Power Unrepresented Management Employees and the City of Alameda for the period commencing February 23, 2014, and ending December 26, 2015.
Respectfully submitted,
Stephanie Garrabrant-Sierra, Administrative Services Director
Financial Impact section reviewed,
Fred Marsh, Finance Director
Exhibit:
1. AMPU Compensation Plan