HomeMy Public PortalAbout04 April 12, 2006 Executive Committee76454
RIVERS/DE COUNTY TRANSPORTATION COMMISSION
EXECUTIVE COMMITTEE
(COMMISSIONERS MARION ASHLEY, BOB BUSTER, ROGER BERG, TERRY HENDERSON,
ROBIN LOWE, JEFF MILLER, JEFF STONE, JOHN TAVAGLIONE, MICHAEL WILSON, ROY WILSON)
9:00 A.M.
Wednesday, April 12, 2006
County of Riverside Administrative Center
Conference Room A
4080 Lemon Street, 3'd Floor, Riverside
In compliance with the Americans with Disabilities Act and Government Code
Section 54954.2, if you need special assistance to participate in an Executive
Committee meeting, please contact the Clerk of the Board at
(951) 787-7141. Notification of at least 48 hours prior to meeting will assist staff
in assuring that reasonable arrangements can be made to provide accessibility at
the meeting.
1. CALL TO ORDER
2. PUBLIC COMMENTS
3. APPROVAL OF MINUTES - FEBRUARY 8, 2006
4. ADDITIONS/REVISIONS (The Committee may add an item to the Agenda
after making a finding that there is a need to take immediate action on the
item and that the item came to the attention of the Committee subsequent
to the posting of the agenda. An action adding an item to the agenda
requires 2/3 vote of the Committee. If there are less than 2/3 of the
Committee members present, adding an item to the agenda requires a
unanimous vote. Added items will be placed for discussion at the end of the
agenda.)
11.36.21
RCTC Executive Committee Agenda
April 12, 2006
Page 2
5. CLASSIFICATION AND COMPENSATION STUDY AND RECOMMENDATIONS
Overview
This item is for the Committee to:
1) Reclassify Administrative Analyst on Range 5 to Clerk of the Board
on Range 8, ($6,847-$9,243), with a corresponding promotional pay
increase. This position will assume oversight of the Commission's
agenda, records management, and information technology services;
2) Establish Administrative Assistant on Range 4, ($3,818-$5,155), to
provide support to the Clerk of the Board;
3) Reclassify the Accounting Manager in the Finance Department on
Range 7 to the new Accounting and Human Resources Manager
position on Range 9, ($7,361-$9,937), with a corresponding
promotional pay increase. This position will continue to have general
professional accounting responsibilities and supervise accounting
support personnel, as well as handle payroll and personnel
administration duties;
4) Upgrade the Executive Assistant from Range 3 to Range 5
($4,398-$5,938) with a corresponding promotional pay increase,
given its assumed responsibility for designated office support
personnel, and given market rate movement;
5) Reclassify the Programming and Administration Director on Range 11
to Deputy Executive Director on Range 12 ($10,708-$14,456) to
reflect the accountability of this position for all administrative
functions, including finance, personnel, information technology,
board services, and regional programs;
6) Reclassify the Office Assistant position to Senior Office Assistant on
Range 2 ($2,545-$3,436) with a corresponding promotional pay
increase to account for increased records management and
administrative duties;
7) Establish a Senior Staff Analyst classification on Range 7,
($5,589-$7,545) in order to establish a career path for designated
positions that will assume a greater range of responsibility for
complex projects and assignments, and to provide staffing flexibility
to management, while maintaining internal equity;
8) Modify the pay structure to incorporate the new staff assignments
and market increases since July 1, 2005, and adopt the new class
specifications that have been prepared. A general pay structure
increase will only need to be considered for the 2007-2008 Fiscal
Year, based on market movement;
RCTC Executive Committee Agenda
April 12, 2006
Page 3
9) Approve the revised organizational chart to reflect the proposed
changes; and
10) Approve a budget adjustment of $38,370 for salaries and benefits to
support the proposed reclassifications and upgrades.
6. INJURY AND ILLNESS PREVENTION PROGRAM
Overview
This item is for the Committee to:
1) Approve the Injury and Illness Prevention Program; and
2) Adopt Resolution No. 06-005, "A Resolution of the Riverside County
Transportation Commission Regarding the Injury and Illness
Prevention Program."
7. CLOSED SESSION ITEM
A. CONFERENCE WITH LABOR NEGOTIATORS
Pursuant to Section 54957.6
Agency Representative: Executive Director
Title of Unrepresented Employees: Deputy Executive Director
i 8. ADJOURNMENT
The next Executive Committee meeting is scheduled to be held at 9:30 a.m.,
Wednesday, May 10, 2006, Conference Room A, County of Riverside
Administrative Center, 4080 Lemon Street, Third Floor, Riverside.
AGENDA ITEM 3
MINUTES
RIVERSIDE COUNTY TRANSPORTATION COMMISSION
EXECUTIVE COMMITTEE
April 12, 2006
Minutes
1. CALL TO ORDER
Chair Marion Ashley called the meeting to order at 9:10 a.m., on
Wednesday, April 12, 2006 at the Riverside County Transportation
Commission's Conference Room A, 4080 Lemon Street, Third Floor,
Riverside, California 92501.
Commissioners Present
Marion Ashley
Roger Berg
Bob Buster
Terry Henderson
Jeff Miller
Jeff Stone
John Tavag►lone
Michael Wilson
Roy Wi►son
2. PUBLIC COMMENTS
There were no public comments.
3. APPROVAL OF MINUTES
Commissioners Absent
Robin Lowe
M/S/C (Henderson/R. Wilson) to
February 8, 2006 as submitted.
approve the
minutes of
Abstain: Berg
ADDITIONS/REVISIONS
Eric Haley noted a revision to Agenda Item 5, "Classification and
Compensation Study and Recommendations".
5. APPROVAL OF REVISED 401(A) DEFINED CONTRIBUTION QUALIFIED
PLAN LOAN GUIDELINES AND 457 DEFERRED COMPENSATION
PLAN LOAN PROGRAM AND GUIDELINES AND ADOPTION OF
RESOLUTIONS 06-001 AND 06-002
Anne Mayer, Programming and Administration Director, presented the
revised 401(a) Defined Contribution Qualified Plan Loan Guidelines and
the new 457 Deferred Compensation Plan Loan Program and
Guidelines to the Committee.
At Commissioners Bob Buster and Terry Henderson's requests, Anne
Mayer reviewed the Default and Cure Period and the Rules and
Limitations Governing Loans provisions of the policies.
M/S/C (R. Wilson/Buydos)
1) Approve the revised 401(a) Defined Contribution
Qualified Plan Loan Guidelines;
2) Adopt Resolution 06-001, "Resolution of the Riverside
County Transportation Commission Adopting a Loan
Policy for Its Governmental Money Purchase Plan';•
3) Approve the 457 Deferred Compensation Plan Loan
Program and Guidelines; and,
4) Adopt Resolution 06-002, 'Resolution of the Riverside
County Transportation Commission Adopting a Loan
Policy for Its Deferred Compensation Plan".
6. PROPOSED 2006 COMMITTEES MEETING SCHEDULE AND TRANSIT
POLICY COMMITTEE MEMBERSHIP
Jennifer Harmon, Acting Clerk of the Board, presented the proposed
2006 Committee meeting schedule reflecting a time change for the
Budget and Implementation and Transit Policy Committees. She
stated that the Commissioners for the respective Committees were
polled to seek feedback on the newly proposed times and presented
the responses.
Eric Haley, Executive Director, recommended re -polling the Transit
Policy Committee members to identify a new day and time for the
meeting, possibly on the 3rd Wednesday or Thursday of the month to
ensure timely submission of items to the Commission.
Commissioner Henderson requested staff explore video conferencing
methods to allow members of the Commission in areas such as the
Coachella Valley and the city of Blythe to attend meetings and avoid
extensive commutes and reduce traffic congestion.
The Committee then discussed the augmentation of the Transit Policy
Committee and determined to increase the membership to
11 members to better represent the transit areas.
M/S/C (Henderson/Buster) to:
1) Approve a new meeting time of 9:30 a.m. for the Budget
and Implementation Committee;
2) Direct staff to poll the Transit Policy Committee members
to identify a new day and time for the meetings;
3) Approve an increase in the membership of the Transit
Policy Committee to 11 members to augment the
representation of the transit areas; and
4) Direct staff to work with the County, CVAG, and the city
of Blythe to explore videoconferencing methods and
costs.
7. ADJOURNMENT
There being no other items to be considered, the Executive Committee
meeting adjourned at 8:45 a.m. The next meeting is scheduled to be
held at 8:00 a.m., Wednesday, March 8, 2006.
Respectfully submitted,
Jennifer Harmon
Acting Clerk of the Board
AGENDA ITEM 5
RIVERSIDE COUNTY TRANSPORTATION COMMISSION
DATE:
April 12, 2006
TO:
Executive Committee
FROM:
Barry Newton, Compensation Consultant
Creative Management Solutions, Inc.
THROUGH:
Eric Haley, Executive Director
Anne Mayer, Programming and Administration Director
SUBJECT:
Classification and Compensation Study and Recommendations
CONSULTANT RECOMMENDATION:
This item is for the Committee to:
1) Reclassify Administrative Analyst on Range 5 to Clerk of the Board on
Range 8, ($6,847-$9,243), with a corresponding promotional pay
increase. This position will assume oversight of the Commission's
agenda, records management, and information technology services;
2) Establish Administrative Assistant on Range 4, ($3,818-$5,155), to
provide support to the Clerk of the Board;
3) Reclassify the Accounting Manager in the Finance Department on
Range 7 to the new Accounting and Human Resources Manager
position on Range 9, ($7,361-$9,937), with a corresponding
promotional pay increase. This position will continue to have general
professional accounting responsibilities and supervise accounting
support personnel, as well as handle payroll and personnel
administration duties;
4) Upgrade the Executive Assistant from Range 3 to Range 5
($4,398-$5,938) with a corresponding promotional payincrease,
given its assumed responsibility for designated office support
personnel, and given market rate movement;
5) Reclassify the Programming and Administration Director on Range 11
to Deputy Executive Director on Range 12 ($10,708-$14,456) to
reflect the accountability of this position for all administrative
functions, including finance, personnel, information technology, board
services, and regional programs;
6) Reclassify the Office Assistant position to Senior Office Assistant on
Range 2 ($2,545-$3,436) with a corresponding promotional pay
increase to account for increased records management and
administrative duties;
Agenda Item 5
7) Establish a Senior Staff Analyst classification on Range 7,
($5,589-$7,545) in order to establish a career path for designated
positions that will assume a greater range of responsibility for complex
projects and assignments, and to provide staffing flexibility to
management, while maintaining internal equity;
8) Modify the pay structure to incorporate the new staff assignments and
market increases since July 1, 2005, and adopt the new class
specifications that have been prepared. A general pay structure
increase will only need to be considered for the 2007-2008 Fiscal
Year, based on market movement;
9) Approve the revised organizational chart to reflect the proposed
changes; and
10) Approve a budget adjustment of $38,370 for salaries and benefits to
support the proposed reclassifications and upgrades.
BACKGROUND INFORMATION:
The Riverside County Transportation Commission (RCTC) contracts with an
independent consultant to conduct a Bi-Annual Compensation Survey. This
program helps to assure that RCTC positions are assigned to appropriate job
classifications and salary ranges given changes in the organization structure,
market practices, and internal salary relationships.
The RCTC contracted with Creative Management Solutions, Inc. (CMS), to
administer the study in order to update its compensation program in preparation for
FY 2006-2007. The bi-annual compensation study cycle is typically initiated and
completed between December and February. The study cycle was lengthened this
fiscal year to consider organizational and staffing changes, and to update a large
number of agency class specifications, including those job descriptions that had not
been revised since the FY 1999-2000.
OVERVIEW OF ORGANIZATION CHANGES:
The RCTC has undergone several significant organizational changes in the current
fiscal year, given the assumption of major new projects, programs, and funding,
and given recent employee retirements. The agency's largest transportation capital
projects, involving billions of dollars, have required substantial attention at the
senior management level, and have been taken on by the existing Deputy Executive
Director as part of ongoing operations.
Agenda Item 5
As part of the strategy of providing experienced executive leadership, while
controlling overall costs and fulfilling the RCTC strategic plan, a second Deputy
Executive Director position has been proposed to oversee operations, while the
total number of department head positions has been reduced.
Following the retirement of the Director of Administrative Services, this department
was restructured and the department head position was eliminated. The human
resources function was incorporated into the Finance Department as part of the
existing Accounting Manager position. A Clerk of the Board position was
established at a lower salary range to manage the records management and
information technology functions. Following the retirement of the Director of
Regional Programs and Public Affairs, this department was restructured and the "
department head position was re -titled Regional Programs Director. Public affairs
and communications functions were incorporated into the Public Information and
Media Relations Department. That department head position was re -titled to Public
Affairs Director.
Several administrative support positions have assumed increasing analytical and
administrative responsibility given a reduction in the total number of director level
management positions in the agency. The emphasis in the staffing structure has
been to hire Staff Analysts and Program Managers to meet the agency's funding
commitments and program requirements.
Financial Information
In Fiscal Year Budget:
No
Year:
FY 2005/06
Amount:
$38,370
Source of Funds:
Measure A, TDA, Motorist
Assistance
Budget Ad ustment:
Yes
GLA No.:
$ 1,080 S-1 1-60001 $ 510 S-1 1-61000-
5,780 S-12-60001 3,210 S-12-61000
1,580 S-14-60001 890 S-14-61000
3,470 S-19-60001 1,940 S-19-61000
1,980 103-25-60001 1,120 103-25-61000
420 106-62-60001 240 106-62-61000
5,480 106-66-60001 3,100 106-66-61000
500 106-67-60001 290 106-67-61000
4,330 222-31-60001 2,450 222-31-61000
$ 24,620 Total Salaries $ 13,750 Total Benefits
Fiscal Procedures Approved:
Date:
04/06/06
Attachments:
1) Compensation Study Executive Summary
2) Pay Structures 2004-2006
3) Market Survey Analysis Summary
4) Organization Chart
Agenda Item 5
Riverside County
Transportation Commission (ROTC)
�( I
I
P
rsati
._._. ..._. �� .. *r
�IIII�II'".
CREATIVE
MANAOERENT
Presented
April 12, 2006
I�t
H i111I11hii e
-�s
i
RCTC Compensation Survey Report
A. STUDY BACKGROUND
The Riverside County Transportation Commission (RCTC) seeks to
provide a compensation and benefits plan that will allow the agency to effectively
attract, retain and motivate its employees. This goal is consistent with the
mission of the agency and its program goals and service standards.
The RCTC compensation plan is reviewed on a bi-annual basis to assess
whether the agency's pay practices are competitive with the marketplace and to
assure that the positions are classified in an acceptable manner. The job
descriptions are updated on a periodic basis to address needed changes in the
organization structure, industry titling, scope of work, and changing qualifications.
The RCTC engaged the services of Creative Management Solutions, Inc.
(CMS), an independent human resources firm, to conduct the study. The firm
has worked with over 150 organizations conducting similar types of analyses in
the public, non-profit, and private sectors over the past 16 years, and has
assisted the RCTC with these types of analyses over the past six years.
CMS completed an analysis of the current compensation plan and has
recommended improvements in the plan design for consideration by both the
Executive Director and the Executive Committee of the Board of Directors. The
information from the compensation survey and the internal job evaluation
process have been used to update the RCTC's job descriptions and pay
structure, and to recommend salary ranges for each classification.
B. STUDY METHODOLOGY
The Consultant has utilized the labor market definition for the RCTC that
was established in earlier management planning meetings. The survey analysis
has included other transportation planning and regional planning bodies.
Consideration has also been given the prevailing rate practices that are generally
associated with CaIPACS, the California Public Agency Compensation Survey,
representing about 130 public agencies in Southern California. The survey labor
market was enlarged to include the Transportation Corridor Agencies, which
provided a number of meaningful comparisons, and provided greater stability to
the rates being reported in the survey data.
The RCTC's recruiting radius is relatively large when all jobs are
considered. Given the specialized nature of the job definitions and qualifications
and the limited labor market, the agency has been recruiting personnel
throughout California for its highly experienced professional and management
jobs.
Creative Management Solutions (CMS) 2
RCTC Compensation Survey Report
B. Study Methodology (Continued)
This labor market definition reflects the past employment experience of
agency employees and encompasses future potential employers. Based upon
available information, the prior transportation and planning organizations from the
2004 analysis that was approved by the Executive Committee were included in
the survey sample. Only the TCA was added based on the Consultant's
recommendation.
Labor Market Survey Agencies:
• Cal -Trans District 8
• County of Riverside
■ Orange County Transportation Authority
• Sacramento Area Council of Governments
■ San Bernardino Associated Governments
• Southern California Association of Governments
■ Southern California Regional Rail Authority
■ Transportation Corridor Agencies
■ Ventura County Transportation Commission
The Consultant attempted to collect survey data for all of the agency's jobs
that were in effect at that time. The Consultant submitted a survey questionnaire
to all of the survey participants, as well as copies of job summaries for the
RCTC's job descriptions, and full job descriptions for matching purposes. The
survey participants submitted information to the Consultant for validation and
tabulation purposes.
In making base salary range comparisons, the Consultant has shown the
mean or median survey rates at the maximum rates of the salary range. The
median, which reflects the middle rate of all rates reported, is intended to account
for survey comparisons where there is a more limited number of comparisons or
greater variations in the market rates. The Consultant has recommended the
use of the survey median, and preferably those jobs that are most directly
comparable (X), when interpreting the survey results.
The actual positioning of the RCTC's compensation practices will vary for
each benchmark job. The agency's positioning will also be different based upon
the years of service of the employee with the organization, the /eve/ of job
experience, the performance levels of employees, the demographic status
(number of dependents) of the employee, and the level of specialized education,
training, and experience of the employee, and performance ratings.
Creative Management Solutions (CMS)
RCTC Compensation Survey Report
C. SURVEY FINDINGS AND CONCLUSIONS
The survey results show continued market increases for the RCTC
benchmark jobs, with the most substantial adjustments being associated with the
director and division -management level classifications, as well as the
professional and administrative support jobs. The RCTC Pay Structure has been
updated to address these changes, and reflect changes in job responsibilities,
while maintaining internal pay equity.
A new pay structure has been presented for adoption for the 2006 Fiscal
Year. Salary range adjustments for employees have been proposed outside of
the regular scheduled merit review only if one or more of the following two
conditions are satisfied:
1. Employee pay rates have been increased to assure that employees are
paid at least at the minimum rate of the new salary range.
2. A limited number of promotional increases have been proposed for those
employees who have assumed substantially greater job responsibility and
new classifications as part of the reorganization of work within the District.
3. Consideration has been given to establishing appropriate internal salary
relationships between supervisory positions and direct reports.
The Consultant recommends that the RCTC follow its Compensation
Guidelines in establishing promotional increases of 10% to 15% and equity
increases as required to achieve the pay range minimum rates for each job
classification, as indicated below:
• Accounting and Human Resources Manager (formerly Accounting Mgr)
• Clerk of the Board (formerly Administrative Analyst)
• Deputy Executive Director (formerly Dir. Admin/Programming)
• Executive Assistant
• Senior Office Assistant (formerly Office Assistant)
Detailed charts have been presented to show the summary market results,
2006 Pay Structures, salary range assignments by classifications, and
recommended pay equity and promotional adjustments.
Creative Management Solutions (CMS) 4
RIVERSIDE COUNTY TRANSPORTATION COMMISSION
_. PAY STRUCTURE _.
Effective July 1, 2004
P
iP
Entry
1
2
3
4
5
6
7
8
9
10
11
12
Range
f�I _ m
{lill�te
41
ang
Stb',
d1
w'
W*090*1.4
16000lat
n
Exceptional Porto manc Zone
!I-Contro
f
61
3�
nge*
$1,714 $1,800 $1,999 $3.181 11.$2,380
$9.89 $10.38 $11.54 912.58 $13.84
$1,971 $2,069 $2,299 62,698 3sl$2,759 !.
$11.37 $11.94 $13.27
$2,464 $2,587 $2,874 63,139 I1$3,449 11.
$14.21 $14.92 $16.58 $16.D9 11$19.90 11
$2,956 $3,104 $3,449 $3,763 11.$4,139
$17.06 $17.91 $19.90 $21,71. ;I$23.88..-
$3,400 $3,570 $3,966 $4,327
$19.61 $20.60 $22.88 $24.96
$4,080 $4,284 $4,760 $5,192
$4,692
$5,161
$5,935
$6,528
$7,181
$7,899
$9,479
$11,849
$4,926 $5,474
$5,419 $6,021
$6,232 $6,924
$6,855 $7,617
$7,540 $8,378
$8,294 $9,216
$9,963 $11,059
$12,442
$13,824
...................
. 56,668...
;57,554
;$8i36.3
39,146 .
$10,064
$12,066
$15,OB1
$4,760
$21.46
99,712 11
054:
,069 >:
271;;
6.589 >;
Number of Grades = 14 when including entry-level and a range for Executive Director.
Range Spread = Open Range to Control Point and 10 % Exceptional Performance Range
Range Differential = Variable 10% to 25% between ranges
Shaded Area Re, resents Execeptional Performance Zone
'Originally established as of 12/01/03: updated on 10/06/04 and 05/01/05.
Riverside County Transportation Commission
Pav uctcture
Effective July 1, 2005
Irr
Exceptional Performance Zone
P4i-f-
,Grade
ppp art'
€s�i 0 � d 111(((i � ? I i�i4 t �;i 71 i (
16
�
a
Ramie_
.9
�C6i312i° iin i ..� n � 3 =a € xin W #, W1,1111 9s364e5
� MM �! RIS:24
4 �tiiir.i.�ii�.7�
M?>S�(t4:.
i ",
111 1 M � 1
Entry
No position assigned
_..._..._.� .
$1,743 $1,830 $2,033
$2,218
$2,440
$10.06 $10.56 $11.73
$1280
$14.08
1
Office Assistant $2,004 $2,105 $2,338
$2,551
$2,806 I'.
$11.56 $12.14 $13.49
$14.72
$16.19
2
Administrative Support specialist $$505 $2,631 $2,923
$3,189
$3,508
Senior Accounting Assistant $14.45 $15.18 $16.86
$18.40
$20.24 I:
3
Executive Assistant $3,132 $3,288 $3,654
$3,986
$4,384 r
$18.07 $18.97 $21.08
$23.00
$25.29 _
4
Accounting Technician $3,523 $3,699 $4,110
$4,484
$4,932 -.
$20.33 $21.34 $23.71
$25.87
$28.46
5
Administrative Analyst $4,228 $4,439 $4,932
$5,381
$5,919
Real Properly Agent
Staff Analyst
6
No position assigned $5,285 $6,549 $6,166
$6,728
$7,399
7
Accounting Manager $6,077 $6,381 $7,090
$7,735
$8,508 '-
6
Program Manager $6,685 $7,019 $7,799
$8,508
$9,359 '-
9
Rail Department Manager $7,354 $7,721 $8,579
b9,359 -
$10,296 i
10
Director Public Affairs $8,089 $8,494 $9,437
$10,295
$11,325
Director Regional Programs
11
Chief Financial Officer $8,898 $9,343 $10,381
$11,325
$12,457 ':'.
Director Administration/Programming
Director Project Delivery
12
Deputy Executive Director $9,788 $10,277 $11,419
$12,457
$13,703
E'
$12,235 $12,846 $14,274
$15,571
$17,129'''
Number of Grades = 14 when including entry-level and a range for Executive Director.
Range Spread = Open Range to Control Point and 10% Exceptional Performance Range
Range Differential = Variable 10% to 25% between ranges
Shaded Area Represents Exceptional Performance Zone
'Originally established as of 12/01/03, updated on 10/06/04
and 05/01/05.
Page 1
Prepared 05/04/05
Riverside County Transportation Commission
Pay Structure
Effective July 1, 2006
Pa
1
2
3
4
5
6
7
8
9
10
11
12
Top Executive
Job Classifications:
Office Assistant
Senior Office Assistant
Administrative Support Specialist
Senior Accounting Assistant
Accounting Technician
Administrative Assistant
Executive Assistant
Property Administrator
Staff Analyst
Senior Staff Analyst
Program Manager
Right -of -Way Manager
Clerk of the Board
Accounting & Human Resources Manager
Director, Regional Programs
Director, Public Affairs
Director, Project Delivery
Chief Financial Officer
Deputy Executive Director
Executive Director
aegQ ,r.,. a
T26t vfle GIs _e
$2,314 $2,517
$13.35
$14.52
$2,646 $2,768
$14.69 $15.97
$3,055 $3,322
$17.62 $19.16
$3,818 $4,152
$22.03 $23.96
$4,398 $4,783
$26.38 $27.60
$4,860 $5,285
$5,589 $6,078
$6,847 $7,446
$7,361 $8,005
88,465 $9,206
$9,311 610,126
$10,708 $11,645
$12,391 $13,630
Exceptional Performance Zone
Coif
Iefitdiryl
,43.i124T.
$3,749
$4,666
$27.04 !'.
R8
Mrtx
3;124
18.02
19.83
$4,124
523.79
5,165
$5,398 $5,938
$21.14 $34.26
65,955
$9034 $2,23.2.
$10'',389
$11,427 $12,570 S
E91,428'
$.16,770`
Number of Grades =12, not including Executive Director.
Range Spread = Open Range to Control Point and 10% Exceptional Performance Range.
Total Range Spread = 35% to 40% Based on Range Maxlmum/Range Minimum Rates.
Range Differential = Variable 7.0% to 26.0% between ranges
Shaded Area Represents Exceptional Performance Zone
AGENDA ITEM 5
Riverside County Transportation Commission
Pay Structure
Effective April 13, 2006
cffecti , 16
Additions are noted by Bold Italics
Deletions are noted by Strikcthrough
Exceptional Performance Zone
Pay `.:
Range >
f 3 ;
+ Range
s '
=Contrail € t
'aF-ni
rade t
Job Classifications:
a �'y[inirny;pr
t o
:25'th 56-
} s P
�Pomt e s i
Ma�Rximum
1
Office Assistant
$2,314 $2,517
::$2840 ::: . 124:;:
$13.35 $14.52
;:$16;38:::..:><:<.'>: >: >:$1802:::
............. .........
........... .........
. ........
2
Senior Office Assistant
$2,545 $2,768
::$3,124::;;.:>?;;:;;:;:.::13;456:::
$14.69 $15.97
::$18;td :: ::::$1: J:::
3
Administrative Support Specialist
83,055 $3,322
:$3,Z49 ::14;124::�
Senior Accounting Assistant
$17.62 $19.16
:.$21:63:>, > ::3.79;:
4
Accounting Technician
$3,818 $4,152
:44;586:.:::,1.55:.:
Administrative Assistant
$22.03 $23.96
;:$27;64::.:;:;;:; ; ;:;:;? ;:;$Z9;74:;:
................. .........
................. .........
5
Executive Assistant
$4,398 $4,783
::$5;398:.: :.:_ :'$5;938:,:
Property Administrator
$25.38 $27.60
::$3114:.::$3426:::
6
Staff Analyst
$4,860 $5,285
45;565$6561::;:
........ ..................
................. .........
7
Senior Staff Analyst
$5,589 $6,078
>$6;866'-< ::::>:::>:::$7;845:-
........ ..................
8
Program Manager
$6,847 $7,446
:48;49::! '--:>:$9,243?:
Right -of -Way Manager
Clerk of the Board
9
Accounting & Human Resources Manager
$7,361 $8,005
::$9,034 :.5 5:].::
10
Director, Regional Programs
$8,465 $9,206
:$10 389. --: ::$11 428:.
Director, Public Affairs
11
Director, Project Delivery
$9,311 $10,126
:$11;427:::'. , ::::: :$12;$7Q::
Chief Financial Officer
12
Deputy Executive Director
$10,708 $11,645
.$13142:-.:::. :$14 4fi6.:
...........................
....... ......... .........
....... ......... .........
Top Executive
Executive Director
$12,391 $13,630
$15;77OS:::::::::: :$.17:;347::
...........................
....... ......... .........
....... ......... .........
Number of Grades = 12, not including Executive Director.
Range Spread = Open Range to Control Point and 10% Exceptional Performance Range.
Total Range Spread = 35%to 40% Based on Range Maximum/Range Minimum Rates.
Range Differential = Variable 7.0%to 25.0% between ranges
Shaded Area Represents Exceptional Performance Zone
RCTC Compensation Results
(without RCTC salaries included in average).
February, 2006
Benchmark Job Title
Accounting and Human Resources Manager (New)
Accounting Technician
Administrative Assistant
RCTC
Salary
Range
Control Point
$7,735
$4,484
New
Market
Median
Monthly
Salary
$9,002
$4,929
$4,191
Market
Median (X)
Monthly
Salary
$9,054
$4,309
$4,280
# of Benchmark
Matches With
Related Jobs
13
7
7
1,II14.1 1 7
RCTC vs RCTC vs
Market Market
Median Median
(X Matches) (All Matches)
- 14.57% - I)
4.06%
IPljl fillii
Chief Financial Officer
$10,295
$11,736
$11,392
8
- 9.63%
Clerk of the Board (New)
Deputy Executive Director
Director, Public Affairs
Director, Project Delivery
Director, Administration/Programming
New
$12,457
$9,359
$11,235
$11,235
$7,532
$11,228
$8,801
$10,117
$10,085
$7,699
$13,258
$10,421
$11,697
$11,515
7
9
8
9
4
is
-6.04%
- 10.19%
-3.95%
-2.43%
I!.
Executive Assistant
Executive Director
Office Assistant
Program Manager
Property Administrator
Director, Regional Programs
Regional Planning Analyst
Right -of -Way Manager
Senior Accounting Assistant
Senior Office Assistant
Staff Analyst
$3,986
$15,571
$2,551
$7,735
$5,381
$9,359
$6,726
$3,189
$3,189
$5,381
$5,297
$15,944
$2,845
$7,956
$5,216
$11,067
$6,599
$7,985
$3,832
$3,137
$5,785
$5,107
$15,944
$2,937
$7,644
$5,216
$5,915
$7,985
$3,832
$3,135
$5,957
7
7
9
6
2
2
7
5
5
7
4
k
u
c
-21.95%
- 2.34%
-13.14%
1.19%
3.16%
13.71 %
- 16.78%
1.72%
- 9.67%
�I
-15.43%
,_E
IBC:
Mkt Survey Analysis Summary
RCTC vs Survey Med (X) = -5.43%
iversideCounty
ransportation Commission
EXECUTIVE ASSISTANT
Joni Shay
r ADMINISTRATIVE SUPPORT
SPECIALIST
Shirley Gooding
BOARD OF COMMISSIONERS
DRAFT
EXECUTIVE
DIRECTOR
Eric Haley
PUBLIC AFFAIRS
DIRECTOR
John Standiford
STAFF ANALYST (2)
Brian Cunanan
Aaron Hake
DEPUTY
EXECUTIVE
DIRECTOR
Anne Mayer
fir1
REGIONAL
PROGRAMS
DIRECTOR
Stephanie Wiggins
LEGAL COUNSEL
RAIL
MANAGER
Sheldon Peterson
f
STAFF ANALYST
Henry Nickel
TRANSIT
MANAGER
Tanya Love
STAFF ANALYST
JasefinaClemente
COMMUTER
ASSISTANCE
MANAGER
Robert Yates
INNOVATIVE FINANCING
MANAGER
Edda Rosso
CONTRACTS/SAFE!
MOTORIST ASSISTANCE
MANAGER
Jerry Rivera ,
PROGRAMMING
MANAGER
Shirley Medina
STAFF ANALYST
Ken Lobeck
CLERK OF THE BOARD
Jennifer Harmon
ADMINISTRATIVE
ASSISTANT
ADMINISTRATIVE
SUPPORT SPECIALIST
Tara aptly
OFFICE ASSISTANT
Loos Ganbav
CHIEF FINANCIAL
OFFICER
Theresia Trevino
ACCOUNTING /
HR MANAGER
Michele Cisneros
7. ACCOUNTING 1
TECHNICIAN (2)
Anne Hallberg
Towa Reabroi
SENIOR ACCOUNTING
ASSISTANT
Keasha Cooks
DEPUTY
EXECUTIVE
DIRECTOR
Hideo Sugita
AWE
PROJECT DELIVERY
DIRECTOR
Cathy Bechtel
RIGHT OF WAY
MANAGER
Min Saysay
PROPERTY AGENT
Claudia Chase
CAPITAL PROJECTS
MANAGER
Marlin Feenstra
AGENDA ITEM 6
RIVERSIDE COUNTY TRANSPORTATION COMM/SS/ON
DATE:
April 12, 2006
TO:
Executive Committee
FROM:
Theresia Trevino, Chief Financial Officer
THROUGH:
Anne Mayer, Programming and Administration Director
SUBJECT:
Injury and Illness Prevention Program
STAFF RECOMMENDATION:
This item is for the Committee to:
1) Approve the Injury and Illness Prevention Program; and
2) Adopt Resolution No. 06-005, "A Resolution of the Riverside County
Transportation Commission Regarding the Injury and Illness Prevention
Program."
BACKGROUND INFORMATION:
The Commission is required to establish, implement, and maintain a written ►njury
and Illness Prevention (IIP) program in accordance with Title 8 of the California
Code of Regulations, Section 3203 (T8 CCR 3203). The IIP program is required to
consist of eight elements including responsibility, compliance, communication,
hazard assessment, accident/exposure investigation, hazard correction, training and
instruction, and recordkeeping. The Clerk of the Board has been designated as the
IIP Program Administrator and will be responsible for the implementation and
maintenance of the Commission's IIP program. There are no additional
administrative costs associated with the IIP program. The Commission's
IIP program is attached, and staff recommends approval of the IIP program.
Financial Information
In Fiscal Year Budget:
N/A
Year:
N/A
Amount:
N/A
Source of Funds:
N/A
Budget Ad ustment:
N/A
GLA No.:
N/A
Fiscal Procedures Approved:
Date:
04/04/06
Attachments:
1) Resolution No. 06-005
2) Injury and Illness Prevention Program
Agenda Item 6
RESOLUTION NO. 06-005
A RESOLUTION OF THE
RIVERSIDE COUNTY TRANSPORTATION COMMISSION
REGARDING THE
INJURY AND ILLNESS PREVENTION PROGRAM
WHEREAS, the Riverside County Transportation Commission (the
"Commission") currently retains the authority to add, delete or otherwise
modify the Commission's policies and procedures; and
WHEREAS, the Commission has granted the Executive Committee the
authority to add, delete or otherwise modify the Commission's policies and
procedures; and
WHEREAS, the Commission is required to establish, implement, and
maintain an Injury and Illness Prevention Program.
THEREFORE BE IT RESOLVED by the Riverside County Transportation
Commission, that the Riverside County Transportation Commission has
adopted an Injury and Illness Prevention Program in accordance with Title 8
of the California Code of Regulations, Section 3203 (T8 CCR 3203), and the
Clerk of the Board is designated as the Illness and Injury Prevention Program
Administrator. The Illness and Injury Prevention Program Administrator shall
have the authority and the responsibility for implementing and maintaining
the Illness and Injury Prevention Program.
APPROVED AND ADOPTED this 12`h day of April, 2006.
Marion Ashley, Chairman
Riverside County Transportation Commission
ATTEST:
Jennifer Harmon
Acting Clerk of the Board
I, Jennifer Harmon, Acting Clerk of the Board, do hereby certify that
the foregoing Resolution No. 06-005 was duly and regularly adopted by the
Executive Committee at a regular meeting thereof, held on the 12th day of
April, 2006, and that the foregoing is a full, true and correct copy of said
Resolution.
Jennifer Harmon
Acting Clerk of the Board
RIVERSIDE COUNTY TRANSPORTATION COMMISSION
INJURY AND ILLNESS PREVENTION PROGRAM
I. PURPOSE
Every California employer must establish, implement, and maintain a written
Injury and Illness Prevention (IIP) Program. A copy must be maintained at each
worksite. The requirements for establishing, implementing and maintaining an
effective written Injury and Illness Prevention Program are contained in General
Industry Safety Orders Section 3203 and consist of the following eight elements:
• Responsibility
• Compliance
• Communication
• Hazard Assessment
• Accident/Exposure Investigation
• Hazard Correction
• Training and Instruction
• Recordkeeping
II. POLICY
The Riverside County Transportation Commission (RCTC) will maintain an
illness and injury prevention program conforming to the best practices
appropriate to the needs, size, and functions of this Agency. To be successful,
such a program must embody proper attitudes toward injury and illness
prevention on the part of supervisors and employees. It also requires cooperation
in all safety and health matters, not only between supervisor and employee, but
also between each employee and his/her co-workers. Only through such a.
cooperative effort can a safety program in the best interest of all be established
and preserved.
RCTC has adopted the model program provided by Cal/OSHA for non -high
hazard organizations, has posted the program on the RCTC intranet, and has
implemented this program in good faith.
III. REFERENCES
Title 8 of the California Code of Regulations, Section 3203 (T8 CCR 3203)
Procedure 10104, General Workplace Health and Safety Practices
IV. RESPONSIBILITY
The IIP Program Administrator, the Clerk of the Board/Office Manager (Jennifer
Harmon), has the authority and the responsibility for implementing and
maintaining this IIP Program for RCTC. Managers and supervisors are
responsible for implementing and maintaining the IIP Program in their work areas
and for answering employees' questions about the IIP Program. This policy is
available on the RCTC intranet.
V. COMPLIANCE
All employees, including managers and supervisors, are responsible for
complying with safe and healthful work practices. RCTC's system of ensuring
that all employees comply with these practices includes the following practices:
• Informing employees of the provisions of the IIP Program;
• Evaluating the safety performance of all employees;
• Disciplining employees for failure to comply with safe and healthful work
practices;
• Requiring an immediate report of all accidents involving personal injuries;
and
• Reviewing and investigating all accidents and taking such measures as
may be indicated to prevent repetition or recurrence.
Safety rule infractions will result in disciplinary actions, up to, and including,
termination of employment. The "Notice of Safety Infraction" form is included as
Exhibit A.
VI. COMMUNICATION
Managers and supervisors are responsible for communicating with all employees
about occupational safety and health in a form readily understandable by all
employees. RCTC's communication system encourages all employees to inform
their managers and supervisors about workplace hazards without fear of reprisal.
This communication system includes the following items:
• New employee orientation including a discussion of safety and health
policies and procedures;
• Training;
• Regularly scheduled safety meetings;
• Posted or distributed safety information; and
• A system for employees to anonymously inform management about
workplace hazards.
VII. HAZARD ASSESSMENT
A health and safety inspection program is essential in order to reduce unsafe
conditions that may expose employees to incidents that could result in personal
injuries. Generally, supervisors are responsible for identification and correction of
hazards that their employees face and should ensure that work areas they
exercise control over are inspected. Supervisors should check for safe work
practices with each visit to the workplace and should provide immediate verbal
feedback where hazards are observed.
Periodic inspections to identify and evaluate workplace hazards shall be
performed by a competent observer in RCTC's 3`d Floor County Administrative
Center offices located at 4080 Lemon Street, Riverside, CA 92501, and other
workplace locations.
Periodic inspections are performed according to the following schedule:
1. Upon initial implementation of the RCTC IIP Program, and at least
quarterly thereafter;
2. When new substances, processes, procedures or equipment which
present potential new hazards are introduced into the RCTC workplace;
3. When new, previously unidentified hazards are recognized;
4. When occupational injuries and illnesses occur; and
5. Whenever workplace conditions warrant an inspection.
VIII. ACCIDENT/EXPOSURE INVESTIGATIONS
Procedures for investigating workplace accidents and hazardous substance
exposures include:
1. Interviewing injured worker(s) and witnesses;
2. Examining the workplace for factors associated with the
accident/exposure;
3. Determining the cause of the accident/exposure;
4. Taking corrective action to prevent the accident/exposure from
reoccurring; and
5. Recording the findings and actions taken on a "Report of Minor Injury'
(Exhibit B) for minor injuries or CaIOSHA Form 301 "Injury and Illness
Incident Report" for recordable injuries/incidents related to a serious injury
or illness or the death of an employee. Serious injury or illness means any
injury or illness which requires inpatient hospitalization for more than 24
hours for other than observation or in which an employee suffers a loss of
any member of the body or suffers any serious degree of permanent
disfigurement. A serious injury or illness or death of an employee shall be
reported immediately (within 8 hours) to the nearest District Office of the
Division of Occupational Safety and Health. Supervisors must give an
injured employee a claim form within 24 hours of knowledge of injury.
These procedures will be performed by the IIP Program Administrator, or if the
IIP Program Administrator is not available by the employee's manager or
supervisor. If the employee's manager or supervisor is not available, another
manager will take this responsibility.
IX. HAZARD CORRECTION
Unsafe or unhealthy work conditions, practices, or procedures shall be corrected
in a timely manner based on the severity of the hazards. Hazards shall be
corrected according to the following procedures:
i
1. When observed or discovered; and
2. When an imminent hazard exists which cannot be immediately abated
without endangering employees and/or property, RCTC will remove all
exposed employees from the area except those necessary to correct the
existing condition. Employees who may be required to assist in the
correction of the hazardous condition shall be provided with the necessary
protection. The appropriate agency/contractor will be called in to correct
the hazardous condition.
X. TRAINING AND INSTRUCTION
A. The IIP Program Administrator shall be responsible for ensuring that all
employees, including managers and supervisors, are provided with training and
instruction on general and job -specific safety and health practices. Training and
instruction is provided:
1. When the RCTC IIP Program is first established;
2. To all new employees within five business days following commencement
of employment;
3. To all employees given new job assignments for which training has not
previously provided;
4. Whenever new substances, processes, procedures or equipment are
introduced to the RCTC workplace and represent a new hazard;
5. Whenever the employer is made aware of a new or previously
unrecognized hazard;
6. To supervisors to familiarize them with the safety and health hazards to
which employees under their immediate direction and control may be
exposed; and
7. To all employees with respect to hazards specific to each employee's job
assignment.
B. General workplace safety and health practices include, but are not limited to,
the following:
1. Implementation and maintenance of the IIP Program.
2. Emergency action and fire prevention plan.
3. Provisions for medical services and first aid including emergency
procedures.
4. Prevention of musculoskeletal disorders, including proper lifting
techniques.
5. Proper housekeeping, such as keeping stairways and aisles clear as well
as work areas neat and orderly, maintaining appliances in working order,
and promptly cleaning up spills.
6. Prohibiting horseplay, scuffling, or other acts, which tend to adversely
influence safety.
7. Proper storage to prevent stacking goods in an unstable manner and
storing goods against doors, exits, fire extinguishing equipment and
electrical panels.
i
i
8. Proper protection of cords in walk areas by means of being taped down or
inserted through rubber protectors to preclude them from becoming
tripping hazards.
9. Proper clearance from combustible materials for individual heaters at work
areas, with a recommendation to use newer heaters with tip -over
switches.
10. Proper reporting of hazards and accidents to supervisors.
11. Hazard communication, including employee awareness of potential
chemical hazards, and proper labeling of containers.
12. Proper storage and handling of toxic and hazardous substances including
prohibiting eating or storing food and beverages in areas where they can
become contaminated.
13. Refusal to allow anyone known to be under the influence of intoxicating
liquor or drugs to work while in that condition.
14. Proper use of pool cars, including prohibiting smoking near or in
compressed natural gas vehicles.
XI. RECORDKEEPING
RCTC's recordkeeping policy falls into CaIOSHA's Category 3. RCTC is a local
governmental entity and is not required to keep written records of the steps taken
to implement and maintain its IIP Program.
However, RCTC will keep written records to implement and maintain its IIP
Program by keeping:
1. OSHA Log of Work -Related Injuries and Illnesses (Form 300), Summary
of Work -Related Injuries and Illnesses (Form 300A), and Injuries and
Illnesses Incident Reports.
2. Records of hazard assessment inspections.
3. Documentation of safety and health training for each worker.
4. Maintenance of inspection records and training documentation (by the IIP
Program Administrator or his/her designee).
XII. WORKER'S COMPENSATION
Following an occupational injury or illness, employees receive full salary in lieu of
Workers' Compensation benefits and sick leave for the first authorized 40 hours
off work. Thereafter, accumulated leave may be used to supplement temporary
disability compensation amounts as provided for in the Personnel Policies and
Procedures Manual.
EXHIBIT A
NOTICE OF SAFETY INFRACTION
We consider the safety of our employees to be very important. Therefore, to
prevent accidents, it is our policy to strictly enforce company safety rules.
Infractions of safety rules will result in discipline, up to, and including,
termination of employment.
Name
you have been observed working in the
following unsafe manner, contrary to RCTC safety rules:
Action taken, therefore is:
Supervisor Date
Fmpinyee hate
EXHIBIT B
Riverside County Transportation Commission Front
REPORT OF MINOR INJURY
Forward to the Human Resources Department
Employee's Name (Print)
Supervisor's Name (Print)
Date of Injury
Where Did Incident Occur
Time of Injury
Date Injury Reported
CONFIDENTIAL
This document contains personal information and shall be kept
confidential in order to protect aoainst unauthorized disclosure.
Riverside County Transportation Commission Front
REPORT OF MINOR INJURY
Forward to the Human Resources Department
Employee's Name (Print)
Supervisor's Name (Print)
Date of Injury
Time of Injury
Date Injury Reported
Where Did Incident Occur
CONFIDENTIAL
This document contains personal information and shall be kept
confidential in order to protect anainst unauthorized disclosure.
Riverside County Transportation Commission Back
REPORT OF MINOR INJURY
Describe Injury And How It Occurred
Treatment
Employee's Signature
Supervisor's Signature
Riverside County Transportation Commission Back
REPORT OF MINOR INJURY
Describe Injury And How It Occurred
Treatment
Employee's Signature
Supervisor's Signature
Riverside County Transportation Commission Back