RECOMMENDATION(S): (CONT'D)
(2) Revise, retitle and reallocate the salary of the classification of Communications Equipment Specialist (PEWF) (represented) from salary plan and grade level TB5 1482 ($5,172 - $6,287) to Communications Equipment Specialist II (PEVB) (represented) on the salary schedule at salary plan and grade level TB5 1484 ($5,585 - $6,788);
(3) Revise and reallocate the salary of the classification of Senior Communications Equipment Specialist (PETB) (represented) to Senior Communication Equipment Specialist (PENA) from salary plan and grade level TB5 1578 ($5,688 - $6,914) to salary plan and grade level TB5 1578 ($6,142 - $7,466) in the Telecommunications division of the Department of Information Technology (DOIT).
FISCAL IMPACT:
Upon approval, these actions will result in the following:
1. An annual net decrease in salary and benefit costs of approximately ($15,850), including an estimated pension cost of ($2,853) for Recommendation No. 1, when the department utilizes a vacant Communications Equipment Specialist II position and flexes down to Communications Equipment Specialist I;
2. An annual cost increase of approximately $33,435 for Recommendation No. 2, including an estimated pension costs of $6,018;
3. An annual cost increase of approximately $12,276 for Recommendation No. 3, including an estimated pension costs of $2,210.
The costs shall be 100% offset by user fees.
BACKGROUND:
The Department of Information Technology (DoIT) is a division of the County Administrator's Office. DoIT's Telecommunications Radio and Hilltop division operates, maintains and manages the County's communications systems including microwave and the two-county East Bay Regional Communications (public safety radio) P25 System. They provide installation and maintenance of radio systems for police agencies, special districts, medical facilities and cities.
This division currently has a Sr. Communications Equipment Specialist and four (4) Communications Equipment Specialists. Currently, Communications Equipment Specialist has only one classification for both entry and journey level, which is insufficient since this classification is very hard to recruit for, as historically, this has not been a job classification with a large candidate pool. Further, the department needs to update this classification due to the changing technology and higher level of computer skills necessary to perform these job duties. Thus, our request is to establish a Communications Equipment Specialist I entry level job classification that requires the aptitude and desire to be trained to work with the Land Mobile Radio, Computer, and Digital Microwave technologies. Physical abilities for installation and service of antenna systems are also key skills for this classification.
Over the past years, the radio and hilltop divisions have expanded to include the two-county East Bay Regional Communication public safety radio P25 system. With the development of P25 Land Mobile Radio (LMR) systems, the skill sets required are substantially different than currently listed in the job class of Communications Equipment Specialist. Wireless communications has evolved to add significant and very specific areas of computer Local Area Network (LAN), Wide Area Network (WAN), software, operating systems, third party support applications knowledge, in addition to the LMR and microwave knowledge. The role and required skills for the Communications Equipment Specialist have increased as a result and require an added dimension of knowledge regarding new technologies. Knowledge of and skill in computer, radio and microwave hardware and software, are essential skills for the higher level classifications.
The job specification and the salary range for the current positions are significantly out of alignment compared to peer positions in other comparable agencies. This action will address the incomplete and outdated job specifications as well as the salary requirements for retention and recruitment.
CONSEQUENCE OF NEGATIVE ACTION:
The incumbents will not be properly compensated compared to similar agencies for the same type of work. This will pose problems for both retention of the incumbents as well as recruitment for new candidates.