All right, it's 5:15.

So we're going to go ahead and call the regular Civil Service Commission meeting for December 15th, 2025 to order.

Caitlin, would you please take roll?

Commissioner Aguilera, dear Commissioner Holiday?

Commissioner Mason here.

Vice Chair Fitzgerald.

Here.

Chair Halliday is absent.

All other commissioners are present.

Thank you.

Thank you.

Are there any changes to the agenda or supplemental reports today?

No, they're not.

Great.

Alright, then we'll move on to part three of the agenda, that's public comment, which provides an opportunity for members of the public to directly address the commission on items of interest within the subject matter jurisdiction of this commission.

So if somebody has a comment that pertains to a specific item on tonight's agenda, we'd ask that you reserve that until that item is before the commission.

But are there any public comments from the audience?

Any general public comments.

Seeing none, we'll move on to part four of the agenda, which is our consent calendar.

These are routine items that can be approved with one motion and vote.

If a commissioner wishes to discuss an item, they can request the item be removed from the consent calendar after the remaining items are approved.

Items which are removed are considered separately.

Is there a motion to approve the consent calendar or would anybody like to pull anything from consent?

I would like to pull item four A.

Great.

Um, do we have a motion to approve item four B?

Move to approve that we uh item four B, examination results.

Can I get a second, please?

I can second that.

Great.

Um, all in favor say aye.

Aye.

Aye, any opposed.

That motion passes, and then taking up item four A, which is our minutes from November.

Um, is there a motion to approve the November minutes?

I move to approve the November minutes.

I second.

All those in favor say aye.

Aye.

Any opposed?

Any abstentions?

Thank you.

All right, then we will move along to part five of the agenda, which is administrative reports.

Is the class spec for parks planning manager.

Um, could we please receive a report on this item?

Yeah.

Thank you, Vice Chair Fitzgerald.

And before you is the subject of the class spec for the parks planning manager.

The recommendation from staff is to create a new classification titled Parks Planning Manager with a appropriate salary range of top step of 146706.92, and that the Civil Service Commission recommend to the city council that they amend the city classification plan by adopting this new class spec in the salary range for parks planning manager.

So now to provide you some background regarding this work product, we received a human resources received a request from the parks and recreation services department to review the job class of an incumbent in the management analyst to classification.

Through this study, it included a position description questionnaire, multiple interviews with the incumbent and department management team, as well as a comparator market survey to understand what those agencies were, how they were structured and the positions in those respective agencies.

Through the class study, it was found that the position studied is performing duties which include management, planning, and development for the city's park system.

This involves the understanding of the parks and the needs of the NAPA community concerning a variety of projects from restroom access to ADA compliance.

The incumbent manages ideation to implementation of park construction projects, park and landscape design, organizing and implementing community engagement plans, analyzing citywide data, and hiring and managing contractors hired in the course of these duties.

The position is responsible for community engagement initiatives and manages a public meetings concerning park development and renovation projects.

The knowledge, skills, and experience related to parks planning work is specialized and the duties of position has increasing complexity in recent years.

There are currently two management analysts in the parks planning division, one classified and one limited term.

While the limited term is currently vacant, the incumbent in the classified position is performing duties aligned with program ownership and independent decision making, making necessary for managing the division.

So this is viewed as a division head for the department.

This level of mass this requires a level of mastery that is not currently encompassed in the existing classification.

So therefore it is recommended that the city create a new classification that illustrates the duties of the programmatic management of parks planning in the parks planning manager classification.

With respect to the actual salary, we do want to point out that a salary survey was conducted, and we are making a recommendation based on internal equity or the difference of 10% from the top step of the management analyst two to this position here, which would be 143 830.

Due to the timing of this proposed classification, AMP is the respective bargaining unit is set to receive a 2% COLA on the pay period that contains January 1st.

And so in order to maintain the 10% differential, we want to build in a 2% salary increase to this.

So by the time hopefully uh city council approves this classification, the 10% differential would maintain.

That's why we have the recommendation of the top step being 146,706 and 92 cents for the top step of the salary.

Additionally, we want to make note that after completing good faith negotiations with AMP, the impacted bargaining unit, all matters that fall within the mandatory scope of representation under MMBA, specifically the job duties and the salary were addressed and they were fully resolved.

The remaining disagreement concerns the job title.

And so we feel it is appropriate as a division head for the department that the parks planning manager is appropriate.

And additionally, within our classified class plan, there are other classifications that have one or two direct reports in their scope of authority, including human resources manager, economic development manager, and while not currently allocated, the purchasing services manager in the finance department have one or two direct reports.

Additionally, in the AMP X, which is the non-classified unit of appointed officers, we have the risk manager classification and the community and media relations manager as well that have one or two direct reports.

So in our citywide class plan, that is also an appropriate terminology of the manager for that job title.

Again, programmatic ownership of parks planning, division head authority, and existing classifications that have the manager title.

We feel is appropriate to have that class and job title be what it is proposed before you today.

If there are more questions related to operations or structure within the department, we do have the Parks and Recreation Services Director with us this evening, and she can help address any further questions as well.

Before we turn it over to questions, I want to see if we have any public comments.

Vice Chair, we do have three speaker cards.

I can read them off in the order received.

So our first speaker card is from Peter Brestick.

If you want to come up to the podium, and I'll start the timer.

Good evening.

Um, my name is Peter Brestack, and I am here speaking on behalf of the administrative management professionals bargaining group.

AMP recognizes the operational need for the parks department and supports ensuring departments have the resources necessary to meet their objectives.

Our commons today are focused solely on classification alignment, internal equity, and long-term sustainability of the city's classification system.

Based on our review, the proposed parks planning manager classification does not appear to meet the city's established standards for a management level position.

The duties described reflected limited supervisory responsibility and are more consistent with planning, project coordination, and analytical functions than that of the scope of typically associated with many AMP manager classifications.

AMP is concerned that approving a manager-level classifications without comparable managerial authority could create inconsistency within the city's classification structure and dilute standards applied to existing management positions.

We also note that during the city's labor market analysis, the comparable manager-level positions were identified, or no comparable manager level positions were identified in the survey agencies.

The comparables that were identified align with the planner-level classifications.

This raises concerns about the city's ability to consistently and defensively benchmark the positions and future compensation studies if true manager comparators do not exist.

For these reasons, AMP would support the planner level classification as a more appropriate and sustainable alternative, one that aligns with the duties performed and the available external comparables.

AMP remains committed to working collaboratively collaboratively with the city, HR, and the parks department to reach a solution that supports departmental needs while maintaining fairness, consistency, and long-term equity across the organization.

Thank you.

Our second speaker card is from Allie Koenig.

If you want to come up to the podium, good evening, Vice Chair and Commissioners.

My name is Allie Koenig, and I appreciate the opportunity to speak with you all today.

First off, thank you to HR for your thorough review and report and recommendation.

It has been great working with them on this.

I'd like to provide some context to support what you've all received so far through the materials and presentation by sharing a summary of my key experience and accomplishments.

Drawing on my education prior experience and nearly a decade with the city of Napa, I am proud to bring a robust background in parks and recreation planning and community development for this to the city of Napa.

This includes a bachelor's degree from the Pennsylvania State University's SMEL College of Business and a Master's degree in urban and regional planning from San Jose State University, specializing in community development.

My parks and recreation profession began in New York City at the Highline Park.

A position that encouraged me to pursue my master's degree and advance into a career that is focused on the development and enhancement of parks and recreation for the betterment of local communities.

The scope of responsibilities for my management role here at the City of Napa are broad, comprehensive, and complex.

With almost a thousand acres of park land, close to two to two to three times greater than similar cities.

It's important to know two major citywide issues that we face.

These are the age and condition of our park infrastructure and the lack of active recreation facilities in the community.

Now, while these challenges have created significant hurdles for my role to overcome through hard work, dedication, and consistent management, the results up to this point have been positive and impactful.

Ranging from comprehensive planning initiatives to local capital investments, highlights include the city's first ever conditions and social equity assessment, the city's first ever 40-year Urban Forestry Management Plan, a statistically valid citywide parks and recreation and community engagement program, key policies for the city's 20-year general plan and zoning ordinance, and of significance management of multiple large-scale capital projects to address our poor park infrastructure.

Just a few weeks ago, we cut the ribbon, or rather the toilet paper ribbon for Alston Parks new permanent restroom.

Advancing any one of these initiatives from start to finish requires diligent work on my part and direct management and leadership over multiple external reports.

Looking ahead, our lack of recreation facilities are scheduled to be addressed through the city's acquisition of the former Harvest Middle School property.

I'm eager to take on this challenge and play an important role in the planning and design for this future of this site.

And please feel free to wrap it up.

Thank you, sir.

In closing, as a local resident and parent, I see firsthand the importance of vibrant parks and recreation spaces for Napa's public health and quality of life.

With your support, I am confident that this role will continue to positively impact local city of Napa residents.

Thank you all for your time and consideration.

Thank you.

Our next speaker is Katrina Gregory.

If you could come up to the podium, please.

I'll start the timer.

Good evening.

I'm sorry about that.

That's okay.

Short.

Good evening, I'm Katrina Gregory.

I'm the recreation manager for the Parks and Recreation Department.

Thank you for this opportunity to speak this evening.

The AMP board member who spoke against this recommendation spoke without informing the rest of the AMP membership and is seeking or seeking the membership's opinion on this topic.

We actually recently had an AMP meeting last week.

We don't meet that frequently, but we had one last week.

There was approximately 20 members present, and there was no discussion on this topic, and there was no discussion about what would be said this evening.

Therefore, you should presume that these statements are their personal opinions.

They don't have direct knowledge or have a clear understanding of what Ellie does in her role on a day-to-day basis.

I was also not consulted on this topic as a fellow manager within the same department and as a member of AMP.

If I was consulted, I would have stated that I'm in full support of this new job classification.

I've worked with Ali closely for many, many years, and I can confirm the following.

She's extremely qualified to fill the role of manager as the manager role.

The volume and the complexity of her work has far exceeded her current title for many, many years.

She receives and is the lead for multiple and very complex projects for our department.

This new job classification is long overdue and has been discussed for many years.

It's time to make it right today.

And as Ali just mentioned, let's not forget the city of Napa has just purchased Harvest Middle School for 20 million or 25 million dollars this past Friday.

This will be our department's largest development project since our department was formed several decades ago.

This new 26-acre site will be mainly used for parks and recreation amenities.

This position is necessary for so many projects within our department, especially with all the new projects with Measure G that's coming online.

But for harvest alone, this position is necessary.

Lastly, we state that we want to retain the best of the most talented people here at the city of Napa.

Let's not miss this opportunity to do so.

So please support the staff recommendation this evening.

Thank you.

Thank you.

Okay, and that's the extent of the public comments.

Yes.

Alright, uh, does any or do any of the commissioners have any comments or questions that they'd like to raise?

Yeah.

Um, you know, based on my experience and and the concerns that have been raised as I understand it by AMP had to do with supervision.

And based on my experience previously as an HR director and working with many cities uh throughout the state, supervision is only one component of consideration when uh looking at management responsibilities, uh the scope of authority and responsibility.

Um I understand that this position uh plans and develops uh the capital improvement program for the parks and recreation department, which in I'm guessing includes oversight of many contractors, um, many of the projects, you know, part of the project team.

That has a huge dollar value associated with it, and the potential negative impacts of um of a decision uh on the part of the city also rests with this.

And so those are other areas that need to be taken into account, not just supervising employees, but supervising contractors and contracts, and so I've seen this position in many other cities as a management employee with limited staffing because much of their work really has to do with overseeing contracts and uh work that's potentially done in conjunction usually with an engineering department.

Um, but and then the the role with the public, you know, public input on future projects and planning is is very significant.

So as I read this, uh it seems consistent with a management position from my perspective.

Any other comments or questions from commissioners?

Is there anybody that would like to make a motion?

I move to approve uh recommending to the city council the creation of, and I want to make sure I get the position title, the parks planning manager position, uh classification specification and recommended salary range.

I'll second that.

All those in favor?

Aye.

Aye.

Any opposed?

All right, that motion passes.

Thank you for your comments.

All right, we'll move on to part six of the agenda.

That's comments by commissioners and staff.

Do we have any comments from commissioners this evening?

Any comments from staff?

Then Caitlin will uh ask you to provide an update on the recruitment status report under item six C, please.

Thank you.

Good evening, commissioners.

We are holding interviews later this week for senior civil engineer in our public works department, so our our HR team's busy working on that recruitment.

Um other recruitment updates.

We held two days of interviews last week for police officer trainee.

So we continue to make progress on our trainee recruitment.

This past Sunday, we also had the filing, the application filing period closed for deputy utilities director.

So we're in the process of reviewing applications and hopefully holding phone interviews at the end of this month, and then in-person interviews in early January for that position.

Um, we're still accepting applications for our continuous recruitments for public safety dispatcher, police officer lateral, and police officer trainee.

Um we're also going to be working on setting up another trainee physical agility test on January 9th out at the college.

And those are our updates.

Thank you.

Caitlin.

And then moving to item 6D, MJ, can you provide an update on the expirational list report?

Yes.

So before you, you have a list of four scheduled lists due to expire, uh, including police lieutenant, which resulted in two hires, deputy fire chief, which resulted in one hire, police officer trainee, uh, one hire, and the firefighter paramedic list with six hires from that recruitment.

Great.

Alright, with that, unless there are any follow-up questions or comments from the commission on those two reports, then we will move to part seven, which is adjournment.

And uh the next regularly scheduled meeting of this commission is going to be on January twenty sixth, twenty twenty six.

Uh have a great holiday, everybody.

Holidays.

Thanks, Eddie.