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<br /> <br />DRAFT - June 15, 2021 | Page 52 <br />THE CITY OF PLEASANTON <br />SB 1383 ACTION PLAN <br />2021 ─ 2025 <br />4.1 Staffing and Budget Summary <br /> <br />D. Staffing Action Plan Timeline <br />The following timeline demonstrates an overview of the recommended action steps toward meeting the FTE <br />needs demonstrated through the staffing analysis in Sections 4.1.1 A though C above. Based on the deficit in <br />current staffing, as described above, it is anticipated that the City will need to engage StopWaste, consultants, <br />third-party contractors in an increased capacity, until the City is able to hire new staff. <br />Minimum Anticipated City Staff Positions Needed <br />• SB 1383 Program Coordinator: Oversee the program, conduct major program activities, serve as the primary <br />point of contact for all parties involved. <br />• Management Analyst: Manage the recordkeeping and reporting processes, serve as the point of contact for <br />software updates or other infrastructure needs, support the SB 1383 Program Coordinator with work products <br />and analysis. <br />• Inspection/Enforcement Staff: Conduct the inspections and manage enforcement processes needed to <br />comply with SB 1383. <br />• Additional Support Staff: It is recommended that the City continue to evaluate the staffing levels after hiring <br />these minimum three positions to determine if additional part-time or full-time program staff will be needed. <br />Figure 27: Example Staffing Timeline <br /> <br /> <br />2021 <br />•Engage consultants and contractors to support existing City Staff <br />•Create job descriptions and plan hiring process for new staff in 2022 <br />2022 <br />•City staff + Consultant support <br />•Hire SB 1383 Program Coordinator <br />•Hire Management Analyst <br />2023 <br />•Hire Code Enforcement/ Inspection Staff before 2024 increased <br />requirements <br />2024+ <br />•Evaluate staffing levels <br />•Hire additional staff as needed