RES-1989-363
RESOLUTION NO. 89R-363
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ESTABLISHING RATES OF COMPENSATION FOR CLASSIFICATIONS
DESIGNATED AS ADMINISTRATIVE MANAGEMENT AND SUPERSEDING
RESOLUTION NO. 88R-264 AND AMENDMENTS THERETO
WHEREAS 7 the need exists to establish rates of compen-
sation for certain Administrative Management classifications;
and
WHEREAS, as a result thereof 7 the need exists to
supersede Resolution No. 88R-264 and amendments thereto; and
WHEREAS7 the City Council of the City of Anaheim does
find that establishing rates of compensation for these Adminis-
trative Management classifications is in the best interests of
the City of Anaheim.
NOW7 THEREFORE7 BE IT RESOLVED by the City Council of
the City of Anaheim as follows:
Section 1.
Classifications listed in Section 2 of this resolution
s ha 11 be allocated to ranges providing annual compensation
according to the salary structure listed below:
RANGE MINIMUM MIDPOINT CONTROL
CROO $ 227779 $ 287474 $ 317321
CR01 237918 297898 327888
CR02 257114 317393 347532
CR03 267370 327963 367259 ~ ,~ ".
CR04 277689 347611 387072
CR05 297074 367342 397976
CR06 307527 387159 417975
CR07 327054 407067 447074
CR08 337656 427070 467277
CR09 357339 447174 487591
CR10 377106 467383 517021
CR11 387962 487702 537572
CR12 407910 51,137 567251
CR13 427955 537694 597063
CR14 457103 567379 62,017
CR15 477358 597198 657118
CR16 49,726 627158 687374
CR17 527213 657266 717793
CR18 547823 687529 757382
CR19 577564 717955 797151
CR20 607442 75,553 837108
CR21 637465 797331 877264
Section 1 . - Continued
RANGE MINIMUM MIDPOINT CONTROL
.--
CR22 $ 66,638 $ 83,298 $ 91,628
CR23 69,970 87,463 96,209
CR24 73,469 91,836 101,020
CR25 77,142 96,428 106,071
CR26 80,999 101,249 111.374
CR27 85,049 106,311 116,942
CR28 89,302 111,627 122,790
CR29 93,766 117,208 128.929
CR30 98,454 123,068 135,375
CR31 103,377 129,221 142,143
CR32 108,546 135,682 149,250
Section 2.
The basic compensation plan for all officers and
employees of the City of Anaheim designated as Administrative
Management who are now employed or will in the future be
employed in any of the classifications listed below shall be
allocated to the follow~ng salary ranges effective September 29,
1989.
Classification
Salary Range
X CR10
X CR18
X CR18
X CR17
X CR14
X CR17
X CR18 \\> .~, \,
X CR16
X CR14
Manager X CR13
X CR20
X CR16
X CR17
X CR19
X CR19
X CR17
X CR21
X CR19
X CR20
X CR20
X CR17
X CR15
X CR16
X CR14
X CR14
Assistant City Clerk
Assistant Finance Director
Assistant Labor Relations Director
Benefits and Information Manager
Central Library Manager
Chief Building Inspector
Civil Engineer - Field
Code Enforcement Manager
Community Services Superintendent
Convention Center Administrative Services
Convention Center Operations Manager
Customer Services Manager
Data Center Manager
Deputy City Engineer
Development and Property Manager
Economic Development Manager
Electrical Engineering Manager
Electric Field Manager
Fire Battalion Chief - Special Assignment
Fire Marshal
Golf Course Manager
Housing Manager
Human Resources Development Manager
Library Administrative Services Manager
Library Technical Services Manager
Section 2. - Continued
Classification
Maintenance Manager
Parks Superintend~Rt
Personnel Services Manager
Planning Division Manager
Police Captain
Power Coordination Manager
Power Resources Project Manager
Program Development and Audit Manager
Project Consultant
Public Utilities Administrative Services Manager
Public Utilities Assistant General Manager
Engineering
Public Utilities Assistant General Manager
Field and Warehouse
Public Utilities Assistant General Manager
\ Finance and Administration
Public Utilities Assistant General Manager
Power Resources
Public Utilities Financi~l Services Manager
Public Utilities Systems Operations Manager
Public Utilities Systems Planning Manager
Purchasing Agent
Recreation Superintendent
Risk Manager
Senior Assistant City Attorney - Civil
Senior Assistant City Attorney - Prosecution
Stadium Administrative Services Manager
Stadium Operations Manager
Systems and Programming Manager
Technical Services Manager
Traffic and Transportation Engineer
Treasurey Manager
Water Engineering Manager
Water Field Manager
Zoning Division Manager
Section 3.
S aJ..~.r._~._.B.~tlg.~
X CR16
X CR17
X CR16
X CR17
X CR21
X CR22
X CR20
X CR19
X CR20
X CR16
X CR23
X CR23
X CR23
X CR25
X CR20
X CR21
X CR21
X CR16
X CR17
X CR20
X CR21
X CR21
X CR13
X CR17
X CR17
X CR17 '~ ,)It, .',
X CR18
X CR13
X CR21
X CR19
X CR17
The following classification is obsolete and shall be
deleted from the City's classification system:
Classification
Assistant Executive Director Community
Development
Assistant Human Resources Director
Community Services Manager
Fleet Manager
Golf Operations Manager
Maintenance Operations Manager
Parking Authority Manager
Power Production Manager
Restoration and Property Services Manager
Stategic Planner
Salary Range
X SR09
X SR09
X SR06
X SR07
X SR07
X SR08
X SR07
X SR10
X SR08
X SR07
Section 4.
Employees working in classifications listed in Section
2 of this resolution shall receive a management package of eight
percent (8%). The employee shall have the choice of receiving
the management package in City-paid contribution to the Public
Employees Retirement System. or the equivalent amount in
deferred compensation or additional earnings.
Employees working part-time in classifications listed
in Section 2 of this Resolution shall receive a management
package of one percent (1%) in additional earnings.
Section 5.
Employees in the classifications listed in Section 2 of
this resolution shall be covered by the following pay policies
effective September 29. 1989. To the extent that these policies
are inconsistent with any other City of Anaheim Personnel Rules.
the terms of these policies shall prevail. All reference to
salary adjustments contained in this section shall be contingent
upon funding based upon annual discretionary budgetary
appropriations by the City Council.
5.1 Pay Plan Implementation/Structure Adjustment
A. Incumbents 8elowRange Minimum
An employee. whose current salary is
below the minimum of the range for
his/her job classification. will be
placed at the minimum rate of the range.
8. Incumbents Above Control Point
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An employee. whose current salary is
above the control point for the range of
their classification. shall not be
eligible for an increase until the
employee's salary is less than the
control point for the range.
5.2 Salary Structure Adjustment
At such time as the salary structure is adjusted.
incumbent employees shall be eligible to receive
up to the percent of the structure adjustment.
based upon satisfactory performance. not to
exceed control point.
If an incumbent employee's performance is less
than satisfactory. the Executive Manager may
extend the annual structure adjustment date up to
six (6) pay periods for reconsideration of the
salany increase. based upon satisfactory
performance. The review date may only be
extended once.
5.3 Merit Increases
Once each year. in addition to the annual
structure adjustment, an incumbent employee shall
be eligible to receive an increase between 0-5%
based upon satisfactory performance. Under no
circumstances shall this increase take the
employee beyond the control point for the range
of their position. Employees in classifications
listed in Section 2 of this resolution are
eligible to receive a merit increase calculated
on a prorated basis beginning after completion of
thirteen (13) complete biweekly pay periods in
the classification.
If an incumbent employee's performance is less
than satisfactory, the Executive Manager may
extend the merit review date up to six (6) pay
periods for reconsideration of the merit
increase. based upon satisfactory performance.
The merit review date may only be extended once.
5.4 Non-Cumul~tive Merit Adjustment
As approved by City Council under separate
resolution. an employee who reaches the control
point for his/her salary range shall be eligible
for a non-cumulative merit adjustment, based upon
outstanding/superior performance. Specific
eligibility criteria and administrative policies
shall be provided under such separate resolution.
5.5 Hiring Pay Policy
'iII'. ""
Newly hired employees shall be compensated at any
rate of the range up to the midpoint for their
job classification as authorized by the
appointing authority. When economic conditions.
unusual employment conditions, or exceptional
qualifi- cations of a candidate for employment
indicate a higher rate would be in the City's
best interests. the City Manager may authorize
hiring at a higher rate in the range but this
higher rate cannot exceed the control point.
5.6 Promotion
An employee who is promoted to a job class listed
in this resolution shall be placed at the minimum
of the new range or at a salary in the range
which provides a 15% pay increase. as long as it
does not exceed the control point.
5.7 Demotion
A. An employee rejected during the probationary
period shall be returned to the classification
in which they had regular status and to their
former salary level. unless the reasons for
the failure to complete probation would be
cause for dismissal from City service.
B. An employee. who takes a voluntary demotion to
their former job classificat~on shall be
placed at a rate which returns the employee to
their former salary status.
C. An employee. who takes a voluntary demotion to
any other job classification may be placed at
a rate which does not provide' an increase in
salary. The rate of pay shall be determined
by the Executive Manager.
5.8 Probationary Employees
Employees in classifications listed in Section 2
of this resolution shall serve a probationary
period of twenty-six (26) complete biweekly pay
periods. A probationary employee will be
eligible to receive an increase between 0-5% upon
completion of thirteen (13) complete biweekly pay
periods. based upon satisfactory performance. A
probationary employee will be evaluated again.
based upon a performance evaluation. prior to
completion of the probationary period. but will
not be eligible for an additional increase. A
probationary employee will be eligible to recei.e ~
the annual structure adjustment.
5.9 Reduction in Pay
An employee may receive a reduction in salary on
the basis of unsatisfactory work performance or
conduct.
5.10 Acting Pay
An employee may be appointed by the City Manager
to serve in an acting capacity during an absence
from work of thirty calendar days or more of an
Executive or Administrative Management employee.
Such employees who are granted acting pay by the
City Manager shall receive a 5% increase. not to
exceed the control point or the minimum rate of
the higher range while in an -acting- capacity_
5.11 Reclassification
A. An incumbent, who is reclassified with his/her
position to a Job class at a higher range,
will be considered to be promoted and covered
under those provisions and may be eligible for
a salary increase of up to 5% at the end of
thirteen (13) complete biweekly pay periods,
based upon a satisfactory performance
evaluation.
8. An incumbent, who is reclassified with his/her
position to a Job class with no change in
range, will retain their rate of pay.
c. An incumbent, who is reclassified with his/her
position to a Job class at a lower range,
shall retain their rate of pay in the new
range. If the current rate is higher than the
new range control point, the employee shall
remain there until such time as the rate is
less than the control point of the range for
r
the position.
5.12 Provisional Appointments
Employees provisionally appointed to management
Job classes shall be eligible to serve in this
capacity no longer than twenty-six (26) complete
biweekly pay periods. For purposes of computing
the appropriate pay rate they shall be considered
promoted. An employee in a provisional status
will be eligibie to receive a 0-5% increase, not
to exceed the control point, at the end of . ~.~
thirteen (13) complete biweekly pay periods,
based upon satisfactory performance.
Section 6.
Employees hired to work on a part-time basis in any of
the classifications listed in Section 2 of this Resolution will
be compensated at the rate of pay established for the full-time
classification in Section 2.
Section 7.
The letter .X" preceding a salary range number
indicates that employees working in that Job class are exempt
from overtime .provisions as provided in Personnel Rule 6,
Premium Pay.
Section 8.
The regular hourly rate of pay for employees working in
job classes listed in this Resolution shall be computed as
provided in Personnel Rule 5, Hours of Work and Pay Day.
Section 9.
The classifications of Traffic and Transporation
Engineer, Public Utilities Assistant General M~nager - Field and
Warehouse. Public Utilities Assistant General Manager - Power
Resources. Public Utilties Assistant General Manager -
Engineeering, Public Utilities Assistant General Manager -
Finance and Administration and Risk Manager, are eligible to
receive either a City-owned vehicle or an automobile allowance
of $219.23 per biweekly pay period.
Section 10.
The provisions of this Resolution shall supersede
Resolution No. 88R-264.
BE IT FURTHER RESOLVED that the effective date of this
Resolution shall be September 29, 1989.
THE FOREGOING RESOLUTION ;s approved and adopted by the
City Cownci 1 this 22nd day of 4uiust 1989.
ATTEST:
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CITY CLERK OF THE CITY OF ANAHEIM
APPROVED AS TO FORM:
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CLERK
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) s s .
CITY OF ANAHEIM )
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 89R-363 was introduced and adopted at a regular
meeting provided by law, of the City Council of the City of Anaheim held on
the 22nd day of August, 1989, by the following vote of the members thereof:
AYES: COUNCIL MEMBERS: Daly, Ehrle, Pickler, Kaywood and Hunter
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 89R-363 on the 23rd day of August, 1989.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 23rd day of August, 1989.
~&L ?6A
CITY CLERK OF THE CITY OF ANAHEIM
(SEAL)
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing is the original of Resolution No. 89R-363 duly passed and
adopted by the Anaheim City Council on August 22, 1989.
~C{ 21 ~
CITY CLERK OF THE CITY OF ANAHETIM-