RES-1989-366
RESOLUTION NO. 89R-366
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ESTABLISHING RATES OF COMPENSATION FOR CLASSIFICATIONS
DESIGNATED AS PROFESSIONAL AND SUPERSEDING RESOLUTIONS
NO. 88R-266 AND 88R-268 AND AMENDMENTS THERETO
WHEREAS. the need exists to establish rates of compen-
sation for certain Professional classifications; and
WHEREAS. as a resul t thereof. the nee.d exists to
supersede Resolutions No. 88R-266 and 88R-268 and amendments
thereto; and
WHEREAS. the City Council of the City of Anaheim does
find that establishing rates of compensation for these
Professional classifications is in the best interests of the
City of Anaheim.
NOW. THEREFORE. 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 1 1 be allocated to ranges providing annual compensation
according to the saJary structure listed below:
E.ANGE MINIMUM MIDPOINT CONTROL
CROO $ 22.119 $ 28.414 $ 31.321
CR01 23.918 29.898 32.888
CR02 25.114 31.393 34.532
CR03 26.310 32.963 36.259 ..~. ''', ...
CR04 27.689 34.611 38.072
CR05 29.014 36.342 39.916
CR06 30.521 38.159 41.975
CR07 32.054 40.067 44.014
CR08 33.656 42.070 46.277
CR09 35.339 44.174 48.591
CR10 31.106 46.383 51.021
CR11 38.962 48.702 53.572
CR12 40.910 51.137 56.251
CR13 42.955 53.694 59.063
CR14 45.103 56.379 62.017
CR15 41.358 59.198 65.118
CR16 49.126 62.158 68.314
CR17 52.213 65.266 71.193
CR18 54.823 68.529 75.382
CR19 57.564 11.955 79.151
CR20 60.442 75.553 83.108
CR21 63.465 79.331 87.264
CR22 66.638 83.298 91.628
Section 1 . - Continued
RANGE MINIMUM MIDPOINT CONTROL
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 Professional who
are now employed or will in the future be employed in any of ~he
classifications listed below shall be allocated to the following
salary ranges effective September 29, 1989.
(
.9_1 assifi cation
Salary Range
Accountant
Administrative Services Coordinator
Affirmative Action Analyst
Affordable Housing Specialist
Assistant City Attorney - Civil
Assistant City Attorney - Prosecution
Assistant Electrical Engineer
Associate Civil Engineer
Associate Electrical Engineer
Associate Planner
Associate Power Resources Project Engineer
Associate Traffic Engineer
Buyer I
Buyer II
Capital Projects Coordinator
Claims Examiner
Community Development Coordinator
Custodial Services Administrator
Customer Service Information Coordinator
Deputy City Attorney I - Civil
Deputy City Attorney I - Prosecution
Deputy City Attorney II Civil
Deputy City Attorney II - Pros~cution
Diversion Investigator
EDP Auditor
Electrical Engineering Specialist
Electrical Systems Designer
X CR06
X CR08
X CR10
X CR06
X CR18
X CR18
X CR10
X CR12
X CR14\!J ",.
X CR12
X CR14
X CR12
X CR02
X CR06
X CR06
X CR10
X CR07
XU CR06
X CR06
X CR12
X CR12
X CR16
X CR16
X CR06
X CR 11
X CR11
X CR12
Section 2. - Continued
Classification
Employee Benefits Representative
Employment Representative
Energy Services Advisor
Engineering Contracts Specialist
Environmental Services Specialist
Event Coordinator I
Event Coordinator II
Housing Development Manager
Human Resources Development Specialist
Human Resources Information Systems Analyst
Industrial Engineering Technician I
Industrial Engineering Technician II
Investment Officer
Job Training Program Analyst
Labor Relations Specialist
Local History Curator
Maintenance Planner
Management Analyst I
Management Analyst II
Management Assistant
Management Auditor I
Management Auditor II
Management Intern
Park Planner
Payroll Manager
Personnel Analyst I
Personnel Analyst II
Police Civil Liability Investigator
Power Contracts Engineer
Power Resources Planner
Project Manager
Public Information Specialist
Public Utilities Communications Assistant I
Public Utilities Communications Assistant II
Public Utilities Financial Requirements Analyst
Public Utilities Financial Services Analyst
Public Utilities Financial Systems Analyst
Public Utilities Personnel Services
Representative I
Public Utilities Personnel Services
Representative II
Public Utilities Senior Financial
Requirements Analyst
Safety Administrator
Safety and Training Officer
SCADA Systems Manager
SCADA Systems Specialist I
SCADA Systems Specialist II
.$.jLl a_CY._I3EXL9~
X CROS
X CROS
X CR11
X CR12
X CR14
X CR04
X CROS
X CR13
X CR09
X CR10
X CROG
X CR09
X CR12
X CR10
X CR12
X CROG
X CROG
X CROG
X CR10
X CR04
X CROG
X CR10
X CROO
X CR12
X CR10
X CROG
X CR10
X CR10
X CR19
X CR19 lit '" "
X CR13
X CROG
X CR02
X CROG
X CR12
X CR10
X CROG
X CR04
X CROS
X CR14
X CR12
X CR10
X CR1G
X CR10
X CR12
Section 2. - Continued
Classification
.?_~l~L:.y._._B~D.g.~
Senior Accountant
Senior Chemist
Senior Electrical Engineer
Senior Electrical Systems Designer
Senior Event Coordinator
Senior Human Resources Development Specialist
Senior Management Analyst
Senior Management Auditor
Senior Personnel Analyst
Senior Planner
Senior Power Resources Project Engineer
Senior Project Manager
Senior Real Property Agent
Senior Systems Analyst
Senior Systems Programmer
Senior Utilities Load Scheduler
Senior Utilities Systems Scheduler
Staff Analyst
Training Representative r
Utilities Load Scheduler
Utilities Systems Scheduler
X CR10
X CR10
X CR16
X CR14
X CR11
X CR12
X CR12
X CR12
X CR12
X CR14
.X CR16
X CR15
X CR13
X CR12
X CR12
X CR18
X CR15
X CR06
X CR05
X CR16
XU CR13
Section 2.1.
Employees hired to work in the classification of
Management Intern will be considered full-time for purposes of
benefits and other rules and policies except for Rule 11 Lay-off
and Re-employment. This classification is part of the
Management Intern Program and will have a fixed term not to
exceed one year from date of hire. \~ ",
Section 3.
The following classifications are obsolete and shall be
deleted from the city's classification system:
~J assifi cation
Salary Range
Administrative Analyst
Affirmative Action Technician
Assistant Power Resource Planning Engineer
Assistant Power Resource Project Manager
Buyer
Community Relations Coordinator
Compensation Analyst
Electrical Engineer
Electrical Field Work Coordinator
Emergency Services Specialist
X SR05
X SR04
X SR06
X SR07
X SR03
X SR03
X SR05
X SR08
XU SR07
X SR06
Section 3. - Continued
Classification
Event Coordinator
Financial Systems Technician
Generating Facilities Cost Accountant
Housing Development Analyst
Industrial Engineering Technician
Load Management Engineer
Maintenance Planning Supervisor
Management Analyst
Management Auditor
Personnel Analyst
Personnel Specialist
Power Resource Planning Engineer
Power Resource Project Manager
Property Services Coordinator
Project Coordinator
Public Information Aide
Public Utilities Communications Specialist
Public Utilities Production Supervisor
Public Utilities Public Information Aide
SCADA Systems Specialist
SCADA Systems Technician
Senior Buyer
Senior Financial Requirements Analyst
Senior Programmer Analyst
Water Field Work Coordinator
Section 4.
SCL1..~.r_~...Ji.~.Q9.!'?
X SR04
X SR03
X SR05
X SR03
X SR04
X SROS
X SR04
X SR05
X SR05
X SR05
X SR02
X SR09
X SR10
X SR06
X SR06
X SR02
X SR04
X SR09
X SR02
X SR06
X SR04
X SR04
X SR06
X SR05
XU SR05
Employees working in classifications listed in Section
2 of this resolution shall receive a professional package of 1i(\ ,',
eight percent (8%). The employee shall have the choice of
receiving the professional 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 supervisory
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 Below Range 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
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
5.3
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 updn 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
salary increase~ based upon satisfactory
performance. The review date may only be
extended once.
Merit Increases
1,~ ,. '.
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~C~mulative 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 PoliQY
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
qualifications 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 classification 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 receive
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.
5.11 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/~r ~ ,
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
the position.
5.12 Provisional Appointments
Employees provisionally appointed to professional
job classes shall be eligible to serve in this
capacity no longer than thirteen (13) complete
biweekly pay periods. For purposes of computing
the appropriate pay rate they shall be considered
promoted.
5.13 Upgrade
Employees temporarily upgraded to a management.
supervisory or professional job classification
shall receive a 5% increase. not to exceed
control point. or the minimum rate of the salary
range. in accordance with current upgrade
provisions.
5.14 Payment of Premium Pay Under Certain Conditions
Management. supervisory and professional
employees may be compensated for overtime work
authorized by the appropriate executive manager
at the rate of one-and-one-half times their
regular hourly rate of pay provided that such
employees have been assigned by the appropriate
executive manager to perform work normally
performed by employees in non-exempt job classes.
S~ction 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. The letter "Un preceding a salary range indicates
that employees upgraded to that job class shall be paid premiu. ~,
pay as provided in Personnel Rule 6. P~emium 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.
Employees required to speak. read and/or write in
Spanish or other languages as well as English as part of t~e
regular duties of their position will be compensated at the rate
of forty dollars ($40) per biweekly pay period in addition to
their regular pay.
Section 10.
The provisions of this Resolution shall supersede
Resolutions No. 88R-266 and 88R-26B and amendments thereto.
BE IT FURTHER RESOLVED that the effective date of this
Resolution shall be September 29. 1989.
THE FOREGOING RESOLUTION is approved and adopted by the
City Counci 1 this 22nd day ofA,ugust . 1989.
ATTEST:
......_~~.....21......_.S~..............
CITY CLERK OF THE CITY OF ANAHEIM
APPROVED AS TO FORM:
r
931/VK
.'<i(I. .',
CLERK
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM )
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 89R-366 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-366 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.
~~ 7LSLL_
CITY CLERK OF THE CITY OF ANAHEIM
(S EAL)
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing is the original of Resolution No. 89R-366 duly passed and
adopted by the Anaheim City Council on August 22, 1989.
~~t~
CITY CLERK OF THE CITY OF ANAHEIM