2004-119RESOLUTION NO. 2004R- 119
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ANAHEIM AMENDING RESOLUTION NO. 2000R-1:30
WHICH ESTABLISHED MANAGEMENT PAY POLICIES FOR
CLASSIFICATIONS DESIGNATED AS EXECUTIVE,
ADMINISTRATIVE, MIDDLE MANAGEMENT, SUPERVISORY
AND PROFESSIONAL INCLUDING POLICE AND FIRE SAFETY MANAGEMENT
WHEREAS, the Human Resources Director has recommended in a staff report
dated June 15, 2004, that Resolution No. 2000R-130 be amended in the manner hereinafter set
forth; and
WHEREAS, as a result thereof, the need exists to amend Resolution No. 2000R-
130 which established Management Pay Policies for classifications designated as Executive,
Administrative, Middle Management, Supervisory and Professional including Police and Fire
Safety Management.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of
Anaheim as follows:
1. That Sections 8.04, 8.05, 8.06, 8.06.01, and 8.06.02 of the Management Pay Policies
be amended to read as follows:
"8.04 Merit increases for employees rated "Extraordinary Achievement" require pre-
approval of the City Manager.
8.05 The Merit Matrix shall be as follows:
] Employee's Current Range Placement
Employee's Compa-Ratio Compa-Ratio Compa-Ratio Exceptional Performance Zone
Overall Rating 80.0 -90.0 90.1 - 100.0 100.1 - 110.0 Compa-Ratio above 110.0
4.5% - 5.0%
Outstanding Any amount of increase
Contributor 5.0 - 5.5% 5.0 - 5.5% 5.0 - 5.5% exceeding end compa-ratio above
*See Below for 115.0 paid as lump sum
additional I
rating category I
___
Up to 3.0% - 4.0%
Significant [ not to exceed
Contributor 3.5% - 4.0%I 3.0% - 4.0% compa-ratio of 0
110.0
Some
i improvement 0 - 1.5% 0- 1.0% 0 0
Needed
!Unacceptable i 0 0 0 0
An *additional rating category of "Extraordinary Achievement" is available for
use by Management to recognize major achievement by an employee. An
overall rating in this category requires pre-approval of the City manager. The
Executive Manager shall provide written support to the City Manager detailing the
"Extraordinary Achievement". Employees who receive this rating are eligible for
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a merit increase in the rancje of 6.5% to 7.0%. If employee has a compa-ratio of
110.00 or greater, the magnitude of the merit increase is 6.0% - 6.5%. Any
amount of increase exceeding an end compa-ratio above 115.0 shall be paid as
a lump sum.
8.06
Employees in classifications assigned to an Executive Salary Range shall be
eligible for a merit increase every six months while in the lower third of the salary
range. Eligibility shall be annually thereafter up to the salary range Control Point.
8.06.01 The merit matrix for Executive level positions shall be as follows:
Extraordinary Achievement
Outstanding Contributor
Significant Contributor
Some Improvement Needed
Unacceptable
6.0% - 7.0%
5.0% - 6.0%
3.0% -4.0%
0.0%- 1.5%
0%
8.06.02
Executive salary ranges shall have an Exception Rate Zone with the
following parameters:
1. Rate shall not be any higher than 10% above the salary range
control point at any time.
2. Shall be used at the discretion of the City Manager (City
Council for appointee positions) for the following reasons:
a. Unusual recruitment/retention issues
b. Performance ratings of Extraordinary Achievement or
Outstanding Contributor when an employee is at Control
Point.
c. If used for meritorious performance, the increase over
Control Point shall be paid ~ to base and ~ lump sum."
2. That, Sections 10.01, 10.02 and 10.03 of the Management Pay Policies be amended to
read as follows:
"10.0 City Council Appointees
10.01
Between July 1 and August 15 of each year, the City Council shall conduct and
complete an Annual Performance Review ("APR") for each City Council
appointee (e.g., the City Manager, City Attorney, City Treasurer and City Clerk).
City Council shall evaluate the performance of each appointee for the period of
the preceding fiscal year. The City Council may also elect to conduct a mid-year
progress update to determine how effectively the appointee is meeting
performance expectations and to discuss goals and objectives. Upon completion
of each APR, the City Council, by a majority vote of its entire membership, shall
rate the performance of each appointee for such period as I) unacceptable, II)
some improvement needed, III) significant contributor, IV) outstanding
contributor, or V) extraordinary achievement. The City Council shall meet with
each appointee and discuss his or her APR rating. The City Council shall also
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inform the City Manager and Human Resources Director of each appointee's
annual rating by the completion of a form provided by the Human Resources
Director for such purpose. Failure of the City Council to conduct or complete any
APR on time shall not affect any merit pay increase otherwise authorized
pursuant to Section 10.02 of this Resolution.
10.02
Except as set forth in Section 10.03 below, each appointee may qualify to receive
a merit pay increase, in a percentage equal to the maximum merit salary
adjustment for the applicable rating category (e.g., "significant contributor or
outstanding contributor") as established for other members of the Management
Group pursuant to Section 8 of this Resolution. For appointees with a pay rate
above the lower third of their salary range, the merit pay increase shall be
effective on the first day of the bi-weekly pay period that commences on the date
closest to July 1 of such year. Appointees with a pay rate in the lower third of
their salary range shall be eligible for consideration for an additional merit
increase effective on the first day of the bi-weekly pay period that commences on
the date closest to January 1 of such year. The Human Resources Director is
directed to implement such merit increases in accordance with these policies.
10.03
Notwithstanding the provisions of Section 10.02, an appointee shall not receive the
annual merit increase if either (I) such appointee received a rating of "unacceptable" in
his or her APR for the immediately preceding fiscal year, or (11) the City Council, by
majority vote of its entire membership, establishes a different date for, or a different
amount of, such merit increase, or determines to grant no merit increase for such
appointee."
3. That, Section 13.04 of the Management Pay Policies be amended to read as follows:
"13.04 An employee who is promoted or assigned to the classification of Chief Utilities
Systems Operator, Electrical Field Superintendent, Fire Battalion Chief, Public Works
Operations Superintendent, or Public Works Operations Field Supervisor shall be placed
at a rate in the range which provides a 15% pay increase, as long as it does not exceed
a compa-ratio of 105. If a 15% increase places the employee's salary beyond 105
compa-ratio the employee-shall receive a minimum of 5% increase or an increase
between 5% and 15% in order to bring the employee to 105 compa-ratio. In no case
may the employee's base salary exceed the Control Point. A new merit review date
shall be established in accordance with Section 8 of these Pay Policies."
4. That, Section 15.06 of the Management Pay Policies be amended to read as follows:
"15.06 An incumbent who is reclassified to the classification of Chief Utilities Systems
Operator, Electrical Field Superintendent, Fire Battalion Chief, Public Works Operations
Superintendent, o_(_r Public Works Operations Field Supervisor, shall be placed at a rate in
the range which provides a 15% pay increase, provided the rate does not exceed a
compa-ratio of 105. If an increase places the employee's salary beyond 105 compa-
ratio the employee shall receive a minimum of 5% increase or an increase between 5%
and 15% in order to bring the employee to 105 compa-ratio. In no case may the
employee's base salary exceed the Control Point. The employee shall be given a new
merit review date in accordance with Section 8 of these Policies."
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BE IT FURTHER RESOLVED that the effective date of this Resolution shall be June
18, 2004.
AND, BE IT FURTHER RESOLVED that except as amended herein, Resolution
No. 2000R-130 shall remain in full force and effect.
THE FOREGOING RESOLUTION is approved and adopted by the City Council
of the City of Anaheim this 15th day of June ,2004, by the following roll call vote:
AYES: Mayor Pringle, Council Members Tait, Hernandez, Chavez, McCracken
NOES: none
ABSENT: none
ABSTAIN' none
MAYOR OF THI ANAHEIM
ATTEST:
O~'TY CLER~ OF THE CITY OF ANAHEIM
APPROVED AS TO F(~M:
JACK L. W,~, , CIT ATTO 'EY
//
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