86R-291
RESOLUTION NO. 86R- 291
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ESTABLISHING THE MANAGEMENT PAY PLAN BY ADJUSTING THE
MANAGEMENT SALARY STRUCTURE, ESTABLISHING RATES OF
COMPENSATION AND MANAGEMENT PAY POLICIES FOR CLASSIFICATIONS
DESIGNATED AS MIDDLE MANAGEMENT/SUPERVISORY AND SUPERSEDING
RESOLUTION NO. 85R-268 AND AMENDMENTS THERETO
WHEREAS, the need exists to establish the Management Pay Plan for
the fourth year by adjusting the management salary structure, establishing
~ates of compensation and management pay policies for certain Middle
Management/Supervisory classifications; and
WHEREAS, as a result thereof, the need exists to supersede
Resolution No. 85R-268 and amendments thereto; and
WHEREAS, the City Council of the City of Anaheim does find that
establishing the Management Pay Plan for the fourth year by adjusting the
managment salary structure, establishing rates of compensation and management
pay policies for these Middle Management/Supervisory 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 shall be
allocated to salary ranges providing annual compensation according to the
salary structure listed below:
RANGE MINIMUM MIDPOINT MAXIMUM
SR16 $ 90,400 $105,466 $113,000 $120,533 $135,600
SR15 82,182 95,878 102,727 109,575 123,272
SR14 74,711 87,162 93,388 99,614 112,066
SR13 67,919 79,238 84,898 90,558 101,878
SR12 61,744 72,035 77,180 82,326 92,616
SRl1 56,131 65,486 70,164 74,841 84,197
SRID 51,028 59,533 63,785 68,038 76,542
SR09 46,389 54,121 57,987 61,852 69,584
SR08 42,172 49,201 52,715 56,230 63,258
SR07 38,338 44,728 47,923 51,118 57,507
SR06 34,853 40,662 43,566 46,471 52,279
SROS 31,685 36,965 39,606 42,246 47,527
SR04 28,804 33,605 36,005 38,406 43,206
SR03 26,186 30,550 32,732 34,914 39,278
SR02 23,805 27,773 29,756 31,740 35,708
SROl 21,641 25,248 27,051 28,855 32,461
SROD 19,674 22,953 24,592 26,231 29,510
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Section 2.
The basic compensation plan for all officers and employees of the
City of Anaheim designated as Middle Management/Supervisory, who are now
employed or will in the future be employed in any of the classifications
listed below, shall be allocated to the following salary ranges effective
June 27, 1986:
Classification
Salary Range
Assistant Box Office Manager
Assistant Parking Lot Coordinator
Associate Civil Engineer
Associate Traffic Engineer
Billing Supervisor
Box Office Manager
Branch Librarian
Building Inspection Supervisor
Chief of Survey Parties
Chief Utilities Dispatcher
Children's Services Librarian
Circulation Services Manager
Claims Manager
Code Enforcement Supervisor
Community Development Fiscal Manager
Community Services Center Director
Computer Operations Supervisor
Construction Inspection Supervisor
Convention Center Facility Services Manager
Convention Center Tenant Services Manager
Convention Center, Stadium and Golf Fiscal Manager
Credit Supervisor
Crime Statistics Supervisor
Custodial Services Administrator
Data Control Supervisor
Deputy Fire Marshal
D~aft~ng Supe~v~so~
Electric Meter Test & Repair Supervisor
Electrical General Supervisor
Electrical System Design Supervisor
Engineering Support Services Supervisor
Facility Maintenance Supervisor
Fire Battalion Chief - 40 hours
Fire Battalion Chief - 56 hours
Fire Marshal
Fleet Supervisor
Golf Course Superintendent
Housing Operations Coordinator
Housing Program Coordinator
Housing Program Manager
Housing Rehabilitation Supervisor
Job Training Program Project Supervisor
X SR03
X SR03
X SR06
X SR06
XU SR03
X SROS
XU SR04
XU SROS
XU SROS
XU SROB
XU SROS
X SR03
X SR06
XU SROS
X SR06
X SR03
XU SR03
XU SROS
XU SR06
X SR06
X SR06
XU SR03
X SR04
XU SR03
XU SR03
XF SR06
X SR04
XU SR06
XU SROa
X SR07
X SROS
XU SR06
XF SROB
XF SROB
XF SROB
XU SROS
XU SROS
X SR03
X SR04
X SR06
X SR04
X SR04
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Classification
Salary Range
License Collector
Maintenance Administrative Services Supervisor
Meter Reading Supervisor
New Business Supervisor
Park Supervisor
Parking Lot Coordinator
Payroll Supervisor
Plan Check Supervisor
Planning Graphics Supervisor
Principal Electrical Engineer
Police Lieutenant
Police Records Manager
Power Production Manager
Public Utilities Budget Officer
Public Utilities Financial Accounting Manager
Public Utilities Financial Requirements Manager
Public Utilities Fiscal Analyst
Public Utilities Rate Manager
Public Utilities System Planning Manager
Recreation Services Manager
Reprographics/Mail Supervisor
Senior Citizens Center Director
Senior Personnel Analyst
Senior Real Property Agent
Stadium Event Operations Manager
Stadium Facilities Coordinator
Street Cleaning Supervisor
Street Maintenance Supervisor
Systems Programming Supervisor
Systems Project Manager
Tree Trimmer Supervisor
Warehouse Manager
Water Engineer
Water General Supervisor
Water Production General Supervisor
Water Qua1~ty Superv~sor
X SR04
X SROS
XU SR03
XU SR04
XU SR04
X SR04
X SR03
X SR07
X SR05
X SROg
XP SROB
XU SR06
X SR09
X SR06
X SR07
X SR08
X SR04
X SR07
X SR09
X SR04
XU SR03
X SR03
X SR06
X SR06
X SR06
XU SR03
XU SR05
XU SR05
X SR08
X SR07
XU SR04
XU SR06
X SR07
XU SR06
XU SR06
X SR06
Section 3.
Employees working in job 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.
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Section 4.
Employees in the classifications listed in Section 2 of this
resolution shall be covered by the Management Pay for Performance Plan. The
City Council shall authorize the basic merit pool funds to be used for
management merit pay adjustments. The City Manager shall establish the Merit
Pay Increase Guide in accordance with the merit pool funds established by the
City Council and shall implement management me~it pay adjustments. Effective
October 3, 1986 a management merit pool fund of 6% shall be established for
performance year 1986-87.
Section 5.
Employees in the classifications listed in Section 2 of this
~esolution shall be covered by the following management pay policies,
effective June 27, 1986. To the extent that these policies are inconsistent
with any other City of Anaheim Personnel Rules, the terms of these policies
shall prevail.
5.1 Management Pay Plan Implementation
A. Salary Structure
Upon implementation of the basic salary structure for the
Management Pay Plan on June 27, 1986, current incumbent management
employees will be placed in their recommended classification and
salary range, at their current salary rate.
B. Incumbents Below Range Minimum
A management employee, whose current actual salary is below the
minimum of the range for his classification, and whose performance
is "meets expectations", will be placed at the minimum rate of the
range on June 27, 1986, at the time the salary structure is
implemented.
5.2 Hiring Pay Po1icy
Newly hired management employees shall be compensated at any rate within
the lower third of the salary range for their job ~lassifi~ation 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 salary range
but this higher rate generally shall not be above the midpoint.
5.3 Promotion
An employee who is promoted to a management job class shall be placed at a
salary in the management salary range which provides a 10% pay increase,
as long as it does not exceed the midpoint. If a 10% increase would place
the employee's salary beyond the midpoint, the employee shall receive a
minimum of 5% increase or an increase between 5% and 10% in order to bring
the employee to the midpoint.
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5.4 Demotion from a Management Job Class
A. An employee rejected during the probationary period from a management
job shall be returned to the classification in which he has regular
status and to his former salary level, unless the reasons for his
failure to complete probation would be cause for dismissal from City
service.
B. An employee, who takes a voluntary demotion or who is demoted as a
disciplinary action from a management job class to a management job
class, shall be placed at a rate in the lower salary range which
provides at least a 10% reduction in pay.
An employee, who takes a voluntary demotion or is demoted as a
disciplinary action f~om a management job class to a non-management
job class, shall be placed in the highest step of the lower salary
range which provides at least a 10% pay reduction.
5.5 Layoff from a Management Job Class
An employee, whose position has been abolished due to lack of work or
lack of funds and who is reassigned to another position, shall be placed
at a rate or step in the new salary range which does not provide an
increase in pay.
5.6 Probationary Management Employees
A probationary management employee will be evaluated prior to completion
of his probationary period, based upon the six month performance contract
established at the date of his appointment to the management
classification. Such an employee may be eligible for a pay increase of
up to 5% based upon his performance evaluation.
5.7 Reduction in Pay for Management Employees
A management employee may receive a reduction in salary on the basis of
unsatisfactory work performance or conduct.
5.8 Acting Pay
An exempt management employee may be appointed by the City Manager to
serve in an acting capacity during an unplanned absence from work of
thirty calendar days or more of another exempt management employee.
Management employees who are granted acting pay by the City Manager shall
~eceive a 5% increase in payor the minimum rate of the higher salary
range while in an "acting" capacity.
5.9 Upgrade to a Management Class
Employees temporarily upgraded to a management class shall receive a 5%
increase or the minimum rate of the management salary range, in
accordance with current upgrade provisions.
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5.10 Reclassification
Reclassifications for management employees will occur as follows:
A. An incumbent, who is reclassified with his position to a management
job class at a higher salary 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 six (6) months, based upon his
performance evaluation.
B. An incumbent, who is reclassified with his position to a management
job class with no change in salary range, w1ll reta1n his rate of pay.
c. An incumbent, who is reclassified with his position to a management
job class at a lower range, shall retain his rate of pay in the new
range. If his current rate 1s higher than the new salary range, the
rate of pay shall be identified as a "y" rate. An employee
compensated at the "Y.. rate shall remain there until such time as the
"y" rate is within the salary range for the position.
5.11 Payment of Premium Pay to Exempt Employees Under Certain Conditions
Management employees in exempt job classes may be compensated for
overtime work authorized by the appropriate department head 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 department head to
perform work normally performed by employees in non-exempt job classes.
The classification of Plan Check Supervisor may be paid at the overtime
rate for overtime work authorized by the department head and performed
in response to a developer's request to expedite plan checking.
5.12 Assignment Pay
An employee assigned to the Fire Battalion Chief/Operations Division
Chief position shall receive assignment pay equal to ten percent (lOX)
of the Fire Battalion Chief salary range midpoint for each hour worked
in the position during normal work hours.
Section 6.
Emp10yees 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 6.04, Premium Pay. The letter "U", "p'. or "F"
preceding a salary range indicates that employees upgraded to that job class
shall be paid premium pay as provided in Personnel Rule 6.41, 6.42 or 6.43,
Premium Pay.
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Section 8.
The regular hourly rate of pay for employees working in job classes
listed in this resolution shall be computed as p~ovided in Personnel Rule 5,
Hours of Work and Pay Day.
Section 9.
Employes required to speak, read and/or write in Spanish or other
languages as well as English as part of the regular duties of their position
will be compensated at the rate of twenty-five dollars ($25.00) per pay period
in addition to their regular pay. The appropriate department head shall
designate which positions shall be assigned bilingual duties and which
languages shall be eligible for bilingual pay.
Section 10.
The provisions of this resolution shall supersede Resolution
No. 85R-268.
BE IT FURTHER RESOLVED that the effective date of this resolution
shall be June 27, 1986.
THE FOREGOING RESOLUTION is approved and adopted by the City Council
this 24th day of ~TllnA , 1986.
~
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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 ) ss.
CITY OF ANAHEIM )
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 86R-29l was introduced and adopted at a regular
meeting provided by law, of the City Council of the City of Anaheim held on
the 24th day of June, 1986, by the following vote of the members thereof:
AYES:
COUNCIL MEMBERS: Kaywood, Overholt, Pickler and Roth
NOES:
COUNCIL MEMBERS: Bay
ABSENT:
COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 86R-29l on the 24th day of June, 1986.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 24th day of June, 1986.
~~/{~
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 1s the original of Resolution No. 86R-29l duly passed and
adopted by the Anaheim City Council on June 24, 1986.
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