RES-2006-112RESOLUTION NO. 2006 - 112_
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
AMENDING 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
WHEREAS, the Human Resources Director has recommended in a staff report
dated May 30, 2006, 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, Section 8.05.01 (c) of Resolution No. 2000R -130 (Merit Increases and
Progression Within the Pay Range) of the Management Pay Policies be amended to read as
follows:
"8.05.01 (c) If used for meritorious performance, the increase up to end compa-
ratio 115 shall be paid to base. Any increase exceeding end compa -ratio 115.0
to 120.0 shall be paid 1 /2 to base and %2 as a lump sum."
2. That, Sections 14.01 and 14.01.01 of Resolution No. 2000R -130
(Special Assignment Positions) of the Management Pay Policies be amended to read as
follows:
"14.01 The positions of Fire Battalion Chief — 40 hour and Fire Division Chief are
considered "Special Assignment" positions and shall be filled by employees at
the rank of fire Battalion Chief. The Fire Chief shall assign employees to such
special assignments and persons so assigned shall serve at the will and pleasure
of the Fire Chief while in such special assignment. Incumbents do not have
vested rights to these positions. The Fire Chief may end a "Special Assignment"
at any time."
"14.01.01 An employee who is assigned to the classification of Fire Battalion
Chief — 40 hour shall be given a 5% pay increase while serving in that capacity
provided such pay increase does not place the employee's salary beyond the
range Control Point (110 compa- ratio). If the 5% pay increase places the
employee beyond the salary range Control Point, the employee shall receive a
salary increase up to 5% to Control Point. The employee shall retain their merit
review date."
FAOT3674CS.DOC
BE IT FURTHER RESOLVED that the effective date of this Resolution shall be
the pay period following City Council adoption.
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 30th day of May , 2006, by the following roll call vote:
AYES: Mayor Pringle, Council Members Sidhu, Hernandez, Galloway, Chavez
NOES: None
ABSENT:
/ 0--- None
ABSTAIN: None
114410 � el
MAYOR OF THE CI O NAHEIM
ATTEST:
CITY. LERK O HE CITY OF ANAHEIM
APPROVED AS TO FORM:
JACK L. WHITE, CITY ATTORNEY
BY
FAOT3674CS.DOC
CITY OF ANAHEIM
MANAGEMENT PAY POLICIES
COVERING EXECUTIVE, ADMINISTRATIVE
MIDDLE MANAGEMENT, SUPERVISORY AND
PROFESSIONAL EMPLOYEES
REVISED EFFECTIVE: August 12, 2005
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Table of Contents
Section
1.0
Purpose of the Policies
2.0
Applicability of Policies
3.0
Organizational Compensation Philosophy
4.0
Classification Plan
5.0
Job Evaluation Plan
6.0
Market Compensation Analyses
7.0
Salary Structure Adjustments (revised 6/05)
8.0
Merit Increases and Progression Within the Pay Range (revised 6105)
9.0
Equity Adjustments
10.0
City Council Appointees (revised 6/04)
11.0
New Hire Compensation Practices
12.0
Probationary Employees
13.0
Promotions (revised 6/05)
14.0
Special Assignment Positions (Public Safety)
15.0
Reclassification Practices (revised 6/05)
16.0
Demotions
17.0
Reduction in Salary or Suspension
18.0
Lateral Transfers
19.0
Reassignment in Lieu of Layoff
20.0
Acting Appointments
21.0
Temporary Upgrades (revised 8/05)
22.0
Premium Payments Under Special Conditions
23.0
Review and Approval Actions
24.0
Overview of Special Management Provisions
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MANAGEMENT PAY POLICIES
REVISED EFFECTIVE AUGUST 12, 2005
1.0 Purpose of the Policies
1.01 These Policies are intended to identify and set forth policies and practices related to
management compensation to ensure responsible and effective compensation decisions.
1.02 Areas that are not covered within these policies may be addressed within the City's
Personnel Rules and Salary Resolutions.
2.0 Applicability of Policies
2.01 Employees in Executive, Administrative, Middle Management, Supervisory and
Professional jobs, including Police and Fire safety management, shall be covered by the
following pay policies. To the extent that these policies are held to be contrary to any
City of Anaheim Personnel Rules, the terms of these policies shall prevail. All reference
to salary adjustments contained in these Compensation Policies shall be contingent upon
funding based upon annual budget appropriations by the City Council, the City's financial
condition and the City's ability to pay.
3.0 Organizational Compensation Philosophy
3.01 One of the City's missions is to provide residents with management leadership that can
develop and implement high quality community programs and services. The compensation
policies of the City can be used to foster the attainment of initiatives in support of the City's
mission, department goals, and the directives of the City Manager and City Council.
3.02 The City seeks to successfully attract, retain and motivate qualified employees in
accordance with its compensation policies.
3.03 The City's compensation policies are designed to reward productivity, improve employee
skills, increase customer satisfaction, and encourage effective resource utilization.
3.04 The City's classification and compensation plan is intended to be internally equitable,
competitive with marketplace practices, and non - discriminatory in its design.
3.05 The performance appraisal plan is intended to reinforce the compensation plan and to help
all employees to assess their effectiveness in meeting job standards while establishing goals
and objectives that will lead to continuous improvement.
4.0 Classification Plan
4.01 Al class specifications must be reviewed and approved by the respective executive
manager and /or administrative manager, as well as the supervisor and the Human
Resources Department, prior to implementation.
4.02 All positions having supervisory and/or managerial responsibilities shall have a copy of the
current class specification for their own position, and any positions supervised or managed
by these positions.
4.03 At the time of the employee's performance review, the supervisor or manager shall inform
the Human Resources Department of any changes in the duties and responsibilities of the
position that might affect: a) the job functions and qualification guidelines; or b) the pay
grade assignment of the job. These changes shall be shared with the employee.
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5.0 Job Evaluation Plan
5.01 The City has a formal job evaluation system for its management group. Its purpose is to
establish the relative worth of individual jobs, ensure appropriate internal pay relationships,
and determine the appropriate leveling of job classifications within the pay structure.
5.02 The City utilizes the Factor Comparison Method of job evaluation. The plan is derived from
five major job evaluation factors that may relate in differing degrees to these management
jobs. These factors include: responsibility, job knowledge (education, experience and
training), supervision exercised and received, fiscal accountability and interpersonal
communications.
5.03 The job evaluation process shall be the responsibility of the Human Resources
Department.
5.04 As part of the job evaluation process, internal salary relationships will also be compared
in an effort to address specific compaction issues.
6.0 Market Compensation Analyses
6.01 The organization's desired market positioning is to be competitive with the prevailing market
practices for fully qualified employees when base pay, incentive pay and/or total
compensation comparisons are made. It is understood that the relative positioning to the
market will vary for each position, job classification and occupational grouping that is
compared, and may change at different points in time.
6.02 The definition of comparable labor market agencies will be evaluated over time and change
as the labor market changes.
7.0 Salary Structure Adjustments
7.01 At the time of a salary structure adjustment, employees (including Executive Managers
and Council Appointees) may be eligible for a pay adjustment in an amount equal to the
structure adjustment. Such an adjustment shall be based on the employee receiving a
performance rating of consistently contributes to achievement of results or better, during
their previous rating period.
7.01.01 For a performance rating of less than consistently contributes to achievement of
results the Executive Manager (City Manager for Executives and City Council for Council
Appointees) has the option to grant a portion of the structure adjustment, deny the
structure adjustment, or postpone the adjustment for up to six (6) months for
reassessment of performance. At that time they shall deny an increase or grant all/or a
portion of the structure adjustment based on the employee's performance at that time.
7.01.02 If a merit is due an employee during the time of the delayed structure
adjustment, the merit date may also be extended for the same amount of time.
7.01.03 Employees may be compensated below the salary range minimum as a result of
their performance being rated as less than consistently contributes to achievement of
results.
7.02 In.the event the structure is adjusted but not fully funded, employees who remain below
the salary range minimum shall be adjusted to the range minimum provided their
performance is at the consistently contributes to achievement of results level or better.
Employees may be compensated below the salary range minimum as a result of their
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performance being rated as less than consistently contributes to achievement of results.
7.03 The pay structures will be reviewed in January of each year to determine whether the pay
ranges for these structures need to be adjusted, and if so, by what percentage factor(s).
The determination to adjust the pay structures, and by what percentage(s), will be based
upon specific market data, eF employment cost indices, and /or internal factors and will be
subject to the City's financial condition, the City's ability to pay, market conditions, and other
factors.
8.0 Merit Increases and Progression Within the Pay Range
8.01 Employees are eligible for individual merit increases within the pay grade effective on their
merit review date. Merit increases are not automatically granted. Employees may be
determined to be ineligible to receive a merit increase based upon their overall performance
rating as stated in the employee's performance appraisal plan.
8.02 An incumbent employee shall be eligible to receive a merit increase as follows:
Compa -ratio 80 - 99.99 Every six, (6) months (13 complete biweekly pay
periods)until attaining a compa -ratio of 100.
Compa -ratio at or above 100 Every twelve (12) months (26 complete biweekly pay
periods) until attaining a compa -ratio of 110.
8.02.1 Part-time management employees will be eligible to receive merit increases in
accordance with 8.02 through 8.05 of these Management Pay Policies.
8.03 Merit increases shall be based upon the employee's overall performance rating as
demonstrated in the Performance Appraisal Plan, in accordance with the Merit Pay
Matrix. Each Executive Manager shall certify an employee's overall rating and submit to
the Human Resources Director along with the Personnel Action Form implementing such
merit increases.
8.04 Merit increases for employees rated better than consistently contributes to achievement
of results may require pre - approval of the City Manager.
8.05 The City Manager shall determine the merit matrix for each fiscal year. Such
recommendations shall be based upon the City's financial condition, City's ability to pay,
market conditions and other factors.
8.05 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.
The merit matrix for Executive level positions shall be as defined in Section
8.05 of these Management Pay Policies
8.05.01 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:
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a. Unusual recruitmentiretention issues
b. Performance ratings of better than consistently contributes to
achievement of results when an employee is at Control Point.
c. If used for meritorious performance, the increase up to end
comps -ratio 115.0 shall be paid to base. Any increase exceeding
end compa -ratio 115.0 to 120.Os be paid' /. to base and Y2 ...... Deleted: over Control Point
as a lump sum.
8.06 Lump sum payments are not added to the employee's base pay and are not used
determining highest year compensation for PERS or for any leave bank payoffs.
9.0 Equity Adjustments
9.01 Employees may be eligible for a special salary adjustment as approved by the City
Manager.
9.02 Requests for special salary adjustments must be submitted in writing to Human
Resources Director. These requests must state the rationale for a special adjustment
and be signed by the department head.
9.03 Pay equity adjustments must be supported in writing for reasons such as internal pay
relationships or market competitiveness.
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 majority vote of its
entire membership, shall rate the performance of each appointee for such period. The
City Council shall meet with each appointee and discuss his or her APR rating. The City
Council shall also 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 Executive Manager rating category as established for other members of the
Executive 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 (1) such appointee received a rating of less than consistently
contributes to achievement of results in his or her APR for the immediately preceding fiscal
year, or (II) the City Council, by majority vote of its entire membership, establishes a
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different date for, or a different amount of, such merit increase, or determines to grant no
merit increase for such appointee.
10.04 . Nothing contained in this Section 10 in its entirety shall be deemed to prevent or restrict
the City Council, at its sole and absolute discretion and by a majority vote of its
membership, from taking any other action at any time with regard to increasing or
decreasing the amount of compensation payable to any appointee.
11.0 New Hire Compensation Practices
11.01 The normal hiring range shall be between a compa -ratio of 80 to 95. If economic
necessity requires hiring an employee at a higher rate, a department head may
recommend, and with the concurrence of the Human Resources Director, may approve a
hire rate up to the Market Policy Rate. The City Manager's Office shall approve new hire
rates above the Market Policy Rate. The hiring rate cannot exceed the Control Point.
11.01.01 The City Manager (City Council for appointee positions) may appoint persons
to an Executive level position at any rate within the designated Executive
salary range.
11.02 New employees should be paid at no less than the minimum pay rate of the pay grade.
Employees hired at the grade minimum are presumed to be minimally qualified to perform
the duties and responsibilities of the job classification into which they are hired.
11.03 Movement within the range is based upon the assumption of greater levels of experience,
education and higher levels of performance as documented in the employee's individual
performance appraisal plan.
11.04 The Human Resources Department will establish pay grades for all job ciassifications in
accordance with the compensation plan. Executive managers will recommend new
employee or rehire employee pay rates subject to the approval of the Human Resources
Department. The Human Resources Department has the exclusive authority to extend the
salary offer on behalf of the City.
11.05 As set forth in Personnel Rule 16, Vacation, the Human Resources Director may
recommend, and the City Manager may approve, a one -time crediting of the vacation
time bank for new hires in Management level job classes for use after completion of six
(6) months in the position.
11.05.01 For new hires assigned to Executive or Administrative Management level
positions, the maximum number of hours which may be credited is 120.
11.05.02 For new hires assigned to Middle Management, Supervisory or Professional
level positions, the maximum number of hours that may be credited is 80.
12.0 Probationary Employees
12.01 Employees covered under these Pay Policies shall serve a probationary period of twenty -
six (26) complete biweekly pay periods.
13.0 Promotions
13.01 Promotions represent the movement of employees into positions at higher pay grades
that require a higher level of responsibility, knowledge and skill. A promotion may be
associated with an employee's career progression within a job family or may represent a
more abrupt and substantial change in duties and responsibilities. In both cases, the
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functions and qualifications of the new position can be readily distinguished from the prior
job classification.
13.02 An employee who is promoted shall be placed at the minimum of the new range or at a salary
in the range which provides a 10% pay increase, as long as it does not exceed a compa -ratio
of 105. If a 10% 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 10% in
order to bring the employee to 105 compa- ratio. In no case may the employee's salary
exceed the Control Point. A new merit review date shall be established in accordance with
Section 8.0 these Pay Policies.
13.02.01 The City Manager (City Council for appointee positions) may appoint a current
city employee to an Executive level position at any rate within the designated
Executive salary range.
13.03 Management level promotions must be approved by executive management. Promotions
into administrative level classifications must be approved by the City Manager.
13.04 An employee who is promoted or assigned to the classification of Chief Utilities Systems
Operator, Electrical Field Superintendent, Fire Battalion Chief, Fire Marshal, Deputy Fire
Marshal, Police Lieutenant, 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. Anew merit review date shall be established in accordance with Section 8
of these Pay Policies.
13.04.01 The new pay rate for promotion to Fire Battalion Chief shall be calculated using
the base hourly rate plus any assignment pay (Paramedic, Hazardous Materials
or Fire /Arson Investigator) the employee was currently receiving in the bargaining
unit classification at the time of promotion.
13.04.02 The new pay rate for promotion to Electrical Field Superintendent shall be
calculated using the base hourly rate plus the additional "Rubber Gloving Pay" if
the employee was Rubber Glove Certified and currently receiving such pay in the
bargaining unit classification at the time of promotion.
13.05 The Human Resources Department may recommend additional remedies to correct pay
compaction problems associated with employees being paid at rates that are not
internally equitable or competitive with the marketplace. These equity adjustments shall
be approved by the City Manager.
14.0 Special Assignment Positions
14.01 The positions of Fire Battalion Chief -400 hour and Division Chief are considered ___-- -_..•- Deleted: Training - ii
"Special Assignment" positions and shall be filled by employees at the rank of Fire
Battalion Chief. The Fire Chief shall assign employees to such special assignments and
persons so assigned shall serve at the will and pleasure of the Fire Chief while in such
special assignment. Incumbents do not have vested rights to these positions. The Fire
Chief may end a "Special Assignment" at any time.
14.01.01 An employee who is assigned to the classification of Fire Battalion Chief - -40 hour Deleted: Training
shall be given a 5% pay increase while serving in that capacity provided such pay
increase does not place the employee's salary beyond the range Control Point
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(110 compa - ratio). If the 5% pay increase places the employee beyond the salary
range Control Point, the employee shall receive a salary increase up to 5% to
Control Point. The employee shall retain their merit review date.
14.01.02 An employee who is assigned to the classification of Fire Division Chief shall
be given 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.
14.01.03 At the end of such "Special Assignmenf' employees shall be returned to the
classification of Fire Battalion Chief unless the reasons for removal from the special
assignment would be cause for dismissal from City service.
14.01.04 When returned to the classification of Fire Battalion Chief, the employee's rate
of pay shall be his or her rate immediately prior to the special assignment, plus
the percent of any merit increases approved during the special assignment.
However, the employee's rate of pay cannot exceed the Control Point of the
salary range for Fire Battalion Chief when recalculated.
14.02 The positions of Police Captain and Deputy Chief of Police are considered "Special
Assignment" positions. Police Captain positions shall be filled by employees at the rank
of Police Lieutenant. The Deputy Chief of Police position shall be filled by employees
specially assigned to the position of Police Captain. The Chief of Police shall assign
employees to such special assignments and persons so assigned shall serve at the will
and pleasure of the Chief of Police while in such special assignment. Incumbents do not
have vested rights to these positions. The Chief of Police may end a "Special
Assignment" at any time.
14.02.01 An employee who is assigned to the classification of Police Captain or Deputy
Chief of Police shall be given a 10% pay increase-or the salary range
minimum, whichever is greater. However, the 10% pay increase cannot
exceed a comps -ratio of 105. If a 10% increase places the employee's salary
beyond 105 comps -ratio the employee shall receive a minimum of 5% increase
or an increase between 5% and 10% 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.
14.02.02 At the end of such "Special Assignment" employees shall be returned to the
classification which they held at the time of the special assignment unless the
reasons for removal from the assignment would be cause for dismissal from
City service.
14.02.03 When returned to such previously held position, the employee's rate of pay
shall be the rate immediately prior to the special assignment plus the percent of
any merit increase approved during the special assignment. However, the
employee's rate of pay cannot exceed the Control Point of the salary range for
Police Lieutenant when recalculated.
15.0 Reclassification Practices
15.01 Ajob classification and /or compensation rate maybe changed as the result of a
classification audit conducted by the Human Resources Department. Executive level
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positions are filled through appointment only. Therefore, the provisions of this Section 15
shall not apply to Executive job classifications.
15.02 An incumbent who is reclassified with his/her position to a job class at a higher range
shall be placed at the minimum of the new range or at a rate in the range which provides
a 10% pay increase, provided the rate does not exceed a compa -ratio of 105. If a 10%
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 10% in order to bring
the employee to 105 compa -ratio. In no case may the employee's salary exceed the
Control Point. The employee shall be given a new merit review date in accordance with
Section 8 of these Policies.
15.03 An incumbent who is reclassified to a job class with no change in range shall retain their
current rate of pay and merit review date.
15.04 An incumbent who is reclassified with his /her position to a job class at a lower range shall
retain their current rate of pay in the new range. If the current rate is higher than the new
range Control Point, the employee's pay shall remain (Y' Rated) until such time as the
Control Point of the range for the position exceeds the employee's rate of pay.
15.05 An incumbent who is reclassified does not serve a probationary period.
15.06 An incumbent who is reclassified to the classification of Chief Utilities Systems Operator,
Electrical Field Superintendent, Fire Battalion Chief, Fire Marshal, Deputy Fire Marshal,
Police Lieutenant, 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, 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.
15.06.01 The new pay rate for reclassification to Fire Battalion Chief shall be calculated
using the base hourly rate plus any assignment pay (Paramedic, Hazardous
Materials or Fire/Arson Investigator) the employee was currently receiving in
the bargaining unit classification at the time of reclassification.
15.06.02 The new pay rate for reclassification to Electrical Field Superintendent shall be
calculated using the base hourly rate plus the additional "Rubber Gloving Pay"
if the employee was Rubber Glove Certified and currently receiving such pay in
the bargaining unit classification at the time of reclassification.
15.07 The Human Resources Department may recommend additional remedies to correct pay
compaction problems associated with employees being paid at rates that are not internally
equitable or competitive with the marketplace. These equity adjustments shall be approved
by the City Manager.
16.0 Demotions
16.01 Employees 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.
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16.02 An employee who takes a voluntary demotion to his /her their former job classification
shall be placed at a rate which returns the employee to their former salary status.
16.03 An employee who takes a voluntary demotion to any other job classification may be
placed at a rate that does not provide an increase in salary. The rate of pay shall be
determined by the department head. In no case shall this rate exceed the Control Point
of the new class. Subsequent performance evaluations may permit placement of the
employee at a higher pay rate for "extraordinary achievement' performance ratings.
17.0 Reduction in Salary or Suspension
17.01 A reduction in salary or suspension shall be in accordance with the provisions of Personnel
Rule 10.02, 10.03 and 10.04.
18.0 Lateral Transfers
18.01 A lateral transfer occurs when there is a change in job classification or position assignment
but there is no advancement in pay grade.
18.02 A lateral transfer is not accompanied by a base pay increase since the position is not being
assigned to a higher pay grade. Similarly, positions being transferred from one department
to another department will retain the same pay grade assignment and pay rate for the job
classification.
19.0 Reassignment in Lieu of Layoff
19.01 An employee who is reassigned in lieu of layoff to a job classification at the same salary
range shall retain his/her current rate of pay and merit review date.
19.02 If an employee is reassigned to a job classification at a lower salary range, they shall retain
their current rate of pay if the rate falls within the new range. The employee shall retain their
current merit review date.
19.03 If an employee's rate of pay exceeds the Control Point of the lower salary range, the
employee's pay rate shall be adjusted downward to the Control Point of the new range. The
employee shall retain his/her merit review date.
19.04 In no case shall an employee's rate of pay exceed the Control Point as a result of such
reassignment in lieu of layoff.
20.0 Acting Appointments
20.01 For purposes of computing the appropriate pay rate, Acting Appointments shall be
considered either new appointments or promotions, whichever applies. If the employee
is placed in the position through a competitive process after serving in an acting capacity,
the action will be a status change from Acting to Probationary and the merit review date
will remain the same.
21.0 Temporary Upgrades
21.01 Employees temporarily upgraded to management job classifications shall receive
upgrade pay in accordance with Personnel Rule 6, Premium Pay.
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22.0 Premium Payments Under Special Conditions
22.01 Middle Management, Supervisory and Professional employees may be compensated for
overtime work authorized by the appropriate Executive in accordance with Personnel
Rule 6, Premium Pay.
23.0 Review and Approval Actions
23.01 The Human Resources Department is responsible for reviewing and approving proposed
changes to the job descriptions and for recommending new job classifications in
cooperation with the department manager or supervisor.
23.02 Executive Managers may recommend new hire or re -hire rates and promotional pay
increases for their employees in consultation with the Human Resources Department.
However, only the Human Resources Department has the authority to extend offers of
employment and to process pay increases.
23.03 Departmental supervisors will recommend promotions and demotions as may be
appropriate for their personnel. Such actions must be approved by the City Manager,
Human Resources Department, and the department head, as described in the
appropriate sections of these pay guidelines and Personnel Rules.
23.04 Executive Managers may request a review of classification and compensation
determinations of the Human Resources Department If they do not agree with a
recommendation. Such reviews must be submitted in writing to the City Manager within 30
days, including justification for a different determination, for final consideration.
24.0 Overview of Special Management Provisions
24.01 Bilingual Pay
Employees required to speak, read and /or write Spanish or other languages as well as
English as part of the regular duties of their position will be compensated at the rate
established in the salary resolution for eligible classifications.
24.02 Automobile Allowance
Specific classifications eligible for an automobile allowance shall be listed in the
appropriate salary resolutions. Compensation for such automobile allowance shall be
established by motion.
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