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92-022 RESOLUTION NO. 92R-22 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADJUSTING RATES OF COMPENSATION AND ESTABLISHING PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS ADMINISTRATIVE MANAGEMENT AND SUPERSEDING RESOLUTION NO. 91R-78 AND AMENDMENTS THERETO WHEREAS, the Human Resources Director has recommended in a staff report dated January 28, 1992 that the need exists to adjust the management salary structure by 4.5%; and establish pay policies for classifications designated as Administrative Management, effective January 31, 1992; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 91R-78 and amendments thereto; and WHEREAS, the city Council of the city of Anaheim does find that adjusting the management salary structure; approving salary increases; and establishing pay policies for these Administrative Management 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 structure listed below: RANGE MINIMUM MARKET CONTROL CR00 $25 470 $31,838 $35,022 CR01 26 744 33,430 36,773 CR02 28 082 35,102 38,612 CR03 29 486 36,857 40,543 CR04 30 960 38,700 42 570 CR05 32 508 40,635 44 699 CR06 34 134 42,667 46 934 CR07 35 840 44,800 49.280 CR08 37 632 47,040 51.744 CR09 39 514 49,392 54.331 CR10 41 490 51,862 57 048 CRll 43 564 54,455 59 901 CR12 45 742 57,178 62 896 CR13 48 030 60,037 66.041 CR14 50 431 63,039 69.343 CR15 52 953 66,191 72 810 CR16 55 601 69,501 76 451 CR17 58 381 72,976 80 274 CR18 61 300 76,625 84 288 CR19 64 365 80,456 88.502 Section 1. - Continued RANGE MINIMUM MARKET CONTROL CR20 $67,583 $84,479 $92,927 CR21 70,962 88,703 97,573 CR22 74,510 93,138 102,452 CR23 78,236 97,795 107 575 CR24 82,148 102,685 112 954 CR25 86,255 107,819 118 601 CR26 90,568 113,210 124 531 CR27 95,097 118,871 130 758 CR28 99,852 124,815 137 297 CR29 104,845 131,056 144 162 CR30 110,087 137,609 151 370 CR31 115,591 144,489 158 938 CR32 121,370 151,713 166,884 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 following salary ranges effective January 31, 1992. Classification Salarv Ranqe Assistant City Clerk X CR10 Assistant Finance Director X CR18 Assistant Labor Relations Director X CR18 Benefits and Information Manager X CR17 Capital Projects Manager X CR17 Central Library Manager X CR14 Chief Building Inspector X CR17 civil Engineer X CR18 civil Engineer Field X CR18 Code Enforcement Manager X CR16 Community Development Administrative Services Manager X CR13 Community Services Superintendent X CR14 Convention Center Administrative Services Manager X CR13 Convention Center Operations Manager X CR20 Customer Services Manager X CR16 Data Center Manager X CR17 Deputy City Engineer X CR19 Deputy Planning Director X CR19 Electrical Engineering Manager X CR21 Electric Field Manager X CR19 Environmental Services Manager X CR18 Extension Services Manager X CR14 Fire Battalion Chief Special Assignment XF CR20 Fire Marshal XF CR20 Golf Course Manager X CR17 Housing Manager X CR15 Human Resources Development Manager X CR16 Section 2. - Continued Classification Salary Ranqe Library Administrative Services Manager X CR14 Library Technical Services Manager X CR14 Maintenance Manager X CR16 Parks Superintendent X CR17 Personnel Services Manager X CR16 Planning Administrative Services Manager X CR13 Police Captain X CR21 Power Coordination Manager X CR22 Power Resources Project Manager X CR20 Program Development and Audit Manager X CR19 Project Consultant X CR20 Property Services Manager X CR16 Public Utilities Assistant General Manager - Field and Warehouse X CR23 Public Utilities Assistant General Manager - Finance and Administration X CR23 Public Utilities Assistant General Manager - Power Resources X CR25 Public Utilities Financial Services Manager X CR20 Public Utilities Systems Operations Manager X CR21 Public Utilities Systems Planning Manager X CR21 Purchasing Agent X CR16 Recreation Superintendent X CR17 Redevelopment/Economic Development Manager X CR19 Risk Manager X CR20 Senior Assistant city Attorney - Civil X CR21 Senior Assistant city Attorney - Prosecution X CR21 Stadium Administrative Services Manager X CR13 Stadium Operations Manager X CR17 Special Project Manager X CR21 Systems and Programming Manager X CR17 Technical Services Manager X CR17 Traffic and Transportation Manager X CR18 Treasury Manager X CR13 Water Engineering Manager X CR21 Water Field Manager X CR19 Zoning Administrator X CR17 Zoning Division Manager X CR17 Section 3. 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 seven percent (7%) City-paid contribution to the Public Employees Retirement System plus one percent (1%) additional earnings (for safety employees, eight percent (8%) City-paid PERS), or the equivalent amount in deferred compensation or additional earnings. Employees may only elect to receive the additional earnings option when they are within three (3) years of anticipated retirement. The election to receive the additional earnings shall be irrevocable. 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 4. Employees in the classifications listed in Section 2 of this resolution shall be covered by the following pay policies effective January 31, 1992. 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 and the City's ability to pay. 4.1 Salary Structure Adjustment 4.1 At such time as the salary structure is adjusted, incumbent employees shall be eligible to receive a salary increase up to the percent of the structure adjustment as approved by City Council, based upon satisfactory performance, not to exceed control point. 4.12 If an employee's salary remains below the salary range minimum after the structure adjustment increase, their salary may be adjusted to the range minimum. 4.13 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. 4.2 Merit Increases 4.21 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. 4.22 Employees serving a probationary period are only eligible for a prorated merit increase under the following conditions: · The employee must have completed thirteen (13) biweekly payperiods. · The employee must have satisfactory or better performance. · The employee cannot exceed the 110% control point. 4.23 If an incumbent employee's performance is less than satisfactory, the Executive Manager may deny all or a portion of or 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. 4.24 Employees in classifications listed in Section 2 of this resolution may be eligible for a special salary adjustment as administratively approved by the City Manager. 4.3 Hirinq Pay Policy Newly hired employees shall be compensated at any rate of the range up to the market point 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. 4.4 Promotion 4.41 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 10% pay increase, as long as it does not exceed the market point. (100% compa-ratio). If a 10% increase would place the employee's salary beyond the market point, the employee shall receive a minimum of 5% increase or an increase between 5% and 10% in order to bring the employee to the market point. In no case may the employee's salary exceed the control point. 4.42 Newly promoted employees shall serve a probationary period as stated under Pay Policy 4.61 of this resolution. 4.5 Demotion 4.51 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. 4.52 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. 4.53 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. In no case can this rate exceed the control point of the new class. 4.6 Probationary Employees 4.61 Employees in classifications listed in Section 2 of this resolution shall serve a probationary period of twenty-six (26) complete biweekly pay periods. Upon completion of thirteen (13) biweekly pay periods, a probationary employee, with satisfactory performance, is eligible to receive an increase between 0-5%, provided their compa-ratio is less than 100% (market point). The amount of the increase cannot take the employee's salary beyond the market point. Increases may be denied or only partially given for unsatisfactory performance, internal department pay equity or other job related reasons as determined by the Executive Manager. 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. 4.62 A probationary employee shall be eligible for the annual merit adjustment, as provided under Section 4.22 of this Resolution. 4.63 A probationary employee shall be eligible to receive the annual structure adjustment if he/she has satisfactory or better performance. If performance is less than satisfactory, the annual merit or structure adjustment may be denied. 4.7 Reduction in Pay An employee may receive a reduction in salary on the basis of unsatisfactory work performance or conduct. 4.8 Actinq Pav 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. 4.9 Reclassification 4.91 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 salary in the range which provides a 10% pay increase, not to exceed the market point (100% compa-ratio). If a 10% increase would place the employee's salary beyond the market point, the employee shall receive a minimum of 5% increase or an increase between 5% and 10% in order to bring the employee to the market point. In no case may the employee's salary exceed the control point. 4.92 An incumbent, who is reclassified with his/her position to a job class with no change in range, will retain their rate of pay. 4.93 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. 4.94 An incumbent, who is reclassified does not serve a probationary period and is not eligible to receive an increase at the end of thirteen (13) complete biweekly pay periods. 4.95 An incumbent, who is reclassified with his/her position shall be eligible for the annual merit adjustment, on a prorated basis. 4.96 An incumbent, who is reclassified with his/her position is eligible to receive the annual structure adjustment if he/she has satisfactory or better performance. If performance is less than satisfactory, the annual merit or structure adjustment may be denied. 4.10 Provisional Appointments Employees provisionally appointed to a job classification listed in Section 2 of this Resolution 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 eligible 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. If this employee is placed in this position on a probationary status after successful completion of a competitive process they will not be eligible for an additional 0-5% increase upon completion of thirteen (13) biweekly payperiods as defined under Policy 4.6 of this Resolution. Section 5. 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 6. 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 7. 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 8. The classifications of Deputy City Engineer, Traffic and Transportation Manager, Public Utilities Assistant General Manager - Field and Warehouse, Public utilities Assistant General Manager - Power Resources, Public Utilities Assistant General Manager - Finance and Administration, Risk Manager and Special Project Manager, are eligible to receive either a City-owned vehicle or an automobile allowance of $219.23 per biweekly pay period. Section 9. The provisions of this Resolution shall supersede Resolution No. 91R-78. BE IT FURTHER RESOLVED that the effective date of this Resolution shall be January 31, 1992. THE FOREGOING RESOLUTION is approved and adopted by the city Council this &th day of Fabruary , 1992. ~ CITY CLERK OF THE CITY OF ANAHEIM APPROVED AS TO FORM: CITY ATT RNEY ~F THE CITY OF~NAH~M 931-1/VK/CH 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. 92R-22 was introduced and adopted at a regular meeting provided by law, of the Anaheim City Council held on the 4th day of February, 1992, by the following vote of the members thereof: AYES: COUNCIL MEMBERS: Simpson, Pickler and Hunter NOES: COUNCIL MEMBERS: Ehrle and Daly ABSENT: COUNCIL MEMBERS: None AND I FURTHER certify that the Mayor of the City of Anaheim signed said Resolution No. 92R-22 on the 5th day of February, 1992. IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the City of Anaheim this 5th day of February, 1992. CITY CLERK OF THE CITY OF ANAHEIM (SEAL) T, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the original of Resolution No. 92R-22 duly passed and adopted by the City Council of the City of Anaheim on February 4, 1992. CITY CLERK OF THE CITY OF ANAHEIM