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92-021 RESOLUTION NO. 92R-21 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADJUSTING RATES OF COMPENSATION AND ESTABLISHING PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS MIDDLE MANAGEMENT AND SUPERSEDING RESOLUTION NO. 91R-81 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 Middle Management effective January 31, 1992; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 91R-81 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 Middle 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 ranges providing annual compensation according to the salary 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 Middle 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 Salary Range Assistant Purchasing Agent X CR09 Assistant to the City Manager X CR14 Billing Supervisor XU CR09 Box Office Manager X CR10 Building Inspection Supervisor XU CR12 Chief of Survey Parties XU CRll Children's Services Manager XU CR10 Circulation Services Manager X CR07 civil Engineer - Water X CR18 claims Manager X CR13 Code Enforcement Supervisor XU CR09 Community Development Fiscal Manager X CR12 Convention Center Facility Services Manager XU CR13 Credit Supervisor XU CR09 Electrical Field Superintendent XU CR16 Electrical Systems Design Supervisor XU CR16 Engineering Support Services Supervisor X CR12 Event Security Coordinator X CR08 Facility Maintenance Supervisor XU CR13 Fire Battalion Chief XF CR17 Fleet Supervisor XU CR13 Housing Coordinator X CR10 Human Services Manager X CR10 Intergovernmental Relations Officer X CRlO Job Training Program Manager X CR14 Law office Manager X CR10 Library Branch Manager XU CR10 Methods and Standards Supervisor X CR13 Park Services Manager XU CR10 Parking Manager X CR10 Plan Check Supervisor X CR15 Police Communications Manager XU CR12 Police Lieutenant XP CR17 Police Records Manager XU CR12 Power Coordination Supervisor X CR20 Public Information Manager X CRll Public Utilities Financial Accounting Manager X CR17 Public Utilities Financial Requirements Manager X CR17 Public Utilities Information Services Manager X CR13 Public Utilities Systems Operations Superintendent X CR19 Recreation Services Manager X CR10 Reprographics/Mail Supervisor XU CR06 Safety Manager X CR15 Stadium Facility Services Manager XU CR13 Street Maintenance Superintendent XU CR13 Utility Services Supervisor XU CR09 Warehouse Manager XU CR13 Water Field Superintendent XU CR14 Water Production Superintendent XU CR14 Water Quality Supervisor X CR14 Worker's Compensation Manager X CR13 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 4.11 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 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 (with the exception of those under Pay Policy 4.43 of 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 base 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. 4.43 An employee who is promoted to the classification of Electrical Field Superintendent, Facility Maintenance Supervisor, Fire Battalion Chief or Police Lieutenant shall be placed in the range which provides a 15% pay increase, as long as it does not exceed the market point. (100% compa-ratio). If a 15% 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 15% in order to bring the employee to the market point. In no case may the employee's base salary exceed the control point. 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 Reclassification 4.81 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. An incumbent, who is reclassified to the classification of Electrical Field Superintendent, Facility Maintenance Supervisor, Fire Battalion Chief or Police Lieutenant shall be covered under Pay Policy 4.43 of this resolution. 4.82 An incumbent, who is reclassified with his/her position to a job class with no change in range, will retain their rate of pay. 4.83 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. 4.84 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. -~, 4.85 An incumbent, who is reclassified with his/her position shall be eligible for the annual merit adjustment, on a prorated basis. 4.86 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. 4.9 Provisional A~Dointments Employees provisionally appointed to a job classification listed in Section 2 of this Resolution 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. 4.10 Upqrade 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. 4.11 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. 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. The letter "F", "P", or "U" preceding a salary range indicates that employees upgraded to that job class shall be paid premium pay 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. Employees 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 fifty dollars ($50) per biweekly pay period in addition to their regular pay. Section 9. The provisions of this Resolution shall supersede Resolution No. 91R-81 and amendments thereto. 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 4th day of February , 1992. ATTEST~ YO~~ CITY CLERK OF THE CITY OF ANAHEIM APPROVED AS TO FORM: CITY ATTORNEY ~F THE CITY OF ANAHEIM 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 sertify that the foregoing Resolution NO. 92R-21 was introdused 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-21 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 CLERN OF THE CITY OF ANahEIM (SEAL) i, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the original of Resolution No. 92R-21 duly passed and adopted by the City Council of the City of Anaheim on February 4, 1992. / -- C~Y C~ERN OF THE C~Y O~ A~AHEIM