92-020 RESOLUTION NO. 92R-20
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ADJUSTING RATES OF COMPENSATION AND ESTABLISHING PAY
POLICIES FOR CLASSIFICATIONS DESIGNATED AS SUPERVISORY
AND SUPERSEDING RESOLUTION NO. 91R-79 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 Supervisory
effective January 31, 1992; and
WHEREAS, as a result thereof, the need exists to
supersede Resolution No. 91R-79 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
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 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 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 January 31, 1992.
Classification Salary Ranqe
Assistant Parking Lot Manager X CR08
Audit Supervisor X CR15
Box officer Treasurer X CR08
Building Inspection Services Supervisor XU CR09
Chief Utilities Systems Operator XU CR16
Community Services Supervisor XU CR06
Computer Operations Supervisor XU CR07
Construction Inspection Supervisor XU CRll
Convention Center Facility Services Supervisor XU CR08
Convention Center Support Services Supervisor X CR04
Crime Statistics Supervisor XU CR09
Data Control Supervisor XU CR07
Deputy Fire Marshal XF CR13
Emergency Services Coordinator X CR12
Energy Services Manager X CR17
Engineering Contracts Administrator X CR15
Golf Course Superintendent XU CR10
Housing Operations Coordinator XU CR08
Housing Rehabilitation Coordinator XU CR08
Job Training Program Supervisor X CR08
Parking Lot Coordinator X CR00
Parking Lot Supervisor X CR02
Planning Graphics Supervisor XU CR10
Principal Civil Engineer X CR15
Principal Electrical Engineer X CR18
Principal Engineer-A X CR15
Principal Engineer-B X CR18
Principal Traffic Engineer X CR15
Principal Transportation Planner X CR15
Principal Water Engineer X CR15
Public Utilities Communications Officer X CR10
Public Utilities Generation Supervisor XU CR16
Public Utilities Information Services Supervisor X CR06
Recreation Supervisor XU CR06
Scoreboard Manager X CR08
Senior citizens Services Supervisor XU CR06
Stores Supervisor X CR04
Street Maintenance Field Supervisor XU CR09
Systems Project Manager X CR15
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 once
percent (1%) additional earnings (for safety employees, eight
percent (8%) City-paid PERS), or the equivalent amount in
deferred compensation or 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 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 Probationarv 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 Pav
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.
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 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 thirteen (13) complete biweekly pay
periods. For purposes of computing the appropriate pay
rate they shall be considered promoted.
4.10 Upgrade
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", 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 as provided under Personnel Rule 6, Premium Pay.
Section 9.
The provisions of this Resolution shall supersede
Resolution No. 91R-79.
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.
OF THE CITY OF ANAHEIM
CITY CLERK OF THE CITY OF ANAHEIM
APPROVED AS TO FORM:
931-1/VK/CH
STATE OF CALIFORNIA )
COUNTY OF ORANGE )
CITY OF ANAHEIM )
I, LEONORA N. SOEL, city Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution NO. 92R-20 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-20 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)
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing is the original of Resolution No. 92R-20 duly passed and adopted
by the City Council of the City of Anaheim on February 4, 1992.
CITY CLERK OF THE CITY OF ANAHEIM