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92-018 RESOLUTION NO. 92R- 18 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADJUSTING RATES OF COMPENSATION AND ESTABLISHING PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS PROFESSIONAL AND SUPERSEDING RESOLUTION NO. 91R-80 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 Professional, effective January 31, 1992; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 91R-80 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 Professional 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 CRlO 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 Professional 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 Accountant X CR06 Administrative Services Coordinator X CR08 Affirmative Action Analyst X CR10 Affordable Housing Specialist XU CR06 Assistant City Attorney - Civil X CR18 Assistant City Attorney - Prosecution X CR18 Assistant city Attorney - Redevelopment X CR19 Assistant Engineer-B X CR10 Associate Engineer-A X CR12 Associate Engineer-B X CR14 Associate Planner X CR12 Associate Power Resources Project Engineer X CR14 Benefits Analyst I X CR06 Benefits Analyst II X CR10 Booking Coordinator X CR05 Buyer I X CR02 Buyer II X CR06 Capital Projects Coordinator X CR06 Claims Examiner X CR10 Community Development Coordinator X CR07 Community Development Personnel Services Coordinator X CR08 Conservation Programs Coordinator X CR14 Conservation Services Advisor I X CR06 Conservation Services Advisor II X CR09 Customer Service Information Coordinator X CR06 Deputy City Attorney I - Civil X CR12 Deputy City Attorney I - Prosecution X CR12 Deputy City Attorney II - civil X CR16 Section 2. Continued Classification Salary Ran~e Deputy City Attorney II - Prosecution X CR16 Economic Development Coordinator X CR15 EDP Auditor X CR14 Electrical Planning Specialist X CRll Electrical Systems Designer X CR12 Emergency Medical Services Coordinator X CRll Employee Benefits Representative X CR05 Employment Representative XU CR05 Engineering Contracts Specialist X CR12 Environmental Services Specialist X CR14 Environmental Services Technician X CR06 Event Coordinator I X CR04 Event Coordinator II X CR08 Fire Training officer X CR15 Hazardous Materials Coordinator X CRll Housing Development Manager X CR13 Human Resources Development Specialist I X CR06 Human Resources Development Specialist II X CR10 Human Resources Information Systems Analyst X CR10 Investment Officer X CR12 Job Training Program Analyst X CR10 Labor Relations Specialist X CR12 Local History Curator X CR06 Maintenance Planner X CR06 Management Analyst I X CR06 Management Analyst II X CR10 Management Assistant X CR04 Management Auditor I X CR06 Management Auditor II X CR10 Management Intern X CR00 Meeting Room Coordinator X CR03 Methods and Standards Specialist I X CR07 Methods and Standards Specialist II X CR10 Paralegal X CR05 Park Planner X CR12 Payroll Manager X CR10 Personnel Analyst I X CR06 Personnel Analyst II X CR10 Police Civil Liability Investigator X CR10 Power Contracts Engineer X CR19 Power Resources Analyst X CR10 Power Resources Planner X CR19 Principal Accountant X CR12 Procedures Development and Training Specialist X CR13 Project Manager I X CR09 Project Manager II X CR13 Public Information Specialist X CR06 Public Utilities Administrative Analyst X CR08 Public Utilities Communications Assistant I X CR02 Public Utilities Communications Assistant II X CR06 Public Utilities Financial Requirements Analyst X CR12 Public Utilities Financial Requirements Specialist X CR06 Section 2. - Continued Classification Salary Range Public Utilities Financial Services Analyst X CR10 Public Utilities Financial Systems Analyst X CR06 Public Utilities Personnel Services Representative I X CR04 Public Utilities Personnel Services Representative II X CR08 Public Utilities Senior Financial Requirements Analyst X CR14 Public Utilities Special Project Manager X CR21 Real Property Analyst X CR12 Revenue Protection Coordinator XU CR06 Safety Administrator X CR12 Safety and Training Officer X CR10 SCADA Systems Manager X CR16 SCADA Systems Specialist I X CR10 SCADA Systems Specialist II X CR12 Senior Accountant X CR10 Senior Chemist X CR10 Senior Conservation Services Advisor X CRll Senior Electrical Planning Specialist X CR13 Senior Electrical Systems Designer X CR14 Senior Engineer X CR16 Senior Event Coordinator X CRll Senior Human Resources Development Specialist X CR12 Senior Management Analyst X CR12 Senior Management Auditor X CR12 Senior Personnel Analyst X CR12 Senior Planner X CR14 Senior Power Resources Project Engineer X CR16 Senior Project Manager X CR15 Senior Real Property Agent X CR13 Senior Structural Engineer X CR12 Senior Systems Analyst X CR12 Senior Systems Programmer X CR12 Senior Utilities Load Scheduler X CR18 Senior Utilities Systems Scheduler X CR15 Special Projects Manager X CR21 Staff Analyst X CR06 Traffic/Transportation Coordinator X CR08 Transportation Systems Management Specialist X CR08 Utilities Load Scheduler X CR16 Utilities Systems Scheduler XU CR13 Section 2.1. Employees hired to work in the classification of Management Intern will be considered full-time for purposes of benefits and other rules and policies except for Rule 11 Lay-off and Re-employment. This classification is part of the Management Intern Program and has a fixed term not to exceed eighteen months from date of hire. 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 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 supervisory 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 Hiring 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 Emplovees 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. 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 "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-80 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: CITY CLERK OF THE CITY OF ANAHEIM APPROVED AS TO FORM: CITY ATTORNEY fF T~ 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 certify that the foregoing Resolution No. 92R-18 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-18 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 CLER~ OF TNE CITY 0~ ANAHEIM (SEAL) I~ LEONORA N. SOFL, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the original of Resolution No. 92R-18 duly passed and adopted by the City Co~lncil of the City of Anaheim on February 4, 1992. CItY C~ER~ OF T~E CITY OF A~AHEIM