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1985-268RESOLUTION N0. 85R- 268 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ESTABLISHING THE MANAGEMENT PAY PLAN BY ADJUSTING THE MANAGEMENT SALARY STRUCTURE, ESTABLISHING RATES OF COMPENSATION AND MANAGEMENT PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS MIDDLE MANAGEMENT/SUPERVISORY AND SUPERSEDING RESOLUTION N0. 84R-242 AND AMENDMENTS THERETO WHEREAS, the need exists to establish the Management Pay Plan for the third year by adjusting the management salary structure, establishing rates of compensation and management pay policies for certain Middle Management/Supervisory classifications; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 84R-242 and amendments thereto; and WHEREAS, the City Council of the City of Anaheim does find that establishing the Management Pay Plan for the third year by adjusting the managment salary structure, establishing rates of compensation and management pay policies for these Middle Management/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: Sartinn 1_ Classifications listed in Section 2 of this resolution shall be allocated to salary ranges providing annual compensation according to the salary structure listed below: RANGE MINIMUM MIDPOINT MAXIMUM SR16 $ 86,095 $100,444 $107,619 $114,794 $129,143 SR15 78,268 91,313 97,835 104,358 117,402 SR14 71,153 83,012 88,941 94,871 106,729 SR13 64,685 75,465 80,856 86,246 97,027 SR12 58,804 68,605 73,505 78,406 88,206 SR11 53,458 62,368 66,823 71,278 80,187 SR10 48,598 56,698 60,748 64,798 72,898 SR09 44,180 51,544 55,226 58,907 66,271 SR08 40,164 46,858 50,205 53,552 60,246 SR07 36,513 42,598 45,641 48,684 54,769 SR06 33,193 38,726 41,492 44,258 49,790 SR05 30,176 35,205 37,720 40,234 45,264 SR04 27,433 32,005 34,291 36,577 41,149 SR03 24,939 29,095 31,173 33,252 37,408 SR02 22,672 26,450 28,339 30,229 34,007 SRO1 20,610 24,046 25,763 27,481 30,916 SR00 18,737 21,860 23,421 24,982 28,105 Section 2. The basic compensation plan for all officers and employees of the City of Anaheim designated as Middle Management/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 June 28, 1985: Classification Salar y Range Assistant Box Office Manager X SR03 Assistant Parking Lot Coordinator X SR03 Associate Civil Engineer X SR06 Associate Traffic Engineer X SR06 Billing Supervisor XU SR03 Box Office Manager X SR05 Branch Librarian XU SR04 Cement Crew Supervisor XU SR04 Chief of Survey Parties XU SR05 Chief Utilities Dispatcher XU SR08 Children's Services Librarian XU SR05 Circulation Services Manager X SR03 Civil Engineer - Design X SR08 Civil Engineer - Field X SR08 Civil Engineer - Office X SR08 Claims Manager X SR06 Community Development Fiscal Manager X SR06 Community Services Center Director X SR03 Computer Operations Supervisor XU SR03 Construction Inspection Supervisor XU SR05 Convention Center Facility Services Manager XU SR06 Convention Center Tenant Services Manager X SR06 Convention Center, Stadium and Golf Fiscal Manager X SR06 Credit Supervisor XU SR03 Crime Statistics Supervisor X SR04 Custodial Services Administrator XU SR03 Data Control Supervisor XU SR03 Deputy City Treasurer X SR05 Deputy Fire Marshal XF SR06 Electric Meter Test & Repair Supervisor XU SR06 Electrical General Supervisor XU SR08 Electrical Inspection Supervisor XU SROS Electrical System Design Supervisor X SR07 Eligibility Supervisor X SR03 Facility Maintenance Supervisor XU SR06 Fire Battalion Chief - 40 hours XF SR08 Fire Battalion Chief - 56 hours XF SR08 Fire Marshal XF SR08 Fleet Supervisor XU SR05 Golf Course Superintendent XU SR05 Housing Rehabilitation Supervisor X SR04 Inspection and Standards Supervisor X SR06 Job Training Program Project Supervisor X SR04 Leasing Supervisor X SR03 2 Classification Salary Range License Collector X SR04 Maintenance Administrative Services Coordinator X SR04 Mechanical Inspection Supervisor XU SROS Meter Reading Supervisor XU SR03 New Business Supervisor XU SR04 Park Supervisor XU SR04 Parking Lot Coordinator X SR04 Parkway Maintenance Supervisor XU SR04 Payroll Supervisor X SR03 Plan Check Supervisor X SR07 Planning Graphics Supervisor X SR05 Plumbing Inspection Supervisor XU SR05 Police Lieutenant XP SR08 Police Records Manager XU SR06 Public Utilities Budget Officer X SR06 Public Utilities Financial Accounting Manager X SR07 Public Utilities Financial Requirements Manager X SR08 Public Utilities Fiscal Analyst X SR04 Public Utilities Rate Manager X SR07 Public Utilities System Planning Manager X SR09 Recreation Services Manager X SR04 Reprographics/Mail Supervisor XU SR03 Senior Citizens Center Director X SR03 Senior Housing Coordinator X SR05 Senior Personnel Analyst X SR06 Senior Real Property Agent X SR06 Stadium Facilities Coordinator XU SR03 Stadium Tenant Services Supervisor X SROS Street Cleaning Supervisor XU SR05 Street Maintenance Supervisor XU SR05 Systems Programming Supervisor X SR08 Systems Project Manager X SR07 Traffic and Transportation Engineer X SR08 Tree Trimmer Supervisor XU SR04 Warehouse Manager XU SR06 Water Engineer X SR07 Water General Supervisor XU SR06 Water Production General Supervisor XU SR06 Water Quality Supervisor X SR06 Section 3. Employees working in job 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 City-paid contribution to the Public Employees Retirement System, or the equivalent amount in deferred compensation or additional earnings. 3 Scrtinn ~_ Employees in the classifications listed in Section 2 of this resolution shall be covered by the Management Pay for Performance Plan. The City Council shall authorize the basic merit pool funds to be used for management merit pay adjustments. The City Manager shall establish the Merit Pay Increase Guide in accordance with the merit pool funds established by the City Council and shall implement management merit pay adjustments. Effective October 4, 1985 a management merit pool fund of 6.5% shall be established for performance year 1984-85. Section 5. Employees in the classifications listed in Section 2 of this resolution shall be covered by the following management pay policies, effective June 28, 1985. To the extent that these policies are inconsistent with any other City of Anaheim Personnel Rules, the terms of these policies shall prevail. 5.1 Management Pay Plan Implementation A. Salary Structure Upon implementation of the basic salary structure for the Management Pay Plan on June 28, 1985, current incumbent management employees will be placed in their recommended classification and salary range, at their current salary rate. B. Incumbents Below Range Minimum A management employee, whose current actual salary is below the minimum of the range for his classification, and whose performance is competent, will be placed at the minimum rate of the range on June 28, 1985, at the time the salary structure is implemented. 5.2 Hiring Pay Policy Newly hired management employees shall be compensated at any rate within the lower third of the salary range 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 salary range but this higher rate generally shall not be above the midpoint. 5.3 Promotion An employee who is promoted to a management job class shall be placed at a salary in the management salary range which provides a 10% pay increase, as long as it does not exceed the midpoint. If a 10% increase would place the employee's salary beyond the midpoint, the employee shall receive a minimum of 5% increase or an increase between 5% and 10% in order to bring the employee to the midpoint. 4 5.4 Demotion from a Management Job Class A. An employee rejected during the probationary period from a management job shall be returned to the classification in which he has regular status and to his former salary level, unless the reasons for his failure to complete probation would be cause for dismissal from City service. B. An employee, who takes a voluntary demotion or who is demoted as a disciplinary action from a management job class to a management job class, shall be placed at a rate in the lower salary range which provides at least a 10~ reduction in pay. An employee, who takes a voluntary demotion or is demoted as a disciplinary action from a management job class to a non-management job class, shall be placed in the highest step of the lower salary range which provides at least a 10% pay reduction. 5.5 Layoff from a Management Job Class An employee, whose position has been abolished due to lack of work or lack of funds and who is reassigned to another position, shall be placed at a rate or step in the new salary range which does not provide an increase in Pay• 5.6 Probationary Management Employees A probationary management employee will be evaluated prior to completion of his probationary period, based upon the six month performance contract established at the date of his appointment to the management classification. Such an employee may be eligible for a pay increase of up to 5% based upon his performance evaluation. 5.7 Reduction in Pay for Management Employees A management employee may receive a reduction in salary on the basis of unsatisfactory work performance or conduct. 5.8 Acting Pay An exempt management employee may be appointed by the City Manager to serve in an acting capacity during an unplanned absence from work of thirty calendar days or more of another exempt management employee. Management employees who are granted acting pay by the City Manager shall receive a 5y increase in pay or the minimum rate of the higher salary range while in an "acting" capacity. 5.9 Upgrade to a Management Class Employees temporarily upgraded to a management class shall receive a 5% increase or the minimum rate of the management salary range, in accordance with current upgrade provisions. 5 5.10 Reclassification Reclassifications for management employees will occur as follows: A. An incumbent, who is reclassified with his position to a management ~- job class at a higher salary range, will be considered to be promoted and covered under those provisions and may be eligible for a salary increase of up to 5Y at the end of six (6) months, based upon his performance evaluation. B. An incumbent, who is reclassified with his position to a management job class with no change in salary range, will retain his rate of pay. C. An incumbent, who is reclassified with his position to a management job class at a lower range, shall retain his rate of pay in the new range. If his current rate is higher than the new salary range, the rate of pay shall be identified as a "Y" rate. An employee compensated at the "Y" rate shall remain there until such time as the "Y" rate is within the salary range for the position. 5.11 Payment of Premium Pay to Exempt Employees Under Certain Conditions Management employees in exempt job classes may be compensated for overtime work authorized by the appropriate department head 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 department head to perform work normally performed by employees in non-exempt job classes. The classification of Plan Check Supervisor may be paid at the overtime rate for overtime work authorized by the department head and performed in response to a developer's request to expedite plan checking. Rcrtinn h_ 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. Sartinn 7_ 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 6.04, Premium Pay. The letter "U", "P" or "F" preceding a salary range indicates that employees upgraded to that job class shall be paid premium pay as provided in Personnel Rule 6.41, 6.42 or 6.43, Premium Pay. Section 8. 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. 6 Section 9. The provisions of this resolution shall supersede Resolution No. 84R-242. BE IT FURTHER RESOLVED that the effective date of this resolution shall be June 28, 1985. this THE FOREGOING RESOLUTION is approved and adopted by the City Council 25th day of June 1985. MAYOR OF THE CITY OF AHEIM ATTEST CITY CLERK OF THE CITY OF ANAHEIM APPROVED AS TO FORM: ~G'1~1~~ii~~~ /~~' CITY ATTORNEY OF THE CITY OF ANAHEIM 1971G 7 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 ,'-~,,,,,y the foregoing Resolution No. 85R-268 was introduced and adopted at a regular meeting provided by law, of the City Council of the City of Anaheim held on the 25th day of June, 1985, by the following vote of the members thereof: AYES: COUNCIL MEMBERS: Kaywood, Pickler and Overholt NOES: COUNCIL MEMBERS: Bay and Roth ABSENT: COUNCIL MEMBERS: None AND I FURTHER certify that the Mayor of the City of Anaheim signed said Resolution No. 85R-268 on the 25th day of June, 1985. IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the City of Anaheim this 25th day of June, 1985. a J CITY CLERK OF THE CIT OF ANAHEIM (SEAL) I, LEONORA ~V. SOHL, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the original of Resolution No. 85R-268 duly passed and adopted by the Anaheim City Council on June 25, 1985. ~.. ~~ „~ CITY CLERK