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1985-269RESOLUTION N0. 85R- 269 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 PROFESSIONAL AND TECHNICAL MANAGEMENT AND SUPERSEDING RESOLUTION N0. 84R-243 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 Professional and Technical Management classifications; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 84R-243 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 Professional and Technical 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: Gartinn 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 SROl 20,610 24,046 25,763 27,481 30,916 SR00 18,737 21,860 23,421 24,982 28,105 Scrtinn ~_ The basic compensation plan for all officers and employees of the City of Anaheim designated as Professional and Technical 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 June 28, 1985: Classification Salar y Range Accountant X SR03 Affirmative Action Technician X SR03 Assistant Electrical Engineer X SR05 Assistant Power Resource Planning Engineer X SR06 Assistant Power Resource Project Manager X SR07 Assistant to the City Manager X SR06 Associate Electrical Engineer X SR07 Associate Planner X SR06 Auto Parts Buyer X SR03 Buyer X SR03 Claims Administrator X SR05 Claims Examiner X SR05 Community Center Director X SRO1 Community Development Administrative Services Coordinator X SR04 Community Development Specialist X SR03 Community Relations Specialist X SR02 Conservation Supervisor X SR03 Convention Center and Stadium Event Coordinator X SR04 Convention Center, Stadium and Golf Administrative Services Coordinator X SR04 Crime Statistics Technician X SR02 Data Center Support Analyst X SROS Data Systems Project Coordinator X SROS Deputy City Attorney I X SR06 Deputy City Attorney II X SR08 Development Coordinator X SR06 Diversion Investigator XU SR03 Economic Development Coordinator X SR05 Electrical Engineer X SR09 Electrical Field Work Coordinator XU SR07 Electrical Systems Designer X SROS Emergency Services Coordinator X SROS Employee Benefits Representative X SRO1 Employment Representative XU SRO1 ~.,~,. Energy Manager X SR05 Engineering Contract Administrator X SR07 Fire Services Officer X SR04 Generating Facilities Cost Accountant X SROS Golf Operations Assistant X SR00 Housing Development Analyst X SR03 Housing Finance Coordinator X SROS Housing Program Planner X SR03 HRIS Analyst X SR05 Human Resources Development Specialist X SR06 Industrial Engineering Supervisor X SR06 2 Classification Salary Range Industrial Engineering Technician X SR04 Intergovernmental Relations Officer X SR05 Job Training Program Assistant X SR00 Junior Buyer X SRO1 Labor Relations Specialist X SR06 Law Office Manager X SROS Library Collection Coordinator X SR02 Load Management Engineer X SR07 Local History Curator X SR03 Maintenance Aide X SR00 Maintenance Planner X SR03 Maintenance Planning Supervisor X SR04 Management Analyst X SR05 Management Assistant X SR02 Management Auditor X SR05 Meeting Room Coordinator X SR03 Office Coordinator X SR02 Park Planner X SR04 Parks, Recreation and Community Services Administrative Services Coordinator X SR04 Personnel Analyst X SR05 Personnel Specialist X SR02 Police Administrative Services Coordinator X SR04 Power Resource Planning Engineer X SR08 Power Resource Project Manager X SR09 Prevention Maintenance Technician XU SR03 Problem Management Coordinator X SR02 Property Services Coordinator X SR06 Project Coordinator X SR06 Public Information Aide X SR02 Public Information Coordinator X SR05 Public Utilities Communications Specialist X SR04 Public Utilities Economist X SR06 Public Utilities Field Office Coordinator X SR03 Public Utilities Financial Requirements Analyst X SR04 Public Utilities Operations Analyst X SR06 Public Utilities Production Supervisor X SR08 Public Utilities Systems Operations Assistant X SR02 Real Property Specialist X SR05 Recreation Supervisor X SR03 Redevelopment Project Planner X SR06 Relocation Specialist X SR05 Safety Administrator X SR05 Safety and Training Officer X SR04 Safety Manager X SR06 SCADA Systems Manager X SR07 Senior Accountant X SR05 Senior Buyer X SR04 Senior Crime Statistics Technician X SR03 3 Classification Salary Range Senior Financial Requirements Analyst X SR06 Senior Management Analyst X SR06 Senior Management Auditor X SR06 Senior Programmer Analyst X SR05 Senior Systems Analyst X SR06 Senior Systems Programmer X SR06 Staff Analyst X SR03 Support Services Supervisor X SR03 Systems Analyst X SR05 Telephone Systems Coordinator X SRO1 Training Representative X SRO1 Utilities Load Scheduler X SR07 Utilities System Scheduler XU SR06 Water Field Work Coordinator XU SR05 Word Processing Supervisor X SRO1 Sectinn 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. 4artinn 4_ 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. ~ortinn 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. 4 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. 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 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 5% 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. 5.10 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 5% 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. 6 5.11 Payment of Premiun ~ay to Exempt Employees Under Ce~-'ain 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. ~a~tinn 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. Sa~tinn 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" preceding a salary range indicates that employees upgraded to that job class shall be paid premium pay as provided in Personnel Rule 6.41, Premium Pay. Rartinn R_ 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 9. The provisions of this resolution shall supersede Reso ha~tion No. 84R-243. BE IT FURTHER RESOLVED that the effective date of this resolution shall be June 28, 1985. THE FOREGOING RESOLUTION is approved and adopted by the City Council this 25th day of ,7tne 1985. MAYOR OF THE CITY OF A EIM ATTEST: _ ~ •~~ CITY CLERF: OF THE CITY OF ANAHEIM APPROVED AS TO FORM: /1 4'G•~'2!~~~~ ,l~S~f CITY ATTORNEY OF THE CITY OF ANAHEIM 3828G 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 the foregoing Resolution No. 85R-269 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-269 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~_ CITY CLERK OF THE CITY OF ANAHEIM (SEAL) I, LEONORA N. SUHL, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the original of Resolution No. 85R-269 duly passed and adopted by the Anaheim City Council on June 25, 1985. - \ .CITY CLERK