91-079 RESOLUTION NO. 91R- 79
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. 89R-365 AND AMENDMENTS
THERETO
WHEREAS, the Human Resources Director has recommended
in a staff report dated March 12, 1991 that the need exists to
adjust the management salary structure by 7.0%; approve salary
increases of 5.0%; and establish pay policies for
classifications designated as Supervisory effective February 1,
1991; and
WHEREAS, as a result thereof, the need exists to
supersede Resolution No. 89R-365 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 $24 374 $30,467 $33 514
CR01 25 592 31 990 35 189
~ CR02 26 872 33 590 36 949
CR03 28 216 35 270 38 797
CR04 29 627 37 034 40 737
CR05 31 109 38 886 42 775
CR06 32 664 40 830 44 913
CR07 34 298 42 872 47 159
CR08 36 013 45 016 49 518
CR09 37 814 47 267 51 994
CR10 39 704 49 630 54 593
CRll 41 690 52 112 57 323
CR12 43 774 54 718 60 190
CR13 45 963 57 454 63 199
~ ~ CR14 48 262 60 327 66 360
CR15 50 674 63 343 69 677
CR16 53 208 66 510 73 161
CR17 55 869 69 836 76 820
CR18 58 662 73 328 80 661
CR19 61 595 76 994 84 693
CR20 64 675 80 844 88 928
CR21 67 909 84 886 93 375
CR22 71 304 89 130 98 043
Section 1 - Continued
RANGE MINIMUM MARKET CONTROL
CR23 $74,870 $93 587 $102,946
CR24 78,613 98 266 108,093
CR25 82,543 103 179 113,497
CR26 86,670 108 338 119,172
CR27 91,004 113 755 125,131
CR28 95,554 119 443 131,387
CR29 100,332 125 415 137,957
CR30 105,349 131 686 144,855
CR31 110,616 138 270 152,097
CR32 116,147 145 184 159,702
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 February 1, 1991.
Classification Salary Range
Assistant Parking Lot Manager X CR08
Box Officer Treasurer X CR06
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
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
Parkinc Lot Coordinator X CR00
Parkinc Lot Supervisor X CR02
Planning Graphics Supervisor XU CR10
Principal civil Engineer X CR15
Principal Electrical Engineer X CR18
Principal Traffic Engineer X CR15
Principal Transportation Planner X CR15
Princl)al 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
Support Services Supervisor XU CR06
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 February 1, 1991. 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 the 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 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 approved by the city Manager.
4.3 Hiring Pay Policv
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
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 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 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
Employees in classifications listed in Section 2
of this resolution shall serve a probationary
period of twenty-six (26) complete biweekly pay
periods. A probationary employee will be
eligible to receive an increase between 0-5%
upon completion of thirteen (13) complete
biweekly pay periods, based upon satisfactory
performance. 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. A probationary
employee will be eligible to receive the annual
structure adjustment.
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, will be considered to be
promoted and covered under those
provisions. The employee may be eligible
for a salary increase of up to 5% at the
end of thirteen (13) complete biweekly pay
periods, based upon a satisfactory
performance evaluation.
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.
4.9 Provisional Appointments
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 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 ~ 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.
BE IT FURTHER RESOLVED that the effective date of this
Resolution shall be February 1, 1991.
THE FOREGOING RESOLUTION is approved and adopted by the
City Council this 19th day of March , 1991.
MAYOR OF THE CITY G
CITY CLERK OF THE CITY OF ANAHEIM
APPROVED AS TO FORM:
~.~ CITY ATTORNEY OF THE CITY OF ANAHEIM
931/VK
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. 91R-79 was introduced and adopted at a regular
meeting provided by law, of the Anaheim City Council held on the 19th day of
March, 1991, by the following vote of the members thereof:
AYES: COUNCIL MEMBERS: Simpson, Daly, Pickler, Ehrle and Hunter
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 91R-79 on the 20th day of March, 1991.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 20th day of March, 1991.
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. 91R-79, duly passed and adopted
by the City Council of the City of Anaheim on March 19, 1991.
CITY CLERK OF THE CITY OF ANAHEIM