91-078 RESOLUTION NO. 91R-78
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ADJUSTING RATES OF COMPENSATION AND ESTABLISHING PAY
POLICIES FOR CLASSIFICATIONS DESIGNATED AS ADMINISTRATIVE
MANAGEMENT AND SUPERSEDING RESOLUTION NO. 89R-363 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 Administrative Management,
effective February 1, 1991; and
WHEREAS, as a result thereof, the need exists to
supersede Resolution No. 89R-363 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
Administrative 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:
Section 1.
Classifications listed in Section 2 of this resolution
shall be allocated to salary ranges providing annual
compensation according to the structure listed below:
RANGE MINIMUM MARKET CONTROL
CR00 $24 374 $30 467 $33 514
CR01 25 467 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
Section 1. - Continued
RANGE MINIMUM MARKET ~ON~ROL
CR22 $71,304 $89,130 $98,043
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 Administrative
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 February 1,
1991.
Classification Salary Ranqe
Assistant City Clerk X CR10
Assistant Finance Director X CR18
Assistant Labor Relations Director X CR18
Benefits and Information Manager X CR17
Central Library Manager X CR14
Chief Building Inspector X CR17
Civil Engineer X CR18
civil Engineer - Field X CR18
Code Enforcement Manager X CR16
community Development Administrative Services
Manager X CR13
Community Services Superintendent X CR14
Convention Center Administrative Services Manager X CR13
Convention Center Operations Manager X CR20
Customer Services Manager X CR16
Data Center Manager X CR17
Deputy City Engineer X CR19
Development Services Manager X CR17
Economic Development Manager X CR17
Environmental Services Manager X CR18
Extension Services Manager X CR14
Electrical Engineering Manager X CR21
Electric Field Manager X CR19
Fire Battalion Chief - Special Assignment XF CR20
Fire Marshal XF CR20
Golf Course Manager X CR17
Housing Manager X CR15
Human Resources Development Manager X CR16
Library Administrative Services Manager X CR14
Library Technical Services Manager X CR14
Section 2. - Continued
Classification Salary RanGe
Maintenance Manager X CR16
Parks Superintendent X CR17
Personnel Services Manager X CR16
Planning Division Manager X CR17
Police Captain X CR21
Power Coordination Manager X CR22
Power Resources Project Manager X CR20
Program Development and Audit Manager X CR19
Project Consultant X CR20
Property Services Manager X CR16
Public Utilities Administrative Services Manager X CR16
Public Utilities Assistant General Manager -
Engineering X CR23
Public Utilities Assistant General Manager -
Field and Warehouse X CR23
Public Utilities Assistant General Manager -
Finance and Administration X CR23
Public Utilities Assistant General Manager -
Power Resources X CR25
Public Utilities Financial Services Manager X CR20
Public Utilities Systems Operations Manager X CR21
Public Utilities Systems Planning Manager X CR21
Purchasing Agent X CR16
Recreation Superintendent X CR17
Risk Manager X CR20
Senior Assistant City Attorney - Civil X CR21
Senior Assistant City Attorney - Prosecution X CR21
Stadium Administrative Services Manager X CR13
Stadium Operations Manager X CR17
Systems and Programming Manager X CR17
Technical Services Manager X CR17
Traffic and Transportation Manager X CR18
Treasury Manager X CR13
Water Engineering Manager X CR21
Water Field Manager X CR19
Zoning Administrator X CR17
Zoning Division Manager X CR17
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 (for safety employees, eight
percent (8%) City-paid PERS), 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 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
4.1 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 l10% 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 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
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 Actinq Pay
An employee may be appointed by the City Manager to
serve in an acting capacity during an absence from
work of thirty calendar days or more of an
Executive or Administrative Management employee.
Such employees who are granted acting pay by the
City Manager shall receive a 5% increase, not to
exceed the control point or the minimum rate of the
higher range while in an "acting" capacity.
4.9 Reclassification
4.91 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.
4.92 An incumbent, who is reclassified with
his/her position to a job class with no
change in range, will retain their rate of
pay.
4.93 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.
4.10 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 twenty-six (26)
complete biweekly pay periods. For purposes of
computing the appropriate pay rate they shall be
considered promoted. An employee in a provisional
status will be eligible to receive a 0-5%
increase, not to exceed the control point, at the
end of thirteen (13) complete biweekly pay
periods, based upon satisfactory performance. If
this employee is placed in this position on a
probationary status after successful completion of
a competitive process they will not be eligible
for an additional 0-5% increase upon completion
of thirteen (13) biweekly payperiods as defined
under Policy 4.6 of this Resolution.
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.
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.
The classifications of Traffic and Transportation Manager,
Public Utilities Assistant General Manager - Field and
Warehouse, Public Utilities Assistant General Manager - Power
Resources, Public Utilities Assistant General Manager -
Engineering, Public Utilities Assistant General Manager -
Finance and Administration and Risk Manager, are eligible to
receive either a City-owned vehicle or an automobile allowance
of $219.23 per biweekly pay period.
Section 9.
The provisions of this Resolution shall supersede Resolution
No. 89R-363.
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 19thday of March ,~991.
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 O~NGE ) ss.
CITY OF ANAHEIM )
I, LEONON N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 91R-78 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-78 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-78, duly passed and adopted
by the City Council of the City of Anaheim on March 19, 1991.
CITY CLERK OF THE CITY OF ANAHEIM