91-077 RESOLUTION NO. 91R-77
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ADJUSTING RATES OF COMPENSATION AND ESTABLISHING PAY
POLICIES FOR CLASSIFICATIONS DESIGNATED AS EXECUTIVE
MANAGEMENT AND SUPERSEDING RESOLUTION NO. 89R-362 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 Executive Management, effective
February 1, 1991; and
WHEREAS, as a result thereof, the need exists to
supersede Resolution No. 89R-362 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
Executive 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
CRO0 $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
Section 1. - Continued
RANGE MINIMUM MAP~KET CONTROL
CR20 $64,675 $80 844 $88 928
CR21 67,909 84 886 93 375
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 Executive Manage-
ment 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
Administrative Services Director X CR23
Assistant City Manager X CR28
Chief of Police X CR25
city Attorney X CR26
city Clerk X CR20
city Manager X CR32
city Treasurer X CR22
Executive Director Community Development X CR23
Convention Center General Manager X CR23
Data Processing Director X CR23
Deputy City Manager X CR25
Director of Public Works/City Engineer X CR23
Finance Director X CR23
Fire Chief X CR25
Human Resources Director X CR23
Labor Relations Director X CR23
Library Director X CR23
Maintenance Director X CR23
Parks, Recreation & Community Services Director X CR23
Planning Director X CR23
Public Utilities General Manager X CR30
Stadium General Manager X CR23
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
4.11 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 City Manager (City
Council for appointees) 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 City Manager (City
Council for appointees) 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. Employees in the classification
of City Attorney, City Clerk, City Manager and
City Treasurer may be eligible for a special
salary adjustment as approved by the City
Council.
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
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 e'ligible 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 Acting 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
Management employee. The City Council may appoint
an employee to act in the capacity of City Attorney,
City Clerk, city Manager or City Treasurer. Such
employees who are granted acting pay by the City
Manager (City Council for Council appointee
positions) shall receive a 5% increase or the salary
range minimum, whichever is greater. In no case
should this increase exceed the control point.
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 and 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 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.
All classifications listed under Section 2 of this
Resolution, plus City Council Members, 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-362.
BE IT FURTHER RESOLVED that the effective date of this
Resolution shall be February 1, 1989.
THE FOREGOING RESOLUTION is approved and adopted by the
City Council this 19th day of March , 1991.
MAY~C T~~~EIM
ATTEST:
CITY CLERK OF THE CITY OF ANAHEIM
~ APPROVED AS TO FORM:
~>~ ~35/ CITY ATTORNEY OF THE CITY OF ANAHEIM 931/VK
STATE OF CALIFORNIA )
COUNTY OF O~NGE ) ss.
CITY OF ANAHEIM )
I, LEONO~ N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 91R-77 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-77 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-77, duly passed and adopted
by the City Council of the City of Anaheim on March 19, 1991.
CITY CLERK OF THE CITY OF ANAHEIM