94-151 RESOLUTION NO. 94R- 151
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ANAHEIM ESTABLISHING PAY POLICIES FOR CLASSIFICATIONS
ASSIGNED TO THE EXECUTIVE, ADMINISTRATIVE, MIDDLE
MANAGEMENT, SUPERVISORY AND PROFESSIONAL GROUPS
WHEREAS, the Human Resources Director has recommended in a staff report
dated June 14, 1994, that Pay Policies for Management employees be listed in one
Resolution covering all Management Groups; and
WHEREAS, the City Council of the City of Anaheim does find that listing these Pay
Policies in one Resolution is in the best interest of the City of Anaheim.
NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of
Anaheim as follows:
That, the following Management Pay Policies shall apply to all employees within the
Executive, Administrative, Middle Management, Supervisory and Professional Units:
Section 1.
Employees in classifications assigned to the Executive, Administrative, Middle
Management, Supervisory and Professional Groups shall be covered by the following pay
policies. 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 Resolution shall be contingent upon funding based upon
annual discretionary budgetary appropriations by the City Council and the City's ability to
pay.
1.0 Management Package
1.01 Employees working in classifications assigned to the Executive,
Administrative, Middle Management, Supervisory and Professional
Groups shall receive a management package of nine percent (9%).
The employee shall have the choice of receiving the management
package in deferred compensation or additional earnings.
1.011 Employees hired to work in the classification of Management
Intern will be considered full-time for purposes of benefits and
other rules and policies except for Rule 11 Lay-off and Re-
Employment. This classification is part of the Management
Intern Program and has a fixed term not to exceed eighteen
(18) months from date of hire.
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1.1 Salary Structure Adjustment
1.11 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 the control point.
1.12 If an employee's salary remains below the salary range minimum after
the structure adjustment increase, his/her salary may be adjusted to
the range minimum.
1.13 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 be extended only once.
1.2 Merit Increases
1.21 An incumbent employee shall be eligible to receive a merit increase,
in addition to the annual structure adjustment, as follows:
Under 90 Compa-ratio Two times a year at six (6) month
intervals.
Over 90 Compa-ratio Once each year on his/her anniversary
date. Under no circumstances shall this
increase take the employee beyond the
control point for the range of his/her
position.
1.22 The maximum magnitude of merit increases shall be determined
annually by the City Manager. Under no circumstances shall a merit
increase exceed 5%.
1.22 Employees serving a probationary period are eligible for a prorated
merit increase only under the following conditions:
· The employee must have completed thirteen (13) biweekly pay
periods in the position.
· The employee must have satisfactory or better performance.
· The employee cannot exceed the 110% control point.
1.23 If an incumbent employee's performance is less than satisfactory, the
City Manager (City Council for appointees) may deny all or a portion
of the merit increase or 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 be extended only
once.
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1.24 Employees covered in 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.
1.3 Hiring Pay Policy
1.31 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.
1.4 Promotion
1.41 An employee who is promoted shall be placed at the minimum of the
new range or at a salary in the range which provides a 10% pay
increase, as long as it does not exceed the market point (100% compa-
ratio). If a 10% 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 10% in order to bring the
employee to the market point. In no case may the employee's salary
exceed the control point.
1.42 Newly promoted employees shall serve a probationary period as stated
under Pay Policy 1.61 of this Resolution.
1.5 Demotion
1.51 Employees 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.
1.52 An employee who takes a voluntary demotion to his/her former job
classification shall be placed at a rate which returns the employee to
his/her former salary status.
1.53 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.
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1.6 Probationary Employees
1.61 Employees covered under these Pay Policies shall serve a probationary
period of twenty-six (26) complete biweekly pay periods. Upon
completion of thirteen (13) biweekly pay periods, a probationary
employee with satisfactory performance is eligible to receive an
increase between 0-5%, provided his/her compa-ratio is less than
100% (market point). The amount of the increase shall not take the
employee's salary beyond the market point. Increases may be denied
or only partially given for unsatisfactory performance, internal
department pay equity or other job related reasons as determined by
the Executive Manager (or City Council for appointees). 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, except as
provided in Section 1.2 of this Resolution.
1.62 A probationary employee shall be eligible for the merit increase
adjustment, as provided under Section 1.2 of this Resolution.
1.7 Reduction in Pay
1.71 An employee may receive a reduction in salary on the basis of
unsatisfactory work performance or conduct.
1.8 Acting Pay
1.81 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. 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
appointees) shall receive a 5% increase or the salary range minimum,
whichever is greater. In no case should this increase exceed the
control point of the "acting" position.
1.9 Reclassification
1.91 An incumbent who is reclassified with his/her position to a job class
at a higher range shall be placed at the minimum of the new range or
at a salary in the range which provides a 10% pay increase, not to
exceed the market point (100% compa-ratio). If a 10% 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 10% in order to bring the employee to the market point. In no
case may the employee's salary exceed the control point.
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1.92 An incumbent who is reclassified with his/her position to a job class
with no change in range will retain his/her rate of pay.
1.93 An incumbent who is reclassified with his/her position to a job class
at a lower range shall retain his/her rate of pay in the new range. If
the current rate is higher than the new range control point, the
employee's pay shall remain there ("Y" Rated) until such time as the
control point of the range for the position is greater than the
employee's rate of pay.
1.94 An incumbent who is reclassified does not serve a probationary period
and is not eligible to receive an increase at the end of thirteen (13)
complete biweekly pay periods pursuant to Paragraph 1.61 of this
Resolution.
1.95 An incumbent who is reclassified with his/her position shall be eligible
for the annual merit adjustment, on a prorated basis, provided his/her
salary is below the control point and his/her performance is
satisfactory or better.
1.96 An incumbent who is reclassified with his/her position is eligible to
receive the annual structure adjustment if he/she has satisfactory or
better performance. If performance is less than satisfactory, the annual
merit or structure adjustment may be denied.
1.10 Provisional Appointments
1.101 Employees provisionally appointed to a job classification assigned to
the Executive, Administrative or Middle Management Groups shall be
eligible to serve in a provisional capacity no longer than twenty-six (26)
complete biweekly pay periods.
1.102 Employees assigned to the Supervisory or Professional Groups shall be
eligible to serve in a Provisional capacity no longer than thirteen (13)
complete biweekly pay periods.
1.103 For purposes of computing the appropriate pay rate, these employees
shall be considered promoted. An employee in a provisional status
within a classification assigned to Executive, Administrative or Middle
Management shall be eligible to receive a 0-5% increase, not to exceed
the control point, at the end of thirteen (13) biweekly pay periods,
based upon satisfactory performance. The employee will not be
eligible for a second 0-5% increase are placed in the position through
a competitive process after serving provisionally. There will be a status
change from Provisional to Probationary.
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1.11 Upgrade
1.111 Employees temporarily upgraded to classifications assigned to Middle
Management, Supervisory or Professional shall receive a 5% increase,
not to exceed control point, or the minimum rate of the salary range,
in accordance with current upgrade provisions.
1.12 Payment of Premium Pay under Certain Conditions
1.121 Middle 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 by
the appropriate Executive Manager to perform work normally
performed by employees in non-exempt job classes.
Section 2.
2.0 Pension
2.01 The statutorily required employee PERS pension contriblutions shall
be paid by ANAHEIM as employee paid member contributions. For
the purpose of IRC Section 414(h)(2), these contributions shall be
considered a reduction in salary and shall be included in an employee's
wages for the purpose of PERS reportable compensation, overtime
calculations, and all other purposes with the exception of state and
federal income tax withholding and reporting, and the cash out of
accumulated leave balances.
2.02 Employees shall not be given the option of choosing to receive
amounts paid by ANAHEIM directly rather than to the PERS on the
employee's behalf.
Section 3.
3.0 Automobile Allowance
3.01 All classifications within the Executive Management Group, City
Council Members, and the Administrative Management classifications
of Traffic and Transportation Manager, Public Utilities Assistant
General Manager, Electrical Services, Public Utilities Assistant
General Manager, Finance and Administration, Public Utilities
Assistant General Manager, Water Services and Risk Manager are
eligible to receive either a City-owned vehicle or an automobile
allowance of $219.23 per biweekly pay period.
Section 4.
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4.0 Bilingual Pay
4.01 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 sixty dollars ($60) per
biweekly pay period in addition to their regular pay.
BE IT FURTHER RESOLVED that the effective date of this Resolution shall be
June 17, 1994.
THE FOREGOING RESOLUTION is approved and adopted by the City Council
this 3.2 day of ,~uty 1994.
ATTEST:
~F T~E CI~ O~~F &NAHEIM
CITY CLERK O~ ·
APPROVED AS TO FORM:
CITY ATTORNEY OF T~ CITY OF ANAHEIM
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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. 94R-151 was Introduced and adopted at a regular meeting provided by law, of the Anaheim City Council
held on the 12th day of July, 1994, by the following vote of the members thereof:
AYES: COUNCIL MEMBERS: :Simpson, Hunter, Pickler
NOES: COUNCIL MEMBERS: iFeldhaus, Daly
ABSENT: COUNCIL MEMBERS: None
AND I FURTHER CERTIFY that the Mayor of the City of Anaheim signed said Resolution No. 94R-151 on
the 13th day of July, 1994.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of Anaheim
this 13th day of July, 1994.
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. 94R-151 was duly passed and adopted by the City Council of the City of Anaheim on July
12, 1994.
CITY CLERK OF THE CITY OF ANAHEIM