2000-130RESOLUTION NO. 200_Q~L-j.30
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
ANAHEIM ESTABLISHING NEW MANAGEMENT COMPENSATION
POLICIES FOR EXECUTIVE, ADMINISTRATIVE, MIDDLE
MANAGEMENT, SUPERVISORY AND PROFESSIONAL EMPLOYEES
INCLUDING FIRE AND POLICE SAFETY MANAGEMENT AND
SUPERSEDING RESOLUTION NO.94R-150 AND AMENDMENTS THERETO
WHEREAS, the Human Resources Director has recommended in a staff report date
June 13, 2000, that the need exists to establish New Management Compensation Policies for
Executive, Administrative, Middle Management, Supervisory and Professional employees,
including Fire and Police Safety Management, effective June 23, 2000; and
WHEREAS, as a result thereof, the need exists to supersede Resolution No. 94R-150
and amendments thereto; and
WHEREAS, the City Council of the City of Anaheim does find that establishing New
Management Compensation Policies for Executive, Administrative, Middle Management,
Supervisory and Professional employees, including Fire and Police Safety Management, is in
the best interest of the City of Anaheim.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of Anaheim that
all Executive, Administrative, Middle Management, Supervisory and Professional employees,
including Fire and Police Safety Management, shall be subject to the following Management
Compensation Policies effective June 23, 2000:
"1.0 Purpose of the Policies
1.01
These Policies are intended to identity and set forth policies and practices related to
management compensation to ensure responsible and effective compensation
decisions.
1.02 Areas that are not covered within these policies may be addressed within the City's
Personnel Rules and Salary Resolutions.
2.0 Applicability of Policies
2.01
Employees in Executive, Administrative, Middle Management, Supervisory and
Professional jobs, including safety management, shall be covered by the
following pay policies. To the extent that these policies are held to be contrary to
any City of Anaheim Personnel Rules, the terms of these policies shall prevail.
All reference to salary adjustments contained in these Compensation Policies
shall be contingent upon funding based upon annual budget appropriations by
the City Council, the City's financial condition and the City's ability to pay.
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3.0 Organizational Compensation Philosophy
3.01
One of the City's missions is to provide residents with management leadership that
can develop and implement high quality community programs and services. The
compensation policies of the City can be used to foster the attainment of initiatives
in support of the City's mission, department goals, and the directives of the City
Manager and City Council.
3.02
3.03
The City seeks to successfully attract, retain and motivate qualified employees in
accordance with its compensation policies.
The City's compensation policies are designed to reward productivity, improve
employee skills, increase customer satisfaction, and encourage effective resource
utilization.
3.04
The City's classification and compensation plan is intended to be internally
equitable, competitive with marketplace practices, and non-discriminatory in its
design.
3.05
The performance appraisal plan is intended to reinforce the compensation plan and
to help all employees to assess their effectiveness in meeting job standards while
establishing goals and objectives that will lead to continuous improvement.
4.0 Classification Plan
4.01
All class specifications must be reviewed and approved by the respective executive
manager and/or administrative manager, as well as the supervisor and the Human
Resources Department, prior to implementation.
4.02
All positions having supervisory and/or managerial responsibilities shall have a copy
of the current class specification for their own position, and any positions
supervised or managed by these positions.
4.03
At the time of the employee's performance review, the supervisor or manager shall
inform the Human Resources Department of any changes in the duties and
responsibilities of the position that might affect: a) the job functions and
qualifications guidelines; or b) the pay grade assignment of the job. These changes
shall be shared with the employee.
5.0 Job Evaluation Plan
5.01
The City has a formal job evaluation system for its management group. Its purpose
is to establish the relative worth of individual jobs, ensure appropriate internal pay
relationships, and determine the appropriate leveling of job classifications within the
pay structure.
5.02 The City utilizes the Factor Comparison Method of job evaluation. The plan is
dedved from five major job evaluation factors that may relate in differing degrees to
these management jobs. These factors include: responsibility, job knowledge
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6.0
(education, experience and training), supervision exercised and received, fiscal
accountability and interpersonal communications.
5.03 The job evaluation process shall be the responsibility of the Human Resources
Department.
5.04 As part of the job evaluation process, internal salary relationships will also be
compared in an effort to address specific compaction issues.
Market Compensation Analyses
6.01
The organization's desired market positioning is to be competitive with the
prevailing market practices for fully qualified employees when base pay, incentive
pay and/or total compensation comparisons are made. It is understood that the
relative positioning to the market will vary for each position, job classification and
occupational grouping that is compared, and may change at different points in time.
6.02 The definition of comparable labor market agencies will be evaluated over time and
change as the labor market changes.
7.0 Pay Structure and Salary Structure Adjustments
7.01 Eligibility for any pay increases and amounts will be administered in accordance
with the City's Merit Pay Matrix.
7.02
At the time of a pay structure adjustment, only employees who fall below the
minimum rate of the new pay range shall be eligible for a pay adjustment to the
pay range minimum rate. If an employee's overall performance rating is lower
than "Meets Expectations", the City Manager (City Council for appointees) may
extend the date of this adjustment up to thirteen (13) hi-weekly pay periods for
reconsideration of the salary increase.
7.03
The pay structures will be reviewed in January of each year to determine whether
the pay ranges for these structures need to be adjusted, and if so, by what
percentage factor(s). The determination to adjust the pay structures, and by what
percentage(s), will be based upon specific market data or employment cost indices,
and will be subject to the City's financial condition, the City's ability to pay, market
conditions, and other factors.
8.0 Merit Increases and Progression Within the Pay Range
8.01
Employees are eligible for individual pay increases within the pay grade effective on
their merit review date. Pay increases are not automatically granted. Employees
may be determined to be ineligible to receive a pay increase based upon their
overall performance rating as stated in the employee's performance appraisal plan.
8.02 An incumbent employee shall be eligible to receive a merit increase as follows:
Compa-ratio 80 - 99.99
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Every six (6) months (13 complete biweekly pay
periods)until attaining a compa-ratio of 100.
8.03
8.04
Compa-ratio above 100
Every twelve (12) months (26 complete biweekly
pay periods) until attaining a compa-ratio of 110.
Merit increases shall be based upon the employee's overall performance rating
as demonstrated in the Performance Appraisal Plan, in accordance with the Merit
Pay Matrix. Each Executive Manager shall certify an employee's overall rating
and submit to the Human Resources Director along with the Personnel Action
Form implementing such merit increases.
Merit increases for employees rated "Far Exceeds Expectations" require pre-
approval of the City Manager.
8.05 The Merit Matrix shall be as follows:
Employee's Compa-Ratio
Overall Rating 80.0 - 90,0
Employee's Current Range Placement
Compa-Ratio Compa-Ratio
90.1-100.0 100.1-110.0
Far Exceeds
Expectations 6.5% - 7.0% 6.5% - 7.0% 6.5% - 7,0%
Exceeds
Expectations 5.0 - 5.5% 5.0 - 5.5% 5.0 - 5.5%
Exceptional
Performance
Zone Compa-
Ratio above
110.0
6.0% - 6.5%
Any amount of
increase exceedina
end compa-ratio
above 115.0 paid
as lump sum
4.5% - 5.0% Any
amount of increase
exceedin.q end
compa-ratio above
115.0 paid as lump
sum
Up to 3.5% not
Meets to exceed
Expectations 3.5% - 4.0% 3.0% - 3.5% compa-ratio of 0
110.0
Needs 0 - 1.5% 0 - 1.0% 0 0
Improvement
Does Not Meet 0 0 0 0
Expectations
8.06
Employees in classifications assigned to an Executive Salary Range shall be
eligible for a merit increase every six months while in the lower third of the salary
range. Eligibility shall be annually thereafter up to the salary range Control Point.
8.06.01
The merit matrix for Executive level positions shall be as follows:
Far Exceeds Expectations 6% - 7%
Exceeds Expectations 5% - 6%
Meets Expectations 3% - 4%
Needs Improvement 0% - 1.5%
Does Not Meet Expectations 0%
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8.06.02
Executive salary ran9es shall have an Exception Rate Zone with
the following parameters:
I Rate shall not be any higher than 10% above the salary range
control point at any time.
2. Shall be used at the discretion of the City Manager (City
Council for appointee positions) for the following reasons:
a. Unusual recruitment/retention issues
b. Performance ratings of Far Exceeds Expectations or
Exceeds Expectations when an employee is at Control
Point.
c. If used for meritorious performance, the increase over
Control Point shall be paid ¼ to base and ~ lump sum.
8.07
Any change to the Merit Pay Matrix shall be approved by City Council upon
recommendation of the City Manager in consultation with the Human Resources
Director. Such recommendations shall be based upon the City's financial
condition, City's ability to pay, market conditions and other factors.
8.08
Lump sum payments are not added to the employee's base pay and are not used
in determining highest year compensation for PERS or for any leave bank
payoffs.
9.0 Equity Adjustments
9.01 Employees may be eligible for a special salary adjustment as approved by the
City Manager.
9.02
Requests for special salary adjustments must be submitted in writing to Human
Resources Director. These requests must state the rationale for a special
adjustment and be signed by the department head.
9.03 Pay equity adjustments must be supported in writing for reasons such as internal
pay relationships or market competitiveness
10.0 City Council Appointees
10.01 Between July 1 and September 15 of each year, the City Council shall conduct
and complete an Annual Performance Review ("APR") for each City Council
appointee (e.g., the City Manager, City Attorney, City Treasurer and City Clerk).
City Council shall evaluate the performance of each appointee for the period of
the preceding fiscal year. The City Council may also elect to conduct a mid-year
progress update to determine how effectively the appointee is meeting
performance expectations and to discuss goals and objectives. Upon completion
of each APR, the City Council, by a majority vote of its entire membership, shall
rate the performance of each appointee for such period as i) does not meet
expectations, ii) needs improvement, iii) consistently meets expectations, iv)
consistently exceeds expectations, or v) far exceeds expectations. The City
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Council shall meet with each appointee and discuss his or her APR rating. The
City Council shall also inform the City Manager and Human Resources Director
of each appointee's annual rating by the completion of a form provided by the
Human Resources Director for such purpose. Failure of the City Council to
conduct or complete any APR on time shall not affect any merit pay increase
otherwise authorized pursuant to Section 10.02 of this Resolution.
10.02
Except as set forth in Section 10.03 below, each appointee may qualify to receive
a merit pay increase, in a percentage equal to the maximum merit salary
adjustment for the applicable rating category (e.g., "consistently meets
expectations" or "consistently exceeds expectations") as established for other
members of the Management Group pursuant to Section 8 of this Resolution. In
the event the City Council fails to perform or complete the APR in a timely
manner for any appointee as required pursuant to Section 10.01 above, such
appointee shall be deemed rated in the category of "consistently meets
expectations" for purposes of this Section 10.02. For appointees with a pay rate
above the lower third of their salary range, the merit pay increase shall be
effective on the first day of the bi-weekly pay period that commences on the date
closest to October 1 of such year. Appointees with a pay rate in the lower third of
their salary range shall be eligible for consideration for an additional merit
increase effective on the first day of the bi-weekly pay period that commences on
the date closest to April 1 of such year. The Human Resources Director is
directed to implement such merit increases in accordance with these policies.
10.03
Notwithstanding the provisions of Section 10.02, an appointee shall not receive
the annual merit increase if either (i) such appointee received a rating of "does
not meet expectations" in his or her APR for the immediately preceding fiscal
year, or (ii) the City Council, by majority vote of its entire membership,
establishes a different date for, or a different amount of, such merit increase, or
determines to grant no merit increase for such appointee.
10.04
Nothing contained in this Section 10 in its entirety shall be deemed to prevent or
restrict the City Council, at its sole and absolute discretion and by a majority vote
of its membership, from taking any other action at any time with regard to
increasing or decreasing the amount of compensation payable to any appointee.
11.0 New Hire Compensation Practices
11.01
The normal hiring range shall be between a compa-ratio of 80 to 95. If economic
necessity requires hiring an employee at a higher rate, a department head may
recommend, and with the concurrence of the Human Resources Director, may
approve a hire rate up to the Market Policy Rate. The City Manager's Office shall
approve new hire rates above the Market Policy Rate. The hiring rate cannot
exceed the Control Point.
11.01.01
The City Manager (City Council for appointee positions) may
appoint persons to an Executive level position at any rate within
the designated Executive salary range.
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11.02
11.03
11.04
11.05
New employees should be paid at no less than the minimum pay rate of the pay
grade. Employees hired at the grade minimum are presumed to be minimally
qualified to perform the duties and responsibilities of the job classification into which
they are hired.
Movement within the range is based upon the assumption of greater levels of
experience, education and higher levels of performance as documented in the
employee's individual performance appraisal plan.
The Human Resources DeparLment will establish pay grades for all job
classifications in accordance with the compensation plan. Executive managers will
recommend new employee or rehire employee pay rates subject to the approval of
the Human Resources Department. The Human Resources Department has the
exclusive authority to extend the salary offer on behalf of the City.
As set forth in Personnel Rule 16, Vacation, the Human Resources Director may
recommend, and the City Manager may approve, a one-time crediting of the
vacation time bank for new hires in Management level job classes for use after
completion of six (6) months in the position.
11.05.01
For new hires assigned to Executive or Administrative
Management level positions, the maximum number of hours which
may be credited is 120.
11.05.02
For new hires assigned to Middle Management, Supervisory or
Professional level positions, the maximum number of hours which
may be credited is 80.
12.0
Probationary Employees
12.01 Employees covered under these Pay Policies shall serve a probationary period of
twenty-six (26) complete biweekly pay periods
13.0 Promotions
13.01
Promotions represent the movement of employees into positions at higher pay
grades that require a higher level of responsibility, knowledge and skill. A
promotion may be associated with an employee's career progression within a job
family or may represent a more abrupt and substantial change in duties and
responsibilities. In both cases, the functions and qualifications of the new
position can be readily distinguished from the prior job classification.
13.02
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 compaoratio). If a 10% increase places 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
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the Control Point. A new merit review date shall be established in accordance
with Section 8.0 these Pay Policies.
13.02.01
The City Manager (City Council for appointee positions) may
appoint a current city employee to an Executive level position at
any rate within the designated Executive salary range.
13.03
Management level promotions must be approved by executive management.
Promotions into administrative level classifications must be approved by the City
Manager.
13.04
An employee who is promoted or assigned to the classification of Electrical Field
Superintendent, Facility Maintenance Supervisor, or Fire Battalion Chief shall be
placed at a rate 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 places
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 base salary
exceed the Control Point. A new merit review date shall be established in
accordance with Section 8 of these Pay Policies.
13.05
The Human Resources Department may recommend additional remedies to
correct pay compaction problems associated with employees being paid at rates
that are not internally equitable or competitive with the marketplace. These equity
adjustments shall be approved by the City Manager.
14.0 Special Assignment Positions
14.01 The positions of Fire Battalion Chief - Training and Fire Division Chief are
considered "Special Assignment" positions and shall be filled by employees at
the rank of Fire Battalion Chief. The Fire Chief shall assign employees to such
special assignments and persons so assigned shall serve at the will and pleasure
of the Fire Chief while in such special assignment. Incumbents do not have
vested rights to these positions. The Fire Chief may end a "Special Assignment"
at any time.
14.06.01
An employee who is assigned to the classification of Fire Battalion
Chief- Training shall be given a 5% pay increase while serving in
that capacity provided such pay increase does not place the
employee's salary beyond the range Control Point (110 compa-
ratio). If the 5% pay increase places the employee beyond the
salary range Control Point, the employee shall receive a salary
increase up to 5% to Control Point. The employee shall retain
their merit review date.
14.06.02
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An employee who is assigned to the classification of Fire Division
Chief shall be given a 15% pay increase as long as it does not
exceed the Market Point (100 compa-ratio) of the salary range. If
a 15% increase places the employee's salary beyond the Market
Point, the employee shall receive a minimum of 5% increase or an
14.06.03
14.06.04
14.07
14.07.01
14.07.02
14.07.03
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increase between 5% and 15% in order to bring the employee to
the Market Point. In no case may the employee's base salary
exceed the Control Point. A new merit review date shall be
established in accordance with Section 8 of these Pay Policies.
At the end of such "Special Assignment" employees shall be
returned to the classification of Fire Battalion Chief unless the
reasons for removal from the special assignment would be cause
for dismissal from City service.
When returned to the classification of Fire Battalion Chief, the
employee's rate of pay shall be his or her rate immediately prior to
the special assignment, plus the percent of any merit increases
approved during the special assignment. However, the
employee's rate of pay cannot exceed the Control Point of the
salary range for Fire Battalion Chief when recalculated.
The positions of Police Captain and Deputy Chief of Police are
considered "Special Assignment" positions. Police Captain positions shall
be filled by employees at the rank of Police Lieutenant. The Deputy Chief
of Police position shall be filled by employees specially assigned to the
position of Police Captain. The Chief of Police shall assign employees to
such special assignments and persons so assigned shall serve at the will
and pleasure of the Chief of Police while in such special assignment.
Incumbents do not have vested rights to these positions. The Chief of
Police may end a "Special Assignment" at any time.
An employee who is assigned to the classification of Police
Captain or Deputy Chief of Police shall be given a 10% pay
increase or the salary range minimum, whichever is greater.
However, the 10% pay increase cannot exceed the Market Point
(100 compa-rataio) of the salary range. If a 10% increase places
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 base salary exceed the Control
Point. A new merit review date shall be established in accordance
with Section 8 of these Pay Policies.
At the end of such "Special Assignment" employees shall be
returned to the classification which they held at the time of the
special assignment unless the reasons for removal from the
assignment would be cause for dismissal from City service.
When returned to such previously held position, the employee's
rate of pay shall be the rate immediately prior to the special
assignment plus the percent of any merit increase approved
during the special assignment. However, the employee's rate of
pay cannot exceed the Control Point of the salary range for Police
Lieutenant when recalculated.
15.0 Reclassification Practices
15.01
A job classification and/or compensation rate may be changed as the result of a
classification audit conducted by the Human Resources Department. Executive
level positions are filled through appointment only. Therefore, the provisions of this
Section 15 shall not apply to Executive job classifications.
15.02
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 rate in the range
which provides a 10% pay increase, provided the rate does not exceed the
Market Point (100 compa-ratio). If a 10% increase places 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.
The employee shall be given a new merit review date in accordance with Section
8 of these Policies.
15.03 An incumbent who is reclassified to a job class with no change in range shall
retain their current rate of pay and merit review date.
15.04
An incumbent who is reclassified with his/her position to a job class at a lower
range shall retain their current 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 ("Y"
Rated) until such time as the Control Point of the range for the position exceeds
the employee's rate of pay.
15.05 An incumbent who is reclassified does not serve a probationary period.
15.06
An incumbent who is reclassi~ed to the classification of Electrical Field
Superintendent, Facility Maintenance Superintendent, or Fire Battalion Chief,
shall be placed at a rate in the range which provides a 15% pay increase,
provided the rate does not exceed the Market Point (100 compa~ratio). If an
increase places 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
base salary exceed the Control Point. The employee shall be given a new merit
review date in accordance with Section 8 of these Policies.
15.07
The Human Resources Department may recommend additional remedies to correct
pay compaction problems associated with employees being paid at rates that are
not internally equitable or competitive with the marketplace. These equity
adjustments shall be approved by the City Manager.
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16.0
15.06
Demotions
16.01
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.
16.02
An employee who takes a voluntary demotion to his/her their former job
classification shall be placed at a rate which returns the employee to his/her their
former salary status.
16.03
An employee who takes a voluntary demotion to any other job classification may
be placed at a rate that does not provide an increase in salary. The rate of pay
shall be determined by the department head. In no case shall this rate exceed
the Control Point of the new class. Subsequent performance evaluations may
permit placement of the employee at a higher pay rate for "far exceeds
expectations" performance ratings.
17.0 Lateral Transfers
17.01 A lateral transfer occurs when there is a change in job classification or position
assignment but there is no advancement in pay grade.
17.02
A lateral transfer is not accompanied by a base pay increase since the position is
not being assigned to a higher pay grade. Similarly, positions being transferred
from one department to another department will retain the same pay grade
assignment and pay rate for the job classification.
16.0 Reassignment in Lieu of Layoff
18.01 An employee who is reassigned in lieu of layoff to a job classification at the same
salary range shall retain his/her current rate of pay and merit review date.
18.02
If an employee is reassigned to a job classification at a lower salary range, they
shall retain their current rate of pay if the rate falls within the new range. The
employee shall retain their current merit review date.
18.03
If an employee's rate of pay exceeds the Control Point of the lower salary range,
the employee's pay rate shall be adjusted downward to the Control Point of the new
range. The employee shall retain his/her merit review date.
18.04 In no case shall an employee's rate of pay exceed the Control Point as a result of
such reassignment in lieu of layoff.
19.0 Acting Appointments
19.01 For purposes of computing the appropriate pay rate, Acting Appointments shall
be considered either new appointments or promotions, whichever applies. If the
employee is placed in the position through a competitive process after serving in
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an acting capacity, the action will be a status change from Acting to Probationary
and the merit review date will remain the same.
20.0 Temporary Upgrades
20.01
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, whichever is
greater, in accordance with Personnel Rule 6, Premium Pay.
21.0 Premium Payments Under Special Conditions
21.01
Middle Management, Supervisory and Professional employees may be
compensated for overtime work authorized by the appropriate Executive in
accordance with Personnel Rule 6, Premium Pay.
22.0 Review and Approval Actions
22.01
The Human Resources Depadment is responsible for reviewing and approving
proposed changes to the job descriptions and for recommending new job
classifications in cooperation with the department manager or supervisor.
22.02
Executive Managers may recommend new hire or re-hire rates and promotional pay
increases for their employees in consultation with the Human Resources
Department. However, only the Human Resources Department has the authority to
extend offers of employment and to process pay increases.
22.03
Departmental supervisors will recommend promotions and demotions as may be
appropriate for their personnel. Such actions must be approved by the City
Manager, Human Resources Department, and the department head, as
described in the appropriate sections of these pay guidelines and Personnel
Rules.
22.04
Executive Managers may request a review of classification and compensation
determinations of the Human Resources Department if they do not agree with a
recommendation. Such reviews must be submitted in writing to the City Manager
within 30 days, including justification for a different determination, for final
consideration.
23.0 Overview of Special Management Provisions
23.01 Bilingual Pay
Employees required to speak, read and/or write Spanish or other languages as
well as English as part of the regular duties of their position will be compensated
at the rate established in the salary resolution for eligible classifications.
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23.02 Automobile Allowance
Specific classifications eligible for an automobile allowance shall be listed in the
appropriate salary resolutions. Compensation for such automobile allowance
shall also be noted."
The provisions of this Resolution shall supersede Resolution No. 94R-150 and
amendments thereto.
BE IT FURTHER RESOLVED that the effective date of this Resolution shall be June 23,
2000.
THE FOREGOING RESOLUTION is approved and adopted by the City Council this
20th day of June ,2000.
'MAYOR OF THE CITY OF ANAHEIM
ATTEST:
F THE CITY OF ANAHEIM
APPROVED AS TO FORM:
JACK L. WHITE, CITY ATTORNEY
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STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM )
I, SHERYLL SCHROEDER, City Clerk of the City of Anaheim, do hereby certify that the foregoing
Resolution No. 2000R-130 was introduced and adopted at a regular meeting provided by law, of
the Anaheim City Council held on the 20th day of June, 2000, by the following vote of the members
thereof:
AYES:
MAYOR/COUNCIL MEMBERS: Feldhaus, Kring, McCracken
NOES:
MAYOR/COUNCIL MEMBERS: Tait, Daly
ABSENT:
MAYOR/COUNCIL MEMBERS: None
AND I FURTHER CERTIFY that the Mayor Pro Tem, Shirley McCracken, of the City of Anaheim
signed said Resolution No. 2000R-130 on the 26th day of June, 2000.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of
Anaheim this 26th day of June, 2000.
T~
CIHE CITY OF ANAHEIM
(SEAL)
I, SHERYLL SCHROEDER, City Clerk of the City of Anaheim, do hereby certify that the foregoing
is the original of Resolution No. 2000R-130 was duly passed and adopted by the City Council of
the City of Anaheim on June 20th, 2000.
C~I~~O F~ FAN'~'~AHE I M