RES-1989-362
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RESOLUTION NO. 89R-362
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ESTABLISHING RATES OF COMPENSATION AND PAY POLICIES FOR
CLASSIFICATIONS DESIGNATED AS EXECUTIVE MANAGEMENT AND
SUPERSEDING RESOLUTION NO. 88R-263 AND AMENDMENTS
THERETO
WHEREAS. the need exists to establish rates of compen-
sation and pay policies for certain Executive Management
classifications; and
WHEREAS. as a result thereof. the need exists to
supersede Resolution No. 88R-263 and amendments thereto; and
WHEREAS. the City .Council of the City of Anaheim does
find that establishing rates of compensation and 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.
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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 MIDPOINT CONTROL
CROO $ 22.779 $ 28.474 $ 31.321
CR01 23.918 29.898 32.888
CR02 25.114 31.393 34.532 " ".'.,
CR03 26.370 32.963 36.259
CR04 27.689 34.611 38.072
CR05 29.074 36.342 39.976
CR06 30.527 38.159 41.975
CR07 32.054 40.067 44.074
CR08 33.656 42.070 46.277
CR09 35.339 44.174 48.591
CR10 37.106 46.383 51.021
CR11 38.962 48.702 53.572
CR12 40.910 51.137 56.251
CR13 42.955 53.694 59.063
CR14 45.103 56.379 62.017
CR15 47.358 59.198 65.118
CR16 49.726 62.158 68.374
CR17 52.213 65.266 71.793
CR18 54.823 68.529 75.382
CR19 57.564 71.955 79.151
CR20 60.442 75.553 83.108
CR21 63.465 79.331 87.264
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Section 1- - Continued
RANGE MINIMUM MIDPOINT CONTROL
CR22 $ 66,638 $ 83,298 $ 91,628
CR23 69,970 87,463 96,209
CR24 73,469 91,836 101,020
CR25 77,142 96,428 106,071
CR26 80,999 101,249 111,374
CR27 85,049 106,311 11 6 . 942
CR28 89,302 111,627 122,790
CR29 93,766 117,208 128.929
CR30 98,454 123.068 135.375
CR31 103,377 129.221 142.143
CR32 108,546 135,682 149.250
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 ranges effective September 29, 1989.
Classification
Salary Range
X CR23
X CR28
X CR25
X CR26
X CR20
X CR32
X CR20 ':i\I /)'.",
X CR23
X CR23
X CR23
X CR25
X CR23
X CR23
X CR25
X CR23
X CR23
X CR20
X CR23
X CR23
X CR23
X CR30
X CR23
Administrative Services Director
Assistant City Manager
Chief of Police
City Attorney
City Clerk
City Manager
City Treasurer
Community Development Director
Convention Center General Manager
Data Processing Director
Deputy City Manager
Director of Public Works/City Engineer
Finance Director
Fire Chief
Human Resources Director
Labor Relations Director
Library Director
Maintenance Director
Parks. Recreation & Community Services Director
Planning Director
Public Utilities General Manager
Stadium General Manager
Section 3.
The follo~ing classification is obsolete and shall be
deleted from the City's classification system:
~Jassification
Salary Range
Executive Director Community Development
X SR12
Section 4.
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 ~hen they
are ~ithin three (3) years of anticipated retirement. The
election to receive the additional earnings shall be
irrevocable.
Employees ~orking part-time in classifications listed
in Section 2 of this Resolution shall receive a management
package of one percent (1%) in additional earnings.
Section 5.
Employees in the classifications listed in Section 2 of
this resolution shall be covered by the follo~ing pay policies
effective September 29. 1989. To the extent that these policies
are inconsistent ~ith any other City of Anaheim Personnel Rule~. ~ \
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.
5.1 Pay Plan Implementation/Structure Adjustment
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A. Incumbents 8elo~ Range Minimum
An employee, ~hose current salary is below
the minimum of the range for his/her job
classification. will be placed at the
minimum rate of the range.
8. Incumbents Above Control Point
An employee. ~hose current salary is above
the control point for the range of their
classification. shall not be eligible. for
an increase until the employee's salary is
less than the control point for the range.
5.2 Salary Structure Adjustment
At such time as the salary structure is adjusted,
incumbent employees shall be eligible to receive
up to the percent of the structure adjustment,
based upon satisfactory performance, not to exceed
control point.
If an incumbent employee's performance is less
than satisfactory, the City Manager (City Council
for appointees) may extend the annual structu~e
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.
5.3 Merit Increases
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. Employees in classifications
listed in Section 2 of this resolution are
eligible to receive a merit increase calculated on
a prorated basis beginning after completion of
thirteen (13) complete biweekly pay periods in the
classification.
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 recon~ideration of .
the merit increase, based upon satisfactory
performance. The merit review date may only be
extended once.
5.4 Non-Cumulative Merit Adjustment
As approved by 'City Council under separate
resolution, an employee who reaches the control
point for his/her salary range shall be eligible
for a non-cumulative merit adjustment, based upon
outstanding/superior performance. Specific elig-
ibility criteria and administrative policies shall
be provided under such separate resolution.
5.5 Hiring Pay Policy
Newly hired employees shall be compensated at any
rate of the range up to the midpoint for their job
classification as authorized by the appointing
authority. When economic conditionsr unusual
employment conditionsr or exceptional qualifi-
cations of a candidate for employment indicate a
higher rate would be in the City.s best interestsr
the City Manager may authorize hiring at a higher
rate in the range but this higher rate cannot
exceed the control point.
5.6 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 increaser as long as it does
not exceed the control point.
5.7 Demotion
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A. An employee rejected during the probationary
period shall be returned to the classification
in which they had regular status and to their
former salary levelr unless the reasons for the
failure to complete probation would be cause
for dismissal from City service.
8. An employeer 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. ~. ~ '
C. An employeer 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.
5.8 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 againr
based upon a performance evaluationr 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.
5.9 Reduction in Pay
An employee may receive a reduction in salary on
the basis of unsatisfactory work performance or
conduct.
5.10 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 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 Aacting- capacity.
5.11 Reclassification
A. 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.
8. An incumbent. who is reclassified with his/her
position to a job class with no chan~e in
range. will retain their rate of pay.
C. An incumbent. who is reclassified with his/her
position to a ,job class at a lower range. sha\i:l ". .
retain their rate of pay in the new rahge. 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.
5.12 Provisional Appointments
Employees provisionally appointed to management
job 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.
Section 6.
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 7.
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 8.
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 Wor.k and Pay Day.
Section 9.
All classifica~ions 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 10.
The provisions of this Resolution shall supersede
Resolution No. 88R-263.
BE IT FURTHER RESOLVED that the effective date of thi~ ~.
Resolution shall be September 29. 1989.
THE FOREGOING RESOLUTION is approve.d and adopted by the
City Council this 22nd day of Atlgust . 1989.
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ATTEST:
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CITY CLERK OF THE CITY OF ANAHEIM
APPROVED AS TO FOR-M:
4>;r:~Y-oF.-ANAHEI~-
931/VK
CLERK
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) s s .
CITY OF ANAHEIM )
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing Resolution No. 89R-362 was introduced and adopted at a regular
meeting provided by law, of the City Council of the City of Anaheim held on
the 22nd day of August, 1989, by the following vote of the members thereof:
AYES:
COUNCIL MEMBERS: Ehrle, Pickler, Kaywood and Hunter
NOES:
COUNCIL MEMBERS: Daly
ABSENT:
COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 89R-362 on the 23rd day of August, 1989.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 23rd day of August, 1989.
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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. 89R-362 duly passed and
adopted by the Anaheim City Council on August 22, 1989.
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CITY CLERK OF THE CITY OF ANAHEIM