87-362RESOLUTION NO. 87R- 362
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM
ESTABLISHING THE MANAGEMENT PAY PLAN BY ESTABLISHING RATES OF
COMPENSATION AND MANAGEMENT PAY POLICIES FOR CLASSIFICATIONS
DESIGNATED AS EXECUTIVE MANAGEMENT AND SUPERSEDING RESOLUTION
NO. 86R-289 AND AMENDMENTS THERETO
WHEREAS, the need exists to establish the Management Pay Plan for
the fifth year by establishing rates of compensation and management pay
policies for certain Executive Management classifications; and
WHEREAS, as a result thereof, the need exists to supersede
Resolution No. 86R-289 and amendments thereto; and
WHEREAS, the City Council of the City of Anaheim does find that
establishing the Management Pay Plan for the fifth year by establishing rates
of compensation and management 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
salary structure listed below:
RANGE MINIMUM MIDPOINT MAXIMUM
SR16 $ 90,400 $105,466 $113,000 ~120,533 ~135,600
SR15 82,182 95,878 102,727 109,575 123,272
SR14 74,711 87,162 93,388 99,614 112,066
SR13 67,919 79,238 84,898 90,558 101,878
SR12 61,744 72,035 77,180 82,326 92,616
SRll 56,131 65,486 70,164 74,841 84,197
SR10 51,028 59,533 63,785 68,038 76,542
SR09 46,389 54,121 57,987 61,852 69,584
SR08 42,172 49,201 52,715 56,230 63,258
SR07 38,338 44,728 47,923 51,118 57,507
SR06 34,853 40,662 43,566 46,471 52,279
SR05 31,685 36,965 39,606 42,246 47,527
SR04 28,804 33,605 36,005 38,406 43,206
SR03 26,186 30,550 32,732 34,914 39,278
SR02 23,805 27,773 29,756 31,740 35,708
SR01 21,641 25,248 27,051 28,855 32,461
SRO0 19,674 22,953 24,592 26,231 29,510
Section 2.
The basic compensation plan for all officers and employees of the
City of Anaheim designated as Executive 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 June 26, 1987.
Classification
Salary Range
Assistant City Manager
Chief of Police
City Attorney
City Clerk
City Engineer
City Manager
City Treasurer
Convention Center General Manager
Data Processing Director
Deputy City Manager
Executive Director Community Development/Planning
Finance Director
Fire Chief
Human Resources Director
Library Director
Maintenance Director
Parks, Recreation and Community Services Director
Public Utilities General Manager
Stadium General Manager
× SR13
X SR12
X SR13
X SR09
X SRll
X SR16
X SR09
X SR13
X SRll
X SR12
X SR12
X SRll
X SR12
X SRll
X SR10
X SRll
X SRll
X SR15
X SRll
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
City-paid contribution to the Public Employees Retirement System, or the
equivalent amount in deferred compensation or additional earnings.
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 Management Pay for Performance Plan.
Section 5.
Employees in the classifications listed in Section 2 of this
resolution shall be covered by tbe following management pay policies,
effective June 26, 1987. To the extent that these policies are inconsistent
with any other City of Anaheim Personnel Rules, the terms of these policies
shall prevail.
5.1 Management Pay Plan Implementation
A. Salary Structure
Upon implementation of the basic salary structure for the Management
Pay Plan on June 26, 1987, current incumbent management employees
will be placed in their recommended classification and salary range,
at their current salary rate.
B. Incumbents Below Range Minimum
A management employee, whose current actual salary is below the
minimum of the range for his classification, and whose performance is
"meets expectations", will be placed at the minimum rate of the range
on June 26, 1987 at the time the salary structure is implemented.
5.2 Hiring Pay Policy
5.3
Newly hired management employees shall be compensated at any rate within
the lower third of the salary range 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 salary range but this higher rate generally shall not be above the
midpoint.
Promotion
An employee who is promoted to a management job class shall be placed at
a salary in the management salary range which provides a 10% pay
increase, as long as it does not exceed the midpoint. If a 10% increase
would place the employee's salary beyond the midpoint, the employee shall
receive a minimum of 5% increase or an increase between 5% and 10% in
order to bring the employee to the midpoint.
5.4 Demotion from a Management Job Class
me
An employee rejected during the probationary period from a management
job shall be returned to the classification in which he has regular
status and to his former salary level, unless the reasons for his
failure to complete probation would be cause for dismissal from City
service.
Be
An employee, who takes a voluntary demotion or who is demoted as a
disciplinary action from a management job class to a management job
class, shall be placed at a rate in the lower salary range which
provides at least a 10% reduction in pay.
An employee, who takes a voluntary demotion or is demoted as a
disciplinary action from a management job class to a non-management
job class, shall be placed in the highest step of the lower salary
range which provides at least a 10% pay reduction.
5.5 Layoff from a Management Job Class
An employee, whose position has been abolished due to lack of work or
lack of funds and who is reassigned to another position, shall be placed
at a rate or step in the new salary range which does not provide an
increase in pay.
5.6 Probationary Management Employees
A probationary management employee will be evaluated prior to completion
of his probationary period, based upon the six month performance contract
established at the date of his appointment to the management
classification. Such an employee may be eligible for a pay increase of
up to 5% based upon his performance evaluation.
5.7 Reduction in Pay for Management Employees
A management employee may receive a reduction in salary on the basis of
unsatisfactory work performance or conduct.
5.8 Acting Pay
An exempt management employee may be appointed by the City Manager to
serve in an acting capacity during an unplanned absence from work of
thirty calendar days or more of another exempt management employee.
Management employees who are granted acting pay by the City Manager shall
receive a 5% increase in pay or the minimum rate of the higher salary
range while in an "acting" capacity.
5.9 Upgrade to a Management Class
Employees temporarily upgraded to a management class shall receive a 5%
increase or the minimum rate of the management salary range, in
accordance with current upgrade provisions.
5.10 Reclassification
Reclassifications for management employees will occur as follows:
me
An incumbent, who is reclassified with his position to a management
job class at a higher salary 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 six (6) months, based upon his
performance evaluation.
B. An incumbent, who is reclassified with his position to a management
job class with no change in salary range, will retain his rate of pay.
Ce
An incumbent, who is reclassified with his position to a management
job class at a lower range, shall retain his rate of pay in the new
range. If his current rate is higher than the new salary range, the
rate of pay shall be identified as a "Y" rate. An employee
compensated at the "Y" rate shall remain there until such time as the
"Y" rate is within the salary range for the position.
5.11
5.12
Payment of Premium Pay to Exempt Employees Under Certain Conditions
Management employees in exempt job classes may be compensated for
overtime work authorized by the appropriate department head 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 department head to
perform work normally performed by employees in non-exempt job classes.
Provisional Appointments
Employees provisionally appointed to a management job class 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 as specified
under Section 4.3. An employee in a provisional status will not be
eligible to receive a 0-5% increase at the end of six (6) months.
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 6.04, 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 Work and Pay Day.
Section 9.
Ail classifications listed under Section 2 of this Resolution, are
eligible to receive either a City-owned vehicle or an automobile allowance of
$161.54 per biweekly payperiod to June 23, 1988. Effective June 24, 1988 to
June 23, 1989 the amount will increase to ~169.85 per biweekly payperiod.
Section 10.
The provisions of this resolution shall supersede Resolution No
86R-289. .
BE IT FURTHER RESOLVED that the effective date of this resolution
shall be June 26, 1987.
this
THE FOREGOING RESOLUTION is approved and adopted by the City Council
25th day of August , 1987.
MAYOR OF THE~AHEIM
ATTE ST:
C]~TY'~ERK OF ~HE CITY OF ANAHEIM
APPROVED AS TO FORM:
CITY ATTORNEY OF THE CITY OF ANAHEIM
1283F/0031F
CLERK
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. 87R-362 was introduced and adopted at a regular
meeting provided by law, of the City Council of the City of Anaheim held on
the 25th day of August, 1987, by the following vote of the members thereof:
AYES:
COUNCIL MEMBERS: Ehrle, Hunter, Pickler, Kaywood and Bay
NOES: COUNCIL MEMBERS: None
ABSENT: COUNCIL MEMBERS: None
AND i FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 87R-362 on the 25th day of August, 1987.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 25th day of August, 1987.
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. 87R-362 duly passed and
adopted by the Anaheim City Council on August 25, 1987.
CITY CLERK OF THE CITY OF ANAHEIM