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87-364RESOLUTION NO. 87R- 364 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 MIDDLE MANAGEMENT/SUPERVISORY AND SUPERSEDING RESOLUTION NO. 86R-291 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 Middle Management/Supervisory classifications; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 86R-291 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 Middle Management/ Supervisory 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 Middle Management/Supervisory, 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 Assistant Parking Lot Coordinator Associate Civil Engineer Associate Traffic Engineer Billing Supervisor Box Office Manager Branch Librarian Building Inspection Supervisor Chief of Survey Parties Chief Utilities Systems Operator Children's Services Librarian Circulation Services Manager Claims Manager Code Enforcement Supervisor Community Development Fiscal Manager Community Services Center Director Computer Operations Supervisor Construction Inspection Supervisor Convention Center Facility Services Manager Credit Supervisor Crime Statistics Supervisor Custodial Services Administrator Data Control Supervisor Deputy Fire Marshal Electrical General Supervisor Electrical System Design Supervisor Engineering Support Services Supervisor Event Services Manager Facility Maintenance Supervisor Fire Battalion Chief - 40 hours Fire Battalion Chief - 56 hours Fire Marshal Fleet Supervisor Golf Course Superintendent Housing Operations Coordinator Housing Program Coordinator Housing Program Manager Housing Rehabilitation Supervisor Job Training Program Manager Job Training Program Project Supervisor Maintenance Administrative Services Supervisor New Business Supervisor Park Services Manager Salary Range X SR03 X SR06 × SR06 XU SR04 X SR05 XU SR04 XU SR05 XU SR05 XU SR08 XU SR05 X SR03 X SR06 XU SR05 × SR06 X SR03 XU SR03 XU SR05 XU SR06 XU SR03 X SR04 ×U SR03 XU SR03 XF SR06 XU SR08 X SR07 X SR05 X SR06 XU SR06 XF SR08 XF SR08 XF SR08 XU SR05 XU SR05 X SR03 X SR04 X SR06 X SRO6 X SR07 X SRO4 X SR05 XU SR04 XU SRO4 Classification Parking Lot Coordinator Payroll Manager Plan Check Supervisor Planning Graphics Supervisor Principal Electrical Engineer Police Communications Manager Police Lieutenant Police Records Manager Public Utilities Financial Accounting Manager Public Utilities Financial Requirements Manager Recreation Services Manager Reprographics/Mail Supervisor Senior Citizens Center Director Senior Personnel Analyst Senior Real Property Agent Stadium Facilities Coordinator Street Cleaning Supervisor Street Maintenance Supervisor Systems Project Manager Tree Services Manager Warehouse Manager Water Engineer Water General Supervisor Water Production General Supervisor Water Quality Supervisor Workers Compensation Manager Salary Range X SR04 × SR05 X SR07 X SR05 X $R09 X SR05 XP SR08 XU SR06 X SR08 X SR08 X SR04 XU SR03 X SR03 X SR06 X SR06 XU SR03 XU SR05 XU SR05 X SR07 XU SR04 XU SR06 X SR07 XU SR06 XU SR06 X SR06 × SR06 Section 3. Employees working in job 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 the 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 me 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. 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 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. 5.3 Promotion ae 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. An employee promoted to the classification of Chief Utilities Systems Operator, Electrical General Supervisor, Facility Maintenance Supervisor, Fire Battalion Chief, Police Lieutenant, Street Cleaning Supervisor, Street Maintenance Supervisor, Water General Supervisor or Water Production General Supervisor will be placed at a salary in the management salary range which provides a 15% 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 15% 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: Ae 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. Be 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. Co 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 Payment of Premium Pay to Exempt Employees Under Certain Conditions mo Be 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. The classification of Plan Check Supervisor may be paid at the overtime rate for overtime work authorized by the department head and performed in response to a developer's request to expedite plan checking. The classification of Fire Battalion Chief assigned to situational manning and the Police Lieutenant serving as Watch Commander shall be compensated at one and one half times their hourly rate of pay for all overtime hours worked while serving in that capacity. 5.12 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 specificed 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. 5.13 Assignment Pay An employee assigned to the Fire Battalion Chief/Operations Division Chief position shall receive assignment pay equal to ten percent (10%) of the Fire Battalion Chief salary range midpoint for each hour worked in the position during normal work hours. Incumbents who are in the classifications of Chief Utilities Systems Operator, Electrical General Supervisor, Facility Maintenance Supervisor, Fire Battalion Chief Police Lieutenant, Street Cleaning Supervisor, Street Maintenance Supervisor, Water General Supervisor and Water Production General Supervisor on June 26, 1987, shall receive a one-time special pay adjustment of 5% or to the salary range midpoint (whichever is less), effective June 26, 1987. This special one time adjustment is to assist in providing a pay differential between these management classifications and bargaining unit classifications reporting to them. 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. The letter "U", "P" or "F" preceding a salary range indicates that employees upgraded to that job class shall be paid premium pay as provided in Personnel Rule 6.41, 6.42 or 6.43, 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. 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 twenty-five dollars ($25.00) per pay period in addition to their regular pay. The appropriate department head shall designate which positions shall be assigned bilingual duties and which languages shall be eligible for bilingual pay. Section 10. The provisions of this resolution shall supersede Resolution No. 86R-291. 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 C M ATTEST: CITY CLERK O~ THE CITY OF ANAHEIM APPROVED AS TO FORM: 'CITY ATTO~OF THE CITY OF ANAHEIM 1284F/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-364 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-364 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-364 duly passed and adopted by the Anaheim City Council on August 25, 1987. CITY CLERK OF THE CITY OF ANAHEIM