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83R-386 RESOLUTION NO. 83R-386 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM IMPLEMENTING THE MANAGEMENT PAY PLAN BY ESTABLISHING THE MANAGEMENT SALARY STRUCTURE, RATES OF COMPENSATION AND MANAGEMENT PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS ADMINISTRATIVE MANAGEMENT AND SUPERSEDING RESOLUTIONS NO. 82R-589, 75R-590 AND 82R-38l AND AMENDMENTS THERETO WHEREAS, the need has been established for implementing the Management Pay Plan by establishing the management salary structure, rates of compensation and management pay policies for certain administrative management classifications; and WHEREAS, as a result thereof, the need exists to supersede Resolutions No. 82R-589, 75R-590 and 82R-38l and amendments thereto; and WHEREAS, the City Council of the City of Anaheim does find that implementing the Management Pay Plan by establishing the management salary structure, rates of compensation and management pay policies for these administrative 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 SR15 $ 66,860 $ 78,000 $ 83,570 $ 89,140 $100,280 SR14 60,780 70,910 75,970 81,040 91,160 SR13 55,250 64,460 69,060 73,660 82,870 SR12 50,220 58,600 62,780 66,960 75,340 SR11 45,660 53,270 57,070 60,870 68,480 SRlO 41,500 48,430 51,880 55,340 62,260 SR09 37,730 44,030 47,160 50,310 56,590 SR08 34,300 40,030 42,870 45,740 51,440 SR07 31,180 36,390 38,970 41,580 46,760 SR06 28,340 33,080 35,430 37,800 42,520 SR05 25,770 30,070 32,210 34,360 38,650 SR04 23,420 27,340 29,280 31,240 35,140 SR03 21,300 24,850 26,620 28,400 31,940 SR02 19,360 22,590 24,200 25,820 29,040 SROl 17,600 20,540 22,000 23,470 26,400 SROO 16,000 18,670 20,000 21,340 24,000 ..".,,,",,,,_.,,,,,,_.,- Section 2. The basic compensation plan for all officers and employees of the City of Anaheim designated as Administrative 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 October 7, 1983: Classification Assistant City Attorney Assistant City Clerk/Office Automation Manager Assistant Data Processing Director Assistant Director for PlannJng Assistant Director for Zoning Assistant Executive Director Community Development Assistant Finance Director Assistant Fire Chief Assistant Human Resources Director Audit Manager Benefits and Training Manager Central Library Manager Chief Building Inspector City Engineer Community Services Manager Convention Center Operations Manager Customer Service Manager Data Center Manager Development Services Manager Electrical Engineering Manager Employment and Classification Manager Fleet Manager Golf Operations Manager Job Training Program Manager Library Administrative Services Manager Library Project and Planning Manager Library Technical Services Manager Park Superintendent Police Captain Program Development and Audit Manager Property Services Manager Public Utilities Assistant General Manager- Management Services Public Utilities Assistant General Manager-Operations Public Utilities Assistant General Manager-Power Resources Public Utilities Field Manager Public Utilities Operations Systems Manager Purchasing Agent Recreation Superintendent Risk Manager Senior Assistant City Attorney Stadium Operations Manager Street Maintenance Superintendent Systems and Programming Manager Water Engineering Manager 2 _....,,,~.,,.,-,""' Salary Range X SR09 X SR05 X SR08 X SR08 X SR08 X SR09 X SR09 X SRlO X SR09 X SR08 X SR07 X SR07 X SR08 X SRlO X SR06 X SR09 X SR07 X SR08 X SR08 X SRlO X SR07 X SR07 X SR07 X SR07 X SR07 X SR07 X SR07 X SR08 X SRlO X SR09 X SR09 X SR1l X SR12 X SRl2 X SR09 X SR09 X SR07 X SR08 X SR08 X SR09 X SR08 X SR07 X SR08 X SR09 Section 3. - Employees working in classifications listed in Section 2 of this resolution shall receive a management package equal to the City-paid employee contribution to the retireme.t system of seven percent (7%). The employee shall have the choice of receiving the management package in City-paid contribution to the Public Employee Retirement System, or the equivalent amount in deferred compensation or 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. The City Council shall authorize the basic merit pool funds to be used for management merit pay adjustments. The City Manager shall establish the Merit Pay Increase Guide in accordance with the merit pool funds established by the City Council and shall implement management merit pay adjustments. Section 5. Employees in the classifications listed in Section 2 of this resolution shall be covered by the following management pay policies, effective October 7, 1983. 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 October 7, 1983, current incumbent management employees will be placed in their recommended classification and salary range, at their current salary rate. B. Incumbents Below Ran$e Minimum A management employee, whose current actual salary is below the minimum of the range for his classification, and whose performance is competent, will be placed at the minimum rate of the range on October 7, 1983, at the time the salary structure is implemented. C. Incumbents in Lower Third of Range A management employee, whose salary remains in the lower third of the range for his classification after implementation of the Management Pay Plan and the initial merit pay adjustment, may be eligible for an additional adjustment in FY 1983/84, based upon performance and in accordance with the Merit Pay Increase Guide. D. Employees Below the" E" Step A management employee, who is not at the "E" step of his former salary range on October 7, 1983, and who is placed below the midpoint of the new management salary range, is eligible for an additional adjustment of up to 5%, on his former merit step anniversary dates from October 21, 1983 through October 4, 1984, under the following conditions: 3 '-""-.''''','''",".,-,- ...~=-',..,-^' ~ 1. Such additional salary adjustments cannot place the incumbent's salary beyond the former "E" step adjusted upward by the amount of the base salary percentage of the merit pool. 2. Such additional salary adjustments may bring the incumbent's salary no higher than the midpoint of the management salary range. E. Special Adjustments No employee shall receive special adjustments under both Sections 1.C and l.D of these management pay policies. F. Merit Increases Scheduled Under the Current Merit Step Pay Plan Management employees, who are regularly scheduled to receive a merit step increase up to and including the pay period of October 7, 1983, will receive such regularly scheduled merit step increases, as recommended by their department head. After that date, scheduled merit step increases will disappear with implementation of the new salary plan. 5.2 Hiring Pay Policy Newly hired management e~ployees 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 hi.her 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 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 lO% in order to bring the employee to the midpoint. 5.4 Demotion from a Managem~nt Job Class A. 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. B. 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. 4 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 appointed after October 7, 1983 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 capa~ity 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 payor the minimum rate of the higher salary range while in an "actin.g" 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.l0 Reclassification After implementation of the Man.agement Pay Plan, future reclassifications for management employees will occur as follows: A. An incumbent, who is reclassified with his position to a management job class at a higher range, will be considered to be promoted and covered under those provisions. 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. C. 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 '~""',........_,.c__._..,~__. "V 5.11 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 ti~s 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. 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 r.te of pay for employees working in job classes listed in this resolution sh.ll be computed as provided in Personnel Rule 5, Hours of Work and Pay Day. Section 9. The provisions of this resolution shall supersede Resolutions No. 82R-589, 75R-590 and 82R-381. BE IT FURTHER RESOLVED that the effective date of this resolution shall be October 7, 1983. THE FOREGOING RESOLUTION is approved and adopted by the City Council this 27th day ()f S~Ptember , 1983. ATTEST: ~ ~. -I. )..il~ CITY CLERK OF THE C TY OF ANAHEIM APPROVED AS TO FORM: L~./J~ Oq..;J) CITY ATTORNEY OF E D 1965G CITY OF ANAHEIM 6 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) SSe CITY OF ANAHEIM ) I, LINDA D. ROBERTS, City Cl,rk of the City of Anaheim, do hereby certify that the foregoing Resolution No. 83R-386 was introduced and adopted at a regular meeting provided by law, of the City Council of the City of Anaheim held on the 27th day of September, 1983, by the following vote of the members thereof: -, AYES: COUNCIL MEMBERS: Kaywood, Pickler, Overholt and Roth NOES: COUNCIL MEMBERS: B..y ABSENT: COUNCIL MEMBERS: None AND I FURTHER certify that the Mayor of the City of Anaheim signed said Resolution No. 83R-386 on the 27th day of September, 1983. IN WITNESS WHEREOF, I have h+reunto set my hand and affixed the seal of the City of Anaheim this 27th day of September, 1983. ~ '-1IJ Joe!)~ CITY CLERK OF THE CIT ANAHEIM (SEAL) I, LINDA D. ROBERTS, City Clerk of the City of Anaheim, do hereby certify that the foregoing is the original of Resolution No. 83R-386 duly passed and adopted by the Anaheim City Council on September 27, 1983. ~ J~ .I~ - CITY CLERK -.