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83R-387 RESOLUTION NO. 83R-387 - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM IMPLEMENTING TH~ MANAGEMENT PAY PLAN BY ESTABLISHING THE MANAGEMENT SALA.RY STRUCTURE, RATES OF COMPENSATION AND MANAGEMENT PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS SUPPORT AND SUPERVISORY MANAGEMENT AND SUPERSEDING RESOLUTIONS NO. 82R-506, 75R-590 AND 82R-381 AND AMENDMENTS THERETO WHEREAS, the need has been established for implementing the Management Pay Plan by esta~lishing the management salary structure, rates of compensation and management pay policies for certain support and supervisory management classifications; and WHEREAS, as a result thereof, the need exists to supersede Resolutions No. 82R-506, 751-590 and 82R-381 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 support and supervisory 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 SR10 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 SR01 17,600 20,540 22,000 23,470 26,400 SROD 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 Support and Supervisory 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 Accountant Affirmative Action Employment Specialist Assistant Box Office Manager Assistant Electrical Engineer Assistant Power Resource P1~nning Engineer Assistant to the City Manager Associate Civil Engineer Associate Electrical Engineer Associate Planner Associate Traffic Engineer Auto Parts Buyer Billing Supervisor Box Office Manager Branch Librarian Buyer Cement Crew Supervisor Chief of Survey Parties Chief Utilities Dispatcher Childrens Services Librarian Circulation Services Manager Civil Engineer - Design Civil Engineer - Field Civil Engineer - Office Claims Administrator Claims Manager Community Center Director Community Development Admin~strative Services Coordinator Community Development Fiscal Manager Community Development Specialist Community Relations Special~st Community Services Center Director Computer Operations Supervisor Conservation Supervisor Construction Inspection Sup~rvisor Convention Center Facility Services Manager Convention Center Tenant Services Manager Convention Center and Stadium Event Coordinator Convention Center Stadium and Golf Administrative Services Coordinator Convention Center Stadium and Golf Fiscal Manager Credit Supervisor Crime Statistics Supervisor Crime Statistics Technician 2 Salary Range X SR03 X SR05 X SR03 X SR05 X SR06 X SR06 X SR06 X SR07 X SR06 X SR06 X SR03 XU SR03 X SR05 XU SR04 X SR03 XU SR04 XU SR05 XU SR08 X SR05 X SR03 X SR08 X SR08 X SR08 X SR05 X SR06 X SR01 X SR04 X SR06 X SR03 X SR02 X SR03 XU SR03 X SR03 XU SR05 XU SR06 X SR06 X SR04 X SR04 X SR06 XU SR03 X SR04 X SR02 ....--. Classification Salary Range Custodial Services Administrator Customer Information Systems Coordinator Customer Service Field Supervisor Data Center Support Analyst Data Control Supervisor Deputy City Attorney I Deputy City Attorney II Deputy City Clerk Deputy City Treasurer Deputy Fire Marshal Development Coordinator Diversion Investigator Economic Development Coordinator Electric Systems Designer Electrical Engineer Electrical Field Work Coordinator Electrical General SupervisQr Electrical Inspection Supervisor Electrical System Design Supervisor Eligibility Supervisor Emergency Services Coordinator Employee Benefits and Infor~ation Supervisor Employee Benefits Representative Employment Representative Energy Manager Engineering Contract Administrator Facility Maintenance Planner Facility Maintenance Supervisor Fire Battalion Chief Fire Marshal Fire Services Officer Fleet Supervisor Generating Facilities Cost Accountant Golf Course Superintendent Golf Operations Assistant Housing Development Analyst Housing Rehabilitation Supervisor Industrial Engineering Manag~r Industrial Engineering Technician Inspection and Standards Supervisor Intergovernmental Relations Officer Job Training Program Assistant Job Training Program Fiscal Officer Job Training Program Project Specialist Job Training Program Project Supervisor Junior Buyer Labor Relations Specialist Law Office Manager Leasing Supervisor Legislative Aide xu SR03 X SR04 XU SR03 X SR05 XU SR03 X SR06 X SR08 X SR02 X SR05 XF SR06 X SR06 XU SR03 X SR05 X SR05 X SR09 X SR07 XU SR08 XU SR05 X SR07 X SR03 X SR05 X SR06 X SR01 XU SR01 X SR05 X SR07 X SR03 XU SR06 XF SR08 XF SR08 X SR04 XU SR05 X SR05 XU SR05 X SROO X SR03 X SR04 X SR07 X SR04 X SR06 X SR05 X SROO X SR05 X SROO X SR04 X SR01 X SR06 X SR05 X SR03 X SR03 3 Classification ~ License Collector Management Analyst Management Assistant Management Auditor Mechanical Inspection Supervisor Meeting Room Coordinator Neighborhood Restoration Coordinator Neighborhood Restoration Specialist New Business Supervisor Park Planner Parking Lot Coordinator Parks Recreation and Community Services Administrative Services Coordinator Parks Supervisor Parkway Maintenance Supervisor Payroll Supervisor Personnel Analyst Personnel Specialist Plan Check Supervisor Planning Graphics Supervisor Plumbing Inspector Supervisor Police Lieutenant Police Records Manager Power Resource Planning Engineer Power Resource Project Manager Public Information Aide Public Information Coordinator Public Utilities Administrative Services Coordinator Public Utilities Accounting Supervisor Public Utilities Budget Officer Public Utilities Communications Specialist Public Utilities Economist Public Utilities Field Office Coordinator Public Utilities Financial Accounting Manager Public Utilities Fiscal Ana1yst Public Utilities Operations Analyst Public Utilities Production Supervisor Public Utilities Rate Ana1ysit Public Utilities Rate Manager Public Utilities Systems Operations Assistant Public Utilities System Planning Manager Real Property Specialist Recreation Services Manager Recreation Specialist Redevelopment Project Planner Relocation Specialist Reprographics/Mail Supervisor 4 Salary Range x SR04 X SR05 X SR02 X SR05 XU SR05 X SR03 X SR06 X SR05 XU SR03 X SR04 X SR04 X SR04 XU SR04 XU SR04 X SR03 X SR05 X SR02 X SR07 X SR05 XU SR05 XP SR08 XU SR05 X SR08 X SR09 X SR02 X SR05 X SR04 X SR06 X SR06 X SR04 X SR06 X SR03 X SR07 X SR04 X SR06 X SR08 X SR04 X SR07 X SR02 X SR09 X SR05 X SR04 X SR02 X SR06 X SR05 XU SR03 ~ ~~ Classification Salary Range Safety Manager Senior Accountant Senior Buyer Senior Citizens Center Director Senior Crime Statistics Technician Senior Housing Coordinator Senior Management Analyst Senior Programmer Analyst Senior Real Property Agent Senior Systems Analyst Senior Systems Programmer Senior Systems Representative Stadium Facilities Coordinator Stadium Tenant Services Supervisor Staff Analyst Street Cleaning Supervisor Street Maintenance Aide Street Maintenance Supervisor Systems Analyst Systems Programming Supervisor Systems Project Manager Telephone Systems Coordinator Traffic and Transportation !ngineer Tree Trimmer Supervisor Utilities Load Scheduler Utilities System Scheduler Water Engineer Water General Supervisor Water Production General Supervisor Water Quality Supervisor Warehouse Manager Word Processing Supervisor X SR06 X SR05 X SR04 X SR03 X SR03 X SR05 X SR06 X SR05 X SR06 X SR06 X SR06 X SR02 XU SR03 X SR05 X SR03 XU SR05 X SROO XU SR05 X SR05 X SR08 X SR07 X SR01 X SR07 XU SR04 X SR07 XU SR06 X SR07 XU SR06 XU SR06 X SR06 XU SR06 X SR01 Section 3. Employees working in job classifications listed in Section 2 of this resolution shall receive a management package equal to the City-paid employee contribution to the retirement system of seven percent (7%) for miscellaneous members, and aix percent (6%) for Fire Battalion Chief, Fire Marshal, Deputy Fire Marshal, Fire Services Officer and Police Lieutenant. The employee shall have the choice of receiving the management package in City-paid contribution of the Public Employees 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. 5 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 Imp~ementation 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 Ra,ge Minimum A management emp1oy.e, whose current actual salary is below the minimum of the rang, 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 in~tia1 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 t. E" Step A management emp1oy~e, 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: 1. Such additional salary adjustments cannot place the incumbent's salary beyond the fomer "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 1.D of these management pay policies. 6 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 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 An employee who is promQted to a management job class shall be placed at a salary in the managemen~ salary range which provides a 10% pay increase, as long as it does not ,xceed 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 Manage~ent Job Class A. An employee rejecteq during the probationary period from a management job shall be returnad 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. 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. 7 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 M~nagement Employees A management employee .ay 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 cap.city 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 "acting" capacity. 5.9 Upgrade to a Managemen~ 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 After implementation of the Management 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 high~r 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. 5.11 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-ha1f 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. 8 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" of "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. The provision~ of this resolution shall supersede Resolutions No. 82R-506, 75R-590 and 8~-38l. 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 of SeDtember , 1983. MAYOR OF THE CITY ATTES T : ~~~1).~ CITY ERIC OF THE CIT OF. ANAHEIM ~" APPRO~ AS TO FORM: . i ') ~/~~ -P:!~ OF D1971G CITY OF ANAHEIM 9 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) SSe CITY OF ANAHEIM ) I, LINDA D. ROBERTS, City Clerk of the City of Anaheim, do hereby certify that the foregoing Resolution No. 83R-387 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: Bay ABSENT: COUNCIL MEMBERS: None AND I FURTHER certify that the Mayor of the City of Anaheim signed said Resolution No. 83R-387 on the 27th day of September, 1983. IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the City of Anaheim this 27th day of September, 1983. ~1.~~ CITY C ERK OF THE CIT OF ANAHEIM (SEAL) I, LINDA D. ROBERTS, City Clerk of the City of Anaheim, do hereby certify that the foregoing i.s the original of Resolution No. 83R-387 duly passed and adopted by the Anaheim City Council on September 27, 1983. ~._1~)~ . CITY CLERK --""",",.",..,~....",.,. . ......."'-=..,..