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84R-243 ,"""" ""'"', ~... RESOLUTION NO. 84R- 243 A RESOLUTION OF ttlE CITY COUNCIL OF THE CITY OF ANAHEIM ESTABLISHING THE1.~AGEMENT. PAY PLAN BY ADJUSTING THE MANAGEMENT SALARY. STRUCTURE, ESTABLISHING RATES OF COMPENSATION AND f.. eAGEMENT PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS PR. ESSIONAL AND TECHNICAL MANAGEMENT AND SUPERSEDING RESO ION NO. 83R-387 AND AMENDMENTS THERETO WHEREAS, the nee' exists to establish the Management Pay Plan for the second year by adjustingithe management salary structure, establishing rates of compensation and ma+tgement pay policies for certain Professional and Technical Management classif~~ations; and WHEREAS, as a re.~t thereof, the need exists to supersede Resolution No. 83R-387 and a+.ndments thereto; and WHEREAS, the Citt Council of the City of Anaheim does find that establishing the Management t.y Plan for the second year by adjusting the managment salary structure, i_tabliShing rates of compensation and management pay policies for these Profe_ional and Technical Management classifications is in the best interests of .he City of Anaheim. NOW, THEREFORE, .E IT RESOLVED by the City Council of the City of Anaheia as follows: Section 1. Classifications ~~sted in Section 2 of this resolution shall be allocated to salary ranges p~Qvidlng annual compensation according to the salary structure listed belo~: RANGE MINIMUM lqDPOINT MAXIMUM SR16 $ 81,607 $ 95,t $102,008 $108,809 $122,410 SR15 74,188 86, 53 92.735 98.917 111.282 SRl4 67,444 78, 84 84,304 89,925 101,165 SR13 61,312 71'd31 76,640 81,750 91,969 SR12 55.738 65. 28 69.673 74.319 93,608 SRll 50.671 59't 63,339 67,562 76,007 SRlO 46,065 53.'-2 57,581 61,420 69,097 SR09 41,877 48, 57 52,346 55,836 62,816 SR08 38,070 44,415 47,588 50,760 57,105 ,~ SR07 34,609 40,.177 43,262 46,146 51,914 " SR06 31,463 36,~7 39,329 41,951 47,194 SR05 28,603 33,~10 35,753 38,137 42,904 SR04 26,002 30,~36 32,503 34,670 39,004 SR03 23,639 27,~~8 29,548 31,518 35,458 SR02 21,490 25 , ~71 26,862 28,653 32,234 SROl 19,536 22,$2 24,420 26,048 29,304 SROO 17,760 20,7120 22,200 23,680 26,640 i , ~ Section 2. ~ The basic compenj,tion plan for all officers and employees of the City of Anaheim designated a Professional and Technical Management, who are now employed or will in the~ture be eaployed in any of t~e classifications llsted below, shall be alloc,' ted to the following salary ranges effective June 29, 1984: ~ Classification ~. Accountant Affirmative Action Employmen~ Specialist Assistant Electrical Enginee~ Assistant Power Resource Plap'. ..ing Englneer Assistant Power Resource Pro Gct Manager Assistant to the City Manage Assoclate Electrical Enginee~ Assoclate Planner Auto Parts Buyer Buyer Claims Administrator Claims Exaainer COmBUnity Center Director Co..unity Developaent Admini~~"rative Services Coordinator COmBUnity Developaent Specia~st Co..unity Relations Speclali~ Conservation Supervisor Convention Center and Stadi~ Event Coo.dinator Convention Center, Stadium at+!' Golf Administrative Services Coordlnator Crime Statistics Technician Data Center Support Analyst Data Systems Project Coordi~or Deputy City Attorney I Deputy City Attorney II Deputy City Clerk Developaent Coordinator Diversion Investigator Economic Development Coordlna~or Electrical Engineer Electrical Field Work Coordinator Electrical Systems Designer Emergency Services Assistant Emergency Services Coordinator Employee Benefits RepresentatJve Employment Representative Energy Manager Engineering Contract Administ~ator Fire Services Offlcer Generating Facilities Cost Ac~ountant 2 , . Salary Range X SR03 X SR05 X SR05 X SR06 X SR07 X SR06 X SR07 X SR06 X SR03 X SR03 X SR05 X SR05 X SROl X SR04 X SR03 X SR02 X SR03 X SR04 X SR04 X SR02 X SR05 X SR05 X SR06 X SR08 x SR02 X SR06 XU SR03 X SR05 X SR09 XU SR07 X SR05 X SR02 X SR05 X SROl XU SROl X SR05 X SR07 X SR04 X SR05 ,..... Classification ~. Golf Operations Assistant Housins Development Analyst Industrial Engineer Industrial Engineering TechnJcian Intergovernmental Relations pfficer Job Trainlng Program Assista~t Job Training Program Fiscal pfficer Job Trainlng Program Project $pecialist Junior Buyer Labor Relations Specialist Law Office Manager Legislative Aide Library Collection Coordinator Load Management Engineer Local History Curator Mainteaance Planner Maintenance Planning Supervi$Or Manageaent Analyst Manageaent Assistant Manageaent Auditor Meeting Room Coordinator Neighborhood Restoration Speq1alist Office Coordinator Park Planner Parks, Recreation and Commun~Uy Services Administrative Services Coordlnator Personael Analyst Personnel Specialist Power Resource Plannlng Engi~eer Power Resource Project Manag~~ Preventlon Malntenance Techn~cian Prlncipal Accountant Project Coordinator Public Information Aide Public Information Coordinatqr Public Utilities Communicati~ Specialist Public Utilities Economist Public Utilities Field Office Coordinator Public Utilities Financial R~uirements Analyst Public Utllitles Operatlons Apalyst Public Utilitles Productlon ~ervisor Publlc Utilitles Senior Fi~~al Requirements Analyst Public Utilities Systems Ope~tions Asslstant Real Property Specialist Recreation Specialist Redevelopment Project Planner Relocation Specialist Safety Administrator Safety and Training Coordinator Safety Manager Senior Accountant Senior Buyer Senior Crime Statistics Technician ~c 3 l j ~ Salary Range X SROO X SR03 X SR06 X SR04 X SR05 X SROO X SR05 X SROO X SROl X SR06 X SR05 X SR03 X SR02 X SR07 X SR03 X S403 X SR04 X SR05 X SR02 X SR05 X SR03 X SR05 X SR02 X SR04 X SR04 X SR05 X SR02 X SR08 X SR09 XU SR03 X SR06 X SR06 X SR02 X SR05 X SR04 X SR06 X SR03 X SR04 X SR06 X SR08 X SR06 X SR02 X SR05 X SR03 X SR06 X SR05 X SR05 X SR04 X SR06 X SR05 X SR04 X SR03 ,-... .........., Classification Salary Range ~. Senior Management Analyst Senior Management Auditor Senior Programmer Analyst Senior Systems Analyst Senior Systems Programmer Senior Systems Representati~ Staff Analyst Street Maintenance Aide Support Servlces Coordinator Syste_ Analyst Telephone Systems Coordinator Utilities Load Scheduler Utilities System Scheduler Water Field Work Coordinator Word Processing Supervisor X SR06 X SR06 X SR05 X SR06 X SR06 X SR02 X SR03 X SROO X SR03 X SR05 X SROl X SR07 XU SR06 XU SR03 X SROl Section 3. Employees workinr' in job classifications listed in Sectlon 2 of this resolution shall receiv. ,.,a manage~,. nt package of eight percent (8%). The employee shall have the choi.4! of receiving the management package in City-paid contributlon to th Public Employees Retirement System, or the equivalent amount in deferre, compensatIon or additional earnings. Section 4. Employees in the\~assifications listed In Section 2 of this resolution shall be covered ,t the Mana8ement Pay for Performance Plan. The City Council shall authorlze!*he basic merit pool funds to be used for manageaent merit pay adjustm4.ts. The City Manager shall establlsh the Merit Pay Increase Guide in accord4~ce with the merlt pool funds establlshed by the City Council and shall Imple;_nt management merit pay adjustments. Effective October 5, 1984 a managementj.erlt pool fund of 6% shall be established for perforaance year 1983-84. Section 5. Employees in the :dlasslflcations listed in Section 2 of this resolution shall be covered ijy the following management pay policies, effective June 29, 1984. To!the extent that these policies are inconsistent wlth any other City of Anahe~ Personnel Rules, the terms of these policies shall prevail. /'~ 5.1 Maaageaent Pay Plan Impl"entation A. Salary Structure Upon 1mplementat~ of the basic salary structure for the Management Pay plW1 on June 29, 1984, current incumbent management employees will bel,. placed in their recommended classiflcation and salary range, at ~heir current salary rate. 4 I. ,-, .- B. Incumbents Bel~nge MinJjmum A management em~pyee, whose current actual salary is below the minimum of the r~ge for hts classification, and whose performance is competent, wi~l be placed at the minimum rate of the range on June 29, 1984 at' the time the salary structure Is implemented. ,~ c. Employees Below ~e" E" Ste,p A management emp'-~yee, who was not at the "E" step of his former salary range on ~tober 7, 1983, and who Is below the midpolnt of the October 7, l'~3, manag~ent salary range, is eligible for an addltional adjustaent of up to 5%, on his former merit step anniversary date~from October 2l, 1983 through October 4,1984, under the followJ*8 conditlons: 1. Such additional$alary adjustments cannot place the Incumbent's salary beyond t~e former "E" step adjusted upward by the amount of the base sal_ry percentage of the merit pool for performance year 1982/83. 2. Such additional:$alary adjustments may bring the incumbent's salary no highet than the ~dpoint of the October 7, 1983 management salaty range. 3. No employee sha~~ receive an adjustment under this section if he received a seco4d adjustment in April 1984. 5.2 Hiring Pay Policy Newly hired management e~. .loyees sh.ll be compensated at any rate within the lower third of the s ~ary range for their job classification as authorized by the appointng authority. When economic conditlons, unusual employment conditions, o exceptional qualifications of a candidate for employment indicate a hi~,.~,.er rate would be in the City's best interests, the City Manager may autijorize hiriag at a higher rate in the salary range but this higher rate gen~ra11y shall not be above the midpoint. 5.3 Promotion ,~, An employee who is promoqed to a management job class shall be placed at a salary in the management !~alary ran.e which provides a 10% pay increase, as long as it does not e~qeed the midpoint. If a lO% increase would place the employee's salary be~d the midpoint, the employee shall recelve a minimum of 5% increase o~an increase between 5% and 10% in order to bring the employee to the midpdint. 5 ,-.. ~ r""""""'" 5.4 D-.otion from a Mana3emepf Job Cla~s A. An employee rejecte~ during the probatlonary period from a management job shall be returne~i to the classification In which he has regular status and to his fo~er salary level, unless the reasons for his failure to complete ~tobatlon would be cause for dlsmissal from Clty service. B. An employee, who tak~$ a voluntary demotion or who is demoted as a disclplinary action 'tom a management job class to a management job class, shall be plac.a at a rate in the lower salary range which provides at least a to% reduction in pay. An employee, who tak" a voluntary demotion or Is demoted as a dlsciplinary action ~tom a manasement job class to a non-management job class, shall be tlaced in tbe hlghest step of the lower salary range which providesl.t least a 10% pay reductlon. 5.5 Layoff from a Mana&ement~ob Class An employee, whose posl t~, " n has been IIbolished due to lack of work or lack of funds and who is reas,igned to another positlon, shall be placed at a rate or step in the new ..lary range which does not provlde an increase in pay. 5.6 Probationary Management ~loyees A probationary managemen,employee will be evaluated prior to completion of his probationary perl~4, based upon the six month performance contract established at the date of his appointment to the management classiflcation. Such an!~mployee may be eliglble for a pay increase of up to 5% based upon hls per.ormance evaluation. 5.7 Reduction in Pay for Ma~.ement Emp~oyees A ..nagement employee mat receive a reduction in salary on the basis of unsatisfactory work perfd#mance or conduct. 5.8 Acting Pay /...-..., An exempt management emp!Qyee may be appointed by the City Manager to serve In an actlng capac~y during an unplanned absence from work of thirty calendar days or ore of another exempt management employee. MaDageaent employees who t~re granted acting pay by the City Manager shall receive a 5% Increase in ipay or the minimum rate of the higher salary range while in an "acting" capaclty. 5.9 Upf%'ade to a Management ~ Employees temporarlly up~.. ded to a management class shall receive a 5% increase or the minimum ~te of the management salary range, in accordance with current upgrade pro~~sions. 6 ,..-. ,-. 5.10 Reclassification After implementation of ~~e Management Pay Plan, future reclassificatlons r~ for management employees! ..,ill occur as follows: A. An incumbent, who isteclassified with his position to a management job class at a highetrange, wiLl be considered to be promoted and covered under those .tovisions. B. An incumbent, who is: reclassified with his position to a management job class with no ch4~ge in salary range, will retain his rate of pay. C. An incumbent, who is:teclasslfied with his position to a management job class at a lowertange, shall retaln his rate of pay In the new range. If his curre~t rate is higher than the new salary range, the rate of pay shall be:1dentified as a My" rate. An employee compensated at the "t~ rate shall remain there until such time as the My" rate is within t~e salary range for the position. 5.11 Payment of Premium P,~ to Exempt Employees Under Certain Conditions Management employees in ~xempt job classes may be compensated for overtime work authorized by the a*propriate department head at the rate of one-and-one-half times tij~ir regular hourly rate of pay provided that such employees have been assi$ned by the appropriate department head to perform work normally performed ~Y' employees in non-exempt job classes. The classification of Plan C~eck Supervlsor may be paid at the overtime rate for overtime work author~zed by the department head and performed in response to a developer's request to expedite plan checking. Sec tion 6. Employees hired to wq~k on a part-time basis in any of the classifications listed in Seq~ion 2 of this resolution will be compensated at the rate of pay established ~or the full-time classification in Sectlon 2. Section 7. The letter "X" prece~1Jng a salary range number indlcates that employees working in that jo~class are exempt from overtime provisions as provided In Personnel Rule 6.104, Premium Pay. The letter "U" preceding a salary range Indicates that ~loyees upgraded to that job class shall be paid premium pay as provided in P~sonnel Rule 6.41, Premium Pay. /~ Section 8. The regular hourly r~ of pay for employees working in job classes listed in this resolution s~ be computed as provided in Personnel Rule 5, Hours of Work and Pay Day. 7 .-. -. Sec tion 9. , ' T~ prov~sions of th~~ resolutlon shall supersedeRe~olution ,~ No. 8.31l-387. . 1 I BE IT FURTHER RESOLV~D that the effective date of this resolution shall be June 29, 1984. THE FOREGOING RESOLutION is approved and adopted by the, Clty Councll this 26th day of ..,.&pe , 1984. . MAYO ATTEST; ~~~~ CIlT', OF TH)! CITY OF .. . ElM ;. , APPROVI.D AS TO FORM: /ksf, ~MTY OF~EIM 3828G /~\ 8 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. 84R -243 was introduced and adopted at a regular meeting provided by law, of the City Council of the City of Anaheim held on the 26th day of June, 1984, by the following vote of the members thereof: AYES: COUNCIL MEMBERS: Kaywood, Overholt and Pickier NOES: COUNCIL MEMBERS: Bay ABSTAINED: COUNCIL MEMBERS: Roth ABSENT: COUNCIL MEMBERS: None AND I FURTHER CERTIFY that the Mayor of the City of Anaheim signed said Resolution No. 84R -243 on the 26th day of June, 1984. IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the City of Anaheim this 26th day of June, 1984. cC 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. 84R -243 duly passed and adopted by the Anaheim City Council on June 26, 1984. CITY CLERK OF THE CITY OF ANAHIEM