84R-240
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RESOLUTION NO. 84R- '240
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A RESOLUTION OF tHE CITY COUNCIL OF THE CITY OF ANAHEIM
ESTABLISHING THELMANAGEMENT PAY PLAN BY ADJUSTING THE
MANAGEMENT SALAR~ STRUCTURE, ESTABLISHING RATES OF
COMPENSATION AND~MAN. AGEMENT PAY POLICIES FOR CLASSIFICATIONS
DESIGNATED AS A . ' NISTRATIVE MANAGEMENT AND SUPERSEDING
RESOLUTION NO.8 R-386 AND AMENDMENTS THERETO
WHEREAS, the nee~ exists to establish the Management Pay Plan for
the second year by adjustin~ the management salary structure, establishing
rates of compensation and ma~gement pay policies for certain Administrative
Management classifications; and
WHEREAS, as a r~ult thereof, the need exists to supersede
Resolution No. 83R-386 and ~ndments thereto; and
WHEREAS, the CittY Council of the City of Anaheim does find that
establishing the Management ~ay Plan for the second year by adjusting the
managment salary structure, establishing rates of compensation and management
pay policies for these Admi~trative Management classifications is in the
best interests of the City ~f 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
a11oca~ed to salary ranges droviding annual compensation according to the
salary structure listed be1dw:
RANGE MINIMUM MIDPOINT MAXIMUM
SRl6 $ 81,607 $ 95.208 $102,008 $108,809 $122,410
SRl5 74,188 86~553 92,735 98,917 111,282
SR14 67,444 78J684 84,304 89,925 101,165
SR13 61,312 71,531 76,640 81,750 91,969
SR12 55,738 65,,028 69,673 74,318 83,608
SRl1 50 ,671 59.117 63,339 67,562 76,007
SRlO 46,065 53~742 57,581 61,420 69,097
SR09 41,877 48.857 52,346 55,836 62,816
SR08 38,070 44,415 47,588 50,760 57,105
~ SR07 34,609 40.377 43,262 46,146 51,914
SR06 31,463 36.707 39,329 41,951 47,194
SR05 28,603 33.370 35,753 38,137 42,904
SR04 26,002 30.336 32,503 34,670 39,004
SR03 23,639 27.578 29,548 31,518 35,458
SR02 21,490 25.071 26,862 28,653 32,234
SROl 19,536 22.792 24,420 26,048 29,304
SROO 17,760 20,720 22,200 23,680 26,640
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Section 2.
The basic compen.ation plan for all officers and employees of the
City of Anaheim designated a. Administrative Management, who are now employed
or will in the future be emp~oyed in any of the classifications listed below,
shall be allocated to the fo~lowing salary ranges effective June 29, 1984:
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Classification
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Assistant City Attorney
Assistant City Clerk/Office .utomation Manager
Assistant Data Processing Ditector
Assistant Director for P1an~ug
Assistant Director for Zonins
Assistant Executive Director Community Development
Assistant Finance Director
Assistant Fire Chief
Assistant Human Resources Ditector
Audit Manager
Benefits and Training Managet
Central Library Manager
Chief Building Inspector
City Engineer
Comaunity Services Manager
Convention Center Operations Manager
Customer Service Manager
Data Center Manager
Development Services Manager
Electrical Engineering Manag+r
Emp10yaent and Classificatioi Manager
Fleet Manager
Golf Operations Manager
Job Training Program Manager
Library Administrative Serviees Manager
Library Project and P1anning,Manager
Library Technical Services ~Dager
Mainteaance Operations Manag.r
Park Superintendent
Po1ice Captain
Prograa Development and Audit Manager
Property Services Manager
Public Utilities Administrat~Te Services Manager
Public Utilities Assistant G..eral Manager-
Management Services
Public Utilities Assistant G.neral Manager-Operations
Public Utilities Assistant G+neral Manager-Power Resources
Public Utilities Field Manag.r
Public Utilities Financial S.rvices Manager
Public Utilities Operations Systems Manager
Purchasing Agent
Recreation Superintendent
Risk Manager
Senior Assistant City Attorney
Stadiua Operations Manager
Street Maintenance Superinte~dent
Systems and Programming Manaser
Water Ingineering Manager
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Salary Range
X SR09
X SR05
X SR09
X SR08
X SR08
X SR09
X SR09
X SR10
X SR09
X SR08
X SR07
X SR07
X SR08
X SR10
X SR06
X SR10
X SR07
X SR08
X SR08
X SR10
X SR07
X SR07
X SR07
X SR07
X SR07
X SR07
X SR07
X SR08
X SR08
X SRlO
X SR09
X SR08
X SR07
X SRll
X SR12
X SR12
X SR09
X SR09
X SR09
X SR07
X SR08
X SR08
X SR09
X SR08
X SR07
X SR08
X SR09
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Section 3.
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Employees working in job classifications listed in Section 2 of this
resolution shall receive a ~agement package of eight percent (8%). The
employee shall have the cho*e of receiving the management package in
City-paid contribution to t~ Public ~p1oyees Retirement System, or the
equivalent amount in deferred compensation or additional earnings.
Section 4.
, Employees in the clat'. $ifications listed in Section 2 of this
resolution shall be covered y the Management Pay for Performance Plan. The
City Council shall authorize, the basic merit pool funds to be used for
management merit pay adjustm~nts. The City Manager shall establish the Merit
Pay Increase Guide in accord.nce with the merit pool funds established by the
City Council and shall imple.ent management merit pay adjustments. Effective
October 5,1984 a management merit pool fund of 6% shall be established for
perforaance year 1983-84.
Section 5.
Employees in the c1a,sifications listed in Section 2 of this
resolution shall be covered ~y the following management pay policies,
effective June 29, 1984. 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 Maaagement Pay Plan Impl,.entation
A. Salary Structure
Upon implementation ~f the basic salary structure for the Management
Pay Plan on June 29,1984, current incumbent management employees will
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be placed in their r.commended classification and salary range, at
their current salary:rate.
B. Incumbents Below Ran4e Minimum
A management emp1oye~, whose current actua1 sa1ary :l.s be10w the
minimum of the range !for his classification, and whose performance is
competent, will be p~ced at the minimum rate of the range on June 29,
1984, at the time th~ sa1ary structure is imp1emented.
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C. Employees Below the" i~" Step
A management emp1oye~, who was not at the "E" step of his former
salary range on Octo~r 7, 1983, and who is below the midpoint of the
October 7, 1983, man~ement salary range, is eligible for an
additional adjustment of up to 5%, on his former merit step
anniversary dates frqm October 21, 1983 through October 4, 1984, under
the following condit1bns:
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1. Such additional ~a1ary adjustments cannot place the incumbent's
salary beyond t~ former "Elf step adjusted upward by the amount of
the base salary percentage of the merit pool for performance year,
1982/83.
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2. Such additional $a1ary adjustments may bring the incumbent's
salary no higher than the midpoint of the October 7, 1983
management salary range.
3. No employee sha1~ receive an adjustment under this section if he
received a second adjustment in April, 1984.
5.2 Hiring Pay Policy
Newly hired management e~p10yees shall be compensated at any rate within
the lower third of the s.lary range for their job classification as
authorized by the appoin~1ng authority. When economic conditions, unu~ua1
employment conditions, ot exceptional qualifications of a candidate for
employment indicate a hi.her rate would be in the City's best interests,
the City Manager may aut~orize hiring 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 promo~ed 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 e*~eed the midpoint. If a 10% increase would place
the employee's salary betond the midpoint, the employee shall receive a
minimum of 5% increase 0* an increase between 5% and 10% in order to bring
the employee to the midp~int.
5.4 Demotion from a Managem,nt Job Class
A. An employee rejected during the probationary period from a management
job shall be returne4 to the classification in which he has regular
status and to his fotaer salary level, unless the reasons for his
failure to complete ~robation would be cause for dismissal from City
service.
B. An employee, who tak~s a voluntary demotion or who is demoted as a
disciplinary action from a management job class to a management job
c1ass, shall be plac~d at a rate in the lower salary range which
provides at least a 10% reduction in pay.
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An employee, who tak~s a voluntary demotion or is demoted as a
disciplinary action trom a manaaement 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 Managemen~ Job Class
An employee, whose posi~ion has been abolished due to lack of work or
lack of funds and who i~ 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.
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5.6
Probationary ManagementjEmp10yees
A probationary manageme~t 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 a~ employee may be eligible for a pay increase of
up to 5% based upon his performance evaluation.
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5.7
Reduction in Pay for Ma~gement Employees
A management employee m~y 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.ore of another exempt management employee.
Management employees wh~ are granted acting pay by the City Manager shall
receive a 5% increase i~ payor the minimum rate of the higher salary
range while in an "actitl,g" capacity.
5.9 Upgrade to a ManagementiClass
Eaployees temporarily u~graded to a management class shall receive a 5%
increase or the minimum 1 tate of the management salary range, in
accordance with current upgrade provisions.
5.10 Reclassification
After implementation ofithe Management Pay Plan, future reclassifications
for management employee_ will occur as follows:
A. An incumbent, who is reclassified with his position to a management
job class at a highe~ range, will be considered to be promoted and
covered under those .rovisions.
B. An incumbent, who is, reclassified with his position to a management
job class with no c~nge in sa1ary range, wi11 retain his rate of pay.
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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 curre.t rate is higher than the new salary range, the
rate of pay shall be, identified as a "y" rate. An employee
compensated at the tIt. 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 ~o 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 tim.s their regular hourly rate of pay provided that
such employees have bee. assigned by the appropriate department head to
perform work normally performed by employees in non-exempt job classes.
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Section 6.
Employees hired to wQrk on a part-time basis in any of the
classifications listed in Se~tion 2 of this resolution will be cOJ1pen~t~dat
the r~e of pay establish~d ~Qr the full-time classification in Section 2.
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Section 7.
The letter "X" prli!cep'-ng a sa1~y range number indicates ,that
employees working in that jo~ 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 shall be computed as provided in Personnel Rule 5,
Hours of Work and Pay Day.
Section 9.
The provisions of thts resolution shall supersede Resolution ~o.
83R-386 and amendments thereto.
BE IT FURTHER RESOLVED that the effective date of this resolution
shall ~e June 29, 1984.
THE FOREGOING RESOLut~ON is approved and adopted by the City Council
26th day of Uune , 1984.
this
ATTEST:
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APPROVED AS TO FORM:
$>f ,~~~ OF!ANAHEIM
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STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss.
CITY OF ANAHEIM )
I, LEdHoRA N. SoaL, City CI k of the City of Anaheim, do hereby certify that
the fdregoing Resolution No ~4R-240 was introduced and adopted at a re~ar
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 memb~~s,thereof:
AYES: COUNCIL MEMBERS1' Kaywood, 'Overholt and Pi..ck1er
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NOES: COUNCIL MEMBERs:1 Bay
ABSTAINED: COUNCIL MEMBERS ~ Roth
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ABSENt: COUNCIL MEMBIRS~ None
AND I FURTHER ~TIFY that he ""yor of the City of Anahl>l,.
Resolution No. 84R-240 on t .e 26th day of June, 1984.
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IN WITNES~ ~EREOF, I have ~~reunto set my hand and affixed
City of Anaheim this 26th dl' of June, 1984.
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signed said
the seal of the
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CITY CL OF ~'CI1'Y OF ANAHEIM
(SEAL)
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I LEO~.N",-SOJi:L,~~Y. o.f .the City of Anaheim, do hereby certify that
the foregoing is the origin of aeso1ution No. 84R-240 duly passed and
adopted oy the Anaheim City Council on June 26, 1984.
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CITY CLERK OF THE CITY OF ANAHIEM
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