2005-112RESOLUTION N0.2005- . 1.12
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ANAHEIM AMENDING RESOLUTION N0.2000R-130
WHICH ESTABLISHED MANAGEMENT PAY POLICIES FOR
CLASSIFICATIONS DESIGNATED AS EXECUTIVE,
ADMINISTRATIVE, MIDDLE MANAGEMENT, SUPERVISORY
AND PROFESSIONAL INCLUDING POLICE AND FIRE SAFETY MANAGEMENT
WHEREAS, the Human Resources Director has recommended in a staff report
dated June 14, 2005, that Resolution No. 2000R-130 be amended in the manner hereinafter set
forth effective June 17, 2005; and
~. WHEREAS, as a result thereof, the need exists to amend Resolution No. 2000R-
130 which established Management Pay Policies for classifications designated as Executive,
Administrative, Middle Management, Supervisory and Professional including Police and Fire
Safety Management.
NOW, THEREFORE BE IT RESOLVED by the City Council of the City of
Anaheim as follows:
1. That, Section 7 of the Management Pay Policies be amended to read as follows:
"7.0 Salary Structure Adjustments
7.01 At the time of a salary structure adjustment, employees (including Executive
Managers and Council Appointees) may be eligible for a pay adjustment in
an amount equal to the structure adjustment. Such an adjustment shall be
based on the employee receiving a performance rating of "consistently
contributes to achievement of results" or better, during their previous rating
period.
7.01.01 For a performance rating of "less than consistently contributes to
achievement of results" the Executive Manager (City Manager for
Executives and City Council for Council Appointees} has the option
to grant a portion of the structure adjustment or postpone the
adjustment for up to six (6}months for reassessment of
performance. At that tine they shall deny an increase or grant all/or
a portion of the structure adjustment based on the employee's
performance at that time.
1.01.02 If a merit is due an employee during the time of the delayed
structure adjustment, the employee's merit date may also be
extended for the same amount of time.
7.01.03 Employees may be compensated below the salary range minimum
as a result of their performance being rated as "less than
consistently contributes to achievement of results.
I :IVKI LM U RIOT4016VK. DOC
7.02 In the event the structure is adjusted but not fully funded, employees who
remain below the salary range minimum shall be adjusted to the range
minimum provided their performance is at the "consistently contributes to
achievement of results" level or better. Employees maybe compensated
below the salary range minimum as a result of their performance being rated
as "less than consistently contributes to achievement of results".
1.03 The salary structures will be reviewed in January of each year to determine
whether the pay ranges for these structures need to be adjusted, and if so, by
what percentage factor(s). The determination to adjust the pay structures,
and by what percentage(s), will be based upon specific market data,
employment cost indices, andlor internal factors and will be subject to the
City's financial condition, the City's ability to pay, market conditions, and other
factors."
2. That, Section 8.01, 8.04, 8.05, 8.06.01 and 8.06.02(2b) of the Management Pay
Policies be amended to read as follows:
"8.01 Employees are eligible for individual merit increases within the pay grade
effective on their merit review date. Merit increases are not automatically
granted. Employees may be determined to be ineligible to receive a merit
increase based upon their overall performance rating as stated in the
employee's performance appraisal plan."
"8.04 Merit increases for employees rated "better than consistently contributes to
achievement of resultsn may require pre-approval of the City Manager.
``8.05 The City Manager shall determine the merit matrix for each fiscal year.
Such recommendations shall be based upon the City's financial condition,
the City's ability to pay, market conditions and other factors."
"8.06.01 The merit matrix for Executive level positions shall be as defined
in Section 8.05 of these Management Pay Policies."
°S.Ofi.02(2b) Performance ratings of "better than consistently contributes to
achievement of results" when an empooyee is at Control Point."
3. That, Section 8.07 of the Management Pay Polices be deleted and that Section 8.08
be renumbered 8.07.
4. That, Sections 10.01,10.02 and 10.03 of the Management Pay Policies be amended
to read as follows:
"10.01 Between July 1 and August 15 of each year, the City Council shall
conduct and complete an Annual Performance Review (APR")for each City
Council appointee (e.g., the City Manager, City Attorney, City Treasurer and City
Clerk). City Council shall evaluate performance of each appointee for the period
of the preceding fiscal year. The City Council may also elect to conduct amid-
yearprogress update to determine how effectively the appointee is meeting
I :1VKI LMU R10T4016VK. DOC
performance expectations and to discuss goals and objectives. Upon completion
of each APR, the City Council, by a majority vote of its entire membership, shall
rate the performance of each appointee for such period. The City Council shall
meet with each appointee and discuss his or her APR rating. The City Council
shall also inform the City Manager and Human Resources Director of each
appointee's annual rating by the completion of a form provided by the Human
Resources Director for such purpose. Failure of the City Council to conductor
complete an APR on time shall not affect any merit pay increase otherwise
authorized pursuant to Section 10.02 of this Resolution."
10.02 Except set forth in Section 10.03 below, each appointee may qualify to
receive a merit pay increase, in a percentage equal to the maximum merit salary
adjustment for the applicable Executive Manager rating category as established
for other members of the Executive Management Group pursuant to Section 8 of
this Resolution. For appointees with a pay rate above the lower third of their
salary range, the merit pay increase shall be effective on the first day of the bi-
weekly pay period that commences on the date closest to July 1 of such year.
Appointees with a pay rate in the lower third of their salary range shall be eligible
for consideration for an additional merit increase effective on the4 first day of the
bi-weekly pay period that commences on the date closest to January 1 of such
year. The Human Resources Director is directed to implement such merit
increases in accordance with these policies."
10.03 Notwithstanding the provisions of Section 10.02, an appointee shall not
receive the annual merit increase if either (1) such appointee received a rating of
less than consistently contributes to achievement of results" in his or her APR for
the immediately preceding fiscal year°. or (II) the City Council, by majority vote of
its entire membership, establishes a different date far, or a different amount of,
such merit increase, or determines to grant no merit increase for such
appointee."
5. That Section 13.04 and Subsections 13.04.01 and 13.04.02 of the Management Pay
Policies be amended to read as follows:
"13.04 An employee who is promoted or~ assigned to the classification of Chief
Utilities Systems Operator, Electrical Field Superintendent, Fire Battalion
Chief, Fire Marshal, Deputy Fire Marshal, Police Lieutenant, Public Works
Operations Superintendent, or Public Works Operations Field supervisor shall
be placed at a rate in the range which provides a 15% pay increase, as long
as it does not exceed acompa-ratio of 105. If a 15% increase places the
employee's salary beyond 105 compa-ratio, the employee shall receive a
minimum of 5% increase or an increase between 5% and 15% in order to
bring the employee to 105 compa-ratio. In no case may the employee's base
salary exceed the Control Point. 'Anew merit review date shall be
established in accordance with Section 8 of these Management Pay Policies.
13.04.01 The new pay rate for promotion to Fire Battalion Chief shall be
calculated using the base hourly rate plus any assignment pay
(Paramedic, Hazardous Materials or Fire/Arson Investigator) the
employee was receiving in the bargaining unit classification at the
I:IVKI LMURIOT4016VK.DOC
time of promotion.
13.04.02 The new pay rate for promotion to Electrical Field Superintendent
shall be calculated using the base hourly rate plus the additional
"Rubber Gloving Pay" if the employee was Rubber Glove Certified
and receiving such pay in the bargaining unit classification at the
time of promotion."
fi. That Section 15.06 and Subsections 15.06.01 and 15.06.02 of the Management Pay
Policies be amended to read as follows.
"15.06 An employee who is reclassified to the classification of Chief Utilities
Systems Operator, Electrical Field Superintendent, Fire Battalion Chief, Fire
Marshal, Deputy Fire Marshal, Police Lieutenant, Public Works Operations
Superintendent, or Public Works Operations Field supervisor shall be placed
at a rate in the range which provides a 15% pay increase, as long as it does
not exceed a comps-ratio of 105. If a 15% increase places the employee's
salary beyond 105 comps-ratio, the employee shall receive a minimum of 5%
increase or an increase between 5% and 15% in order to bring the employee
to 105 comps-ratio. In no case may the employee's base salary exceed the
Control Point. Anew merit review date shall be established in accordance
with Section 8 of these Management Pay Policies.
15.06.01 The new pay rate for reclassification to Fire Battalion Chief shall be
calculated using the base hourly rate plus any assignment pay
(Paramedic, Hazardous Materials or FirelArson Investigator) the
employee was receiving in the bargaining unit classification at the
time of reclassification.
15.06.02 The new pay rate for reclassification to Electrical Field
Superintendent shall be calculated using the base hourly rate plus
the additional "Rubber Gloving Pay" if the employee was Rubber
Glove Certified and receiving such pay in the bargaining unit
classification at the time of reclassification."
7. That Section 24.02 of the Management Pay Policies be amended to read as follows:
"24.02 Automobile Allowance
Specific classifications eligible for an automobile allowance shall be listed in
the appropriate salary resolutions. Compensation for such
automobile allowance shall be established by motion."
BE IT FURTHER RESOLVED that the effective date of this Resolution shall be
June 17, 2005.
AND, BE IT FURTHER RESOLVED that except as amended herein, Resolution
No. 2000R-130 shall remain in full force and effect.
I:IVKI LMURIOT4016VK.DOC
THE FOREGOING RESOLUTION is approved and adopted by the City Council
of the City of Anaheim this 14th day of June , 2005, by the following roll call vote:
AYES: Mayor Pringle, Council Members Sidhu, Hernandez, Galloway, Chavez
NOES: None
ABSENT: None
ABSTAIN: None
ATTEST:
MAYO F THE CITY F A HEIM
;~
,~
i
TY CLER OFT E CITY OF ANAHEIM
APPROVED AS TO FORM:
JACK L. WHITE, .CITY ATTO NEY
. ,
..._ .,~"~ ~ i ~ J
BY:
I:IVKI LMURIOT4016VK. DOC