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86R-289 RESOLUTION NO. 86R- 289 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ESTABLISHING THE MANAGEMENt PAY PLAN BY ADJUSTING THE MANAGEMENT SALARY STRUCTURE, ESTABLISHING RATES OF COMPENSATION AND MANAGEMENT PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS EXECUTIVE MANAGEMENT AND SUPERSEDING RESOLUTION NO. 85R-266 AND AMENDMENTS THERETO WHEREAS, the need exists to establish the Management Pay Plan for the fourth year by adjusting the management salary structure, establishing rates of compensation and management pay policies for certain Executive Management classifications; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 85R-266 and amendments thereto; and WHEREAS, the City Council of the City of Anaheim does find that establishing the Management Pay Plan for the fourth year by adjusting the managment salary structure, establishing rates of compensation and management pay policies for these Executive 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 SR16 $ 90,400 $105,466 $113,000 $120,533 $135,600 SRl5 82,182 95,878 102,727 109,575 123,272 SRl4 74,711 87,162 93,388 99,614 112,066 SRl3 67,919 79,238 84,898 90,558 101,878 SRl2 61,744 72,035 77,180 82,326 92,616 SRll 56,131 65,486 70,164 74,841 84,197 SRI 0 51,028 59,533 63,785 68,038 76,542 SR09 46,389 54,121 57,987 61,852 69,584 SR08 42,172 49,201 52,715 56,230 63,258 SR07 38,338 44,728 47,923 51,118 57,507 SR06 34,853 40,662 43,566 46,471 52,279 SR05 31,685 36,965 39,606 42,246 47,527 SR04 28,804 33,605 36,005 38,406 43,206 SR03 26,186 30,550 32,732 34,914 39,278 SR02 23,805 27,773 29,756 31,740 35,708 SROl 21,641 25,248 27,051 28,855 32,461 SRaO 19,674 22,953 24,592 26,231 29,510 .~.... . "'~._:"llo.~'''''''''' ..._............__.................___.~......~.,..~.............. Section 2. The basic compensation plan for all officers and employees of the City of Anaheim designated as Executive 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 June 27, 1986. Classification Salary Range Assistant City Manager City Attorney City Clerk City Engineer City Manager City Treasurer Convention Center General Manager Data Processing Director Deputy City Manager Executive Director Community Development/Planning Finance Director Fire Chief Human Resources Director Library Director Maintenance Director Parks, Recreation and Community Services Director Police Chief Public Utilities General Manager X SR13 X SR13 X SR09 X SalO X SR16 X SR08 X SR13 X SRll X SR12 X SRI2 X SRll X SRl2 X SRil X SRlO X SRll X SRIl X SR12 X SRl5 Section 3. Employees working in classifications listed in Section 2 of this resolution shall receive a management package of eight percent (81). The employee shall have the choice of receiving the management package in City-paid contribution to the Public Employees Retirement System, or the equivalent amount in deferred compensation or additional earnings. Employees working part-time in classifications listed in Section 2 of th~s Reso1ut~on sha11 rece~ve a management package of one percent (1%) ~n 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. Effective October 3, 1986, a management merit pool fund of 6% shall be established for the performance year 1986-87. Section 5. Employees in the classifications listed in Section 2 of this ~e801ution shall be covered by the following management pay policies, effective June 27, 1986. 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 June 27, 1986, current incumbent management employees will be placed in their recommended classification and salary range, at their current salary rate. B. Incumbents Below Range Minimum A management employee, whose current actual salary is below the minimum of the range for his classification, and whose performance is "meets expectations", will be placed at the minimum rate of the range on June 27, 1986 at the time the salary structure is implemented. 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 1s promoted to a management job c1ass sha11 be p1aced 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 51 increase or an increase between 5% and 10% in order to bring the employee to the midpoint. 5.4 Demotion from a Management 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. ~ '':~''~~I.~.... .~ ..,~....:~...~ JoL........... .;................ ~~ 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. 5.6 Probationary Management Employees A probationary management 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 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 capacity 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 ~eceive a 5% increase in payor the minimum rate of the higher salary range while in an "acting" capacity. 5.9 Upgrade to a Management Class Emp10yees temporar~1y upgraded to a management c1ass sha11 rece~ve a 5% increase or the minimum rate of the management salary range, in accordance with current upgrade provisions. 5.10 Reclassification 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 salary range, will be considered to be promoted and covered under those provisions and may be eligible for a salary increase of up to 5% at the end of six (6) months, based upon his performance evaluation. 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-half 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. 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 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 provisions of this resolution shall supersede Resolution No. 85R-266. ................:.~.-..---..,..........~~."="'~...............................~ ..~..'..'~r..:~I___.':"""'. CLERK STATE OF CALIFORNIA ) COUNTY OF ORANGE ) SSe CITY OF ANAHEIM ) I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that the foregoing Resolution No. 86R-289 was introduced and adopted at a regular meeting provided by law, of the City Council of the City of Anaheim held on the 24th day of June, 1986, by the following vote of the members thereof: AYES: COUNCIL MEMBERS: Kaywood, Overholt, Pickler 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. 86R-289 on the 24th day of June, 1986. IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal'of the City of Anaheim this 24th day of June, 1986. ~~ /(~ 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. 86R-289 duly passed and adopted by the Anaheim City Council on June 24, 1986. ~~J1~ CITY CLERK --.. ..-. -:~_. 1Cl.."....~. ....... ...,,:.,.. . ..............~=------.~ -..................._____.::IIIClI'.....~.,.... ._.~~.._. ~......."... BE IT FURTHER RESOLVED that the effective date of this resolution shall be June 27, 1986. THE FOREGOING RESOLUTION is approved and adopted by the City Council this 24th day of June , 1986. AT~~ 7(Qf CITY CLERK OF THE CITY OF ANAHEIM APPROVED AS TO FORM: ..r;' / r;:~~~ ~- ,'.,' A ,. ("'~ -"76....-' / ~~& ,... _.~ .J;j -, CITY ATTORNEY OF THE CITY OF ANAHEIM 0854F/0031F . . :.........-.. ._~...... ~ ........- . -. ;""'''':0 .._."......-.....:.:.:..:..:~...I: ._~'"':.. .~...:...:..-.. . . .. ~.---..._.N:I.,...._.