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86R-292 RESOLUTION NO. 86R- 292 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 PROFESSIONAL AND TECHNICAL MANAGEMENT AND SUPERSEDING RESOLUTION NO. 85R-269 AND AMENDMENTS THERETO WHEREAS, the need exists to establish the Management Pay Plan for the fou~th yea~ by adjusting the management salary structure, establishing rates of compensation and management pay policies for certain Professional and Technical Management classifications; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 85R-269 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 Professional and Technical 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 SRl6 $ 90,400 $105,466 $113,000 $120,533 $135,600 SR15 82,182 95,878 102,727 109,575 123,272 SRl4 74,711 87,162 93,388 99,614 112,066 SR13 67,919 79,238 84,898 90,558 101,878 SR12 61,744 72,035 77,180 82,326 92,616 SR11 56,131 65,486 70,164 74,841 84,197 SR10 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 SROO 19,674 22,953 24,592 26,231 29,510 Section 2. The basic compensation plan for all officers and employees of the City of Anaheim designated as Professional and Technical 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 Accountant Affirmative Action Technician Assistant Electrical Engineer Assistant Power Resource Planning Engineer Assistant Power Resource P~oject Manager Assistant to the City Manager Associate Electrical Engineer Associate Planner Auto Parts Buyer Buyer Claims Administrator Claims Examiner Community Development Administrative Services Coordinator Community Development Specialist Community Relations Coordinator Compensation Analyst Conservation Supervisor Convention Center and Stadium Event Coordinator Convention Center, Stadium and Golf Administrative Services Coordinator Crime Statistics Technician Data Systems Project Coordinator Data Processing Administrative Services Coordinator Deputy City Attorney I Deputy City Attorney II Development Coordinator Diversion Investigator Economic Development Coordinator Electrical Engineer Electrical Field Work Coordinator Electrical Systems Designer Emergency Services Coordinator Employee Benefits Representative Employment Representative Energy Manager Engineering Contract Administrator Fire Services Officer Generating Facilities Cost Accountant Golf Operations Assistant Housing Development Analyst Housing Finance Coordinator HRIS Analyst Human Resources Development Specialist Industrial Engineering Supervisor Industrial Engineering Technician . 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'---.....~..~ Salary Range X SR03 X SR03 X SROS X SR06 X SR07 X SR06 X SR07 X SR06 X SR03 X SR03 X SROS X SROS X SR04 X SR03 X SR03 X SROS X SROJ X SR04 X SR04 X SR02 X SROS X SR04 X SR06 X SR08 X SR06 XU 5&03 X SRDS X SROa XU SR07 X SRDS X SROS X SROI XU SROl X SROS X SR07 X SR04 X SROS X SROO X SR03 X SROS X saos X SRD6 X SR06 X SR04 Classification Intergovernmental Relations Officer Job Training Program Assistant Junior Buyer Labor Relations Specialist Law Office Manager Load Management Engineer Local History Curator Maintenance Aide Maintenance Planner Maintenance Planning Supervisor Management Analyst Management Assistant Management Auditor Management Intern Meeting Room Coordinator Park Planner Parks, Recreation and Community Services Administrative Services Coo~dinator Personnel Analyst Personnel Specialist Police Administrative Services Coordinator Police Civil Liability Investigator Power Resource Planning Engineer Power Resource Project Manager Preventative Maintenance Technician Problem Management Coordinator Property Services Coordinator Project Coordinator Public Information Aide Public Information Coordinator Public Utilities Communications Specialist Public Utilities Economist Public Utilities Field Office Coordinator Public Utilities Financial Requirements Analyst Public Utilities Operations Analyst Public Utilities Production Supervisor Public Utilities Systems Operations Assistant Real Property Specialist Recreation Supervisor Redevelopment Project Planner Relocation Specialist Safety Administrator Safety and Training Officer SCADA Systems Manager Senior Accountant Senior Buyer Senior Crime Statistics Technician Senior Financial Requirements Analyst Senior Management Analyst Senior Management Auditor Senior Programmer Analyst Senior Systems Analyst Senior Systems Programmer Staff Analyst .....-.. - :~..~:. .....- .._......:~ .~.........................~ .:~...._.~....a:..................~-::w. _.....~ I_.~~....~...... Salary Range X SROS X SROO X SROl X SR06 X SROS X SR07 X SR03 X SROO X SR03 X SR04 X SROS X SR02 X SROS X SROO X SR03 X SR04 X SR04 X SROS X SR02 X SR04 X SR05 X SROB X SR09 XU SR03 X SR02 X SR06 X SR06 X SR02 X SROS X SR04 X SR06 X SR03 X SR04 X SR06 X SR08 X SR02 X sa05 X SR03 X SR06 X SROS X SROS X SR04 X SR07 X SROS X SR04 X SR03 X SR06 X SR06 X SR06 X SROS X SR06 X SR06 X SR03 Classification Salary Range Support Services Supervisor Systems Analyst Training Representative Utilities Load Scheduler Utilities System Scheduler Water Field Work Coordinator X SR03 X SR05 X SROI X SR07 XU SR06 XU SROS Section 2.1 Employees hired to work in the classification of Management Intern will be considered full-time employees for purposes of benefits and other rules and policies except for Rule 11 Lay-off and Re-employment. This classification Is part of the Management Intern Program and will have a fixed term not to exceed one year from date of hire. Section 3. Employees working in job 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 this resolution shall receive a management package of one percent (1%) in 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 performance year 1986-87. Section 5. Employees in the classifications listed in Section 2 of this resolution 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 is promoted 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 exceed 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 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 discip1inary 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. 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 receive 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 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 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. The letter "u" preceding a salary range indicates that employees upgraded to that job class shall be paid premium pay as provided in Personnel Rule 6.41, 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. Employees required to speak, read and/or write in Spanish or other languages as well as English as part of the regular duties of their position will be compensated at the rate of twenty-five dollars ($25.00) per pay period in addition to their regular pay. The appropriate department head shall designate which positions shall be assigned bilingual duties and which languages shall be eligible for bilingual pay. Section 10. The provisions of this resolution shall supersede Resolution No. 85R-269. 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. ~~ 7t~ ~~~- OR OF THlrCITY OF ----y- CITY CLERK OF THE CITY OF ANAHEIM APPROVED AS TO FORM: ,;f>Jf {l~~~ITY OF ANAHEIM 0852F/0031F 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-292 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-292 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. ~~ 7(D-f 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-292 duly passed and adopted by the Anaheim City Council on June 24, 1986. dfZ~ 7t~.. CITY CLERK .\ .-........... _. .-". ... .~~ ....... - .. .........,....-_..~-....w. ~!.. .. "-::':'J~;"".;;"""..."'_4._."_ _ ........._.... ............._.._......, ....-__PW.___ t