1985-266RESOLUTION N0. 85R- 266
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 N0. 84R-241 AND AMENDMENTS THERETO
WHEREAS, the need exists to establish the Management Pay Plan for
the third 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. 84R-241 and amendments thereto; and
WHEREAS, the City Council of the City of Anaheim does find that
establishing the Management Pay Plan for the third 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:
SP[ t i nn 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 $ 86,095 $100,444 $107,619 $114,794 $129,143
SR15 78,268 91,313 97,835 104,358 117,402
SR14 71,153 83,012 88,941 94,871 106,729
SR13 64,685 75,465 80,856 86,246 97,027
SR12 58,804 68,605 73,505 78,406 88,206
SR11 53,458 62,368 66,823 71,278 80,187
SR10 48,598 56,698 60,748 64,798 72,898
SR09 44,180 51,544 55,226 58,907 66,271
SR08 40,164 46,858 50,205 53,552 60,246
SR07 36,513 42,598 45,641 48,684 54,769
SR06 33,193 38,726 41,492 44,258 49,790
SROS 30,176 35,205 37,720 40,234 45,264
SR04 27,433 32,005 34,291 36,577 41,149
SR03 24,939 29,095 31,173 33,252 37,408
SR02 22,672 26,450 28,339 30,229 34,007
SRO1 20,610 24,046 25,763 27,481 30,916
SR00 18,737 21,860 23,421 24,982 28,105
Section 2.
The basic compensation plan for all officers and employees of the
City of Anaheim designated as Executive Management who are n ow 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 28, 1985.
Classification Salary Range
Assistant City Manager X SR13
City Attorney X SR13
City Clerk X SR09
City Engineer X SR10
City Manager X SR16
City Treasurer X SR08
Convention Center, Stadium and Golf General Manager X SR14
Data Processing Director X SR11
Deputy City Manager X SR12
Executive Director Community Development/Planning X SR12
Finance Director X SR11
Fire Chief X SR12
Human Resources Director X SR11
Library Director X SR10
Maintenance Director X SR11
Parks, Recreation and Community Services Director X SR11
Police Chief X SR12
Public Utilities General Manager X SR15
GPrtlnn ~_
Employees working in classifications listed in Section 2 of this
resolution shall receive a management package of eight percent (8%). The
employee shall have the choice of receiving the management package in
City-paid contribution to the Public Employee Retirement System, or the
equivalent amount in deferred compensation or additional earnings.
Cartinn 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 4, 1985 a management merit pool fund of 6.5% shall be established for
the performance year 1984-85.
Cartinn 5_
Employees in the classifications listed in Section 2 of this
resolution shall be covered by the following management pay policies,
effective June 28, 1985. To the extent that these policies are inconsistent
with any other City of Anaheim Personnel Rules, the terms of these policies
shall prevail.
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5.1 Management Pay Plan Implementation
A. Salary Structure
Upon implementation of the basic salary structure for the Management
Pay Plan on June 28, 1985, 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
competent, will be placed at the minimum rate of the range on
June 28, 1985 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
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.
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.
3
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 pay or 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.
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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.
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.
Corr;.,,, 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.
Ccrt;nn Q
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.
Snrtinn Q_
84R-241.
The provisions of this resolution shall supersede Resolutions No.
BE IT FURTHER RESOLVED that the effective date of this resolution
shall be June 28, 1985.
THE FOREGOING RESOLUTION is approved and adopted by the City Council
this 25th day of _ June 1985.
ATTEST:
~ ~~
CITY CLERK OF THE CITY OF ANAHEIM
APPROVED AS TO FORM:
~St. C TY ATTORNE OF THE CITY OF ANAHEIM
1966G
MA 0 OF THE CITY OF NAHEIM
5
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. 85R-266 was introduced and adopted at a regular
meeting provided by law, of the City Council of the City of Anaheim held on
the 25th day of June, 1985, by the following vote of the members thereof:
AYES: COUNCIL MEMBERS: Kaywood, Pickler and Overholt
NOES: COUNCIL MEMBERS: Bay and Roth
ABSENT: COUNCIL MEMBERS: None
AND I FURTHER certify that the Mayor of the City of Anaheim signed said
Resolution No. 85R-266 on the 25th day of June, 1985.
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the
City of Anaheim this 25th day of June, 1985.
CIT C OF TH CITY OF ANAHEI
(SEAL)
I, LEONORA N. SOHL, City Clerk of the City of Anaheim, do hereby certify that
the foregoing is the original of Resolution No. 85R-266 duly passed and
adopted by the Anaheim City Council on June 25, 1985.
/~•I:~Yl1•~ •
CITY C ERK