Loading...
91-080 RESOLUTION NO. 91R-80 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADJUSTING RATES OF COMPENSATION AND ESTABLISHING PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS PROFESSIONAL AND SUPERSEDING RESOLUTION NO. 89R-366 AND AMENDMENTS THERETO WHEREAS, the Human Resources Director has recommended in a staff report dated March 12, 1991 that the need exists to adjust the management salary structure by 7.0%; approve salary increase of 5.0%; and establish pay policies for classifications designated as Professional, effective February 1, 1991; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 89R-366 and amendments thereto; and WHEREAS, the City Council of the City of Anaheim does find that adjusting the management salary structure; approving salary increases; and establishing pay policies for these Professional 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 ranges providing annual compensation according to the salary structure listed below: RANGE MINIMUM MARKET CONTROL CR00 $24,374 $30,467 $33,514 CR01 25.592 31,990 35,189 CR02 26.872 33,590 36,949 CR03 28 216 35,270 38,797 CR04 29.627 37,034 40,737 CR05 31.109 38,886 42,775 CR06 32.664 40,830 44 913 CR07 34 298 42,872 47 159 CR08 36.013 45,016 49 518 CR09 37,814 47,267 51 994 CR10 39.704 49,630 54 593 CRll 41.690 52,112 57 323 CR12 43.774 54,718 60 190 CR13 45~963 57,454 63 199 CR14 48.262 60,327 66 360 CR15 50~674 63,343 69,677 CR16 53 208 66,510 73,161 CR17 55~869 69,836 76,820 CR18 58.662 73,328 80,661 CR19 61.595 76,994 84,693 CR20 64.675 80,844 88,928 CR21 67.909 84,886 93,375 CR22 71.304 89,130 98,043 Section 1. - Continued RANGE MINIMUM MARKET CONTROL CR23 $74,870 $93,587 $102 946 CR24 78 613 98,266 108 093 CR25 82 543 103,179 113 497 CR26 86 670 108 338 119.172 CR27 91 004 113 755 125 131 CR28 95,554 119 443 131 387 CR29 100 332 125 415 137.957 CR30 105 349 131 686 144 855 CR31 110 616 138 270 152.097 CR32 116 147 145 184 159.702 Section 2. The basic compensation plan for all officers and employees of the City of Anaheim designated as Professional 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 February l, 1991. Classification Salary Ranqe Accountant X CR06 Administrative Services Coordinator X CR08 Affirmative Action Analyst X CR10 Affordable Housing Specialist XU CR06 Assistant City Attorney - Civil X CR18 Assistant City Attorney - Prosecution X CR18 Assistant City Attorney - Redevelopment X CR19 Assistant Electrical Engineer X CR10 Associate civil Engineer X CR12 Associate Electrical Engineer X CR14 Associate Planner X CR12 Associate Power Resources Project Engineer X CR14 Associate Traffic Engineer X CR12 Benefits Analyst I X CR06 Benefits Analyst II X CR10 Booking Coordinator X CR05 Buyer I X CR02 Buyer II X CR06 Capital Projects Coordinator X CR06 Claims Examiner X CR10 Community Development Coordinator X CR07 Community Development Personnel Services Coordinator X CR08 Conservation Programs Coordinator X CR14 Custodial Services Administrator XU CR06 Customer Service Information Coordinator X CR06 Deputy City Attorney I - civil X CR12 Deputy City Attorney I - Prosecution X CR12 Deputy City Attorney II Civil X CR16 Deputy City Attorney II - Prosecution X CR16 EDP Auditor X CR14 Electrical Engineering Specialist X CRll Electrical Systems Designer X CR12 Section 2. - Continued Classification Salary Ranqe Emergency Medical Services Coordinator X CRll Employee Benefits Representative X CR05 Employment Representative XU CR05 Energy Services Advisor X CRll Engineering Contracts Specialist X CR12 Environmental Services Specialist X CR14 Environmental Services Technician X CR06 Event Coordinator I X CR04 Event Coordinator II X CR08 Fire Training officer X CR15 Housing Development Manager X CR13 Human Resources Development Specialist X CR09 Human Resources Information Systems Analyst X CR10 Industrial Engineering Technician I X CR07 Industrial Engineering Technician II X CR10 Investment Officer X CR12 Job Training Program Analyst X CR10 Labor Relations Specialist X CR12 Local History Curator X CR06 Maintenance Planner X CR06 Management Analyst I X CR06 Management Analyst II X CR10 Management Assistant X CR04 Management Auditor I X CR06 Management Auditor II X CR10 Management Intern X CR00 Management Intern - PERS X CR00 Meeting Room Coordinator X CR03 Park Planner X CR12 Payroll Manager X CR10 Personnel Analyst I X CR06 Personnel Analyst II X CR10 Police Civil Liability Investigator X CR10 Power Contracts Engineer X CR19 Power Resources Analyst X CR10 Power Resources Planner X CR19 Principal Accountant X CR12 Procedures Development and Training Specialist X CR13 Project Manager X CR13 Public Information Specialist X CR06 Public Utilities Communications Assistant I X CR02 Public Utilities Communications Assistant II X CR06 Public Utilities Financial Requirements Analyst X CR12 Public Utilities Financial Requirements Specialist X CR06 Public Utilities Financial Services Analyst X CR10 Public Utilities Financial Systems Analyst X CR06 Public Utilities Personnel Services Representative I X CR04 Public Utilities Personnel Services Representative II X CR08 Public Utilities Senior Financial Requirements Analyst X CR14 Revenue Protection Coordinator XU CR06 Section 2. - Continued Classification Salary Range Safety Administrator X CR12 Safety and Training Officer X CR10 SCADA Systems Manager X CR16 SCADA Systems Specialist I X CR10 SCADA Systems Specialist II X CR12 Senior Accountant X CR10 Senior Chemist X CR10 Senior Electrical Engineer X CR16 Senior Electrical Engineering Specialist X CR13 Senior Electrical Systems Designer X CR14 Senior Event Coordinator X CRll Senior Human Resources Development Specialist X CR12 Senior Management Analyst X CR12 Senior Management Auditor X CR12 Senior Personnel Analyst X CR12 Senior Planner X CR14 Senior Power Resources Project Engineer X CR16 Senior Project Manager X CR15 Senior Real Property Agent X CR13 Senior Systems Analyst X CR12 Senior Systems Programmer X CR12 Senior Utilities Load Scheduler X CR18 Senior Utilities Systems Scheduler X CR15 Staff Analyst X CR06 Traffic/Transportation Coordinator X CR08 Training Representative X CR05 Transportation Systems Management Specialist X CR08 Utilities Load Scheduler X CR16 Utilities Systems Scheduler XU CR13 Section 2.1. Employees hired to work in the classifications of Management Intern and Management Intern-PERS will be considered full-time for purposes of benefits and other rules and policies except for Rule 11 Lay-off and Re-employment. These classifications are part of the Management Intern Program and have a fixed term as follows: Management Intern, not to exceed twelve months from date of hire; and Management Intern-PERS, not to exceed eighteen months from date of hire. Section 3. 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 seven percent (7%) City-paid contribution to the Public Employees Retirement System plus one percent (1%) additional earnings or the equivalent amount in deferred compensation or additional earnings. Employees may only elect to receive the additional earnings option when they are within three (3) years of anticipated retirement. The election to receive the additional earnings shall be irrevocable. Employees working part-time in classifications listed in Section 2 of this Resolution shall receive a supervisory 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 following pay policies effective February 1, 1991. To the extent that these policies are inconsistent with any other City of Anaheim Personnel Rules, the terms of these policies shall prevail. All reference to salary adjustments contained in this section shall be contingent upon funding based upon annual discretionary budgetary appropriations by the City Council and the City's ability to pay. 4.1 Salary Structure Adjustment 4.11 At such time as the salary structure is adjusted, incumbent employees shall be eligible to receive a salary increase up to the percent of the structure adjustment as approved by city Council, based upon satisfactory performance, not to exceed control point. 4.12 If an employee's salary remains below the salary range minimum after the structure adjustment increase, their salary may be adjusted to the range minimum. 4.13 If an incumbent employee's performance is less than satisfactory, the Executive Manager may extend the annual structure adjustment date up to six (6) pay periods for reconsideration of the salary increase, based upon satisfactory performance. The review date may only be extended once. 4.2 Merit Increases 4.21 Once each year, in addition to the annual structure adjustment, an incumbent employee shall be eligible to receive an increase between 0-5% based upon satisfactory performance. Under no circumstances shall this increase take the employee beyond the control point for the range of their position. 4.22 Employees serving a probationary period are only eligible for a prorated merit increase under the following conditions: · The employee must have completed thirteen (13) biweekly payperiods. · The employee must have satisfactory or better performance. · The employee cannot exceed the 110% control point. 4.23 If an incumbent employee's performance is less than satisfactory, the Executive Manager may extend the merit review date up to six (6) pay periods for reconsideration of the merit increase, based upon satisfactory performance. The merit review date may only be extended once. 4.24 Employees in classifications listed in Section 2 of this resolution may be eligible for a special salary adjustment as approved by the City Manager° 4.3 Hirinq Pay Policy Newly hired employees shall be compensated at any rate of the range up to the market point 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 range but this higher rate cannot exceed the control point. 4.4 Promotion An employee who is promoted to a job class listed in this resolution shall be placed at the minimum of the new range or at a salary in the range which provides a 15% pay increase, as long as it does not exceed the market point. (100% compa-ratio). If a 15% increase would place the employee's salary beyond the market point, the employee shall receive a minimum of 5% increase or an increase between 5% and 15% in order to bring the employee to the market point. In no case may the employee's salary exceed the control point. 4.5 Demotion 4.51 An employee rejected during the probationary period shall be returned to the classification in which they had regular status and to their former salary level, unless the reasons for the failure to complete probation would be cause for dismissal from City service. 4.52 An employee, who takes a voluntary demotion to their former job classification shall be placed at a rate which returns the employee to their former salary status. 4.53 An employee, who takes a voluntary demotion to any other job classification may be placed at a rate which does not provide an increase in salary. The rate of pay shall be determined by the Executive Manager. In no case can this rate exceed the control point of the new class. 4.6 Probationarv Em~lovees Employees in classifications listed in Section 2 of this resolution shall serve a probationary period of twenty-six (26) complete biweekly pay periods. A probationary employee will be eligible to receive an increase between 0-5% upon completion of thirteen (13) complete biweekly pay periods, based upon satisfactory performance. A probationary employee will be evaluated again, based upon a performance evaluation, prior to completion of the probationary period, but will not be eligible for an additional increase. A probationary employee will be eligible to receive the annual structure adjustment. 4.7 Reduction in Pay An employee may receive a reduction in salary on the basis of unsatisfactory work performance or conduct. 4.8 Reclassification 4.81 An incumbent, who is reclassified with his/her position to a job class at a higher range, will be considered to be promoted and covered under those provisions. The employee may be eligible for a salary increase of up to 5% at the end of thirteen (13) complete biweekly pay periods, based upon a satisfactory performance evaluation. 4.82 An incumbent, who is reclassified with his/her position to a job class with no change in range, will retain their rate of pay. 4.83 An i~cumbent, who is reclassified with his/her position to a job class at a lower range, shall retain their rate of pay in the new range. If the current rate is higher than the new range control point, the employee shall remain there until such time as the rate is less than the control point of the range for the position. 4.9 Provisional Appointments Employees provisionally appointed to a job classification listed in Section 2 of this Resolution shall be eligible to serve in this capacity no longer than thirteen (13) complete biweekly pay periods. For purposes of computing the appropriate pay rate they shall be considered promoted. 4.10 Upgrade Employees temporarily upgraded to a management, supervisory or professional job classification shall receive a 5% increase, not to exceed control point, or the minimum rate of the salary range, in accordance with current upgrade provisions. 4.11 Payment of Premium Pay Under Certain Conditions Management, supervisory and professional employees may be compensated for overtime work authorized by the appropriate executive manager 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 executive manager to perform work normally performed by employees in non-exempt job classes. Section 5. 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 6. 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, 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, Premium Pay. Section 7. 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 8. 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 fifty dollars ($50) per biweekly pay period in addition to their regular pay as provided under Personnel Rule 6, Premium Pay. Section 9. The provisions of this Resolution shall supersede Resolution No. 89R-366 and amendments thereto. BE IT FURTHER RESOLVED that the effective date of this Resolution shall be February 1, 1991. THE FOREGOING RESOLUTION is approved and adopted by the city Council this 19thday of March , 1991~ ATTEST: CITY CLERK OF THE CITY OF ANAHEfM APPROVED AS TO FORM: ~$½'% TY ATTORNEY OF THE CITY OF ANAHEIM 931/VK 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. 91R-80 was introduced and adopted at a regular meeting provided by law, of the Anaheim City Council held on the 19th day of March, 1991, by the following vote of the members thereof: AYES: COUNCIL MEMBERS: Simpson, Daly, Pickler, Ehrle and Hunter NOES: COUNCIL MEMBERS: None ABSENT: COUNCIL MEMBERS: None AND I FURTHER certify that the Mayor of the City of Anaheim signed said Resolution No. 91R-80 on the 20th day of March, 1991. IN WITNESS WHEREOF, I have hereunto set my hand and affixed the seal of the City of Anaheim this 20th day of March, 1991. 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. 91R-80, duly passed and adopted by the City Council of the City of Anaheim on March 19, 1991. CITY CLERK OF THE CITY OF ANAHEIM