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91-077 RESOLUTION NO. 91R-77 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ANAHEIM ADJUSTING RATES OF COMPENSATION AND ESTABLISHING PAY POLICIES FOR CLASSIFICATIONS DESIGNATED AS EXECUTIVE MANAGEMENT AND SUPERSEDING RESOLUTION NO. 89R-362 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 increases of 5.0%; and establish pay policies for classifications designated as Executive Management, effective February 1, 1991; and WHEREAS, as a result thereof, the need exists to supersede Resolution No. 89R-362 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 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 structure listed below: RANGE MINIMUM MARKET CONTROL CRO0 $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 Section 1. - Continued RANGE MINIMUM MAP~KET CONTROL CR20 $64,675 $80 844 $88 928 CR21 67,909 84 886 93 375 CR22 71,304 89 130 98 043 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 Executive Manage- ment 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 1, 1991. Classification Salary Range Administrative Services Director X CR23 Assistant City Manager X CR28 Chief of Police X CR25 city Attorney X CR26 city Clerk X CR20 city Manager X CR32 city Treasurer X CR22 Executive Director Community Development X CR23 Convention Center General Manager X CR23 Data Processing Director X CR23 Deputy City Manager X CR25 Director of Public Works/City Engineer X CR23 Finance Director X CR23 Fire Chief X CR25 Human Resources Director X CR23 Labor Relations Director X CR23 Library Director X CR23 Maintenance Director X CR23 Parks, Recreation & Community Services Director X CR23 Planning Director X CR23 Public Utilities General Manager X CR30 Stadium General Manager X CR23 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 (for safety employees, eight percent (8%) city-paid PERS), 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 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 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 City Manager (City Council for appointees) 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 City Manager (City Council for appointees) 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. Employees in the classification of City Attorney, City Clerk, City Manager and City Treasurer may be eligible for a special salary adjustment as approved by the City Council. 4.3 Hiring 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 Probationary Employees 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 e'ligible 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 Acting PaY An employee may be appointed by the City Manager to serve in an acting capacity during an absence from work of thirty calendar days or more of an Executive Management employee. The City Council may appoint an employee to act in the capacity of City Attorney, City Clerk, city Manager or City Treasurer. Such employees who are granted acting pay by the City Manager (City Council for Council appointee positions) shall receive a 5% increase or the salary range minimum, whichever is greater. In no case should this increase exceed the control point. 4.9 Reclassification 4.91 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 and 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. 4.92 An incumbent, who is reclassified with his/her position to a job class with no change in range, will retain their rate of pay. 4.93 An incumbent, 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. 4.10 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 twenty-six (26) complete biweekly pay periods. For purposes of computing the appropriate pay rate they shall be considered promoted. An employee in a provisional status will be eligible to receive a 0-5% increase, not to exceed the control point, at the end of thirteen (13) complete biweekly pay periods, based upon satisfactory performance. If this employee is placed in this position on a probationary status after successful completion of a competitive process they will not be eligible for an additional 0-5% increase upon completion of thirteen (13) biweekly payperiods as defined under Policy 4.6 of this Resolution. 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. 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. All classifications listed under Section 2 of this Resolution, plus City Council Members, are eligible to receive either a city-owned vehicle or an automobile allowance of $219.23 per biweekly pay period. Section 9. The provisions of this Resolution shall supersede Resolution No. 89R-362. BE IT FURTHER RESOLVED that the effective date of this Resolution shall be February 1, 1989. THE FOREGOING RESOLUTION is approved and adopted by the City Council this 19th day of March , 1991. MAY~C T~~~EIM ATTEST: CITY CLERK OF THE CITY OF ANAHEIM ~ APPROVED AS TO FORM: ~>~ ~35/ CITY ATTORNEY OF THE CITY OF ANAHEIM 931/VK STATE OF CALIFORNIA ) COUNTY OF O~NGE ) ss. CITY OF ANAHEIM ) I, LEONO~ N. SOHL, City Clerk of the City of Anaheim, do hereby certify that the foregoing Resolution No. 91R-77 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-77 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-77, duly passed and adopted by the City Council of the City of Anaheim on March 19, 1991. CITY CLERK OF THE CITY OF ANAHEIM