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Home My WebLink About99-022 • CITY OF LAKEVILLE RESOLUTION Date: February 1, 1999 Resolution No. 99-22 Motion by: Mulvihill Seconded by: Rya.n RESOLUTION ADOPTING THE POSITION CLASSIFICATION AND PAY PLAN FOR EXEMPT AND NON-EXEMPT POSITIONS AND SETTING FORTH THE POLICY FOR THE ADMINISTRATION OF THE PAY PLAN WHEREAS, the City Council has adopted pay plans from time to time to provide for the compensation of employees in various positions; and WHEREAS, the Employee Position Evaluation Committee has met from time to time and assigned Point Factor Values to all permanent employee positions; and WHEREAS, the City Council wishes to use the EPEC recommendations as a basis • for establishing a pay plan; and WHEREAS, the pay plan should be adjusted from time to time in consideration of changes in the cost of living as measured by the U. S. Department of Labor, market conditions, and position evaluations. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Lakeville, Minnesota: 1. The following pay plan is hereby adopted for the positions listed below effective January 1, 1999: • . ZONE A ZONE B FIRST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 MO 24 MO 38 MO 48 MO 60 MO GRADE LEVEL 21 City Administrator 6121 6375 6629 6885 7077 7271 7644 GRADE LEVEL 20 Police Chief 5537 5763 5988 6216 6385 6555 6891 GRADE LEVEL 19 City Engineer 5245 5456 5668 5880 6040 6198 6514 Finance Director 5245 5456 5668 5880 6040 6198 6514 GRADE LEVEL 18 Comm: ~ Ec. Dev. Director 4951 5150 5346 5544 5695 5840 6139 GRADE LEVEL 17 Parks and Recreation Dir. 4771 4959 5148 5336 5479 5620 5902 Dir. Operations & Mnt. 4771 4959 5148 5336 5479 5620 5902 GRADE LEVEL 16 4591 4769 4949 5128 5262 5398 5664 GRADE LEVEL 15 Liquor Manager 4264 4427 4590 4752 4876 4997 5245 GRADE LEVEL 14 Asst. City Engineer 4045 4198 4349 4501 4617 4730 4957 Building Official 4045 4198 4349 4501 4617 4730 4957 Human Resources Director 4045 4198 4349 4501 4617 4730 4957 GRADE LEVEL 13 MIS Coordinator 3829 3972 4116 4258 4362 4469 4676 City Planner 3829 3972 4116 4258 4362 4469 4676 Utilities Superintendent 3829 3972 4116 4258 4362 4469 4676 Street Superintendent 3829 3972 4116 4258 4362 4469 4676 Park Superintendent 3829 3972 4116 4258 4362 4469 4676 GRADE LEVEL 12 Sr. Project Coordinator 3609 3741 3871 4003 4100 4196 4392 Env. Resources Coordinator 3609 3741 3871 4003 4100 4196 4392 Senior Accountant 3609 3741 3871 4003 4100 -4196 4392 City Clerk 3609 3741 3871 4003 4100 4196 4392 ZONE A ZONE B FIRST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 MO 24 MO 38 MO 48 MO 80 MO GRADE LEVEL 11 Civil Engineer II/E.I.T. 3396 3515 3637 3760 3848 3938 4112 Recreation Supervisor 3396 3515 3637 3760 3848 3938 4112 Cable Coordinator 3396 3515 3637 3760 3848 3938 4112 Fire Marshal 3396 3515 3637 3760 3848 3938 4112 GRADE LEVEL 10 Plmb./Mech.lnspector 3177 3282 3393 3501 3583 3665 3823 Bldg Insp/Plans Examiner 3177 3282 3393 3501 3583 3665 3823 Asst. Liquor Manager 3177 3282 3393 3501 3583 3665 3823 Sr. Const. Representative 3177 3282 3393 3501 3583 3665 3823 Administrative Assistant 3177 3282 3393 3501 3583 3665 3823 Accountantll 3177 3282 3393 3501 3583 3665 3823 GIS Specialist II 3177 3282 3393 3501 3583 3665 3823 GRADE LEVEL 9 Research Analyst 2954 3052 3151 3249 3323 3396 3542 Employee Relations Coord. 2954 3052 3151 3249 3323 3396 3542 Public Information Coord. 2954 3052 3151 3249 3323 3396 3542 Associate Planner 2954 3052 3151 3249 3323 3396 3542 Ec. Dev. Coordinator 2954 3052 3151 3249 3323 3396 3542 GRADE LEVEL 8 2725 2815. 2904 2991 3058 3126 3257 GRADE LEVEL 7 Sr. Center Coordinator 2506 2584 2662 2740 2800 2858 2976 Sp. Assmt/Property Data Clk 2506 2584 2662 2740 2800 2858 2976 Deputy Clerk 2506 2584 2662 2740 2800 2858 2976 Utility Billing Clerk 2506 2584 2662 2740 2800 2858 2976 Senior Secretary 2506 2584 2662 2740 2800 2858 2976 Confidential Secretary 2506 2584 2662 2740 2800 2858 2976 Engineering Technician II 2506 2584 2662 2740 2800 2858 2976 Crime Prev./Evidence Tech 2506 2584 2662 2740 2800 2858 2976 Zoning Enf. Crd./Bldg Tech. 2506 2584 2662 2740 2800 2858 2976 GIS Specialist I 2506 2584 2662 2740 2800 2858 2976 Recreation Program Asst. 2506 2584 2662 2740 2800 2858 2976 ZONE A ZONE B FIRST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 6 Building Department Asst. 2269 2338 2406 2476 2530 2583 2688 Department Secretary 2269 2338 2406 2476 2530 2583 2688 Comm. Pub. Safety Officer 2269 2338 2406 2476 2530 2583 2688 Video Producer 2269 2338 2406 2476 2530 2583 2688 Acctng Clerk/Financial Secty 2269 2338 2406 2476 2530 2583 2688 Accounts Payable Clerk 2269 2338 2406 2476 2530 2583 2688 GRADE LEVEL 5 Police Records Technician 2041 2101 2164 2225 2269 2319 2408 Secretary/Receptionist 2041 2101 2164 2225 2269 2319 2408 GRADE LEVEL 4 Production Assistant 1806 1858 1914 1969 2009 2047 2124 GRADE LEVEL 3 Community Service Officer 1579 1621 1663 1708 1742 1776 1844 Building Attendant 1579 1621 1663 1708 1742 1776 1844 GRADE LEVEL 2 1337 1374 1413 1449 1477 1502 1559 GRADE LEVEL 1 1098 1129 1158 1188 1210 1233 1273 • 2. The following policy shall be used to administer this pay plan for the positions listed above in Section 1. PAY PLAN POLICY & ADMINISTRATION FOR PERMANENT EXEMPT AND NON-EXEMPT POSITIONS IDENTIFIED WITHIN THIS RESOLUTION A. EMPLOYEE PROGRESSION FROM START OF ZONE A TO ZONE B A-1. Employees hired will start employment at Step One of Zone A unless credit is given for prior relevant work experience. A-2. Employees will be evaluated by their immediate supervisor on their employment anniversary date. An evaluation that results in a satisfactory performance report will entitle the employee to progress to the next step in their position grade. A less than satisfactory performance will result in the employee being frozen in their position step until their performance improves to satisfactory. A-3. There will be three equal steps between the beginning of Zone A and beginning of Zone B. The employee's employment anniversary date will be used for progression through Zone A to the beginning of Zone B. A-4. Permanent part-time employees hired after December 4, 1989 may advance to the next eligible step in Zone A and Zone B upon completion of 2080 hours worked. B. PROGRESSING FROM BEGINNING OF ZONE B TO THE FIRST QUARTILE OF ZONE B B-1. a. After five years of employment, employees will be eligible for progressing to the first quartile, effective January 1, 1990. The first quartile is half the distance between the midpoint and the beginning of Zone B. b. After four years of employment, employees will be eligible to progress to half the distance between the beginning of Zone B and the first quartile in Zone B. B-2. Employees presently above the bottom of Zone B shall receive the above paragraph B 1 transition increase if and when the scheduled rate exceeds their wage rate and their performance is satisfactory. C. PAY PLAN ADJUSTMENT BASED ON CONSIDERATION OF MARKET CONDITIONS AND COST OF LIVING CHANGE C-1. Exempt and non-exempt employees will receive any increases of the pay plan on the date approved by the City Council subject to their satisfactory work performance. If their work performance is determined to be less than satisfactory as approved by the Personnel Committee of the City Council, their wage rate may be frozen until their work performance is determined to be satisfactory. D. MERIT PLAN POLICY D-1. Permanent (full-time and part-time) exempt and non-exempt employees identified within this resolution shall be eligible for merit pay. Merit pay will be considered on an annual basis. D-2. For non-exempt, non-union employees in grades 1 through 10, evaluations of performance to determine eligibility for merit pay shall be conducted by the immediate supervisor of the employee. The evaluation shall be reviewed with the employee by the supervisor, and then submitted to the City Administrator for review. A committee consisting of the immediate supervisor and City Administrator shall rate the employee's performance with the supervisor rating weighted for'h and the City Administrator'/2. • D-3. For exem t non-union em to ees in rade levels 9 throu h 15 exce t those p, p y g g p positions referred to in section D-4, evaluation of performance to determine eligibility for merit pay shall be conducted by the immediate supervisor of the employee. The evaluation shall be reviewed with the employee and then submitted to the City Administrator for review. A committee consisting of the immediate supervisor and City Administrator shall rate the employee's performance with the immediate supervisor rating weighted for'/z and the City Administrator'/2. D-4. For the positions of City Engineer, Finance Director, Community and Economic Development Director, Parks and Recreation Director, Police Chief, Director of Operations and Maintenance, and Liquor Manager, evaluations of their performance to determine merit pay shall be conducted by the City Administrator. A committee consisting of the City Administrator and Personnel Committee shall rate the employee's `performance with the City Administrator rating weighted for 1/2 and each member of the Personnel Committee 1/4. D-5. For the position of City Administrator, evaluations of performance to determine merit pay shall be conducted by the Personnel Committee. • D-6. Merit shall be based on gross wages, exclusive of overtime and merit pay, earned during the calendar year.. Employees shall not be eligible for merit pay for wages earned at the start of Zone A. D-7. Merit pay shall be paid for performance evaluations that result in a satisfactory, high or excellent score. Merit pay for the employees shall be paid on a lump sum payment (not added to the base pay) within the capability of the employer to fund the merit plan. E. PAY GRADE ADNSTMENTS E-1. Department Secretaries who's Point Factor Values were decreased, as determined by EPEC at the May 19, 1994 meeting, will have their compensation frozen within Grade Level 7. Newly hired Department Secretaries will be compensated at Grade Leve16. E-2. Recreation Supervisor grade level change will be effective upon successful completion of the current incumbent's probationary period. F. FUTURE CONSIDERATIONS F-l. The position of Sergeant Investigator, if re-established, will be evaluated at a future EPEC meeting. F-2. The EPEC Committee will not convene until 2000. G. COMPENSATION SURVEY G-1. The next compensation survey will be completed in 2000 for implementation in 2001. The survey will utilize the following cities for benchmark comparisons: Eagan, Burnsville, Eden Prairie, Maple Grove, Apple Valley, Woodbury, Maplewood, Shoreview and Inver Grove Heights. APPROVED AND ADOPTED by the City Council of the City of Lakeville this 1st day of February, 1999. CITY O AKEVILLE BY: -TEST: Du ne Zaun, yor Charlene Friedges, City erk