HomeMy WebLinkAbout99-281
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CITY OF LAKEVILLE
RESOLUTION
Date: December 6, 1999 Resolution No. 99-281
Motion by: sindt Seconded by: Mulvihill
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 SPEC 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, 2000: '
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 21
City Administrator 6274 6534 6795 7057 7254 7453 7835
GRADE LEVEL 20
Police Chief 5675 5907 6138 6371 6545 6719 7063
GRADE LEVEL 19
City Engineer .5376 5592 5810 6027 6191 6353 6677
Finance Director 5376 5592 5810 6027 6191 6353 6677
Dir of Ec Dev & Corp Rel. 5376 5592 5810 6027 6191 6353 6677
GRADE LEVEL 18
Comm. & Ec. Dev. Director 5075 5279 5480 5683 5837 5986 6292
GRADE LEVEL 17
Parks and Recreation Dir. 4890 5083 5277. 5469 5616 5761 6050
Dir. Operations & Mnt. 4890 5083 5277 5469 5616 5761 6050
GRADE LEVEL 16 4706 4888 5073 5256 -5394 5533 5806
GRADE LEVEL 15
Liquor Manager 4371 4538 4705 4871 4998 5122 5376
GRADE LEVEL 14
Asst. City Engineer 4146 4303 4458 4614 4732 4848 5081
Building Official 4146 4303 4458 4614 4732 4848 5081
Human Resources Director 4146 4303 4458 4614 4732 4848 5081
Mgr. Of Park Operations 4146 4303 4458 4614 4732 4848 5081
Info Systems Manager 4146 4303 4458 4614 4732 4848 5081
Utilities Superintendent 4146 4303 4458 4614 4732 4848 5081
GRADE LEVEL 13
City Planner 3925 4071 4219 4364 4471 4581 4793
Street Superintendent 3925 4071 4219 4364 4471 4581 4793
Park Maint. Superintendent 3925 4071 4219 4364 4471 4581 4793
GRADE LEVEL 12
Sr. Project Coordinator 3699 3835 3968 4103 4203 4301 4502
Env. Resources Coordinator 3699 3835 3968 4103 4203 4301 4502
Senior Accountant 3699 3835 3968 4103 4203 4301 4502
City Clerk 3699 3835 3968 4103 4203 4301 4502
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
Sr. Engineering Technician 3481 3603 3728 3854 3944 4036 4215
Recreation Supervisor 3481 3603 3728 3854 3944 4036 4215
Cable Coordinator 3481 3603 3728 3854 3944 4036 4215
Fire Marshal 3481 3603 3728 3854 3944 4036 4215
Records Supervisor 3481 3603 3728 3854 3944 4036 4215
GRADE LEVEL 10
Plmb./Mech.lnspector 3256 3364 3478 3589 3673 3757 3919
Bldg tnsp/Plans Examiner 3256 3364 3478 3589 3673 3757 3919
Asst. Liquor Manager 3256 3364 3478 3589 3673 3757 3919
Arts Center Coordinator 3256 3364 3478 3589 3673 3757 3919
Administrative Assistant 3256 3364 3478 3589 3673 3757 3919
Accountantll 3256 3364 3478 3589 3673 3757 3919
GIS Specialist II 3256 3364 3478 3589 3673 3757 3919
Public Information Coord. 3256 3364 3478 3589 3673 3757 3919
GRADE LEVEL 9
Research Analyst 3028 3128 3230 3330 3406 3481 3631
Employee Relations Coord. 3028 3128 3230 3330 3406 3481 3631
Admin. Asst. -Public Works 3028 3128 3230 3330 3406 3481 3631
Sr. Const. Representative 3028 3128 3230 3330 3406 3481 3631
Associate Planner 3028 3128 3230 3330 3406 3481 3631
Ec. Dev. Coordinator 3028 3128 3230 3330 3406 3481 3631
Info. Systems Technician 3028 3128 3230 3330 3406 3481 3631
GRADE LEVEL 8 2793 2885 2977 3066 3134 3204 3338
GRADE LEVEL 7
Sr. Center Coordinator 2569 2649 2729 2809 2870 2929 3050
Sp. Assmt/Property Data Clk 2569 2649 2729 2809 2870 2929 3050
Deputy Clerk 2569 2649 2729 2809 2870 2929 3050
Utility Billing Clerk 2569 2649 2729 2809 2870 2929 3050
Senior Secretary 2569 2649 2729 2809 2870 2929 3050
Confidential Secretary 2569 2649 2729 2809 2870 2929 3050
Engineering. Technician II 2569 2649 2729 2809 2870 2929 3050
Crime Prev./Evidence Tech 2569 2649 2729 2809 2870 2929 3050
Zoning Enforcement Coord 2569 2649 2729 2809 2870 2929 3050
Recreation Program Asst. 2569 2649 2729 2809 2870 2929 3050
Fire Inspector 2569 2649 2729 2809 2870 2929 3050
Public Information Specialist 2569 2649 2729 2809 2870 2929 3050
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. 2326 2396 2466 2538 2593 2648 2755
Department Secretary 2326 2396 2466 2538 2593 2648 2755
Comm. Pub. Safety Officer 2326 2396 2466 2538 2593 2648 2755
Video Producer 2326 2396 2466 2538 2593 2648 2755
Acctng Cler'k/Financial Secty 2326 2396 2466 2538 2593 2648 2755
Accounts Payable Clerk 2326 2396 2466 2538 2593 2648 2755
GRADE LEVEL 5
Police Records Technician 2092 2154 2218 2281 2326 2377 2468
Secretary/Receptionist 2092 2154 2218 2281 2326 2377 2468
Assist. Video Producer 2092 2154 2218 2281 2326 2377 2468
GRADE LEVEL 4 1851 1904 1962 2018 2059 2098 2177
GRADE LEVEL 3
Community Service Ofi•icer 1618 1662 1705 1751 1786 1820 1890
Building Attendant 1618 1662 1705 1751 1786 1820 1890
Sr. Center Assistant 1618 1662 1705 1751 1786 1820 1890
GRADE LEVEL 2 1370 1408 1448 1485 1514 1540 1598
GRADE LEVEL 1 1125 1157 1187 1218 1240 1264 1305
Z. 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-l. 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-l. 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-l. 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'/Z and the City Administrator'/2.
D-3. For exempt, non-union employees in grade levels 9 through 1 S, except those
_ 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'h and the City Administrator'/Z.
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 ADJUSTMENTS
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. Public Information Coordinator grade level change will be effective upon
successful hiring of the Public Information Specialist.
F. FUTURE CONSIDERATIONS
F-l. The position of Sergeant Investigator, if re-established, will be evaluated at a
future SPEC meeting.
F-2. The EPEC Committee will not convene unti12000.
G. COMPENSATION SURVEY
G-l. 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
6th day of December, 1999.
CITY O AKEVILLE
BY: ~~t
A~TEST: y Duane Zaun, or
Charlene Friedges, City Jerk