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Home My WebLink About98-100 CITY OF LAKEVILLE RESOLUTION Date: May 18, 1998 Resolution No. 98-100 Motion by: Mulvihill Seconded by: xolberg RESOLUTION ADOPTING THE POSITION CLASSIFICATION AND PAY PLAN FOR EXEMPT AND NON-EXEMPT POSITIONS AND SETTING FORTH THE POLICY FOR THE ADMIl~TISTRATION 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 April 21, 1998: ® 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 20 City Administrator 5943 6189 6436 6684 6871 7059 7421 GRADE LEVEL 19 Police Chief 5376 5595 5814 6035 6199 6364 6690 GRADE LEVEL 18 City Engineer 5092 5297 5503 5709 5864 6017 6324 Finance Director 5092 5297 5503 5709 5864 6017 6324 GRADE LEVEL 17 Comm. & Ec. Dev. Director 4807 5000 5190 5383 5529 5670 5960 GRADE LEVEL 16 Parks and Recreation Dir. 4457 4630 4805 4979 5109 5241 5499 Dir. Operations & Mnt. 4457 4630 4805 4979 5109 5241 5499 GRADE LEVEL 15 Liquor Manager 4140 4298 4456 4614 4734 4851 5092 GRADE LEVEL 14 Asst. Cityfngineer 3927 4076 4222 4370 4483 4592 4813 Chief Building Inspector 3927 4076 4222 4370 4483 4592 4813 GRADE LEVEL 13 MIS Coordinator 3717 3856 3996 4134 4235 4339 4540 Utilities Superintendent 3717 3856 3996 4134 4235 4339 4540 Street Superintendent 3717 3856 3996 4134 4235 4339 4540 Park Superintendent 3717 3856 3996 4134 4235 4339 4540 GRADE LEVEL 12 Sr. Project Coordinator 3504 3632 3758 3886 3981. 4074 4264 Env. Resources Coordinat 3504 3632 3758 3886 3981 4074 4264 City Clerk 3504 3632 3758 3886 3981 4074 4264 City Planner 3504 3632 3758 3886 3981 4074 4264 GRADE LEVEL 11 Senior Accountant 3297 3413 3531 3650 3736 3823 3992 Civil Engineer IUE.LT. 3297 3413 3531 3650 3736 3823 3992 Fire Marshal 3297 3413 3531 3650 3736 3823 3992 • 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 10 Recreation Supervisor 3084 3186 3294 3399 3479 3558 3712 Plmb./Mech.lnspector 3084 3186 3294 3399 3479 3558 3712 Bldg Insp/Plans Examiner 3084 3186 3294 3399 3479 3558 3712 Cable Coordinator 3084 3186. 3294 3399 3479 3558 3712 Asst. Liquor Manager 3084 3186 3294 3399 3479 3558 3712 Sr. Const. Representative 3084 3186 3294 3399 3479 3558 3712 GRADE LEVEL 9 Motor Vehicle Office Mgr. 2868 2963 3059 3154 3226 3297 3439 Research Analyst 2868 2963 3059 3154 3226 3297 3439. Employee Relations Coord 2868 2963 3059 3154 3226 3297 3439 Public Information Coord. 2868 2963 3059 3154 3226 3297 3439 Associate Planner 2868 2963 3059 3154 3226 3297 3439 GIS Technician 2868 2963 3059 3154 3226 3297 3439 Adm Asst/Recycling Coord 2868 2963 3059 3154 3226 3297 3439 Accountant) 2868 2963 3059 3154 3226 3297 3439 Ec. Dev. Coordinator 2868 2963 3059 3154 3226 3297 3439 GRADE LEVEL 8 2646 2733 2819 2904 2969 3035 3162 GRADE LEVEL 7 Sr. Center Coordinator 2433 2509 2584 2660 2718 2775 2889 Sp. Assmt/Property Data C 2433 2509 2584 2660 2718 2775 2889 Deputy Clerk 2433 2509 2584 2660 2718 2775 2889 Senior Secretary 2433 2509 2584 2660 2718 2775 2889 Confidential Secretary 2433 2509 2584 2660 2718 2775 2889 Engineering Technician II 2433 2509 2584 2660 2718 2775 2889 Crime Prev./Evidence Tec 2433 2509 2584 2660 2718 2775 2889 Zoning Enf. Crd./Bldg Tech 2433 2509 2584 .2660 2718 2775 2889 GIS Specialist I 2433 2509 2584 2660 2718 2775 2889 Recreation Program Asst.. 2433 2509 2584 2660 2718 2775 2889 GRADE LEVEL 6 Building Department Asst. 2203 2270 2336 2404 2456 2508 2610 Department Secretary 2203 2270 2336 2404 2456 2508 2610 Comm. Pub. Safety Officer 2203 2270 2336 2404 2456 2508 2610 Utility Billing Clerk 2203 2270 2336 2404 2456 2508 2610 Video Producer 2203 2270 2336 2404 2456 2508 2610 Acctng Clerk/Financial Sec 2203 2270 2336 2404 2456 2508 2610 Accounts Payable Clerk 2203 2270 2336 2404 2456 2508 2610 Motor Vehicle Office Asst. 2203 2270 2336 2404 2456 2508 2610 • 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 5 Police Records Technician 1982 2040 2101 2160 2203 2251 2338 Secretary/Receptionist 1982 2040 2101 2160 2203 2251 2338 Motor Vehicle Clerk 1982 2040 2101 2160 2203 2251 2338 GRADE LEVEL 4 Production Assistant 1753 1804 1858 1912 1950 1987 2062 GRADE LEVEL 3 Community Service Officer 1533 1574 1615 1658 1691 1724 1790 GRADE LEVEL 2 1298 1334 1372 1407 1434 1458 1514 GRADE LEVEL 1 1066 1096 1124 1153 1175 1197 1236 • • 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-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 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 evaluations 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 1/2 and the City Administrator 1/2. • D-3. For exempt, non-union employees in grade levels 9 through 15, 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, City Administrator, and the Personnel Committee shall rate the employee's performance with the immediate supervisor rating weighted for 1/3, City Administrator 1/3 and each member of the Personnel Committee 1/6. 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. • . s 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 SPEC at the May 19, 1994 meeting, will have their compensation frozen within Grade Level 7. Newly hired Department Secretaries will be compensated at Grade Level 6. F. FUTURE CONSIDERATIONS F-1. The position of Sergeant Investigator, if re-established, will be evaluated at a future EPEC meeting. F-2. Department Secretary positions will be re-evaluated in 1998. F.3. The next market study will be completed in 1999 (2000). APPROVED AND ADOPTED by the City Council of the City of Lakeville this 18th day of May, 1998. CITY OF AKEVILLE BY' ATTEST: Duane aun, May r Charlene Friedges, Cit Clerk