The URL can be used to link to this page

Home My WebLink About96-088 r'-~ ° • CITY OF LAKEVILLE RESOLUTION Date: May 20, 1996 Resolution No. 96-88 Motion by: Johnson 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 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 22, 1996: ZONE A ZONE B FIItST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 19 City Administrator 5613 5845 6079 6312 6489 6666 7009 GRADE LEVEL 18 Police Chief 5077 5284 5491 5699 5854 6011 6318 GRADE LEVEL 17 City Engineer 4540 4722 4902 5084 5222 5355 5628 Finance Director 4540 4722 4902 5084 5222 5355 5628 GRADE LEVEL 16 Parks and Recreation Dir. 4209 4373 4538 4702 4825 4949 5194 Comm. & Economic Dev. Dir 4209 4373 4538 4702 4825 4949 5194 Dir. Operations & Mnt. 4209 4373 4538 4702 4825 4949 5194 GRADE LEVEL 15 , Liquor Manager 3910 4059 4208 4358 4471 4582 4809 GRADE LEVEL 14 Envir. Resources Director 3709 3849 3987 4127 4233 4337 4546 GRADE LEVEL 13 Chief Building Inspector 3511 3642 3774 3905 4000 4098 4288 Asst. City Engineer 3511 3642 3774 3905 4000 4098 4288 MIS Coordinator 3511 3642 3774 3905 4000 4098 4288 GRADE LEVEL 12 Utilities Superintendent 3309 3430 3550 3670 3760 3847 4027 Street Superintendent 3309 3430 3550 3670 3760 3847 4027 Park Superintendent 3309 3430 3550 3670 3760 3847 4027 Sr. Project Coordinator 3309 3430 3550 3670 3760 3847 4027 GRADE LEVEL 11 City Planner 3114 3224 3335 3447 3528 3611 3770 Senior Accountant 3114 3224 3335 3447 3528 3611 3770 GRADE LEVEL 10 Recreation Supervisor 2912 3009 3111 3210 3286 3360 3506 Plmb./Mech.Inspector 2912 3009 3111 3210 3286 3360 3506 Cable Coordinator 2912 3009 3111 3210 3286 3360 3506 Environmental Engineer 2912 3009 3111 3210 3286 3360 3506 Sr. Const. Representative 2912 3009 3111 3210 3286 3360 3506 City Clerk 2912 3009 3111 3210 3286 3360 3506 • 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 9 Motor Vehicle Office Mgr. 2708 2799 2889 2979 3047 3114 3248 Asst. Liquor Manager 2708 2799 2889 2979 3047 3114 3248 Research Analyst 2708 2799 2889 2979 3047 3114 3248 Bldg Insp/Plans Examiner 2708 2799 2889 2979 3047 3114 3248 Fire Marshal 2708 2799 2889 2979 3047 3114 3248 Employee Relations Coord. 2708 2799 2889 2979 3047 3114 3248 Public Information Coord. 2708 2799 2889 2979 3047 3114 3248 Associate Planner 2708 2799 2889 2979 3047 3114 3248 GIS Technician 2708 2799 2889 2979 3047 3114 3248 Adm Asst/Recycling Coord. 2708 2799 2889 2979 3047 3114 3248 GRADE LEVEL 8 Accountant I 2499 2581 2662 2742 2804 2867 2986 Ec. Dev. Specialist 2499 2581 2662 2742 2804 2867 2986 GRADE LEVEL 7 Sr. Center Coordinator 2298 2370 2441 2513 2567 2621 2729 Sp. Assmt/Property Data Clk Elections Dep. Clerk 2298 2370 2441 2513 2567 2621 2729 Dept. Secty./Deputy Clerk 2298 2370 2441 2513 2567 2621 2729 Senior Secretary 2298 2370 2441 2513 2567 2621 2729 Confidential Secretary 2298 2370 2441 2513 2567 2621 2729 Engineering Technician II 2298 2370 2441 2513 2567 2621 2729 GRADE LEVEL 6 Building Department Asst. 2081 2144 2206 2270 2319 2369 2465 Department Secretary 2081 2144 2206 2270 2319 2369 2465 Administrative Secretary 2081 2144 2206 2270 2319 2369. 2465 Comm. Pub. Safety Officer 2081 2144 2206 2270 2319 2369 2465 Utility Billing Clerk 2081 2144 2206 2270 2319 2369 2465 Video Producer 2081 2144 2206 2270 2319 2369 2465 Animal Control Officer 2081 2144 2206 2270 2319 2369 2465 Acctng Clerk/Financial Secty 2081 2144 2206 2270 2319 2369 2465 Accounts Payable Clerk 2081 2144 2206 2270 2319 2369 2465 Recreation Program Asst. 2081 2144 2206 2270 2319 2369 2465 GRADE LEVEL 5 Police Records Technician 1872 1927 1984 2040 2081 2125 2208 Secretary/Receptionist 1872 1927 1984 2040 2081 2125 2208 Motor Vehicle Office Asst. 1872 1927 1984 2040 2081 2125 2208 • 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 4 Motor Vehicle Clerk 1656 1703 1755 1805 1841 1876 1947 Production Assistant 1656 1703 1755 1805 1841 1876 1947 GRADE LEVEL 3 Community Service Officer 1447 1486 1525 1566 1597 1628 1691 GRADE LEVEL 2 1226 1260 1296 1329 1354 1377 1430 GRADE LEVEL 1 1007 1035 1061 1089 1110 1130 1167 • ~ . • 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-l. 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. 1~ 1 • 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-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 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, Environmental Resources 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. R - 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 Leve17. Newly hired Department Secretaries will be compensated at Grade Leve16. E-2 Employees who's positions were evaluated and who's Point Factor Values were adjusted, thereby resulting in a corresponding increase in their pay grade as established by EPEC at the April 18, 1996 meeting, will receive the additional compensation effective April 22, 1996. E-3. Environmental Resources Director who's Point Factor Values were decreased, as • determined by ,EPEC at the May 18, 1995 meeting, will have the compensation frozen within Grade Level 16. F. FUTURE CONSIDERATIONS F-1. The position of Captain, Sergeant and Sergeant Investigator will be re-evaluated at a future EPEC meeting. APPROVED AND ADOPTED by the City Council of the City of Lakeville this 20th day of May, 1996. CITY OF MLLE BY: ATTEST: Duane aun, Mayor Charlene Friedges, City Jerk •