The URL can be used to link to this page

Home My WebLink About96-231 • CITY OF LAKEVILLE RESOLUTION Date: December 18, 1996 Resolution No. 96-231 Motion by: Johnson Seconded by: xolberg 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, 1997: • ® ZONE A ZONE B FIliST MID BOTTOM BOTTOM (QUARTILE POINT POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 20 City Administrator 5770 6009 6249 6489 6671 6853 7205 GRADE LEVEL 19 Police Chief 5219 5432 5645 5859 6018 6179 6495 GRADE LEVEL 18 City Engineer 4944 5143 5343 5543 5693 5842 6140 Finance Director 4944 5143 5343 5543 5693 5842 6140 GRADE LEVEL 17 Comm. & Economic Dev. Dir 4667 4854 5039 5226 5368 5505 5786 GRADE LEVEL 16 Parks and Recreation Dir. 4327 4495 4665 4834 4960 .5088 5339 Dir. Operations & Mnt. 4327 4495 4665 4834 4960 5088 5339 GRADE LEVEL 15 . Liquor Manager 4019 4173 .4326 4480 4596 4710 4944 GRADE LEVEL 14 Envir. Resources Director 3813 3957 4099 4243 4352 4458 4673 Asst. City Engineer 3813 3957 4099 4243 4352 4458 4673 GRADE LEVEL 13 Chief Building Inspector 3609 3744 3880 4014 4112 4213 4408 MIS Coordinator 3609 3744 3880 4014 4112 4213 4408 Utilities Superintendent 3609 3744 3880 4014 4112 4213 4408 Street Superintendent 3609 3744 3880 4014 4112 4213 4408 Park Superintendent 3609 3744 3880 4014 4112 4213 4408 GRADE LEVEL 12 Sr. Project Coordinator 3402 3526 3649 3773 3865 3955 4140 City Clerk 3402 3526 3649 3773 3865 3955 4140 City Planner 3402 3526 3649 3773 3865 3955 4140 GRADE LEVEL 11 Senior Accountant 3201 3314 3428 3544 3627 3712 3876 Fire Marshal 3201 3314 3428 3544 3627 3712 3876 • • ZONE A ZONE B FIl2ST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 10 Recreation Supervisor 2994 3093 3198 3300 3378 3454 3604 Plmb./Mech.Inspector 2994 3093 3198 3300 3378 3454 3604 Bldg Insp/Plans Examiner 2994 3093 3198 3300 3378 3454 3604 Cable Coordinator 2994 3093 3198 3300 3378 3454 3604 Environmental Engineer 2994 3093 3198 3300 3378 3454 3604 Asst. Liquor Manager 2994 3093 3198 3300 3378 3454 3604 Sr. Const. Representative 2994 3093 3198 3300 3378 3454 3604 GRADE LEVEL 9 Motor Vehicle Office Mgr. 2784 2877 2970 3062 3132 3201 3339 Research Analyst 2784 2877 2970 3062 3132 3201 3339 Employee Relations Coord. 2784 2877 2970 3062 3132 3201 3339 Public Information Coord. 2784 2877 2970 3062 3132 3201 3339 Associate Planner 2784 2877 2970 3062 3132 3201 3339 GIS Technician 2784 2877 2970 3062 3132 3201 3339 Adm Asst/Recycling Coord. 2784 2877 2970 3062 3132 3201 3339 AccountantI 2784 2877 2970 3062 3132 3201 3339 • GRADE LEVEL 8 Ec. Dev. Specialist 2569 2653 2737 2819 2883 2947 3070 GRADE LEVEL 7 Sr. Center Coordinator 2362 2436 2509 2583 2639 2694 2805 Sp. Assmt/Property Data Clk Deputy Clerk 2362 2436 2509 2583 2639 2694 2805 Senior Secretary 2362 2436 2509 2583 2639 2694 2805 Confidential Secretary 2362 2436 2509 2583 2639 2694 2805 Engineering Technician II 2362 2436 2509 2583 2639 2694 2805 GIS Specialist 2362 2436 2509 2583 2639 2694 2805 GRADE LEVEL 6 Building Department Asst. 2139 2204 2268 2334 2384 2435 2534 Department Secretary 2139 2204 2268 2334 2384 2435 2534 Comm. Pub. Safety Officer 2139 2204 2268 2334 2384 2435 2534 Utility Billing Clerk 2139 2204 2268 2334 2384 2435 2534 Video Producer 2139 2204 2268 2334 2384 2435 2534 Acctng Clerk/Financial Secty 2139 2204 2268 2334 2384 2435 2534 Accounts Payable Clerk 2139 2204 2268 2334 2384 2435 2534 Recreation Program Asst. 2139 2204 2268 2334 2384 2435 2534 Motor Vehicle Office Asst. 2139 2204 2268 2334 2384 2435 2534 i • ZONE A ZONE B FIltST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 5 Police Records Technician 1924 1981 2040 2097 2139 2185 2270 Secretary/Receptionist 1924 1981 2040 2097 2139 2185 2270 Motor Vehicle Clerk 1924 1981 2040 2097 2139 2185 2270 GRADE LEVEL 4 Production Assistant 1702 1751 1804 1856 1893 1929 2002 GRADE LEVEL 3 Community Service Officer 1488 1528 1568 1610 1642 1674 1738 GRADE LEVEL 2 1260 1295 1332 1366 1392 1416 1470 GRADE LEVEL 1 1035 1064 1091 1119 1141 1162 1200 • • . 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 tart .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, 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. ® 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. 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. E-3. MIS Coordinator grade level change will be effective upon successful completion of the current incumbent's probationary period. • E-4. Assistant Liquor Managers grade level change will be effective with the opening of the fourth liquor store. F. FUTURE CONSIDERATIONS F-l. The position of Captain, Sergeant and Sergeant Investigator will be re-evaluated at a future SPEC meeting. F-2. The EPEC Committee will not convene until 1998. F-3. Department Secretary positions will be re-evaluated in 1998. F.4. 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 December, 1996. CITY QF LAKEVILLE BY: ATTEST: Duane aun, Mayor f y~ Charlene Friedges, City Jerk