The URL can be used to link to this page

Home My WebLink About95-116 ~ _ A. CITY OF LAKEVILLE RESOLUTION Date: June 5, 1995 Resolution No. 95-116 Motion by: xarvey Seconded by: Sindt RESOLUTION ADOPTING THE POSITION CLASSIFICATION AND PAY PLAN FOR EXEMPT AND NON-EXEMPT POSITIONS AND SETTING FORTH THE POLICY FOR THE ADMII~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 January 1, 1995: • • _-__-__--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 19 City Administrator 5457 5683 5911 6137 6309 6481 6815 GRADE LEVEL 18 Police Chief 4936 5138 5339 5541 5692 5844 6143 GRADE LEVEL 17 City Engineer 4414 4591 4766 4943 5077 5207 5472 Finance Director 4414 4591 4766 4943 5077 5207 5472 GRADE LEVEL 16 Parks and Recreation Dir. 4092 4252 4412 4572 4691 4812 5050 Comm. & Economic Dev. Dir. 4092 4252 4412 4572 4691 4812 5050 Envir. Resources Director 4092 4252 4412 4572 4691 4812 5050 • Dir. Operations & Mnt. 4092 4252 4412 4572 4691 4812 5050 GRADE LEVEL 15 Liquor Manager 3802 3947 4091 4237 4347 4455 4676 GRADE LEVEL 14 Envir. Resources Director 3606 3742 3877 4013 4116 4217 4420 GRADE LEVEL 13 Chief Building Inspector 3414 3541 3669 3797 3889 3984 4169 Asst. City Engineer 3414 3541 3669 3797 3889 3984 4169 GRADE LEVEL 12 Utilities Superintendent 3217 3335 3452 3568 3656 3740 3915 Street Superintendent 3217 3335 3452 3568 3656 3740 3915 Park Superintendent 3217 3335 3452 3568 3656 3740 3915 Sr. Project Coordinator 3217 3335 3452 3568 3656 3740 3915 • --_____--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 11 City Planner 3028 3135 3243 3351 3430 3511 3666 Senior Accountant 3028 3135 3243 3351 3430 3511 3666 GRADE LEVEL 10 Recreation Supervisor 2831 2926 3025 3121 3195 3267 3409 Plmb./Mech, Inspector 2831 2926 3025 3121 3195 3267 3409 Cable Coordinator 2831 2926 3025 3121 3195 3267 3409 Environmental Engineer 2831 2926 3025 3121 3195 32.67 3409 Sr. Const. Representative 2831 2926 3025 3121 3195 3267 3409 City Clerk 2831 2926 3025 3121 3195 3267 3409 GRADE LEVEL 9 Motor Vehicle Office Mgr. 2633 2721 2809 2896 2963 3028 3158 Asst. Liquor Manager 2633 2721 2809 2896 2963 3028 3158 Research Analyst 2633 2721 2809 2896 2963 3028 3158 Bldg Insp/Plans Examiners 2633 2721 2809 2896 2963 3028 3158 Fire Marshal 2633 2721 2809 2896 2963 3028 3158 Employee Relations Coord. 2633 2721 2809 2896 2963 3028 3158 Public Information Coord. 2633 2721 2809 2896 2963 3028 3158 Associate Planner 2633 2721 2809 2896 2963 3028 3158 GIS Technician 2633 2721 2809 2896 2963 3028 3158 Adm Asst/Recycling Coord. 2633 2721 2809 2896 2963 3028 3158 GRADE LEVEL 8 Accountant I 2430 2509 2588 2666 2726 2788 2903 Ec. Dev. Specialist 2430 2509 2588 2666 2726 2788 2903 GRADE LEVEL 7 Sr. Center Coordinator 2234 2304 2373 2443 2496 2548 2653 Sp. Assmt/Property Data C1 Elections Dep. Clerk 2234 2304 2373 2443 2496 2548 2653 Dept. Secty. (C. Dev.) Deputy Clerk 2234 2304 2373 2443 2496 2548 2653 Senior Secretary 2234 2304 2373 2443 2496 2548 2653 Confidential Secretary 2234 2304 2373 2443 2496 2548 2653 Engineering Technician II 2234 2304 2373 2443 2496 2548 2653 • ---------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-Assts. 2023 2085 2145 2207 2255 2303 2397 Department Secretaries 2023 2085 2145 2207 2255 2303 2397 Administrative Secretary 2023 2085 2145 2207 2255 2303 2397 Comm. Pub. Safety Officers 2023 2085 2145 2207 2255 2303 2397 Utility Billing Clerk 2023 2085 2145 2207 2255 2303 2397 Video Producer 2023 2085 2145 2207 2255 2303 2397 Animal Control Officer 2023 2085 2145 2207 2255 2303 2397 Acctng Clerk/Financial Sec 2023 2085 2145 2207 2255 2303 2397 GRADE LEVEL 5 Police Records Technician 1820 1874 1929 1983 2023 2066 2147 Secretary/Receptionists 1820 1874 1929 1983 2023 2066 2147 Accounts Payable Clerk 1820 1874 1929 1983 2023 2066 2147 GRADE LEVEL 4 • Motor Vehicle Clerks 1610 1656 1706 1755 1790 1824 1893 Production Assistant 1610 1656 1706 1755 1790 1824 1893 GRADE LEVEL 3 Community Service Officers 1407 1445 1483 1523 1553 1583 1644 GRADE LEVEL 2 1192 1225 1260 1292 1316 1339 1390 GRADE LEVEL 1 979 1006 1032 1059 1079 1099 1135 • . 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 Zane 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-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 compenation frozen within Grade Leve17. Newly hired Department Secretaries will be compensated at Grade Level 6. 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 May 18, 1995 meeting, will receive the additional compensation effective May 22, 1995 except for: a. The position of Police Chief, compensation will be made effective upon . completion of the probationary period. 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 5th day of June, 1995. CITY OF LAKEVILLE BY: ATTEST: Duane Z un, Mayor • Charlene Frie ges, C' Clerk