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Home My WebLink About94-115 CITY OF LAKEVILLE RESOLUTION Date: June 6, 1994 Resolution No. 94-115 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 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, 1994: • _--____--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 5350 5572 5795 6017 6185 6354 6681 GRADE LEVEL 18 4839 5037 5234 5432 5580 5729 6023 GRADE LEVEL 17 City Engineer 4327 4501 4673 4846 4977 5105 5365 Finance Director 4327 4501 4673 4$46 4977 5105 5365 Police Chief 4327 4501 4673 4846 4977 5105 5365 GRADE LEVEL 16 Parks and Recreation Dir. 4012 4169 4325 4482 4599 4718 4951 Comm. & Economic Dev. Dir. 4012 4169 4325 4482 4599 4718 4951 Envir. Resources Director 4012 4169 4325 4482 4599 4718 4951 Dir. Operations & Mnt. 4012 4169 4325 4482 4599 4718 4951 • GRADE LEVEL 15 Liquor Manager 3727 3870 4011 4154 4262 4368 4584 GRADE LEVEL 14 3535 3669 3801 3934 4035 4134 4333 GRADE LEVEL 13 Chief Building Inspector 3347 3472 3597 3723 3813 3906 4087 GRADE LEVEL 12 Utilities Superintendent 3154 3270 3384 3498 3584 3667 3838 Street Superintendent 3154 3270 3384 3498 3584 3667 3838 Park Superintendent 3154 3270 3384 3498 3584 3667 3838 Sr. Project Coordinator 3154 3270 3384 3498 3584 3667 3838 • • ---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 Asst. Engineer 2969 3074 3179 3285 3363 3442 .3594 City Planner 2969 3074 3.179 3285 3363 3442 3594 Senior Accountant 2969 3074 3179 3285 3363 3442 3594 GRADE LEVEL 10 Recreation Supervisor 2775 2869 2966 3060 3132 3203 3342 Plmb./Mech. Inspector 2775 2869 2966 3060 3132 3203 3342 Cable Coordinator 2775 2869 2966 3060 3132 3203 3342 Environmental Engineer 2775 2869 2966 3060 3132 3203 3342 Sr. Const. Representative 2775 2869 2966 3060 3132 3203 3342 City Clerk 2775 2869 2966 3060 3132 3203 3342 GRADE LEVEL 9 Motor Vehicle Office Mgr. 2581 2668 2754 2839 2905 2969 3096 . Research Analyst 2581 2668 2754 2839 2905 2969 3096 Bldg Insp/Plans Examiners 2581 2668 2754 2839 2905 2969 3096 Fire Marshal 2581 2668 2754 2839 2905 2969 3096 Employee Relations Coord. 2581 2668 2754 2839 2905 2969 3096 Communications Assistant 2581 2668 2754 2839 2905 2969 3096 Associate Planner 2581 2668 2754 2839 2905 2969 3096 GIS Technician 2581 2668 2754 2839 2905 2969 3096 GRADE LEVEL 8 Asst. Liquor Manager 2382 2460 2537 2614 2673 2733 2846 Accountant I 2382 2460 2537 2614 2673 2733 2846 Adm Asst/Recycling Coord. 2382 2460 2537 2614 2673 2733 2846 Ec. Dev. Specialist 2382 2460 2537 2614 2673 2733 2846 GRADE LEVEL 7 Sr. Center Coordinator 2190 2259 2326 2395 2447 2498 2601 Sp. Assmt/Froperty Data C1 Elections Dep. Clerk 2190 2259 2326 2395 2.447 2498 2601 Dept. Secty. (C. Dev.) Deputy Clerk 2190 2259 2326 2395 2447 2498 2601 Confidential Secretary 2190 2259 2326 2395 2447 2498 2601 • _---_----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. 1983 2044 2103 2164 2211 2258 2350 Department Secretaries 1983 2044 2103 2164 2211 2258 2350 Administrative Secretary 1983 2044 2103 2164 2211 2258 2350 Comm, Pub. Safety Officers 1983 2044 2103 2164 2211 2258 2350 Drafting Technician 1983 2044 2103 2164 2211 2258 2350 Utility Billing Clerk 1983 2044 2103 2164 2211 2258 2350 Assistant Producer 1983 2044 2103 2164 2211 2258 2350 Animal Control Officer 1983 2044 2103 2164 2211 2258 2350 Acctng Clerk/Financial Sec 1983 2044 2103 2164 2211 2258 2350 GRADE LEVEL 5 Police Records Technician 1784 1837 1891 1944 1983 2025 2105 Secretary/Receptionists 1784 1837 1891 1944 1983 2025 2105 Accounts Payable Clerk 1784 1837 1891 1944 1983 2025 2105 • GRADE LEVEL 4 Motor Vehicle Clerks 1578 1624 1673 1721 1755 1788 1856 Receptionist 1578 1624 1673 1721 1755 1788 1856 GRADE LEVEL 3 Community Service Officers 1379 1417 1454 1493 1523 1552 1612 GRADE LEVEL 2 1169 1201 1235 1267 1290 1313 1363 GRADE LEVEL 1 960 986 1012 1038 1058 1077 1123 e . 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-1. 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 City Administrator 1/2. • D-3. For exempt, non-union employees. in grade levels 8 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 T/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-l. 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 19, 1994 meeting, will receive the additional compensation effective May 23, 1994 except for: a. The position of Secretary/Receptionist (Public Works) which was previously titled Receptionist (Public Works), compensation will be made retroactive to Januaryl, 1992. E-2. 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 Leve17. Newly lured Department Secretaries will be compensated at Grade Leve16. F. FUTURE CONSIDERATIONS F-1. The position of Senior Secretary will be referred to the Personnel Consultant for further review. F-2. The positions of Captain, Sergeant and Sergeant Investigator will be re-evaluated at a future EPEC meeting; APFROVED AND ADOPTED by the City Council of the City of Lakeville this 6th day of June, 1994.. CITY OF VII,LE BY: ane Zaun, M~ ATTEST: `Charlene Friedges, Ci Clerk