The URL can be used to link to this page

Home My WebLink About92-016 i CITY OF LAKEVILLE RESOLUTION Date January 25, 1992 Resolution No 92-16 Mot ion by Harvey 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 Bmployee 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 ~asis 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 December 31, 1991 pursuant to Resolution 91-172 and effective January 1, 1992 pursuant to this resolution: i Y • ZONE.A ZONfi B FIRST MIDPOINT BOTTOM BOTTOM QUARTILE POSITION .TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 19 City Administrator 5,049 5,259 5,469 5,679 5,837 5,997 6,306 GRADE LEVEL 18 4,567 4,754 4,940 5,127 5,26? 5,407 5,685 GRADfi LEVEL 17 City Engineer 4,084 4,248 4,411 4,574 4,697 4,818 5,064 Finance Director 4,084 4,248 4,411 4,574 4,697 4,818 5,064 Police Chief 4,084 4,248 4,411 4,574 4,697 4,818 5,064 GRADfi LEVEL 16 Parks and Recreation Dir. 3,787 3,934 4,082 4,230 4,341 4,452 4,673 Comm. & Economic Dev. Dir. 3,787 .3,934 4,082 4,230 4,341 4,452 4,673 finvir. Resource & PW Dir. 3,787 .3,934 4,082 4,230 4,341 4,452. 4,673 GRAD Fs LEVEL 15 Liquor Manager 3,517 3,652 3,786 3,921 4,023 4,123 4,326 GRADE LEVEL 14 3,337 3,463 3,587 3,713 3,808 3,901 4,090 GRADfi LEVfiL 13 Chief Building Inspector 3,159 3,277 3,395 3,513 3,599 3,686 3,858 GRADE LEVEL 12 Utilities Superintendent 2,977 3,086 3,194 3,302 3,382. 3,461 3,622 Street Superintendent 2,977 3,086 3,194 3,302 3,382 3,461 3,622 Park Superintendent 2,977 3,086 3,194 3,302 3,382 3,461 3,622 Sr. Project. Coordinator 2,977 3,086 3,194 3,302 3,382 3,461 3,622 GRADS LEVEL 11 Asst. 8ngineer 2,$02 2,901 3,000 3,100 .3,174. 3,248. 3,392 GRADE LEVEL 10 .Recreation Supervisor - 2,619 2,708 2,799 2,888 2,956 3,023 3,154 Accountant 2,619 2,708 2,799 2,888 2,956 3,023 3,154 Plmb/Mechanical Inspector 2,619 2,708 2,799 2,888 2,956 3,023 3,154 Asst. C. D. Director 2,619 2,708 2,799 2,888 2,956 3,023 3,154 Cable Coordinator .2,619 2,708 2,799 2,888 2,956 3,023 3,154 i ZONE A ZONB B FIRST MIDPOINT BOTTOM BOTTOM QUARTILE POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADB LBVBL 9 Motor Vehicle Office Mgr. 2,436 2,518 2,599 2,680 2,742 2,802 2,922 Research Analyst 2,436 2,518 2,599 2,680 2,742 2,$02 2,922 Bldg. Insp./Plans Examiner. 2,436 2,518 2,599 2,680 2,742 2,802 2,922 Fire Marshal 2,436. 2,518 2,599 2,680 2,742 2,802 2,922 City Clerk 2,436 2,518 2,599 2,680 2,742 2,802 2,922 Sr. Const. Representative 2,436 2,518 2,599 2,680 2,742 2,802 2,922 GRADB LBVBL 8 Sr Drafting Technician 2,248 2,322 2,395 2,467 2,523 2,579 2,686 Asst Liquor Manager 2,248 2,322 2,395 2,467 2,523 2,579 2,686 Communications Asst. 2,248 2,322 2,395 2,467 2,523 2,57 9 2.,686 Sr. Accounting Clerk 2,248 2,322 2,395 2,467 2,523 2,579 2,686 GRADB LBVBL 7 Department Secretary 2,067 2,132 2,196 2,261 2,309 2,358 2,455 . Sr. Citizen Coordinator 2,067 2,132 2,196 2,261 2,309 2,358. 2,455 Plan Asst/Code Enforce Coord 2,067 2,132 2,196 2,261 2,309 2,358 2,455. Sp. Assmt/Property Data Clk Blections Dep. Clerk 2,067 2,132 2,196 2,261 2,309 2,358 2,455 GRADB LEVBL 6 Building Department Asst. 1,872 1,929 1,985 2,042 2,087 2,131 2,218 Animal Control Officer 1,872 1,929 1,985 2,042 2,087 2,131 2,218 Drafting Technician 1,$72 1,929 1,985 2,042 2,087 2,131 2,218 Utility Billing Clerk 1,$72 1,929 1,985 2,042 2,087 2,131 2.,218 Assistant Producer 1,872 1,929 1,985 2,042 2,087 2,131 2,218 Liquor Supervisor 1,872. 1,929 1,985 2,042 2,087, 2,131 2,218 GRADB LBVEL 5 Accounting Clerk 1,683 1,734 1,784 1,835 1,872 1,.911 1,987 Accounts Payable Clerk 1,683 1,734 1,784 1,835 1,$72 1,911 1,987 GRADB LBVBL 4 Motor Vehicle Clerk 1,489 1,533.- 1,579 1,624 1,656 1,687 1,751 Secty/Recpt - Fire 1,489 1,533 1,579 1,624 1,656 1,687 1,751 Receptionist 1,489 1,533 1,579 1,624 1,656 1,68? 1,751 Secty/Recpt - Police 1,489 1,533 1,579 1,624 1,656 1,68? 1,751 Secty/Recpt - PW 1,489 1,533 1,579 1,624 1,656 1,687 1,751 Coamunity Service Officer .1,489 1,533 1,579 1,624. 1,656 1,687. 1,751 • ZONE A ZONE B FIRST MIDPOINT BOTTOM BOTTOM QUARTILE POSITION TITLE - START 12 MO 24 MO 36 MO 48 MO 60 MO GRADB LEVEL 3 1,301 1,337 1,372 1,409 1,437 1,465 1,521 GRADE LEVEL 2 1,103 1,133 1,165 1,195. 1,218 1,239 1,287 GRADE LEVEL 1 906 930 955 980 998 1,017. 1,051 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 EXEMPT AND NON-EXEMPT POSITIONS NOT COVERED BY A LABOR AGREEMENT A. BMPLOYBB FROGRESSION 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-Z. 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 the adoption of this resolution, may advance to the next eligible step in Zane A . and Zone B upon completion of 2080 hours worked. Merit pay for permanent part-time employees shall be based on their gross pay earned during the calendar year. B. PROGRESSING FROM BEGINNING OF ZONE B TO THE FIRST QUARTILE OF ZONE B B-1. a. After five years of employment, employees will he 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 B1 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 MARKBT CONDITIONS AND COST OF LIVING CHANGB 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 satis- factory. D. MBRIT,PLAN POLICY D-1. Bxempt and non-exempt employees not covered by a labor agreement 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 9, 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 fore 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. Far 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 Bngineer, Finance Director, Community & Economic Development Director,. Farks and Recreation Director Bnvironmental Resources/Public Works Director and Police Chief, 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 I/2 and each member of the Personnel Committee I/4. For the position of City Administrator, evaluations of performance to determine merit pay shall be conducted by the Personnel Committee. i D-6. Probationary employees starting at the beginning•of Zone A shall not be eligible for merit pay for the first 12 months of employment. D-7. Merit pay shall be paid for performance evaluations that result in a satisfactory, high or excellent score. Merit pay for 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. B. OVERALL PROGRESSION TO MIDPOINT E-1. Any and all progression. through pay steps established by the City is based on the assumption of continuing satisfactory performance of assigned job accountabilities. Sections A and B describe progression from step one to the 60 month (five year) step. Eligibility for payment at the midpoint will normally occur at 72 months (six years). Sections A through D describe all policies used to administer the pay plan as set forth in the resolution. c F. PAY GRADE ADJUSTMENTS F-1. 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 SPEC at the January 22, 1992 meeting, will receive the additional compensation retroactive far December 31, 1.991, consistent with the pay plan established by Resolution 91-172, and to January 1, 1992, consistent with the pay plan established by this resolution. APPROVED AND ADOPTED by the City Council of the City of Lakeville this 25th day of January, 1992. CITY OF LAHEVILLE BY:__ _ Du ne Zaun, a or ATT$ST: ~ Charlene Friedges, C~~y Clerk