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Home My WebLink About90-159 x.. t' . CITY OF LAKEVILLE RESOLUTION Date December 3, 1990 Resolution No __90_ 159 Motion b Ruhmann Seconded b Harve y - y ------y---------------- RESOLUTION ADOPTING THE POSITION CLASSIFICATION AND PAY PLAN. FOR EXEMPT AND NON-EXEMPT POSITLONS AND SETTING FORTH THE POLICY FOR THE ADMINISTRATION OF THE PAY PLAN WHEREAS, .the City_Council has adopted pay plans from: dime to time to provide for the compensation of employees in various pas it ion and `WHEREAS, the Employee Position Evaluation Committee has: met from time o time and assigned Point Factor Values to all permanent employee positions'; and WHEREAS, the City Councilwishes 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, mar$et conditions, and position evaluations. NOW, THBREFORE, 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, 1991: ZONE A ZONE B FIRST $OTTOM BOTTOM QUARTILE MIDPOINT POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 19 City Administrator 4860 5062 5264 5466 5618 5772 6070. GRADE LEVEL 1$ "4396 4576 4755 4935 5070 5205 5472 GRADE LEVEL 17 City Engineer 3931 4089 4246 4403 4521 4638 4874 Finance Director 3931 4089 4246 4403 4521 4638 4874 Police Chief 3931 4089 4246 4403 4521 4638 4874 GRADE LEVEL 16 Parks and Recreation Dir. 3645 3787 3929 4072 4178 4285 4498 Comm. & Economic Dev. bir. 3645 3787 3929 4072 4178 4285 4498 Envir. Resource.& PW Dir. 3645 3787 3929 4072 4178 4285 4498 GRADE LEVEL 15 3385. 3515 3644 3774 .3872 3969 4164 GRADE LEVEL 14 . Liquor Manager 3212 3333 3453 3574 3665 3755 3937 GRADE LEVEL 13 Chief Building Inspector 3041 3154 3268 3381 3464 3548 3714 GRADE LEVEL 12 Utilities Superintendent -2866 2970 3074 3178 .3255 3331 3486. Street Superin endent 2866 2970 3074 3178 3255 3331 3486 Park Superintendent 2866 2970 3074 3178 3255 3331 3486 Sr. Project Coordinator 2866 2970 3074 3178 3255 3331 3486 GRADE .LEVEL. 11 Asst. Engineer 2697 2792. 2888 2984 3055 3126 3265 GRADE LEVEL 10 Recreation Supervisor '_2521 2607 2694 2780. 2845 2910 3036 Accountant 2521 2607 2694 2780 2845 2910 3D36 Plmb.JMech. Inspector 2521 2&07 2694 2780 2845. 2910 3036 Assistant C, D.-Director 2521 260fi 2694 2?80 2845 2910 3036 ZONB A ZONE B • FIRST BOTTOM BOTTOM QUARTILfi MIDPOINT POSITION TITLfi START 12 M0 24 MO 36 MO 48 MO 60 MO GRADE LEVEL-9 Motor Vehicle Office: Mgr, 2345 2424 2502 2580 2639 2697 2813 Research Analyst 2345 2424 2502 2580 2639 2697 2813 Bldg."Insp../Plans Examiner 2345 2424 2502 2580 2639 2697 2813 Fire Marshal 2345 2424 2502 2580 2639 2697 2813 City Clerk 2345 2424 2502 2580 2639 2697. 2813 Sr. Const.-Representative 2345 2424 2502 2580 2639 2697 2813 GRADE LfiVEL 8 Sr. Drafting Technician 2164 2235 2305 2375 2429. 2482 2585 Asst. Liquor Manager 2164 2235 2305 2375 2429 2482 25$5 GRADE.LEVfiL 7 Sr. Accounting-Clerk 1990 2052 2114 2176 2223 2270 2363 Department Secretary. 1990 2052 2114 2176 2223 2270 2363 Sr. Citizen Coordinator 1990 2052 2114 2176 2223 2270 2363 Plan Assistant/ Code Enforcement 1990 2052 2114 2176 2223 2270 .2363 GRADB LBVSL 6 .Special Assessment Clerk 1802 1857 1911 1966 2009 2051 2135 Building Department.: Asst: 1802 1857 1911 1966 2009 2051 2.135 Animal'Control Officer 1802 1857 1911. 1966 2009 2051 2135 Drafting Technician 1802 1857 1911 1966 2009 2051 2135 GRADE LEVBL S Utility Billing Clerk 1820 1669 1717 1766 1802 1839 1913 Accounting Clerk 1620- 1669 1717 1766 1802 1839 1913 GRADB LfiVEL 4 Accounts Payable Clerk 1433 1476 1520 1563. 1594. 1624 1685 Motor Vehicle: Clerk 1433 1476 1520 1563 1594 1624 1685 Secretary/Recep ionist- _Fi're -1433 147.6 1520 1563 1594 1624 168:5 Receptionist 1433 1476. 1520 1563 1594 1624 1685 Secretary/Receptionist- Police 1433 1476 1520 1563 1594 1624 1685 .Secretary/Receptionist Pub. Wks/Float 1433 1476 1520 1563 1594 1624 1685 Community Service Officer 1433 1476 1520. 1563 1594 1624 1685 GRADE. LfiVBL 3 1.252 1287 1.321 1356 1383 1410 1464 GRADfi LEVBL 2 '1062 1091 1121- 1150 1172 1L93 '1239 GRADfi LgVBL '1 Janitor 872 895 919 943 961 979 1012 2. The fo lowin olic shall be used to administer this a lan for g P Y P Y P the positions listed above in Section 1. PAY :PLAN POLICY & ADMINISTRATION FOR EXEMPT AND.NON-EXEMPT POSITIONS NOT COVERED BY A LABOR AGREEMENT 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 resul s 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 wih..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. Merit payfor permanent apart-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, 1989-1990 B-l. a. After five years of emplloyment, employees will he e igible fox progressing to the first quartile, effective January-l-, 1990. w 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 abovethe bottom of Zane<B shall xeceive the above paragraph BI transition increase if and`. when the scheduled rate exceeds their tivage rate and their performance is satisfactory • C. PAY. PLAN ADJUSTMfiNT BASED ON CONSIDBRATION 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 satis- factory. D. MERIT PLAN POLICY D-1. Exempt 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 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 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. consis ing of the immediate supervisor, City Administrator, and the Personnel. Committee shall rate the employee's performance with the immediatE supervisor rating weighted for I/3, City Administrator 1/3 and each: member of the"Personnel-Committee 1/6. D-4. Forthe-positions of`'City Engineer, Finance Director, Community and ficonomic Development Director, Parks and Recreation Director, finvironmental Resources/Public Works Director and Police Chief, evalua ions 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 weghte< ,for 1/2 and each member'of`the Personnel Committee 1/4. D-5. For the position of City Administrator, evaluations of performance to_det$rmine merit pay shall be conducted by the Personnel'Committe'e. i A-6. Probationary employees starting at the beginning of Zone A shall not be eligb Le-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. PAY GRADE ADJUSTMENTS E-1. Employees who's positions were evaluated and who's Point Factor- Values were adjusted, thereby resulting in a corresponding ncreas in their-pay grade as established by EPEC at the November. 8, 1990 meeting, will receive the additional compensation.. retroac ve to November 11, 1990. APPROVED AND ADOPTED by the City Council of the City of Lakeville this 3rd day of December, 1990. CITY OF LAKEVILLE BY: Du ne Zaun,-- or--- ATTEST: Charlene Friedges, Cit -C 1'srk