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Home My WebLink About90-078 ,i CITY OF LAHBVILLB RBSOLUTiON Date ______Jul~ 16, 1990 Resolution No 90-78 Motion b Sindt Seconded b Harvey y - - y RBSOLUTION ADOPTING THB POSITION CLASSIFICATION AND PAY PLAN FOR SXBMPT AND NON-BXBMPT POSSTIONS AND SBTTING'FORTH.THB POLICY FOR THB ADMINISTRATION OF THB.PAY PLAN WHBRBAS, the City Council has adopted pay plans from time to time to provide for the compensation of employees in various positions; and WHBRBAS, the Bmployee Position Bvaluation Committee has met from time to time and assigned Point Factor Values to all permanent employee positions; and WHBRBAS, the City Council wishes to use the BPBC recommendations a~ a basis for establishing a pay plan; and WHBRBAS, 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, THBRBFORB, BB IT RBSOLVBD by the City Council of the City of Lakeville,-Minnesota: 1. The following pay plan is hereby adopted for the positions listed below effective June 1990: t ZONB A ZONB B FIRST BOTTOM BOTTOM QUARTILB MIDPOINT POSITION TITLB START 12 MO 24 MO 36 MO 48 MO 60 MO GRADS LBVBL 19 City Administrator $4,331 $4,511 $4,691 $4,871 $.5,007 $5,143 $5,410 GRADB LBVBL 18 4,055 4,221 4,386 4,552 4,676 4,800 5,048. GRADB LBVBL 17 City Bngineer 3,780 3,931 4,083 .4,234 4,347 .4,460 4,687 GRADB LBVBL 16 Finance Director 3,505 3,642 3,778 3,915 4,018 4,120 4,325 Police Chief 3,505 3,642 3,778 3,915 4,018 4,120 4,325 Parks and Recreation Dir. 3,505 3,642 3,778 3,915 4,018 4,120 4,325 Community Development Dir. 3,505 3,642 3,778 3,915. 4,018 4,120 4,325 GRADS LBVBL 15____________ 3,255 3,380 3,504 3,629 3,723 3,81? 4,004 GRADB LBVBL 14 Liquor Manager 3,088 3,204 3,321 3,437 3,524 3,611 3,786 GRADB LBVBL 13 2,924 3,033 3,142 3,25 1 3,331 3,411 3,571 GRADB LBVBL 12 Utilities Superintendent 2,756 2,856 2,956 3,056 3,130 3,203 3,352 Street Superintendent 2,756 2,856 2,956 3,056 3,130 3,203 3,352 Park Superintendent 2,756 2,856 2,956 3,056 3,130 3,203 3,352 Chief Building Inspector 2,756 2,856 2,956 3,056 3,130 3,203 3,352 Sr. Project Coordinator 2,756 2,856 2,956 3,056 3,130 3,203 3,352 GRADS LBVBL 11 Asst. Bngineer 2,593 2,685 2,777 2,869 2,93? 3,006 3,139 GRADB LBVBL 10 Recreation Supervisor 2,424 2,507 2,590 2,673 2,735 2,?98 2,919 Accountant 2,424 2,507 2,590 2,673 2,735 2,T98 2,919 P1mb.jMech. Inspector 2,424 2,507 2,590 2,673 2,735 2,7.98 2,919 Assistant C. D. Director 2,424 2,507 2,590 2,673 2,735 2,798 2,919 GRADB LBVBL 9 ' Motor Vehicle Office Mgr. 2,255 2,330 2,406 2,481 2,537 2,593 2,705 Research Analyst 2,255 2,330 2,406 2,481 2,537 2,593 2,705 Bldg. Insp./Plans Bxaminer 2,255 2,330 2,406 2,481 2,53? 2,593 2,705 ZONB A ZONB B FIRST BOTTOM BOTTOM QUARTILE MIDPOINT POSITION TITLB START 12 MO 24 MO 36 MO 48 MO 60 MO Fire Marshal 2,255 2,330 2,406 2,481 2,53? 2,593 2,705 City Clerk 2,255 2,330 2,40 6 2,481 2,537 2,593 2,705 Sr. Const. Representative 2,255 2,330 2,406 2,481 2,537 2,593 2,?05 GRADE LBVBL 8 Sr. Drafting Technician 2,081 2,149 2,216 2,284 2,335 2,38? 2,486 Asst. Liquor Manager 2,081 2,149 2,216 2,284 2,335 2,38? 2,486 GRADB LBVBL 7 Sr. Accounting Clerk '1,913 1,973 2,032 2,092 2,137 2,182 2,272 Department Secretary 1,913 1,973 2,032 2,092 2,137 2,182 2,2?2 Sr. Citizen Coordinator 1,913 1,973 2,032 2,092 2,137- 2,182 2,272 Plan Assistant/ Code Bnforcement 1,913 1,973 2,032 2,092 2,137 2,.182 2,272 GRADB-LBVBL-6------------- Special Assessment Clerk 1,733 1,785 1,838 1,890 1,931 1,9?3 2,053 Building Department Asst. 1,733 1,?85 1,838 1,890 1,931 1,973 2,053 Animal Control Officer 1,733 1,?85 1,838 1,890 1,931' 1,973 2,053 Drafting Technician 1,733 1,785 1,838 1,890 1,931 1,973 2,053 GRADB LBVBL 5 Utility Billing Clerk 1,-558 1,605 1,651 1,698 1,733 1,768. 1,839 Accounting Clerk 1,558 1,605 1,651 1,698 1,733 1,768 1,839 GRADB LBVBL 4 Accounts Payable Clerk 1,378 1,420 1,461 1,503 1,532 1,562 1,62.0 Motor Vehicle Clerk 1,378 1,420 1,461 1,503 1,532 1,562 1,620 Secretary/Receptionist- Fire 1,378 1,420 1,461 1,503 1,532 1,562 1,620 Receptionist 1,378 .1,420 1,461 1,503 1,532 1,562 1,620 Secretary/Receptionist- Police 1,378 1,420 1,461 1,503 1,532 1,562 1,620 Community Service Officer 1,378 1,420 1,461 1,503 1,532 1,562 1,620 GRADS LBVBL 3 1,204 1,237. 1,271 1,304 1,330 1,355 1,408 GRADS LBVBL 2 Janitor/Mnt. Liquor Stores 1,021 1,049 1,078 1,106 1,12? 1,14.7 1,191 ' GRADB LBVBL 1 Janitor 838 861 $84 907 924 941 9?3 • 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 $Y A LABOR AGREEMENT A. EMPLOYBE 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. Snployees 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. Merit pay for permanent .pant-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-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 Zane B and the first quartile in Zone B. B-2. Employees presently above the bottom of Zone B shall receive. the above paragraph Bl 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 MARHET 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 Gity 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 POLLCY 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 employees in grades I through 9, inclusive, 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, City Administrator and Personnel Committee shall rate the employee's performance with the supervisor rating weighted. for 1/3, City Administrator 1/3, and each member of the employee Personnel Committeel/6. D-3. For non-union employees in grade levels 9 through 17, except those positions referred to in section D-4, evaluation of per- formance 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 Development Director, Parks and Recreation `Directar 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 Cammittee 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. Probationary employees starting at the beginning of Zone A shall-.not be eligible for merit pay for the first IZ 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. PAY GRADE ADJUSTMBNTS 5-1. Bmployees 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 BPBC at the June 7 and June 19, 1990 meeting, will receive the additional compensation .retroactive to June 7, 1990. E-2. Employees who's Point Factor Values were decreased, as determined. by the SPEC Committee at the February 22, 1990 meeting, will .have their compensation frozen at .the current level. Subsequent pay adjustments (annual COLA) for which the employee_is eligible will. be withheld until such time as the employee's level of compensa- tion comes in line with the newly established pay grade while maintaining the integrity of the step increase process. APPROVED AND ADOPTED by the City Council of_the City of Lakeville this 16th day of July, 1990. CLTY OF AKEVILLE BY: D ane Zaun yor-- - A TBST: C arlene Friedges, Ci Clerk