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Home My WebLink About88-172 .~t CITY OF LAKEVILLE RESOLUTION Date December 19, 1988 Resolution No. 88-172 Motion by Harvey Seconded by Nelson 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 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, 1989: ZONE A ZONE B ZONE C POSITION TITLE BOTTOM. BOTTOM MIDPOINT TOP TOP GRADE LEVEL 19 City Administrator $4,164 $4,684 $5,202 $5,727 ..$6,246 (Eff. 4/2/89) GRADE LEVEL 18 GRADE LEVEL 17 GRADE LEVEL 16 Finance. Director 3.,370 3,764 4,159 4,559 4,954 Police Chief 3,370 3,764 4,159 4,559 4,954 Parks and Recreation Director 3,370 3,764. 4,159 4,559 4,954 Community Development Director 3,370 3,764 4,159 4;559 4,954 • t GRADE LEVEL 15 Engineer $3,130 $3,489 $3,850. $4,208 $4,570 GRADE LEVEL I4 2,969 3,305 3,640 3,970 4,305 GRADE LEVEL 13 2,812 3,126 3,434 3,742 4,051 GRADE LEVEL 12 Off-Sale Manager 2,650 2,938 3,223 3,505 3,791 Utilities. Superintendent 2,650 2,938 3,223 3,505 3,791 Street Superintendent 2,650 2,938 3,223 3,505 3,791 Park Superintendent 2,650 2,938 3,223 3,505 3,791 Chief Building Inspector 2,650 2,650 3,b50 3,650 3,650 Police Sergeant/Investigator 2,650 2,938 3,223 3,505 3,791 GRADE LEVEL 11 Communications Coordinator 2,493 2,759 3,018 3,282 3,542 GRADE LEVEL 10 Recreation Supervisor 2,331 2,570 2,807 3,050 3,288 Accountant 2,331 2,570 2,807 3,050 3,288 • Patrol Officer 2,331 2,570 2,807 3,050 3,288 Investigator 2,331 2,570 2,807 3,050 3,288 GRADE LEVEL 9 Property Data. Specialist 2,168 2,38b 2,601 2,823 3,039 Plumbing Inspector 2,1b8 2,386 2,601 2,823 3,.0.39 Assistant C:D. Director 2,168 2,386 2,601 2,823 3,039 Administrative Asst. (City Adm.) 2,1$8 2,386 2,60.1 2,823 3,039 Motor Vehicle Office Manager 2,1b8 .2,386 2,601 2,823. 3,039 Administrative Asst. (Police). 2,168 2,386. 2,601 2,823 3,039 Building Inspector 2,1b8 2,386 2,601 2,823 3,039 Lead Service Technician 2,168 2,386 2,601 2,823 3,039. Lead Worker Utility Maintenance 2,168 2,386 2,601 2,823 3,-039 GRADE LEVEL 8 Administrative Secretary 2,001 2,196 2,390 2,585 2,780 Communication Technician 2,001 2,196 2,390 2,585 2,780 Lead Worker - Streets 2,001 2,196 2,390 2,585 2,780 Lead Worker - Parks. 2,001 2,196 2,390 2,585 2,780. Service Technician 2,001 2,196 2,390 2,585 2,780 • 2 Yy • GRADE LEVEL 7 Sr. Accounting Clerk 1,839 2,012 2,185 2,363 2,537 Department Secretary 1,839 2,012 2,185 2,363 2,537 Utility Maintenance II 1,839 2,012 2,185 2,363 2,537 GRADE LEVEL 6 Special Assessment Clerk 1,666 1,817 1,974 2,131 2,282 Inspection Department Clerk 1,666 1,817 1,974 2,131 2,282 Park Maintenance II 1,666 1,817 1,974 2,131 2,282 Street Maintenance II 1,666 1,817 1,974 .2,131 2,282 GRADE LEVEL 5 Building Maintenance $1,498 $1,633 $1,768 $1,903 $2,038 Utility Billing Clerk 1,498 1,633 1,768 1,903 2,038 Accounting Clerk 1,498 1,633 1,768 -1,903 2,038 Senior Center Assistant 1,498 1,633 1,768 1,903 2,038 GRADE LEVEL 4 Accounts Payable Clerk 1,325 1,445 1,558 1,676 1,790 Motor Vehicle Clerk 1,325 1,445 1,558 1,676 1,790.. Secretary/Receptionist .(Fire) 1,325 1,445 1,558 1,676 1,790 • Receptionist 1,325 1,445 1,558 1,676 1,790 Secretary/Receptionist (Police) 1,325 1,445 1,558 1,676 1,790 GRADE LEVEL 3 Community Service Officer 1,158 1.,254 1,354 1,455. 1,552 GRADE LEVEL 2 GRADE LEVEL 1 Janitor 806 872 936 1,000 1,Ob5 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. EMPLOYEE PROGRESSION FROM START OF .ZONE A TO ZONE B • 3 . 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 positron 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 progressrnn through Zone A to the beginning of Zone B. A-4. Permanent part-time employees .may advance to the steps in Zone A and Zone B on their employment anniversary date. 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 95% OF THE MID POINT OF ZONE B, 1988-1989 • B-1. a. .After five years of employment, employees will be eligible for_ .progressing to the first quartile, effective January 1, 1989. 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 rn 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 satisfac- tort'. 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 he pay plan on the date approved by the City C~uncrl subject to their satisfactory work performance. If"their work performance is determined to be ess than satisfactory as approved by the Personnel Committee of the City Council, theirwage-.rate may be frozen until their work performance rs determined to be satrsfac- tory. • 4 u? 4 • D. MERIT PLAN POLICY D-l. 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. 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 one other department supervisor shall rate the employee's performance with the supervisor rating weighted for 50%, administrator 25% and supervisor 25% for non-exempt employ- ees. D-3. For exempt employees, the City Administrator shall submit the employee's evaluation rating to the City Council Personnel Committee. The administrator evaluation shall be weighted 50% and each member of the Personnel Committee 25%. D-4. 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. within the capability of the . employer to fund the merit plan and within the following require- ments. ZONE B GRADE STATUS a. Excellent evaluation score: Up to .the top of Zone B. b. High evaluation score: Up to 1/2 the difference between Zone B mid point and the top of Zone B c. Satisfactory evaluation score: Up to the Zone B mid point, d. Less than satisfactory evaluation scores Wage maybe frozen until work performance becomessatisfactory. e. Unsatisfactory. evaluationscorec Wages may be reduced: or employee suspended ~r terminated. D-5. 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 within the capability of the .employer to fund the .merit plan and within the following require- ments. • 5 4. ~ ZONE A GRADE STATUS a. Probationary employees starting at the beginning of Zone A shall not be eligible for merit pay for. the .first 12 months of employment. After the second twelve months, merit pay may be earned as follows: b. Excellent evaluation score: Up to 105% of Zone B mid point.. c. High evaluation score: Up to the mid point of Zone B. d. Satisfactory evaluation scorer Up to 95% of the,Zone B mid paint. e. Less than satisfactory evaluation score: Wage may be frozen until work. performance becomes satisfactory. f. Unsatisfactory evaluation score: Wages may be reduced or employee. suspended or terminated. APPROVED AND .ADOPTED by the City Council of the City of Lakeville this 19th day of December 1988. CITY OF LAKEVILLE • BY• D ane Zaun, Ma ATTEST:. f, T Patrick E. arvey, City.Cl 6