HomeMy WebLinkAbout85-130
• CITY OF LAKEVILLE
RESOLUTION
Date December 16, 1985 Resolution No. 85-130
Motion by Harvey Seconded by Sindt
RESOLUTION ADOPTING THE NON-EXEMPT LIQUOR STORE
POSITIONS SALARY ZONE RANGES, PERFORMANCE/POSITION
EVALUATION AND SALARY APPROVAL POLICY
WHEREAS, the City Council has determined that the most effective
manner to classify positions, establish salary ranges, review and
evaluate personnel, and approve specific salaries is by the establish-
went of a process and plan based on sound personnel principles,
employee performance appraisals and competitive salary ranges; and
WHEREAS, the report and recommendations from DCA Stanton Group has
provided the basis for such a personnel plan and policy.
• NOW, THEREFORE, BE IT RESOLVED that the following non-exempt liquor
store positions, salary ranges, salary zone concept, employee perform-
ance appraisals process salary administration is hereby set forth and
adopted.
1. WAGE SCHEDULE (PER HOUR)
Position Zone I Zone II Zone III
Bartender $3.52-$4.73 $4.74-$6.30 $6.31-$8.61
Waitress 2.81- 3.15 3.16- 3.52 3.53- 3.94
Stock Clerk 3.52- 4.46 4.47- 5.25 5.26- 6.56
Stock 3.52- 3.68 3.69- 4.04 4.05- 4.73
Cook 3.52- 4.15 4.16- 4.67 4.68- 5.78
Janitor 3.52- 4.15 4.16- 4.67 4.68- 5.78
Bookkeeper 3.52- 4.46 4.47- 5.25 5.26- 6.56
(SALARIED)
Head Cook 5.25- 6.05 6.06- 6.83 6.84- 7.88
. 2. SALARY ZONES POLICY
Each salary range shall be divided into three zones as shown below
and administered by the City Administrator and Personnel Committee
of the City Council in accordance with this policy and within funds
budgeted by the City Council.
Minimum Maximum
25% 50% 25%
Zone 1 Zone 2 Zone 3
Zones 1 and 3 contain 25% of the range dollars, with 50% of the
range dollars in Zone 2.
Minimum Salary
The minimum salary shall be paid to an employee whose qualifications
and/or performance meet the minimum requirements for the position.
Below Minimum Salary
Salary payments below the minimum salary may be justified where the
present position-holder, a newly-hired employee, or a person just
promoted into a position, for whatever reason, is not meeting the
minimum requirements of the position.
• Above Minimum Salary
A starting salary above the minimum may be justified where a
newly-hired or promoted person has closely-related training and/or
experience in excess of the minimum position requirements.
Zone 1 Salary
Employees being paid in Zone 1 of their range is to normally include
those who are qualified for the position and who have the potential
for, or are performing in a productive manner. Such employees may
have the greatest opportunity for future upward salary adjustment in
their present position when justified on the basis of performance.
Zone 2 Salary
Employees being paid in Zone 2 should be those who are fully
qualified from the standpoint of training and experience and who
have proved their ability to perform consistently and satisfactorily
in all important areas of accountability.
Zone 3 Salary
Employees being paid in Zone 3 of the range for their position shall
include only those who have consistently and over an extended period
• of time clearly demonstrated superior performance in all important
areas of accountability of their position.
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• 3. The designated supervisory department manager shall conduct an
annual employee evaluation and review of work performance and
present it to the City Administrator. These evaluations shall be
completed by March 1st each year.
4. The City Administrator shall present the salary recommendation for
each employee under this resolution to all council members when it
is forwarded to the Personnel Committee of the City Council. The
employee may appeal the recommendation of the City Administrator to
the Personnel Committee.
5. The evaluation and salary recommendation shall be reviewed by the
Personnel Committee of the City Council. The Personnel Committee
must approve the salary for each employee before it may be .paid. If
the Personnel Committee is unable to agree on a salary for an
employee, the matter shall be submitted to the City Council for a
decision. The unanimous decision of the Personnel Committee shall
be final.
6. All salaries approved under this plan shall be based on the equiva-
lent of a 40 hour work week, a 2080 hour work year and shall then be
converted to an hourly wage rate for the position and employee.
There shall be 26 bi-weekly pay periods during each calendar year.
Pay for overtime hours worked in excess of the normal work day or
week shall be in accordance with overtime policy set forth in an
• employee manual or resolution adopted by the City Council.
7. All previous salary schedules and policy for non-exempt liquor store
positions covered by this resolution and plan are hereby repealed,
and this resolution and plan is adopted effective January 1, 1986.
APPROVED AND ADOPTED this 16th day of December , 1985.
CITY OF LAKEVILLE
Duane Zaun, Mayo
ATTEST:
c
P
atrick E. McGarvey, City Clerk
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