HomeMy WebLinkAbout04-074
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CITY OF LAKEVILLE
RESOLUTION
Date: April I9, 2004 Resolution No, 04-74
Motion by: Bellows Seconded by: Wulff
..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 Employee 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
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, 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 March 29, 2004.
POSITION TITLE START _ 12 MO 24 MO 36 MO 48 MO 60 MO MERIT
GRADE LEVEL 23
City Administrator 44.602. 46.437 48.300 50.152 51.583 52.973 55.656
GRADE LEVEL 22 40.962 42.640 44.348 46.062 47.371 48.640 51.127
GRADE LEVEL 21
Police Chief 38.821 40.413 42.000 43.575 44..769 45.975 48.324
GRADE LEVEL 20
City Engineer 36.975. 38.492 39.99$ 41.492 42.640 43.788 46.021
Finance Director 36.975 38.492 39.998 41.492 .42.640 43.788 46.021
GRADE LEVEL 19
Comm & Ec Dev Dir 35.025 36.438 37.852 39.265 40.344 41.394 43.500
Parks & Recreation Dir 35.025 36.438 37.852 39.265 40.344 41.394 43.500
GRADE LEVEL 18
Director of Planning 33.063 ' 34.396 35.700 37.021 38.025 39.006. .40.996
.Dir. Operations & Mnt. 33.063 34.396 35.700 37.021 38.025 39.006 40.996
Police Captain 33.063 34.396 35.700 37.021 38.025 39.006 40.996
GRADE LEVEL 17
Fire Chief 31.863 33.110 34.385 35.637 36.588 37.540 39.422
GRADE LEVEL 16
• Information Systems Mgr 30.658 31.852 33.052 34.246 35.140 36.052 37.823
Human Resources Manager 30.658 31.852 .33.052 34:246 35.140 36.052. 37.823
GRADE LEVEL 15
Dir of Liquor Operations 28.483 29.567 30.652 31.737 32.562 33.381 35.026
Park Maint & Op Mgr 28.483 29.567 30.652 31.737 32.562 33.381 35.026
Asst. City. Engineer.. 28.483 29.567 30.652 31.737 32.562 33.381 35.026
Building Official 28.483 29.567 30.652 31.737 32.562.33.381 35.026
GRADE LEVEL 14
Utilities Superintendent 27.006 28.033 29.048 30.058 30.831 31.581 33.098
Street Superintendent 27.006 28.033 29.048 30.058 30.831 31.581 33.098
Parks Supervisor 27.006 28.033 29.048 30.058 30.831 31.581 33.098
GRADE LEVEL 13
Sr. Project Coordinator 25.569 26.521 27.496 28.437 29.129 29.844 31.229
Env. Resources Coordinator 25.569 26.521 27.496 28.437 29.129 29.844 31.229
Develop/Design.: Engineer 25.569 26.521 27.496 28.437 29.129 29.844 31.229
GRADE LEVEL 12
Senior Accountant 24,104 24.981 25.858 26.735 27.381 28.015 29.331
City Clerk 24.104 24.981 25.858 26.735 27.381 28.015 29.331
Asst. to City Administrator 24.104 24.981 25.858 26..735 27.381 28.015 29.331
Sr. Plmb./Mech. Inspector 24.104 24.981 25.858 26.735 27.381. .28.015 29.331
Sr. Bldg Insp/Plans Exam. 24.104. 24.981 25.858 26.735 27.381 28.015 29.331
Sr. Electrical Inspector 24.104 24.981 25.858 26.735 27.381 28'.015 29.331
GIS Specialist II 24.104 24.981 25.858 26.735 27.38.1 28.015. 29.331
GRADE LEVEL 11
Recreation Supervisor 22.673 23.475 24.294 25.1 i3 25,696 26.296 27.462
Cable Coordinator .22.673 23.475 24.294 25.11.3 25.696 26.296 27.462
Civil Engineer I 22.673 23.475 24.294 25.113 25.696 26.296 27.462
Arts Center Coordinator 22.673 23.475 24.294 25.113 25.696 26.296 27.462
Plmb./Mech. Inspector 22.673 23.475 24.294 25.113 25.696 26.296 27.462
Bldg Insp/Plans Examiner 22.673 23.475 24.294 25.113 25.696 26.296 27.462
Public Information Coord. 22.673 23.475 24.294 25.113 25.696 26.296. ` 27.462
Employee Relations Coord. 22.673 23.475 24.294 25.113 25.696 26.296 27.462
Associate Planner 22.673 23.475 24.294 25.113 25.696 26.296 27.462
Sr. Const. Representative 22.673 23.475 24.294 25.113 25.696 26.296 27.462
GRADE LEVEL 10 _
Records Supervisor 21.213 21.917 22.656 23.388 23.931 .24.485 25.535
Engineering Technician II 21.213 21.917 22.656 23.388 23.931 24.485 25.535
Accountant 11 21.213 21.917 22.656 23.388 23.931 24.485 25.535
Ec. Dev. Coordinator 21.213 21.917 22.656 23.388 23.931 24.485 25.535.
Info. Systems Technician 21.213 21.917 22.656 23.388 23.931 24.485 25.535
O & M Analyst/Safety Spec. 21.213 21.917 .22.656 23.388 23.931 24.485. 25.535
Fire Inspector 21.213. 21.917 .22.656 23.388 23.931 24.485 25.535
GRADE LEVEL 9
flesearch .Analyst 19.731 20.383 21.040 21.698 22.194 22.673 23.654
Store Supervisor 19.731 20.383 21.040 21.698 22.194 22.673 23.654
Zoning Enforce/Recycling 19.731 20.383 21..040 21.698 22.194 22.673 23.654
Coordinator
Sr. Center Coordinator 19.731 20.383 21.040 21.698 22.194. 22.673- 23.654
• Recreation Program Asst. 19.731 20.383 21.040 21.698 22.194 22.673 .23.654
GRADE LEVEL 8
Confidential Secretary/ 18.196 18.802 19.396 19.979 20.417. 20.873 21.750
Deputy Clerk 18.196 18.802 19.396 19.979 20.417 20.873 21.750
Sp. Assmt/Property Data Clk 18.196 .18.802 19.396 19.979 20.417 20.873 21.750
Acctng Clerk/Financial Secty 18.196 18.802. 19.396 19.979 20.417 20.873 21.750
Crime Prev./Evidence Tech 18.196 18.802 19.396 19.979 20.417 20.873 21.750
GIS Technician 18.196 18.802 19.396 .19.979 20.417 20.873 21.750
Info. Systems Technician I 18.196 18.802. 19.396. 19.979 20.417 20..873: 21.750
GRADE LEVEL 7
Utility Billing Clerk 16.742 17.256 17.781 18.300 18.698 19.085 19.869
Senior Secretary 16.742 17.256 17.781 18.300 18.698 19.085. 19.869
Public Information Specialist 16.742 17.256 17.781 18.300 18.698 19.085. 19.869
Video Producer 16.742 17256 17.781 18.300 18.698 19.085 19.869
Environ. Resources Tech. 16.742 17.256 17.781 18.300 18.698 19.085 19.869
Accounts Payable Clerk t6.742 17.256 17.781 18.300 18.698 19.085 19.869
GRADE LEVEL 6
Building Department Asst. 15.906 16.390 16.869 17.365 17.746 18.110. 18.848
Department Secretary 15.906 16.390 16.869 17.365 17.746 1.8.110 18.848
Comm. Pub. Safety Officer 15.906 16.390. 16.869 17.365 17.746 18.110 18.848
GRADE LEVEL 5
Secretary/Receptionist 14.313 14.735 15.173 15.612 15.906. 16.263 16.881
.Asst Video Producer 14.313. 14.735 15.173 15.612 1.5.906 16.263 16.881
GRADE LEVEL 4
Facility Attendant 12.663 13,027 13.425 13.812 14.088 14.348 14.896
Community Service Officer 12.663 13.027 13.425 13.812 14.088 14.348 14.896
GRADE LEVEL 3
Sr. Center Assistant 11,071 11.365 11.665 11.977 12.219 12.450 12.935
Building Attendant 11.071. 11.365 11.665 11.977 12.219. 12.450 12.935
GRADE LEVEL 2 9.375 9.629 9.906 10.160 10.362. 10.540 10.933
GRADE LEVEL 1 7.696 7.915 8.117 8.331 8.487 8.648 8.925
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2. The following policy shall be used to administer this pay plan for the
positions listed below.
PAY PLAN POLICY & ADMINISTRATION FOR
EXEMPT AND NON-EXEMPT
POSITIONS IDENTIFIED WITHIN THIS RESOLUTION
A. EMPLOYEE PROGRESSION
A-1 Employees hired will start employment at the Start Step 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
position step until their performance improves to satisfactory.
A-3 Employees progress through the steps on an annual basis until they reach the top
60 Month step. The 60 Month step is the highest step level of each grade.
A-4 Part Time employees may advance to the next eligible step upon completion of
2080 hours worked.
B. PAY PLAN ADJUSTMENT BASED ON CONSIDERATION OF
MARKET CONDITIONS AND COST OF LIVING CHANGE
B-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.
C. MERIT PLAN POLICY
C-1 Exempt and non-exempt (full-time and part-time) employees identified within this
resolution shall be eligible for merit pay. Merit pay will be considered on an
annual basis.
C-2 For non-exempt, non-union employees in grades 1 through 12, evaluations 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 by the supervisor, and then submitted to the City Administrator for
review. The immediate supervisor and City Administrator shall rate the
employee's performance with the supervisor rating weighted for I/z and the City
Administrator'/z.
C-3 For exempt, non-union employees in grade levels 9 through 16, 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. The immediate supervisor and
City Administrator shall rate the employee's performance with the immediate.
supervisor rating weighted for 1/z and the City Administrator 1h.
C-4 For the positions of City Engineer, Finance Director, Community and Economic
Development Director, Parks and Recreation Director, Police Chief, Director of
Operations and Maintenance, Director of Planning, Director of Liquor
Operations, Building Official, Information Systems Manager and Fire 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 1/2 and each member of the Personnel
Committee 1/4.
C-5 For the position of City Administrator, evaluations of performance to determine
merit pay shall be conducted by the Personnel Committee.
C-6 Merit shall be based on gross wages, exclusive of overtime and merit pay, earned
during the calendar year. Employees shall not be eligible for merit pay for wages
earned at the Start Step.
C-7 Merit pay shall be paid for performance evaluations that result m a satisfactory,
high or excellent score. Merit pay for the 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.
C-8 Employees must be considered actively employed or on an approved leave of
absence as of December 31S` of the current year to be eligible for a merit payout.
D. PAY GRADE AND TITLE ADJUSTMENTS
D-1 The Administrative Assistant Operations & Maintenance position. will be moved
from a grade 9 to a grade 10 and the title of the position will be changed to
Operations & Maintenance Analyst /Safety Specialist effective March 29, 2004.
D-2 The title of the position Environmental Technician will be changed to
Environmental Resources Technician effective March 29, 2004.
E. COMPENSATION SURVEY
E-1 The next compensation survey will be completed in 2004 for implementation in
2005. The survey will utilize the following cities for benchmark comparisons:
i Eagan, Blaine, Burnsville, Maple Grove, Apple Valley, Woodbury, Maplewood,
and Inver Grove Heights.
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E-2 In conjunction with the market survey a comprehensive compensation review will
be conducted for all secretarial (non-accounting) positions.
APPROVED AND ADOPTED by the City Council of -the City of Lakeville this
19th day of April, 2004.
CITY OF L KEVILL
BY: ~ /V
A -EST: Robert D. Joh on, Mayor
f
harlene Friedges, City rk
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