HomeMy WebLinkAbout04-289 CITY OF LAKEVILLE
i RESOLUTION
Date: December 20, 2004 Resolution No, 04-28.9
Motion by: Wulff Seconded by: Bellows
RESOLUTION AMENDING 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 January 1, 2005.
POSITION TITLE START 12 MO 24 MO 36 M0 48 MO 60 MO MERIT
GRADE LEVEL 23
City Administrator 7886 8210 8539 8867 9120 9366 9840
GRADE LEVEL 22 7242 7539 7841 8144 8375 8600 9039
GRADE LEVEL 21
Police Chief 6864 7145 7426 7704 7915 8128 8544
GRADE LEVEL 20
City Engineer 6537 6805 7072 7336 7539 7742 8137
Finance Director 6537 6805 7072 7336 7539 7742 8137
GRADE LEVEL 19
Comm & Ec. Dev. Director 6192 6442 6692 6942 7133 7319 7691
Parks & Recreation Dir. 6192 6442 6692 6942 7133 7319 7691
GRADE LEVEL 18
Director of Planning 5846 6081 6312 6545 6723 6896 7248
Dir. Operations & Mnt. 5846 6081 6312 6545 6723 6896. 7248
Police Captain 5846 6081 6312 6545 6723 6896 7248
GRADE LEVEL 17
Fire Chief 5633 5854 6079 6301 6469 6637 6970
GRADE LEVEL 16
Information Systems Mgr 5420 5631 5844 6055 6213 6374 6687
Human Resources Manager 5420 5631 5844 6055 6213 6374 6687
GRADE LEVEL 15
Dir. Of Liquor Operations 5036 5228 5419 5611 5757 5902 6192
Park Maint & Operations Mgr 5036 5228 5419 5611 5757 5902 6192
Asst. City Engineer 5036 5228 5419 5611 5757 5902 6192
Building Official 5036 5228 5419 5611 5757 5902 6192
GRADE LEVEL 14
Utilities Superintendent .4775 4956 5136 5314 5451 5583 5852
Street Superintendent 4775 4956 5136 5314 5451 5583 5852
Parks Supervisor 4775 4956 5136 5314 5451 5583 5852
GRADE LEVEL 13
Sr. Project Coordinator 4521 4689 4861 5028 5150 5276 5521
Env. Resources Coordinator 4521 4689 4861 5028 5150 5276 5521
Develop/Design Engineer 4521 4689 4861 5028 5150 5276 5521
Police Comm & Analysis Mgr 4521 4689 4861 5028 .5150. 5276. 5521
GRADE LEVEL 12
Senior Accountant 4262 4417 4572 4727 4841 4953 5186
City Clerk 4262 4417 4572 4727 4841 4953 5186
Asst. to City Administrator 4262 4417 4572 4727 4841 4953 5186
Sr. Plmb./Mech. Inspector 4262 4417 4572 4727 4841 4953 5156
Sr. Bldg Insp/Plans Exam. 4262 4417 4572 4727 4841 4953 .5186
Sr. Electrical Inspector 4262 4417 4572 4727 4841 4953 5186
GIS Specialist II 4262 .4417 4572 4727 4841. 4953 .5186
POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO MERIT
GRADE LEVEL 11
Recreation Supervisor 4009 4150 4295 4440 4543 4649 4855
Cable Coordinator 4009 4150 4295 4440 4543 4649 4855
Civil Engineer I 4009 4150 4295 4440 4543 4649 4855
Arts Center Coordinator 4009 4150 4295 4440 4543 4649 4855
Plmb./Mech.lnspector 4009 4150 4295 4440 4543 4649 4855
Bldg Insp/Plans Examiner 4009 4150 4295 4440 4543 4649 4855
Public Information Coord. 4009. 4150 4295 4440 .4543 4649 4855
Employee Relations Coord. 4009 4150 4295 4440 4543 4649 4855
Associate Planner 4009 4150 4295 4440 4543 4649 4855
Sr. Const. Representative 4009 4150 4295 4440 4543 4649 4855
GRADE LEVEL 10
Records Supervisor 3751 3875 4006 4135 4231 4329 .4515
Engineering Technician III 3751 3875 4006 4135 4231 4329 4515
Accountantll 3751 3875 4006 4135 4231 4329 4515
Ec. Dev. Coordinator 3751 3875 4006 4135 4231 4329 4515
Info. Systems Technician II 3751 3875 4006 4135 4231 4329 4515
O & M Analyst/Safety Spec. 3751 3875 4006 4135 4231 4329 4515
Fire Inspector 3751 3875 4006 4135 4231 4329 4515
GRADE LEVEL 9
Store Supervisor 3488 3604 3720 3836 3924 4009 4182
Zoning Enforce/Recycling 3488 3604 3720 3836 3924 4009 4182
Coordinator
Sr. Center Coordinator 3488 3604 3720 3836 3924 4009 .4182
Recreation. Program Asst.. 3488 3604 3720 3836 3924 4009 4182
GRADE LEVEL 8
Confidential Secretary/ 3217 3324 3429 3532 3610 3690 3845
Deputy Clerk 3217 3324 3429 3532 3610 3690 3845
Sp. Assmt/Property Data Clk 3217 3324 3429 3532 3610 3690 3845
Acctng Clerk/Financial Secty 3217 3324 3429 .3532 3610 3690 3845
Crime Prev./Evidence Tech 3217 3324 3429 3532 3610 3690 3845
GIS Technician 3217 3324 3429 3532 3610 3690 3845
Info. Systems Technician I 3217. 3324 3429 3532 3610 3690 3845
GRADE LEVEL 7
Utility Billing Clerk 2960 3051 3144 3235 3306 3374 3513
Senior Secretary 2960 3051 3144 3235 3306 3374 3513
Public Information Specialist 2960 3051 3144 3235 3306 3374 .35.13
Video Producer 2960 3051 3144 3235 3306 3374 3513
Environ. Resources Tech. 2960 3051 3144 3235 3306 3374 3513
Accounts Payable Clerk 2960 3051 3144 3235 3306 3374 3513
POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO MERIT
GRADE LEVEL 6
Building Department Asst. 2812 2898 2982 3070 3138 3202 3332.
Department Secretary 2812 2898 2982 3070 3138 3202 3332
Comm. Pub. Safety Officer 2812 2898 2982 3070 3138 3202 3332
GRADE LEVEL 5
Secretary/Receptionist 2531 2605 2683 2760 2812 2875 2985
GRADE LEVEL 4
Facility Attendant 2239 2303 2374 2442 2491 2537 2634
Community Service Officer 2239 2303 2374 2442 2491 2537 2634
GRADE LEVEL 3
Building Attendant 1957 2009 2062 2118 2160 2201 2287
GRADE LEVEL 2 1658 1702 1751 1796 1832 1864 1933
GRADE LEVEL 1 1361 1399 1435 1473 1500 1529 1578
s
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.
•
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.
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, Police Captain 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 in 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.
APPROVED AND ADOPTED by the City Council of the City of Lakeville this
20th day of December 2004.
CITY OF VIL E
BY:
TEST: Robert D. Jo son, Mayor
Charlene Friedges, City Cl