HomeMy WebLinkAbout03-248 CITY OF LAKEVILLE
RESOLUTION
Date: December 15 2003 Resolution No. 03-248
Motion by: Luick Seconded by: Bellows
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 January 1, 2004.
2. The following policy shall be used to administer this pay plan for the
positions listed below.
! r
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
wily 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 throulgh 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 %2 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 %2 and the City Administrator %2.
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 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 31St of the current year to be eligible for a merit payout.
D. COMPENSATION SURVEY
D-1 The next compensation survey will be completed in 2004 for implementation in
2005. The survey will utilize the following cities for benchmark comparisons:
Eagan, Blaine, Burnsville, Maple Grove, Apple Valley, Woodbury, Maplewood,
and Inver Grove Heights.
APPROVED AND ADOPTED by the City Council of the City of Lakeville this
fifteenth day of December, 2003.
CITY OF L MLLE
BY: ~ 9rV'
TEST: Robert D. Jo on, Mayor
harlene Friedges, Ci lerk
9
POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO MERIT
GRADE LEVEL 23
City Administrator 7731 8049 8372 8693. 8941 9182 9647
GRADE LEVEL 22 7100 7391 7687 7984 8211 8431 8862
GRADE LEVEL 21
Police Chief 6729 7005 7280 7553 7760 7969 8376
GRADE LEVEL 20
City Engineer 6409 6672 6933 .7192 7391 7590. 7977
Finance Director 6409 6672 6933 7192 7391 7590 7977
GRADE LEVEL 19
Comm & Ec. Dev. Director 6071 6316 6561 6806 6993 7175 7540
Parks & Recreation Dir. 6071 6316 6561 .6806 6993 7175 7540
GRADE LEVEL 18
Director of Planning 5731 5962 6188 6417 6591 6761 7106
Dir. Operations & Mnt. 5731 5962 6188 6417 6591 6761 7106
GRADE LEVEL 17
.Fire Chief 5523 5739 5960 6177 6342 6507 6833
GRADE LEVEL 16
Information Systems Mgr 5314. 5521 5729 5936. 6091 6249 6556
Human Resources Manager 5314 5521 5729 5936 6091 6249 6556
GRADE LEVEL 15
Dir. Of Liquor Operations 4937 5125 5313 5501 5644 5786 6071
Park Maint & Operations Mgr 4937 5125 5313 5501 5644 5786 6071
Asst. City Engineer 4937 5125 5313 5501 5644 5786 6071
Building Official 4937 5125 5313 5501 5644 5786 6071
GRADE LEVEL 14
Utilities Superintendent 4681 4859 5035 5210 5344 5474 5737
Street Superintendent 4681 4859 5035 5210 5344 5474 5737
Parks Supervisor 4681 4859 5035 5210 5344 .5474 5737
GRADE LEVEL 13
Sr. Project Coordinator 4432 4597 4766 4929 5049 5173 5413
Env. Resources Coordinator. 4432 4597 4766 4929 5049 5173 5413
Develop/Design Engineer. 4432 4597 4766. 4929 5049 5173 5413
GRADE LEVEL 12
Senior Accountant 4178 4330 4482. 4634 4746 4856 5084
City Clerk 4178 4330 4482 4634 4746 4856 5084
Asst. to City Administrator 4178 4330 .4482 4634 4746 4856 5084
Sr. Plmb./Mech. Inspector 4178 4330 4482 4634 4746 4856 5084
Sr. Bldg Insp/Plans Exam. 4178 4330 4482 4634 4746 4856 5084
Sr. Electrical Inspector 4178 4330 4482 4634 4746 4856 5084
S
.POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO MERIT
GRADE LEVEL 12 {cont)
GIS Specialist II 4178 4330 4482 4634 4746. 4856 5084
GRADE LEVEL 11
Recreation Supervisor 3930 4069 421.1 4353 4454 4558. 4760
Cable Coordinator 3930 4069 4211 4353 4454 4558 4760
Civil Engineer I 3930 4069 4211 4353 4454 4558. 4760
Arts Center Coordinator 3930 4069 4211 4353 4454 4558 4760
Plmb./Mech. Inspector 3930 4069 4211 4353 4454. 4558 4760
Bldg Insp/Plans Examiner 3930 4069 4211 4353. 4454 4558 4760
Public Information Coord. 3930 4069 4211 4353 4454 4558 4760
Employee Relations Coord. 3930 4069 421 i 4353 4454 4558 4760
Associate Planner 3930 4069 4211 4353 4454 4558 4760
Sr. Const. Representative 3930 4069 42.1.1. 4353 4454 4558 4760
GRADE LEVEL 10
Records Supervisor 3677 3799 3927 4054 4148 4244 4426
Engineering Technician III 3677 3799 3927 4054 4148 4244 4426
Accountantll 3677 3799. 3927 4054 4148 4244 4426
Ec. Dev. Coordinator 3677 3799 3927 4054 4148. 4244 4426
Info. Systems Technician II 3677 3799. 3927 4054 4148 4244 4426
Fire Inspector 3677 3799 3927 4054 4148 4244 4426
GRADE LEVEL 9
Research Analyst 3420 3533 3647 3761. 3847 3930 4100
Admin. Asst. - O & M .3420 3533 3647 3761 3847 3930 4100
Store Supervisor 3420 3533 3647 3761 3847 3930 ..41:00
Zoning Enforce/Recycling 3420 3533 3647 3761 3847 3930. 4100
Coordinator
Sr. Center Coordinator 3420 3533 3647 3761 3847 3930 4100
Recreation Program Asst. 3420 3533 3647 3761 3847 3930 4100
GRADE LEVEL 8
Confidential Secretary/ 3154 3259 3362 3463 3539 3618 3770
Deputy Clerk 3154 3259 3362 3463 3539 3618 3770
Sp. Assmt/Property Data Clk 3154 3259 3362 3463 3539 3618 3770
Acctng CIerWFinancial Secty 3154 .3259 3362 3463 3539 3618 3770
Crime Prev./Evidence Tech 3154 3259 3362 3463 3539. 3618 3770
GIS Technician 3154 3259 3362 .3463 3539 3618 3770
Info. Systems Technician I 3154 3259 3362 3463 3539 3618 3770
GRADE LEVEL 7
Utility Billing Clerk 2902 2991 3082 3172 3241 3308 3444
Senior Secretary 2902 2991 3082 3172. 3241 3308. 3444
..Public Information Specialist 2902 2991 3082 3172 3241 3308 3444
Video Producer 2902 2991 .3082 3172 3241 3308 3444
Environmental Technician 2902. 2991 3082 3172 3241. 3308 3444
Accounts Payable Clerk 2902- 2991 3082. 3172. 3241 3308 3444 -
R
Y ~
POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO MERIT
GRADE LEVEL 6
.Building Department Asst. 2757 2841 2924 3010 3076 3139 3267
Department Secretary 2757 2841 2924 301-0 3076 3139 3267
Comm. Pub. Safety Officer 2757 2841 2924 3010 3076 3139 3267
GRADE LEVEL 5
Secretary/Receptionist 2481 2554 2630 2706 2757 2819 2926
Asst Video Producer 2481 2554 2630 2706 2757 2819 2926
GRADE LEVEL 4
Facility Attendant .2195 2258 2327 2394 2442 2487 2582
Community Service Officer 2195 2258 2327 2394 2442 2487 2582
GRADE LEVEL 3
Sr. Center Assistant 1919 1970 2022 2076 2118 2158 2242
Building Attendant 1919 1.970 2022 2076 2118: 2158 2242
GRADE LEVEL 2 1625 1669 1717 1761 1796 .1827 1895
GRADE LEVEL 1 1334 1372 1407 1444 1471 1499 1547