HomeMy WebLinkAbout02-268 CITY OF LAKEVILLE
RESOLUTION
Date: December 16, 2002 Resolution No. 02-268
Motion by: Mulvihill Seconded by: Luick
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 Jan 1,.2003.
• ZONE A ZONE B
FIRST MID
BOTTOM BOTTOM UARTILE POINT
POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO
GRADE LEVEL 23
City Administrator 7506 7815 8128 8440 8681 8915 9366
GRADE LEVEL 22 6893 7176 7463 7751 7972 8185 8604
GRADE LEVEL 21
Police Chief 6533 6801 7068 7333 7534 7737 8132
GRADE LEVEL 20
City Engineer 6222 6478 6731 6983 7176 7369 7745.
Finance Director .6222 6478 6731 6983. 7176 7369 7745
GRADE LEVEL 19
Comm & Ec. Dev. Director 5894 6132 6370 6608 6789 6966 7320
Parks & Recreation Dir. 5894 6132 6370 6608 6789 6966 7320
GRADE LEVEL 18
Director of Planning 5564 5788 6008 6230 6399 6564 6899
Dir. Operations & Mnt. 5564 5788 6008 6230 6399 6564 6899
GRADE LEVEL 17 5362 5572 5786 5997 6157 6317 6634
GRADE LEVEL 16
Information Systems Mgr 5159 5360 5562 5763 5914 6067 6365
Human Resources Manager 5159 5360 5562 5763 5914 6067 6365
GRADE LEVEL 15
Dir. Of Liquor Operations 4793 4976 5158 5341 5480 5617 5894
Park Maint & Operations Mgr 4793 4976 5158 5341 5480 5617 5894
Asst. City Engineer 4793 4976 5158 5341 .5480 5617 5894
Building Official 4793 4976 5158 5341 5480 5617 5894
GRADE LEVEL 14
Utilities Superintendent 4545 4717 4888 5058 5188 5315 .5570
Street Superintendent 4545 4717 4888 5058 5188 5315 5570
Parks Supervisor 4545 4717 4888 5058 5188 531.5 5570
GRADE LEVEL 13
Sr. Project Coordinator 4303 4463 4627 4785 4902 5022 5255
Env. Resources Coordinator 4303 4463 4627 4785 .4902 5022 5255
Develop/Design Engineer 4303 4463 4627 4785 4902 5022 5255
GRADE LEVEL 12
Senior Accountant 4056 4204 4351 4499 4608 4715 4936
City Clerk 4056 4204 4351 4499 4608 .4715 4936
Asst. to City Administrator 4056 4204 4351 4499 4608 4715 4936
Sr. Plmb./Mech. Inspector 4056 4204 4351 4499 4608 4715 4936
Sr, Bldg Insp/Plans Exam. 4056 4204. 4351 4499 4608 4715 4936
Fire Marshal 4056 4204 4351 4499 4608 4715 4936
• GIS Specialist II 4056 4204 4351 4499 4608 4715 4936
ZONE A ZONE B
• FIRST MID
BOTTOM BOTTOM QUARTILE POINT
POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO
GRADE LEVEL 11
Recreation Supervisor 3816 3950 4088 4226 4324 4425 4621
Cable Coordinator 3816 3950 4088 4226 4324 4425 4621
Civil Engineer I 3816 3950 4088 4226 4324 4425 4621
Arts Center Coordinator 3816 3950 4088 4226 4324 4425 4621
Plmb./Mech. Inspector 3816 3950 4088 4226 4324 4425 4621
Bldg Insp/Plans Examiner 3816 3950 4088 4226 4324 4425 4621
Public Information Coord. 3816 3950 4088 4226 4324 4425 4621
Employee Relations Coord. 3816 3950 4088 4226 4324 4425 4621
Associate Planner 3816 3950 4088 4226 4324 4425 4621
Sr. Const. Representative 3816 3950 4088 4226 4324 4425 4621
GRADE LEVEL 10
Records Supervisor 3570 3688 3813 3936 4027 4120 4297
Engineering Technician III 3570 3688 3813 3936 4027 4120 4297
Accountantll 3570 3688 3813 3936 4027 4120 4297
Ec. Dev. Coordinator 3570 3688 3813 3936 4027 4120 4297
Info. Systems Technician II 3570 3688 3813 3936 4027 .4120 4297
Fire Inspector 3570 3688 3813 3936 4027 4120 4297
GRADE LEVEL 9
Research Analyst 3320 3430 3541 3651 3735 3816 3981
Admin. Asst. - O & M 3320 3430 3541 3651 3735 3816 3981
Store .Supervisor 3320 3430. 3541 3651 3735 3816 3981
Zoning Enforce/Recycling 3320 3430 3541 3651 -3735 3816 3981
Coordinator
Sr. Center Coordinator 3320 3430 3541 3651 3735 3816 3981
Recreation Program Asst. 3320 3430 3541 3651 3735 3816 3981
GRADE LEVEL 8
Confidential Secretary/ 3062 3164 3264 3362 3436 3513 3660
Deputy Clerk 3062 3164 3264 3362 s 3436 3513 3660
Sp. Assmt/Property Data Clk 3062 3164 3264 3362 3436 3513 3660
Acctng Clerk/Financial Secty 3062 .3164 3264 3362 3436 3513 3660
Crime Prev./Evidence Tech 3062 .3164 3264 3362 3436 3513 3660
GIS Technician 3062 3164 3264 3362 3436 3513 3660
Info. Systems Technician I 3062 3164 3264 3362 3436 3513 3660
GRADE LEVEL 7
Utility Billing Clerk 2817 2904 2992 3080 3147 3212 3344
Senior Secretary 2817 2904 2992 3080 3147 3212 3344
Public Information Specialist 2817 2904 2992. 3080 3147 3212 3344
Video Producer 2817. 2904 2992 3080 3147 3212 3344
Environmental Technician 2817 2904 2992 3080 3147 3212 3344
Accounts Payable Clerk 2817 2904 2992 3080 3147 .3212 3344
•
ZONE A ZONE B
FIRST MID
BOTTOM B 7TOM GIUARTILE POINT
POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO
GRADE LEVEL 6
Building Department Asst. 2677 2758 2839 2922 2986 3048 3172
Department Secretary 2677 2758 2839 2922 2986 3048 3172
Comm. Pub. Safety Officer 2677 2758 2839 2922 2986 3048 3172
.GRADE LEVEL 5
Police Records Technician 2409 2480 2553 2627 2677 2737 2841
Secretary/Receptionist 2409 2480 2553 2627 2677 2737 2841
Assisf. Video Producer 2409 2480 2553 2627 2677 2737 2841
GRADE LEVEL 4
Facility Attendant 2131 2192 2259 2324 2371 2415 2507
Community Service Officer 2131 2192 2259 2324 2371 2415 2507
GRADE LEVEL 3
Building Attendant 1863 1913 1963 2016 2056 2095 2177
Sr. Center Assistant 1863 1913 1963 2016 2056 2095 2177
GRADE LEVEL 2 1578 1620 1667 1710 1744 1774 1840
GRADE LEVEL 1 1295 1332 1366 1402 1428 1455. 1502
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
PERMANENT EXEMPT AND NON-EXEMPT
POSITIONS IDENTIFIED WITHIN THIS RESOLUTION
A. EMPLOYEE PROGRESSION FROM START OF ZONE A TO ZONE B
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
Tess than satisfactory performance will result in the employee being frozen in their
position 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
progression through Zone A to the beginning of Zone B.
A-4. .Permanent part-time employees hired after December 4, 1989 may advance to the
next eligible step in Zone A and Zone B upon completion of 2080 hours worked.
B. PROGRESSING FROM BEGINNING OF ZONE B TO THE FIRST
QUARTILE OF ZONE B
B-1. a. After five years of employment, employees will be eligible for progressing
to the first quartile, effective January 1, 1990. 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 in
Zone B.
B-2. Employees presently above the bottom of Zone B shall receive the above
paragraph B 1 transition increase if and .when the scheduled rate exceeds their
wage rate and their performance is satisfactory.
•
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 Council subject to their satisfactory work
performance.
D. MERIT PLAN POLICY
D-1. Permanent (full-time and part-time) exempt and non-exempt employees identified
within this resolution shall be eligible for merit pay. Merit pay .will be considered
on an annual. basis.
D-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 %2 and .the City.
Administrator '/2.
D-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.
D-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 and Director of Liquor
Operations, 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.
D-5. For the position of City Administrator, evaluations of performance to determine
merit pay shall be conducted by the Personnel Committee.
D-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 of Zone A.
D-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.
E. PAY GRADE ADJUSTMENTS
E-1. Development/Design Engineer will achieve Grade Level 13 effective .with the
successful completion of Professional Engineer certification.
F. COMPENSATION SURVEY
F-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
e 16th day of December, 2002.
CITY OF L VILLE
BY: -
ATTEST: Robert D. Jo on, Mayor
harlene Friedges, City erk