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Home My WebLink About02-253 CITY OF LAKEVILLE • RESOLUTION Date: December 9, 2002 Resolution No. ~~-253 Motion by: Mulvihill Seconded by: Rieb 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 fromtime 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 basin 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. 0 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 23 City Administrator 7287 7587 7891 8194 8428 8655 9093 GRADE LEVEL 22 6692 .6967 7246 7525 7740 7947 8353 GRADE LEVEL 21 Police Chief 6343 6603 6862 7119 7315 7512 7895 GRADE LEVEL 20 City Engineer 6041 6289 6535 6780 6967 7154 7519 Finance Director 6041 6289 6535 6780 6967 7154 7519 GRADE LEVEL 19 Comm & Ec. Dev. Director 5722 5953 6484 6416 6591 6763 7107 Parks and Recreation Dir. 5722 5953 6184 6416 8591 6763 7107 GRADE LEVEL 18 Director of Planning 5402 5619 5833 6049 6213 6373 6698 Dir. Operations & Mnt. 5402 5619 5833 6049 6213 6373 6698 GRADE LEVEL 17 Human Resources Dir. 5206 5410 5617 5822 5978 6133 6441 GRADE LEVEL 16 Information Systems Mgr 5009 5204 5400 5595 5742 .5890 6180 GRADE LEVEL 15 Dir. Of Liquor Operations 4653 4831 5008 5485 5320 5453 5722 Pk Maint and Operations Mgr. 4653 4831 5008 5185 5320 5453 5722 Asst. City Engineer 4653 4831 5008 5185 5320 5453 5722 Building Official 4653 4831 5008 5185 5320 5453 5722 GRADE LEVEL 14 Utilities Superintendent 4413 4580 4746 4911 5037 5160 5408 Street Superintendent 4413 4580 4746 4911 5037 5160 5408 GRADE LEVEL 13 Sr. Project Coordinator 4178 4333 4492 4646 4759 4876 5102 Env. Resources Coordinator 4478 .4333 .4492 4646 4759 4876 5102 Develop/Design Engineer 4178 4333. 4492 4646 4759 4876 5102 Parks Supervisor 4413 4580 4746 4911 5037 5160 5408 GRADE LEVEL 12 Senior Accountant 3938 4082 4224 4368 4474 4578 4792 City Clerk 3938 4082 4224 4368 4474 4578 4792 Asst. to City Administrator 3938 4082 4224 4368 4474 4578 4792 Sr. Plmb./Mech. Inspector 3938 4082 4224 4368 4474 4578 4792 Sr, Bldg Insp/Plans Exam. 3938. 4082 4224 4368 4474 4578 4792 Fire Marshal 3938 4082. 4224 4368 4474 4578 4792 GIS Specialist II 3938 4082 4224 4368 4474 4578 4792 ZONE A ZONE B . FIRST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 MO 24 MO 36 MO 48 M0 60 M0 GRADELEVELII Recreation Supervisor 3705 3835 3969 4T03 4198 4296 4486 Cable Coordinator 3705. 3835 3969 4103 4198 4296 4486 Civil Engineer I 3705 3835 3969 4103 4198 4296 4486 Arts Center Coordinator 3705 3835 3969 4103 4198 4296 4486 Plmb./Mech. Inspector 3705 3835. .3969 4103 4198 4296 4486 Bldg Insp/Plans Examiner 3705 3835 3969 4103 4198 4296 4486 Public Information Coord. 3705 3835 3969 4103 4198 4296 4486 Employee Relations Coord. .3705 3835 3969. 4103 4198 4296 4486 Associate Planner 3705 3835 3969 4103 4198. 4296 4486 Sr. Const. Representative 3705 3835 3969 4103 4198 4296 4486 GRADE LEVEL 10 Records Supervisor 3466 3581 3702 3821 3910 4000 4172 Engineering Technician III 3466 3581 3702 3821 3910 4000 4172 Accountantll 3466 3581 3702 3821 3910 4000 4172 Ec. Dev. Coordinator 3466 3581 3702 .3821 3910 4000 4172 Info. Systems Technician 3466 3581 3702 3821 3910 4000. 4172 Fire Inspector 3466 .3581 .3702 3821 :3910. 4000 4172 GRADE LEVEL 9 Research Analyst 3223. 3330 3438 3545 .3626 3705 3865 Admin. Asst. - O & M 3223 3330 3438 3545 3626 3705 3865 Store Supervisor 3223 3330 3438 3545 3626 3705 3865 Zoning Enforce/Recycling 3223 3330 3438 3545 3626 3705 3865 Coordinator Sr. Center Coordinator 3223 3330 3438 3545 3626 3705 3865 Recreation Program Asst. 3223 3330 3438 3545 3626 3705 3865 GRADE LEVEL 8 Confidential Secretary/ 2973 3072 3169 3264 3336 3411 3553 Deputy Clerk Sp. Assmt/Property Data Clk 2973 3072 3169 3264 3336. 3411 3553 Acctng Clerk/Financial Secty 2973 3072 3169 3264 3336 3411 3553 Crime Prev./Evidence Tech 2973 3072 3169 3264. 3336 3411 3553 GIS Technician 2973 3072. 3169 3264 3336 3411 3553 GRADE LEVEL 7 Utility Billing Clerk 2735 2819 2905 2990 3055 3118. 3247 Senior Secretary 2735 2819 2905 2990 3055 3118 3247 Public Information Specialist 2735 2819 2905 2990 3055 3118. ' 3247 Video Producer 2735 2819 2905 2990 3055 3118 3247 Environmental Technician 2735 281.9 2905 2990 3055 3118 3247 Accounts Payable Clerk 2735 2819 2905 2990 3055 3118 3247 GRADE LEVEL 6 Building Department Asst. 2599 2678 2756 2837 2899 2959. 3080 Department Secretary 2599 2678 2756 2837 2899 2959 3080 • Comm.'Pub. Safety Officer 2599 2678 2756 2837 2899 2959 3080 ZONE A ZONE B • FIRST MID B TTOM BOTTOM QUARTILE POLNT POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 5 Police Records Technician 2339 2408 2479 2550 2599 2657 2758 Secretary/Receptionist 2339 2408 2479 2550 2599 2657 2758 Assist. Video Producer 2339 2408 2479 2550 2599. 2657 2758 GRADE LEVEL 4 Facility Attendant 2069 2128 21.93 2256 .2302 2345 2434 Community Service Officer 2069 2128 2193 2256 .2302 2345 2434 GRADE LEVEL 3 Building Attendant 1809 1857 1906 1957 1996 2034 .2114 Sr. Center Assistant 1809 1857 1906 .1957 1996 2034 2114 GRADE LEVEL 2 1532. 1573 1618. 1660 1693 1722 1786 GRADE LEVEL 1 1257 1293 1326 1361. 1386 1413 1458 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-l. 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 less. 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-l. 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. i C. PAY PLAN ADJUSTMENT BASED ON CONSIDERATION OF MARKET CONDITIONS AND COST OF LIVING CHANGE • C- l . 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. D. MERIT PLAN POLICY D- l . .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 lh .and the City Administrator lh. 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 1/z and the City.Administrator ih. 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, Human Resources Director 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 12 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 .9th day of December, 2002. CITY OF VILLE BY: ATTEST: Robert D. Joh on, Mayor Charlene Friedges, Cit Jerk