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Home My WebLink About01-021 f a CITY OF LAKEVILLE RESOLUTION Date: February 5, 2001 Resolution No. 01-21 Motion by: Luick Seconded by: Mulvihill 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 February 5,-2001. S ZONE A ZONE B FIRST MID BOTTOM BOTTOM tt~UARTILE POINT POSITION TITLE START 12 MO 24 M 36 MO 48 MO 60 MO GRADE LEVEL 22 City Administrator 6721 6999 7279 7559 7770 7984 8392 GRADE LEVEL 21 .6462 6730 6999 7269 7472 7677 8070 GRADE LEVEL 20 Police Chief 5845 6084 6322 6562 6741 6921 7275 GRADE LEVEL 19 City Engineer 5537 5760 5984 6208 6377 6544 6877 Finance Director 5537 5760 5984 6208 6377 6544 6877 Comm & Ec. Dev. Director 5537. 5760 5984 6208 6377 6544 6877 GRADE LEVEL 18 Parks and Recreation Dir. 5227 5437 5644 5853 6012 6166 6481 GRADE LEVEL 17 Dir. Operations & Mnt, 5037 5235 5435 5633 5784 5934 6232 GRADE LEVEL 16 Human Resources Director 4847 5035 5225 5414 5556 5699 5980 GRADE LEVEL 15 Dir. Of Liquor Operations 4502 4674 4846 5017 5148 5276 5537 Asst. Park & Rec Director 4502 4674 4846 5017 5148 5276 5537 Asst. City Engineer 4502 4674 4846 5017 5148 5276 5537 Information Systems Mgr 4502 4674 4846 5017 5148 5276 5537 GRADE LEVEL 14 Building Official 4270 4432 4592 4752 4874 4993 5233 Utilities Superintendent 4270 4432 4592 4752 4874 4993 5233 Asst. Comm Dev. Director 4270 4432 4592 4752 4874 4993 5233 GRADE LEVEL 13 Street Superintendent 4043 4193 4346 4495 4605 4718 4937 Park Superintendent 4043 4193 4346 4495 4605 4718 4937 GRADE LEVEL 12 Sr. Project Coordinator 3810 3950 4087 4226 4329 4430 4637 Env. Resources Coordinator 3810 3950 4087 4226 4329 4430 4637 Senior Accountant 3810 3950 4087 4226 4329 4430 4637 City Clerk 3810 3950 4087 4226 4329 4430 4637 Asst. to City Administrator 3810 3950 4087 4226 4329 4430 4637 Develop/Design Engineer 3810 3950 4087 4226 4329 4430 4637 GRADE LEVEL 11 Sr. Engineering Technician 3585 3711 3840 3970 4062 4157 4341 Sr. Plmb./Mech. Inspector 3585 3711 3840 3970 4062 4157 4341 Sr, Bldg Insp/Plans Exam. 3585 3711 3840 3970 4062 4157 4341. Recreation Supervisor 3585 3711 3840 3970 4062 4157 4341 Cable Coordinator 3585 3711 3840 3970 4062 4157 4341 Fire Marshal 3585 3711 3840 3970 4062 4157 4341 GIS Specialist II 3585 3711 3840 3970 4062 4157 4341 GRADE LEVEL 10 Records Supervisor 3354 3465 3582 3697 3783 3870 4037 Plmb./Mech.lnspector 3354 3465 3582 3697 3783 3870 4037 Bldg Insp/Plans Examiner 3354 3465 3582 3697 .3783 3870 4037 Arts Center Coordinator 3354 3465 3582 3697 3783 3870 4037 Accountantll 3354 3465 3582 3697 3783 3870 4037 Public Information Coord. 3354 3465 3582 3697 3783 3870 4037 Employee Relations Coord. 3354 3465 3582 3697 3783 3870 4037 Associate Planner 3354 3465. 3582 3697 3783 3870 4037 Ec. Dev. Coordinator 3354 3465 3582 3697 3783 3870 4037 Sr. Const. Representative 3354 3465 3582 3697 3783 3870 4037 GRADE LEVEL 9 Research Analyst 3119 3222 3327 3430 3508 3585 3740 Admin. Asst. - O & M 3119 3222 3327 3430 3508 3585 3740 Info. Systems Technician 3119 3222 3327 3430 3508 3585 3740 Fire Inspector 3119 3222 3327 3430 3508 3585 3740 . GRADE LEVEL 8 Engineering Technician II 2877 2972 3066 3158 3228 .3300 3438 Sr. Center Coordinator 2877 2972 3066 3158 3228 3300 3438 Confidential Secretary/ 2877 2972 3066 3158 3228 3300 3438 Deputy Clerk Recreation Program Asst. 2877 2972 3066 3158 3228 3300 3438 Zoning Enforce/Recycling 2877 2972 3066 3158 3228 3300 3438 Coordinator GRADE LEVEL 7 Sp. Assmt/Property Data CII 2646 2728 2811. 2$93 2956 3017 3142 Utility Billing Clerk 2646 2728 2811 2893 2956 3017 3142 Acctng Clerk/Financial Sect, 2646 2728 2811 2893 2956 3017 3142 Senior Secretary 2646 2728 2811 2893 2956 3017 3142 Crime Prev./Evidence Tech 2646 2728 2811 2893 2956 3417 3142 Public Information Specialist 2646 2728 2811 2893 2956 3017 3142 Video Producer 2646 2728 2811 2893 2956 3017 3142 GIS Technician 2646 2728 2811 2893 2956 3017 3142 GRADE LEVEL 6 Building Department Asst. 2515 2591 2667 2745 2805 2863 2980 Department Secretary 2515 2591 2667 2745 2805 2863 2980 Comm. Pub. Safety Officer 2515 2591. 2667 2745 2805 2863 2980 Accounts Payable Clerk 2515 2591 2667 2745 2805 2863 2980 • GRADE LEVEL 5 • Police Records Technician 2263 2330 2399 2467 2515 2571 2669 Secretary/Receptionist 2263 2330 2399 2467 2515 2571 2669 Assist. VideoProducer 2263 2330 2399 2467 2515 2571 2669 GRADE LEVEL 4 2002 2059 2122 2183 2227 2269 2355 GRADE LEVEL 3 Community Service Officer 1750 1797 1844 1894 1931 1968 2045 Building Attendant 1750 1797 1844 1894 1931 1968 2045 Sr. Center Assistant 1750 1797 1844 1894 1931 1968 2045 GRADE LEVEL 2 1.482 1522 1566 1606. 1638 i 666 .1728 GRADE LEVEL 1 1216 1251 1283 1317 1341 1367 1411 • • 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 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-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. • N ~ 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 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 far merit pay. Merit pay will be considered on an annual basis. D-2. For non-exempt, non-union employees in grades 1 through 10, 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 1/z and the City. Administrator lh. D-3. For exempt, non-union employees in grade levels 9 through 15, 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 lh. 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 i/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. J t 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. .Records Supervisor, who's Point Factor Values were decreased as determined by EPEC at the May 23, 2000 meeting, will have the compensation frozen within Grade Level 1 L E-2. Economic Development Coordinator, Confidential Secretary/Deputy Clerk and Recreation Program Assistant grade level changes will be effective upon successful completion of the current incumbent's probationary period. F. FUTURE CONSIDERATIONS F-1. The position of Sergeant Investigator, if re-established, will be evaluated at a future EPEC meeting. • G. COMPENSATION SURVEY G-l. The next compensation survey will be completed in 2002 for implementation in 2003. The survey will utilize. the following cities for benchmark comparisons: Eagan, Blaine, Burnsville, Maple Grove, Apple Valley, Woodbury, Maplewood, Shoreview and Inver Grove Heights. APPROVED AND ADOPTED by the City Council of the City of Lakeville this 5th day of February, 2001. CITY OF L KEVILLE BY: ~ ATTEST: Robert D. Johns ,Mayor Charlene Friedges, City C1