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Home My WebLink About01-243 YU _ CITY OF LAKEVILLE RESOLUTION Date: December 17, 2001 Resolution No. 01-243 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. inconsideration 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: L The following. pay. plan is hereby adopted for the positions listed below effective January 1, 2002. i • ZONE A ZONE B FIRST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 M0 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 22 City Administrator 6946 7233 7523 7812 8030 8251 8673 GRADE LEVEL 21 6678 6955 7233 7513 7722 7934 8340 GRADE LEVEL 20 Police Chief 6020 6267 6512 .6759 6943 7129 7493 GRADE LEVEL 19 City Engineer 5722 5953 6184 6416 6591 6763 7107 Finance Director 5722 5953 6184 6416 6591 6763 7107 Comm & Ec. Dev. Director 5722 5953 6184 6416 6591 6763 7107 GRADE LEVEL 18 Parks and Recreation Dir. 5402 5619 5833 6049 6213 6373 6698 Director ofPlanning 5402 5619 5833 6049 6213 6373 6698 GRADE LEVEL 17 Dir. Operations & Mnt. 5206 5410- 5617 5822 5978 6133 6441 GRADE LEVEL 16 Human Resources Director 5009 5204 5400 5595 5742 5890 6180 GRADEtEVEL 15 Dir. Of Liquor Operations 4653 4831 5008 5185 5320 5453 5722 Asst. Park & Rec Director 4653 4831 5008 5185 5320 5453 5722 Asst. City Engineer 4653 4831 5008 51.85 5320 5453 5722 Information Systems Mgr .4653 4831 5008 5185 5320 5453 5722 GRADE LEVEL 14 Building Official 4413 4580 .4746 4911 5037 5160 5408 Utilities Superintendent 4413 4580 4746 4911 5037 5160 5408 Street Superintendent 4413 4580 4746 4911 5037 5160 5408 GRADE LEVEL 13 Park Supervisor 4178 4333 4492 4646 4759 4876 5102 .e . . 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 12 Sr. Project Coordinator 3938.. 4082 4224 4368 4474 4578 4792 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 Env. Resources Coordinator 3705 3835 3969 41D3 4198 4296 4486 Develop/Design Engineer 3938 4082 4224 4368. 4474 4578 4792 GRADE LEVEL 11 Sr. Plmb./Mech. Inspector 3705 3835 3969 4103 4198 4296 4486 Sr, Bldg Insp/Plans Exam. 3705 3835 3969 4103 4198 4296 4486 Recreation Supervisor 3705 3835 3969 4103 4198 4296 4486 Cable Coordinator 3705 3835 3969 4103 4198 4296 4486 Fire Marshal 3705 3835 3969 4103 4198 4296 4486 GIS Specialist II 3705 3835 3969 4103 4198 4296 4486 Civil Engineer I 3705 3835 3969 4103 4198 .4296 4486 GRADE LEVEL 10 Records Supervisor 3466 .3581 3702 3821 3910 4000 4172 Plmb./Mech. Inspector 3466 3581 3702 3821 3910 4000 4172 Bldg Insp/Plans Examiner 3466 3581 .3702 3821 3910 4000 4172 Engineering Technician III 3466 3581 3702 3821 3910 4000. 4172 Arts Centee Coordinator 3466 3581 3702 3821 3910 4000 4172 Accountantll 3466 3581 .3702 3821 3910 4000 4172 Public Information Coord. 3466 3581 3702 3821 3910 4000 4172 Employee Relations Coord. 3466 3581 3702 3821 3910 4000 4172 Associate Planner. 3466 3581 3702. 3821 3910 4000. 4172 Ec. Dev. Coordinator 3466 3581 3702 3821 3910 4000 4172 Sr. Const. Representative 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 Info. Systems Technician 3223: 3330 3438 3545 3626 3705 3865 Fire Inspector 3223 .3330 3438 3545 3626 3705 3865 ,r • ZONE A ZONE B FIRST MID BOTTOM BOTTOM QUARTILE POINT POSITION TITLE START 12 MO 24 MO 38 MO 48 MO 60 MO GRADE LEVEL 8 Sr. Center Coordinator 2973 3072 3169 3264 3336 3411. 3553 Confidential Secretary/ 2973 3072 3169 3264 3336 3411. 3553 Deputy Clerk Recreation Program Asst. 2973 3072 3169 3264 3336 3411 3553 Zoning Enforce/Recycling 2973 3072 3169 3264 3336 3411. 3553 Coordinator GRADE LEVEL 7 Sp. Assmt/Property Data Clk 2735 2819 2905. 2990 3055. 3118 3247 Utility Billing Clerk 2735 2819 2905 2990 3055 3118 3247 Acctng Clerk/Financial Secty 2735 2819 2905 2990 3055 3118 3247 Senior Secretary 2735 2819 2905 2990 3055 3118 3247 Crime Prev./Evidence Tech 2735 2819 2905 2990 3055 3118 3247 Public Information Specialist 2735 .:2819 2905 2990 3055 3118 3247 Video Producer 2735 2819 2905 2990 3055 3418 3247 GIS Technician 2735 2819 2905. 2990 3055 3118 3247 Environmental Technician 2735 2819 2905 2990 3055 3118 3247 i GRADE LEVEL 6 Building Department Asst. 2599 2678 2756 2837 2899 2959 3080 Department Secretary 2599 2678 2756. 2837 2899 2959. 3080 Comma Pub. Safety Officer 2599 2678 2756 2837 2899 2959. 3080 Accounts Payable Clerk 2599 2678 2756 2837 2899 2959 3080 GRADE LEVEL 5 Police Records Technician 2339 2408 2479 2550 2599 2657 2758 Secretary/Receptionist 2339 2408 2479 2550 2599 2657 2758 Assist. VideoProducer 2339 2408 2479 2550 2599 2657 2758 GRADE LEVEL 4 Facility Attendant 2069 2128 2193 2256 2302 2345 2434 - GRADE LEVEL 3 Community Service Officer 1809 1857 1906 1957 1996 2034 2114 Building Attendant 1809 1857 1906 4957 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 1.293 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-1. a. After five years of employment, employees will be eligibae'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 ADJUSTMENTBASED 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-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 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 %2 and the City. Administrator'/z. 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'/2 and the City Administrator %z. D-4. Forthe 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 172 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. 'F 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 11. 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-1. 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 17 day of Dec. , 2001. CITY OF VILL BY: r ATTEST: Robert D. Jo son, Mayor Charlene Friedges, City erk