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CITY OF LAKEVILLE
RESOLUTION
Date: November 6, 2000 Resolution No. 2000-263
Motion by: Johnson 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. fromtime to time in consideration of
changres in the cost of living as measured by the U.S. Department of Labor, market.
conditions, andposition 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, 2001...
ZONE A ZONE B
FIRST MID
BOTTOM BOTTOM QUARTILE POINT
POSITION TITLE' START 12 M0 24 M0 36 M0 48 MO 60 M0
GRADE LEVEL 22
City Administrator 6525 6795 7067 7339 7544 7751 ,8148
GRADE LEVEL 21 6274 6534 6795 7057 7254. 7453 7835
GRADE LEVEL 20
Police Chief 5675 5907 6138 6371 6545 6719 7063
GRADE LEVEL 19
City Engineer 5376 5592 5810 6027 6191 6353 6677
Finance.Director. 5376 5592. 5810 6027 6191. 6353 -6677
Comm & Ec. Dev. Director 5376 5592 5810 6027 6191 6353 6677
GRADE LEVEL 18
Parks and Recreation Dir. 5075 5279 5480. 5683 5837 5986 6292
GRADE LEVEL 17
Dir. Operations & Mnt. 4890 5083 5277 5469 5616 5761 6050
GRADE LEVEL 16
Human Resources Director 4706 4888 5073 5256 5394 5533 5806
GRADE LEVEL 15
Dir. Of Liquor Operations 4371 4538 4705. 4871 4998 5122 5376
Liquor Manager 4371 4538 4705. 4871 4998 5122. 5376
Asst. Park 8~ Rec Director 4371 4538 4705 4871 4998 5122 5376.
Asst. City.Engineer 4371 4538 4705 4871 4998 5122 5376.
Information Systems. Mgr .4371 4538 4705 4871 4998 5122 5376
GRADE LEVEL 14
Building Official 4146 4303 4458 4614. 4732 4848 5081
Utilities Superintendent 4146 4303 4458 4614 4732 4848 5081
GRADE LEVEL 13
.City Planner 3925 4071.. 4219 4364 4471 4581 4793
Street Superintendent 3925 4071. 4219 4364 4471 4581 4793
Park Superintendent 3925 4071'' 4219 4364 4471 4581 4793
•
GRADE LEVEL 12
Sr. Project Coordinator 3699 3835 3968 4103 4203 4301 4502
Env. Resources Coordinate 3699 3835 3968 4103 4203 4301. 4502
Senior Accountant -3699 3835. 3968 4103 4203 4301 4502
City Clerk 3699 3835 3968 4103 4203 4301 4502
GRADE LEVEL 11
Sr. Engineering Technician 3481 3603 3728 3854 3944 4036 4215
Recreation Supervisor 3481 3603 3728 3854. 3944 4036 4215
Cable Coordinator 3481 3603 3728 3854 3944 4036 4215
fire Marshal 3481 3603 3728 3854 3944 4036 4215
GIS Specialist II 3481 3603 3728 3854 3944 4036 4215
GRADE LEVEL 10
Administrative Assistant 3256 3364 3478 3589 3673.. 3757 3919
Records Supervisor 3256 3364 3478 3589. 3673 3757 3919
Plmb./Mech. Inspector. 3256 3364 3478 3589. 3673 3757 3919.
Bldg lnsp/Plans Examiner 3256 3364 3478 3589 3673. 3757 3919
Arts Center Coordinator 3256 3364 3478. 3589 3673 3757 3919
Accountant:Il 3256 3364 3478 3589 3673 3757 3919
Public Information Coord. 3256 3364 3478 3589 3673 3757 3919
Employee Relations Coord. 3256. 3364 3478 3589 3673 3757 3919
• Associate Planner 3256 3364 3478 3589 3673 3757 3919
Ec. Dev. Coordinator 3256 3364 3478 3589 3673 3757 3919
Sr. Const. Representative 3256 3364 3478 3589 3673 3757 3919
GRADE LEVEL 9
Research Analyst 3028 3128 3230 3330. 3406 3481 3631
Admin. Asst. - O & M 3028 3128. 3230 3330 3406 3481 3631
Info. Systems Technician 3028. 3128 3230 3330 3406 3481 3631
Fire Inspector 3028 3128 3230 3330 3406 3481 3631
GRADE LEVEL 8
Engineering Technician II 2793 2885 2977 3066 3134 3204 3338
Sr. Center Coordinator 2793 2885 2977 3066 3134 3204 3338
..Confidential Secretary/ 2793 2885 2977 3066 3134... 3204. 3338
Deputy. Clerk
Recreation Program Asst. 2793 28$5 2977 3066. 3134 3204 3338
GRADE LEVEL 7
Sp. Assmt/Property Data C 2569 2649 2729 2809.. 2870 2929 3050
lJtility Billing Clerk 2569 2649 2729. 2809 2870 2929 3050
Acctng Clerk/Financial Sec 2569 2649 2729 2809 ` 2870 2929 3050
Senior Secretary 2569 2649. 2729 2809 2870 2929 3050
Crime Prev./Evidence Tech 2569 2649 2729 2809 2870 2929 3050
GRADE LEVEL 7 (cont.)
Zoning Enforcement Coord 2569 2649 2729 2809 2870 2929 3050
Public Information Speciali; 2569 2649 2729 2809 2870 2929 3050
Video Producer 2569.. 2649 2729 2809 2870 2929 3050
GIS Technician 2569 ' 2649 2729 2809 2870 2929 3050
GRADE LEVEL 6
Building Department Asst. 2442 2516 2589 2665 2723 2780. 2893
Department Secretary 2442 2516: 2589 2665 2723. 2780 2893.
Comm. Pub. Safety OfFcer 2442 2516 2589 2665 2723 2780 2893
Accounts Payable Clerk. 2442, 2516 2589 2665 2723. .2780 2893
.GRADE LEVEL 5
..Police Records Technician 2197 , 2262 2329 2395 2442 2496' 2591
.Secretary/Receptionist 2197 2262 2329 2395 2442 2496 2591
Assist. Video Producer 2197 2262 2329 2395 2442. 2496 2591
GRADE LEVEL 4 1944 1999 2060 2119 2162 2203 2286
GRADE LEVEL 3
Community Service Officer 1699 1745 1790 1839 1875 1911 1985
fulling Attendant 1899. 1745 1790 1839 1875 1.911 1985
Sr. Center Assistant 1699 1745 1790. 1839 1875 1911 1985
GRADE-LEVEL 2 1439 1478 1520 1559 1590 1617 1678
GRADE .LEVEL 1 1181 1215 1246 1279 1302 1327 1370
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. If their work performance is determined to be less than satisfactory
as approved by the Personnel Committee of the City Council, their wage rate may
be frozen until their work performance is determined to be satisfactory.
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. A committee consisting of the immediate supervisor and City
Administrator shall rate the employee's performance with the supervisor rating
weighted for'h 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. A committee consisting of the
immediate supervisor and City Administrator shall rate the employee's -
performance with the immediate .supervisor rating weighted. for '/Z and: the City
Administrator 1/i.
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.
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 wily.: be used. for .
progression through Zone A to the beginning of ZoneB.
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 beginningof 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.
D-6. Merit shall be based on grosswages, 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.
E-2. Economic Development Coordinator, Confidential. Secretary/Deputy Clerk and
- Recreation Program Assistant grade level changes will be effective upon
successfixl 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-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
6th day of .Nov. ,.2000.
CITY O AKEVILLE
BY: d
eTEST: Dane Zaun,1V~ or
harlene Friedge ,City rk