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Home My WebLink About00-178 CITY OF LAKEVILLE RESOLUTION Date: August 7, 2000 Resolution No. 2000-178 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 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 May 29, 2000: • ZONE A ZONE B FIRST MID BOTTOM BOTTOM Qt1ARTILE POINT POSITION TITLE START 12 MO 24 MO 36 MO 48 MO 60 MO GRADE LEVEL 21 City Administrator 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 5075 5279 5480 5683 5837 5986 6292 GRADE LEVEL 17 Parks and Recreation Dir. 4890 5083 5277 5469 5616 5761 6050 Dir. Operations & Mnt. 4890 5083 5277 5469 5616 5761 6050 GRADE LEVEL 16 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 & Rec Director 4371 4538 4705 4871 4998 5122 5376 Human. Resources Director 4371 4538 4705 .4871 4998 5122 5376 GRADE LEVEL 14 Asst. City Engineer 4146. 4303 4458 4614 4732 4848 5081 Building Official 4146 4303 4458 4614 4732 4848 5081 Utilities Superintendent 4146 4303 4458. 4614 4732. 4848 5081 Information Systems Mgr 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 Coordinator 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 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 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 GRADE LEVEL 10 Records Supervisor 3256 3364 3478 3589 3673 3757 3919 Plmb./Mech. Inspector 3256 3364 3478 3589 3673 3757 3919 Bldg Insp/Plans Examiner .3256 3364 3478 3589 3673 3757 3919. Arts Center Coordinator 3256 3364 3478 3589 3673 3757 3919 Administrative Assistant 3256 3364 3478 3589 3673 3757 3919 Accountantll 3256 3364 3478 3589 3673 3757 3919 GIS Specialist II 3256 3364 3478 3589 3673 3757 3919 Public Information Coord. 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 Employee Relations Coord. 3028 3128 3230 3330 3406 3481 3631 Admin. Asst. - O & M 3028 3128 3230. .3330 3406 .3481 3631 Associate Planner 3028 3128 3230 3330 3406 3481 3631 Ec. Dev. Coordinator 3028 3128 3230 3330 3406 3481 3631 Info. Systems Technician 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 GRADE LEVEL 7 Sp. Assmt/Property-Data Clk 2569 2649 2729 2809 2870. 2929 3050 Utility Billing Clerk 2569 2649: 2729 2809 2870 2929 3050 Acctng Clerk/Financial Secty 2569 2649 2729 2809 2870 2929. .3050 Senior. Secretary 2569 2649 2729 2809 2870 2929 3050 Confidential Secretary/ 2569 2649 2729 2809 2870 2929 3050 Deputy Clerk Crime Prev./Evidence Tech 2569 2649 2729 2809 2870 2929 3050 Zoning Enforcement Coord 2569 2649 2729 2809 2870 2929 3050 Recreation Program Asst. 2569 2649 2729 2809 2870 2929 3050 Fire Inspector 2569. 2649 2729 2809 2870 2929 3050 Public Information Specialist 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 ~ • , 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 6 Building Department Asst. 2326 2396 2466 2538 2593 2648 2755 Department Secretary. 2326 2396 2466 2538 2593 2648. 2755 Comm. Pub. Safety Officer 2326 2396 2466 2538 2593 2648 2755 Accounts Payable Clerk 2326 2396 2466 2538 2593 2648 2755 GRADE LEVEL 5 Police Records Technician 2092 2154 2218 2281 2326 .2377 2468 Secretary/Receptionist 2092 2154 2218 2281 2326 2377 2468 Assist. Video Producer 2092 2154 2218 2281 2326 2377 2468 GRADE LEVEL 4 1851 1904 1962 2018 2059 2098 2177 GRADE LEVEL 3 Community Service Officer 1618 1662 .1705 1751 1786 1820 1890 Building Attendant 1618 1662 1705 1751 1786 1820 1890 Sr. Center Assistant 1618 1662 1705 1751 1786 1820 1890 GRADE LEVEL 2 1370 1408 1448 1485 1514 1540 1598 GRADE LEVEL 1 1125 1157 1187 1218 1240 1264 1305 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-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. . , C. PAY PLAN ADJUSTMENT BASED ON CONSIDERATION OF MARKET CONDITIONS AND COST OF LIVING CHANGE i 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 %2 and the City Administrator %2. 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 '/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, 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. .Department Secretaries who's Point Factor Values were decreased, as determined by EPEC at the May 19, 1994 meeting, will have their compensation frozen within Grade Leve17. Newly hired Department Secretaries will be compensated at Grade Leve16. E-2. Public .Information Coordinator grade level change will be effective upon successful hiring of the Public Information Specialist. E-3. 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-l. The next compensation survey will be completed in 2000 for implementation in 2001. The survey will utilize the following cities for benchmark comparisons: Eagan, Burnsville, Eden Prairie, Maple Grove, Apple Valley, Woodbury, Maplewood, Shoreview and Inver Grove Heights. APPROVED AND ADOPTED by the City Council of the City of Lakeville this 7th day of Aug.. , 2000. CITY F AKEVILLE BY: ATTEST:. Duane Zaun, M or D harlene Frie ges, Ci lerk