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Special Assistant to the City Manager (EM) EM -37 02/01/2015 <br />The unrepresented Executive Management (EM) salary schedule contains numerous <br />salary rate ranges, each range comprised of fifteen (15) separate rates of pay shown in <br />monthly amounts. The rate ranges are Identified by a two -digit number preceded by the <br />capital letters "EM" for Executive Management. The separate rates of pay or steps <br />within each salary rate range are identified by the numbers "1" through "15" inclusive, <br />with Step "1" being the lowest or minimum rate of the range, Step "8" the middle or <br />midpoint rate of the range, and Step "15" being the highest or maximum rate. <br />Terminal Classifications. The capitalized letter "T" shown within parenthesis (i.e., (T)] <br />next to a classification title signifies a position classification that has been designated as <br />"terminal" by formal City Council action and, as such, will be deleted from this <br />classification and compensation plan for unrepresented Executive Management (EM) <br />classifications of employment when vacated by its last remaining incumbent. No new <br />appointment may be made to a classification that has been designated as terminal. <br />Section 2. Special Pay Additives and Additional Compensation Provisions. <br />Bilingual Skill Pay. Qualified employees who are assigned to positions involving the <br />regular and frequent use of bilingual skill in both English and either Spanish, <br />Vietnamese or any other language designated by the City Manager will be paid in the <br />highest amount as available to represented management employees. Incumbents of <br />positions where bilingual proficiency is essential to the performance of duties and <br />responsibilities of a critical and /or emergency nature, or of positions where bilingual <br />public contact is a major, essential or integral element of the work being performed, will <br />be paid in the highest amount as available to represented management employees. <br />Section 3. Administration and Applicability of the Compensation Plan <br />A. Unless specified otherwise herein, unrepresented Executive Management (EM) <br />employees will be subject to the same changes in compensation plan provisions, <br />including but not limited to, sick leave maximum accrual; bereavement leave; holidays; <br />longevity vacation cash out; health and dental insurance; access to participation in the <br />City's Vision Plan; retirement; Retirement Health Savings Plan; and work week <br />schedule, as provided in the highest amount as available to represented management <br />employees on or after January 1, 2015. <br />B. Compensation Plan Implementation. Upon implementation of the basic salary <br />schedule set forth In Sub - section 1.13, of this Resolution, a current incumbent of an <br />Executive Management (EM) classification listed herein above will be placed at the <br />monthly rate in the assigned salary rate range which matches the incumbent's <br />assigned base monthly salary rate on the day preceding the effective date of this <br />Resolution. <br />C. Hiring Pay Policy. A newly hired Executive Management (EM) employee will be <br />compensated at a monthly rate within the lower third of the salary range (Steps 1 <br />through 5) for his /her job classification as authorized by the appointing authority. When <br />economic conditions, unusual employment conditions, or exceptional qualifications of a <br />candidate for employment indicates a higher rate would be in the City's best interest, <br />