HomeMy WebLinkAbout81-139RESOLUTION NO. 81-139
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA
ANA AMENDING RESOLUTION NO. 58-281 TO PROVIDE A NEW
COMPENSATION PLAN FOR MANAGEMENT PERSONNEL INCLUDING
SALARY AND BENEFIT ADJUSTMENTS FOR FISCAL YEARS 1981-
82 AND 1982-83.
WHEREAS, on November 3, 1958, the City Council passed and adopted
Resolution No. 58-281, revising and re-establishing the Basic Compensation
Plan for all officers and e~nployees of the City of Santa Aha; and
WHEREAS, Section 1004, Article X of the City Charter of the City
of Santa Aha requires the City Manager to prepare, install and maintain a
position classification and pay plan subject to Civil Service Rules and
Regulations and the approval of the City Council; and
WHEREAS, the City Council has from time to time amended said
Resolution; and
WHEREAS, the City Council recently approved two-year labor agree-
ments with two of its three formally recognized employee associations to
provide certain adjustments in wages, benefits and other terms and conditions
of employment covering a majority of non-management employees during Fiscal
Years 1981-82 and 1982-83; and
WHEREAS, the City Council now desires to provide similar
compensation adjustments for its management personnel and to add several
new titles, delete or provide for the deletion of several obsolete titles,
and change several existing class titles, all pertaining to classes in the
management category; and
WHEREAS, the City Council, in recognition of the distinct character
of the City's management jobs and incumbents, now also desires to establish
a separate performance-based compensation plan for management personnel in
order to:
1. Establish a system whereby compensation serves as an effective
device for promoting and sustaining better job performance.
2. Promote maximum commitment by management personnel to goals
and objectives established by the City Manager.
Promote the further identification of a management group and
an understanding of associated roles, responsibilities and
loyalties.
4. Improve the City's ability to attract, motivate and retain
outstanding management personnel.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of
Santa Ana that Section 3 of Resolution No. 58-281, as emended, is hereby
further amended by:
1. Changing the following class titles as set forth below:
FROM TO
Alarm and Communications
Supervisor (MM)
Battalion Chief (MM)
Budget Officer (MM)
Deputy City Manager (MM)
Deputy Clerk of Council II
Director of Finance and
Support Services (EM)
Data Processing Manager (MM)
Fire Facilities Maintenance
Supervisor (MM)
Fire Battalion Chief (MM)
Budget and Research Officer (MM)
Executive Assistant (MM)
Assistant Clerk of the Council
Director of Finance (EM)
Computer Services Manager (MM)
FROM
TO
Executive Assistant to the
City Manager (MM)
Office Supervisor
Park and Trees Superin-tendent (MM)
Purchasing and Property
Control Officer (MM)
Senior Accountant (MM)
Street Division Super-
visor (MM)
Water Division Supervisor (MM) Water Division Superintendent
Administrative Assistant II (MM)
Administrative Services Supervisor
Park Maintenance Superintendent (MM)
Purchasing Division Manager (MM)
Accounting Division Supervisor (MM)
Street Division Superintendent (MM)
(MM)
2. Designating the following classes as Terminal by adding the
parenthetical identifier (T) next to the following class title:
Assistant Fire Chief (MM)(T)
Director of Building Safety (EM)(T)
Director of Planning (EM)(T)
Senior Planner (MM)(T)
Supervisor of Inspections (MM)(T)
3. Deleting the Executive Management class of Equipment
Maintenance Superintendent (EM).
4. Adding the following new class titles:
Chief of Development Processing
Chief of Planning
Community Preservation Officer
Deputy City Attorney III
Treasury Division Supervisor
5. Designating the new classes listed in paragraph "D",
above, the retitled classes of Administrative Services Supervisor and
Assistant Clerk of the Council, and the currently designated Executive
Management classes of Community Development Coordinator and Housing Program
Administrator, as unrepresented Middle-Management by adding the parenthetical
identifier (MM) next to following said class titles.
6. Deleting notation "g", referring to a performance incentive
allowance for management personnel, in the Footnotes listed at the end of
Section 3.
7. Assigning the following class titles to new salary rate ranges
on the effective dates as next herein set out:
Class Title
Salary Rate Range Numbers
7-1-81 7-1-82 1-1-83
EXECUTIVE MANAGEMENT CLASSES:
Assistant City Manager (EM)
Community Development Director (EM)
Director of Building Safety (EM)(T)
Director of Finance (EM)
Director of Personnel (EM)
Director of Planning (EM)(T)
Director of Planning & Development
Services (EM)
Director of Public Works (E~)
Director of Recreation & Parks (EM)
Director of Transportation (EM)
Executive Assistant (EM)
Fire Chief (EM)
Housing Director (EM)
Library Director (EM)
Museum Director (EM)
Police Chief (EM)
620 632 642
572 584 594
546 ....
590 602 612
569 581 591
578 ....
578 590 600
607 619 629
571 583 593
597 609 619
561 573 583
603 615 625
572 584 594
559 571 581
524 536 546
617 629 639
Salary Rate Range Numbers
Class Title 7-1-81 7-1-82 1-1-83
MIDDLE-MANAGEMENT CLASSES:
Accounting Division Supervisor (F~)
Administrative Services Supervisor (MM)
Administrative Assistant II (MM)
Assistant City Attorney (MM)
Assistant City 'Engineer (MM)
Assistant Clerk of the Council (MM)
Assistant Fire Chief (FIM)(T)
Budget & Research Officer (MM)
Chief of Planning (MM)
Chief of Development Processing (MM)
Community Development Coordinator (MM)
Connnunity Preservation Officer (MM)
Construction Engineer (MM)
Computer Services Manage~ (MM)
Deputy City Attorney I (MM)
Deputy City Attorney II (MM)
Deputy City Attorney III (MM)
Economic Development Program Manager (MM)
Fire Battalion Chief (MM)
Fire Facilities Maintenance Supervisor (MM)
Fleet Services Manager (MM)
Housing Programs Administrator (MM)
Librarian III (MM)
Manpower Project Coordinator (MM)
Park Maintenance Superintendent (MM)
Payroll Accounts Supervisor (MM)
Plan Checking Engineer (MM)
Police Captain (MM)
Police Con~nander (MM)
Police Lieutenant (MM)
Police Records Manager (MM)
Principal Personnel Analyst (MM)
Purchasing Division Manager (MM)
Real Property Agent (MM)
Recreation Superintendent (MM)
Redevelopment Real Estate Officer (MM)
Risk Manager (MM)
Senior Civil Engineer (MM)
Senior Planner (MM) (T)
Senior Transportation Planner (MM)
Special Facilities Manager (MM)
Street Division Superintendent (MM)
Supervisor of Inspections (MM) (T)
Traffic Engineering Supervisor (MM)
Treasury Division Supervisor (MM)
Water Division Superintendent (MM)
500 512 522
500 512 522
500 512 522
571 583 593
569 581 591
430 '~442 ~ 452
568 ....
490 502 512
551 563 573
§511 563 573
471 483 493
551 563 573
520 532 542
535 547 557
488 500 510
529 541 551
559 571 581
502 514 524
545 557 567
497 509 519
511 523 533
479 491 501
474 486 496
474 486 496
506 518 528
436 448 458
515 527 537
565 577 587
575 587 597
545 557 567
489 501 511
520 532 542
515 527 537
510 522 532
5O6 518 528
530 542 552
505 517 527
530 542 552
520 ....
520 532 542
506 518 528
520 532 542
477 ....
530 542 552
500 512 522
520 532 542
BE IT FURTHER RESOLVED: That Sections 3.1.1, 3.1.2, and 3.1.3 of
Resolution No, 58-281, all pertaining to employee benefits for executive and
middle-management personnel, be deleted and that Section 12, referring to the
effective date of Resolution 58-281, be renumbered to Section 14.
BE IT FURTHER RESOLVED: That Resolution No. 58-281, as emended,
is hereby further amended by adding a new section to read as follows:
Section 12. Executive and Middle-Management Compensation Plan.
There is hereby established a special comPensation plan for officers and~
employees in classes of employment designated as unrepresented Executive
Management (EM) or Middle-Management (MM), the provisions of which are
hereinbelow set forth.
(a) Manasement P&y Plan. For officers and employees designated
as Executive or Middle-Management, the provisions of this Resolution relating
to assignment of officers and employees to five (5) step salary and wage
rate ranges, beginning rates, and advancement within rate ranges shall be
modified and applied in the following manner:
(1) The effective range of rates for said management employees
assigned to one of the five (5) step salary schedules listed in Section 2 of
this Resolution shall be limited to the first three (3) steps, A through C.
The remaining steps in each schedule, namely D and E, shall only have
applicability to classes of employment which have not been designated as
Executive or Middle-Managem~ent.
(2) An officer or employee appointed to class of employment
designated as management may be placed by the appropriate appointing
authority at any step within the applicable three (3) step salary range
(A, B, or C) in the schedule which has been allocated by this Resolution
to the class of employment to which said officer or employee has been
appointed.
(3) For any such management officer or employee initially
appointed to a step lower than step C, advancement to the next higher step
(step B from step A or step C from step B) may be granted only for contin-
ued satisfactory and efficient service by said officer or employee in the
effective performance of the duties of his or her position.
The effective date of such step increase, if granted,
shall be the first day of the month following the completion of one year
of service at the step from which said officer or employee is being advanced.
(4) Any such management officer or employee who is being paid
on a salary step higher than step A may be reduced by one or more steps but
not lower than step A of the appropriate salary schedule with the approval
of the City Manager.
(5) When any such management officer or employee has not been
approved for advancement to the next higher salary step, or has been reduced
by one or more steps in accordance with subparagraph (4) above, he or she
may be reconsidered for advancement to the next higher step above his or
her then current step after the completion of three (3) months of additional
service and shall be reconsidered for such advancement after the completion
of six (6) months of additional service.
(6) Reallocation of Salary Rate Ranges. The provisions of
Section 11 of this Resolution shall not apply to management personnel during
the initial conversion from the five (5) step salary rate range to the three
(3) step salary rate range established by this Section. The initial con-
version to this new plan requires that the salary schedule to which each
management employee is allocated on the day preceding the effective date
of this new plan be automatically increased twenty (20) salary schedule
numbers so that the C, D. and E steps of the previously assigned schedule
will become the A, B, and C steps, respectively, of the newly assigned
schedule. Subsequent to the initial conversion, the provision of Section 11
shall then apply to the management pay plan hereinabove set forth.
(b) Employee Benefits. Each officer and employee who is employed
in a position in a class of employment designatedinSection 3 of this
Resolution as Executive Management (EM) or Middle-Management (MM), shall
receive as additional compensation, the following employee benefits:
(1) Retirement. The terms of the existing contract between
the City and the California Public Employees' Retirement System (PERS) gov-
erning the retirement benefits for affected employees, as said contract
shall be amended prior to October 1981 to provide a different schedule of
benefits for employees hired after the effective date of such amendment,
are incorporated by reference herein. The City shall continue to make
contributions to PERS in accordance with its contract with PERS for
affected employees covered by said contract as amended.
(2) Deferred Retirement. The City shall continue to pay to
PERS, on behalf of each affected employee, an amount equal to five percent
(5.0%) times the compensation upon which such retirement contributions are
calculated subject to the following conditions:
i. Such payments are not part of or an increase in base
salary. As a result, the City will not treat these payments as ordinary
income and, thus will not withhold federal or state income tax from said
payments.
ii. In the event the City receives a ruling from the
Internal Revenue Service that such payments are ordinary income of the
affected employees instead of deferred compensation, the City's obligation
to make such payments shall discontinue and, in place thereof, the base
salary of each affected employee shall forthwith be increased by ten (10)
salary rate ranges, five percent (5.0%).
iii. For the purpose of reporting an affected employee's
compensation to PERS, however, the City shall include these payments as if
they were a part of the employee's base salary.
(3) Deferred Compensation. Each affected employee shall
continue to receive as deferred compensation an amount equal to one percent
(1.0%) of his or her monthly salary. The amounts contributed by the City
under this provision shall be subject to the general terms and conditions
of the City of Santa And Deferred Compensation Plan, and subject further
to the conditions that the employee shall have no vested rights in the
amounts contributed by the City until termination of employment with the
City and that the City will pay the total amount of contributions plus any
earnings to the employee upon termination, resignation, retirement, dismissal
or death.
(4) Health Insurance. The City will continue to contribute
the following amounts toward the payment of premiums for affected employees
and their dependents under the existing health insurance program (or a new
program providing substantially similar coverage and benefits):
i. with respect to employees who do not have dependents
included under the program, 100% of the premium;
ii. with respect to employees who have dependents
included under the program, an amount equal to 90% of the total premiums
applicable to the "family plan" covering said employees and their dependents.
(5) Dental Insurance. The City shall continue to pay 100%
of the premium cost for affected employees who do not have dependents
included under the dental insurance program available to represented
employees of the City and $15.32 per month for affected employees who have
eligible dependents included under such program.
(6) Disability Insurance. The City shall continue to pay
100% of the premium cost for a long-term disability insurance plan for all
Executive and Middle-Management officers and employees.
(7) Life Insurance. The City shall continue to pay 100% of the
premium cost for term life insurance coverage under the policy it maintains
on behalf of its officers and employees in order to provide each person
designated as Executive Management (EM) with life insurance coverage in
an amount equal to twice such employee's annual rate of salary, and each
person designated as Middle-Management (MM) with life insurance coverage
in an amount equal to such employee's annual rate of salary, provided said
affected employees can provide evidence of insurability if so required by
the terms and conditions of said term life insurance policy.
In the event any such affected employee is determined to
be ineligible for said insurance coverage, the City will attempt to provide
as much additional coverage as may be obtained at a reasonable cost without
having to provide evidence of insurability.
(8) Paid Holiday Time Off. Affected employees are not required
to appear for work, except in emergencies, and will receive payment at his
or her current base salary rate for the following eleven (11) holidays
during each year: January 1st, third Monday in February, last Monday in
May, July 4th, first Monday in September, November llth, Thanksgiving Day
and the day immediately following (Friday), Christmas Day, the last working
day before Christmas Day (unless such day falls on Wednesday, in which
instance the day following Christmas Day will be observed), and one (1)
floating holiday.
Any holiday which falls on Sunday will be observed on the
following Monday and any holiday which falls on a Saturday will be observed
on the Friday preceding the holiday.
(9) Vacation Time Off. Affected employees shall be granted
regular and longevity paid vacation leave on the same basis as provided
represented employees of the City except, however, such affected employees
will be granted vacation with pay at the annual rate of fifteen (15) working
days for each of his or her first and second completed year of service.
Notwithstanding the foregoing, Fire Battalion Chiefs
assigned to the twenty-four (24) hour shift schedule are granted regular
vacation on the same basis as other full-time employees except that their
standard work unit is a working day of twelve (12) hours. Therefore, each
such Fire Battalion Chief is granted regular vacation at an annual rate of
fifteen (15) 12-hour working days, or seven and one-half (7 1/2) 24-hour
work shifts. In those cases when an employee is transferred between the
twenty-four (24) hour shift schedule and the regular forty (40) hour work-
week schedule, the employee's earned vacation, which is accrued in hours,
shall be converted to agree with the number of working hours per day in the
currently-assigned schedule.
(10) Vacation Pay Option. Affected employees shall be given
the option to receive cash compensation, computed on a straight time basis,
in lieu of up to five (5) working days of earned, unused vacation leave
benefits set forth in Section 9 above.
(i1) Expanded Residency - Middle-Management ~mployees Only.
The City shall continue to permit officers and employees employed in classes
of employment designated as Middle-Management to reside outside the limits
of Orange County, so long as such residency is not an unreasonable distance
nor requires an unreasonable response time to the particular employeeVs place
of employment. Any affected employee who desires to take advantage of the
opportunity to reside outside of Orange County shall first request permission
to do so from his department head. Said request shall be granted by the
department head if it is determined that the intended residence is not an
unreasonable distance nor requires an unreasonable response time to the
employee's place of employment.
Should the department head refuse any such request, the
employee shall have the right of appeal of said determination to the City
Manager for reconsideration.
(12) Administrative Leave Policy. The City Manager is authorized
to grant, at his discretion, administrative leave for Executive and Middle-
Management personnel.
(13) Carry Over Benefits. In addition to the benefits specified
in subparagraphs (1) through (12) hereinabove, said officers and employees
shall continue to receive any and all employee benefits which they were
entitled to receive on June 30, 1981, by reason of prior action of the
Council, provided and excepting, however, that the retirement benefit shall
be as provided hereinabove, and not as it existed on June 30, 1981.
BE IT FURTHER RESOLVED; That Resolution No. 58-281, as amended,
is hereby further amended by adding thereto a new section as follows:
Section 13: Management Performance Bonus Plan. There is hereby
established a Performance Bonus Plan for officers and employees employed in
classes designated as unrepresented Executive Management (EM) or Middle-
Management (MM), the provisions of which are hereinbelow set forth.
(a) The City Manager shall establish performance criteria and
appraisal guidelines to be utilized by appropriate appointing authorities
in granting or withholding performance bonuses. The terms "appropriate
appointing authorities", as used in this Section, shall mean the City
Manager regarding Executive Managers subject to his or her authority, and
each Executive Manager regarding Middle-Managers subject to his or her
authority.
(b) Annual Performance Appraisal. It shall be the duty and
responsibility of each appointing authority to evaluate the performance of
each of his or her subordinate managers to determine the extent to which
performance criteria have been met and what, if any, performance bonus(es)
should be granted to subordinate managers.
(c) Special Performance Bonus. Each management officer or employee
who has met or exceeded the special performance criteria established and
approved by the City Manager may be granted an annual performance bonus
in an amount up to but not to exceed eight percent (8.0%) of his or her
annual rate of salary.
(1) Such special performance bonus shall be in the form of
a cash payment or payments that shall not be a part of or an increase in
base salary.
(2) Bonus payments for Middle-Management personnel in City
Manager-controlled departments require the prior approval of the City
Manager.
BE IT FURTHER RESOLVED: That this Resolution shall be operative
from and after July 1, 1981.
ADOPTED, this 17th day of A.n,~f
following vote:
, 1981, by the
AYES: Acosta, Bricken, Grlset, Luxembourger, Markel, McGuigan,
Serrate
~OES: None
ABSENT: None
GORDO~BRICKEN, MAYOR
ATTEST:
APPROVED AS TO FORM: