HomeMy WebLinkAbout86-059***AMENDED BY RES. 87-58******
RESCINDED BY: It /RESO
RESOLUTION NO, 86-59
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA
REESTABLISHING THE BASIC COMPENSATION PLAN FOR CLASSES OF
EMPLOYMENT DESIGNATED AS UNREPRESENTED EXECUTIVE AND MIDDLE-
MANAGEMENT AND RESCINDING PROVISIONS OF RESOLUTION 85-145
INCONSISTENT THEREWITH
WHEREAS, on December 3, 1985, the City Council passed and adopted
Resolution No. 85-145, re-establishing the Basic Compensation Plan for
classes of employment designated as unrepresented executive and
middle-management; and
WHEREAS, the City Council has amended said resolution several
times to add new class titles; and
WHEREAS, it is now desired to (1) adjust the ~alaries for said
management classes by five percent (5%) for Fiscal Year 1986-87 by
providing a new Schedule of Salary Rate Ranges (Attachment "A" to the
Resolution); (2) change the existing class titles of Executive Director
of Community Development and Housing (EH), Executive Director of
Economic Development (EM), and Permit and Inspections Coordinator
to Executive Director of Community Development (EM), Executive Director
of Economic Development and Housing (EM), and Permit and Inspections
Manager (~f14), respectively; and (3) modify the performance-based salary
adjustment methodology to provide one-time monetary payments in amounts
smaller tban the previously established increments of two and'one-half
percent (2.5%),
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE
CITY OF SANTA ANA:
Section 1. There is hereby re-established a Management
Compensation Plan for unrepresented Executive and Middle-Management
officers and employees of the City of Santa Aha.
Section 2. Schedule of Salaries. The basic salary schedule
attached hereto as Attachment ~', and made a part hereof as though set
forth in full herein, provides numerous salary rate ranges, each
comprised of fifteen (15) separate rates of pay shown in monthly
The respective rate ranges are identified by a two digit number
preceded by the capital letter "M". The separate rates of pay or steps
within each salary rate range are identified by the numbers "1" through
"15" inclusive, with Step "1" being the lowest or minimum rate of the
range, Step "8" the middle or midpoint rate of the range, and Step "15"
being the highest or maximum rate of the range. The purpose of the
minimum, midpoint and maximum are set forth in the Section 7 bslow.
Section 3. Designation of Management .Classes and the Assignment
of Such Classes to Salar~ Rate Ranges. Classes of employment listed in
Subsection A below shall be designated as unrepresented Executive
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Management and should be identified by the~ ~apital letters "EM" in
parenthesis next to following each class title. Classes of employment
listed in Subsection B below shall be designaged as unrepresented
Middle-Management and shall be identified by the capital letters "MM"
in parentheses next to following each class title.
The basic salary compensation plan for all officers and employees
of the City of Santa Ana who are now employed or will in the future be
employed in any of the management classes listed in A and B below shall
be allocated to salary rate ranges as next hereinafter set forth,
effective January 1, 1986.
CLASS TITLE
SALARY RATE RANGE
A. Unrepresented Executive Management Classes
Assistant to the City Manager (EM)
Deputy City Manager-Development Services (EM)
Deputy City Manager-Operations (EM)
Deputy City Manager-Police Chief (EM)
Executive Director of Communications
and Marketing (EM)
Executive Director of Community Development (EM)
Executive Director of Cultural, Recreation and
Community Services (EM)
E~ecutive Director of Economic Development
and Housing (EM)
Executive Director of Finance and Management
Services (EM)
Executive Director of Human Resources (EM)
Executive Director of Intergovernmental
Relations (EM)
Executive Director of Public Services (EM)
Executive Director of Utilities (EM)
Fire Chief (EM)
Library Director (EM)
Museum Director (EM)
Police Chief (EM)
M-32
M-34
M-34
M-34
M-30
M-31
M-31
M-31
M-32
M-31
M-30
M-31
M-3!
M-32
M-28
M-28
M-34
B. Unrepresented Middle Management Classes
Accounting Manager (MM)
Administrative Assistant II (MM)
Administrative Services Supervisor (MM)
Assistant City Attorney (MM)
Assistant Clerk of the Council (MM)
Assistant Director of Economic Development (MM)
Assistant Downtown Development Commission
Manager (MM)
Assistant Fire Chief (MM)
Assistant Fire Marshal (MM)
Assistant Museum Director (MM)
M-22
M-18
M-18
M-30
M-18
M-26
M-22
M-30
M-17
M-22
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Business and Industrial Development Manager (~4) M-26
Business Enterprises Manager (MM)~ M-22
Budget and Research Officer (MM) M-22
Cable Television Manager (MM) M-26
Chief Engineer and Assistant Executive Director
Utilities (MM) M-28
City Engineer (~4) M-29
Community Preservation Officer (~4) M-26
Computer Services Manager (MM) M-25
Construction Engineer (MM) M-17
Corporate Records Manager (MM) M-16
Deputy Chief of Police (~M) M-30
Deputy City Attorney III (MM) M-28
Deputy City Attorney I! (MM) M-22
Deputy City Attorney I (MM) M-12
Deputy Director of Finance (MM) M-28
Deputy Fire Chief (MH) M-28
Development Manager (MM) M-26
Downtown Development Commission Manager (MM) M-26
Emergency Medical Services Coordinator (MM) M-26
Employment Development Manager (MM) M-26
Executive Assistant II (MM) M-16
Executive Assistant I (MM) M-l!
Fleet Services Manager (MM) M-2!
Grants Coordinator (MM) M-18
Housing Manager (MM) M-26
Human Resources Manager (MM) M-26
Human Resources Supervisor (MM) M-22
Librarian III (MM) M-22
Management Analyst II (MM) M-18
Operations and Finance Manager (MM) M-26
Operations and Maintenance Manager-Utilities (MM) M-26
Park Maintenance Superintendent (MM) M-22
Payroll Accounts Supervisor (MM) M-17
Permit and Inspections Manager (MM) M-26
Plan Check Engineering Coordinator (MM) M-17
Planning Manager (MM) M-26
Public Safety Management Analyst (MM) M-18
Purchasing Manager (MM) M-22
Real Estate Manager (MM) M-26
Recreation, Parks and Community Services Mgr (MM) M-26
Recreation Superintendent (MM) M-22
Redevelopment Officer (MM) M-26
Regional Transportation Center Manager (MM) M-22
Resources Development Associate (MM) M-22
Risk Manager (MM) M-26
Senior Civil Engineer (MM) M-19
Special Employment and Training Programs Manager(MM) M-20
Street Maintenance Superintendent (MM) M-26
Traffic Engineer (MM) M-28
Trafffic Operations Engineer (MM) M-25
Transportation Development Engineer (MM) M-25
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Treasury Manager (MM)
Visitors and Cultural Events Manager (MM)
Zoo Manager (MM)
M-22
M-26
M-22
Section 4. Special Salary Compensation Provisions.
4.1 Registered Engineer Pay. An incumbent of the class of
Construction Engineer (MM) or Plan Check Engineering Coordinator
who is a Registered Engineer in the State of California will be paid at
a rate set two (2) salary rate ranges (5%) above his or her base
monthly salary step.
4.2 Bilingual Skill Pay. Qualified employees who are assigned to
positions involving the regular and frequent use of bilingual skill in
both English and either Spanish, Vietnamese or other language
designated by the City Manager will be paid a monthly pay differential
of thirty dollars ($30.00) above his or her then current base monthly
salary step. Incumbent of positions where bilingual proficiency is
essential to the performance of duties and responsibilities of a
critical and/or emergency mature, or of positions where bilingual
public contact is a major, essential or integral element of the work '
being performed, will be paid a monthly differential of sixty dollars
($60.00) above his or her then current base monthly salary step.
Section 5. Officers and employees in the classes of employment
listed in Section 3 of this Resolution shall be covered by the
following management pay policies, effective January 1, 1986. To the
extent that these policies are inconsistent with any other City of
Santa Ama employee compensation policies, the terms of these policies
shall prevail.
5.1 Management Compensation Plan Implementation. Upon
implementation of the basic salary schedule set forth in Section 2 of
this Resolution, a current incumbent of a management class listed
hereinabove will be placed at the monthly rate in the newly assigned
salary rate range which most closely approximates, but is not less
than, the incumbent's assigned base monthly salary rate on the day
preceding the effective date of the Resolution.
A current management employee whose assigned base monthly salary
rate on the day preceding the effective date of this Resolution is
below the minimum rate of the newly assigned rate range for his or her
classification, will be placed at the minimum of such rate range upon
the effective date of this Resolution.
5.2 Hiring Pay Policy. Newly hired management employees shall be
compensated at any rate within the lower third of the salary range
(Steps 1 through 5) for their Job classification as authorized by the
appointing authority. When economic conditions, unusual employment
conditions, or exceptional qualification of a candidate for employment
indicate a higher rate would be in the City's best interest, the City
Manager may authorize hiring at a higher rate in the salary range but
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this higher rate generally shall hot be aboVe the midpoint.
5.3 Rates of Pay for Temporary and Part-Time Work. All officers
and employees working in classes of employment included in this
Resolution shall be compensated at a monthly rate, except that an
employee hired for temporary work in a position which has an
anticipated duration of less than six (6) months, and employees
employed on a part-time basis, forty (40) hours or less per
semi-monthly pay period, shall be paid at a rate per hour for actual
time spent in the duties of his or her employment. Any hourly rate of
pay, defined as the regular hourly rate of pay, shall be computed by
dividing the monthly salary rate by 173.33. In determining the hourly
rate as herein provided, computation shall be ~ade to the nearest whole
cent and a computation resulting in exactly one-half cent shall fix the
rate at the next higher whole cent.
Nothwithstanding the above, the regular hourly rate for uniformed,
safety-member fire suppression personnel assigned to the twenty-four
(24) hour work shift schedule shall be computed by dividing the
employee's regular monthly base rate of pay by two hundred forty-four
(244).
5.4 Service. The word "service" as used in this Resolution
shall be deemed to mean continuous, full-time service in the
classification in which the officer or employee is being considered for
salary advancement, service in a higher classification or service in a
classification allocated to the same salary rate range and having
generally similar duties and requirements. Employees hired after the
first (lst) working day of the month shall not be credited with "time
in service" for that month when determining the length of service
required for salary .step advancement. A lapse of service by a~ officer
or employee for a period of time longer than ten (10) calendar days by
reason of resignation, quit, or discharge, shall serve to eliminate the
accumulated length of service time of such officer or employee for the
purpose of this Resolution and any such officer or employee reentering
the service of the City shall be considered as a new officer or
employee, except that he or she may be reemployed within two (2) years
and may be placed in the same salary step in the appropriate salary
rate range .as he or she was at the time of termination of employment.
5.5 Promotion. An employer who is promoted to a management class
from a non-management class of the City service shall be placed at a
salary rate in the management salary rate range which provides a five
percent (5%) pay increase.
5.6 Demotion.
A. When an officer or employee is demoted to a position in a
lower classification, he or she shall be placed at a rate in the lower
salary rate range which provides at least a five percent (5%) reduction
in pay.
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B. A promotional employee who is rejected during the
probationary period from a management class shall be returned to the
classification in which he or she holds regular status and at his or
her former salary step, unless the reasons for failure to complete
probation would also be cause for dismissal from City service.
5.7 Layoff from a Management Class. An employee, whose position
has been abolished due to lack of work or lack of funds and who is
reassigned to another position, shall be placed at a rate or step in
the new salary range which does not provide an increase in pay.
5.8 Reduction in Pay for Management Employees. A management
employee may receive a reduction in salary on the basis of
unsatisfactory work performance or conduct, subject to Civil Service
Rules and Regulations where applicable.
5.9 Acting Pay. An unrepresented management employee may be
appointed by the City Manager to serve in an acting capacity during an
unplanned absence from work of thirty calendar days or more of another
unrepresented management employee, Management employees who are
granted acting pay by the City Manager shall receive a 5% increase in
pay or the minimum rate of the higher salary range while serving in an
"acting" capacity.
5.10 Upgrade to a Management Class. Regular employees of the
City who are incumbents of classes of employment not included in this
Resolution and who are temporarily upgraded to a management class shall
receive a 5% increase or the minimum rate of the management salary
range, in accordance with current upgrade provisions,
5.11 Reallocation of Salary Rate Ranges. Any officer or employee
who is employed in a classification which is reallocated to a different
salary rate range from that previously assigned shall be retained in
the same salary step in the new salary rate range as he or she had
previously held in the prior rate range and shall retain credit for
length of service in such step towards advancement to the next higher
step.
Section 6 Employee Benefits. Officers and employees regularly
employed in the classes of employment listed in Section 3 of this
Resolution shall receive as additional compensation the following
employee benefits:
6.1 Retirement Plan Contributions.
A. General. The terms of the existing contract between the
City and the California Public Employee's Retirement System (PERS)
governing the retirement benefits for eligible affected management
employees are incorporated by reference herein. The City shall
continua to make contributions to PERS in accordance with its contract
with the system for affected employees covered by said contract,
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B. Deferred Retirement. The City shall continue to make
payment to the PERS on behalf of each eligible affected employee in an
amount required to pay one hundred percent (100%) of the employee's
individual retirement contribution. Such payments shall be credited to
the individual employee's PERS account.
Such payments are not increases in base salary and no salary
rate range applicable to any of the employees covered by this
Resolution shall ~e changed or deemed to have been changed by reason
thereof. 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. The City previously received a ruling from the
Internal Revenue Service confirmimg that such payments are deferred
compensation and not ordinary income. In the event that the City
receives a new ruling from the Internal Revenue Service that such
payments are ordinary income of the employees instead of deferred
compensation, the City's obligation to make such payments shall
discontinue and in place thereof the base salary of each said employee
shall forthwith be increased by seven percent (7%). except for
"safety-member" employees eligible for coverage under the 2% at Age 50
Benefits Formula where the base salary shall be increased by mine
percent (9%).
For the purpose of reporting an employee's compensation to
PEP. S, the City shall include these payments as if they were a part of
the employee's base salary.
6.2 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 rate. The amounts contributed by
the City under this provision shall be subject to the general terms and
conditions of the City of Santa Aha 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.
6.3 Health and Dental Insurance. The City will continue to
contribute the following amounts toward the payment of premiums for
affected employees and their eligible dependents under the existing
health and dental insurance programs (or new programs providing
substantially similar coverage and benefits).
A. With respect to employees who do not have dependents
included under the programs~ an amount equal to the highest amount of
City contribution applicable to the "employee-only" health and dental
coverages for employees as specified in any current operative
Memorandum of Understanding between the City and a recognized employee
organization.
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B, Wi£h respect to employees who have dependents included
under the programs, an amount equal to the highest amount of City
contribution applicable to the "family-plan" health and dental
coverages for employees and their dependents as specified in any
current operative Memorandum of Understanding between the City and a
recognized employee organization.
6.4 Disability Insurance. The City shall continue to pay 100% of
the premium cost for a long-term disability insurance plan for affected
employees as said plan was amended effective November 1, 1985, to
provide unrepresented management personnel a monthly benefit of
sixty-six and two-thirds percent (65 2/3%) of base monthly salary
(insured payroll), less offsets contained in the existing plan, to a
maximum monthly benefit of $5,000.
6.5 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 Unrepresented Executive Management (EM) with
life insurance coverage in an amount equal to three times such
employee's annual rate of salary to a maximum of $300,000, and each
person designated as Unrepresented Middle-Management (MM) with life
insurance coverage in an amount equal to twice such employee's annual
rate of salary to a maximum of $300,000, provided said affected
employees can provide evidence of insurability for coverage above
$150,000 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 coverage as may be obtained at a reasonable cost
without having to provide evidence of insurability.
6.6 Paid Holida~ 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 let, 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.
6.7 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, with the exception that such
affected employees will be granted:
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A. Regular 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.
B. An additional five (5) working days per year over the
regular and longevity vacation schedules applicable to represented
employees of the City subject to the following restrictions on the
accrual of vacation leave: Unrepresented Executive Management (EM)
employees, no restrictions, Unrepresented Middle-Management (MM)
employees, twenty-five (25) days maximum accrual of such additional
five days per year,
Affected management employees must take at least five (5)
consecutive days of vacation leave each year.
6.8 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 6.7 above.
6.9 Sick Leave Credits for New Hires. The City Manager Is
authorized to grant a newly appointed incumbent of an unrepresented
management position sick leave credits up to an amount equal to any
earned but unused sick leave credits available to such appointee at the
time of his or her separation from his or her most recent previous
employer.
6.10 Payment for Unused Sick Leave. Affected employees shall be
granted payment for unused sick leave on the same basis as provided
represented employees of the City, with the exception that such
affected employees who have completed twenty-five (25) years or more of
full-time service with the City shall be entitled to payment for
one-half (1/2) of the total sick leave benefit credited to his or her
account upon the effective date of his or her termination, not to
exceed a maximum limit of 100 working days at the rate of base pay
effective on the date of such termination.
6.11 Administrative Leave Policy. The City Manager is authorized
to grant, at his or her discretion, paid or unpaid leave for management
personnel.
6.12 Residency - Middle~Manalement Personnel. The City shall
continue to permit officers and employees employed in classes of
employment designated as Unrepresented or Represented Middle-Management
(MM or RM) 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 employee's 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 or her 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
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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.
6.13 Wellness and Physical Fitness Incentive. Effective January
1, 1986, affected employees shall be eligible to receive cash payment
to defray a portion of the membership cost of a City-approyed but
privately operated health and physical fitness program in accordance
with the following cost-sharing schedule:
A. For each Executive Management participant, 80% of the
annual membership cost up to a maximum City contribution of $500 per
year.
B. For each Middle-Management participant, 40% of the annual
membership cost up to a maximum City contribution of $300 per year.
6.14 Tuition Reimbursement. Affected employees shall continue to
be eligible to participate in the existing Training and Education
Assistance Program provided for all regular, full-time employees of the
City; except, however, affected employees shall be eligible to receive
one hundred percent (100%) reimbursement for tuition and registra~ion
costs up to a maximum of three hundred dollars ($300.00) per semester
in accordance with the provisions of that Program.
6.15 Option to Redesi~nate Certain Contributions. Affected
employees shall have the option of waiving coverage under any
City-sponsored group insurance plan, such as medical, dental, long-term
disability and life coverages, and applying the above specified amount
of City contribution toward each such coverage waived to deferred
compensation and/or earned income.
6.16 Carry Over Benefits. In addition to the benefits specified
in Section 6.1 through 6.15 above, said officers and employees shall
continue to receive any and all employee benefits which they were
entitled to receive on December 31, 1985, by reason of prior action of
the City Council.
Section 7. Management Performance - Based Evaluation System.
There is hereby established a performance-based evaluation system for
officers and employees employed in classes herein designated as
unrepresented Executive Management (EM) or Middle-Management (MM), the
provisions of which are hereinbelow set forth.
7.1 Purpose. The basic purpose of the performance-based
evaluation system is to help attract, retain and motivate highly
competent managers and to provide them with a strong incentive to
excel.
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7.2 Specific Compensation Determination.
A. The City Manager is hereby given the authority to set the
individual compensation, to make adjustments thereto and to make
appointments at any salary within the established range for all
executive posit/one except the City Manager, the City Attorney, and the
Clerk of the Council, which shall be made by the City Council.
B. Executive Managers subject to the authority of the City
Manager shall be governed by the provisions of Section 5 supra and
those set forth hereinbelow in making appointments to salary rates
within authorized salary rate ranges and in making adjustments to the
individual compensation for middle-managers subject to their authority,
C. The City Manager shall establish performance criteria and
appraisal guidelines to be utilized by appropriate appointing
authorities in setting individual compensation for management
personnel. 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.
Do After the salary of an officer or employee has been first
established and fixed under this plan, salary advancement through the
remaining steps of the 15-step salary rate range shall be based on the
results of an annual performance evaluation.
7.3 Evaluation System Components. The evaluation system shall be
comprised of the following components:
A. Annual Objectives. The system shall include a list of
outcome-based, measurable objectives to be achieved which have been
mutually agreed upon between the appropriate appointing authority and
each individual manager subject to his or her authority. A relative
weight will be assigned to each objective listed with a minimum weight
of 10% and all must total 100%.
B. Managerial Behaviors. In addition to his or her
performance in achieving agreed-upon objectives, each manager shall
also be evaluated for his or her managerial behavior performance,
including such behaviors as communication (oral or written), analysis
and problem solving, decision-making and Judgment, planning and
organization, management control, leadership, interpersonal relations,
time-management, technical knowledge, handling of stress, etc.
7.4 Performance EValuation Guidelines.
A. It shall be the duty and responsibility of each
appropriate appointing authority to annually evaluate the performance
of each of his or her subordinate managers to determine their
individual eligibility for a performance increase and how much such
increase, if any, will be. Such annual performance evaluation shall
occur immediately following each individual manager's employment
anniversary date and cover the twelve month period preceding that date,
Additionally, at least one informal mid-year progress review shall be
held between each appropriate appointing authority and each of his or
her subordinate managers.
B. Performance Ratings. Each manager's performance in
relation to his or her agreed upon annual objectives and managerial
behaviors will be evaluated according to the following performance
rating scale:
Point Rating
Performance Levels
3
Significantly Exceeds Expectations:
Consistently exceeds all
objectives requirements and
expectations by a wide margin.
2
Exceeds Expectations:
Consistently meets all objectives
and requirements and exceeds
several.
Meets Expectations:
Meets objectives and requirements.
Below Expectations:
Fails to meet some objectives and
requirements,
'1
Unacceptable:
Performance is significantly below
the mieimum required.
7.5 Performance-Based Salary Adjustments. EaCh management
officer or employee covered by this plan may be eligible to receive an
annual performance~based in-range salary increase and/or one~time
monetary payment based on a percentage of current annual rate of base
salary, or be subject to a performance-based salary reduction, in
accordance with the following:
A. For overall performance rated as "Significantly Exceeds
Expectations", either step increase or one-time monetary payment or a
combination of step increases and one-time monetary payment not to
exceed seven and one-half percent (7.5%) in tots.
B. For overall performance rated as "Exceeds Expectations",
either step increases or one'time monetary payment or a combination of
a step increase and one'time monetary payment not to exceed five
percent (5%) in toro.
C. For overall performance rated as "Meets Expectations", a
one'time monetary payment in an amount up to but not to exceed two and
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one-half percent (2.5%) of current annual rate of base salary or
advancement of one step (2.5%) within the salary rate range.
D, For overall performance rated as "Below Expectations"~ no
performance salary increase or monetary incentive payment.
E. For overall performance rated as "Unacceptable", no
performance salary increase or monetary incentive payment.
Additionally, any officer or employee who has received such a rating
and who is being paid at a step higher than the minimum rate of the
salary rate range, may be reduced by one or more steps upon the
reco~uendation of the department head and the approval of the City
Manager.
F. Application of Guidelines.
i. If an officer or employee who is recommended for a
performance increase is at the maximum of his or her salary rate range,
then the entire performance increase must be awarded the equivalent
amount in a one-time monetary incentive payment.
ii. Any one-time monetary incentive payment granted under
this plan is not an in~rease in base salary and no salary rate range
applicable to any management employee covered by this Resolution shall
be changed or deemed to have been changed by reason of such payment,
iii. Performance increase and/or monetary payment amounts
for Middle-Management personnel in City Manager-controlled departments
require the approval of the City Manager,
iv. The City Manager shall be responsible for the
development and administration of detailed administrative procedures
and guidelines for the consistent and effective application of the
management performance-based evaluation system. Such procedures and
guidelines shall define how performance objectives, measures and
standards are developed; when and how performance reviews are to be
carried out; how performance component ratings and composite ratings
will be scored; and how performance salary increase and monetary
incentive payment options are to be exercised,
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BE IT FURTHER RESOLVED:
rescinded in its entirety,
that Resolution No. 85-145 is hereby
BE IT FURTHER RESOLVED:
from and after July 1, 1986.
ADOPTED this 7th day of
that this Resolution shall be operative
July , 1986.
Daniel E. Griset
Mayor
ATTEST:
a%lce c. Our /
~C~,rk of the Coun~
COUNCILMEMBERS:
Griset Nay
Johnson Aye
Acosta Aye
Hart Aye
Luxembour§er Aye
HcGuigan Aye
Young Aye
APPROVED AS TO FORM:
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M 37
# 36
M 35
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N 28
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N 24
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H 22
# 21
N 2O
# 19
H 18
iq 16
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H 10
14 9
H 8
# 6
iq 5
H '4
N 3
iq 2
#
6.804 5.949 6.098 6.250 6.406 6.566 6.730
5.662 5.804 5.949 6.098 6.250 6.406 6.566
6.524 5.662 5.804 6.949 6.098 5.250 6.406
5.389 5.524 5.662 5.804 5.949 6.098 6.250
5.253 5.389 5.524 5.662 5.804 5.949 6.098
5.130 5.258 5.389 5.524 5.662 5.804 5.949
5.005 5.130 5.258 5.389 5.524 5.662 5.804
4.883 5.005 5.130 5.258 5.389 5.524 5.662
4.764 4.883 5.005 5.130 5.258 5.389 5.524
4.648 4.?64 4.883 5.005 5.130 5.258 5.369
4.535 4.648 4.764 4.883 5.005 5.130 5.258
4.424 4.535 4.648 4.764 4.883 5.005 5.130
4.316 4.424 4.535 4.648 4.?64 4.883 5.005
4.211 4.316 4.424 4.535 4.648 4.764 4.883
4,108 4,211 4,316 4.424 4.535 4,648 4,764
4.008 4.108 4.211 4.316 4.424 4.535 4.648
3.910 4,008 4,108 4,211 4,316 4,424 4,535
3,815 3,910 4,008 4.108 4,211
3.722 3.815 3.910 4.008 4.108
3,631 3,722 3,815 3,910 4,008
3,542 3.631 3,722 3,818 3,910
3,456 3,542 3,631 3,722 3,815
3,372 3,456 3,542 3,631 3,722 3,815 3,910
3,290 3,372 3,456 3,542 3.631 3,?22 3,815
8,210 3,290 3,372 3,456 9,642 3,631 3,722
3.132 3.210 3.290 3.3?2 3.456 3.542 3.631
3.056 3.132 3.210 3.290 3.372 3.456 3.542
2.981 3.056 3.132 3.210 3.290 3.372 3.456
2,908 2,981 3,056 3,132 3,210 3,290 3,372
2,837 2,908 2,981 3,056 3,132
2,768 2,837 2.908 2.981 3,056
2.?00 2.768 2.837 2.908 .2.981
2.634 2.700 2.768 2.837 2.908
2.5?0
2,507
2,446
2,386
2,328
2,271
2,226
6.898 7.070 7,247
6.730 6.898 7.070
6.566 6.730 6.898
6.406 6~566 6.730
6.250 6.406 6.566
6.098 6.250 6.406
5.949 6.098 6.250
5.804 5.949 6.098
5.662 5.804 5.949
?,428 7,614 7,804 ?,999 8,199
7,247 7,428 7,614 7,804 7,999
7,070 7,247 7,428 7,614 7,804
6,898 7,070 7,247 7,428 7,614
6,730 6.898 7,070 7,247 ?,428
6.566 6,730 6.599 7,070 7,247
6.406 6.566 6.730 6.898 ?,070
6.250 6.406 6.566 6.730 6.898
6.098 6.250 6.406 6.566 6.730
5.524 5.662 5.604 5.949 6.096 6.250 6.406 6.566
5.389 5.524 5.662 5.804 5.949 6.098 6.250 6.406
5,258 5,389 5,524 5,662 5,804 5,949 6,098 6,250
5.130 5.258 5.389 6.524 5.662 5.804 6~949 6.098
5.005 5,130 5,258 5,389 6,524 6,662 5.804 5,949
4.883 5.005 5.130 5.258 5.389 5.524 5.662 5.804
4.764 4.883 5.005 5.]30 5.258 5.389 5.524 5.662
4.648 4.764 4.883 5.005 5.130 5.258 5.389 5.524
4.316 4.424 4.535 4.648 4.764 4.883 5.005 5.130 5.258 5.389
4,211 4,316 4,424 4,535 4,648 4,764 4,883 5,005 5,130 5,258
4,108 4,211 4,316 4,424 4,536 4,648 4,764 4,883 5,005 5,130
4,008 4,108 4,211 4,316 4,424 4,535 4,648 4,764 4,883 5,005
3.910 4.008 4.108 4.211 4.316 4.424 4.535 4.648 4.764 4.883
4,008 4,108 4,211 4,316 4,424 4~535 4,648 4,764
3.910 4.008 4.108 4.211 4.316 4.424 4.535 4.648
3,815 3,910 4,008 4,108 4,211 4,316 4,424 4,535
3.722 3.815 3.910 4.008 4.108 4.211 4.316 4.424
3.631. 3.722 3.815 3.910 4.008 4.108 4.211 4.316
3,542 3,631 3,722 3,815 3,910 4,008 4,108 4,211
3,456 3.642 3,632 3,722 3,8~5 3,910 4,008 4,108
3.210 3.290 3.372 3.456 3.542 3.631 3.722 3.815 3.910 4.008
3,132 3,210 3,290 3,372 3,456 3,542 3,631 3,722 3,815 3.910
3,056 3,132 3,210 3,290 3,372 3,456 3,542 3,631 3,722 3,815
2,981 3,056' 3,132 3.210 3,290 3,372 3,456 3.542 3,631 3,722
2.634 2,700 2.768 2.837 2.908 2.981 3.056 3.132 3.210 3.290 3.372 3.456 3.642 3.631
2.570 2.634 2.?00 2.?68 2.837 2.908 2.981 3.066 3.132 3.210 3.290 3.3?2 3.456 3.542
2.507 2.570 2.834 2.?00 2.768 2.83? 2.908 2.981 3.056 3.132 3.210 3.290. 3.372 3.456
2,446 .2,507 2,5?0 2,634 2,?00 2,768 2,83? 2,908 2,981 3,056 3,132 3,210 3.290 3,372
2.386 2.446 2.50? 2.570 2.634 2.?00 2.?68 2.837 2.908 2.981 3.056 3.132 3.210 3.290
2.328 2.386 2.446 2.50? 2.570 2.634 2.?00 2.768 2.837 2.908 2.981 3.056 3.132 3.210
2.271 2.328 ~.395 2.446 2.507 2.570 2.634 2.700 2.768 2.837 2.908 2.981 3.056 8.132