HomeMy WebLinkAbout89-087BY: ORD/R£~O
NO. ~.~..o. ~ ~ c,~_~._~ RESOLUTION NO. 89-(367
., /1/~/~,o ,.
~O.~0-~-~- ,/o/4//qo a-RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA AMA
~,..~,,,~/,.L ~ . 0~'_[STABLISHING THE BASIC COMPENSATION PLAN FOR CLASSES OF
~/-oGG ~ EMPLOYMENT DESIGNATED AS UNREPRESENTED EXECUTIVE AND MIDDLE-
'~///ql MANAGEMENT AND RESCINDING PROVISIONS OF RESOLUTION 87-95
INCONSISTENT THEREWITH
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, on December 21, 1987, the City Council passed and adopted
Resolution No. 87-95, re-establishing the Basic Compensation Plan for classes
of employment designated as unrepresented Executive and Middle-Management; and
WHEREAS, said Resolution has been amended from time to time; and
WHEREAS, existing labor agreements with the City's five represented
employee groups (the Fire Management Association, the Firemen's Benevolent
Association, the Police Benevolent Association, the Police Management
Association and the Santa Ana City Employees' Association) provide Fiscal Year
1989-90 salary increases of 3.5% effective July 1, 1989, and an additional
3.5% effective January 1, 1990; and
WHEREAS, it is now desired to:
1. adjust the base salaries for unrepresented Executive and
Middle-Management personnel for Fiscal Year 1989-90 by the same percentages
and in the same manner as provided said represented employees by providing two
new Schedules of Salary Rate Ranges, one effective July 1, 1989 (Attachment
"A" of this Resolution), the other effective January 1, 1990 (Attachment "B"
of this Resolution); and
2. increase the amount of bilingual skill pay differential from
seventy-five dollars ($75.00) per month to one hundred dollars {$100.00) per
month for incumbents of positions where bilingual proficiency is essential to
the performance of duties and responsibilities as determined by the City
Manager; and
3. change the class titles of Executive Director of Human
Resources (EM) and Payroll Accounts Manager {MM) to Executive Director of
Personnel Services {EM) and Payroll Manager (MM), respectively.
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.
' .424RESOLOT ON NO.
Page 2 of 15
89-087
Section 2. Schedule of Salaries. The basic salary schedule attached
hereto as Attachment A (effective July 1, 1989) and Attachment B (effective
January 1, 1990), 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 amounts.
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
is set forth in Section 7 below.
Section 3. Desiqnation of Manaqement Classes and the Assiqnment of Such
Classes to Salary Rate Ranqes. Classes of employment listed in Subsection A
below shall be designated as unrepresented Executive Management and should be
identified by the capital letters "EM" in parenthesis next to following each
class title. Classes of employment listed in Subsection B below shall be
designated as unrepresented Middle-Management and shall be identified by the
capital letters "MM" in parenthesis next to following each class title.
The basic salary compensation plan for all officers and employees of the
City of Santa ARa who are now employed or will in 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 July 1, 1989.
CLASS TITLE
SALARY P~ATE RANGE
A. Unrepresented Executive Manaqement Classes
Assistant City Manager (EM)
Deputy City Manager (EM)
Executive Director of Community Development (EM)
Executive Director of Finance and Management
Services (EM)
Executive Director of Personnel Services {EM)
Executive Director of Planning and
Building Safety (EM)
Executive Director of Public Works (EM)
Executive Director of Recreation and
Community Services (EM)
Fire Chief (EM)
Library Director (EM)
Police Chief (EM)
M-30
M-34
M-31
M-32
M-30
M-31
M-31
M-31
M-32
M-30
M-34
B. Unrepresented Middle Manaqement Classes
Accounting and Budget Manager (MM)
Administrative Assistant II (MM) (T)
Administrative Services Manager (MM)
Assistant City Attorney (MM)
Assistant Clerk of the Council (MM)
Assistant Fire Marshal (MM)
Assistant Planning Manager
M-26
M-18
M-22
M-30
M-18
M-17
M-lg
RESOLUTIO, ,0. 425
Page 3 of 15
Building Maintenance Superintendent (MM) M-14
Business Enterprises Manager (MM) M-22
Community Services and Events Superintendent (MM) M-22
Computer Services Manager (MM) M-25
Construction Engineer (MM) M-Z0
Construction Services Manager (MM) M-28
Corporate Records Manager (MM) M-16
Council Services Manager (MM) M-18
Deputy City Attorney I (MM) M-12
Deputy City Attorney II (MM) M-22
Deputy Fire Chief (MM) M-28
Downtown Development Manager (MM) M-26
Economic Development Manager (MM) M-26
Engineering Services Manager (MM) M-28
Enterprise Manager {MM) M-18
Executive Assistant to the City Manager (MM) M-22
Fleet Services Manager (MM) M-22
Grants Coordinator {MM) M-18
Housing Division Manager {MM) M-26
Inspections Manager (MM) M-20
Labor Relations Officer (MM) M-26
Library Services Manager (MM) M-22
Park and Landscape Design Manager (MM) M-17
Park Maintenance Superintendent (MM) M-22
Payroll Manager (MM) M-19
Planning Manager {MM) M-26
Police Planning and Budget Manager (MM) M-22
Principal Personnel Analyst (MM) M-22
Public Works Maintenance Manager (MM) M-28
Purchasing Manager (MM) M-22
Recreation, Parks & Community Services Manager (MM) M-26
Redevelopment and Real Estate Manager (MM) M-26
Risk Manager (MM) M-26
Senior Civil Engineer (MM) M-25
Senior Deputy City Attorney (MM) M-28
Senior Plan Check Engineer (MM) M-20
Special Employment & Training Programs Manager (MM) M-20
Traffic Operations Engineer (MM) M-25
Transportation Development Engineer (MM) M-25
Treasury Manager (MM) M-22
Water Resources Manager (MM) M-25
Zoo Manager (MM) M-22
Section 4. Special Salary Compensation Provisions.
4.1 Reqistered Enqineer Pay. An incumbent of the class of
Construction Engineer (MM) or Senior Plan Check Engineer {MM) 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.
RESOLUTION NO. 89-087
Page 4 of 15
4.2 Bilinqual 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 forty dollars ($40.00}
above his or her then current base monthly salary step. Incumbents of
positions where bilingual proficiency is essential to the performance of
duties and responsibilities of a critical and/or emergency nature, 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
one hundred dollars ($100.00) 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. To the extent that these policies are inconsistent with any other
City of Santa Aha employee compensation policies, the terms of these policies
shall prevail.
5.1 Manaqement 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 Hirinq 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 indicates 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 this higher rate generally
shall not 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 made to the nearest whole cent and a computation
resulting in exactly one-half cent shall fix the rate at the next higher whole
cent.
RESOLUTION NO. ~)>~-0~7
Page 5 of 15
Notwithstanding 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-three (243).
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
the 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 (1st) 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 an
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 employee 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.
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.
6.7 Layoff from a Manaqement 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 Manaqement 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.
RESOLUTION NO. 89-087
Page 6 of 15
5.9 Actinq 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 five percent (5%) increase in
pay or the minimum rate of the higher salary range while serving in an
"acting" capacity.
5.10 Uoqrade to a Manaeement 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 five
percent (5%) increase or the minimum rate of the management salary range, in
accordance with current upgrade provisions.
5.11 Reallocation of Salary Rate Ranqes. 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 Employees' Retirement System (PERS) governing
the retirement benefits for eligible affected management employees are
incorporated by reference herein. The City shall continue to make
contributions to PERS in accordance with its contract with the system for
affected employees covered by said contract.
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
be 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 confirming 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 nine percent (9%).
RESOLUTION NO. 89-087 '- 439
Page 7 of 15
For the purpose of reporting an employee's compensation to PERS,
the City shall include these payments as if they were a part of the employee's
base salary.
6.2 Deferred Comoensation. 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 Ana 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.
B. With 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 (66 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.
"----RESOLUTION NO. 89-087
Page 8 of 15
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 P~id 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 twelve (12) holidays during each
year: January 1st, third Monday in January, third Monday in February, last
Monday in May, July 4th, first Monday in September, November 11th,
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:
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 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 cumulative
full-time service with the City shall be entitled to payment for two-thirds
(2/3) 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
1066 hours, at the rate of base pay effective on the date of such termination.
RESOLUTION NO. ~ . z~L
Page g of 15
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-Manaqement 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
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. Affected employees
shall be eligible to receive cash payment to defray a portion of the
membership cost of a City-approved but privately operated health and physical
fitness program in accordance with the following cost-sharing schedule: 80%
of the annual membership cost up to a maximum City contribution of $500 per
year.
§.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, reimbursement for eligible employees shall be one hundred percent
(100%) reimbursement for tuition and registration costs up to a maximum of
five hundred dollars {$500.00) per semester in accordance with the provisions
of that Program.
6.15 Option to Redesiqnate 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
June 30, 1989, by reason of prior action of the City Council.
Section 7. Manaqement 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.
R£so,u' o, ,o.
Page 10 of 15
7.] Puroose. 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.
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 positions 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 term
"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.
D. 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. Manaoerial 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.
-- 443
89~87
RESOLUTION NO.
Page 11 of 15
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 Ratinqs. 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 Ratinq
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 minimum 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 increases 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.$%) in toto.
444
· RESOLUTION NO. 89-087
Page 12 of 15
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 toto.
C. For overall performance rated as "Meets Expectations," a
one-time monetary payment in an amount up to but not to exceed two and
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 recommendation of the department head and the
approval of the City Manager.
F. Aoolication 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 increase 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.
BE IT FURTHER RESOLVED: that Resolution No. 87-95 is hereby
rescinded in its entirety.
,,so~u~o, ,o. ~ .... ~,~5
Page 13 of 15
BE IT FURTHER RESOLVED: that this Resolution shall be operative from
and after July 1, lgSg.
ADOPTED this 5th day of September, lg89.
Daniel H. Youn~ MayoI
ATTEST:
Clerk of the Council
COUNCILMEMBERS:
Young
HcGuigan
Acosta
Griset
Norton
May
Pulido
Absent
Aye
Aye
Axe
Aye
Aye
Aye
APPROVED AS TO FORM:
~C~wardtY~/C~oed4)~LJCity Attorney
Schedule of Salary Rate Ranges for
Unrepresented Executive and Hiddle-Hanagement Classes of Employment
Effective July I, 1989
H'02
H' 03
H 05
lq 10
H 11
H 12
H 31
H 33
01 05 03 O& 05 06 07 08 09 10 11 12 13 14 15
2513 2581 2646 2712 27s0 2850 2921 2994 3069 3146 3223 33G6
2581 2646 2712 2780 2850 2921 2994 3069 3146 3225 3306 3389
2646 2712 2?8~ 2850 2921 2994 3069 3146 3223 3306 3389 34?4
2712 2730 2850 2921 2994 3069 3146 3225 3306 3389 54?4 3561
2780 2850 2921 2994 3069 3146 3225 3306 3359 34?4 356~ 3650
2850 2921 2994 3069 3146 3225 3306 3309 3474 3561 3650 3741
2921 299~ 3C69 3146 3225 3306 3389 34?4 3561 3650 3741 3835
2994 3069 3146 3225 3306 3389 34?4 3361 3650 374I 3835 3931
3069 3146 3225 3306 3389 34?4 3361 3650 3741 3835 3931 4029
3146 3225 3306 3389 3474 3561 3650 3741 3833 3931 4029 4130
3225 3306 3389 34?4 3561 3650 374~ 3835 5931 4029 4130 4233
3306 3389 34?4 3561 3650 3741 3835 3931 4029 4130 4233 4339
3389 34?4 3561 3650 3741 3835 3931 4029 4130 4233 4339 4447
3474 3561 3650 3741 3835 3931 4029 4130 4233 4339 4447 4538
3561 3650 3741 3835 3931 4029 6130 4233 4339 4447 4558 4672
3650 3741 3835 3931 4029 4130 4233 4339 4447 4558 4672 4?89
3741 3835 3931 4029 4~30 4233 4339 4447 4358 46?2 4789 4909
3835 3931 4029 4130 4233 4339 444? 4558 4672 4?89 4909 5032
3931 4029 4130 4233 4339 4447 4558 4672 4789 4909 5032 5153
4029 4130 4233 4339 4447 4558 46?2 478g 4909 3032 5158 5287
4130 4233 4339 4447 4558 46?2
4233 4339 444? 4558 46?2 4789
4339 444? 4558 46?2 4789 4909
&4&? 4558 46?2 4?89 4909 3032
4558 4672 4789 4909 5032 5158
46?2 4789 4909 5032 5158 5287
4789 4909 5032 3158 5287 3419
4909 5032 5158 528? $419 3354
5032 3153 523? 5419 5554 5693
5158 5287 S&19 5554 5693 5835
5287 S419 5554 5695 5835 5981
5419 5534 5693 5835 5981 6131
5554 5693 5835 5981 6131 6284
5693 5835 5981 6131 6284 6441
5835 5981 6131 6284 6441 6602
5981 6131 6284 6441 6602 676?
6131 6284 6441 6602 6767 6936
6284 6441 6602 6767 6936 7109
6441 6602 6767 6936 7109 7287
66G2 6767 6936 7109 7287 7469
4739 &909 3032 5158 5282 5419
4909 5332 5158 5287 5419 5554
3032 5158 5287 5419 5554 5693
5158 5287 5419 5554 5693 5835
528? 5419 5554 5693 5835 5981
5419 5554 3693 5835 5901 6131
5534 5693 5835 5981 6131 6284
5693 5335 S931 6131 6234 6441
5833 3931 6131 6284 6441 6602
S981 6131 6284 6441 6602 6267
6131 6284 6441 6602 6767 6936
6284 6441 6602 6767 6936 7109
6441 6602 6767 6936 7109
6602 6767 6936 7109 7287 ?469
6767 6936 7109 ?287 7469 7656
6936 7109. 7287 ?469 ?656 7847
7109 7287 7469 7656 7847 8043
7287 7469 7656 7847 8043 8244
7469 7656 7847 8043 8244 8450
7656 7847 8043 8244 8450 8661
3389 3474 3561
3474 3561 365~
3561 3650 3241
3650 3741 3835
3?41 3835 3931
3835 3951 4029
3931 4029 4130
4029 4130 4233
4130 4~ 4339
4233 ~339 4447
4339 4447 4558
4447 4558 6672
4553 4672 6789
4672 4789 4909
6739 4909 5032
4909 5032 5158
5032 5158 5287
5158 528? 5419
5287 5419 5354
5419 5554 5693
5554 5693 5835
5693 5835 5981
5835 5981 6131
S981 6131 6284
6131 6284 6441
6284 6441 6602
6441 66~2 676?
6602 6?6? 6936
6767 6936 7109
6936 2109 ?287
71~9 ?287 ?469
7287 7469 7656
?469 7656 7347
7656 7847 8043
7847 8043 8244
a043 8244 0430
8244 8450 8661
8450 8661 88T8
3661 8878 9100
8878 9100 9328
Schedule of Salary Rate Ranges for
Unrepresented ExecutLve and Middle-Management Classes of Employment
Effective January i, 1990
~ 05
H 06
H 07
1~ 08
H 11
H 15
K 15
~[ 16
H 17
It 18
H 19
K 29
Pi 34
N 35
14 37
H 40
01 02 03 04 05 06 07 08 09 10 11 12 13 14 15
2606 2671 2738 2806 2576
2671 2738 2~G6 2876 2948
2738 23~6 2876 29&~ 3022
2806 2876 2948 3022 3~98
2876 2948 3022 3098 3175 3254
3022 3098 3175 3254 3335 3416
3098 3175 3254 3335 3418 3503
3175 3254 3335 3418 3503 3591
325( 3335 3418 3503 3591 3651
3335 3L18 3503 3591 3681 37?3
3418 3503 3591 3681 3773 3867
3503 3591 3681 37?3 3867 3964
3591 3681 3773 3867 3964 4063
3681 3773 3867 3964 4063 (165
3773 3867 3964 (063 4165 4269
3867 3964 4063 4165 4269 4376
3964 4063 4165 4269 4376 4485
2948 3~22 3398 3175 3254 3335 3418 35O3 3591 3681
3022 3098 3175 3254 3335 3418 3503 3591 3681 3773
3098 3175 3254 3335 3418 3503 3591 3681 3?73 3867
3175 3254 3335 3418 3503 3591 3681 3773 3867 3964
3335 3418 3503 3591 3681 3773 3867 3964 4063
3418 3503 3591 3651 3773 3867 3964 4063 4165
3503 3591 3681 37?5 3867 3964 4063 4165 4269
3591 3681 3773 3867 3964 4063 4165 4269 4376
3681 3773 3367 3964 4063 4165 4269 4576 4485
3773 3867 3964 4C63 4165 4269 4376 4485' 4597
3867 3964 4063 4165 4269 4376 4485 4597 4712
3964 4063 4165 4269 4376 4485 4597 4712 4830
4063 4165 4269 4326 4485 4597 4712 &830 4951
4165 4269 4376 4485 4597 4712 4830 4951 5075
4269 4376 4485 4597 4712 4830 4951 5075 5202
4376 4485 4597 4712 483O 4951 5075 5202 5332
4485 4597 4712 4830 4951 5075 5202 ~332 5465
4597 4712 4830 4951 5075 5202 5332 34.65 5602
4063 4165 4269 4376 4465 4597 4712 4830 4951
4165 4269 4376 4485 6597 4712 4830 4951 S075
4269 4376 4485 L597 4712 4550 4951 5075 5202
4376 &(85 4597 4712 4830 4951 5075 5202 5332
4485 4597 4712 4830 4951 5075 5202 5332 5465
4397 4712 4830 4951 5075 5202 3332 5463 56~2
4712 4830 4951 5075 5202 5332 S465 5602 5742
5075 5202 5332
5202 5332 5465
5332 5465 5602
5465' 5002 5742
5602 5742 5836
5742 5886 6033
5886 6033 6184
5465 5602 5?42
5602 5742 5886
5742 5886 6033
5886 6033 618(
6033 6184 6339
6184 6339 6497
6339 6497 6659
4830 4951 5075 5202 5332 5465 5602
&951 5075 5202 S332 5465 S6~2 574~
S075 52G2 333~ 5465 5602 5742 5886
5202 5332 5465 5602 5762 5886 6C33 6184
5332 5465 5602 5742 5886 6~33 6184 6339
5465 56~2 3742 5886 6033 6186 6339 6497
5602 5742 5886 6033 6184 6339 6697 6659
57(2 5886 6O33 6184 6339 6497 6659 6825
5886 6~33 6184 6339 6497 6659 6825 6996
6033 6184 6339 6497 6659 6825 6996 7171
6184 6339 6497 6659 6825 6996 7171 7350
6339 6497 6659 6825 6996 7171 7350 7534
649? 6659 6825 6996 7171 7350 7534 7722
6659 6825 6996 7171 73S0 753& 7722 7915
6825 6996 7171 7350 7534 T722 7913 8113
5742 5886 6033 6184 6339 6497 6659 6825
5886 6033 6184 6339 6497 6659 6825 6996
6033 6184 6339 6497 6659 6825 6996 7171
6339 6497 6659 6825 6996 7171 ?350
6497 6659 6825 6996 7171 7350 7534
6689 6825 6996 7171 7350 7534 7?ZZ
6825 6996 7171 7350 7534 7722 7915
6996 7171 7350 7534 7722 7915 8113
7171 7350 7534 7722 7915 8113 8316
7350 7534 7722 7915 8113 8316 8524
7534 T722 7915 8113 8316 8524 8737
7722 7915 8113 8316 852( 8737. 8955
7915 8113 8316 8524 8737 8955 9179
8113 8316 8S24 8737 8955 9179 9408
8316 8524 8737 8955 9179 9408 9643