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HomeMy WebLinkAbout91-066AMENDED RESOLUTION NUMBER 2000-005 2000-039 2000-055 2000-067 2001-026 2001-073 2001-060 2001-077 2002-011 2002-046 2002-092 2003-021 2003-101 2003-102 2004-014 2004-027 2005-026 2005-033 2005-041 2005-050 2005-098 2006-007 2006-015 2006-031 2006-063 2006-064 2006-077 2007-036 2007-041 2007-045 2007-048 2007-069 2008-040 2009-029 2009-059 2011-001 2011-030 2012-005 2012-021 2013-032 2013-043 2014-011 2014-020 2014-047 2014-055 91-079 91-103 92-002 92-094 93-022 93-039 93-040 93-095 94-057 95-008 95-009 95-029 96-007 96-030 96-104 97-028 98-018 99-023 99-068 RESOLUTION NO. 91- 066 r 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 89-087. WHEREAS, section 1004, Article X of the city Charter of the City of Santa Ana 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 September 5, 1989 the city council passed and adopted Resolution No. 89-087, re-establishing the Basic Compensation Plan for classes of employment designated as unrepresented Executive and Middle-Management; and WHEREAS, said Resolution No. 89-087 been amended from time to time; and WHEREAS, the city of Santa Ana and the Santa Ana city Employee's Association/Service Employee's International Union, Local 1939, AFL-CIO, CLC, (SACEA/SEIU) have reached agreement on a new three-year salary and benefits package including salary increases totaling twenty-three percent over the next three fiscal years, July 1, 1991 through June 30, 1994. WHEREAS, it is now desired to: 1. adjust the base salaries for unrepresented Executive Management personnel during the three-year period July 1, 1991 through June 30, 1994, by providing general increases of seven and one-half of one percent at the beginning of each of the next three fiscal years by adopting three separate Schedules of Salary Rate Ranges as attachments to this Resolution: Schedule "EM1", effective July 1, 1991; Schedule "EM2", effective July 1, 1992; and Schedule "EM3", effective July 1, 1993; and -, 2. adjust the base salaries for unrepresented middle-management personnel during the three year period July 1, 1991 through June 30, 1994, by providing general increases of ten percent at the beginning of each of the next two fiscal years followed by an increase of three percent at the beginning of Fiscal Year 1993-94 by adopting three separate Schedules of Salary Rate Ranges as attachments to this Resolution: Schedule "MM1", effective July 1, 1991; Schedule "MM2", effective July 1, 1992; and Schedule "MM3", effective July 1, 1993; and 3. officials. increase auto allowance for certain designated I ---209 ~ I I I I I i I ' I I i : II i I section 2. Schedule of Salaries. 210 RESOLUTION NO. 91-066 Page 2 of 17 4. provide, effective October 1, 1991, the same health insurance benefits and employer-paid premium contributions as will be provided employees represented by the SACEA/SEIU on and after October 1, 1991; and 5. modify the wellness/Physical Fitness Program to provide alternative fitness incentive options without any increase in the reimbursement formula; and 6. Delete the vacant management classes of Deputy city Manager (EM) and Computer Services Manager (MM) (T); and 7. Designate as "terminal" the middle-management class of Corporate Records Manager (MM) and community Services and Events Superintendent (MM). 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 Ana. A. Three separate schedules of salary rate ranges for both Executive Management (EM) and Middle-Management (MM) classes of employment are attached hereto and made a part hereof as though set forth in full herein. The schedules for executive management-classes and middle-management classes, and their respective effective dates are as follows: Schedule No. Executive Manaqement Classes Effective Date EM1 EM2 EM3 July 1, 1991 July 1, 1992 July 1, 1993 Middle Manaqement Classes MM1 MM2 MM3 July 1, 1991 July 1, 1992 July 1, 1993 B. Each salary schedule contains numerous salary rate ranges, each range 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 payor 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 Ii 2ì1 RESOLUTION NO. 91-066 Page J of 17 (' of the range. The purpose of the minimum, midpoint and maximum is set forth in section 7 below. Section J. Desianation of Manaaement Classes and the Assianment of Such Classes to Salarv Rate Ranaes. Classes of employment listed in Subsection A below shall be designated as unrepresented Executive Management and shall 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 employess of the city of Santa Ana 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, 1991. ~ I1îI£ ~&n;~ A. Unrecresented Executive Manaaement Classes Assistant City Manager (EM) . . . . . . . . . . M-J4 Executive Director of community Development (EM) M-Jl Executive Director of Finance and Management services (EM) ..................M-J2 Executive Director of Personnel Services (EM) . . . . . M-JO Executive Director of Planning and Building Safety (EM) . . . . . . . . . . . . . . . M-Jl Executive Director of Public Works (EM) . . . . . . . . M-Jl Executive Director of Recreation and community Services (EM) . . . . . . M-Jl FireChief(EM)....................M-J2 Library Director (EM) . . . . . . . . . . . . . . . . . M-JO Police Chief (EM) . . . . . . . . . M-J4 B. Unrecresented Middle Manaaement Classes Accounting and Budget Manager (MM) """ . M-26 Administrative Assistant II (MM) (T) "'" . M-18 Administrative Services Manager (MM) """'" M-22 Assistant City Attorney (MM) . . . . . . M-JO Assistant Clerk of the Council (MM) . . . . . . . M-18 Assistant Fire Marshal (MM) . . . . . . . . M-17 Building Maintenance superintendent (MM) . M-14 Business Enterprises Manager (MM) . . . . . . . . . . . M-22 Community Services and Events Superintendent (MM) (T) . M-22 Construction Engineer (MM) .............. M-25 Corporate Records Manager (T) . . . . . . . . . . . . . M-16 corporate Yard Facilities/Fleet Services Manager (MM) . M-26 I 212 RESOLUTION NO. 91-066 Page 4 of 17 Council services Manager (MM) . . . . . . . . . . M-22 Deputy city Attorney I (MM) . . . . . . . . . . . M-12 Deputy city Attorney II (MM) . . . . . . . . . M-22 Deputy Director of Personnel Services (MM) M-26 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-18 Housing Division Manager (MM) . . . . . . . . . . M-26 Information Systems Manager (MM) ........... M-25 Inspections Manager (MM) .... . . . . . M-28 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-22 Personnel Operations Manager (MM) . . . . . . . . . . . M-22 Planning Manager (MM) . . . . . . . . . . . . . . . . . M-28 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 RiskManager(MM)...................M-26 Senior civil Engineer (MM) . . . . . . . M-25 Senior Deputy city Attorney (MM) . . . . . . . M-28 Senior Plan Check Engineer (MM) . . . . . . . . . . . . M-25 Traffic Engineer (MM) . . . . . . . . . . . . . . . . . M-25 Transportation Development Engineer (MM) .""" M-25 Transportation Manager (MM) . . . . . . . . . . . . . . M-25 Treasury Manager (MM) . . . . . . . . M-22 Water Resources Manager (MM) ..... . . . . M-28 ZooManager(MM) .............M-22 \, Section 4. SDecial Salarv ComDensation Provisions. 4.1 BilinQua1 Skill Pav. 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 Ii 213 RESOLUTION NO. 91-0-66 Page 5 of 17 monthly salary step. Section 4.2 Terminal Classes. The capitalized letter "T" shown within parenthesis [Le., (T)] next to a class title signifies a position classification that has been designated as "terminal" by formal city Council action and, as such, will be deleted from this classification and compensation plan for unrepresented executive and middle-management classes of employment when vacated by its last remaining incumbent. No new appointment may be made to a class that has been designated as terminal. section 5. Off icers 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 Ana employee compensation policies, the terms of these policies shall prevail. 5.1 Manaaement 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 Hirina 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 Pav for Temporary and Part-Time Work. All officers and employees working in classes of employment include 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) 214 RESOLUTION NO. 91-066 Page 6 of 17 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. 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 minimum of 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 I 215 RESOLUTION NO. 91-066 Page 7 of 17 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 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. 5.9 Actina Pav. 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 payor the minimum rate of the higher salary range while serving in an "acting" capacity. 5.10 Upqrade to a Manaqement 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 I' 216 RESOLUTION NO. 91-066 Page 8 of 17 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 PEaS 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 PEaS 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%). 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 Compensation. An amount equal to one percent of the base semi-monthly pay rate being paid each affected employee is deemed to be deferred compensation and shall be contributed into the city's deferred compensation plan by the City on behalf of each affected employee. The amount 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 Insurance. The City shall contribute the following amounts toward the payment of premiums for affected employees and their eligible dependents under the existing II 217 REOLUTION NO. Page 9 of 17 91-066 health insurance programs or new program or programs providing substantially similar or improved coverage and benefits. A. Effective July 1, 1991, the City will continue to contribute the same amounts toward the payment of premiums for affected employees and their eligible dependents as were being contributed on their behalf as of June 30, 1991, by reason of prior action of the City Council. B. Effective October 1, 1991, with respect to employees who do not have dependents included under the programs, the city will contribute one hundred percent of the monthly premium cost for employee-only coverage, not to exceed the amount equal to 100% of the most expensive employee-only coverage among the city's HMO plans. If, on or after October 1, 1992, the total monthly premium for said most expensive "employee-only" coverage exceeds the October 1, 1991, premium rate, the City will increase its contribution up to an amount equal to fifty percent (50%) of the amount of said increase in the premium. If, on or after October 1, 1993, the total monthly premium for said most expensive "employee-only" coverage exceeds the October 1, 1992 rate, the City will increase its contribution up to an amount equal to fifty percent (50%) of the amount of said increase in the premium. For each employee who is covered under a spouse's non-City-sponsored health plan, the City will pay employee a cash payment each month in an amount equal to fifty percent (50%) of the monthly premium amount for the city's lowest "employee-only" coverage, if said employee waives, in writing, City-paid coverage. Said waiver shall include a provision warning such employee that reentry into any of the city-sponsored plans shall require proof of insurability for such employee and/or family. C. Effective October 1, 1991, with respect to employees who do have dependents included under the program, the City will contribute up to four hundred ($400) per month. If, on or after October 1, 1992, the total monthly premium for the most expensive "family" coverage among the City's HMO plans exceeds $400 month, the city will increase its contribution up to an amount equal to $400 plus fifty percent (50%) of the amount of said premium in excess of $400 per month. If, on or after October 1,1993, the total monthly premium for the most expensive family-coverage amount the city's HMO plans exceeds the amount of the City's 1992 contribution, the City will increase its contribution up to an amount equal to the 1992 contribution amount plus fifty percent (50%) of the increase above the 1992 amount. I' 218 RESOLUTION NO. 91-066 Page 10 of 17 D. For the 1991 Plan Year (October 1, 1991 to September 30, 1992), the city I s self-funded indemnity plan will provide a lifetime maximum of one million dollars ($1,000,000) per eligible participant, increased from the previous lifetime maximum of $250,000 per eligible participant. Such an increase is possible through the city's purchase of individual stop Loss Insurance which protects the City against loss beyond a certain set attachment point. Should the City lose, and be unable to replace, at reasonable cost, its stop Loss Insurance, the city reserves the right to revert the lifetime maximum to the original level of $250,000 per eligible participant. E. Any contribution necessary to maintain benefits under any health insurance program provided by the city for its employees and their eligible dependents in excess of the amounts of the City contribution specified above shall be borne entirely by the employee. 6.4 Dental Insurance. The City agrees to contribute up to a maximum of thirty dollars ($30) per month per employee toward the payment of premiums for dental insurance plans provided by the city for affected employees and their eligible dependents. Any contribution necessary to maintain benefits under said dental plans in excess of the amount set forth above shall be borne entirely by the employee. 6.5 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 (662/3) of base monthly salary (insured payroll), less offsets contained in the existing plan, to a maximum monthly benefit of $5,000. 6.6 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 I 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. I; 219 RESOLUTION NO. Page 11 of 17 91-066 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. 6.7 Paid Holidav 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. 6.8 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. 6.9 Vacation pav 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 6.8 above. 6.10 Sick Leave Credits for New Hires. The City Manager is authorized to grant a newly appointed incumbent of 220 RESOLUTION NO. Page 12 of 17 91-066 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. '" 6.11 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. 6.12 Administrative Leave Policy. The City Manager is authorized to grant, at his or her discretion, paid or unpaid leave for management personnel. 6. 13 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 haye the right of appeal of said determination to the city Manager for reconsideration. 6.14 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. In accordance with guidelines and limitations established by the city Manager, affected employees may utilize their wellness and physical fitness incentive to purchase approved exercise equipment for home use in lieu of purchasing I, 221 RESOLUTION NO. 91-066 Page 13 of 17 membership in a health and fitness organization. 6.15 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. 6.16 ODtion 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. 6.17 Auto Allowance. The City will contribute five hundred dollars per month to offset reasonable and necessary expenses for the operation, maintenance and insuring of an automobile, or provide an optional vehicle as approved by the city Manager, for city officers and department heads specified in section 2-300, Division 1, Article IV, Santa Ana Munipal Code, and other management personnel designated by the city Manager. 6.18 Carry Over Benefits. In addition to the benefits specified in section 6.1 through 6.17 above, said officers and employees shall continue to receive any and all employee benefits which they were entitled to receive on June 30, 1991, 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. 7.1 PurDose. 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 SDecific ComDensation 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 222 RESOLUTION NO. 91-066 page 14 of 17 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 authori ty, 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 Svstem Components. The evaluation system shall be comprised of the following components: A. Annual Obiectives. 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. Manaqerial 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 223 RESOLUTION NO. 91-066 Page 15 of 17 ~ 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 Rating Performance Levels 3 Significantly Exceeds Expectations: Consistently exceeds all objectives, requirements and expectations by a wide margin. Exceeds Expectations: consistently meets all objectives and requirements and exceeds several. 2 1 Meets Expectations: Meets objectives and requirements. 0 Below Expectations: Fails to meet some objectives and requirements. -1 Unacceptable: Performance is significantly below the minimum required. 7.5 Performance-Based Salarv Adiustments. 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 subj ect 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 (7.5%) in toto. 224 RESOLUTION NO. 91-066 Page 16 of 17 , B. For overall performance r..ted 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. Acclication 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 qne-time monetary incentive payment. ii. Anyone-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 apt~roval 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 225 RESOLUTION NO. 91-066 Page 17 of 17 monetary incentive payment options are to be exercised. ,~ BE IT FURTHER RESOLVED: that Resolution No. 89-087, as amended, is hereby rescinded in its entirety. BE IT FURTHER RESOLVED: that this Resolution is operative from and after July 1, 1991. Adopted this ATTEST: 1st day of July 1991. -@;i.~ í1ayor COUNCILMEMBERS: Young Pulido Acosta Griset McGuigan Norton Richardson ~ ~ ....A¥L- ~ ~ ..MIL ...ß:LL APPROVED AS TO FORM: ..~~ City Attorn y 226 state of California County of Orange CERTIFICATE OF ORIGINALITY I, JANICE C. GUY, Clerk of the Council, do hereby certify the attached Resolution CJI-ór;r, to be the original resolution adopted by the city Council of the City of Santa Ana on 7-/-~/ I! " .: