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Home My WebLink About4.06 SalaryPlan2005-2006 CITY CLERK File # D[1][Q][Q]-[gJ[{JJ . AGENDA STATEMENT CITY COUNCIL MEETING DATE: June 21, 2005 SUBJECT: Amending the City's Salary Plan for Fiscal Year 2005-2006. Report Prepared by; Julie Carter, Assistant to the City Manager . ATTACHMENTS: 1. Resolution Amending the Salary Plan far Full-Time Personnel Resolution Amending the Salary Plan far Management Positions Exempt From Competitive Service Resolution Amending the Salary Plan for Part-Time Personnel 2. 3. RECOMMENDATION: ~ FINANCIAL STATEMENT: Adopt Resolutions The adoption of the Full-Time Salary Plan Resolutions will adjust the existing salary ranges to the market average for each identified classification effective July 1, 2005. The Part-Time Salary Plan adjustments provide limited cost of living adjustments. Funding for the revised salary range values have been incorporated into the proposed Fiscal Year 2005-2006 Budget. ~.ESCRIPTION: The City's Personnel System is established by the City Council and ~inistered by the City Manager. Employees are selected, retained, promoted and paid based on their level of competency to perform required job duties. Each position in the City service has an assigned pay range with minimum and maximum pay rates. Basic qualifications are established far each position and, thereafter, employees are selected in accordance with the City's Personnel System Rules. Employee salary ranges are contained in the City's adopted Salary Plan. The Salary Plan indicates the minimum and maximum rates of pay for each classification. Initially, each classification is rated according to its level of difficulty and responsibility, working conditions, supply and demand, market conditions, etc. Annual review and adjustment recommendations to salary ranges are made to the City Council by the City Manager in accordance with the City's Personnel System Rilles and procedures. Salarv Plan for Full-Time Personnel On an annual basis, the City conducts a comprehensive salary survey to compare salary range values for all full- time classifications with similar classifications of other municipal agencies. The salary survey process is the City's mechanism for recommending to the City Council adjustments to the salary range values. The recommended salary range values for each classification were developed with consideration given to the following criteria: 1. 2. 3. e ---------------------------------------~~~~;;~ ~~;c-i~~----------~--------------------:-~----~- -U ITEM NO. ~ Agencies within the market area. Classifications within each municipal agency that have comparable duties, responsibilities, etc. Salary consistency between classifications in a particular series, e.g., Assistant Planner, Associate Planner, Senior Planner. 4. Organizational size, where appropriate. 5. The 2004-2005 survey agencies were used as a base for the 2005-2006 survey. The list of agencies was altered when a job classification in a given survey was eliminated, or when the duties were modified so that the job classification was no longer comparable. When this occurred, a comparable position in another agency was identified and included in the market survey for the affected job classification. 6. For certain unique positions (e.g., Economic Development Director, Parks and Facilities Development. Manager, Information Systems Manager, Community Safety Assistant, and Assistant to the City Manager) it has been difficult to find the appropriate comparisons in other agencies. Consequently, a number of classifications are ''benchmarked'' to other positions within the City's classification system. When benchmarking classifications, consideration is given to positions with similar educational and experience requirements, level of responsibility, supervisory responsibility, etc. Attachment I amends the City's Salary Plan for the City's Full-Time Personnel and adopts the new salary range values for Fiscal Year 2005-2006 effective July 1,2005. Salarv Plan for Manae:ement Positions Exemot From Comoetitive Service Department Head and Management Employees include the following classifications: I. Administrative Services Director 2. Assistant City Manager 3. Assistant to the City Manager 4. Building Official 5. City Clerk 6. City Engineer 7. Community Development Director 8. Economic Development Director 9. Finance Manager 10. Information Systems Manager 11. Parks and Community Services Director 12. Parks and Community Services Manager 13. Parks and Facilities Development Manager 14. Planning Manager 15. Public Works Director/Assistant City Engineer These management positions are exempt from the City's Competitive Service. Appointments to these classifications are made directly by the City Manager. On an annual basis, the same salary survey process that is used for City's full-time personnel is used for the City's Department Head and Management positions. Attachment 2 amends the City's Salary Plan for management positions exempt from the competitive service and adopts the new salary range values for Fiscal Year 2005-2006 effective July 1,2005. . Salarv Plan for Part-Time Personnel On an annual basis Part-Time Temporary Personnel salary range values are reviewed. The City's Personnel Officer is recommending adjustment to three part-time classifications for Fiscal Year 2005-2006 based on review of the market area. The recommended positions are as follows: Public Services Employee Administrative Intern Clerk Typist All other Part· Time Temporary salary range values will remain unchanged. Staff recommends the City Council adopt the Resolutions. e ;;¡~ . 16b6'" RESOLUTION NO, -05 · A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DUBLIN ********* ESTABLISHING A SALARY PLAN FOR FULL-TIME PERSONNEL IN ACCORDANCE WITH THE PERSONNEL RULES WHEREAS, the City Council has adopted a Salary & Benefit Plan pursuant to the Personnel System Rules; and WHEREAS, the City Council adopted Resolution No. 85-01 and subsequent amendments which establish a Salary Plan for full-time personnel in accordance with the Personnel System Rules; and NOW, THEREFORE, BE IT RESOLVED that the foJlowing salary provisions shall be established in accordance with City's Personnel System Rules. BE IT FURTHER RESOLVED that any previous enacted salary provIsIOns contained III Resolution No. 85-01 and subsequent amendments shall be superseded by this Resolution. ARTICLE I: SALARY PROVISIONS SECTION A: REGULAR EMPLOYEES EXEMPT FROM FAIR LABOR STANDARDS ACT (FLSA) OVERTIME PROVISIONS · Employees covered under this Section shall be paid a monthly salary within the following ranges with the exclusion of any Performance Pay Adjustment granted in accordance with the Personnel System Rules. In the event that it is deemed by the City Manager to be in the best interest of the City, temporary appointments of no more than 6 months, where the work assignments are such that they can be completed with Jess than a 40 hour week, may be approved based upon the hourly rates. The total salary paid for such work shall not be less than the "salary test" required for an exemption under tbe FLSA. Montlùy Monthly Hourly Hourly Minimum Maximum Minimum Maximum AdministratIve Analyst II $5,460 $6,825 $31.50 $39.38 Assistant Civil Engineer $5,582 $6,977 $32.20 $40.25 Associate Civil Engineer $6,470 $8,087 $37.33 $46.66 Associate Planner $5,510 $6,888 $31-79 $39.74 Geographic Information System Coordinator $5,460 $6,825 $31.50 $39.38 Heritage & Cultural Arts Supervisor $5,322 $6.652 $30.70 $38.38 Housing Specialist $6,279 $7,849 $36.23 $45.28 Parks & Facilities Development Coordinator $5,510 $6,888 $31-79 $39.74 Recreation Supervisor $5,322 $6,652 $30.70 $38_38 Senior Administrative Analyst $6,279 $7,849 $36.23 $45-28 Senior Building Inspector $5,650 $7,062 $32.60 $40_74 · Senior Civil Engineer $7,215 $9,019 $41.63 $52.03 Senior Planner $6,258 $7,822 $36.10 $45.13 (¿,-';'/-DS ¥.b Attachment I -;;¡')t/§ SECTION B; REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF TfIE FLSA. Employees covered under this Section shall be paid hourly wages within the fol1owing ranges with the . exclusion of any Performance Pay Adjustment granted in accordance with the Personnel System Rules. TI1e monthly salaries are shown for informational purposes only. Monthly Monthly HourJy Hourly Minimum Maximum Minimum Maximum Administrative Aide $4,396 $5,495 $25.36 $31. 70 Administrative Analyst I $4,914 $6,143 $28.35 $35.44 Administrative Technician $3,996 $4,995 $23.05 $28.82 Assistant Planner $4,954 $6,192 $28.58 $35_72 Codc Enforcoment Officer $4,458 $5,573 $25.72 $32.15 Community Safety Assistant $4,954 $6,192 $28.58 $35.72 Engineering Technician I $4,274 $5,342 $24.66 $30.82 Enginccring Technician II $4,702 $5,877 $27.13 $33.91 Finance Technician 1 $3,410 $4,262 $19.67 $24.59 Finance Technician II $3,789 $4,736 $21.86 $27.32 Heritage Center Director $4,523 $5,654 $26.09 $32.62 Infonnation Systems Technician I $3,972 $4,965 $22.92 $28.64 Infonnation Systems Technician II $4,414 $5,517 $25.47 $31.83 Office Assistant I $2,843 $3,554 $16.40 $20.50 Office Assistant II $3,159 $3,949 $18.23 $22.78 Permit Technician $3,996 $4,995 $23.05 $28.82 . Preschool Instructor $16-22 $20.27 Public Works Inspector $4,870 $6,087 $28.10 $35.12 Recreation Coordinator $4,523 $5,654 $26_09 $32.62 Recreation Technician $3,618 $4,523 $20.87 $26.09 Secretary $3,475 $4,344 $20.05 $25.06 Secretary to the City Manager/Deputy City Clerk $4,396 $5,495 $25.36 $31.70 Senior Finance Technician $4,210 $5,262 $24.29 $30.36 Senior Office Assistant $3,475 $4,344 $20.05 $25.06 BE IT FURTIIER RESOLVED that the changes contained herein shall be effective July 1, 2005. PASSED; APPROVED AND ADOPTED this 21 st day ofJune, 2005. AYES: NOES: ABSENT: ABSTAIN: Mayor ATTEST: . City Clerk Attachment I RESOLUTION NO. 05 ~Db6 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DUBLIN . ********* ESTABLISHING A SALARY PLAN FOR MANAGEMENT POSITIONS EXEMPT FROM COMPETITIVE SERVICE WHEREAS, the City Council has adopted a Salary & Benefit Plan pursuant to the Personnel System Rules; and WHEREAS, the City Council adopted Resolution No. 86-01 and subsequent amendments which establish a Salary Plan for full-time management positions exempt fÌom competitive service in accordance with the City's Personnel System Rules; and NOW, THEREFORE, BE IT RESOLVED that the following salary provisions shall be established in accordance with City's Personnel System Rules. BE IT FURTHER RESOLVED that any previous enacted salary provisions contained in Resolution No. 86-01 and subsequent amendments shall be superseded by this Resolution. ARTICLE I: SALARY PROVISIONS REGULAR EMPLOYEES EXEMPT FROM FAIR LABOR STANDARDS ACT (FLSA) OVERTIME PROVISIONS Employees covered under this Section shall be paid a monthly salary within the following ranges with the Axclusion of any Performance Pay Adjustment granted in accordance with the Personnel System Rules. In the ~vent that it is deemed by the City Manager to be in the best interest of the City, temporary appointments of no more than 6 months, where the work assignments arc such that they can be completed with less than a 40 hour work week, may be approved based upon the hourly rates. The total salary paid for such work shall not be less than the "salary test" required for an exemption under the FLSA. Monthly Monthly Hourly Hourly Minimum Maximum Minimum Maximum Administrative Services Director $9,673 $12,091 $55.81 $69.76 Assistant City Manager $10,409 $13,011 $60.05 $75.06 Assistant to the City Manager $7,193 $8,991 $4i.50 $51.87 Building Official $7,242 $9,052 $41.78 $52.22 City Clerk $6,429 $8,036 $37.09 $46.36 City Engioeer $8,296 $10,370 $47.86 $59.83 Community Development Director $9,390 $11,737 $54.17 $67.71 Economic Development Director $7,215 $9,019 $41.63 $52.03 Finance Manager $7,193 $8,991 $41.50 $51.87 Information Systems Manager $7,193 $8,991 $41.50 $51.87 Parks & Community Services Director $9,400 $11,750 $54.23 $67.79 Parks & Community Services Manager $7,193 $8,991 $41.50 $51.87 Parks & Facilities Development Manager $7,193 $8,991 $41.5 ° $51.87 . Planning Manager $7,242 $9,052 $41.78 $52.22 Public Works DireclOr/City Engineer $9,242 $11,552 $53.32 $66.65 Attachment 2 4~Ç BE IT FURTHER RESOLVED that the changes contained herein shall be effective July I, 2005. PASSED, APPROVED AND ADOPTED this 21" day of June, 2005. AYES: NOES: ABSENT: ABSTAIN: Mayor ATTEST: City Clerk G:\ClTYPER.S\Se.lary & SUTVey1>2\Salary Schedules\2005 mgt saJary rcso.doc Attachment 2 e . . 51it? RESOLUTION NO. - 2005 · A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DUBLIN ********* AMENDING THE SALARY PLAN FOR PART-TIME TEMPORARY PERSONNEL WHEREAS, in accordance with the City's Personnel System Rules, the City Council adopted· Resolution No. 122-93 and subsequent resolutions which comprise the Salary Plan for Part-Time Temporary Personnel; and WHEREAS, competitive salary provisions which will attract and retain quality employees are important to the organjzation; and WHEREAS, it is desirable to update salary provisions for Part-Time Temporary Personnel in the City's Personnel System NOW, THEREFORE, BE IT RESOLVED that the following Part-Time hourly salary ranges shall be established in accordance with the adopted Personnel System Rules: Public Services Employee: Administrative Intern: Clerk Typist: Minimum Wage - $75.00 Minimum Wage - $25.00 Minimum Wage - $15.00 · BE IT FURTHER RESOLVED that this document shall become a part of the official Salary Plan for the City of Dublin; and that the changes contained herein shall be effective July 1, 2005. PASSED, APPROVED AND ADOPTED this 21" day of June 21, 2005. AYES: NOES: ABSENT: ABSTAIN: Mayor ATTEST: · City Clerk ATTACHMENT 3