The URL can be used to link to this page

Home My WebLink AboutItem 4.08 FY 1999-2000 Salary Plan ., CITY CLERK File # O[1][Q][Q]-[2J5J . AGENDA STATEMENT CITY COUNCIL MEETING DATE: May 18, 1999 ",. SUBJECT: Adoption of Resolution Amending the City's Salary Plan for Fiscal Year 1999/2000 (Report Prepared by: Julie Carter, Assistant to the City Manager) AfT ACHMENTS: Resolution Amending the Salary Plan RECOMMENDATION: ~"AdOPt Resolution FINANCIAL STATEMENT: The adoption of this Resolution wiIl adjust the existing salary ranges to the market average for each identified classification effective July 1, 1999. Unlike other cities which operate under a traditional 5-step pay plan, any adjustments to the City of Dublin's salary ranges do not result in automatic adjustments to the actual employee salaries, unless the employee's current salary falls below the recommended range. Staff analysis resulted in finding that the City's salary ranges were overall approximately 5.26% below the market average. Funding for these revised salary range values . will be incorporated into the Fiscal Year 1999/2000 Budget. DESCRIPTION: The City's Personnel System is administered by the City Manager and operates on a merit basis. This means that 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 for each position and thereafter, employees are selected in accordance with the City's Personnel System Rules. AIl salary adjustments are based entirely on employee performance. AIl recommendations for a merit increase are presented to the City Manager and include a written performance evaluation in accordance with the City's Personnel System Rules. The City does not provide any cost of living (COLA) adjustments as across-the-board salary adjustments. 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. lnitiaIly, 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 Rules and procedures. On an annual basis, the City conducts a comprehensive salary survey to compare salary range values for all fuIl-time classifications with similar classifications of other municipal agencies. This salary survey . ------------------------------------------------------------------------------------------------------------- COPIES TO: ITEMNO.~ HI cc-forms/agdastmt.doc Resolution Amending the City Salary Plan for Fiscal Year 1999/2000 Page 2 ,~ 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 considerati. given to the follov.1ng criteria: ,,'" 1. Agencies within the market area. 2. Classifications within each municipal agency that have comparable duties, responsibilities, etc. 3. Salary consistency between classifications in a particular series, e.g., Assistant Planner, Associate Planner, Senior Planner. 4. Organizational size, where appropriate. 5. The 1998/99 survey agencies were used as a base for the 1999/2000 survey. The list of agencies was altered only 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 Manager, Parks and Facilities Development Manager, Information Systems Manager, Community Safety Assistant, Assistant to the City Manager, Finance Technician) 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. It is Staff s recommendation that the City Council adopt the attached resolution. . . ,- ;1. - ." " ..If,..... RESOLUTION NO. - 99 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. 64-97 and subsequent amendments which establish a Salary Plan for full-time personnel in accordance with the Personnel Rules; and NOW, THEREFORE, BE IT RESOLVED that the following salary provisions shall be established in accordance with the City's Personnel System Rules. BE IT FURTHER RESOLVED that any previous enacted salary provisions contained in Resolution No. 64-97 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 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 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 FLSA. Monthly Monthly Hourly Hourly Minimum Maximum Minimum Maximum Administrative Assistant $3,873 $4,841 $22.34 $27.93 Assistant City Manager/Administrative Services Director $6,914 $8,642 $39.89 $49.86 Assistant Civil Engineer $4,295 $5,369 $24.78 $30.98 Assistant to the City Manager $5,104 $6,380 $29.45 $36.81 Associate Civil Engineer $5,011 $6,264 $28.91 $36.14 Associate Planner $4,189 $5,236 $24.17 $30.21 City Clerk $4,669 $5,836 $26.94 $33.67 Community Development Director $6,632 $8,290 $38.26 $47.83 Computer Systems Specialist $3,873 $4,841 $22.34 $27.93 Economic Development Director $5,586 $6,982 $32.23 $40.28 Finance Manager $5,104 $6,380 $29.45 $36.81 Information Systems Manager $5,104 $6,380 $29.45 $36.81 Parks & Facilities Project Manager $5,104 $6,380 $29.45 $36.81 Parks/Community Services Director $6,524 $8,155 $37.64 $47.05 *Planning Director $5,710 $7, 13 8 $32.94 $41.18 Public Works Director/City Engineer $7,256 $9,070 $41.86 $52.33 Recreation Supervisor $3,846 $4,807 $22.19 $27.73 Senior Civil Engineer $5,586 $6,982 $32.23 $40.28 Senior Planner $5,086 $6,360 $29.34 $36.69 *Classification is currently not used .. ., , '- SECTION B: REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF FLSA. Employees covered under this Section shall be paid hourly wages within the following ranges with the exclusion of any Performance Pay Adjustment granted in accordance with the Personnel Rules. The monthly salaries are shown for informational purposes only. Monthly Monthly Hourly Hourly Minimum Maximwn Minimum Maximum Administrative Secretary $3,068 $3,835 $17.70 $22.13 Administrative Aide $3,374 $4,218 $19.47 $24.33 Assistant Planner $3,722 $4,652 $21 .47 $26.84 Community Safety Assistant $3,722 $4,652 $21.4 7 $26.84 Engineering Technician $3,296 $4,120 $19.02 $23.77 Finance Technician I $2,789 $3,486 $16.09 $20.11 Finance Technician II $3,068 $3,835 $17.70 $22.13 * Heritage Center Director $3,246 $4,057 $18.73 $23.41 Management Assistant $3,521 $4,401 $20.31 $25.39 Office Assistant I $2,170 $2,7q $12.52 $15.65 Office Assistant II $2,387 $2,984 $13.77 $17.22 Preschool Instructor $1,860 $2,324 $10.73 $13.41 Public Works Inspector $3,727 $4,659 $21.50 $26.88 Recreation Coordinator $3,246 $4,057 $18.73 $23,41 Recreation Technician $2,559 $3,199 $14.76 $18.46 Secretary $2,789 $3,486 $16.09 $20.11 * Classification is currently not used BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 1999. PASSED, APPROVED AND ADOPTED 'this 18th day of May, 1999. AYES: NOES: ABSENT: ABSTAIN: Mayor ATTEST: City Clerk