HomeMy WebLinkAboutItem 4.10 Salary Plan CITY CLERK
#700-20
AGENDA STATEMENT
CITY COUNCIL MEETING DATE: June 19, 2001
SUBJECT:
Adoption of Resolutions Amending the City' s Salary Plan for Fiscal
Year 2001/2002.
Report Prepared by: Julie Carter, Assistant to the City Manager
ATTACHMENTS:
Resolution Amending the Salary Plan for Full-Time
Personnel
Resolution Amending the Salary Plan for Management
Positions Exempt From Competitive Service
RECOMMENDATION:/~r(]./"'~ Adopt Resolutions
FINANCIAL STATEMENT: The adoption of both Resolutions will adjust the existing salary
ranges to the market average for each identified classification effective July 1, 2001. Unlike other cities,
which operate under a traditional 5-step pay plan, 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 7.82% below the market average. Funding for these revised salary range values
will be incorporated into the Fiscal Year 2001/2002 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.
Salary adjustments are typically based on employee performance. The City does not provide any cost of
living adjustments (COLA) 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. 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 Rules and procedures.
Salary 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. This salary survey
Resolution Amending the City Salary Plan for Fiscal Year 2001/20.02 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:
COPIES TO:
ITEM NO.
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 2000/2001 survey agencies were used as a base for the 2001/2002 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 1 amends the City' s Salary Plan for the City's Full-Time Personnel and adopts the new salary
range values for Fiscal Year 2001/2002 effective July 1, 2001
Salary Plan for Management Positions Exempt From Competitive Service
Department Head and Management Employees include the following classifications:
2.
3.
4.
5.
7.
8.
9.
10.
11.
12.
Administrative Services Director
Assistant to the City Manager
Building Official
City Clerk
Community Development Director
Economic Development Director
Finance Manager
Information Systems Manager
Parks and Community Services Director
Parks and Facilities Development Manager
Planning Manager
Public Works Director/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 2001/2002' effective July 1, 2001
Staff recommends the City Council adopt the Resolutions.
RESOLUTION NO. - O1
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 1VLA_NAGER 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. TIlE TOTAL SALARY PAID FOR SUCH WORK SHALL NOT BE LESS
THAN THE "SALARY TEST" REQUIRED FOR AN EXEMPTION UNDER FLSA.
Admimstrative Analyst II
Assistant Civil Engineer
Associate Civil Engineer
Associate Planner
Recreation Supervisor
Senior Administrative Analyst
Senior Civil Engineer
Senior Planner
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
$4,470 $5,588 $25.79 $32.24
$4,626 $5,783 $26.69 $33.36
$5,378 $6,722 $31.03 $38.78
$4,772 $5,965 $27.53 $34.41
$4,507 $5,634 $26.00 $32.50
$5,141 $6,426 $29.66 $37.07
$5,986 $7,483 $34.53 $43.17
$5,482 $6,853 $31.63 $39. 54
Attachment 1
q,/~ ~o7/~/~ /
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 Maximum Minimum Maximum
Administrative Aide
Administrative Analyst I
Administrative Technician
Assistant Planner
Community Safety Assistant
Engineering Technician I
Engineering Technician II
Finance Technician I
Finance Technician II
* Heritage Center Director
Information Systems Technician
Office Assistant I
Office Assistant II
Preschool Instructor
Public Works Inspector
Recreation Coordinator
Recreation Technician
Secretary
Secretary to the City Manager/Deputy City Clerk
Senior Finance Technician
Senior Office Assistant
$3,674 $4,593 $21.20 $26.50
$4,023 $5,029 $23.21 $29.01
$3,341 $4,176 $19.28 $24.09
$4,214 $5,268 $24.31 $30.39
$4,214 $5,268 $24.31 $30.39
$3,616 $4,520 $20.86 $26.08
$3,978 $4,972 $22.95 $28.68
$2,839 $3,549 $16.38 $20.48
$3,154 $3,943 $18.20 $22.75
$3,831 $4,789 $22.10 $27.63
$3,459 $4,324 $19,96 $24.95
$2,377 $2,971 $13.71 $17.14
$2,641 $3,301 $15.24 $19.04
$11.65 $14.56
$4,080 $5,100 $23.54 $29.42
$3,831 $4,789 $22.10 $27.63
$3,065 $3,831 $17.68 $22.10
$2,905 $3,631 $16.76 $20.95
$3,674 $4,593 $21.20 $26.50
$3,5O5 $4,381 $20.22 $25.28
$2,905 $3,631 $16.76 $20.95
*Classification currently not used.
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2001.
PASSED, APPROVED AND ADOPTED this 19th day of June, 2001.
AYES:
NOES:
ABSENT:
ABSTAIN:
ATTEST:
Mayor
City Clerk
K2/G/6-19~01/reso-salary-ft-ex.doc (Item 4.10)
RESOLUTION NO. - 01
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. 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 shah 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: SALLY 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.
Administrative Services Director
Assistant to the City Manager
Building Official
City Clerk
Community Development Director
Economic Development Director
Finance Manager
Information Systems Manager
Parks & Community Services Director
Parks & Facililies Development Manager
Planning Manager
Public Works Director/City Engineer
Monthly Monthly Hourly 'Hourly
Minimum Maximum Minimum Maximum
$8,020 $10,025 $46.27 $57.84
$5,782 $7,228 $33.36 $41.70
$6,242 $7,803 $36.01 $45.02
$5,335 $6,669 $30.78 $38.48
$7,633 $9,541 $44.04 $55.04
$5,986 $7,483 $34.53 $43.17
$5,782 $7,228 $33.36 $41.70
$5,782 $7,228 $33.36 $41.70
$7,785 $9,73 1 $44.91 $56.14
$5,782 $7,228 $33.36 $41.70
$6,242 $7,803 $36.01 $45.02
$7,997 $9,996 $46.14 $57.67
ATTACHMENT 2
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2001.
PASSED, APPROVED AND ADOPTED this 19h day of June, 2001.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk