HomeMy WebLinkAboutItem 4.06 SalaryPlan2005-2006
CITY CLERK
File # D[1][Q][Q]-[gJ[{JJ
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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.
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-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.
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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
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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
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RESOLUTION NO. - 2005
·
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
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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
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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