HomeMy WebLinkAboutItem 4.08 Salary Plan FY2002-03 CITY CLERK
File # 700-20
AGENDA STATEMENT
CITY COUNCIL MEETING DATE: June 18, 2002
SUBJECT: Adoption of Resolutions Amending the City's Salary Plan for Fiscal
Year 2002/2003.
Report Prepared by: Julie Carter, Assistant to the City Manager
ATTACHMENTS: 1. Resolution Amending the Salary Plan for Full-Time
Personnel
2. Resolution Amending the Salary Plan for Management
Positions Exempt From Competitive Service
RECOMMENDATION:/~q,~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, 2002° Funding for the revised salary range values
will be incorporated into the Fiscal Year 2002-2003 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.
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. 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. 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.
COPIES TO: ~" ~'~'~)
ITEM NO.
5. The 2001-2002 survey agencies were used as a base for the 2002-2003 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 2002-2003 effective July 1, 2002.
Salary Plan for Management Positions Exempt From Competitive Service
Department Head and Management Employees include the following classifications:
1. Administrative Services Director
2. Assistant City Manager
3. Assistant to the City Manager
4. Building Official
5. City Clerk
6. Community Development Director
7. Economic Development Director
8. Finance Manager
9. Information Systems Manager
t0. Parks and Community Services Director
11.' Parks and Community Services Manager
12. Parks and Facilities Development Manager
13o Planning Manager
14. 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 2002-2003 effective July 1, 2002.
Staff recommends the City Council adopt the Resolutions.
RESOLUTION NO. -02
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 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. 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 less 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 the FLSA
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Analyst II $4,678 $5,847 $26.99 $33.73
Assistant Civil Engineer $4,833 $6,041 $2.7.88 $34.85
Associate Civil Engineer $5,714 $7,143 $32.97 $41.21
Associate Planner $5,014 $6,268 $28.93 $36.16
Heritage & Cultural Arts Supervisor $4,858 $6,073 $28.03 $35.04
Housing Specialist $5,378 $6,723 $31.03 $38.79
Parks & Facilities Development Coordinator $5,014 $6,268 $28.93 $36.16
Recreation Supervisor $4,858 $6,073 $28.03 $35.04
Senior AdminiStrative Analyst $5,378 $6,723 $31.03 $38.79
Seni°r Building Inspector ' $5,095 ~ ' $6,369 $29.39 $36.74
Senior Civil Engineer $6,453 $8,066 $37.23 $46.53
Senior Planner $5,728 $7,160 · $33.05 $41.31
ATTACHMENT 1
SECTION B: REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF THE 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 System Rules.
The monthly salaries are shown for informational purposes only.
Monthly Monthly Hourly Hourly
Minimum Maximum Minimum Maximum
Administrative Aide $3',921 $4,901 $22.62 $28.28
Administrative Analyst ! $4,210 $5,262 $24.29 $30.36
Administrative Technician $3,564 $4,455 $20.56 $25.70
Assistant Planner $4,340 $5,425 $25.04 $31.30
Community Safety Assistant $4,340 $5,425 $25.04 $31.30
Engineering Technician I $3,876 $4,845 $22.36 $27.95
Engineering Technician II $4,263 $5,329 $24.59 $30.74
Finance Technician I $3,087 $3,859 $17.81 $22.26
Finance Technician II $3,430 $4,288 $19.79 $24.74
Heritage Center Director $4,130 $5,162 $23.83 $29.78
Information Systems Technician $3,682 $4,603 $21.24 $26.56
Office Assistant I $2,535 $3,169 $14.63 $18.28
Office Assistant I! $2,817 $3,521 $16.25 $20.31
Preschool Instructor $12.58 $15.72 $12.58 $15.72
Public Works Inspector $4,419 $5,524 $25.49 $31.87
Recreation Coordinator $4,130 $5,162 $23.83 $29.78
Recreation Technician $3,303 $4,129 $19.06 $23.82
Secretary $3,099 $3,874 $17.88 $22.35
Secretary to the City Manager/Deputy City Clerk $3,921 $4,901 $22.62 $28.28
Senior Finance Technician $3,811 $4,764 $21.99 $27.48
Senior Office Assistant $3,099 $3,874 $17.88 $22.35
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2002.
PASSED, APPROVED AND ADOPTED this 18th day of June, 2002.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
G:\Central Services\PERSNEL\CITYPERS\Salary & Surveys~Partial Salary Reso Pt 1-2002.doc
RESOLUTION NO. -02
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 from 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 f
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 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 $8,595 $10,744 $49.59 $61.98
Assistant City Manager $9,250 $11,563 $53.37 $66.71
Assistant to the City Manager $6,466 $8,082 $37.30 $46.63
Building Official $6,739 $8,424 $38.88 $48.60
City Clerk $5,663 $7,079 $32.67 $40.84
Community Development Director $8,211 $10,264 $47.37 $59.22
Economic Development Director ~ $6,453 $8,066 $3T23 $46.53
Finance Manager $6,466 $8,082 $37.30 $46.63
Information Systems Manager $6,466 $8,082 $37.30 $46.63
Parks & Community Services Director $8,349 $10,436 $48.17 $60.21
Parks & Community Services Manager $6,466 $8,082 $37.30 $46.63
Parks & Facilities Development Manager $6,466 $8,082 $37.30 $46.63
Planning Manager $6,739 $8,424 $38.88 $48.60
Public Works Director/City Engineer $8,333 $10,416 $48.08 $60.09
ATTACHMENT 2
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2002.
PASSED, APPROVED AND ADOPTED this 18th of June, 2002.
AYES:
NOES:
ABSENT:
ABSTAIN:
Mayor
ATTEST:
City Clerk
G:\Central Services\PERSNEL\CITYPERS\Salary & Surveys~Mgt Salary Reso 2002.doc