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HomeMy WebLinkAbout83-134RESOLUTION NO. 83-134 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA AMENDING RESOLUTION NO. 82-110 TO REVISE THE SPECIAL COMPENSATION PLAN FOR UNREPRESENTED MANAGEMENT PERSONNEL INCLUDING SALARY AND BENEFIT ADJUSTMENTS FOR FISCAL YEARS 1983-84 AND 1984-85. WHEREAS, on August 2, 1982, the City Council passed and adopted Resolution No. 82-110, revising and re-establishing the Basic Compensation Plan for all officers and employees of the City of Santa Ana, including pro- visions for a special performance-based compensation plan for unrepresented management personnel; and WHEREAS, prior to the commencement of negotiations between the City of Santa Ana and its several recognized employee organizations regarding terms and conditions of employer-employee agreements to replace such agreements ex- piring on June 30, 1983, previously unrepresented management personnel in the classes of Police Captain, Police Lieutenant and Fire Battalion Chief formed separate employee organization units (Police Management Association and Fire Management Association) and were granted formal recognition as employee organi- zations under the City's Employer -Employee Relations Resolution (No. 81-75); and WHEREAS, the City Council recently approved a two-year agreement with the Police Management Association (PMA) and the City is still negotiating with the Fire Management Association (FMA); and WHEREAS, the City Council now desires to provide a two-year program of adjustments to the special compensation plan for the remaining unrepresented management personnel of the City. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Santa Ana that Section 3 of Resolution No. 82-110 is hereby amended by: 1. Establishing a new management designation, "RM" to identify represented management classes and by changing the parenthetical identifier shown next to following each of the below listed class titles from "(MM)" (unrepresented middle - management) to "(RM)": Fire Battalion Chief Police Captain Police Lieutenant 2. Deleting the Executive Management class of Director of Personnel (EM) (T). 3. Assigning the following class titles to new salary rate ranges on the effective dates as next herein set out: Salary Rate Range Numbers Class Title 11-1-83 9-1-84 Assistant City Manager (EM) 605 615 Community Development Director (EM) 626 636 Deputy City Manager -Operations (EM) 654 664 RESOLUTION NO. 83-134 page two Director of Administrative Services - Asst. City Manager (EM) 642 642 Director of Finance - Asst. City Manager (EM) 624 634 Director of Planning and Development 534 544 Services (EM) 612 622 Director of Public Works (EM) 641 651 Director of Recreation and Parks (EM) 615 625 Director of Transportation Services (EM) 631 641 Executive Director of Redevelopment 604 614 Agency/Deputy City Manager (EM) 654 664 Fire Chief (EM) 637 647 Housing Director (EM) 606 616 Library Director (EM) 593 603 Museum Director (EM) 578 588 Police Chief (EM) 651 661 UNREPRESENTED MIDDLE -MANAGEMENT Accounting Division Supervisor (MM) 554 564 Administrative Assistant -Community Development (MM) 534 544 Administrative Assistant II (MM) 534 544 Administrative Services Supervisor (MM) 534 544 Assistant City Attorney (MM) 613 623 Assistant Clerk of the Council (MM) 484 494 Assistant Director -Redevelopment and Real Estate (MM) 604 614 Chief of Planning (MM) 585 595 Chief of Development Processing (MM) 585 595 City Engineer (MM) 603 613 Community Preservation Officer (MM) 585 595 Computer Services Manager (MM) 579 589 Construction Engineer (MM) 564 574 Deputy Chief of Police (MM) 627 627 Deputy City Attorney I (MM) 522 532 Deputy City Attorney II (MM) 563 573 Deputy City Attorney III (MM) 593 603 Economic Development Program Manager (MM) 536 546 Executive Assistant (MM) 575 585 Financial Services Manager (MM) 544 554 Fleet Services Manager (MM) 545 555 Librarian III (MM) 518 528 Manpower Project Coordinator (MM) 528 538 Neighborhood Improvement Manager (MM) 585 595 Park Maintenance Superintendent (MM) 550 560 Payroll Accounts Supervisor (MM) 490 500 Plan Checking Engineer (MM) 564 574 Police Records Manager (MM) 523 533 Principal Personnel Analyst (MM) 554 564 Principal Real Estate Officer (MM) 584 594 Purchasing Division Manager (MM) 549 559 Recreation Superintendent (MM) 550 560 Risk Manager (MM) 549 559 RESOLUTION NO. 83-134 page three Senior Civil Engineer (MM) 574 584 Senior Real Estate Officer (MM) 544 554 Special Facilities Manager (MM) 540 550 Street Maintenance Superintendent (MM) 564 574 Traffic Operations Engineer (MM) 574 584 Transportation Development Engineer (MM) 564 574 Treasury Division Supervisor (MM) 554 564 Water Division Superintendent (MM) 564 574 BE IT FURTHER RESOLVED: That Section 12, Executive and Middle -Management Compensation Plan, be amended to read as follows: Section 12. Management Compensation Plan. There is hereby established a special compensation plan for officers and employees in class of employment designated as Unrepresented Executive Management (EM), Unrepresented Middle - Management (MM), and Represented Management (RM), the provisions of which are hereinbelow set forth. A. Management Pay Plan. For officers and employees designated as Unrepresented Executive or Middle -Management, or Represented Management, the provisions of this Resolution relating to assignment of officers and employees to five (5) step salary rate ranges, beginning rates, and advancement within rate ranges, shall be modified and applied in the following manner: (1) The effective range of rates for said management employees assigned to one of the five (5) step salary rate ranges listed in Section 2 of this Resolution, shall be limited to the first three(3) steps, A through C. The remaining steps in each schedule, namely D and E, shall only have applica- bility to classes of employment which have not been designated as management. (2) An officer or employee appointed to class of employment designated as management may be placed by the appropriate appointing authority at any step within the applicable three (3) step salary range (A, B, or C) in the schedule which has been allocated by this Resolution to the class of employ- ment to which said officer or employee has been appointed. (3) For any such management officer or employee initially appointed to a step lower than Step C, advancement to the next higher step (Step B from Step A or Step C from Step B) may be granted only for continued satis- factory and efficient service by said officer or employee in the effective performance of the duties of his or her position. The effective date of such step increase, if granted, shall be the first day of the month following the completion of one year of service at the Step from which said officer or employee is being advanced. (4) When any such management officer or employee has not been approved for advancement to the next higher salary step, he or she may be recon- sidered for advancement to the next higher step above his or her then current step after the completion of three (3) months of additional service and shall be reconsidered for such advancement after the completion of six (6) months of additional service. RESOLUTION NO. 83-134 page four B. Employee Benefits, Represented Management. Each officer and employee who is employed in a position in a class of employment designated in Section 3 of this Resolution as Represented Management (RM) shall continue to receive any and all employee benefits which they were entitled to receive on October 31, 1983, by reason of prior action of the City Council. C. Employee Benefits, Unrepresented Executive and Middle -Management. Each officer and employee who is employed in a position in a class of employment designated in Section 3 of this Resolution as Unrepresented Executive Management (EM) or Unrepresented Middle -Management (MM), shall receive as additional com- pensation, the following employee benefits: (1) Retirement. The terms of the existing contract between the City and the California Public Employees' Retirement System (PERS) governing the retirement benefits for affected employees, as said contract was amended to provide a different schedule of benefits for employees hired after October 1, 1981, are incorporated by reference herein. The City shall continue to make contributions to PERS in accordance with its contract with PERS for affected employees covered by said contract as amended. Effective November 1, 1983, the City shall increase its payment to PERS specified in Section 3.4 of this Resol- ution by 2/7ths for each affected "miscellaneous -member" and 4/9ths for each affected "safety -member". (2) Deferred Compensation. Each affected employee shall continue to receive as deferred compensation an amount equal to one percent (1.0%) of his or her monthly salary. The amounts contributed by the City under this provision shall be subject to the general terms and conditions of the City of Santa Ana Deferred Compensation Plan, and subject further to the conditions that the employee shall have no vested rights in the amounts contributed by the City until termin- ation of employment with the City and that the City will pay the total amount of contributions plus any earnings to the employee upon termination, resignation, retirement, dismissal or death. (3) Health and Dental Insurance. The City will continue to contribute the following amounts toward the payment of premiums for affected em- ployees and their dependents under the existing health and dental insurance programs (or new programs)providing substantially similar coverage and benefits: i. with respect to employees who do not have dependents included under the programs, an amount equal to the highest amount of City contribution applicable to the "employee -only" health and dental coverages for employees as specified in any current operative Memorandum of Understanding between the City and a recognized employee organization. ii. with respect to employees who have dependents included _ under the programs, an amount equal to the highest amount of City contribution applicable to the "family -plan" health and dental coverages for employees and their dependents as specified in any current operative Memorandum of Under- standing between the City and a recognized employee organization. (4) Disability Insurance. The City shall continue to pay 100% of the premium cost for a long-term disability insurance plan for affected employees. RESOLUTION NO. 83-134 page five (5) Life Insurance. The City shall continue to pay 100% of the premium cost for term life insurance coverage under the policy it maintains on behalf of its officers and employees in order to provide each person designated as Unrepresented Executive Management (EM) with life insurance coverage in an amount equal to three times such employee's annual rate of salary to a maximum of $150,000, and each person designated as Unrepresented Middle -Management (MM) with life insurance coverage in an amount equal to twice such employee's annual rate of salary to a maximum of $150,000, provided said affected employees can provide evidence of insurability for coverage above $150,000 if so required by the terms and conditions of said term life insurance policy, eff. 1-1-85. In the event any such affected employee is determined to be ineligible for said insurance coverage, the City will attempt to provide as much coverage as may be obtained at a reasonable cost without having to provide evidence of insurability. (6) Paid Holiday Time Off. Affected employees are not required to appear for work, except in emergencies, and will receive payment at his or her current base salary rate for the following eleven (11) holidays during each year: January 1st, third Monday in February, last Monday in May, July 4th, first Monday in September, November 11th, Thanksgiving Day and the day immediately following (Friday), Christmas Day, the last working day before Christmas Day (unless such day falls on Wednesday, in which instance the day following Christmas Day will be observed), and one (1) floating holiday. Any holiday which falls on Sunday will be observed on the following Monday and any holiday which falls on a Saturday will be observed on the Friday preceding the holiday. (7) Vacation Time Off. Affected employees shall be granted regular and longevity paid vacation leave on the same basis as provided repre- sented employees of the City, with the exception that such affected employees will be granted: i. regular vacation with pay at the annual rate of fifteen (15) working days for each of his or her first and second completed year of service. ii. an additional five (5) working days per year over the regular and longevity vacation schedules applicable to represented employees of the City subject to the following restrictions on the accrual of vacation leave: Unrepresented Executive Management (EM) employees, no restrictions. Unrepre- sented Middle -Management (MM) employees, twenty-five (25) days maximum accrual of such additional five days per year. Affected management employees must take at least five (5) consecutive days of vacation leave each year. (8) Vacation Pay Option. Affected employees shall be given the option to receive cash compensation, computed on a straight time basis, in lieu of up to five (5) working days of earned, unused vacation leave benefits set forth in paragraph (7) above. RESOLUTION NO. 83-134 j page six (9) Option to Redesignate Certain Contributions. Affected employees shall have the option of waiving coverage under any City -sponsored group insurance plan, such as medical, dental, long-term disability and life coverages, and applying the above specified amount of City contribution toward each such coverage waived to deferred compensation and/or earned income. (10) Carry Over Benefits. In addition to the benefits specified in subparagraphs (1) through (9) hereinabove, said officers and employees shall continue to receive any and all employee benefits which they were entitled to receive on October 31, 1983, by reason of prior action of the Council, provided and excepting, however, that the retirement benefit shall be as provided here- inabove and not as it existed on October 31, 1983. D. Administrative Leave Policy. The City Manager is authorized to grant, at his discretion, paid or unpaid leave for management personnel. E. Residency - Middle -Management Personnel.The City shall continue to permit officers and employees employed in classes of employment designated as Unrepresented or Represented Middle -Management (MM or RM) to reside outside the limits of Orange County, so long as such residency is not an unreasonable distance nor requires an unreasonable response time to the particular employee's place of employment. Any affected employee who desires to take advantage of the opportunity to reside outside of Orange County shall first request permission to do so from his department head. Said request shall be granted by the depart- ment head if it is determined that the intended residence is not an unreasonable distance nor requires an unreasonable response time to the employee's place of employment. Should the department head refuse any such request, the employee shall have the right of appeal of said determination to the City Manager for reconsideration. BE IT FURTHER RESOLVED: That Section 13, Management Performance Bonus Plan, be amended to read as follows: Section 13. MANAGEMENT PERFORMANCE BONUS, PLAN. The City shall continue to provide a Performance Bonus Plan for officers and employees employed in classes designated as management (EM, MM and RM), the provisions of which are hereinbelow set forth: A. The City Manager shall establish performance criteria and appraisal guidelines to be utilized by appropriate appointing authorities in granting or withholding performance bonuses. The terms "appropriate appointing authorities" as used in this Section, shall mean the City Manager regarding Executive Managers subject to his or her authority and Executive Managers regarding subordinate Middle -Managers subject to their authority. B. Annual Performance Appraisal. It shall be the duty and respon- sibility of each appointing authority to evaluate the performance of each of his or her subordinate managers to determine the extent to which performance criteria have been met and what, if any, performance bonus(es) should be granted to subordinate managers. RESOLUTION NO. 83-134 page seven C. Special Performance Bonus. Each management officer or employee who has met or exceeded the special performance criteria established and approved by the City Manager may be granted an annual performance bonus in an amount up to but not to exceed eight percent (8.0%) of his or her annual rate of salary. (1) Such special performance bonus shall be in the form of a cash payment or payments that shall not be a part of or an increase in base rate range. (2) Bonus Payments for Middle -Management personnel in City Manager -controlled departments require the prior approval of the City Manager. BE IT FURTHER RESOLVED: That this Resolution shall be operative from and after November 1, 1983. ADOPTED this 7th day of November vote: AYES: Acosta, Griset, Johnson, McGuigan, Young NOES: None ABSENT: Bricken, Luxembourger T MAYOR ATTEST: LERK OF THE COUN9tL APPROVED AS TO FORM: A *EU 1983, by the following