HomeMy WebLinkAbout87-095L':C, ClNDED BY: :~iB'/RESO
DATE:, ~- ~-' F~ RESOLUTION NO. 87-95
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA ANA
REESTABLISHING THE BASIC COMPENSATION PLAN FOR CLASSES OF
EMPDDYMENT DESIC4~ATED AS UNREPRESENTED EXECUTIVE AND MIDDLE-
MANAGEMENT AND RESCINDING PROVISIONS OF RESOLUTION 86-59
INCONSISTENT THEREWITH
WHEREAS on July 7, 1986, the City Council passed and adopted
Resolution No. 86-59, re-establishing the Basic Cc~pensation Plan for classes
of employment designated as unrepresented executive and middle-management; and
WHEREAS, Section 1004, Article X of the City Charter of the City of
Sant~ Ana requires the City Manager to prepare, install and maintain a
posi~n classification and pay plan subject to civil service rules and
regul~'ions and the approval of the City Council; and
WHEREAS, the City recently negotiated a new two-year labor agreement
with the Santa Ana City Employees' Association to provide certain adjustments
in wages, benefits and other terms and conditions of employment covering a
majority of non-management employees during Fiscal Years 1987-88 and 1988-89;
and
WHEREAS, IT IS NOW DESIRED TO:
(1) adjust the base salaries for said manag~nent classes by four and
one-half percent (4.5%) for Fiscal Year 1987-88 by providing a new Schedule of
Salary Rate Ranges (Attachment "A" to the Resolution), effective January 1,
1988; and
(2) provide for a special l~np sum retroactive salary payment
equivalent to 4.5% of each affected employee's base semi-monthly salary step
in effect on December 31, 1987 for each pay period employed since July 1,
1987; and
(3) provide special rate range equity adjustments, effective January
1, 1988, to the following classes in the e~ounts indicated: Construction
Engineer (~) and Senior Plan Check Engineer (~), 7.5%; Senior Civil Engineer
(~), 15%; and Maintenance Manager (~), 5%; and
(4) adjust the base salaries for all management classes by five
percent (5.0%) for Fiscal Year 1988-89 by providing a new Schedule of Salary
Rate Ranges (Attachment "B" to the Resolution), effective July 1, 1988; and
(5) delete the following obsolete class titles effective January 1,
1988:
Assistant Fire Chief
Coa~nunity Preservation Officer (NLM) (T)
Deputy City Manager-Development Services (EM)
~mployment Develoi~nent Manager (~)
Executive Director of Utilities (EM); and
482
RESOLUTION NO. 87-95
Page 2
(6) modify certain employee benefit provisions to provide the same
benefit improv~nents in bereavement leave, holiday leave, and bilingual pay to
be provided to represented, non-management employees; provide the same tuition
reimbursement benefit previously provided to represented police management
personnel; and to improve employee wellness/physical fitness incentive ~anounts
for mid-managers (only).
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA
ANA:
Section 1. There is hereby re-established a Management Cempensation Plan
for unrepresented Executive and Middle-Management officers and employees of
the City of Santa Am~.
Section 2. Schedule of Salaries. The basic salary schedule attached
hereto as Attachment A (effective January 1, 1988) and Attachment B (effective
July 1, 1988), and made a part hereof as though set forth in full herein,
provides numerous salary rate ranges, each cemprised of fifteen (15) separate
rates of pay shown in monthly amounts.
The respective rate ranges are identified by a two digit number preceded
by the capital letter "M." The separate rates of pay or steps within each
salary rate range are identified by the numbers "1" through "15" inclusive,
with Step "1" being the lowest or minim~n rate of the range, Step "8" the
middle or midpoint rate of the range, and Step "15" being the highest or
maximum rate of the range. The purpose of the minimum, midpoint and maximum
is set forth in Section 7 below.
Each affected employee employed with the City as of December 31, 1987,
will be paid a one-time, letup sum salary payment in an amount equal to nine
(9) salary rate ranges (4.5%) of each such employee's base semi-monthly pay
rate in effect on December 31, 1987, times the number of pay periods in which
the employee received pay for official time worked during each pay period
between July 1, 1987 and December 31, 1987.
Said one-time lump sum salary payment shall be computed on base salary
plus deferred ccmpensation only and shall, therefore, exclude all pay
additives and other payroll costs such as bilingual pay, deferred retirement
payments, insurance cash-back payments, and City contributions toward various
employee benefit insurance progr~ns.
Section 3. Designation of Management Classes and the Assigrment of Such
Classes to Salary.; Rate Ranges. Classes of employment listed in Subsection A
below shall be designated as unrepresented Executive Management and should be
identified by the capital letters "~" in parenthesis next to following each
class title. Classes of employment listed in Subsection B below shall be
designated as unrepresented Middle-Management and shall be identified by the
capital letters "~I" in parentheses next to following each class title.
The basic salary ccmpensation plan for all officers and employees of the
City of Santa Ana who are now employed or will in future be employed in any of
the management classes listed in A and B below shall be allocated to salary
rate ranges as next hereinafter set forth, effective January 1, 1988.
483
RESOLUTION NO. 87-95
Page 3
CLASS TITLE
SALARY RATE RANGE
A. Unrepresented Executive Management Classes
Deputy City Manager (EM)
Executive Director of C~,~nity Develoimnent (~4)
Executive Director of Finance and Management
Services (EM)
Executive Director of Human Resources (EM)
Executive Director of Planning and
Building Safety (EM)
Executive Director of Public Works (EM)
Executive Director of Recreation and
Community Services (EM)
Fire Chief (EM)
Library Director (EM)
Police Chief (EM)
M-34
M-31
M-32
M-31
M-31
M-31
M-31
M-32
M-28
M-34
B. Unrepresented Middle Management Classes
Accounting Manager (~4)
A~ministrative Assistant II (F~)
Administrative Services Manager (MM)
Assistant City Attorney (MM)
Assistant Clerk of the Council (MM)
Assistant Fire Marshal (MM)
Budget Analyst II (MM)
Budget and Research Officer (MM)
Building Maintenance Superintendent (MM)
Building Safety Director (MM)
Business Enterprises Manager (~4)
Capital Projects/Water Resources Director
City Engineer (MM)
Cc~unity Events Manager (MM)
Cemputer Services Manager (~4)
Construction Engineer (MM)
Contract Ccmpliance Manager (MM)
Corporate Records Manager (~4)
Council Services Manager (MM)
Deputy Chief of Police (MM)
Deputy CityAttorney I (MM)
Deputy City Attorney II (59{)
Deputy Fire Chief (MM)
Downtown Development Manager (MM)
Economic Development Manager (MM)
Emergency Medical Services Coordinator (~4)
Enterprise Manager (MM)
Executive Assistant to the City Manager (MM)
Fleet Services Manager (MM)
Grants Coordinator (MM)
H~aan Resources Manager (MM)
H~an Resources Supervisor (MM)
Librarian III (MM)
Maintenance Manager (MM)
Neighborhood Improvement Manager (MM)
M-22
M-18
M-22
M-30
M-18
M-17
M-18
M-22
M-14
M-26
M-22
M-29
M-29
M-26
M-25
M-20
M-26
M-16
M-18
M-30
M-12
M-22
M-28
M-26
M-26
M-26
M-18
M-20
M-21
M-18
M-26
M-22
M-22
M-28
M-26
484
RESOLUTION NO. 87-95
Page 4
Park and Landscape Design Manager (MM) M-17
Park Maintenance Superintendent (MM) M-22
Payroll Accounts Manager (MM) M-19
Planning Director (MM) M-26
Psychologist (MM) Mo20
Purchasin~ Manager (~) M-22
Real Estate Manager (MM) M-26
Recreation Superintendent (F~i) M-22
Recreation, Parks & C~,,~Lanity Services Manager (MM) M-26
Redevelo~uent Officer (MM) M-26
Regional Transportation Center Manager (MM) Mo22
Risk Manager (~i) M-26
Senior Civil Engineer (MM) M-25
Senior Deputy City Attorney (MM) M-28
senior Plan Check Engineer (MM) M-20
Special Employment & Training Progr~us Manager ([~i) M-20
Traffic Engineer (MM) M-28
Traffic Operations Engineer (MM) M-25
Transportation Development Engineer (MM) M-25
Treasury Manager (~) M-22
Water Resources Manager (MM) M-26
Zoo Manager (MM) M-22
Section 4. S~)ecial Salary; Ccmpensation Provisions.
4.1 Registered Engineer Pay. An incumbent of the class of
Construction Engineer (MM) or Senior Plan Check Engineer (MM) who is a
Registered Engineer in the State of California will be paid at a rate set two
(2) salary rate ranges (5%) above his or her base monthly salary step.
4.2 Bilingual Skill Pay. Qualified employees who are assigned to
positions involving the regular and frequent use of bilingual skill in both
English and either Spanish, Vietnamese or other language designated by the
City Manager will be paid a monthly pay differential of forty dollars ($40.00)
above his or her then current base monthly salary step. Incumbents of
positions where bilingual proficiency is essential to the performance of
duties and responsibilities of a critical and/or emergency nature, or of
positions where bilingual public contact is a major, essential or integral
element of the work being performed, will be paid a monthly differential of
seventy-five dollars ($75.00) above his or her then current base monthly
salary step.
Section 5. Officers and employees in the classes of employment listed in
Section 3 of this Resolution shall be covered by the following management pay
policies. To the extent that these policies are inconsistent with any other
City of Santa Ana ~uployee cc~upensation policies, the terms of these policies
shall prevail.
5.1 Management Cc~nsation Plan Implementation. Upon
implementation of the basic salary schedule set forth in section 2 of this
Resolution, a current incumbent of a management class listed hereinabove will
be placed at the monthly rate in the newly assigned salary rate range which
most closely approximates, but is not less than, the incumbent's assigned base
monthly salary rate on the day preceding the effective date of the Resolution.
RESOLUTION NO. 87-95
Page 5
A current management employee whose assigned base monthly salary rate
on the day precedin~ the effective date of this Resolution is below the
minimtm~ rate of the newly assigned rate range for his or her classification,
will be placed at the minimum of such rate range upon the effective date of
this Resolution.
5.2 Hirin~ Pa~; Polic~;. Newly hired management employees shall be
ccmpensated at any rate within the lower third of the salary range (Steps 1
through 5) for their job classification as authorized by the appointing
authority. When econcmic conditions, unusual employment conditions, or
exceptional qualification of a candidate for employment indicates a higher
rate would be in the City's best interest, the City Manager may authorize
hiring at a higher rate in the salary range but this higher rate generally
shall not be above the midpoint.
5.3 Rates of Pa~; for Temporary and Part-Time Work. All officers and
employees working in classes of employment included in this Resolution shall
be cc~pensated at a monthly rate, except that an employee hired for temporary
work in a position which has an anticipated duration of less than six (6)
months, and employees employed on a part-time basis, forty (40) hours or less
per semi-monthly pay period, shall be paid at a rate per hour for actual time
spent in the duties of his or her employment. Any hourly rate of pay, defined
as the regular hourly rate of pay, shall be computed by dividing the monthly
salary rate by 173.33. In determining the hourly rate as herein provided,
cc~putation shall be made to the nearest whole cent and a cc~putation
resulting in exactly one-half cent shall fix the rate at the next higher whole
cent.
Notwithstanding the above, the regular hourly rate for uniformed,
safety-member fire suppression personnel assigned to the twenty-four (24) hour
work shift schedule shall be computed by dividing the employee's regular
monthly base rate of pay by two hundred forty-four (244).
5.4 Service. The word "service" as used in this Resolution shall be
deemed to mean continuous, full-time service in the classification in which
the officer or employee is being considered for salary advancement, service in
the higher classification or service in a classification allocated to the sa~e
salary rate range and having generally similar duties and requirements.
Employees hired after the first (lst) working day of the month shall not be
credited with "time in service" for that month when determining the length of
service required for salary step advancement. A lapse of service by an
officer or employee for a period of tim~ longer than ten (10) calendar days by
reason of resignation, quit, or discharge, shall serve to eliminate the
accumulated length of service time of such officer or employee for the purpose
of this Resolution and any such officer or employee reentering the service of
the City shall be considered as a new officer or employee, except that he or
she may be redeployed within two (2) years and may be placed in the sa~e
salary step in the appropriate salary rate range as he or she was at the time
of termination of employment.
5.5 Promotion. An employee who is promoted to a management class
from a non-management class of the City service shall be placed at a salary
rate in the management salary rate range which provides a five percent (5%)
Day increase.
486
RESOLUTION NO.
Page 6
87-95
5.6 Dew~tion.
A. When an officer or employee is demoted to a position in a
lower classification, he or she shall be placed at a rate in the lower salary
rate range which provides at least a five percent (5%) reduction in pay.
B. A promotional employee who is rejected during the
probationary period from a management class shall be returned to the
classification in which he or she holds regular status and at his or her
former salary step, unless the reasons for failure to complete probation would
also be cause for dismissal fDum City service.
5.7 Layoff frcm a Management Class. An employee, whose position has
been abolished due to lack of work or lack of funds and who is reassigned to
another position, shall be placed at a rate or step in the new salary range
which does not provide an increase in pay.
5.8 Reduction in Pay for Management Emplo~.;ees. A management
employee may receive a reduction in salary on the basis of unsatisfactory work
performance or conduct, subject to Civil Service Rules and 9~gulations where
applicable.
5.9 Acting Pay. An unrepresented management employee may be
appointed by the City Manager to serve in an acting capacity during an
unplanned absence frc~ work of thirty calendar days or more of another
unrepresented management employee. Management employees who are granted
acting pay by the City Manager shall receive a five percent (5%) increase in
pay or the minimL~n rate of the higher salary range while serving in an
"acting" capacity.
5.10 Upgrade to a Management Class. Regular employees of the City
who are incumbents of classes of employr~nt not included in this Resolution
and who are temporarily upgraded to a management class shall receive a five
percent (5%) increase or the minimum rate of the management salary range, in
accordance with current upgrade provisions.
5. i1 P~allocation of Salary Rate Ranges. Any officer or employee
who is ~mployed in a classification which is reallocated to a different salary
rate range from that previously assigned shall be retained in the same salary
step in the new salary rate range as he or she had previously held in the
prior rate range and shall retain credit for length of service in such step
towards advancement to the next higher step.
Section 6. Employee Benefits. officers and employees regularly employed
in the classes of employment listed in Section 3 of this Resolution shall
receive as additional compensation the following employee benefits:
6.1 Retirement Plan Contributions.
A. General. The terms of the existing contract between the
City and the Califo--~ Public Employees' Retirement System (PERS) governing
the retirement benefits for eligible affected management employees are
incorporated by reference herein. The City shall continue to make
contributions to PERS in accordance with its contract with the system for
RESOLUTION NO. 87-95
Page 7
affected employees covered by said contract.
B. Deferred Reticent. The City shall continue to make
payment to the PERS on behalf of each eligible affected employee in an ~ount
required to pay one hundred percent (100%) of the employee's individual
retirement contribution. Such payments shall be credited to the individual
employee ' s PERS account.
Such payments are not increases in base salary and no salary
rate ra~e applicable to any of the employees covered by this Resolution shall
be changed or deemed to have been changed by reason thereof. As a result, the
City will not treat these payments as ordinary income and thus will not
withhold federal or state income tax frcm said payments. The City previously
received a rulin~ frc~ the Internal Revenue Service confirming that such
payments are deferred compensation and not ordinary income. In the event that
the City receives a new ruling from the Internal Revenue Service that such
payments are ordinary inccme of the employees instead of deferred
cempensation, the City's obligation to make such payments shall discontinue
and in place thereof the base salary of each said employee shall forthwith be
increased by seven percent (7%), except for "safety-member" employees eligible
for coverage under the 2% at A~e 50 Benefits Formula where the base salary
shall be increased by nine percent (9%).
For the purpose of reporting an employee's compensation to PERS,
the City shall include these payments as if they were a part of the employee's
base salary.
6.2 Deferred Ccmpensation. Each affected employee shall continue to
receive as deferred compensation an amount equal to one percent (1.0%) of his
or her monthly salary rate. The 8mounts contributed by the City under this
provision shall be subject to the general terms and conditions of the City of
Santa Ana Deferred Ccmpensation Plan, and subject further to the conditions
that the employee shall have no vested rights in the amounts contributed by
the City until termination 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.
6.3 Health and Dental Insurance. The City will continue to
contribute the following amounts toward the payment of premiums for affected
employees and their eligible dependents under the existing health and dental
insurance programs (or new progr~mms providing substantially similar coverage
and benefits).
A. 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 "~mployee-only" health and dental coverages for
employees as specified in any current operative Memorandum of Understanding
between the City and a recognized employee organization.
B. With respect to employees who have dependents included under
the progr~as, an amount equal to the highest amount of City contribution
applicable to the "fsmily-plan" health and dental coverages for employees and
their dependents as specified in any current operative Memorand~ of
Understanding between the City and a recognized employee organization.
RESOLUTION NO. 87-95
Page 8
6.4 Disability; Insurance. The City shall continue to pay 100% of
the premium cost for a long-tern disability insurance plan for affected
employees as said plan was amended effective November 1, 1985, to provide
unrepresented management personnel a monthly benefit of sixty-six and
two-thirds percent (66 2/3%) of base monthly salary (insured payroll), less
offsets contained in the existing plan, to a maximum monthly benefit of $5,000.
6.5 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 maximin of $300,000, and each person designated as Unrepresented
Middle-Management (MM) with life insurance coverage in an mnount equal to
twice such employee's annual rate of salary to a maximum of $300,000, provided
said affected employees can provide evidence of insurability for coverage
above $150,000 if so required by the terms and conditions of said tern life
insurance policy.
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.
6.6 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 followin~ twelve (12) holidays during each
year: January 1st, third Monday in January, third Monday in February, last
Monday in May, July 4th, first Monday in September, November llth,
Thanksc3ivin~ Day and the day immediately following (Friday), Christmas Day,
the last workin~ day before Christmas D~y (unless such day falls on Wednesday,
in which instance the day followim~ Christmas D~y will be observed), and one
(1) floatin~ 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.
6.7 Vacation Time Off. Affected employees shall be granted regular
and longevity paid vacation leave on the same basis as provided represented
employees of the City, with the exception that such affected employees will be
granted:
A. Regular vacation with pay at the annual rate of fifteen (15)
working days for each of his or her first and second cempleted year of service.
B. 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.
Unrepresented 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.
RESOLUTION NO.
Page 9
87-95
6.8 Vacation Pay Option. Affected employees shall be given the
option to receive cash ccmpensation, computed on a straight time basis, in
lieu of up to five (5) working days of earned, unused vacation benefits set
forth in Section 6.7 above.
6.9 Sick Leave Credits for New Hires. The City Manager is
authorized to grant a newly appointed incumbent of an unrepresented management
position sick leave credits up to an 8~aount equal to any earned but unused
sick leave credits available to such appointee at the time of his or her
separation frc~his or her most recent previous employer.
6.10 Pa~;ment for Unused Sick Leave. Affected employees shall be
granted payment for unused sick leave on the same basis as provided
represented employees of the City, with the exception that such affected
employees who have completed twenty-five (25) years or more of full-time
service with the City shall be entitled to payment for one-half (1/2) of the
total sick leave benefit credited to his or her account upon the effective
date of his or her termination, not to exceed a maximu~ limit of 100 working
days at the rate of base pay effective on the date of such termination.
6.11 Administrative Leave Policy. The City Manager is authorized to
grant, at his or her discretion, paid or unpaid leave for management personnel.
6.12 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 (~4 or ~M) 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 fr~m his or her departw~nt head. Said
request shall be granted by the department 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.
6.13 Wellness and Physical Fitness Incentive. Affected employees
shall be eligible to receive cash payment to defray a portion of the
membership cost of a City-approved but privately operated health and physical
fitness progrsm in accordance with the following cost-sharing schedule: 80%
of the annual membership cost up to a maxim~ City contribution of $500 per
year.
6.14 Tuition Reimbursement. Affected employees shall continue to be
eligible to participate in the existing Training and Education Assistance
Program provided for all regular, full-time employees of the City; except,
however, affected employees shall he eligible to receive one hundred percent
(100%) reimbursement for tuition and registration costs up to a maxim~ of
five hundred dollars ($500.00) per semester in accordance with the provisions
of that Program.
490
RESOLUTION ~0. 87-95
Page 10
6.15 O~tion to Redesignate Certain Contributions. Affected
~ployees 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.
6.16 Carry Over Benefits. In addition to the benefits specified in
Section 6.1 through 6.15 above, said officers and e~ployees shall continue to
receive any and all e~ployee benefits which they were entitled to receive on
December 31, 1987, by reason of prior action of the City Council.
Section 7. Management Performance - Based Evaluation S~;stem. There is
hereby established a performance-based evaluation system for officers and
e~ployees employed in classes herein designated as unrepresented Executive
Management (EM) or Middle-Management (M~i), the provisions of which are
hereinbelow set forth.
7.1 Purpose. The basic purpose of the performance-based evaluation
system is to help attract, retain and motivate highly competent managers and
to provide them with a strong incentive to excel.
7.2 Specific Ccmpensation Determination.
A. Tne City Manager is hereby given the authority to set the
individual compensation, to make adjustments thereto and to make appointments
at any salary within the established range for all executive positions except
the City Manager, the City Attorney, and the Clerk of the Council, which shall
be made by the City Council.
B. Executive Managers subject to the authority of the City
Manager shall be governed by the provisions of Section 5 supra and those set
forth hereinbelow in making appointments to salary rates within authorized
salary rate ranges and in making adjustments to the individual compensation
for middle-managers subject to their authority.
C. The City Manager shall establish performance criteria and
appraisal guidelines to be utilized by appropriate appointing authorities in
setting individual cempensation for management personnel. The term
"appropriate appointing authorities," as used in this Section, shall mean the
City Manager regarding Executive Managers subject to his or her authority, and
each Executive Manager regarding Middle-Managers subject to his or her
authority.
D. After the salary of an officer or employee has been first
established and fixed under this plan, salary advancement through the
remaining steps of the 15-step salary rate range shall be based on the results
of an annual performance evaluation.
7.3 Evaluation S~ste~ Cc~3nents. Tne evaluation system shall be
cc~prised of the following cemponents:
A. Annual Objectives. The system shall include a list of
outceme-based, measurable objectives to be achieved which have been mutually
agreed upon between the appropriate appointing authority and each individual
manager subject to his or her authority. A relative weight will be assigned
to each objective listed with a minim~ weight of 10% and all must total 100%.
RESOLUTION NO. 87-95
Page 11
B. Managerial Behaviors. In addition to his or her performance
in achieving agreed-upon objectives, each manager shall also be evaluated for
his or her managerial behavior performance, including such behaviors as
communication (oral or written), analysis and problem solving, decision-making
and judgment, planning and organization, management control, leadership,
interpersonal relations, time-manag~nent, technical knowledge, handling of
stress, etc.
7.4 Performance Evaluation Guidelines.
A. It shall be the duty and responsibility of each appropriate
appointing authority to annually evaluate the performance of each of his or
her subordinate managers to determine their individual eligibility for a
performance increase and how much such increase, if any, will be. Such annual
performance evaluation shall occur in~ediately followir~ each individual
manager's employment anniversary date and cover the twelve month period
preceding that date. Additionally, at least one informal mid-year progress
review shall be held between each appropriate appointing authority and each of
his or her subordinate managers.
B. Performance Ratings. Each manager's performance in relation
to his or her agreed upon annual objectives and managerial behaviors will be
evaluated according to the following performance rating scale:
Point Rat in~
Performance Levels
3
Significantly Exceeds Expectations:
Consistently exceeds all
objectives, requirements and
expectations by a wide margin.
Exceeds Expectations:
Consistently meets all objectives
and requirements and exceeds
several.
Meets Expectation:
Meets objectives and requirements.
Below Expectations:
Fails to meet some objectives and
requirements.
-1
Unacceptable:
Performance is significantly below
the minim~ required.
7.5 Performance-Based Salar~Adjustments. Each management officer
or employee covered by this plan may be eligible to receive an annual
performance-based in-range salary increase and/or one-timemonetary payment
based on a percentage of current annual rate of base salary, or be subject to
a performance-based salary reduction, in accordance with the following:
Iii
492
RESOLUTION NO. 87-95
Page 12
A. For overall performance rated as "Significantly Exceeds
Expectations," either step increases or one-timemonetarypayment or a
ccmbination of step increases and one-time monetary payment not to exceed
seven and one-half percent (7.5%) in toto.
B. For overall performance rated as "Exceeds Expectations,"
either step increases or one-time monetary payment or a cc~bination of a step
increase and one-time monetary payment not to exceed five percent (5%) in toto.
C. For overall performance rated as "Meets Expectations," a
one-timemonetarypayment in an amount up to but not to exceed two and
one-half percent (2.5%) of current annual rate of base salary or advancement
of one step (2.5%) within the salary rate range.
D. For overall performance rated as "Below Expectations," no
performance salary increase or monetary incentive payment.
E. For overall performance rated as "Unacceptable," no
performance salary increase or monetary incentive payment. Additionally, any
officer or employee who has received such a rating and who is being paid at a
step higher than the minimum rate of the salary rate range, may be reduced by
one ormore steps upon the rec~,~endation of the department head and the
approval of the City Manager.
F. Application of Guidelines.
i. If an officer or e~nployee who is recc~m~ended for a
performance increase is at the maximt~nof his or her salary rate range, then
the entire performance increase must be awarded the equivalent amount in a
one-time monetary incentive payment.
ii. Any one-time monetary incentive payment granted under
this plan is not an increase in base salary and no salary rate range
applicable to any management employee covered by this Rmsolution shall be
changed or dee~aed to have been changed by reason of such payment.
iii. Performance increase and/ormonetarypayment amounts
for Middle-Management personnel in City Manager-controlled departments require
the approval of the City Manager.
iv. The City Manager shall be responsible for the
development and administration of detailed administrative procedures and
guidelines for the consistent and effective application of the management
performance-based evaluation system. Such procedures and guidelines shall
define how performance objectives, measures and standards are developed; when
and how performance reviews are to be carried out; how performance cc~penent
ratings and cc~posite ratings will be scored; and how performance salary
increase and monetary incentive payment options are to be exercised.
493
RESO~I~ ~. 87-95
Page 13
BE IT FURTHER RESOLVED: that I~solution No. 86-59 is hereby
rescinded in its entirety.
BE IT FURi~ER RESOLVED: that this Resolution shall be operative fr~
and after December 16, 1987.
ADOPTED this 21st day of December, 1987.
A'I'£EST:
COUNC ILMEMBERS:
Young
McG~igan
Acosta
Griset
H~t
~y
l~lido
Aye
Aye
Aye
Aye
Absent
Aye
A.¥e
APPRE)VED AS TO FORM:
Edward ~C~_~, City
Attor~y
Schedule or Salary 0ute SenSaa For
Unrepresented Ixecuttve end #lddla-#aaeSemont Cluaoee oF Saplo~lant
srructiva January l, 1988
! 2 3 4 8 8 ? 8 9 lO lJ 12 13 14 16
M I 20318 2,374 20433 2,494 2,558 3,620 3,686 2,753 3,822 2,893 20965 3,030 3,118 3,103 3,273
# 2 2,374 -30433 2,494 2,658 2,620 3,686 30763 2.822 2,893 20968 3,030 3,118 3,193 3,273 3,395
M 3 2,433 2,494 2,586 .Z,620 2,688 2,753- 20822 2.893 2,965 3,039 3,118 3,193 3,273 S,358 3,438
# 4 2,494 2,556 2,620 2,688 2,753 2,828 2,893 2,968 3,039 3, t18 3,193 3,273 '3,368 3,430'3,826
M .6 2,686 3,620 2,686 30753 2,'822 2,893 2,060 3,039 9,118 30193 3,273 3,356 3,430 3,628 3.613
M 8 8,620 2,686 30753 2,823 8,893 20966 30039 3,116 3,193 30273 3,356 30439 3,525 3,613 3,703
M 7 2,686 2,763 3,822 2,893 .2,966 3,039 3,116 3,193 3,273 3,385 3,439 3,525 3,613 3,703 3,798
M 8 2,763 2,822 2,893 8,96S 3,039 30116 3,193 3,273 3,365 3,439 2,835 3,613 3,703 3,796 3,891
M 9 2,823 2,893 2,966 3,039 3,115 3,199 3,273 3,358 3,439 3,528 3,613 3,703 3,796 3,891 3,988
# l0 2,893 2,968 3,039 30116 3,193 3,273 3,385 3,430 3~328 3,813 30709 3,796 3,801 3,988 4,088 .
M 1l 2,966 3,039 3,118 30193 3,273 3,368 3,438 3,625 3,813 3,703 3,796 3,891 3,988 40080 4,190
# 13 3,039 3,118 3,19~ 3,273 30358 30439 3,628 3,613 3,703 30796 3,891 3,988 4,089 4,190 4,298
# 13 3,116 3,193 3,273 3*368 3,430 3,828 3~613 3,703 3,796 3,891 3,988 4,088 4,190 6,296 4,402
M 14 3,193 30273 30366- 30432 3,836 3,613 3,703 3,798 3o891 3,988 4,088 4,190 4,296 4,401 4,612
M 16 30273 30366 3,438 3,528 3,613 3,703 3,798 3,891 3,988 4,088 4,190 40296 4,402 40612 4,628
# 16 2,366 30430 3,626 3,613 3,703 3,798 3,891 30988 4,088 4,190 4,298 4,402 4,612 4,625 4,741
# IT 3,439 3,528 3,613 2,703 3,796 3,891 3,988 4,088 4,190 6,298 4,403 4,512 4,626 4,741 4,860
M 18 3,83S 30613 3,703 30798 3,891 3,988 4,088 4,190 4,296 4,403 4,612 4,625 4,741 4,860 4,982
M 18 3,613 3,702 3,796 3,891 3,988 4,088 4,190 4,296 4,402 4,612 4,628 4,741 4,860 4,982 6,107
M 20 3,703 3,796 3,891 3,988 4,088 4,190 40298 4,402 4,912 4*628 4,741 4,860 4,982 S,107 8,238
M 21 3,796 3,881 3,988 4,089 4,190 4,298 4,402 4,512 4,628 4,741 4,860 4,982 5,107 6,235 6,380
# 22 30891 3,980 40088 4,190 4,296 4,402 4,613 4,625 4,741 4,860 4,983 6,107 8,238 9,368 6,600
M 23 3,988 4,088 4,190 4,296 4,402 4,613 4,625'4,741 4.860 4,982 60107 60238 6,366 9,600 6,638
# 24 4,088 4,190 4,298 4,402 4,612 4,625 4,741 4,860 4,982 9,107 80238 8.368'6,600 5,638 60770
M 28 4,190 4,298 4,402 4,512 4,628 40741 4,860 4,982 8.107 8.235 6,366 6,800 8,638 6,779 8,923
M 28 40296 4,401 4,S12 4,625 4,741 4,860 4,982 8, t07 8,238 8,368 8,$00 5,638 80779 S,922 60071
N 27 4,402 4,612 4,626 4,741 4,860 4,982 8,107 5,235 5,366 5,500 6,638 S,770 6,923 6,071 80223
N 28 4,613 4,625 4,741 4,860 4~982 S,107 8,235 5,368 $,S0O 8,638 6,779 5,923 6,071 6,223 '6,370
M 29 4.625 4,?4! 4,860 4.982 8,107 5,238 5;368 5;600 5,638 5,779 5,923 6,071 8,223 8,379 8,538
N 30 4,741 4,860 4.982 5,107 S,235 5,368 6,$00 5,638 5,779 5,923 8.071 8,223 6,379 6,838 6,701
M 31 4,860 4.983 6,107 50239 8,368 9,500 9,638 5,770 5,923 00071 8,223 6,370 6.532 6,701 60860
· # 38 4,983 5,107 8,238 9,366 .5,800 6,638 6,779 8,923 6,071 8,223 8,379 8.538 6,701 8,860
N 33 5,X07 6,236 8,366 9,500 8,638 0,779 8,923 8,071 6.223 8,379 60538 6,701 8~869 ?,941
# 34 8,238 5.366 5,S00 6,638 5~779 9.923 8,071 8.223 8,373 8,838 8,701 8,968 7,04l 7.217 .7,397
M 35 5,366 8,500 5,638 5,779 6,923 6,071 8,223 6,379 8,538 6,701 6,869 7.041 7.217 7,397 7,582
M 38 9.609 5,638 5,779 5,923 6,071 6.223 8,379 6,538 8,701 8,860 7,041 ?,217 7,397 ~,583 7,772
M 37 5,638 5.779 5.923 6.071 6.223 6,379 8.538 60701 6.869 7.041 7.2~7 7,397 7,582 7,772 7,966
M 38 5.779 5,923 6,071 6.223 6,379 6,538 6,70! 6,869 7.041 ?.2IT 7.397 7.582 7.772 7.966 8,165
M 38 5,923 6,071 6,223 6.3?9 6.538 6,701 6,'860 7.041 7.21? 7,397 7.582 7,?73 7.966 8,165 8,369
M 40 6,071 6.223 8.379 6,538 8,701 8.869 7,041 7,217 ?,397 7,582 70772 7,966 8.165 8.362 8,578
.l
3ffectivo July 1, 198, '
8,886 3.183 2.822 2.893 ;8.968 3,039 3.306
M 3 8,494 8,538 3.820 3,686 3.183 2,822 8,883
# 3 3,568 8,62~ 3,686 3,108 3,823 8,893 8.969
# 4 8.886 820 8.688 '8,163 8,823 3,893 3.966' 3,038 3,1t0
# 6' 2,620 8,163 8,822 2.893 3.963 3.039 3,116 3.193
# 8 8.688 2.823 1.893 3,966 3,038 3,118 3,193 3,273
N T 3,783 3.822 888 3.968 3.036 3.116 3.193 3.373 3.358
# 8 8,822 3.893 2,038 3.1{3 3,103 3.3?3 3,338 8.438
# 8 2.883 3,966 3.118 3,193. 3.373 3.306 3.439 3.026
# 10 3.968 3,030 ,193 3.273 ~,358 3.439 3,528 3.613
# 11 3.039 Bells 3.193 3.308 3.439 3.020 3.013 3.703
# 12 3,116 ~.183 3,372 3~433 3,823 3.613 3.703
-.' # 13 3,193 3,273 30388 8,433 526 3,611 3,103 3.796
# 14 3,113 3,365 3.433 3,026 3.?93 3.?86
# 16 3f363 8.438 3,938 3,813 1.796 3.891
~. N 18 30430 3.528 8,818 3,103 3.?98 3.988
# 17 3,528 8.618 30703 80198 3.891
# 18 3.613 3,103 3,196 3,891 3,988
# 10 3.103 3,196 3,891 3,988 4,088 4.190
# 30 3,198 8,891 3.988 4,088 4.190
# 31 3.891 3.988 4,088 4,190 4.296
W 22 3.988 4,088 4,190 4,295
23 4.088 4,190 4.298 4.402 4.~
24 4.190 4.288 4,40~ 4,512
# 28 4,296 4.403 4,812 4.625
M 28 4.402 4,813 4.626
. # 31 4.612 4.626 4.741
4.812
4,620
4.628 4.741
· .741. 4,860
4.860 4.982
4,983
3,960 3.039 3,110
8,03~ 8,11S 3,193
3.193 3.273
3,271 8.356
3,430 3
3.520
3.8
8.193 3.430
3.3?3
3.430 3.020
3,31 8.026 3.613
8,826 3.613 6.103
3.613 3.703 80198.
3,613 3.103 8.798 8,801
3,?03 3,?96 3.891 8.988
3.798 3,891 3.988 4.088
3.796 3.891 3.988 0.088 4.190
3.891 3.980 4.080 4.190 4,296
3,891 3,988 4,088 4.180 4.298 4,402
~.988 4,088 4,190 48398 4,401 4,512
4.088. 4.190 4.398 4,403 4,812 4.633
4.088 4,190 4.398 4.402 4,918 4,628 4.741
4,190 4.295 4,403 4.61~ 4,636 4.741 4.860
4.298 4.403 4,513 4,626 4,741 4.860 4,081
4.295 4,403 4,513 4,628 4,141 4,880 4.982 8, ZO?
4.408 4.613 4.628 4.141 4,860 4,983 6.107 5.238
4.812 4,628 4,141 4.860 4.982 8,~07 8.338 8,368
4,141 4,860 4.982 6.107 8.238 S,368 8,508
4,860 4.983 0,101 6,336 8,366 8,800 6.638
982 8,107 6.336 6,366'6,500 5.638 6,119
4.982 8.238 8.386 8,S00 ~,838 8,779 8.923
5,101 ~.368 8,600 5,638 8.770 S.923 8,071
8.235 8.388 80638 6,119 8,923 6.071 80333
4.982 8.107 8,236 8.366 8.000 80770 0,933 8.071 8.233 6.379
4,741 4,860 8.233 5.366 5.500 5.638 6,776 6.923 8.~ 8.223 6.378- 8.838 6.701
4,860 4,083 5.238 8.368 5.000 6.638 0,176 5.923 8.071 8,223~,319 8.538 8.701 8.869
4,983 6,101 5.366 6,000 8.638 6.779 6.923 6.011 8.223 8.379 6~q~8 8.701 6.869 1.041
# 33 8.101 0.22~ 6.600 8,638 8,773 8.923 8,011 8.223.. 8.3?0 6,638 8;?~1,.~6;808 1.041 1.311
w 33 8.238 ~0~ 6,000 6.638 6,?78 9.923 8.07! 8.823 8.3?0' 8.938 8.?0~ 8.863 ~r~041 7.217 ~.397
· N 34 8.366 ~..__. 9.638 9,779 5.923 8.071 8,223 8.3?0 6.538 6.?01 8.869 7.041 1.~ 1.391 1,083
# 3S 5.508 8.638 8.7?9 8.933 8.071 8.223 8.379 6.538 6.701 8.869 ?.041 1.21~7,391~?.582 1.172
# 38 6.6 5.779 50923 6,071 8.223 6.379 8.530 8.701 .8.860 1,041 7,217 7,397 ~i~
# 31
5.923 6.071 8.223 '6.379 8.538 6.701 6.869 ?.041 7.217 7,397 1.082
N 8.071 6.223.' 8,379 8.538 6,701 6.869 7.041 7.217 1.391 7.582 1,?72
N 8.071 6.223 8.379 6.538 8,701 8.860 ?.041 7.211 7,397 7.582 7.773 7.966
8,223 6.378 6.838 6.701 6.869 7.041 1.217 7.397 1,08~ 7,773 7,966 8.168
7,582 7~1?8 1.968
7.772 7.9~ 8.168
7.968 8.16~0.369
8.168 8.369 ~8~078
8.369 8~578 8~'~rl~N~
Schedule of Salary Rate Ranges for
Enrepresented 8xecutive and Middle-Naaagesent Classes of 8mployment
8fffectiva July 1, 1988
SXH[BIT 8
2 3 4 5 6 7 8 g 10 11 12 13 14 15
2,433
2,494
2,556
2,620
2,686
2,753
2,822
2,893
2,965
3,039
2,494 2,556 2,620 2,686 2,753
2,556 2,620 2,686 2,753 2,822
2,620 2,686 2,753 2,822 2,893
2,686 2,753 2,822 2,893 2,965
2,753 2,822 2,893 2,965 3,039
2,822 2,893 2,965 3,039 3,115
2,893 2,965 3,039 3,115 3,193
2,965 3,039 3,115 3,193 3,273
3,039 3,115 3,193 3,273 3,355
3,115 3,193 3,273 3,355 3,439
N 11 3,115 3,193 3,273 3,355 3,439 3,525
H 12 3,193' 3,273. 3,355 3,439 3,525 3,613
M 13 3,273
M 14 3,355
M 15 3,439
M 16 3,525
M 17 3,613
M 18 3,703
N 19 3,796
~ 20 3,891
M 21 3,966
M 22 4,088
M 23 4,190
M 24 4,295
M 25 4,402
M 26 4,512
M 2T 4,625
M 28 4,741
M 29 4,860
M 30 4,982
N 31 5,107
~ 32 5,235
M 3~ 5,366
H 34 5,500
H 35 5,638
H 36 5,779
H 37 5,923
N 38 8,071
M 39 6,223
M 40 6,379
2,822 2,893 2,965 3,039 3,115 3,193 3,273 3,355
2,893 2,965 3,039 3,115 3,193 3,273 3,355 3,439
2,965 3,039 3,115 3,193 3,273 3,355 3,439 3,525
3,039 3,115 3,193 3,273 3,355 3,439 3,525 3,613
3,115 3,193 3,273 3,355 3,439 3,525 3,613 3,703
3,193 3,273 3,355 3,439 3,525 3,613 3,703 3,796
3,273 3,355 3,439 3,525 3,613 3,703 3,796 3,891
3,355 3,439 3,525 3,613 3,703 3,796 3,891 3,988
3,439 3,525 3,613 3,703 3,796 3,891 3,988 4,088
3,525 3,613 3,703 3,796 3,891 3,988 4,068 4,190
3,613 3,703 3,796 3,891 3,988 4,088 4,190 4,295
3,703 3,796 3,891 3,988 4,088 4,190 4,295 4,402
3,796 3,891 3,988 4,088 4,190 4,295 4,402 4,512
3,891 3,988 4,088 4,190 4,295 4,402 4,512 4,625
3,988 4,088 4,190 4,295 4,402 4,512 4,625 4,741
4,088 4,190 4,295 4,402 4,512 4,625 4,741 -4,860
4,190 4,295 4,402 4,512 4,625 4,741 4,860 4,982
4,295 4,402 4,512 4,625 4,741 4,860 4,982 5,107
4,402 4,512 4,625 4,741 4,860 4,982 5,107 5,235
4,512 4,625 4,741 4,860 4,982 5,107 5,235 5,366
4,625 4,741 4,860 4,982 5,107 5,235 5,366 5,500
4,741 4,860 4,982 5,107 5,235 5,366 5,500 5,638
4,860 4.982 5,107 5,235 5,366 5,500 5,638 5,779
4,982 5,107 5,235 5,366 5,500 5,638 5,779 '5,923
5,107 5,235 5,366 5,500 5,638. 5,779 5,923 6,071
5,235 5,366 5,500 5,638 5,779 5,923 6,071 6,223
5,366 5,500 5,638 5,779 5,923 6,071 6,223 6,379
5,500 5,638 5,779 5,923 6,071 6,223 6,379 6,538
5,638 5,779 5,923 6,071 6,223 6,379 6,538 6,701
5,779 5,923 6,071 6,223 6,379 6,538 6,701 6,869
5,923 6,071 6,223 6,379 6,538 6,701 6,869 7,041
3,355 3,439 3,525 3,613 3,703
3,439 3,525 3,613 3,703 3,796
3,525 3,613 3,703 3,796 3,891
3,613 3,703 3,796 3,891 3,988
3,703 3,796 3,891 3,988 4,088
3,796 3,891 3,988 4,088 4,190
3,891 3,988 4,088 4,190 4,295
3,988 4,088 4,190 4,295 4,402
4,088 4,190 4,295 4,402 4,512
4,190 4,295 4,402 4,512 4,625
4,295 4,402 4,512 4,625 4,741
4.402 4,512 4,625 4,741 4,860
4,512 4,625 4,741 4,860 4,982
4,625 4,741 4,860 4,982 5,107
4,741 4,860 4,982 5,107 5,235
4,86~ 4,982- 5,107 5,235 5,366
4,982 5,107 5,235 5,366 5,500
5,107 5,235 5,366 5,500 5,638
5,235 5,366 5,500 5,638 5,779
5,366 5,500 5,638 5,779 5,923 6,071 6,223 6,379 6,538 6,701
5;500 5,638 5,779 5,923 6,071 6,223 6,379 6,538 6,701 6,869
5,638 5,779 5,923 6,071 6,223 6,379 6,538 6,701 6,869 7,041
5,779 5,923 6,071 6,223 6,379 6,538 6,701 6,86~ 7,041 7,217
5,923 6,071 6,223 6,379 6,538 6,701 6,869 7,041 7,217 7,397
6,071 6,223 6,37~ 6,538 6,701 6,669 7,041 7,217 7,397 7,582
6,223 6,379 6,538 6,70] 6,869 7,041 7,217 7,397 7,582 7,772
6,379 6,538 6,701 6,869 7,041 7,217 7,397 7,582 7,772 7,966
6,538 6,701 6,869 7,041 7,217 7,397 7,582 7,772 7,966 8,165
6,869 7,041. 7,217
7,041 7,217 7,397
7,217 7,397 7,582
7,397 7,582 7,772
7,582 7,772 7,966
7,772 7,966 8,165
7,966 8,165 8,369
8,165 8,369 8,578
8,369 8,578 8,792
3,439
3,525
3,613
3,703
3,796
3,891
3,988
4,088
4,190
4,295
4,402
4,512
4,625
4,741
4,860
4,982
5,107
5,235
5,366
5,500
5,638
5,779
5,923
6,071
6,223
6,379
6,538
6,701
6,869
7,041
7,217
7,397
7,582
7,772
7,966
8,165
8,389
8,578
8,792
9,012