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HomeMy WebLinkAbout95-033 - Amend Resolution No. 82-110031 RESOLUTION NO. 95-033 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF S~%NTA ANA TO AMEND RESOLUTION NO. 82-110 TO ADD CERTAIN PROVISIONS PERTAINING TO PART-TIME CIVIL SERVICE EMPLOYMENT W/qEREAS, Section 1004, Article X of the City Charter of the City of Santa Ana requires the City Manager to prepare, install and maintain a position classification and pay plan subject to civil service rules and regulations and the approval of the City Council; and WHEREAS, on August 2, 1982, the City Council passed and adopted Resolution No. 82-110 revising and reestablishing the Basic Compensation Plan for all officers and employees of the City of Santa Aha; and WHEREAS, on July 17, 1995, the City Council passed and adopted Ordinance No. NS-2258~ which amends Chapter 9 of the Santa Aha Municipal Code to provide for a new status of part-time civil service employment; and WHEREAS, certain changes are now needed in the City's Basic Compensation Plan to implement the above ordinance by providing policies, procedures and compensation components governing this new status of part-time civil service employment; and WHEREAS, it is now desired to amend Resolution No. 82-110 in order to effect these changes. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Santa Aha, that Resolution No. 82-110, as amended, is hereby further amended as follows: 1. That Section 1 is hereby amended to read as follows: "Section 1. There is hereby re-established a Basic Compensation Plan for all officers and employees of the City of Santa Aha, except for certain classifications which may have separate Council Resolutions containing certain compensation provisions specific to them." 2. That Section 2, Paragraphs One and Two, are hereby amended to read as follows: "Section 2. SALARY AND WAGE SCHEDULE. The basic salary and wage schedule, shown below in a matrix format, provides numerous salary rate ranges, each compromised of five (5) steps or rates of RESOLUTION 95-033 Page 2 pay expressed in monthly amounts. For full-time and part-time civil service employees, the purpose of each step and length of service required for advancement ~o the next step within a particular salary rate range is summarized as follows: A Step B Step C Step D Step - E Step - Normal beginning pay rate. For full-time civil service employees, after six months in next lower step. For part-time civil service employees, after 1040 hours in next lower step. Also optional hiring rate. For full-time civil service employees, after twelve months in next lower step. For part- time civil service employees, after 2080 hours in next lower step. Also optional hiring rate. For full-time civil service employees, after twelve months in next lower step. For part- time civil service employees, after 2080 hours in next lower step. Merit rate. For full-time civil service employees, after eighteen months in next lower step. For part-time civil service employees, after 3120 hours in next lower step. Specific regulations governing advancement within salary rate ranges for full-time and part-time Civil Service employees are set forth in Section 7 of this Resolution." 3. That Section 3, Paragraph One, is hereby amended to read as follows: "Section 3. ASSIGNMENT OF CLASSES OF EMPLOYMENT TO SALARY RATE RANGES. Classes of employment included under this Resolution shall be assigned to Salary Rate Ranges on the effective dates as set forth next below." 4. That Section 3.1, as amended, is hereby further amended to change the title to read as follows: "Section 3.1 FULL-TIME CIVIL SPECIFIED)." SPECIAL COMPENSATION PROVISIONS (APPLICABLE TO SERVICE EMPLOYEES ONLY, UNLESS OTHERWISE 5. That Section 3.1 subsection Bilinqual Pay is hereby renumbered and amended to read as follows: Section 3.1.1 Bilinqual Pay A. Criteria. Qualified full-time and part-time Civil Service employees who meet the following criteria will be paid a bilingual pay differential: RESOLUT O 95-03 0 33 Page 3 (1) Assignment by their department head to a full-time or part-time position requiring frequent use of bilingual capability in both English~.and~,Sp~a~ish or Vietnamese or other language designated by the City Manager; and (2) Certification by the Director of Personnel as having satisfactorily demonstrated conversational fluency in both languages, at a level appropriate to their position assignment; and (3) Approval of the City Manager. B. Differential Amounts. Unless otherwise specified in a current Memorandum of Understanding covering their position classification, full-time and part-time Civil Service employees will receive a pay differential above their current base salary step as follows: (1) Positions where it has been determined by the department head that bilingual proficiency is essential to carry out duties and responsibilities of a critical and/or emergency nature without ready access to backup assistance, or positions where bilingual public contact is a major, essential or integral element of the work being performed, will be designated as Primary Bilingual Assignments. A qualified incumbent of such position will be paid a monthly differential of one hundred dollars ($100) (or an hourly equivalent where applicable) above his or her then current base salary step. (2) Positions where it has been determined by a department head that regular and frequent bilingual usage is necessary to the performance of duties, but not a major, essential or integral element of the work, will be designated as Secondary Bilingual Assignments. A qualified incumbent of such position will be paid a monthly differential of forty dollars ($40) (or an hourly equivalent where applicable) above his or her base salary step. 6. That Section 3.1 subsection Shift Differential, as amended, is hereby renumbered and further amended to read as follows: "Section 3.1.~ Shift Differential. Non-management full and part-time Civil Service employees who are regularly and continuously assigned to a schedule of work which requires that they actually work a minimum of 4 1/2 hours between the hours of 5 p.m. and 7 a.m. will be paid a shift differential for their entire work shift of ten (10) salary rate ranges (5%) above their current base monthly or hourly salary rate; however, this shift pay differential shall not be applicable to employees in the classes of Park Ranger and Supervising Park Ranger, Park Maintenance Worker I and II, Library Department employees and classes represented by the Fire Benevolent Association and the Police Officers Association (except the POA 3 03 4 RESO uT O 95-033 Page 4 classes of Animal Control Officer I and II, Forensic Specialist I and II, Police Communication Supervisor, Police Property and Evidence Specialist, Police~Ser~i~e. Qfficer, and Police Services Dispatcher who are eligible to reCeiVe shift differential)." 7. That Section 3.2 is hereby amended to change the title to read as follows: "Section 3.2 POLICE CAREER DEVELOPMENT PROGP~AM (for full-time Civil Service employees only)." 8. That Section 3.3 is hereby amended to change the title to read as follows: "Section 3.3 FIRE SCIENCE EDUCATIONAL INCENTIVE PROGRAM (for full-time Civil Service employees only)." 9. That Section 3.4 is hereby amended to change the title to read as follows: "Section 3.4 RETIREMENT PLAI~ CONTRIBUTIONS (for full-time Civil Service employees only)." 10. That Section 3.5, as amended, is hereby further amended to change the title to read as follows: "SECTION 3.5 PART-TIME AND TEMPORARY RATES (for Non-Civil Service Part-time Employees Only)." 11. That Section 3.5.1, as amended, is hereby further amended to change the title to read as follows: "Section 3.5.1 Other Unaffiliated Employment." Class Titles and Waqe Rates For Seasonal and Categories of Non-Civil Service Part-Time 12. That Section 3.5.2, as amended, is hereby further amended to change the title to read as follows: "Section 3.5.2 Class Titles and Wage Rates For Lonq-Term Represented Cateqories of Non-Civil Service Part-time Employment." 13. That Section 4, Paragraph One, is hereby amended to read as follows: "Section 4. APPLICATION OF BASIC COMPENSATION PLAN. The salary rate ranges and steps contained in Section 3 hereof are monthly salary rates. All officers and employees working in classes of employment included in this Resolution shall be compensated at a monthly rate, except that non-civil service employees hired for temporary work in a position which has an anticipated duration of less than six (6) months, non-civil service 4 RESOLUTION 95-033 Page 5 035 employees employed on a part-time basis (averaging forty (40) hours or less per semi-monthly pay period) and Civil Service part-time employees (averaging more tha~ 40 hqU~S but less than 80 hours 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, computation shall be made to the nearest even cent and a computation resulting in an even one-half (1/2) cent shall fix the rate at the next higher even cent." 14. That Section 6 is hereby amended to read as follows: "Section 6. SERVICE. The word "service" as used in this Resolution shall be deemed to mean continuous, full-time service (or an equivalent number of hours) 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 same 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 time 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 reappointed as provided in SAMC 9-114 and may be placed in the same salary step in the appropriate salary rate range as he or she was at the time of termination of employment." 15. That Section 7 is hereby amended to read as follows: "Section 7. ADVANCEMENT WITHIN RANGES. The following regulations shall govern salary advancement within rate ranges: A. Lenqth of Service Advancements: After the salary of an officer or employee has been first established and fixed under this plan, such officer or employee shall be advanced from Step "A" to Step "B" or from Step "B" to Step "C" or from Step "C" to Step "D," whichever is the next higher step to that on which the officer or employee has been previously paid, effective the first (lst) day of the month following the date of completion of the length of service (or an equivalent number of hours) required for such advancement as provided in Section 2 hereof. B. Merit Advances. An officer or employee shall be considered for advancement from Step "D" to Merit Step "E" upon the completion of the required length of service as provided in Section 5 RESOLUTION 95-033 Page 6 2 hereof; the effective date of such merit increase, if granted, shall be on the first (lst) day of the month following the completion of such required length of service or an equivalent number of hours. Advancemen~ to Merit Step "E" may be granted only for continued meritorious and efficient service and continued improvement by the officer or employee in the effective performance of the duties of his or her position. Such merit advancement shall require the following: (1) There shall be on file in the Office of the Director of Personnel a copy of each periodic efficiency or performance report required to be made on the officer or employee by the Civil Service Rules and Regulations and/or the City Manager during the period of service time of such officer or employee subsequent to his or her last salary advancement. (2) The head of the department in which the officer or employee is employed shall, at least twenty (20) calendar days prior to the anticipated completion of such officer's or employee's required length of service, file with the City Manager a statement recommending the granting or denial of the merit increase and supporting such recommendations with specific reasons therefor. The officer or employee shall be notified by the department head as to such recommendations and shall be informed of the reasons therefor. (3) No advancement in salary above Step "D" shall become effective until approved by the City Manager, except when placement on a salary step above Step "D" results from promotion under the provisions of Section 9 of this Resolution. C. Lenqth of Service Required When Advancement To Merit Step Is Denied. When an officer or employee has not been approved for advancement to the next higher salary step, he or she may be reconsidered for such advancement after the completion of three (3) months of additional service (or an equivalent number of hours) and shall be reconsidered for such advancement after the completion of six (6) months of additional service (or an equivalent number of hours). This reconsideration shall follow the same steps and shall be subject to the same actions as provided in subparagraphs B(2) and (B) (3) of this Section." 16. That Section 8 is hereby amended to read as follows: "Section 8. REDUCTION IN SALARY STEPS. Any officer or employee who is being paid at Merit Step "E" may be reduced to Step "D" of the appropriate salary range, upon the recommendation of the department head and the approval of the City Manager. Procedure for such reduction shall follow the same procedure as outlined for merit advancements in Section 7 above, and such officer or employee may be considered for readvancement under the same provisions as contained in subsection C of Section 7." RESOLUTION 95-033 Page 7 037 17. That Section 12, as amended, is hereby retitled and Paragraph One is further amended to read as follows: "Section 12. EMPLOYEE'~ENEFITS~ FOR FULL-TIME CIVIL SERVICE CONFIDENTIAL EMPLOYEES. Each full-time civil service employee in a class of employment designated in Section 3 of this Resolution as Unaffiliated Confidential (UC), shall continue to receive as additional compensation, any and all employee benefits provided to non-management, general service employees on or after July 1, 1991, except as modified as follows." 18. That except as amended by this Resolution, all other provisions of Resolution No. 82-110, as previously amended, shall remain in full force and effect. 19. That this Resolution shall be operative at such time as Ordinance No. NS2258 is effective. ADOPTED this 17th day of July , 1995. ayo EL A. ~ULIDO r ATTEST: ~Ir~Eo~ ' t~eU?counc~ APPROVED AS TO FORM: EDWkRD ~-~. ~P~R City At t orne!7-- COUNCILMEMBERS: PULIDO Aye ESPINOZA Aye LUTZ Aye MCGUIGAN Aye MILLS Aye MORENO Aye RICHARDSON Aye 038 CERTIFICATE OF ORIGINALITY & PUBLICATION State of California County of Orange I, IANICE C. GUY, Clerk of thc Council, do hereby certify the attached Resolution ~-~0~3~ to be the original resolution adopted by thc City Council of the City of Santa Aha on ~'-I 7- ,/// Clerk of the Cou6c~.~/ V ' City of Santa Ana