HomeMy Public PortalAboutResolution 03-94 Compensation Plan, Classification Plan FROM
Speed Memo/
CITY OF McCALL
P.O. BOX 1065 Reply El URGENT
McCALL,
ID 83638 El SOON AS
(208) 634-7142POSSIBLE
• DATE: /9' 7/4/. ❑ NO REPLY
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RESOLUTION 3-94
A RESOLUTION OF THE CITY OF MCCALL, RELATING TO ADMINISTRATION,
ADOPTING AN EMPLOYEE COMPENSATION PLAN, AND PROVIDING FOR AN
EFFECTIVE DATE.
WHEREAS:
The City of McCall has employees who perform valuable
services for the health, safety, recreation and well-being of the
citizens of McCall and other persons .
The Mayor and City Council find that compensation ought to
be related to performance, education, training and experience.
The Mayor and City Council find that compensation for the
. various positions of the City ought to be equitable when compared
with other positions of the City based on similar levels of
performance, education, training and experience.
The Mayor and City Council find that compensation for the
various positions of the City oughtto be equitable when compared
with similar positions with other employers in the State of
Idaho.
The Mayor and City Council find it desirable insofar as
practical to provide for career advancement in an employee's
profession by providing equitable compensation for positions of
increased skill and responsibility to the degree that the
increased skill and responsibility is required in the City's
organizational structure.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND CITY COUNCIL OF
MCCALL, IDAHO, that the Compensation Plan annexed to and made a
• part this resolution is hereby adopted. /�
PASSED AND APPROVED this ;'?!day of ,G -�i�_ , 1994 .
ATTEST: iti/u0
i
Mayor
ree
City - lerk
COMPENSATION PLAN
The purpose of this plan is to provide a structure for personnel
matters . It provides, supervisors with flexibility in hiring
employees with various levels of skill and experiences . It
provides an incentive for employees to perform by providing
monetary rewards for above-average performance and it provides
employees with a career path for future advancement.
This plan uses a "Career Group" approach. A Career Group is a
group of related jobs that provide a logical progression from
entry level through mid-level and department management.
Certain employees are designated as "City Officers" in Title One
of the McCall City Code, which specifies that compensation shall
be set by Resolution of the City Council . These positions are
denoted by an asterick (*) next to their position title. Their
compensation is given as the currently approved annual rate of
pay. All other positions are shown with the lowest and highest
authorized hourly rates of pay. Individual employees are
compensated at some rate between the lowest and highest hourly
rate.
Position Salary Range
CITY OFFICERS EXCLUSIVE OF CAREER GROUP
*City Manager $42, 161
*City Attorney/Prosecutor $42,515
*Fire Chief $29, 047
*Golf Superintendent $26,811
*Recreation Director $22,299
CAREER GROUP - LAW ENFORCEMENT
*Police Chief $34,726
Police Lieutenant $14 . 50 - $16 . 00
Police Sergeant $12 . 75 - $14 .50
Police Corporal $11 . 00 - $12 . 75
Patrol Officer (POST Certified) $ 9 . 25 - $11 . 00
Patrol Officer (Not POST Certified) $ 8 . 00 - $ 9 . 25
Code Enforcement Officer $ 8 . 00 - $ 9 .25
CAREER GROUP - PUBLIC WORKS
*Public Works Director $30,455
Utility Services Worker III $11 . 75 - $13 .00
Utility Services Worker II $ 9 . 00 - $11 . 75
Utility Services Worker I $ 7 . 25 - $ 9 . 00
CAREER GROUP - FINANCE
*City Treasurer $31,907
Staff Accountant $ 8 .50 - $12 .50
Cashier/Receptionist $ 6 .50 - $ 8.50
CAREER GROUP - LIBRARY
Librarian $ 9 . 00 - $12 .50
Assistant Librarian $ 7 .50 - $ 9 .00
Library Clerk $ 5 . 00 - $ 7 .50
CAREER GROUP - WASTEWATER TREATMENT
WWTP Superintendent $10. 00 - $16 . 00
WWTP Operator I $ 8. 00 - $10.00
OTHER POSITIONS (NO CAREER GROUP)
Building Inspector (ICBO Certified), $11 . 00 - $16 . 00
Building Inspector (Pending Certification) $ 9 .50 - $11.00
Planning and Zoning Technician $ 8.25 - $10.75
Golf Equipment Mechanic $ 7 .90 - $ 9 .56
Legal Secretary $ 6 .25 - $ 8. 65
Police Records Clerk $ 7 . 00 - $ 9 .25
Deputy Court Clerk $ 6 .50 - $ 8. 75
Laborer $ 4 .25 - $ 7 .50
Custodian $ 5 . 00 - $ 7.50
RESOLUTION NO. 3-94
CLASSIFICATION PLAN
PURPOSE:
A position classification plan is the keystone of a modern
personnel system and it benefits both employer and
employee. Employees can refer to it for promotion
potential in their occupation and can learn what additional
training and experience they will need to perform at higher
level positions . Employees can know job requirements have
been analyzed properly and they will receive the same
salary and other treatment as do employees who perform
similar work.
By using the plan, supervisors and department heads can
determine the proper classification for new or additional
positions . Councils, Commissioners and department heads
can use it for setting equitable compensation for various
positions . They can also use if for budget development.
Fundamentally, a classification plan provides a structure
for dealing with personnel matters and permits matching pay
policy with duties, responsibilities, and other
requirements rather than to subjective factors . (Local
Government Personnel Handbook, AIC 1979) .
CLASSIFICATION CRITERIA:
For purposes of the plan, five classes of employment are
used. These are:
1 . Management Staff
2 . Technical and Supervisory Personnel
3 . Program Staff
4 . Semi-Skilled
5 . Clerical and Support Staff
6 . Labor, Trainee and nonskilled personnel
The following criteria have been used to define and assign
positions to this classes:
CLASSIFICATION GROUPS:
I . Management Staff
-Supervision of five or more employees
-Multi-department program and budget management
responsibilities .
-Responsibilities for planning, coordinating and
scheduling work.
-Other city-wide responsibilities, e.g. , overall
financial management.
-Exempt from overtime/compensatory time.
-High liability risk.
-Frequent use of judgement, decision making skills .
II . Technical and Supervisory Personnel
-Execution of duties requires special skills,
knowledge, ability or training.
-Single department or division budget and program
responsibilities .
-May supervise 1 - 5 people.
-May or may not be exempt for overtime/compensatory
time, depending on position and Fair Labor Standards
Act Provisions .
-Moderate liability risk
-Moderate use of judgment, decision making skills
III . Program Staff •
-May be required to act as leadworker/foreman
-Often works independently
-Responsibility for limited program elements/services
within department/division.
-Frequent and direct contact with serviced public
-Pay based on hourly rates, earns
overtime/compensatory time •
-Moderate liability risk
-Moderate use of individual judgement and decision-
making skills .
IV. Clerical and Support Personnel
-Provides support services to Classes I, II and III
-Basic office and communication skills required
-Frequent initial contact with the public
V. Labor, Trainee and Nonskilled Personnel
-Frequently trained on the job, previous experience
'
seldom required.
-Positions seldom require independent work
ASSIGNMENT OF POSITIONS TO PAY CLASSES:
A series of assumptions underlie the following assignment
of positions to classes . There are:
1 . That positions within the class should be
compensated based on relative responsibilities as
defined by class criteria;
2 . That pay scales within 'the classes shall fall
within a distinct range;
3 . That the City wishes to compensate for
experience, education, and training;
4 . That the City wishes to remain competitive in the
regional and local labor markets . Salary
surveys, when applicable, of comparable cities
and regional labor information have been
undertaken and the assignments are based upon a
"mid-range" criteria;
5 . Finally, this recommendation is also premise upon
the judgement of City staff;
6 . That the plan is not intended to be fixed for all
time. Changed assignments and changing
responsibilities require periodic reconsideration
and reclassification of positions .
Reclassification implies only reassignment of pay
ranges to the position and is not related to a
particular individual 's compensation. Creation
of new positions or job titles is not precluded
by this plan.
7 . Certain positions are designated by Title I,
Chapter 9, as City Officers. The compensation
for these persons shall be determined and set by
the City Council by Resolution. Accordingly
salary ranges for the positions designated by an
asterik (*) are the current approved salaries for
these officers .
Based upon these assumptions, the following pay ranges are
recommended:
City of McCall Classification Plan
I . Management Staff
-*City Manager $42, 161
-*City Attorney $42,515
-*Public Works Director $30,445
-*Police Chief $34,726
-*Fire Chief $29,047
-*City Treasurer $31,907
II . Technical and Supervisor Staff
-Librarian $ 9 .000 - $12 .250
-*Golf Superintendent $26,811
-*Recreation Director $22,299
-Wastewater Treatment Plant
Superintendent $10 . 000 - $16 . 000
-Utility Services Crew Foreman$13 .000 - $15 .500
-Building Inspector $ 8.669 - $10 .579
-Building Inspector (Pending $11 . 000 - $16 . 000
Certification) $ 9 .500 - $11.000
-Building Maint. Supervisor .$ 8 . 669 - $10.579
-Police Lieutenant $14 .500 - $16 . 000
-Police Sergeant $12 .750 - $14 .500
III . Program Staff/Skilled Labor
-Utility Services Worker III $11 . 750 - $13 . 000
-Utility Services Worker II $ 9 . 000 - $11 . 750
-Wastewater Treatment Plant
Operator I $ 8. 000 - $10 . 000
-Police Corporal $11. 000 - $12 . 750
-Patrolman $ 9 .250 - $11.000
-Planning and Zoning Tech. $ 8.250 - $10 . 750
IV. Semi-Skilled Labor
-Code Enforcement Officer $ 8 . 000 - $ 9 .250
-Patrolman (Not POST Certified) $8 . 000 - $ 9 .250
-Utility Services Worker I $ 7 .250 - $ 9 . 000
-Staff Accountant $ 8 .500 - $12 .500
-Recreation Aide II $ 5. 840 - $ 7 . 871
-Golf Equipment Mechanic $ 7 .908 - $ 9 .557
V. Clerical and Support Personnel
-Legal Secretary $ 6 .250 - $ 8. 650
-Police Records Clerk $ 7 .000 - $ 9 .250
-Assistant Librarian $ 7 .500 - $ 9 .000
-Library Clerk $ 5. 000 - $ 7 .500
-Recreation Instructor Not Classified
-Cashier/Receptionist $ 6 .500 - $ 8.500
-Deputy Court Clerk $ 6 .500 - $ 8.750
VI . Labor, Trainee and Non-Skilled Staff
-Laborer $ 4 .250 - $ 7 .500
-Custodian $ 5 . 000 - $ 7 .500
ADOPTED by City Council April 9, 1987
REVISED October 1, 1987 [per COLA 1987-88 Budget
REVISED November 1, 1988 per COLA 1988-89 Budget
REVISED October 1, 1989 per COLA 1989-90 Budget
REVISED October 1, 1990
REVISED October 1, 1991 per COLA 1991-92 Budget
REVISED October 1, 1992 per COLA 1992-93 Budget
REVISED October 1, 1993 per COLA 1993-94 Budget
REVISED January 1, 1994
REVISED February 10, 1994 •
Mayor
ATTEST:
Arthur J. Schmidt, City Clerk
•
RESOLUTION NO. 37-93
CLASSIFICATION PLAN
PURPOSE:
A position classification plan is the keystone of a modern
personnel system and it benefits both employer and
employee. Employees can refer to it for promotion
potential in their occupation and can learn what additional
training and experience they will need to perform at higher
level positions . Employees can know job requirements have
been analyzed properly and they will receive the same
salary and other treatment as do employees who perform
similar work.
By using the plan, supervisors and department heads can
determine the proper classification for new or additional
positions . Councils, Commissioners and department heads
can use it for setting equitable compensation for various
positions . They can also use if for budget development.
Fundamentally, a classification plan provides a structure
for dealing with personnel matters and permits matching pay
policy with duties, responsibilities, and other
requirements rather than to subjective factors . (Local
Government Personnel Handbook, AIC 1979) .
CLASSIFICATION CRITERIA:
For purposes of the plan,- five classes of employment are
used. These are:
1. Management Staff
2 . Technical and Supervisory Personnel
3 . Program Staff
4 . Semi-Skilled
5 . Clerical and Support Staff
6 . Labor, Trainee and nonskilled personnel
The following criteria have been used to define and assign
positions to this classes :.
CLASSIFICATION GROUPS:
I . Management Staff
-Supervision of five or more employees
-Multi-department program and budget management
responsibilities .
-Responsibilities. for planning, coordinating and
scheduling work.
-Other city-wide responsibilities, e.g. , overall
financial management.
-Exempt from overtime/compensatory time.
-High liability risk.
-Frequent use of judgement, decision making skills .
II . Technical and Supervisory Personnel
-Execution of duties requires special skills,
knowledge, ability or training.
-Single department or division budget' and program
responsibilities .
-May supervise 1 - 5 people.
-May or may, not be exempt for overtime/compensatory
! time, depending on position and Fair Labor Standards
Act Provisions .
-Moderate liability risk
-Moderate use of judgment, decision making skills
III . Program Staff
-May be required to act as leadworker/foreman
-Often works independently
-Responsibility for limited program elements/services -
within department/divisions_.
-Frequent and direct contact with serviced public
-Pay based on hourly. rates, earns
overtime/compensatory time
-Moderate liability risk
-Moderate use of individual judgement and decision-
making skills .
IV. Clerical and Support Personnel
-Provides support services to Classes I, II and III
-Basic office and communication skills required
. -Frequent initial contact with the public
V. Labor, Trainee and Nonskilled Personnel
-Frequently trained on the job, previous experience
seldom required.
-Positions seldom require independent work
ASSIGNMENT OF POSITIONS TO PAY CLASSES:
A series of assumptions underlie the following assignment
of positions to classes . There are:
1. That positions within the class should be
compensated based on relative responsibilities as
defined by class criteria;
2 . That pay scales within the classes shall fall
within a distinct range;
3 . That the City wishes to compensate for
experience, education, and training;
4 . That the City wishes to remain competitive in the
regional and local labor markets . Salary
surveys, when applicable, of comparable cities
and regional labor information have been
undertaken and the assignments are based upon a
"mid-range" criteria;
5 . Finally, this recommendation is also premise upon
the judgement of City staff;
6 . That the plan is not intended to be fixed for all
time. Changed assignments and changing
responsibilities require periodic reconsideration
and reclassification of positions .
Reclassification implies only reassignment of pay
ranges to the position and is not related to a
. particular individual 's compensation. Creation
of new positions or job titles is not precluded
by this plan.
7 . Certain positions are designated by Title I,
Chapter 9, MCC as City Officers . In accordance
with the MCC salaries for these positions shall
be determined and set by the City Council by
resolution. Accordingly salary ranges for the
positions designated by an asterik (*) are the
current approved salaries for these officers .
Based upon these assumptions, the following pay ranges are
recommended:
City of McCall Classification Plan
I . Management Staff
-*City Administrator/City Clerk $38,230 .40
*City Attorney $40,674 .40
-*Public Works Director $29 ,009 .76
-*Police Chief $33,072 . 00
-*Fire Chief $27,678 .56
II . Technical and Supervisor Staff
-*City Treasurer $25,746 .24
-*Golf Superintendent $25, 159 . 68
-*Recreation Director $21,245 . 12
-Librarian $ 8 . 694 - $10 . 929
-Planning and Zoning Techician$ 8.509 - $ 9 . 360
-Wastewater Treatment Plant
Superintendent $ 9 . 809 -$13 . 810
-Utility Services Crew Foreman$ 8 . 694 - $12 .942
Building Inspector $ 8 . 669 - $12 . 820
-Building Maint. Supervisor $ 8 . 669 - $12 . 820
-Police Lieutenant $ 8 . 669 - $13 .510
-Police Sergeant $ 9 . 651 - $12 .290
III . Program Staff/Skilled Labor
-Utility Services Worker IV/
Specialist $ 9 . 603 - $11 .721
-Utility Services Worker III $ 9 . 108 - $11. 810
Utility Services Worker II $ 8 . 182 - $11.323
-Wastewater Treatment Plant
Operator I $ 7 .563 - $ 9 .231
-Police Corporal • $ 8 . 319 - $11 .209
-Patrolman $ 7 . 752 - $10 . 386
-Firefighter Not classified
IV. Semi-Skilled Labor
-Code Enforcement Officer $ 7 . 106 - $ 8 . 167
-Utility Services Worker I $ 7 . 072 - $ 9 . 158
-Recreation Aide II $ 5 . 840 - $ 7 . 871
-Golf Equipment Mechanic $ 7 . 908 - $ 9 .557
V. Clerical and Support Personnel
Secretary $ 5 . 934 - $ 7 .920
-Library Clerk $ 5 .484 - $ 7.410
-Legal Clerk/Secretary $ 8 .247 - $ 8 . 660
r -Recreation Instructor Not Classified
-Police Records Clerk $ 8.247 - $ 8. 650
-Assistant Librarian $ 6 .881 - $ 8 .397
-Cashier/Bookkeeper $ 6. 328 - $ 8 .441
-Deputy Court Clerk $ 6 .593 - $ 8 . 641
VI . Labor, Trainee and Non-Skilled Staff
-All positions in this class will be paid within
the $4 .25 - $6 . 621 range depending upon
qualifications and experience as determined by
the department head.
-Laborer
-Custodian
ADOPTED by City Council April 9, 1987
REVISED October 1, 1987 per COLA 1987-88 Budget_
REVISED November 1, 1988 per COLA 1988-89 Budget
REVISED October 1, 1989 per COLA 1989-90 Budget
REVISED October 1, 1990
REVISED October 1, 1991 per COLA 1991-92 Budget
REVISED October 1, 1992 per COLA 1992-93 Budget
REVISED October 1, 1993 per COLA 1993-94 Budget
REVISED January 1, 1994
Mayor
ATTEST:
dig Of
City C -rk
• Speed Memo/
FROM
CITY OF McCALL
P.O. BOK 1065 Rep 1 y ❑ URGENT
,
McCALL ID 83638 ❑ SOON AS
•
(208) 634-7142 POSSIBLE
DATE: --/ ://- 79 ❑ NO REPLY
NEEDED
TO ATTENTION:( , ___________1 -
SUBJECT _
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