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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 NEEDED TO ATTENTION: ( - ) CUBJ EC I ---I M C E Lelffirri- ..1_,,,.,_„z.• CP---"--7 • _'-7-7(e'er-a--€_ 49-0--(2:A—e9--Q S S A 0-0 - e-r_cg.:2.---,-,—, y6---7 5 errf .----,e---3:--4-6' —E SIGNED r ..y5L._____C_ i i� .P1/ �1A - / . i410 / R It., -J L - Y i c n`S C�C C n a "�`� - �� SIGNED " Instruction to receiver. 1\Write rank/ 01 Wean nin4 re-war Ret]]rn white to condor 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 _ m 4 E f_/211,r(9 r /k.-' J 61.,e_Ec . ��'c E 6-r�ti S < , _ U S G o vA >>c EjP ' SIGNED --- ---^mss,__ P L Y Instruction to sender.11 Keeo yellow.21 Send white and oink intact.