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PAY PLAN**
The following part does not apply to the City Manager, Municipal Judges, or City Council and may not apply to all provisional employees.
Sections:
4.02.010 Pay concepts and philosophies.
4.02.020 Establishment of classifications.
4.02.030 Maintenance of plan.
4.02.040 Placement of positions within pay levels.
4.02.050 New positions.
4.02.060 Reclassification.
4.02.070 Pay.
4.02.080 Use of pay ranges.
4.02.090 Pay advancement.
4.02.100 Bonus plan.
4.02.110 Incentive pay for police agents.
4.02.120 Additional regulations.
4.02.010 Pay concepts and philosophies.
The City Council has authority over the City’s broad compensation concepts and philosophies. At this time, the City embraces a market-driven, performance-based pay system that recognizes budgetary influences and constraints.
At least annually, the Department of Employee Relations shall study the factors affecting the level of pay for all positions and make corresponding pay recommendations to the City Manager. The City Manager shall annually review the pay ranges. The pay plan and base pay compensation levels for regular full-time and regular part-time, as well as for provisional and temporary/seasonal positions, shall be set forth in Administrative Regulations “Pay Plan” and
“Temporary Part-time and Seasonal Pay Plans.” All regular and provisional employees shall be assigned a pay range. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).
4.02.020 Establishment of classifications.
The City Manager is authorized to implement and maintain a classification system, paying positions the appropriate biweekly base pay as established by Chapter 4.02. The City Manager shall issue the classification titles and corresponding occupational category levels. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).
4.02.030 Maintenance of plan.
The City Manager shall periodically order a study of the duties, responsibilities, and associated factors of all positions within the City. The study shall address the appropriate pay rates and classifications for each position based upon market data, nature of work, duties, responsibilities, and authority within that position. The City Manager shall make amendments to the classification plan whenever data indicates the necessity for a change. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).
4.02. 040 Placement of positions within pay levels.
Positions in the City shall fall within the pay levels prescribed by the City Manager. Final determination of the placement of positions in pay levels and classifications shall be approved by the City Manager after considering the recommendation of the Department of Employee Relations. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004 Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).
4.02.050 New positions.
Any position added to the City Pay Plan shall be assigned an appropriate classification upon approval by the City Manager after considering the recommendation of the Department of Employee Relations.
New positions should be requisitioned through the annual budget process. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001; Ord. O-99-34 § 1, 1999; Ord. O-99-18 § 1, (part), 1999).
4.02.060 Reclassification.
A reclassification of a position may be considered when a study has shown that the duties and level of responsibilities (especially decision making) of a current position have significantly changed, or when sustained market data indicate. (This may include a position that goes from regular part-time to regular full-time or from regular full-time to regular part-time.) A position may move to a higher level, a lower level, or remain at the same level. Requests for reclassification shall be submitted in writing as directed by the Administrative Regulation “Reclassification/Classification Requests,” which require personnel to list reasons for reclassification. The Department of Employee Relations may reclassify positions with good and sufficient reason. Reclassifications shall not be proposed solely for the purpose of effecting pay adjustments or individual promotions/demotions.
Reclassifications should be requisitioned through the annual budget process. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001).
4.02.070 Pay.
Employees shall be assigned a base pay rate in conformance with the pay plan. The City Manager shall establish by written order to the Director of Employee Relations the base pay rate of each City employee. Relevant factors in establishing and/or changing base pay rates include competence, diligence, and efficiency. In addition, the City Manager may, at his/her discretion, grant pay increases at any time to any of the employees as long as doing so does not exceed the budget.
The City Manager is authorized to make an exception to the assignment of an employee’s pay in the pay plan.
Employees shall be paid biweekly. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001).
4.02.080 Use of pay ranges.
The department director shall, in consultation with the Department of Employee Relations, authorize appointments or reinstatements at a rate within the pay range for the position’s classification. (Ord. O-2009-43 § 1, 2009; (Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001).
4.02.090 Pay advancement.
Pay advancement shall be in conjunction with pay plans and dependent upon the budget and employee performance. The City Manager has final authority over recommended pay adjustments. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001).
4.02.100 Bonus plan.
The City Manager may establish a bonus plan to specify criteria for bonus awards. The City Manager has final authority over awards relating to the bonus plan, and shall not grant any bonus award that would exceed the total compensation budget for the fiscal year. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001).
4.02.110 Incentive pay for police agents.
Incentive pay is an amount above and beyond the step pay that a sworn police agent may receive to recognize exceptional performance, skills, and/or abilities demonstrated in the previous performance review period. This is not guaranteed and is reviewed annually. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004).
4.02.120 Additional regulations.
In special circumstances and to the extent allowed by law, the City Manager may issue administrative regulations for the proper implementation of the pay plan. (Ord. O-2009-43 § 1, 2009; Ord. O-2007-7 § 1, 2007; Ord. O-2004-39 § 1, 2004; Ord. O-2001-49 § 1, 2001).
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