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Home My WebLink About1990-07-10; City Council; Resolution 90-215? 0 1 A RESOLUTION OF THE CITY COUNCIL OF THE 2 RESOLUTION NO. 90-215 9 8 7 6 5 4 ADJUSTMENT TO THE MANAGEMENT SALARY PLAN 3 CITY OF CARLSBAD, CALIFORNIA, ADOPTING AN FOR THE MISCELLANEOUS MANAGEMENT EMPLOYEES. WHEREAS, Council Policy Statement No. 36 specifies that general sI increases granted to the miscellaneous employees’ bargaining unit shall passed through to mi scell aneous management employees; and WHEREAS, miscellaneous employees received salary increases. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of 10 11 12 13 14 15 16 17 Carlsbad, California, as follows: 1. That the above recitations are true and correct. 2. That a 4% salary increase be passed through to the miscell anec management employees effective June 25, 1990. 3. That the Management Salary Plan set forth in Exhibit A, attacl hereto and made a part thereof, is adopted. 4. That the Management Compensation Plan set forth in Exhibit B, attached hereto and made a part thereof and Council Policy No. 36, attat I/ hereto and made a part thereof, is hereby adopted. l8 11 PASSED, APPROVED, AND ADOPTED at a regular meeting of the Carlsbac 19 I 20 21 22 23 24 25 26 27 ~ Counci 1 held on the 10th day of July , 1990, by the follc vote, to wit: AYES: Council Members Lewis, Kulchin, Pettine, Mamaux and Larson NOES: None ABSENT: None ATTEST: ANN J. KULCHIN, Mayor Pro-Tem ALeAdLgN 28 (SEAL) 0 ATTACHMENT A 1562 1640 1722 1808 1899 1994 1543 1620 1701 1786 1875 1969 1745 1833 1924 2021 2122 2228 271 1 2847 2989 3138 3295 3460 1562 1640 1722 1808 1899 1994 2165 2273 2387 2506 2632 2763 271 1 2847 2989 3138 3295 3460 1868 1961 2059 21 62 2270 2384 1752 1840 1932 2028 2130 2236 2148 2255 2368 2487 2611 2741 2169 2278 2392 251 1 2637 2768 21 10 2215 2326 2442 2564 2693 2356 2474 2597 2727 2863 3007 1725 181 1 1902 1997 2097 2202 1543 1620 1701 1786 1875 1969 2978 3126 3283 3447 3619 3800 2356 2474 2597 2727 2863 3007 3134 3291 3455 3628 3809 4000 271 1 2847 2989 3138 3295 3460 2275 2389 2508 2634 2765 2904 1356 1424 1495 1570 1648 1731 1562 1640 1722 1808 1899 1994 1512 1588 1667 1751 1838 1930 1671 1755 1843 1935 2031 2133 1872 1966 2064 2167 2275 2389 1640 1721 1808 1898 1993 2092 1543 1620 1701 1786 1875 1969 1562 1640 1722 1808 1899 1994 1725 181 1 1902 1997 2097 2202 1543 1620 1701 1786 1875 1969 1562 1640 1722 1808 1899 1994 2395 2515 2640 2772 2911 3057 2058 2161 2269 2382 2502 2627 2607 2737 2874 301 8 3169 3327 1569 1647 1729 1816 1907 2002 , 21 86 1221 1101 2395 2247 1353 1221 21 44 1356 1 543 21 65 1543 1725 2245 2395 2202 2607 1910 1959 1984 1799 1508 1812 1660 1562 1868 1725 2275 1660 1562 1543 1725 1543 2078 2245 1725 1543 ATTACI 2296 2410 1282 1346 1156 1214 251 5 2640 2359 2477 1421 1492 1282 1346 2251 2364 1424 1495 1620 1701 2273 2387 1620 1701 1811 1902 2357 2475 2515 2640 2312 2428 2737 2874 2006 2106 2057 2160 2083 2188 1889 1984 1583 1663 1903 1998 1743 1830 1640 1722 1961 2059 1811 1902 2389 2508 1743 1830 1640 1722 1620 1701 1811 1902 1620 1701 2182 2291 2357 2475 1811 1902 1620 1701 e iMENT A 2531 2657 1413 1484 1275 1339 2772 2911 2601 2731 1567 1645 1413 1484 2482 2606 1570 1648 1786 1875 2506 2632 1786 1875 1997 2097 2599 2729 2772 291 1 2549 2677 3018 3169 221 1 2322 2268 2381 2297 2412 2083 2187 1746 1833 2098 2203 1922 2018 1808 1899 2162 2270 1997 2097 2634 2765 1922 2018 1808 1899 1786 1875 1997 2097 1786 1875 2405 2526 2599 2729 1997 2097 1786 1875 2790 1558 1406 3057 2867 1727 1558 2736 1731 1969 2763 1969 2202 2865 3057 281 0 3327 2438 2500 2532 2296 1925 231 3 2118 1994 2384 2202 2904 2118 1994 1969 2202 1969 2652 2865 2202 1969 I 0 0 Attachment B Resol uti on No. 90-215 MANAGEMENT COMPENSATION PLAN I. INTRODUCTION. This attachment constitutes the Management Compensation Pla (MCP). The MCP contains three parts, an introduction, a schedule o benefits, and a sal ary schedule. A. DEFINITIONS 1. Manaqement Empl ovees. Management employees are defined under th provisions of Carlsbad Municipal Code Section 2.48.030 (7). 2. City Council Amointed EmPlovees. The City Manager and City Attorne, are hired by and responsible directly to the City Council . Th salaries for these positions shall be set by the City Council. Th non-salary compensation provisions of the MCP shall apply to thes positions except as otherwise provided by the City Council. 11. SCHEDULE OF BENEFITS A. LIFE INSURANCE. All management personnel shall receive City paid lif insurance in an amount equal to two times the basic yearly earnings To determine benefits, the amount of insurance is rounded to the nex higher $1,000 multiple, unless the amount equals a $1,000 multiple. B. RETIREMENT. All management personnel shall participate in the Publil Employees' Retirement System on the same basis as other employees 0' their respective departments. C. RETIREMENT CONTRIBUTION. All management employees shall have thei. portion of the retirement contribution to the Public Employees Retirement System paid by the City, on the same basis as other employee of their respective departments, as provided by Government Code Sectio, 20615. D. VACATION. A1 1 management employees shall earn vacation on a basis equa to that of other employees in their respective department except fo management employees with comparable service in local government agencie may be granted credit for such service for the purpose of computin vacation at the discretion of the City Manager. All management employee shall be permitted to accumulate up to and including forty (40) days o vacation. The City Manager shall be responsible for the granting 0' vacation to all management personnel, except in the case of the Assistan. City Attorney, where the City Attorney shall be responsible for grantin! vacation. E. EXECUTIVE LEAVE. A1 1 management personnel shall be eligible to earl executive leave, except the positions of the Police Captain and Policl Lieutenant. A maximum of 56 hours per year are eligible for executivl leave. Executive leave will be credited to each management leve' 0 m employee as hours are earned as determined by the administrative polic established by the City Manager. As of July 1, 1986, all management employees will be required to ear executive leave on an hour per hour basis. The City Manager is authorized to pay overtime to any management employe who is required to work extended hours due to emergencies such as fires storms, floods, or other emergencies. The position of Police Lieutenan shall receive overtime at the rate of time and one-half for actual hour worked. F. SICK LEAVE. All management personnel shall be granted sick leave on basis equal to that of other employees in their respective departments G. SICK LEAVE CONVERSION. Any management employee who has accrued an maintains a minimum of one hundred (100) hours of sick leave shall b permitted to convert up to twelve (12) hours of sick leave an uncompensated sick leave to vacation at a ratio of three (3) sick leav days per one (1) day of vacation. The sick leave conversion option wil be provided during the first week of each fiscal year. If conversio to vacation is not elected, earned sick leave will be added to th existing total. H. SEPARATION COMPENSATION. A1 1 uncl assif ied management empl oyee involuntarily separated from the City service due to budget cutbacks layoffs, contracting out of service or for other reasons not due t misconduct which would justify involuntary separation for cause of , permanent classified employee shall receive thirty (30) working day: salary computed at the salary range of the employee at the time 0' separation. I. HOLIDAYS. All management employees except for the position of Policl Lieutenant, shall enjoy paid holidays in accordance with the schedull of eleven (11) established by the City Council. The position of Pol ice Lieutenant shall receive hol iday pay at the rat1 of time and one-half in lieu of receiving holidays off. The Lieutenan. in charge of the police investigations division shall receive time anc one-ha1 f for a1 1 hol idays actually worked. J. MEDICAL, DENTAL AND VISION INSURANCE. The City agrees that the insurancl premi urn cost wi 11 be apportioned so that 80% of the premi um payment wi 1 be paid by the City and 20% will be paid by the employee. K. ANNUAL PHYSICAL EXAMINATION AND/OR PHYSICAL FITNESS TESTING (WELLNES! PROGRAM) All management employees shall be eligible for reimbursement of up tc the amount of four hundred fifty dol 1 ars ($450) during each fiscal yea) to pay the cost of an employee's annual physical examination and/o) physical fitness testing (Wellness Program). 0 0 The annual physical examination may be completed by a physician of th employee’s choice. Each employee claiming reimbursement shall b required to authorize a copy of the results of the examination to th City Manager or his designee. The Wellness Program offered by the City provides physical fitnes testing and information regarding lifestyle changes that promote optimu health. Program components include, but are not 1 imited to Computerized Heart Risk Profile, Complete Blood Profile, Nutritiona Assessment, Diet Program, Body Measurements, Lung Assessment Consultations, etc. L. INCOME PROTECTION INSURANCE. All management personnel shall be grantec income protection insurance coverage equal to that provided othe! employees in their respective department. Long-term disability i: available for all management personnel after 30 days of disability. M. DEFERRED COMPENSATION. The City shall provide a deferred compensatio plan which may be uti1 ized by any management employee. The City reserve the right to accept or reject any particular plan and to impose specifi conditions upon the use of any plan. N. HEALTHY EMPLOYEE AWARD. The Healthy employee Award is earned by thost management employees using not more than one day of sick leave in i calendar year period. Each employee earning this will be eligible fol a $100 Cash Award. 111. MANAGEMENT SALARY SCHEDULE. The management salary schedule, attached hereto as Exhibit B, shal- establish a salary range for each management position. The City Manager shall have authority to determine the salary for eacl management employee within the salary range established for eacl management position. The City Manager may delegate to department heads the authority to set salaries for management personnel under supervisior of the department head. The City Manager may grant merit salary increases and/or cash awards for performance not to exceed 10% per year. Salary adjustments shall bc based on performance. The sal ary 1 eve1 of a1 1 management emp7oyees shall be reviewed in January. Salary adjustments shall be made at thc discretion of the City Manager subject to any limitation or control: imposed by the City Council. The City Attorney shall have authority tc determine the salary level of the Assistant City Attorney and Deputy Citj Attorney within the salary range established for the positions. Upon City Manager approval, any management employee whose salary is at the top of the range may be granted a merit increase of up to 5% above the top of existing range, and/or up to a maximum of 5% of his/her salary in a cash award based upon performance. The cumulative award above the top of the range shall not exceed 10%. 0 m The City Council shall set the salary of the City Manager and Cit: Attorney. e w CITY OF CARLSBAD Page 1 of 2 Policv No. 36 COUNCIL POLICY STATEMENT Date Issued Effective Date General Subject: MANAGEMENT SALARIES Cancellation Date Nont Supersedes No. 36 (is= 2/6, Specific Subject: Management Salary Ranges and Management Salary Schedules Copies to: City Council, City Manager, City Attorney, Department an Divisions Heads, Employee Bulletin Boards, Press, File PURPOSE To establish an orderly and objective process for the setting of managemenl ranges and the administration of management salary increases. STATEMENT OF POLICY 1. Management salary ranges shall be comprised of six steps (5%) between 2. All management employees are eligible to receive merit increases and/( awards for performance of up to a maximum of 10% per year, regardless position in the salary range. Upon City Manager approval, any manager employee whose salary is at the top of the range may be granted a mer- increase of up to 5% above the top of the existing range, and/or up tc maximum of 5% of his/her salary in a cash award based upon performanct cumulative award above the top of the range shall not exceed 10%. 3. General across the board salary increases granted to miscellaneous Ci. bargaining units shall be passed through to miscellaneous management employees, the City Manager, and the City Attorney. General across the board salary increases granted to pol ice and fire ( bargaining units shall be passed through to police and fire managemeni employees. 4. Merit increases for the City Manager, the City Attorney, and all othel management employees will generally occur in January and general acro! board adjustments will occur as they are granted to the other city bal units. 5. Managers will be eligible to earn executive leave up to 56 hours per ; basis of one hour worked for one hour earned. 6. Salary range adjustments shall be recommended annually by the City Mal a1 1 management employees based on the following criteria: A. The salary survey shall be limited to the Cities of Oceanside, E: La Mesa, El Cajon, Chula Vista, National City, and Coronado. Thc Carlsbad salaries shall be shown in comparison with the survey dl 0 a - CITY OF CARLSBAD Page 2 of 2 Policy No. 36 COUNCIL POLICY STATEMENT Date Issued Effective Date General Subject: MANAGEMENT SALARIES Cancellation Date None Supersedes No. 36 (is2 zit Specific Subject: Management Salary Ranges and Management: Salary Schedules Copies to: City Council, City Manager, City Attorney, Department a1 Divisions Heads, Employee Bulletin Boards, Press, File B. A salary survey shall be conducted as described herein between S 15 and November 15 each year. Salary ranges as prescribed by th shall be presented to Council for consideration and may become e January 1 the following year. C. The survey shall consist of the top step of each salary range fo positions indicated in part 6E below. D. The top step of the City’s salary ranges for the surveyed positil be established within the top three paying agencies in the marke City Attorney which shall be benchmarked at 95% of the City Manal sal ary . E. The following benchmark positions should be included in the sala survey: City Manager Finance Director Planning Dir Assistant City Manager Human Resources Dir. Bui 1 ding Di r Pol ice Chief Library Director City Engi nee1 Fire Chief F. No employee shall 1 ose pay if their sal ary range is decreased duc salary survey. 7. A. The City Manager shall determine which positions included in the are comparable to management positions within the City of Carlsb; B. When a City of Carlsbad management position is not comparable to position in the salary survey, the City Manager shall analyze thc responsibilities and duties of such position and shall recommend placement within the management compensation plan. 8. The City Manager may from time to time recommend range and salary adjl in excess of 10% for certain specific management titles based on unfov events, changes in agreements with other bargaining units, or market considerations. Salary increases for individual managers affected by adjustments will be governed by Section 3 of this policy. The City AI may perform the tasks assigned to the City Manager for the Assistant ( Attorney and the Deputy City Attorney. I I I