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Home My WebLink About1983-06-28; City Council; 7425; Management Compensation PlanI- 4 Tm MANAGEMENT COMPENSATION PLAN hB# 7 f/a* IEQT. CM AT@. 6/28/83 .. DEPT- HD*%F CITY AllY CITY MGR. a .. z 0 4 E i i c ITY CARLSBAD - AGENDA ILL ITEM EXPLANATION: The recommended Management Compensation Plan (MCP) provides for a 4% adjustment for all management salary ranges except Police Captain, Police Lieutenant, Central Services Director and Purchasing Officer. Additional adjustments have been included for Police Captain and Police Lieutenant in order to bring these positions more in line with comparable positions in other local police agencies. The salary ranges for Central Services Director and Purchasing Officer have also been increased to provide for more internal consistency with other management salaries within the city management organization. FISCAL IMPACT: The maximum additional cost of the recommended changes in the MCP would be $96,043 if all salaries are increased 4%. 'However, salary range adjustments are not - automatically passed on to management personnel. Salary adjustments are based on perform- ance and results and actual salary adjustments will be deter- mined individually for each management employee. EXHIBIT : Resolution No. 726 7. 1 2 3 4 5 6 7 a 9 10 11 12 13 14 35 16 17 18 19 20 21 22 23 24 25 26 27 20 RESOLUTION NO. 7267 A RESOLUTION'OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, ADOPTING THE MANAGEMENT COMPENSATION PLAN FOR CERTAIN MANAGEMENT PERSONNEL FOR THE 1983-84 FISCAL YEAR. WHEREAS, the City Council upon recommendation of the City Manager, has determined to make adjustments in compensation for certain management personnel; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carlsbad as follows: 1. That the above recitations are true and correct. 2. That the Management Compensation Plan set forth in Exhibit A, attached hereto and made a part hereof, is adopted as the cornpensation plan for all employees covered by said plan for Fiscal Year 1983-84 and continuing thereafter unless repealed or amended. 3. That the Management Compensation Plan skiall become effective on July 4, 1983. PASSED, APPROVED, AND ADOPTED at a regular meeting of the City Council on the 28th day of June , 1983, by the following vote, to wit: AYES: Council Merbrs Casler, Lewis, Kulchin, Chick and Prescott NOES : None ABSENT: None . MARY 1 CA ER, Mayor ATTEST : .(SEAL) I. . MANAGEMJ3EU'T COMPENSATION PLAN I. INTRODUCTION -- This attachment constitutes the Management Compensation Plan (MCP). The MCP contains three parts, an intro-- duction, a schedule of benefits, and a salary schedule. I1 A. - DEFINITIONS 1, Management Employees. Management employees are defined under the provisions of Carlsbad Municipal Code Section 2.48.030 (7) , 2. City Council Appointed Employees, The City Manager and City Attorney are hired by and responsible directly to the City Council. The salaries for these positions shall be set by the City Council. The non-salary compensation provisions of the MCP shall apply to these positions except'as otherwise pro- vided by the City Council. SCHEDULE OF RENEFITS A. LIFE INSURANCE. All management personnel shall receive city paid life insurance in an amount equal to twice their annual salary, In any case where amounts exceed increments of $1,000, the next higher amount of $1,000 shall be the limitation of the amount of individual insurance upon which the city shall make premium payments. B. RETIREMENT. All management personnel shall participate in the Public Employees' Retirement System on the same basis as other employees of their respective departments. C. RETIREMENT CONTRIBUTION. All management employees shall have their normal retirement contribution up to but not exceeding 7% to the Public Employees' Retirement System paid by the city, as provided by Government Code Section 20615. D. VACATION, All management employees shall earn vacation on a basis equal to that of other employees in their respective department except for management employees with comparable service in local government agencies may be granted credit for such service for the purpose of computing vacation at the discretion of the City Manager. All management employees shall be permitted to accumulate up to and including forty (40) days of .vacation. The City Manager shall be responsible for the granting of vacation to a11 management personnel, except in the case of the Assistant City Attorney, where the City Attorney shall be responsible for granting vacation, E. EXECUTIVE LEAVE. All management personnel shall be granted executive leave, except the positions of police captain and police lieutenant. Management personnel authorized to receive executive leave may, at the discretion of the City Manager, be absen.t from work with pay for a total of seven (7) days during the fiscal year. Executive leave is granted to management employees in .lieu of payment for overtime and to provide flexibility in scheduling work. . The appropriate amount of executive leave will be credited to each management level employee at the start of the fiscal year and all such leave must be used during that fiscal year and will not accumulate from year to year. For management level employees hired after the start of the fiscal year, an appro- priate amount of leave will be granted on a prorata basis. The City Manager is authorized to pay overtime to any management employee who is required to work extended hours due to emergencies such as fires, storms, floods, or other emergencies. The position of police lieutenant shall receive overtime at the rate of time and one-half for actual hours worked. F, SICK LEAVE. All management personnel shall be granted sick leave on a basis equal to that of other employees in their respective department. G. Any management employee who has accrued and maintains a minimum of one hundred (100) hours of sick leave shall be permitted to convert up to twelve (12) days of accumulated and uncompensated sick leave to vacation at a ratio of three (3) sick leave days per one (1) day of vacation. The sick leave con- version option will be provided during the first week of each fiscal year, If conversion to vacation is not elected, earned sick leave will be added to the existing total. - SICK LEAVE CONVERSION: €1. SEPARATION COMPENSATION. All unclassified management employees involuntarily separated from the city service due to budget cut- backs, layoffs, contracting out of service or for other reasons not due to inisconduct which would justify involuntary separation for cause of a permanent classified employee shall receive thirty (30) working days salary computed at the salary range of the employee at the time of separation. I. HOLIDAYS. All management employees except for the position of police lieutenant, shall enjoy paid holidays in accordance with the schedule of eleven (11) established by the City Council. The position of police lieutenant shall receive holiday pay at the rate of time and one-half in lieu of receiving holidays off, The lieutenant in charge of the police investigations division shall receive time and one-half for all holidays actually worked. J. MEDICAL, DENTAL AND VISION INSURANCE. The city will share the cost of medical, dental, and vision insurance premiums on the following basis: Class premium Pays Pays Employee +1 Employee +2 Total City , Employee Employee only 51.87 . 51.87 -0- dependent 118.77 106.00 12.77 dependents 183.32 156.05 27.27 -2- Any increase or decrease in premiums,for the above coverage will be prorated between the city and employee on the same basis as city and employee costs are divided in the table shown on prior page. K* - ANNUAL PHYSICAL EXAMINATION. All management employees shall be eligible for reimbursement of up to the amount of two hundred fifty dollars ($250) during each fiscal year to pay the cost of an employee's annual physical examination. Such examination to ' be accomplished by a physician of the employee's choice. Each employee claiming reimbursement shall be required to authorize the release of a copy of the results of the examination to the City Manager or his designated representative. L. INCOME PROTECTION INSURANCE. All management personnel shall be granted income protection insurance coverage equal to that provided other employees in their respective department. M. DEFERRED COMPENSATION. The city shall provide a deferred compensation plan which may be utilized by any management employee. The city reserves the right to accept or reject any particular plan and to impose specific conditions upon the use of any plan. 111. MANAGEMENT SALARY SCHEDULE. - The management salary schedule, attached hereto as Exhibit I, shall establish a salary range for each management position. The city manager shall have authority to determine the salary for each management employmerit within the salary range established for each management position. ment heads the authority to set salaries for management personnel. under supervision of the department head. The city manager may delegate to depart- Salary adjustments within the salary range may be made at any time. Salary adjustments within the salary range shall be based on performance and results. The salary level within the salary range of all management employees shall be reviewed no less often than annually on the employee's anniversary date. Salary adjustments shall be made at the discretion of the city manager subject to any limitation or controls imposed by the city council. The city attorney shall have authority to determine the salary level of the assistant city attorney within the salary range established for the position. The City Council shall set the salary 'of the city manager and city attorney. . , -3- f-' .. - Exhibit I. -- To Management Comp. 1983-84 Plan MANAGEMENT - SALARY SCHEDULE ANNUAL BI-WEEKLY 16 , 521-19,658 63'5-756 Admin is t r a t ive Ai de Adm. Assistant I Ah. Assistant I1 Asst. City Attorney . Asst. City Manager Asst. Finance Director 18,306-21,821 704-839 21,118-25,228 812-970 26,012-38,478 1000-1480 31,150-44,508 1198-1712 22,497-28,122 865-10 8 2 t Asst. Library Director 22,497-28,122 865-1082 Building Official 27,824-41,182 10 70- 15 8 4 Central Services Director 23,552-29,447 906-1133 City Engineer 27,824-41,182 1070-15 84 Community Development Mgr. Current Planning Mgr. . 24 , 579-30 , 717 2 8 , 25 7- 35 , 314 945-1181 10 8 7-1 35 8 23,552-29,447 90 6- 11.3 3 Equipment Maintenance Supt. Executive Assistant 18 , 306-21 , 821 704-839 Finance Director 27,824-41,182 1070-1584 1109-1386 Fire Chief 29,609-43-859 1139-1687 27 , 824-41,182 1070-15 84 28,257-35,314 10 8 7 - 1 3 5 8. Parks & Recreation Director 27 , 824-41 , 182 1070-1584 28 , 825-36 , 044 Fire Battalion Chief Library Director Mgr. of Research & Analysis .. Parks Superintendent Personnel Director Police Captain Police Chief 23,552-2.9,447 27 , 824-41 , 182 906-1133 1070-1581 32 , 768-40,960 12 6 0 - 15 7 5 29,434-47,294 1132-1819 Police Lieutenant 27,600- 3.4 , 500 1062-1327 -* .. 1983-84 MANAGEMENT SALARY SCHEDULE Principal Civil Engineer ANh’3AL 28,310-35,422 . -- Principal Planner 26,310-32,881 Purchasing Officer 23,552-29,447 Recreation Superintendent 2 3,55 2-29 447 Street Maintenance Supt. 23,552-29 447 Uti 1 it ies Maintenance Manager 27,824-41,182 Utilities Maintenance Supt. 23 I 552-29,447 . BI-WEEKLY 1089-1362 1012-1265 906-1133 906-1133 906-1133 1070-1584 906-1133 2