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HomeMy WebLinkAbout1985-11-05; City Council; 8397; Amendment of Management Compensation Plan.. -- 5 7 0 cr: e e 4 2 P G a d 0 2 3 0 0 RB# 8397 DEPT.j- MTG..~t.-qrr-= CIT' TITLE: AMENDFENT OF MANAGEMENT COMPENSATION PLAN 3F CARLSBAD - AGENDI' 3lLL DEPT. HD. CITY Ads CITY MOR. RECOMMENDED ACTION: Adopt Resolution No. fi 5s- , approving and amending the Management Compensation Plan, settlement with Carlshad Police Manaqement Association, and salary setting policy for Management. ITEM EXPLANATION: Three actions are proposed in this agenda bill: 1. Amending the Management Compensation Plan. 2. Settlement of claim by Carlsbad Police Management Association for compensation for briefing time. 3. Adoption of a policy regarding setting of management salaries. Amending Management Compensation Plan The amended Management Compensation Plan would provide for a pass through to Police management that was granted to Carlsbad Police Officer's Association on September 1, 1985. Salaries for Police Lieutenants, Captains, and Chief would increase 5.3% to maintain an appropriate separation in salaries between the ranks . Settlement of Claim The Carlsbad Police Management Association has filed a claim for back pay and compensation adjustment similar to what was granted Carlsbad Police Officer's Association for settlement of the Madera issue. The settlement with Carlsbad Police Management Association would provide for the City to pay an additional 2% toward the employees share of retirement contribution as compensation for workinq an additional 15 minutes a day for briefing time. A one-time payment of $7,000 would compensate for all past claims for overtime for briefinq time worked. Adootion of Salarv Settina POliCV The proposed policy would tie Carlsbad Management salaries to the average salary paid in comparable San Diego County cities. annually in January as a result of the survey. The City Manaqer would be authorized to grant a merit salary increase of up to 5% in January. addition, any across the board salary increases granted to subordinate employee groups would be passed through to respective management employees. Salary ranges would be adjusted In PAGE 2 OF AB d g3 '77 FISCAL IMPACT 5.3% salary increase from September 1, 1985 - &ne 30, 1986 approximately $1 3,065 2% PERS contribution from 3anuary 1, 1985 - 3une 30, 1986 IO, 374 One time settlement payment 7,000 Approximate cost for remainder of fiscal year 85-86 $30,439 This reduces the continqency fund to a new balance of $143,561. EXHIBITS Resolution No. Briefing Settlement for Police Management employees and the Council policy for sett inq and administering management salaries. gJ4.5, adopting the Management Compensation Plan, the .I ! 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 RESOLUTION NO. 8255 'A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, ADOPTING A MANAGEMENT BETWEEN POLICE MANAGEMENT EMPLOYEES AND MANAGEMENT REPRESENTATIVES; AND ESTABLISHING THE CITY COUNCIL POLICY AND PROCEDURE FOR SETTING SALARY RANGES AND ADMINISTERING SALARY INCREASES FOR ALL MANAGEMENT EMPLOYEES. COMPENSATION PLAN, THE BRIEFING SETTLEMENT WHEREAS, representatives of management and Carlsbad Police Management Association have been discussing salary compensation and a dispute regarding briefing time; and WHEREAS, the City Council upon recommendation of the City Manager, has determined to make adjustments in salary for Police management personnel, effective September 1, 1985; and WHEREAS, the City Council upon recommendation of the City Manager, has determined to make benefit compensation adjustments for Police management personnel, effective January 1, 1985; and WHEREAS, the City Council has expressed its intent to establish a policy and procedure for setting management salary ranges and the administra- tion of management salary increases; and WHEREAS, funds for the Police management salary and benefit adjustments are available in the city's contingency account; NOW, THEREFORE, BE IT RESOLVED by the City Council for the City of Carlsbad, California, as follows: 1. That the above recitations are true and correct. 2. That the Management Compensation Plan attached hereto and made a part thereof as Exhibit A is hereby approved. 3. That the Briefing Settlement between Carlsbad Police Management Association and management representatives attached hereto and made a part thereof as Exhibit B is hereby approved and accepted. 1 2 3 4 5 6 7 0 9 10 11 12 13 14 15 16 17 ia 19 20 21 22 23 24 25 26 27 28 4. That the Management Salary Policy attached and made a part thereof as Exhibit-C is- hereby approved and accepted. - 5. That the amount of $30,439 is hereby transferred from the city's contingency account to the Police Department salary budget. PASSED, APPROVED, AND ADOPTED a regular meeting of the Carlsbad City vote, to wit: AYES: Council Members--Casler, Lewis, Kulchin, Chick and Pettine NOES: None ABSENT : None L- /dL MARY H. C LER, Mayor Council held on the 5th day of November , 1985, by the following 4 ATTEST: (SEAL) 2. Exhibit A HANAG€m.NT. COHPE~SATIt!U PLAN I. INTRODUCTION. This attachment constitutes the Management Compensation Plan (MCP) . The KP contains three parts, an introduction, a schedule of benefits, and a salary schedule. A. EFINITIONS 1. Management. Management employees are defined under the provisions of Carlsbad Municipal Code Section 2.48.030 (7). 2. City Co-unci1 Appointed E.mployees. 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 KP shall apply to these positions except as otherwise provided by the City Council. 11. SCHEDULE OF BENEFITS A. LIFE INSURANCE. All manaqement 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 hiqher amount of $1,000 shall be limitation of the amount of individual insurance upon which the City shall make premium payments. B. RTIF$tENT. All manaqement personnel shall participate in the Public Employees' Retirement System on the same basis as other employees of their respective departments . C. ETIEMENT CONTRIBUTION. All manaqement employees shall have their portion of the retirement contribution to the Public Employees' Retirement System paid by the City, on the same basis as other employees of their respective departments, as provided by Goverrment Code Section 20615, as follows : D. equal to that of other employees in their respective department except for management employees with comparable service in local government agencies may be qranted 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 all management personnel, except in the case of the Assistant City Attorney, where the City Attorney shall be responsible for qranting vacation. VACATION. All manaqement employees shall earn vacation on a basis E. EXECUTIVE LEAVE. All manaqement personnel shall be eligible to earn executive leave, except the positions of the Police Captain and Police Lieutenant. A maximum of 56 hours per year are eliqible for executive leave. Executive leave will be credited to each management level employee as hours are earned as determined by the administrative policy established by the City Manager. As of July 1, 1986, all management employees will be required to earn executive leave on an hour per hour 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 qranted sick leave on a basis equal to that of other employees in their respective department. G. SICK LEAVE CONVERSION. 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) hours of sick leave and uncompENsated sick leave to vacation at a ratio of three (3) sick leave days per one (1) day of vacation. The sick leave conversion 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. H. SEPARATION COMPENSATION. All unclassified manaqement employees involuntarily separated from the City service due to budqet cutbacks, layoffs, contracting out of service or for other reasons not due to misconduct 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 (1 1 ) 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. -2- c 3. KDICAL, DENTAL AND VISION INSURANCE. The City will share the cost of medical, dental, a-id vision insurance premiums on the following basis : Class I Tot a1 City Employee Premium Pay,s Pays Employee Only $ 68.10 $ 60.95 $ 7.15 Employee +I Dependent Employee +2 Dependents 155.94 126.03 29.91 240.7 5 186.83 53.92 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. U . A1 1 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 employee. ANNUAL PHYSICAL EXAMINATION. 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. DEFERFD COMPENSATION. The City shall provide a deferred compensation plan hich 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 estalbish a salary range for each management position. The City Manager shall have authority to determine the salary for each management employee within the salary range established for each management position. the authority to set salaries for manaqement personnel under supervision of the department head. The City Manager may deleqate to department heads -3 - The City Manager may grant merit salary increases not to exceed 5% in January. performance and results. mangement employees shall be reviewed in January. 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. Salary adjustments within the salary range shall be based on The salary level within. the salary raqe of all The City Council shall set the salary of the City Manager and City At to rney . -4 - f:31 PM . 1u-23-Y5 CITY OF CARLSBHD MANHGEMENT SALkiRY SCHEDULE EFFECTIVE SEPTEMBER 1. 1985 FROM Annual Biweekly TO FROM TC . ............................... 1 POSITION TITLE 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 -2 23 24 25 26 27 28 23 30 31 32 33 34 35 36 37 38 39 40 41 1-1 42 43 ADMINISTRATIVE AIDE ................... ADMIN . QSSISTANT I .................... ADMIN . HSSISTANT I1 ................... ADMIN . ASSISTANT/CONTRACTS ............ HUMIN . ASSISTHNT IImRTS COORDINHTUR .. ASSISTANT CITY RTTORNEY ............... ASSISTANT CITY ENGINEER ............... ASSISTANT CITY MHNHGER ................ ASSISTANT FINANCE DIRECTOR ............ ASSISTQNT LIBRQRY DIRECTOR ............ ASSISTANT PERSONNEL DIRECTOR .......... ASSISTANT PLANNING DIRECTOR ........... BUILDING 8, PLANNING DIRECTOR .......... CENTRAL SERVICES DIRECTOR ............. CITY ENGINEER ......................... COMMIJN I TY REDEVELOPMENT MQNAGER ....... CURRENT PLANNING MANAGER ............... DEUELOPflENT PROCESS I FIG MANQGER ........ ECU I PMENT P1A I NTENHNCE SUPT ............ EXECUTIVE ASSISTANT ................... FINANCE DIRECTOR ...................... FIRE BATTRLION CHIEF .................. FIRE CHIEF ............................ HiiiiS I P4G SPEC IRL I ST I I ................. LIBRQRY DIRECTOR ...................... HGR . OF HESEHRCH & ANQLYS IS ........... PARKS & RECREATION DIRECTOR ........... PHRKS SUPER I NTENDENT .................. PERSONNEL DIRECTOR .................... PLANNING DIRECTUR ..................... POLICE CAPTAIN ........................ POLICE CHIEF .......................... POLICE LIEUTENANT ..................... PR I NC I PAL C I U I L ENG I NEER .............. PRINCIPAL CIVIL ENGINEER . TRAFFIC .... PR I NC I PGL PLHNNER ..................... PUFCHASINS OFFICER .................... RELHEHT I DN SIJPER I NTENDENT .. .r. ......... SEN I OR C I T I ZEN COORD I NFiTOk! ............ STFEET T"iH I NT . SUPER I MTENDEN'T .......... UT i L I T I E!S MH I NTENfhNCE I"IHr4AGER ......... L1T I L I T I ES rlH I r4TEbiHNCE SIJPEA I NTENDEt4T . . 18. 738 23. 952 23. 952 23. 952 35.. 330 33. 722 35. 330 25. 516 20. 763 25. 516 33. 399 35. 330 27. 878 35 .. 254 25. 510 23. 352 32. 693 33y5r33 23. 356 31. 553 32 . 049 26. 713 25. 516 31. 558 26. 713 26. 713 31 .. 558 31. 558 31. 558 35 ,. 254 39 . 135 35. 153 32 . Y63 32 ,. 1u9 *29 - . 841 32. 109 26. 713 26. 713 23. 952 26. 713 3 1 ,. 558 26. 713 22. 296 24. 749 28. 614 28 .. 614 28. 614 50. 481 50. 481 31. Y96 31. 896 31. 896 46. 703 50. 481 45. 188 40. 179 33. 399 34. 839 44. 058 33. 398 46. 709 40. &El1 49. 74% 29. 972 40. 703 4!1. 053 46. 709 33. 3'93 46 . 703 46. 703 56. 484 41. 204 40 . 176 31. 896 28 ,. 614 4:3 ,. 919 40. 176 37. 294 33. 399 33. 399 33. 399 46. 7IJ3 33. 399 28. 614 72 1 739 92 1 921 921 1. 359 1. 297 1. 359 981 931 481 1. 285 1. 214 1. 359 1. 027 1. 072 1. 356 981 1. 02.' 921 1. 214 1. 257 1. 292 8a7 1. 214 1. 233 1. 027 1. 214 1. 505 1. 352 1 . 26& 1. 235 1. 214 1. 356 1. 235 1. 14.3 1. 027 1. 027 821 1. iJ27 1. 214 1. 027 858 952 .I. 101 1. 101 1. 101 1. 739 1. 942 1. 227 1. 227 1. 545 1. 342 1. 227 1. 796 1. '285 1. 942 1. 340 1. 635 1. 227 1. 255 1. 101 1. 796 1. 572 1 . 913 1. 153 1. 796 1. . 541 1. 285 1. 796 1. 882 1. 585 1. 545 1. 43' 1. 285 1285 ,. 1. 1u1 1. 285 '1 . 7, jl 6 1 . 285 1. 796 1. 79i 2. 172 1. 545 .- 4 _-. Exhibit B Resolution No. 7255 BRIEFING SETTLEMENT WHEREAS, the City of Carlsbad (City) and the Carlsbad Police Management Association (CPMA) have a dispute regarding briefing time pay for certain police department employees, and WHEREAS, CPMA recognizes the need for scheduling which will accommodate the efficiency of the police service, and WHEREAS, the parties desire to effect a complete settlement of this dispute, THEREFORE, CPMA and City, hereby enter into the following stipulated agreement: 1. As compensation for briefing time pay prior to January 1, 1985, the City agrees to pay CPMA the sum of Seven Thousand Dollars ($7,000). 2. As compensation for briefing time after January 1, 1985, the city agrees to pay the employee contribution to the employee's retirement account not to exceed nine percent (9%). The City currently pays a portion of the employee contribution, therefore, the amount to be picked up by the City is two percent (2%) of salary. Payment of the employee's retire- ment contributions shall be retroactive to January 1, 1985. Dated: CITY OF CARLSBAD I Dated: 36 Policy No. ZITY OF CARLSBAD I nC 3 General Subject: MANAGEMENT SALAfUES ic Subject: Management Salary Ranges And Management Salary Increases COUNCIL POLICY STATEMENT Effective Date 11/5/85 , Cancellation Date None Supersedes No. Date Issued 11/5/85 Copies to: ' City Council, City Manager, City Attorney, Department and Division Heads, Employee Bulletin Boards, Press, File U WOSE o establish an orderly and objective process for the setting of management salary ranges nd the administration of management salary increases. TATEWNT OF POLICY . Management salary ranges shall be comprised of six steps (5%) between steps. Salary merit increases shall be no more than 5% per year, with the exception that any manager who is below the bottom of his or her stated range may receive an annual merit increase of up to 10% based on evaluation of performance. General across the board salary increases granted to miscellaneous City bargaining units shall be passed through to miscellaneous management employees. General across the board salary increases granted to police and fire City bargaining units shall be passed through to police and fire management employees. Merit increases will occur in January and general across the board adjustments will occur as they are granted to the other city bargaining units. Managers will be eligible to earn executive leave up to 56 hours a year on a basis of one hour worked for one hour earned. - Salary range adjustments shall he recommended annually by the City Manager for all management employees based on the following criteria: A. The salary survey areas shall be limited to the Cities of Oceanside, Exondido, La Mesa, El Cajon, Chula Vista, National City and Coronado. The City of Carlsbad salaries shall be shown in comparison with the average. B. A salary survey shall be conducted as described herein between September 15 and November 15, each year. presented to Council for consideration and may become effective January 1, the following year. Salary ranges as prescribed by the survey shall be iITY OF CARLSBAD COUNCIL POLICY STATEMENT - General Subject: IMNAGEMENT SALARIES 'pecifiC Subject: Management Salary Ranges And Management Salary Increases Copies to: City Council, City Manager, City Attorney, Department and Division Heads, Employee Bulletin Boards, Press, File , Policy No. 36 Paw 3 nf ? 11/5/85 Date Issued Effective Date Cancellation Date None Supersedes No. 11/5/85 C. The agency with the highest midpoint salary and the lowest midpoint salary of each of the classifications surveyed shall be eliminated when determining the average. \ D. Where salary range data can be qathered from the surveyed cities, the midpoints of each salary range shall be averaged. The resulting average shall become the midpoint of the recommended City of Carlsbad salary range. E. The following bench mark positions should be included in the salary survey. City Manager Finance Director Planning Director City Attorney Personnel Director kilding Director Assistant City Attorney Library Director Assist ant City Manager Police Chief Parks and Recreation Director Administrative Assistant Fire Chief City Engineer 7. A. The City Manager shall determine which positions included in the survey are comparable to management positions within the City of Carlsbad. 8. When a City of Carlsbad management position has no comparable position in the salary survey, the City Manager shall analyze the responsibilities and duties of such position and shall recomemend placement within the management compensation plan. 5. The City Manaqer may from time to time recommend range and salary adjustments for certain specific management titles based on unforeseen events, changes in agreements with other bargaining units, or market considerations. Salary increases for individual managers effected by range adjustements will be qoverned by Section 3 of this policy. The City Attorney may perform the tasks assigned to the City Manager for the Assistant City Attorney.