HomeMy WebLinkAbout1987-01-06; City Council; 8848; Amending Management Compensation PlanCIT' 3F CARLSBAD - AGENDI 31LL
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1EPT.-
UITG. 1-6-87
MANqGFMFNT SA1 AR-
AMENDING THE MANAGEMENT COMPENSATION
PLAN AND COUNCIL POLICY NO. 36 ON CITY MG
TITLE:
Council adopt Resolution No. &?33 , amending the Management Compensation
Plan and modifying Council Policy No. 36 on Management
Salaries.
ITEM EXPLANATION
City Council adopted a Management Compensation Policy on November 5, 1985, which
prescribes methods for establishing management salaries. The attached documents
implement the Council policy for 1987.
The overall impact of this policy, which has been in effect for one year, is
that management salary ranges have adjusted to the San Diego area market. is evidenced by the fact that eight out of thirteen benchmark ranges will adjust
downward from 0.2% to 4.5%, while five ranges will rise from 0.9% to 7.4%. This is a substantial change from last year when ranges adjusted upwards an average
of 16%.
This
The table below outlines the salary range and adjustments which have occurred
under the Council Policy:
Management Employees Group Merit General Across-the-Board Increases
Police Management up to 5% 3% March 3.9% September
Fire Management up to 5% 5% 3uly
Miscellaneous Management up to 5% 4% 3uly 4.2% September
While conducting the annual salary survey of the identified cities between the
September 15 and November 15 period, it was found some revisions need to be made
to the Management Compensation Plan and City Council Policy No. 36 on Management
Salaries. The proposed revisions are:
A. Adjust the salary ranges for the benchmarks and corollary positions as
prescribed by Council Policy No. 36 on Management Salaries. Thirteen
benchmark classifications were surveyed in the seven cities as required
by the policy, and the results are summarized in Exhibit I.
6. The historic separation of salaries between Police Sergeants and Police
Lieutenants in Carlsbad has been approximately 15%. The most recent
Carlsbad Police Officer's Association MOU granted Sergeants a one-time
5% adjustment between Police Sergeant and Senior Police Officer.
created a compression problem between Police Lieutenants and Police
Sergeants. In order to rectify this situation and reestablish the prior
relationship, it is recommended that both the Police Lieutenant and
Police Captain range be adjusted up 2%.
This
PAGE 2 OF AGENDA BILL NO. ffqf
C. It is recommended that the corollary relationship of Assistant Finance
Director, Assistant Library Director and the Purchasing Officer be
adjusted to alleviate compression problems. All three use the same
correlation factor which will be adjus-ted to more closely approximate
existing department head/assistant department head factors.
D. The Management Compensation Plan Schedule of Benefits presently provides
that for medical, dental and vision insurance:
"Any increase or decrease in premiums for the above coverage will
be prorated between the City and employee ...I1
Effective 3anuary 1, 1987, premiums for Northwestern National Life will
increase 26%, and Kaiser will increase 3.9%. It is recommended that the
health insurance contribution be amended as prescribed in the Management
Compensation Plan and as detailed in Exhibit I to the plan.
E. The City has had difficulty in the past recruiting qualified Engineers.
The survey for the City Engineer benchmark calls for a reduction of 4.5%
for this position and the corollaries. If this reduction is implemented
the City Engineer and Assistant City Engineer will be 4.5% above the
range. It is recommended that the engineering ranges be left at the
current level and that any across the board increases be passed on to
these titles.
F. The Community Redevelopment Manager is currently benchmarked to Building
Director. It is recommended that the Community Redevelopment Manager be
correlated to the Planning Director.
relationship are more comparable.
The duties and skills for this
Finally, some changes and additions are recommended to Council Policy No. 36.
A. In accordance with Council action last year, the Assistant City Attorney
benchmark has been eliminated and correlated to the Assistant City
Manager benchmark.
8. A clause be added to the Council Policy that no employee will lose
salary if their salary range is decreased due to the salary survey.
This prevents an employee at the top of the range from losing income.
C. Employees at the top of the range may be granted up to a 5% merit
increase above the existing range based on performances. Authority to
grant increses beyond the range would expire December 31 of the pay plan
year.
PAGE 3 OF AGENDA BILL NO. /fg
FISCAL IMPACT :
There is no fiscal impact to adoption of the salary schedule.
EXHIBITS:
1. Resolution No. #Ad .
Exhibit I - Management Salary Survey Results.
- EXHIBIT 1 Page1
MANAGEMENT CLASSIFICATIONS
BENCHMARK
CITY MANAGER
CITY ATTORNEY
Page 2
Corollary Classifications
None
None
Benchmarks and Corollary Classifications
I Development Processing- Manager cIn ENGINEER I Assistant City Engineer I Construction Supervisor I Principal Civil Engineer I Principal Civil Enaineer-- I Tra'ffic
FINANCE DIRECTOR Purchasinq Officer
Information Systems Director
Assistant Finance Director
Risk Manager
FIRE CHIEF I Fire Battalion Chief
L IRRARY DIRECTOR I Assistant Library Director I Audio Visual Specialist
PARKS AND RECREATION DIRECTOR 1 Aquatic Supervisor I I I I I I I I I I I I I I I I I I
Building Maintenance
Supervisor
Electrical Operations
Supervisor
Equipment Maintenance
Superintendent
Meter Shop Supervisor
Park Supervisor
Parks Superintendent
Recreation Superintendent
Senior Citizen Coordinator
Sewer Maintenance Supervisor
Street Maintenance
Street Maintenance Supervisor
Utilities Maintenance Director
Utilities Maintenance
Superintendent
Superintendent
I Community Redevelopment I Manager I Current Planning Manager
Housing Program Administrator
PWLlCt UHltk Police Captain I
Police Lieutenant -- I
--- It ---I f
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RESOLUTION NO. 8933
-- A RESOLUTION OF THE CI~Y COUNCIL OF rHt: -
CITY OF CARLSBAD, CALIFORNIA, AMENDING THE
MANAGEMENT CCMPLNSATION PLAN AND COUNCIL POLICY #36
WHEREAS, the City Council adopted a Council Policy regarding management
salaries on November 5, 1985; and
WHEREAS, said policy prescribes procedures to be used in preparing a
Management Salary Schedule; and
WHEREAS, using such procedures a Management Salary Schedule has been
produced for inclusion in the Management Compensation Plan; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of
Carlsbad, California, as follows:
1. That the above recitations are true and correct.
2. That the Management Compensation Plan, Resolution No. 8255, adopted by
City Council November 5, 1985 and amended by the revision of Section 11, Articlc
'13'f, set forth in Exhibit A, attached hereto and made a part thereof, is hereby
adopted. Schedule of benefits of the Management Compensation Plan for medical,
dental and vision insurance is hereby amended to read, "An increase in insuranci
will be paid equally by the City and management personnel."
3. That the Management Compensation Plan be amended by the revised
Management Salary Schedule set forth in Exhibit 0, attached hereto and made a
part thereof, is hereby adopted.
4. That Council Policy 1\36 be amended and set forth in Exhibit C, attache(
hereto and made a part thereof, is hereby adopted, thereby eliminating the
benchmark of Assistant City Attorney from Section 6E of the amended Council
Policy 1/36, and adding Section 6F to insure that no employee will lose pay if
their salary range is decreased due to the salary survey.
5. That the City Manager wishes to make adjustments to the Management
n Section 111 of the plan as follows: Compensation Plan as indicated
If/
1'
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- -A. ' That the salary ranges of City Engineer and associated corollaries
B.
C.
be maintained until their ranges are readjusted to their existing
salary.
That employees at the top of the range may be granted up to a 5%
merit increase above the existing range based on performance, and
that the City Manager is required to provide Council with a list of
those receiving a merit increase above the existing range.
That the correlation percentages of Assistant Finance Director and
Purchasing Officer to the Finance Director and Assistant Library
Director to the Library Director be adjusted to correct compression
problems.
6. That the City Council will readjust the salary range for Police
Captains and Police Lieutenants by ZX, attached hereto and made a part thereof
as Exhibit 8.
PASSED, APPROVED AND ADOPTED at a regular meeting of the City Council
on the 6th day of January , 1987, by the following vote, to wit:
AYES: Council Members Lewis, Kulchin, Pettine and Mamaux
NOES: None
ABSENT: None
ATTEST :
ALETHA L. RAUTENKRANZ, City Clerk
( SEAL 1
*. '
EXHIBIT A
MANAGEMENT COMPENSATION PLAN
I. INTRODUCTION. This attachment constitutes the Management Compensation
Plan (MCP). The MCP contains three parts, an introduction, a schedule of
benefits, and a salary schedule.
A. DEFINITIONS
1. Management Employees. Manaaement 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 provided by the City Council.
11. SCHEDULE OF BENEFITS
A. LIFE INSURANCE. All management personnel shall receive City paid life
insurance in ah amount equal to two times the basic yearly earnings. To
determine benefits, the amount of insurance is rounded to the next higher
$1,000 multiple, unless the amount equals a $1,000 multiple.
R. 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
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 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 all management personnel, except in the case of the Assistant
City Attorney, where the City Attorney shall be responsible for granting
vacation.
E.
executive leave, except the positions of the Police CaDtain and Police
EXECUTIVE LEAVE. All management personnel ;hall be eligible to earn
Lieutenant. A maximum of 56. hours per year are eligibie 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 3uly 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 granted sick leave on a
basis equal to that of other employees in their respective department.
G.
maintains a minimum of one hundred (100) hours of sick leave shall be
SICK LEAVE CONVERSION. Any management employee who has accrued and
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 management 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.
Lieutenant, shall enjoy paid holidays in accordance with the schedule of
eleven (11) established by the City Council.
HOLIDAYS. All management employees except for the position of Police
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-
3. MEDrCAL; DENTAL AND VISION INSURANCE.
medical, dental, and vision insurance premiums. Any increase or decrease
in premiums for the coverdge will be prorated between the City and
employee on the same basis as City and employee costs are divided in the
table in Exhibit A to the Management Compensation Plan.
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 may 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.
L. INCOME PROTECTION INSURANCE. All management personnel shall be
granted income protection insurance coverage equal to that provided other
employees in their respective department.
The City will share the cost of
-
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 B, shall
establish 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 management personnel under supervision
of the department head.
The City Manager may delegate to department heads
The City Manager may grant merit salary increases not to exceed 5% in
January.
performance. 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 range of all mangement
Employees at the top of the range may be granted up to a 5% merit increase
above the existing range based on performance.
increases beyond the range would expire December 31 of-the pay plan year.
Authority to grant
The City Council shall set the salary of the City Manager and City
Attorney.
-3-
'1. ' . Exhibit A
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EXHIBIT B
CITY OF CARLSBAD MANAGEMENT EMPLOYEE CLASSIFICATIONS AND RANGES
-- JANUARY 1, 1987
POSITION TITLE RANGE .........................................
ADMIN ASST - ARTS COORDINATOR .ADMIN ASST - CONTRACTS AQUATIC SUPERVISOR ASSISTANT CITY ATTORNEY ASSISTANT CITY ENGINEER ASSISTANT CITY MANAGER ASSISTANT FINANCE DIRECTOR ASSISTANT LIBRARY DIRECTOR ASSISTANT PLANNING DIRECTOR AUDIO VISUAL SPECIALIST BUILDING DIRECTOR BUILDING MAINT SUPERVISOR CITY ENGINEER COMMUNITY DEVELOPMENT DIRECTOR COMMUNITY REDEVELOPMENT MANAGER CONSTRUCTION SUPERVISOR DEVELOPMENT PROCESSING MANAGER ELECTRICAL OPTNS SUPERVISOR EQUIPMENT MAINT SUPERINTENDENT EQUIPMENT MAINT SUPERVISOR EXECUTIVE ASSISTANT FINANCE DIRECTOR FIRE BATTALION CHIEF FIRE CHIEF HOUSING PROGRAM ADMINISTRATOR INFORMATION SYSTEMS DIRECTOR LIBRARY DIRECTOR MANAGEMENT ANALYST MANAGEMENT ASSISTANT MANAGER RESEARCH AND ANALYSIS METER SHOP SUPERVISOR PARK SUPERVISOR PARKS SUPERINTENDENT PARKS & RECREATION DIRECTOR PERSONNEL DIRECTOR PLANNING DIRECTOR POLICE CAPTAIN POLICE CHIEF POLICE LIEUTENANT PRINCIPAL BUILDING INSPECTOR PRINCIPAL CIVIL ENGINEER PRINCIPAL RECREATION SUPERVISOR PURCHASING DIRECTOR RECREATION SUPERINTENDENT RISK MANAGER SENIOR CITIZEN COORDINATOR SENIOR MANAGEMENT ANALYST SEWER MAINT SUPERVISOR STREET MAINT SUPERINTENDENT STREET MAINT SUPERVISOR UTILITIES MAINT DIRECTOR UTILITIES MAINT SUPERINTENDENT WATER MAINT SUPERVISOR
4
4
8
30
23 30
12
10 18 6
24
8
28 30
18
7
9
8
11
8
4
27
15
29
3
27
21
2
1
17
8
11
25
20
26 22
31 14 13
16
10
12
11
19
5
4 e
11
8
25
11
3
a
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EXHIBIT B
CITY OF CARLSBAD MANAGEMENT SALARY RANGES JANUARY 1, 1987
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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
29
30
31
873
968
1093
1118
1149
1151
1154
1177
1179
1266
1315
1348
1409
1429
1507
1513
1534
1544
1562
1569
1624
1648
1651
1694
1713
1721
1728
1797
1909
1940
1950
917
1017
1148
1174
1207
1209
1211
1235
1238
1330
1381
1415
1479
1500
1582
1589
1611
1621
1641
1648
1705
1730
1734
1779
1798
1808
1815
1887
2005
2037
2047
963
1068
1205
1232
1267
1269
1272
1297
1300
1396
1450
1486
1553
1575
1662
1668
1692
1702
1723
1730
1790
1817
1820
1868
1888
1898
1906
1981
2105
2139
2150
1011
1121
1265
1294
1331
1333
1336
1362
1365
1466
1523
1560
1631
1654
1745
1752
1776
1787
1809
1817
1880
1907
1911
1961
1983
1993
2001
20 80
2210
2246
2257
1062
1177
1329
1359
1397
1399
1402
1430
1433
1539
1599
1638
1712
1737
1832
1839
1365
1877
1899
1908
1974
2003
2007
2059
2082
2092
2101
2184
2321
2358
2370
1115
1236
1395
1427
1467
1469
1473
1502
1505
1616
1679
1720
1798
1824
1923
1931
1958
1970
1991
2003
2073
2103
2107
2162
2186
2197
2206
2293
2437
2476
2489
EXHIBIT C - - -
r CITY OF CARLSBAD Page I of 2 I Policv No. 36
COUNCIL POLICY STATEMENT - .. - - -- -- General subject: MANAGEMENT SALARIES
1/6/97
Cancellation Date None
36 issued 11/5/' . Su ersedes No.
Specific Subject: Management Salary Ranqes
And Manaqement Salary Increases
Copies to: City Council, City Manager, City Attorney, Department and Division Heads, Employee Bulletin Boards, Press, File
PURPOSE
To establish an order11 and objectike process for the setting of management salaq
ranges and the administ rat ion of management salary increases.
STATEMENT OF POLICY
1. Management salary ranges shall be comprised of six steps (5%) between steps.
2. 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. Further,
any manager at the top of the range may be granted up to a 5% merit increase
above the existing range based upon performance. Authority to grant increases
beyond the range would expire December 31 of the pay plan year.
3. 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.
4. Merit increases will occur in 3anuary and general across the board adjustments
will occur as they are granted to the other city bargaining units.
5. 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.
6. Salary range adjustments shall be recomnended annually by the City Manager for
all management employees based on the following criteria:
A. The salary survey shall be limited to the Cities of Oceanside, Escondido, La
Mesa, El Cajun, Chula Vista, National City and Coronado. The City of
Carlsbad salaries shall be shown in comparison with the average.
8. A salary survey shall be conducted as described herein between September 15
and November 15, each year. Salary ranges as prescribed by the survey shall
be presented to Council for consideration and may become effective 3anuary 1,
the following year.
CITY OF CARLSBAD
COUNCIL POLICY STATEMENT
Specific Subject: Management Salary Ranges
And Manaqemen t Salary Increases
~~ -~ ~~
Copies to: City Council, City Manager, City Attorney, Department and
Division Heads, Employee Bulletin Boards, Press, File
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 ranqe data can be gathered 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 Buildinq Director
Police Chief Library Director Assistant City Manager
Fire Chief City Engineer Parks and Recreation Director
Senior Management Analyst
F. No employee will lose pay if their salary range is decreased due to the
salary survey.
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 recommend placement within the management
compensation plan.
8. The City Manager 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 adjustments will be governed
by Section 3 of this policy.
the City Manager for the Assistant City Attorney.
The City Attorney may perform the tasks assigned to