The URL can be used to link to this page

Home My WebLink About1989-01-17; City Council; 9824; Amending Management Compensation Plan' OF CARLSBAD — AGENr~ BILL O AB#_ MTG. 1'17-89 DEPT.PER TITLE: AMENDING THE MANAGEMENT COMPENSATION COUNCIL POLICY NO. 36, AND ADOPTION OF REVISED MANAGEMENT SALARY SCHEDULE RECOMMENDED ACTION: Adopt Resolution No. fity-/'? , amending Council Policy No. 36 and approving a revised Management Compensation Plan, and adoption of a revised Management Salary Schedule. ITEM EXPLANATION Management compensation is guided by Council Policy No. 36 and the Management Compensation Plan. Council Policy No. 36 specifies that merit salary increases for management employees may be granted up to 10% based on an employee's evaluation. These increases would generally occur in January. The top step of the new salary ranges for the surveyed position will be set at 90% of the range as defined by the high and low cities. The modifications to Council Policy #36 include that the City Manager and City Attorney will be treated the same as other management employees for salary increases. In addition, staff is recommending this year that the salary ranges will not be reduced. FISCAL IMPACT The proposed compensation plan will have a fiscal impact on the City of about $121,404 for the remainder of 1988-89, if maximum salary and related benefits increases are granted to all management employees. Approximately $105,273 of this cost would be funded by a General Fund transfer with the remaining $16,181 being supported by a transfer of other special funds. A fund transfer on file with the Finance Director shows the accounts and amounts necessary to support this proposed salary plan. The balance in the Contingency Account following this transfer will be approximately $630,701. EXHIBITS 1. Resolution No. Management Compensation Schedule. amending Council Policy No. 36, approving a revised Plan, and adopting the revised Management Salary O O 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.89-17 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, AMENDING COUNCIL POLICY NO. 36, APPROVING A REVISED MANAGEMENT COMPENSATION PLAN, ADOPTING A COMPENSATION PLAN FOR COUNCIL APPOINTED OFFICIALS, AND TRANSFERRING FUNDS. WHEREAS, the City Council has adopted Council Policy No. 36 that establishes a policy for the setting of management salaries; and WHEREAS, the City Council has established the Management Compensation Plan; and WHEREAS, the City Council desires to make changes in Council Policy No. 36, the Management Compensation Plan, and the Compensation Plan for Council appointed officials. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carlsbad, California, as follows: 1. That the above recitations are true and correct. 2. That Council Policy No. 36 attached hereto as Exhibit A, is hereby approved and adopted by amending Item #3 to read that salary increases granted to miscellaneous City bargaining units shall be passed through to the City Manager and City Attorney, and that Item #4 shall be amended to read that merit increases for the City Manager, City Attorney, and all other management employees shall generally occur in January, and that Item #6D shall provide that the City Attorney's salary shall be benchmarked at 95% of the City Manager's salary. 3. That the Management Compensation Plan attached hereto as Exhibit B, is hereby approved and adopted. 4. That the Management Salary Scheduled attached hereto as Exhibit C, is hereby approved and adopted. 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 5. That the City Manager and City Attorney will receive the 4.2% salary increase passed through to the miscellaneous management employees retroactive to September 1, 1988. 6. That the fund transfer in the amount of $121,454 on file in the Finance Department relating to management salaries is hereby approved. 7. This Resolution shall continue in effect until modified by the City Council. PASSED, APPROVED AND ADOPTED at a Regular Meeting of the City Council of the City of Carlsbad on the 17th day of January 1989, by the following vote, to wit: AYES: Council Members Lewis, Kulchin, Pettine, Mamaux and Larson NOES: None ABSENT: None ATTEST: (SEAL) _ City Clerk Deputy City Clerk EXHIBIT A CITY OF CARLSBAD COUNCIL POLICY STATEMENT General Subject: MANAGEMENT SALARIES Specific Subject: Management Salary Ranges andManagement Salary Ranges Page 1 of 2 Policy No. 36 Date Issued 1/17/89 Effective Date 1/17/89 Cancellation Date None Supercedes No. (Issued 36 1/6/87) Copies to:City Council, City Manager, City Attorney, Department and Division Heads, Employee Bulletin Boards, Press, File PURPOSE To establish an orderly and objective process for the setting of management salary ranges and the administration 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 10% per year, with the exception that any manager who is below the bottom of his or her stated range, or an inequitable relationship exists, may receive an 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 on 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, the City Manager, and the City Attorney. 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 for the City Manager, the City Attorney, and all other management employees will generally occur in January 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 lease up to 56 hours per year on a basis of one hour worked for one hour earned. 6. Salary range adjustments shall be recommended 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 Cajon, Chula Vista, National City, and Coronado. The City of Carlsbad salaries shall be shown in comparison with the survey data. CITY OF CARLSBAD COUNCIL POLICY STATEMENT Page 2 of 2 Policy No. 36 Date Issued 1/17/89 General Subject: Specific Subject: MANAGEMENT SALARIES Management Salary Ranges and Management Salary Ranges Effective Date 1/17/89 Cancellation Date None Supercedes No. (Issued 36 1/6/87) Copies to:City Council, City Manager, City Attorney, Department and Division Heads, Employee Bulletin Boards, Press, File B. 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 January 1 the following year. C. The survey shall consist of the top step of each salary range for the positions indicated in part 6E below. The agency with the highest and the lowest top step shall be eliminated when determining the range of top steps. D. The top step of the City's salary range for the surveyed positions shall be set at 90% of the range defined by the high and low cities as determined in 6C. The City Attorney which shall be benchmarked at 95% of the City Manager's salary. E. The following benchmark positions should be included in the salary survey: City Manager Assistant City Manager Police Chief Fire Chief Finance Director Personnel Director Library Director Planning Director Building Director City Engineer F.No employee shall 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. B. When a City of Carlsbad management position has not 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 in excess of 10% for certain specific management titles based on unforeseen events, changes in agreements with other bargaining units, or market considerations. Salary increases for individual managers affected by range adjustments will be governed by Section 3 of this policy. The City Attorney may perform the tasks assigned to the City Manager for the Assistant City Attorney. Exhibit B 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. Management employees are defined under the provisions of Carlsbad Municipal Code Section 2.4-8.030 (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. II. SCHEDULE OF BENEFITS A. LIFE INSURANCE. All management personnel shall receive City paid life insurance in an 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. 6. 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. All management 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 eligible 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. 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 management employees involuntarily separated from the City service due to budget 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 (11) established by the City Council. Police management employees will receive one floating holiday per year. 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. MEDICAL, DENTAL AND VISION INSURANCE. The City agrees that the insurance premium cost will be apportioned so that 80% of the premium payment will be paid by the city and 20% will be paid by the employee. K. ANNUAL PHYSICAL EXAMINATION. All management employees shall be eligible for reimbursement of up to the amount of three hundred fifty dollars ($350) 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. Long-term disability is available for all management personnel after 30 days of disability. 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. N. HEALTHY EMPLOYEE AWARD. The Healthy Employee Award is earned by those management employees using not more than one day of sick leave in a calendar year period. Each employee earning this will be eligible for a $100 Cash Award. III. 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 City Manager may delegate to department heads the authority to set salaries for management personnel under supervision of the department head. The City Manager may grant merit salary increases not to exceed 10% in January. Salary adjustments within the salary range shall be based on performance. The salary level within the salary range of all 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. Employees at the top of the range may be granted up to a 5% merit increase above the existing range based on performance. Authority to grant increases beyond the range would expire December 31 of the pay plan year. The City Council shall set the salary of the City Manager and City Attorney. -3- CITY OF CARLSBAD MANAGEMENT SALARIES JANURARY 1,1989 EXHIBIT C POSITION TITLE 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 ASSISTANT TO CITY MANAGER ASSISTANT UTILITIES/MAINT. DIR. AUDIO VISUAL SPECIALIST BUILDING DIRECTOR BUILDING MAINT SUPERINT. BUILDING MAINT SUPERVISOR CITY ATTORNEY CITY ENGINEER CITY MANAGER COMMUNITY DEVELOPMENT DIRECTOR COMMUNITY REDEVELOPMENT DIR 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 MUNICIPAL PROJECTS MANAGER PARK SUPERVISOR PARKS SUPERINTENDENT PARKS AND RECREATION DIRECTOR PERSONNEL DIRECTOR PLANNING DIRECTOR POLICE CAPTAIN 1415 1415 1467 2456 2059 2456 1634 1585 2027 1965 2006 1441 2101 1640 1467 2642 2240 2781 2456 2147 1438 1462 1467 1640 1467 1415 2096 2013 2550 1399 2096 2032 1226 1106 1942 1467 2059 1467 1640 2135 1938 2260 2074 1486 1486 1540 2579 2162 2579 1716 1664 2129 2063 2106 1513 2206 1723 1540 2774 2352 2920 2579 2255 1510 1535 1540 1723 1540 1486 2201 2114 2678 1469 2201 2133 1288 1162 2040 1540 2162 1540 1723 2243 2035 2373 2178 1560 1560 1617 2708 2269 2708 1802 1747 2235 2167 2211 1588 2316 1808 1617 2912 2470 3066 2708 2368 1586 1612 1617 1808 1617 1560 2311 2219 2812 1542 2311 2240 1352 1220 2142 1617 2269 1617 1808 2354 2137 2492 2287 1638 1638 1699 2844 2383 2844 1892 1834 2347 2275 2321 1668 2432 1899 1699 3058 2594 3219 2844 2486 1665 1692 1699 1899 1699 1638 2426 2330 2953 1619 2426 2352 1419 1281 2249 1699 2383 1699 1899 2471 2244 2617 2401 1720 1720 1783 2986 2503 2986 1987 1926 2464 2389 2437 1751 2553 1993 1783 3211 2723 3380 2986 2610 1749 1777 1783 1993 1783 1720 2548 2447 3101 1700 2548 2470 1490 1345 2361 1783 2503 1783 1993 2596 2356 2748 2521 1806 1806 1873 3135 2628 3135 2086 2022 2587 2508 2559 1839 2681 2093 1873 3372 2859 3549 3135 2741 1836 1866 1873 2093 1873 1806 2675 2569 3255 1785 2675 2593 1565 1412 2479 1873 2628 1873 2093 2725 2474 2885 2647 POLICE CHIEF 2455 2578 2706 2842 2984 3133 POL'ICE LIEUTENANT PRINCIPAL BUILDING INSPECTOR PRINCIPAL CIVIL ENGINEER PRINCIPAL CONST. INSPECTOR PRINCIPAL PLANNER PRINCIPAL RECREATION SUPERVISOR 1579 PUBLIC INFORMATION OFFICER PURCHASING DIRECTOR RECREATION SUPERINTENDENT RISK MANAGER SENIOR CITIZEN COORDINATOR SENIOR MANAGEMENT ANALYST SEWER MAINTENANCE SUPERVISOR STREET MAINT SUPERINTENDENT STREET MAINTENANCE SUPERVISOR UTILITIES MAINT DIRECTOR UTILITIES MAINT SUPERINTENDENT WATER MAINT SUPERVISOR 1799 1747 1887 1709 1709 1579 1415 1634 1640 1991 1579 1415 1467 1640 1467 2135 1640 1467 1889 1834 1981 1794 1794 1658 1486 1716 1723 2091 1658 1486 1540 1723 1540 2243 1723 1540 1983 1926 2080 1884 1884 1740 1560 1802 1808 2195 1740 1560 1617 1808 1617 2354 1808 1617 2082 2022 2184 1978 1978 1828 1638 1892 1899 2305 1828 1638 1699 1899 1699 2471 1899 1699 2187 2124 2294 2077 2077 1919 1720 1987 1993 2420 1919 1720 1783 1993 1783 2596 1993 1783 2296 2230 2408 2181 2181 2015 1806 2086 2093 2541 2015 1806 1873 2093 1873 2725 2093 1873