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Home My WebLink About1990-02-06; City Council; 10476; Amend Mgmt Compensation Plan Revise SalaryC17 OF CARLSBAD - AGENE BILL lB#= AMENDING THE MANAGEMENT COMPENSATION PLAN UlTG. 2/6/90 AND COUNCIL POLICY NO. 36 AND ADOPTION OF IEPT. HR REVISED MANAGEMENT SALARY SCHEDULE CITY Amy v CITY M G R. ,* RECOMMENDED ACTION: Adopt Resolution No. $?-/? amending Council Pol icy No. 36 and approving a revised Management Compensation Plan. ITEM EXPLANATION: Management compensation in the City of Carlsbad is governed by Council Policy No. 36 and the Management Compensation Plan. established based upon a market survey which includes the cities of Oceanside, Escondido, La Mesa, El Cajon, Chula Vista, National City, and Coronado. Salary range adjustments are made annually, at the recommendation of the City Manager. This year's market survey required that the salary ranges T<or"the benchmark positions of City Engineer, Fire Chief, Planning Director, and Police Chief be decreased between 1.7% and 4.1%. that the salary ranges for the remaining benchmark positions of City Manager, Assistant City Manager, Building Director, Finance Director, Library Director, and Human Resources Director should be increased between 1.1% and 4.6%. Salaries are Market survey data further indicated It is proposed that the language in Council Policy No. 36 and the Management Compensation Plan be modified to consistently reflect Council's direction that all management employees are eligible to receive merit increases of up to a maximum of 10% per year regardless of their position in the salary range. time cash award, for performance, equivalent to an amount not to exceed 5% of salary. In addition, the annual physical exam reimbursement has been increased from $350 to $450 and this may also be used for physical fitness testing. Carlsbad's salary range for the surveyed positions be established within the top three paying agencies. City Manager has been given discretion to grant a one It is further recommended that the top step of the City of FISCAL IMPACT: If maximum salary increases are granted to all management employees, the management salary schedule has a potential fiscal impact of approximately $220,000 for the remainder of 1989/90. Approximately $198,000 of this cost would be funded by the general fund, with the remaining $22,000 being supported by other funds. Account will not be necessary at this time because substantial salary savings exist in many departments, particularly Planning, Growth Management, and Development Processing. Salary savings are also present in the other funds; however, Senior Nutrition, Housing, and Street Lighting requi re small appropri at i ons of fund bal ance. A transfer from the General Fund Contingency EXH I BIT : Resolution No. %-/q amending Counci 1 Pol icy No. 36 and approving a revised Management Compensation Plan. 1 2 3 4 5 9 10 11 12 13 14 15 16 17 lz! 19 2c 21 2% 22 24 25 26 27 28 RESOLUTION NO. -- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, AMENDING COUNCIL Pa,w NO. 36 AND APPROVING A REVISED MANAGEMENT COMPEN- SATION PLAN 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 Cornpensa,ion Plan; and WHEREAS, the City Council desires to make changes in Council Policy No. 36 and the Management Compensation Plan. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Carl sbad as foll ows: 1. That the above recitations are true and correct. 2. That Council Policy No. 36 attached hereto and as Exhibit A, is hereby approved and adopted. 3. That the Management Compensation Plan attached hereto as Exhibit B, is hereby approved and adopted. 4. That the Management Salary Plan attached hereto as Exhibit C, is hereby approved and adopted. 5. That the following amounts are hereby appropriated from the fund bal ances : a. $3,809 from the fund balance of the housing fund to the salary account of the Housing Department, b. $2,424 from the fund balance of the senior nutrition fund to the salary account of the Senior Citizen Department. c. $2,042 from the fund balance of the street lighting fund to the salary account of the Street Lighting Department. Ill //I , 1 2 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 PASSED, APPROVED, AND ADOPTED at a regular meeting of the Carlsbad City Council, held on the 6th day of February , 1990, by the following vote, to wit: AYES: Council Members Lewis, Kulchin, Pettine, Mamaux and Larson ATTEST: (SEAL) . .- Exhibit "A" CITY OF CARLSBAD Page 1 of 2 Policv No. 36 Effective Date 2/6/90 Suuersedes No. 36 (issued COUNCIL POLICY STATEMENT Date Issued 2/6/90 General Subject: MANAGEMENT SALARIES Cancellation Date None 8/15/89) Specific Subject: Management Salary Ranges and Management Salary Schedules Copies to: City Council, City Manager, City Attorney, Department and Divisions 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. 2. 3. 4. 5. 6. Management salary ranges shall be comprised of six steps (5%) between steps. All management employees are eligible to receive merit increases and/or cash awards for performance of up to a maximum of 10% per year, regardless of their position in the salary range. 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 the existing range, and/or up to a maximum of 5% of his/her salary in a cash award based upon performance. cumulative award above the top of the range shall not exceed 10%. The General across the board salary increases granted to mi scel 1 aneous City bargaining units shall be passed through to miscell aneous 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. 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. Managers will be eligible to earn executive leave up to 56 hours per year on a basis of one hour worked for one hour earned. 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 Page 2 of 2 Policv No. 36 Effective Date 2 I6 /go SuDersedes No. 36 (issued COUNCIL POLICY STATEMENT Date Issued 2/6/90 General Subject: MANAGEMENT SALARIES Cancellation Date none aii51ag) Specific Subject: Management Salary Ranges and Management Salary Schedules Copies to: City Council, City Manager, City Attorney, Department and Divisions Heads, Employee Bulletin Boards, Press, File B. C. D. E. F. 7. A. 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. The survey shall consist of the top step of each salary range for the positions indicated in part 6E below. The top step of the City’s salary ranges for the surveyed positions shall be established within the top three paying agencies in the market. The City Attorney which shall be benchmarked at 95% of the City Manager’s sal ary . The following benchmark positions should be included in the salary survey : City Manager Finance Director P1 ann i ng Di rector Assistant City Manager Human Resources Dir. Building Director Police Chief Library Director City Engi neer Fire Chief No employee shall lose pay if their salary range is decreased due to the salary survey. The City Manager shall determine which positions included in the survey are comparable to management positions within the City of Carlsbad. When a City of Carlsbad management position is not comparable to a 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. may perform the tasks assigned to the City Manager for the Assistant City Attorney and the Deputy City Attorney. The City Attorney Attachment B Resolution No. 90-19 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. Manaqement EmDl ovees. Management employees are defined under the provisions of Carlsbad Municipal Code Section 2.48.030 (7). 2. City Council ADDointed Emnlovees. 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. B. C. D. E. LIFE INSURANCE. A1 1 management personnel shall receive City paid 1 i fe 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. RETIREMENT. All management personnel shall participate in the Pub1 ic Employees’ Retirement System on the same basis as other employees of their respective departments. 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. VACATION. All management employees shall earn vacation on a basis equal to that of other employees in their respective department except for management empl oyees with comparable service in 1 oca1 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 vacat i on. 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 F. G. H. I. J. K. employee as hours are earned as determined by the administrative pol established by the City Manager. As of July 1, 1986, all management employees will be required to e executive leave on an hour per hour basis. CY rn 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. SICK LEAVE. All management personnel shall be granted sick leave on a basis equal to that of other employees in their respective departments. 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. SEPARATION COMPENSATION. A1 1 uncl assi f i ed management empl oyees 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. 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. 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. ANNUAL PHYSICAL EXAMINATION AND/OR PHYSICAL FITNESS TESTING (WELLNESS PROGRAM1 All management employees shall be eligible for reimbursement of up to the amount of four hundred fifty dollars ($450) during each fiscal year to pay the cost of an employee’s annual physical examination and/or physical fitness testing (Wellness Program). The annual physical examination may be completed by a physician of the employee’s choice. Each employee claiming reimbursement shall be required to authorize a copy of the results of the examination to the City Manager or his designee. The Wellness Program offered by the City provides physical fitness testing and information regarding 1 ifestyle changes that promote optimum heal t h . Program components include, but are not 1 imi ted to: Computerized Heart Risk Profile, Complete Blood Profile, Nutritional Assessment, Diet Program, Body Measurements, Lung Assessment, Consul tati ons, etc. 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. 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 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 and/or cash awards for performance not to exceed 10% per year. Salary adjustments shall be based on performance. The sal ary level of a1 1 management 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 and Deputy City 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%. The City Council shall set the salary of the City Manager and City Attorney. CIW .. 3ARLSBAD MANAGEMENT SALARY SCHEDULE BIWEEKLY SCHEDULE JANUARY 1 1990 POSITION TITLE 12345 _________________-------_----- ---- ----- ----- ----- ---__ 1502 1577 1656 1739 \E26 ADMIN ASST - CONTRACTS AQUATIC SUPERVISOR 1483 1557 1635 1717 '803 ARTS MANAGER 1678 1762 1850 I943 2040 ASSISTANT CITY ATTORNEY 2607 2737 2874 3018 3169 ASSISTANT CITY ENGINEER 2082 2186 2295 2410 2530 ASSISTANT CITY MANAGER 2607 2737 2874 3018 3169 ASSISTANT FINANCE DIRECTOR 1796 1886 1980 2079 2183 ASSISTANT LIBRARY DIRECTOR 1685 1769 1857 1950 2048 ASSISTANT PUNNING DIRECTOR 2065 2169 2277 2391 2510 ASSISTANTTOCITY MANAGER 2086 2190 2300 2415 2535 ASSISTANT UTlLlTlESlMAlNT DIR BUILDING DIRECTOR BUILDING MAIN1 SUPERINT BUILDING MAINT SUPERVISOR CITY AlTORNEY ClTV ENGINEER CITY MANAGER COMMUNITY DEVELOPMENT DIR. 2029 2265 1659 1483 2863 2265 301 3 2607 2130 2238 2348 24~ 2378 2497 2622 2753 1742 1829 1920 2016 1557 1635 1717 1803 3OM 3156 3314 3480 237% 2497 2622 2753 31M 3322 340 3863 2737 2874 3010 3169 6 ----_ '917 ' 893 2142 3327 2657 3327 2292 21 50 2636 2662 2589 2891 2117 1893 3854 2891 3846 3327 COMMUNITV REDEVELOPMENT OIR 210 2297 2412 2532 2659 2792 COMMUNITYARTSCOOROINATOR 1304 1369 1437 1W 1585 1664 CONSTRUCTION SUPERVISOR DEVELOPMENT PROCESSING MGR. ELECTRICAL OPTNS SUPERVISOR EaUlPMENT MAIN1 SUPERINT EQUIPMENT MECHANIC SUPERV EXECUTIVE ASSISTANT FINANCE DIRECTOR FIRE WTTALION CHIEF FIRE CHIEF HOUSING PROGRAM ADM HUMAN RESOURCES DIRECTOR INFORMATION SYSTEMS DIR LIBRARY DIRECTOR MANAGEMENT ANALYST MANAGEMENT ASSISTANT MANAGER OF RESEARCH MEDIA SERVICES MANAGER MUNICIPAL PROJECTS MANAQER PARK SUPERVISOR PARKS SUPERINTENDENT PLANNING DIRECTOR POLICE CAPTAIN POLICE CHIEF POLICE LIEUTENANT PRINCIPAL BUG. INSP. PRINCIPAL CIVIL ENGINEER PRINCIPAL CONST INSPECTOR PRINCIPAL PLANNER PRIN. RECREAWN SUPERV. PUBLIC INFORMATION OfFlCER RECREATION SUPERINTENOENT RISK MANAGER SENIOR CITIZENS COOAO. SENIOR MANAQEMENT ANALYST SEWER MAINTENANCE SUPERYISOI STREET MAIN1 SUPWINTENDENT STREET MAINTENANCE SUPERVISO TRAFFIC ENQINEER UTILITIES MAIN1 DIRECTOR UTILITIES MAINT SUPERINTENDENT WATER MAIN1 SUPERVISOR METER snoc SUPERVISOR PARKS 6 RECmnm OIR. 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