HomeMy WebLinkAbout1991-03-26; City Council; 11085; AMENDING THE MANAGEMENT COMPENSATION PLAN AND COUNCIL POLICY NO. 36 AND ADOPTION OF REVISED MANAGEMENT SALARY SCHEDULEhAt >
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MTG. 3-26-91 AND COUNCIL POLICY NO. 36 AND ADOPTION OF CITY
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CIT\QF CARLSBAD - AGEN~BILL ,$if
AMENDING THE MANAGEMENT COMPENSATION PLAN
DEPT. HR REVISED MANAGEMENT SALARY SCHEDULE
RECOMMENDED ACTION:
Adopt Resolution No. 7/-97 amending Council Policy 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. Salaries are
established based upon a market survey of the cities of Chula Vista,
Coronado, El Cajon, Escondido, La Mesa, National City, and Oceanside. The
top step of Carlsbad's salary range for each of the surveyed benchmark
positions is established within the top three paying agencies.
management positions are adjusted in conjunction with the benchmark
position in their job series.
This year's market survey determined that the salary range for the
benchmark of Fire Chief needs to be decreased by 2.5%. The salary ranges
for the remaining classifications of City Manager, Assistant City Manager
City Engineer, Finance Director, Library Director, Human Resources
Director, Planning Director, and Police Chief will increase between 1.3%
All other
to 8.7%.
Additional modifications have been made in the Management Compensatior
Plan (Exhibit B) which: 1) modify the health plan premium costs so that
management employees contribute 10% of the total premium for employee
only coverage, 15% for employee plus one dependent, and 20% of the total
premium for family coverage and 2) clarify the City's policy on
management leave in light of recent litigation of Abshier vs. Kern County.
FISCAL IMPACT:
There is no direct fiscal impact associated with the increase or decrease
of the salary ranges for each management classification. The direct
fiscal impact will be determined when individual positions receive merit
based salary adjustments. A transfer from the General Fund Contingency
Account will not be necessary at this time because substantial salary
savings exist in many departments.
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PAGE 2 OF AB # /(bf.5
EXHIBITS:
1. Resolution No. %-?7
2.
3.
4.
Exhibit A, Council Policy No. 36
Exhibit B, Management Compensation Plan
Exhibit C, Management Salary Plan
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RESOLUTION NO. 9 1-9 7
A RESOLUTION OF THE CITY COUNCIL OF THE CIW
OF CARLSBAD, CALIFORNIA, AMENDING COUNCIL
MENT COMPENSATION PLAN.
POLICY NO. 36 AND APPROVING A REVISED MANAGE-
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
Plan; and
WHEREAS, the City Council desires to make changes in Counci
Policy No. 36 and the Management Compensation Plan.
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 Council Policy No. 36 attached hereto as
Exhibit A, is hereby approved and adopted.
3. That the Management Compensation Plan attached heret
as Exhibit B, is hereby approved and adopted.
4. That the Management Salary Plan attached hereto as
Exhibit C, is hereby approved and adopted.
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PASSED, APPROVED, AND ADOPTED at a regular meeting of the
Carlsbad City-Council, held on the 26th day of March t
1991, by the following vote, to wit:
AYES:
NOES: None
ABSENT: Council Member Kulchin
Council Members Lewis, Larson, Nygaard and Stanton
W/&L CLAUD A. EWIS, Mayor
ATTEST:
-u=-- ALETHA L. RAUTENKRANZ, Citycier
1 (SEAL)
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CKHlBLL A e 0
Page 1 of 2
Poky No. 36
Date Issued March 2
Effective Date March
CITY OF CARLSBAD
COUNCIL POLICY STATEMENT
General Subject: MANAGEMENT SALARIES Cancellation Date
- Supersedes No. 36
Specific Subject: Management Salary Ranges and
Management Salary Schedules
Copies to: City Council, City Manager, City Attorney, Departmen Divisions Heads, Employee Bulletin Boards, Press, File
eURPOSE
To establish an orderly and objective process for the setting of managc ranges and the administration of management salary increases. -
1. Management salary ranges shall be comprised of SIX steps (5%) beti
2. All management employees are eligible to recelve merit increases 4 awards for performance of up to a maxlrnun of 10% per year, regard position in the salary vange. Upon Clty Ranager approval, any mal employee whose salary is at the top of the range may be granted a increase of up to 5% above the top of the exlsting range, and/or maximum of 5% of his/her salary in a cash award based upon perfor cumulative award above the top of the range shall not exceed 10%.
3. General across the board salary increases granted to miscellaneou bargaining units shall be passed through to miscellaneous managem empl oyees , the City Manager, and the Cl ty Attorney.
General across the board salary increases granted to police and f bargaining units shall be passed through to police and fire manag employees
4. Merit tncreases for the City Manager, the City Attorney, and all management employees will generally occur in January and general board adjustments will occur as they are granted to the other cit unlts.
5. Managers will be eligible to e~ul executlve leave up to 56 hours basis of one hour worked for one hour earned.
6. Salary range adjustments shall be recmnded annually by the Cit all management employees based on the following criteria:
A. The salary survey shall be limlted to the Cities of Oceansic La Mesa, El Cajon, Chula Vlsta, National City, and Coronado. Carlsbad salaries shall be shown in comparison with the sun
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Page 2 of 2
Policv No. 36
Date Issued March 21
Effective Date Marc General Subject: - MANAGEMENT SALARIES Cancellation Date N
Supersedes No. 36 (
CITY OF CARLSBAD
COUNCIL POLICY STATEMENT
Specific Subject: Management Salary Ranges and
Management Salary Schedules
Copies to:
8.
City Council, City Manager, City Attorney, Departmen1
Divisions Heads, Employee Bulletin Boards, Press, File
A salary survey shall be conducted as described herein betwee 15 and November 15 each year. Salary ranges as prescribed by shall be presented to Council for consideration and may becom January 1 the following year.
The survey shall consist of the top step of each salary range positions indicated in part 6E below.
The top step of the City's salary ranges for the surveyed pos be established within the top three paying agencies in the ma City Attorney which shall be benchmarked at 95% of the City M salary.
The following benchmark positions should be included in the ! survey :
City Manager Finance Director P1 ann i ng Assistant City Manager Human Resources Dir. 8ui 1 di ng Police Chief Library Director City Eng.
Fire Chief
No employee shall lose pay if their salary range is decreasec sal ary survey.
The City Hanager shall determine which positions included in are comparable to management positions within the City of Cai
When a City of Carlsbad management position is not colllparabll positlon in the salary survey, the City Urnager shall analyzl responsibilities and duties of such position and shall recom placement within the management compensation plan.
8. The City Manager may from time to time reconrwnd range and salary in excess of 10% for certain specific.nanagerent titles based on events, changes in agreements wlth other bargaining units, or mar considerations. Salary increases for individual managers affecte adjustments will be governed by Section 3 of this policy. The Ci
may perform the tasks assigned to the City Hanager for the Assist Attorney and the Deputy City Attorney.
C.
D.
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F.
7. A.
E.
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Exhibit B
Resolution No. 4/- ?q
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. DEFlNlTlONS
1. Manaaement Emplovees . Management employees are defined
under the provisions of Carlsbad Municipal Code Section
2.48.030 (7).
2. Citv Council Appointed Fmplovees . 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. sc HEDULE OF BENEFITS
A. J IFF INSURANCE. All management personnel shall receive City pa
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. Supplemental Life, at an amount equal
to City paid life insurance, is available at the employee's cost.
Dependent life is also available at the employee's cost.
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. H. All management employees shall ha
their portion of the retirement contribution to the Public
Employees' Retirement System paid by the City, on the same bas
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as other employees of their respective departments, as provided
by Government Code Section 20615.
D. MANAGEMENT LEAVE -
Management employees are exempt from overtime requirements
under the Fair Labor Standards Act. Management employees in the
City are paid on a salary basis versus an hourly basis. There shall
be no deductions from Salarv for partial day absences for
personal reasons or sickness. A partial day absence is an absence
of less than the employee's regular work day.
Under no circumstances will any deduction in salarv be
made for any absences of less than one day.
Partial day absences shall be charged against the exempt
employee's vacation, sick, or executive leave account. In the ever
the exempt employee does not have sufficient time in hidher
leave account to cover the absence, the time will be charged
against the employee's leave account in the form of a negative
balance.
A negative leave balance will be permitted only for partial
absences occurring for less than one day. Absences of a day or
more shall be accounted for pursuant to the City's leave policy an
no negative balance will be permitted for any such absence.
VACATION. All management employees shall earn vacation on
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
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 '
granting vacation.
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UCUTIVF LEAVE. All management personnel shall be eligible to
earn executive leave, except the position of Police Lieutenant. A
maximum of 56 hours per fiscal year are eligible for executive
leave. ExeGutive leave will be credited to each management level
employee -as hours are earned as determined by the administrativc
policy established by the City Manager. The position of Police
Lieutenant shall receive overtime at the rate of time and one-ha1
for actual hours worked.
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 houri
due to emergencies such as fires, storms, floods, or other
emergencies.
SICK LEAVE. All management personnel shall be granted sick
leave on a basis equal to that of other employees in their
respective departments.
E u. 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 c
sick leave and uncompensated sick leave to vacation at a ratio 01
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. Conversion can only be made in increments of
full day vacation days.
F. SFPARATION COMPENSATIOI\I. All management employees
involuntarily separated from the City service due to budget
cutbacks, layoffs, contracting out of service or for other reason:
not due to misconduct which would justify involuntary separatioi
shall receive thirty (30) working days salary computed at the
employee's actual salary at the time of separation.
G POL IDAYS. All management employees except for the position 0'
Police Lieutenant, shall enjoy paid holidays in accordance with '
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schedule of eleven (1 1) holidays as established by the City Counci
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.
H HEALTH BENEFITS. The City agrees that the health plan premium
cost will be apportioned according to the following schedule:
camaQu Cltv EmDlovee
Employee Only 90% 10%
Employee + 2 Dependents 80% 20%
Employee + 1 Dependent 85% 1 5%
I. ANNUAL PHYSICAL EXAMINATION AND/OR PHYSICAL FITNESS
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All management employees shall be eligible for reimbursement c
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 physiciar
of the employee's choice. Each employee claiming reimbursemen
shall be required to submit original receipts to the Human
Resources Department.
The Wellness Program offered by the City provides physical
fitness testing and information regarding lifestyle changes that
promote optimum health. Program components include, but are r
limited to: Computerized Heart Risk Profile, Complete Blood
Profile, Nutritional Assessment, Diet Program, Body
Measurements, Lung Assessment, Consultations, etc.
J. LO NG-TERM DISABILITY INSURANCE. Long-term disability is
available for all management personnel after 30 days of disabil
e a
K. DFFER RED CO MPENSATION. The City shall provide deferred
compensation plan(s) 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. - -
HEALTHY EMPLOYEE AWARD. The Healthy employee Award is earnel
by those management employees using not more than one day of
sick leave in a full calendar year period. Each employee earning
this will be eligible for a $100 Cash Award.
L.
111. MANAGEMENT SALAR Y SCH EDULE.
The management salary schedule, attached hereto as Exhibit 6,
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 f
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 salary level of I
management employees shall be reviewed in January as a minimu
periodic review. 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 ha1
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 maximi
of 5% of hidher salary in a cash award based upon performance.
The cumulative award above the top of the range shall not exceec
10%.
The City Council shall set the salary of the City Manager and Cit:
Attorney.
CITY OF CARLSBAD e *
, MANAGEMENTSALARYSCHEDULE
BIWEEKLY PAY EXHIBIT C.
January 1, 1991
STEP STEP STEP STEP STEP
POSITION - 1 2 3 4 5
AQUATIC SUPERVISOR 1,598 1,678 1,762 1,850 1,942
ARTS MANAGER 1,862 1,955 2,052 2,155 2,263
ASSISTANT CITY AlTORNEY 2,903 3,048 3,201 3,361 3,529
ASSISTANT CITY CLERK 1,673 1,756 1,844 1,936 2,033
ASSISTANT CITY ENGINEER 2,242 2,354 2,472 2,596 2,725
ASSISTANT CITY MANAGER 2,903 3,048 3,201 3,361 3,529
ASSISTANT FINANCE DIRECTOR 1,930 2,027 2,128 2,234 2,346
ASSISTANT LIBRARY DIRECTOR 1,873 1,967 2,065 2,168 2,277
ASSISTANT PLANNING DIRECTOR 2,399 2,519 2,645 2,777 2,916
ASSISTANT TO CITY MANAGER 2,322 2,438 2,560 2,688 2,823
ASSISTANT UIM DIRECTOR 2,185 2,294 2,409 2,529 2,656
B U I LDl NG M AI NT SU P E RINTENDENT 1,786 1,876 1,969 2,068 2,171
BUILDING MAlNT SUPERVISOR 1,598 1,678 1,762 1,850 1,942
CITY ATTORNEY 3,131 3,288 3,452 3,625 3,806
CITY ENGINEER 2,440 2,562 2,690 2,824 2,966
CITY MANAGER 3,296 3,461 3,634 3,816 4,007
COMMUNITY ARTS COORDINATOR 1,449 1,522 1,598 1,677 1,761
COMMUNITY DEVELOPMENT DIRECTOR 2,903 3,048 3,201 3,361 3,529
COMPENSATION 81 BENEFITS MANAGER 1,744 1,831 1,923 2,019 2,120
CONSTRUCTION SUPERVISOR 1,566 1,645 1,727 1,813 1,904
DATA PROCESSING MANAGER 1,727 1,814 1,904 2,000 2,100
DEPUTY CITY ATTORNEY 1,969 2,067 2,171 2,279 2,393
ELECTRICAL OPTNS SUPERVISOR 1,598 1,678 1,762 1,850 1,942
EMPLOYMENT SERVICES MANAGER 1,744 1,831 1,923 2,019 2,120
EQUIPMENT MAINT SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171
EQUIPMENT MAINT SUPERVISOR 1,598 1,678 1,762 1,850 1,942
EXECUTIVE ASSISTANT 1,673 1,756 1,844 1,936 2,033
FINANCE DIRECTOR 2,475 2,599 2,729 2,865 3,009
FINANCIAL MANAGEMENT DIRECTOR 2,903 3,048 3,201 3,361 3,529
FIRE BATTALION CHIEF 2,182 2,291 2,406 2,526 2,652
FIRE CHIEF 2,763 2,902 3,047 3,199 3,359
GEOGRAPHIC INFO. COORDINATOR 1,696 1,781 1,870 1,964 2,062
HOUSING & REDEVELOPMENT DIRECTOR 2,5 4 1 2,6 6 8 2,8 0 2 2,9 4 2 3,O 8 9
HUMAN RESOURCE ANALYST 1,363 1,431 1,502 1,577 1,656
HUMAN RESOURCE ASSISTANT 1,229 1,291 1,355 1,423 1,494
HUMAN RESOURCES DIRECTOR 2,440 2,562 2,690 2,824 2,966
INFORMANTION SYSTEMS DIRECTOR 2,475 2,599 2,729 2,865 3,009
LIBRARY DIRECTOR 2,402 2,522 2,648 2,780 2,919
MANAGEMENT ANALYST 1,449 1,522 1,598 1,678 1,761
MANAGEMENT ASSISTANT 1,307 1,373 1,442 1,514 1,589
CITY OF CARLSBAD 0 *
t MANAGEMENTSALARYSCHEDULE
BIWEEKLY PAY EXHIBIT C.
January 1 , 1991
STEP STEP STEP STEP STEP
POSITION - 1 2 B 4 5. MEDIA SERVICES MANAGER 1,449 1,522 1,598 1,677 1,761
METER SHOP SUPERVISOR 1,598 1,678 1,762 1,850 1,942
MUNICIPAL PROJECTS MANAGER 2,242 2,354 2,472 2,596 2,725
PARKS SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171
PARKS SUPERVISOR 1,598 1,678 1,762 1,850 1,942
PARKS & RECREATION DIRECTOR 2,325 2,442 2,564 2,692 2,827
PLANNING DIRECTOR 2,675 2,809 2,949 3,097 3,251
POLICE CAPTAIN 2,453 2,575 2,704 2,839 2,981
POLICE CHIEF 2,903 3,048 3,201 3,361 3,529
POLICE LIEUTENANT 2,127 2,234 2,345 2,463 2,586
PRINCIPAL BUILDING INSPECTOR 2,029 2,130 2,236 2,348 2,466
PRINCIPAL CIVIL ENGINEER 2,055 2,158 2,266 2,379 2,498
PRINCIPAL CONSTRUCTION INSPECTOR 1,863 1,956 2,054 2,157 2,265
PRINCIPAL PLANNER 2,024 2,125 2,231 2,343 2,460
PRINCIPAL RECREATION SUPERVISOR 1,719 1,805 1,896 1,990 2,090
PURCHASING OFFICER 1,930 2,027 2,128 2,234 2,346
RECREATION SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171
RESEARCH MANAGER 2,296 2,410 2,531 2,658 2,790
RISK MANAGER 2,351 2,469 2,592 2,722 2,858
SENIOR CITIZENS COORDINATOR 1,719 1,805 1,896 1,990 2,090
SENIOR MANAGEMENT ANALYST 1,673 1,756 1,844 1,936 2,033
SEWER MAlNT SUPERVISOR 1,598 1,678 1,762 1,850 1,942
STREET MAlNT SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171
STREET MAlNT SUPERVISOR 1,598 1,678 1,762 1,850 1,942
TRAFFIC ENGINEER 2,152 2,259 2,372 2,491 2,615
UTILITIES MAlNT DIRECTOR 2,325 2,442 2,564 2,692 2,827
UTILITIES MAlNT SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171
WATER MAlNT SUPERVISOR 1,598 1,678 1,762 1,850 1,942