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Home My WebLink About1991-03-26; Council Policy No. 36 (RESCINDED) - Management Salary Ranges & Schedules--. EXHIBIT A CITY OF CARLSBAD COUNCIL POLICY STATEMENT Page 1 of 2 Policy No. 36 General Subject: MANAGEMENT SALARIES Specific Subject: Copies to: PURPOSE Management Salary Ranges and Management Salary Schedules Date Issued March 26, 1991 Effective DateMarch 26, 1991 Cancellation Date Supersedes No. 36 (issued2/6/90) City Council, City Manager, City Attorney, Department and Divisions Heads, Employee Bulletin Boards, Press, File To establish an orderly and objective process for the setting of management sa1ary ranges and the administration of management salary increases. STATEMENT OF POLICY 1.Management salary ranges shall b� comprised of six steps (51) between steps. 2.All management employees are ·eligible to receive merit increases and/or cashawards. fQr perfonnance of up to a maximu• of 101 per year, regardless of theirposition in the salary range. Upon City Manager approval, any managementemployee whose salary 1s at the top of the range may be granted a meritincrease of up to 51 above the top of the existing range, and/or up to amaximum of 51 of his/her salary in a cash award based upon performance. Thecumulative award above the top of the range shall not exceed 101. 3.General across the board salary increases granted to miscellaneous Citybargaining units shall be passed through to miscellaneous managementemployees, the City Manager, and the Ctty Attorney. General across the board salary increases granted to police and fire Citybargaining units shall be passe4 through to police and fire managementemployees. 4.Merit increases for the City Manager, the City Attorney, and all othermanageMnt employees will generally occur in January and general across theboard adjustments will occur as they are granted to the other city bargainingunits. 5.Managers will be eligible to .!:J.Cil executive leave up· to 56 hours per year on abasis of one hour worked for one hour earned. 6.Salary range adjustments shall be recoaended annually by the City Manager forall management employees based on the following criteria: A.The salary survey shall be limited to the C1tjes of Oceanside, Escondido,La Mesa, El Cajon, Chula Vista, National City, and Coronado. The City ofCarlsbad salaries shall be shown in comparison with the survey data. Nov. 18 1997 • CrIY OF CARLSBAD COUNCIL POLICY STATEMENT • Page 2 of 2 \ Policy No. 36 \ Date Issued March 26, 1991 \ General Subject: MANAGEMENT SALARIES Effective Date March 26, 1991 I Cancellation Date None Supersedes No. 36 (issued 2/6/90) Specific Subject: Management Salary Ranges and Management Salary Schedules Copies to: City Council, City Manager, City Attorney, Depariment and Divisions Heads, Employee Bulletin Boards, Press, File 8.A salary survey shall be condu,ted as described herein between September15 and November 15 each year.· Salary ranges as prescribed by the surveyshall be presented to Council for consideratton and may become effectiveJanuary 1 the following year. C.The survey shall consist of the top step of each salary range for the positions 1nd1cated i� part 6£ below. D.The top step of the City's salary ranges for the surveyed positions shallbe established wtthtn the top three paying agencies 1n the market. The City Attorney which shall be benchmarked at 951 of the City Manager's salary. E.The following benchmark positions should be included in the salarysurvey: City Manager Assistant City Manager Police Chief Fire Chief Finance Director Human Resources Dir. Library Director Planning DirectorBuilding DirectorCity Engineer F.No employee shall lose pay if their salary range is decreased due to the salary survey. 7.A. The City Manager shall detenaine which positions included in the surveyare comparable to management positions within the City of Carlsbad. B. When a City of Carlsbad management position 1s not COllll)arable to aposition in the salary survey, the Ctty Manager shall analyze the responsibilities and duties of such position and shall recommend placement within the management colll)ensation plan. 8.The City Manager may from ti111e to ti111e retomend range and salary adjustmentsin excess of 101 for certain specific�■anage11&nt titles based on unforeseen events, changes in agreements with other bargaining units, or market considerations. Salary increases for 1ndtvidua1 managers affected by range adjustments will -be governed.by Section 3 of this policy. The City Attorneymay perform the tasks assigned to the City Manager for the Assistant City Attorney and the Deputy City Attorney. • • Exhibit B Resolution No. (j/� C/1 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 2.48.030 (7). 2.City Council Appointed Employees. The City Manager and CityAttorney 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.UFE 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 . 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.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.MANAGEMENTLEAVE 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 salary 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 salary 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 event the exempt employee does not have sufficient time in his/her 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 and no negative balance will be permitted for any such absence. •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. • • •EXECUTIVE 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. Exeputive leave will be credited to each management level employee ·as hours are earned as determined by the administrative policy established by the City Manager. The position of Police Lieutenant shall receive overtime at the rate of time and one-half 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 hours due to emergencies such as fires, storms, floods, or other emergencies. •SICK LEAVE. All management personnel shall be granted sickleave on a basis equal to that of other employees in their respective departments. E 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} days 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. Conversion can only be made in increments of full' day vacation days. F.SEPARATION COMPENSATION. All 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 shall receive thirty (30) working days salary computed at the employee's actual salary at the time of separation. G HOLIDAYS. All management employees except for the position of Police Lieutenant, shall enjoy paid holidays in accordance with the • • schedule of eleven (11) holidays as established by the City Council. Police management employees will receive one floating holiday per year. The positi9A 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 HEAL TH BENEFITS. The City agrees that the health plan premium cost will be apportioned according to the following schedule: Category c.m: Employee Employee Only 90% 10% Employee + 1 Dependent 85% 15% Employee + 2 Dependents 80% 20% I.ANNUAL PHYSICAL EXAMINATION AND/OR PHYSICAL FITNESSTESTING (WELLNESS PROGRAM) 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 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 not limited to: Computerized Heart Risk Profile, Complete Blood Profile, Nutritional Assessment, Diet Program, Body Measurements, Lung Assessment, Consultations, etc. J.LONG-TERM DISABILITY INSURANCE. Long-term disability is available for all management personnel after 30 days of disability. • K.DEFERRED COMPENSATION. 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 anyparticular plan and to impose specific conditions upon the use of any plan. _ L.HEALTHY EMPLOYEE AWARD. The Healthy employee Award is earned 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. Ill. 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 salary level of all management employees shall be reviewed in January as a minimum 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 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. CITY OF CARLSBAD -� MANAGEMENT SALARY SCHEDULE BIWEEKLY PAY EXHIBITC. January 1, 1991 STEP STEP STEP STEP STEP STEP POSITION 1 2.�1. .[ .2.. AQUATIC SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039 ARTS MANAGER 1,862 1,955 2,052 2,155 2,263 2,376 ASSISTANT CITY ATTORNEY 2,903 3,048 3,201 3,361 3,529 3,705 ASSIST ANT CITY CLERK 1,673 1,756 1,844 1,936 2,033 2,135 ASSISTANT CITY ENGINEER 2,242 2,354 2,472 2,596 2,725 2,862 ASSISTANT CITY MANAGER 2,903 3,048 3,201 3,361 3,529 3,705 ASSISTANT FINANCE DIRECTOR 1,930 2,027 2,128 2,234 2,346 2,463 ASSISTANT LIBRARY DIRECTOR 1,873 1,967 2,065 2,168 2,277 2,390 ASSISTANT PLANNING DIRECTOR 2,399 2, 51 9 2,645 2,777 2, 91 6 3,062 ASSISTANT TO CITY MANAGER 2,322 2,438 2,560 2,688 2,823 2,964 ASSISTANT U/M DIRECTOR 2,185 2,294 2,409 2,529 2,656 2,788 BUILDING MAINT SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171 2,280 BUILDING MAINT SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039 CITY ATTORNEY 3, 1 31 3,2.88 3,452 3,625 3,806 3,997 CITY ENGINEER 2,440 2,562 2,690 2,824 2,966 3,114 CITY MANAGER 3,296 3,461 3,634 3,816 4,007 4,207 COMMUNITY ARTS COORDINATOR 1,449 1,522 1,598 1,677 1,761 1,849 COMMUNITY DEVELOPMENT DIRECTOR 2,903 3,048 3,201 3,361 3,529 3,705 COMPENSATION & BENEFITS MANAGER 1,744 1,831 1,923 2,019 2,120 2,226 CONSTRUCTION SUPERVISOR 1,566 1,645 1,727 1, 81 3 1,904 1,999 DATA PROCESSING MANAGER 1,727 1, 81 4 1,904 2,000 2,100 2,205 DEPUTY CITY ATTORNEY 1,969 2,067 2, 1 71 2,279 2,393 2,513 ELECTRICAL OPTNS SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039 EMPLOYMENT SERVICES MANAGER 1,744 1,831 1,923 2,019 2,120 2,226 EQUIPMENT MAINT SUPERINTENDENT 1,786 1,876 1,969 2,068 2, 1 71 2,280 EQUIPMENT MAINT SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039 EXECUTIVE ASSIST ANT 1,673 1,756 1,844 1,936 2,033 2,135 FINANCE DIRECTOR 2,475 2,599 2,729 2,865 3,009 3,159 FINANCIAL MANAGEMENT DIRECTOR 2,903 3,048 3,201 3,361 3,529 3,705 FIRE BATTALION CHIEF 2,182 2,291 2,406 2,526 2,652 2,785 FIRE CHIEF 2,763 2,902 3,047 3,199 3,359 3,527 GEOGRAPHIC INFO. COORDINATOR 1,696 1,781 1,870 1,964 2,062 2,165 HOUSING & REDEVELOPMENT DIRECTOR 2,541 2,668 2,802 2,942 3,089 3,243 HUMAN RESOURCE ANALYST 1,363 1,431 1,502 1,577 1,656 1,739 HUMAN RESOURCE ASSISTANT 1,229 1,291 1,355 1,423 1,494 1,569 HUMAN RESOURCES DIRECTOR 2,440 2,562 2,690 2,824 2,966 3, 114 INFORMANTION SYSTEMS DIRECTOR 2,475 2,599 2,729 2,865 3,009 3,159 LIBRARY DIRECTOR 2,402 2,522 2,648 2,780 2, 91 9 3,065 MANAGEMENT ANALYST 1,449 1,522 1,598 1,678 1,761 1,850 MANAGEMENT ASSISTANT 1,307 1,373 1,442 1,514 1,589 1,669 CITY OF CARLSBAD -- MANAGEMENT SALARY SCHEDULE BIWEEKLY PAY EXHIBITC. January 1, 1991 STEP STEP STEP STEP STEP STEP POSITION 1. .2.� 1. �Q. MEDIA SERVICES MANAGER 1,449 1,522 1,598 1 , 6 7 7 1,761 1,849 METER SHOP SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039 MUNICIPAL PROJECTS MANAGER 2,242 2,354 2,472 2,596 2,725 2,862 PARKS SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171 2,280 PARKS SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039 PARKS & RECREATION DIRECTOR 2,325 2,442 2,564 2,692 2,827 2,968 PLANNING DIRECTOR 2,675 2,809 2,949 3,097 3,251 3,414 POLICE CAPTAIN 2,453 2,575 2,704 2,839 2,981 3,130 POLICE CHIEF 2,903 3,048 3,201 3,361 3,529 3,705 POLICE LIEUTENANT 2,127 2,234 2,345 2,463 2,586 2,715 PRINCIPAL BUILDING INSPECTOR 2,029 2,130 2,236 2,348 2,466 2,589 PRINCIPAL CIVIL ENGINEER 2,055 2,158 2,266 2,379 2,498 2,623 PRINCIPAL CONSTRUCTION INSPECTOR 1,863 1,956 2,054 2,157 2,265 2,378 PRINCIPAL PLANNER 2,024 2,125 2,231 2,343 2,460 2,583 PRINCIPAL RECREATION SUPERVISOR 1,719 1,805 1,896 1,990 2,090 2,194 PURCHASING OFFICER 1,930 2,027 2,128 2,234 2,346 2,463 RECREATION SUPERINTENDENT 1,786 1,876 1,969 2,068 2, 1 71 2,280 RESEARCH MANAGER 2,296 2,410 2,531 2,658 2,790 2,930 RISK. MANAGER 2,351 2,469 2,592 2,722 2,858 3,001 SENIOR CITIZENS COORDINATOR 1, 71 9 1,805 1,896 1,990 2,090 2 ;1 94 SENIOR MANAGEMENT ANALYST 1,673 1,756 1,844 1,936 2,033 2,135 SEWER MAINT SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039 STREET MAINT SUPERINTENDENT 1,786 1,876 1,969 2,068 2, 1 71 2,280 STREET MAINT SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039 TRAFFIC ENGINEER 2,152 2,259 2,372 2,491 2,615 2,746 UTILITIES MAINT DIRECTOR 2,325 2,442 2,564 2,692 2,827 2,968 UTILITIES MAINT SUPERINTENDENT 1 I786 1,876 1,969 2,068 2, 1 71 2,280 WATER MAINT SUPERVISOR 1,598 1,678 1,762 1,850 1,942 2,039