HomeMy WebLinkAbout1989-08-15; City Council; Resolution 89-290.... ', ... II e 0
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RESOLUTION NO. 89-290
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARLSBAD, CALIFORNIA, ADOPTING AN
ADJUSTMENT TO THE MANAGEMENT SALARY PLAN
FOR THE MISCELLANEOUS MANAGEMENT EMPLOYEES.
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WHEREAS, Council Policy Statement No. 36 specifies that
general salary increases granted to the miscellaneous
employees' bargaining unit shall be passed through to
miscellaneous management employees; and
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WHEREAS, miscellaneous employees received salary
increases; and
WHEREAS, The City Council wishes to amend Council
Policy #36 and the Management Compensation Plan to allow for
merit cash bonus payments.
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 a 5% salary increase be passed through to the
miscellaneous management employees effective July 10, 1989.
3. That the Management Salary Plan set forth in
Exhibit A, attached hereto and made a part thereoftis
adopted.
4. That the Management Compensation Plan set forth in
iExhibit B, attached hereto and made a part thereof and
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Council Policy #36, attached hereto and made a part thereof,
is hereby adopted to allow for merit cash bonus payments for
management employees.
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5. That the following amounts are hereby appropriated
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from the fund balances:
a. $3,930 from the fund balance of the housing
fund to the salary account of the Housing Department,
b. $7,533 from the fund balance of the
redevelopment fund to the salary account of the
Redevelopment Department,
c. $2,346 from the fund balance of the
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sanitation fund to the salary account of the Sanitation
Department,
d. $4,624 from the fund balance of the water
fund to the salary account of the Water Department,
e. $4,680 from the fund balance of the vehicle
maintenance fund to the salary account of the Vehicle
Maintenance Department,
f. $2,347 from the fund balance of the street
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lighting fund to the salary account of the Street Lighting
Department, and
g. $206,473 from the contingency fund to the
salary accounts of the appropriate departments.
h. That the City Manager and City Attorney will
receive the 5% salary increase passed through to the
miscellaneous management employees retroactive to July 10,
1989. The salary for the City Manager will be $3,616
biweekly and the salary for the City Attorney will be $3,507
biweekly.
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x I/ PASSED, APPROVED, AND ADOPTED at a regular meeting of
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the Carlsbad City Council held on the 15 th day of
Aupust , 1989, by the following vote, to wit:
AYES: Council Members Lewis, Kulchin, Mamaux & Pettine
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NOES : None
ABSENT: Council Member Larson
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ATTEST :
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13 Aletha L. Rautenkranz, City Ckerk
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(SEAL)
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CITY OF CARLSBAD EXHIBIT A
MANAGEMENT SALARIES JULY 10, 1989
POSITION TITLE 1 2 3 4 5 6 """""""""""""""""""""""""""""""""-
ADMIN ASST - CONTRACTS 1486 1560 1638 1720 1806 1896 AQUATIC SUPERVISOR 1540 1617 1698 1783 1872 1966
ARTS MANAGER 1658 1741 1828 1919 2015 2116 ASSISTANT CITY ATTORNEY 2579 2708 2843 2985 3135 3291 ASSISTANT CITY ENGINEER 2162 2270 2384 2503 2628 2759
ASSISTANT CITY MANAGER 2579 2708 2843 2985 3135 3291
ASSISTANT FINANCE DIRECTOR 1716 1801 1892 1986 2085 2190
ASSISTANT LIBRARY DIRECTOR 1664 1747 1835 1927 2023 2124 ASSISTANT PLANNING DIRECTOR 2128 2235 2347 2464 2587 2716
ASSISTANT TO CITY MANAGER 2063 2166 2275 2388 2508 2633
ASSISTANT UTILITIES/MAINT. DIR. 2106 2212 2322 2438 2560 2688 BUILDING DIRECTOR 2206 2316 2432 2554 2681 2816 BUILDING MAINT SUPERINT. 1722 1808 1899 1993 2093 2198 BUILDING MAINT SUPERVISOR 1540 1617 1698 1783 1872 1966
CITY ATTORNEY 2774 2913 3058 3211 3372 3541 CITY ENGINEER 2352 2470 2593 2723 2859 3002 CITY MANAGER 2920 3066 3219 3380 3549 3727 COMMUNITY DEVELOPMENT DIRECTOR 2579 2708 2843 2985 3135 3291 COMMUNITY REDEVELOPMENT DIR 2254 2367 2485 2610 2740 2877
CONSTRUCTION SUPERVISOR 1510 1585 1665 1748 1835 1927 DEVELOPMENT PROCESSING MANAGER 1535 1612 1692 1777 1866 1959 ELECTRICAL OPTNS SUPERVISOR 1540 1617 1698 1783 1872 1966 EQUIPMENT MAINT. SUPERINTENDENT 1722 1808 1899 1993 2093 2198 EQUIPMENT MAINT. SUPERVISOR 1540 1617 1698 1783 1872 1966
EXECUTIVE ASSISTANT 1486 1560 1638 1720 1806 1896 FINANCE DIRECTOR 2201 2311 2426 2548 2675 2809 FIRE BATTALION CHIEF 2013 2114 2219 2330 2447 2569 FIRE CHIEF 2550 2678 2812 2953 3101 3255 HOUSING PROGRAM ADMINISTRATOR 1469 1542 1620 1700 1786 1875
INFORMATION SYSTEMS DIRECTOR 2201 2311 2426 2548 2675 2809 LIBRARY DIRECTOR 2134 2240 2352 2470 2593 2723 MANAGEMENT ANALYST 1287 1352 1419 1490 1565 1643 MANAGEMENT ASSISTANT 1161 1219 1280 1344 1412 1482 MANAGER RESEARCH AND ANALYSIS 2039 2141 2248 2361 2479 2602
MEDIA SERVICES MANAGER 1287 1352 1419 1490 1565 1643 METER SHOP SUPERVISOR 1540 1617 1698 1783 1872 1966 MUNICIPAL PROJECTS MANAGER 2162 2270 2384 2503 2628 2759 PARK SUPERVISOR 1540 1617 1698 1783 1872 1966 PARKS SUPERINTENDENT 1722 1808 1899 1993 2093 2198 PARKS AND RECREATION DIRECTOR 2242 2354 2472 2595 2725 2861
0 POSITION TITLE 1 """-"""""""""""""""
PERSONNEL DIRECTOR 2035 PLANNING DIRECTOR 2373
POLICE CAPTAIN 2074
POLICE CHIEF 2455
POLICE LIEUTENANT 1799
PRINCIPAL BUILDING INSPECTOR 1834 PRINCIPAL CIVIL ENGINEER 1981
PRINCIPAL CONST. INSPECTOR 1794 PRINCIPAL PLANNER 1794 PRINCIPAL RECREATION SUPERVISOR 1658
PUBLIC INFORMATION OFFICER 1486 PURCHASING DIRECTOR 1716 RECREATION SUPERINTENDENT 1722
RISK MANAGER 2091 SENIOR CITIZEN COORDINATOR 1658
SENIOR MANAGEMENT ANALYST 1486 SEWER MAINTENANCE SUPERVISOR 1540 STREET MAINT SUPERINTENDENT 1722 STREET MAINTENANCE SUPERVISOR 1540 TRAFFIC ENGINEER 2072
UTILITIES MAINT DIRECTOR 2242 UTILITIES MAINT SUPERINTENDENT 1722
WATER MAINT SUPERVISOR 1540
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2137
2492
2178
2578
1889
1926
2080
1884
1884
1741
1560
1801
1808
2195
1741
1560
1617
1808
1617
2175
2354
1808
1617
2243
2616
2287
2706
1983
2022
2184
1978
1978
1828
1638
1892
1899
2305
1828
1638
1698
1899
1698
2284
2472
1899
1698
2356
2747
2401
2842
2082
2123
2294
2077
2077
1919
1720
1986
1993
2420
1919
1720
1783
1993
1783
2398
2595
1993
1783
2473
2884
2521
2984
2187
2230
2408
2181
2181
2015
1806
2085
2093
2541
2015
1806
1872
2093
1872
2518
2725
2093
1872
2597
3029
2647
3133
2296
2341
2529
2290
2290
2116
1896
2190
2198
2668
2116
1896
1966
2198
1966
2644
2861
2198
1966
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Exhibit B
HANAGEUENT COUPENSATION PLAN
1. 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 City
Attorney are h ired by and respons ib le d i rect I y to the City Counci 1 . 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 Counci I.
II. SCHEDULE OF BENEFITS
A. LIFE INSURANCE. All management personnel shall receive City paid life
insurance in an amount equa 1 to two times the bas ic yearly earn i ngs. To
determine benefits, the amount of insurance is rounded to the next higher
$1,000 multiple, unless the amount equals a $1,000 multiple.
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 CONTRlBUTION. All management employees shall have their
portion of the retirement contribution to the Public Employees' Retirement
System pa id by the City, on the same bas is as other employees of their
respective departments, as provided by Government Code Section 20615.
0. 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 cred it for such service for the purpose of computing
vacation at the discretion of the City Manager. All management emp!oyees
shal I be permitted to accumulate up to and includ i ng 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 ion.
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E. EXECUTIVE LEAVE. All management personnel shall be eligible to earn
executive leave, except the positions of the Pol ice Captain and Pol ice
Lieutenant. A maximum of 56' hours per year are el igib.le for executive
leave. Executive leave wi I1 be cred ited to each management level employee
as hours are earned as determined by the administrative policy established
by the City Manager.
As of July 1, 1986, al I management employees wil I be required to earn
executive leave on an hour per hour basis.
The City Manager is authorized to pay overtime to any management emp I oyee
who is required to work extended hours due to emergencies such as fires,
storms, floods, or other emergencies. The position of Police Lieutenant
shal 1 receive overtime at the rate of time and one-ha! f for actual hours
worked.
F. SICK LEAVE. All management personnel shall be granted sick leave on a
bas is 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 shal 1 be
permitted to convert up to twelve (12) hours of sick leave and
uncompensated sick leave to vacation at a rat io of three (3) s ick 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 wil 1 be added to the existing
iota 1 .
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 empIoyee shall receive thirty (30) working days
salary computed at the salary range of the employee at the time of
separation.
1. HOLIDAYS. All management employees except for the position of Police
Lieutenant, shal I 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 shal I receive time and one-
half for al I hol idays actual ly worked.
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J. MEDICAL, DENTAL AND VISION INSURANCE. The City agrees that
the insurance premium cost wi 1 I be apportioned so that 80% of the premium
payment wi 1 I be paid by the city and' 20% wi I I 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
s ha 1 I be requ ired to authorize the re1 ease of a copy of the resu Its 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 cond it ions upon the use of any p I an.
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.
Ill. MANAGEMENT SALARY SCHEDULE.
The management salary sched u le, attached hereto as Exh i b i t 6, shal 1
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 bonus payments
not to exceed 10% in January. Salary adjustments with in 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.
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” @Page 2 of 2 CITY OF CARLSBAD
COUNCIL POLICY STATEMENT
Policv No. 36
Date Issued 8-15-89
General Subject: MANAGEMENT SALARIES Effective Date 8-!5-89
Specific Subject: Management Salary Ranges and Management Salary Ranges Cancellation Date Non
Supercedes No. 36
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Copies to: City Council, City Manager, City Attorney, Department and Division Heads, Employee Bulletin Boards, Press, File
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B. A salary survey shall be conducted as described herein between S
15 and November 15 each year. Salary ranges as prescribed by th shall be presented to Council for consideration and may become e January 1 the following year.
C. The survey shall consist of the top step of each salary range positions indicated in part 6E below. The agency with the highesl lowest top step shall be eliminated when determining the range of tc
I D. The top step of the City’s salary range for the surveyed positio be set at 90% of the range defined by the high and low cities as de in 6C. The City Attorney which shall be benchmarked at 95% of
Manager’s salary.
E. The following benchmark positions should be included in the salarj
City Manager Finance Director P1 anning Di rc Assistant City Manager Personnel Director Bui 1 ding Dire
Pol ice Chief Library Director City Engineer
Fire Chief
F. No employee shall lose pay if their salary range is decreased du sal ary survey.
7. A. The City Manager shall determine which positions included in the SI
comparable to management positions within the City of Carlsbad.
B. , When a City of Carl sbad management position has not comparable PO:
the salary survey, the City Manager shall analyze the responsi bil i duties of such position and shall recommend placement within the m; compensation pl an.
8. The City Manager may from time to time recommend range and salary ad, in excess of 10% for certain specific management titles based on ur events, changes in agreements with other bargaining units, or considerations. Salary increases for individual managers affected adjustments wi.11 be governed by Section 3 of this policy. The City may perform the tasks.assigned to the City Manager for the Assist Attorney.
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&& vi-1 of 2- CITY OF CARLSBAD
COUNCIL POLICY STATEMENT
Palicv No. 36
Date Issued 8"15-89
IGeneral Subject: MANAGEMENT SALARIES Effective Date 8-15"89'
Specific Subject: Management Salary Ranges and Cancellation Date b-~e Management Salary Ranges (1s Supercedes No. 36 1/6
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 ranges and the administration of management salary increases.
STATEMENT OF POLICY
1. Management salary ranges shall be comprised of six steps (5%) between st
2. Salary merit increases and/or bonus payments shall be no more than 10% per with the exception that any manager who is below the bottom of his or her range, or an inequitable relationship exists, may receive an increase of
10% based on evaluation of performance. Further, any manager at the top range may be granted up to a 5% merit increase above the existing range on performance. Authority to grant increases beyond the range would December 31 of the pay pl an year.
3. General across the board salary increases granted to mi scell aneous bargaining units shall be passed through to miscellaneous management empl the City Manager, and the City Attorney.
General across the board salary increases granted to pol ice and firc bargaining units shall be passed through to police and fire management empl
4. Merit increases for the City Manager, the City Attorney, and all other mana employees will generally occur in January and general across the adjustments will occur as they are granted to the other city bargaining
5. Managers will be eligible to earn executive lease up to 56 hours per yea basis of one hour worked for one hour earned.
6. Salary range adjustments shall be recommended annually by the City Manag a1 1 management employees based on the following criteria:
A. The salary survey shall be limited to the Cities of Oceanside, Escc La Mesa, El Cajon, Chula Vista, National City, and Coronado. The C Carlsbad .salaries shall be shown in comparison with the survey data