HomeMy WebLinkAbout1991-03-26; City Council; Resolution 91-97v
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RESOLUTION NO. 91-97
A RESOLUTION OF THE CITY COUNCIL OF THE CITY
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 Council
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 heretc
as Exhibit B, is hereby approved and adopted.
4. That the Management Salary Plan attached hereto as
Exhibit C, is hereby approved and adopted.
111
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PASSED, APPROVED, AND ADOPTED at a regular meeting of the
Carlsbad City Council, held on the 26th day of March
1991, by the following vote, to wit:
9
AYES: Council Members Lewis, Larson, Nygaard and Stanton
NOES: None
ABSENT: Council Member Kulchin
ATTEST:
A= A- RA~TENG~ I;! --
1 (SEAL)
JLUILDLI n 0 0
Page 1 of 2
Policv No. 36
Date Issued March 26,
Effective Date March 26 General Subject: MANAGEMENT SALARIES Cancellation Date No
SuPersedes No. 36 (is
21
CITY OF CARLSBAD
COUNCIL POLICY STATEMENT
Specific Subject: Management Salary Ranges and
Management Salary Schedules
Copies to: City Council, City Manager, City Attorney, Department i
Divisions Heads, Employee Bulletin Boards, Press, File
PUReOSE
To establish an orderly and objective process for the setting of managemf ranges and the administratton of management salary increases.
STATEMENT OF POLICY
'1. Management salary ranges shall be comprised of six steps (5%) betwe
2. All management employees are eligible to receive merit increases an awards for performance of up to a maximum of 10% per year, regardle position in the salary fange. Upon City Manager approval, any mana employee whose salary is at the top of the range may be granted a n increase of up to 5% above the top of the existing range, and/or uc maximum of 5% of his/her salary in a cash award based upon perform: cumulative award above the top of the range shall not exceed 10%.
3. General across the board sal ary increases granted to mi scell aneous bargaining units shall be passed through to nl scell aneous managemer employees, the City Manager , and the Cl ty Attorney.
General across the board salary increases granted to police and fi bargaining units shall be passed through to police and fire manage1 employees .
4, Merit increases for the City Manager, the CIty Attorney, and all o managemant employees will generally occur in January and general a board adjustments will occur as they are granted to the other city units.
5. Managers will be eligible to m executive leave up to 56 hours I: 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 followlng criteria:
A. The salary survey shall be limited to the Cities of Oceansfd La Mesa, El Cajon, Chula Vista, National City, and Coronado. Carlsbad salaries shall be shown In comparison with the surv
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Page 2 of 2 CITY OF CARLSBAD
COUNCIL POLICY STATEMENT Policy No. 36 Date issued March i
Effective Date Marc
General Subject: MANAGEMENT SALARIES Cancellation Date
Supersedes No. 36
Specific Subject: Management Salary Ranges and
Management Salary Schedules
Copies to:
B.
City Council, City Manager, City Attorney, Departmen
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 becorr
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 s survey:
City Manager Finance Director P1 ann i ng Assi stant City Manager But 1 dl ng Pollce Chief Library Director City Engii Fire Chief
No employee shall lose pay if their salary range is decreased salary survey.
The City Manager shall detemine which positions included in are comparable to management positions within the City of Car
When a City of Carlsbad management position is not comparable positlon in the salary survey, the City Manager shall analyze responsibilities and duties of such position and shall recomm placement withfn the management conpensation plan.
8. The City Manager may from time to time reconmend range and salary i in excess of 10% for certain specific.nanageiwnt titles based on UI events, changes in agreements with other bargaining units, or markc considerations. Salary increases for individual managers affected adjustments will be governed by Section 3 of this policy. The Cit: may perform the tasks assigned to the City Manager for the Assistai
Attorney and the Deputy City Attorney.
C.
0.
E.
Human Resources Dlr.
F.
7. A.
B.
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Exhibit B
Resolution No. q/e 9q
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. DEF INITIONS
1. Manaaement Employees. Management employees are defined
under the provisions of Carlsbad Municipal Code Section
2.48.030 (7).
2. Citv Counc iI Appo inted Emplovees . 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 INSURA NCC. All management personnel shall receive city pail
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. RETIR EMENT CONTRIBUTION. All management employees shall ha\
their portion of the retirement contribution to the Public
Employees' Retirement System paid by the City, on the same basi
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as other employees of their respective departments, as provided
by Government Code Section 2061 5.
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 even
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 1
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 1
granting vacation .
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EXFCUTIVF 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. Executive leave will be credited to each management leve
employee as hours are earned as determined by the administrativ
policy established by the City Manager. The position of Police
Lieutenant shall receive overtime at the rate of time and one-ha
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 hour:
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 SICK L EAVE 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 01
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. SE PARATION C (OMPENSATION. 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 th
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schedule of eleven (11) holidays as 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.
H HEALTH BENEFITS. The City agrees that the health plan premium
cost will be apportioned according to the following schedule:
s&wuu Cltv Emplovee
Employee Only 90% 10%
Employee + 1 Dependent 85% 15%
Employee + 2 Dependents 80% 20%
I. ANNUAL PHYSICAL EXAMINATION AND/OR PHYSICAL FITNESS
JESTING (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'k 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 ni
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 disabili
e @
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 any
particular plan and to impose specific conditions upon the use of
any plan.
L. HEALTHY EMPLOYEE AWARD. The Healthy employee Award is earne
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.
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 fc
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 minimui
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 ha\
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 maximu
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 4) 0
* MANAGEMENTSALARYSCHEDULE
BIWEEKLY PAY EXHIBIT C.
January 1, 1991
STEP STEP STEP STEP STEP
POSITION 1 2 9 4 5. AQUATIC SUPERVISOR 1,598 1,678 1,762 1,850 1,942 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 U/M DIRECTOR 2,185 2,294 2,409 2,529 2,656
BUILDING MAINT SUPERINTENDENT 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 i? 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 MAlNT SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171
EQUIPMENT MAlNT SUPERVISOR 1,598 1,678 1,762 1,850 1,942
EXECUTIVE ASSISTANT 1,673 1,756 1,844 1,936 2,033
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
HOUSING & REDEVELOPMENT DIRECTOR 2,541 2,668 2,802 2,942 3,089
HUMAN RESOURCE ANALYST 1,363 1,431 1,502 1,577 1,656
HUMAN RESOURCE ASSISTANT 1,229 1,291 6,355 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
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 :
FINANCE DIRECTOR 2,475 2,599 2,729 2,865 3,009
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CITY OF CARLSBAD
BIWEEKLY PAY EXHIBIT C.
January 1 , 1991
1 MANAGEMENTSALARYSCHEDULE
STEP m STEP STEP STEP S-
PARK SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171 2
PARK SUPERVISOR 1,598 1,678 1,762 1,850 1,942 7
PARKS AND RECREATION DIRECTOR 2,325 2,442 2,564 2,692 2,827 i
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 DIRECTOR 1,930 2,027 2,128 2,234 2,346
RECREATION SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171
POSITION 1 a b - 4 5
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
UTI LIT1 ES MA1 NT SUPERINTENDENT 1,786 1,876 1,969 2,068 2,171
WATER MAlNT SUPERVISOR 1,598 1,678 1,762 1,850 1,942