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3. Position Classification/Pay Compensation Plan.3 The "Cube" goes here. D. Procedure for Establishing Salary Adjustments 1. The responsibility for initiating a salary adjustment recommendation is delegated to the immediate supervisor. All recommendations must be approved by the department head before referral to the City Manager for review and approval. Note: This page is from the "Position Classification/Pay Compensation Plan." The council will be reviewing /readopting this document in December. Councilman Berquist suggests wordage changes similar to that shown below. Councilman Senn may also request additional changes. All department head reviews, including goals to be accomplished in the next year, are to be submitted to the 1it�- council prior to any pay adjustment for them. Department head review of the city council's performance is suggested. 2. The City Manager shall be responsible for administering and approving salary adjustments under this plan. E. Salary Adjustments Resulting from Promotions The objective is to provide a promoted employee with a salary adjustment sufficient to bring the salary within the new salary range. Such an adjustment would normally be made at the time of promotion, or within a reasonable period if a question as to qualifications for the position is involved. A realistic promotional adjustment should be made in connection with each promotion. The adjustment, however, should not result in a salary which would exceed the midpoint established for the position. Promotional increases shall not exceed twice the maximum increase provided in the cube at 12 month intervals. Any promotional increase that exceeds such shall be staged over whatever number of years to bring the average yearly promotional increase in conformity to the above stated policy. (This shall be adjusted if more than 4 years would be required). Promotional increases shall not affect the intent of the compensation plan to allow employees to move within their range based on performance. As such, a performance review may occur 6 months following a promotional increase; however, the effects of that 6 month review shall be considered at the time that the second or third annual increase portions of a staged promotional increase is to become effective, i.e. the second or third year staged promotional increase will be reduced or eliminated if any 6 month interval adjustment brings the employee into the range for the new position. F. Hiring Rates/New Employees New employees should be hired within the lower quartile of the range for their position - considering education and experience required. Exceptions to this general rule would be appropriate in the following situations: 1. An individual whose qualifications are less than normally required for the position may be hired, promoted, or placed on an "acting" capacity at a rate somewhat below the established minimum. Such an employee should be brought within the range through an accelerated adjustment when he or she meets the normal minimum requirements for the position. 2. An individual may be hired higher in the range where previous experience or more than normal qualifications make a higher rate appropriate, or when market conditions are such that persons with the required qualifications are not available at rates in the lower portion of the range. Such higher hiring rate should normally not exceed the range midpoint. The City Manager may use discretion when negotiating salary/benefits when hiring Department Heads - such being consistent with the purpose and intent of this plan. 3. New employees shall serve a six month probationary period and, if performance is less than adequate, termination may occur; or, the probationary period may be extended for an additional six month period. G. Council Review The City Manager's position shall be reviewed by the City Council on or before the completion of the probationary period and on a yearly basis thereafter. H. Salary Adjustments Resulting from Pay Equity Establishment of pay equity for all positions found to be in non - conformance with the State mandated comparable worth standards shall be brought into conformance within a maximum four year period. The date of the employees next regular 6 month interval review period shall be used as the date for a promotional increase to conform to the Pay Equity Act. The methodology established under Section E - Salary Adjustments Resulting from Promotions shall apply until the employee reclassified under the Comparable Worth Act has been brought within the range for the reclassified position. Comparable worth standards do not assure any employee that they will be at the midpoint for their position. Comparable worth only assures an employee that the City will establish a pay range having pay equity with all positions having similar worth within the City. An employee's ability to move upwards within the range for his or her position shall be solely based on the performance of that individual and shall be administered similar to all positions within the City. I. Part Time Employees, Reimbursement Policies 1. All part time employment shall be in accordance with the approved budget. 2. Part time employees shall be paid in accordance with the responsibilities for the job and in accordance with the position range for that responsibility level. 3. Only permanent part time employees, equaling or exceeding 24 hours per week shall receive pro -rated employee benefits, i.e. vacation accrual, holidays (regular part-time employees working thirty -two hours per week shall receive six hours pay per holiday), sick leave, etc., based on the number of regularly scheduled hours worked in comparison to a 40 hour work week. 4. The City will abide by all state /federal regulations in regards to hourly pay for youth employment as well as minimum pay. 5. The above policies shall not apply to youth employees hired for seasonal employment. The City Manager shall set salary ranges for youth employees considering pay requirements with the state /federal governments, type of work to be performed, tenure, and budgetary constraints.