HomeMy WebLinkAbout90-182 - ADMIN Resolution - City Council - 1990/12/17r
RESOLUTION NO.90-182
A RESOLUTION REVISING THE POSITION CLASSIFICATION AND SALARY PLAN
AND AMENDING RESOLUTION NO. 89-129 EFFECTIVE
JANUARY 1, 1991
WHEREAS, as authorized by Section 3-301 of the St. Louis Park
Ordinance code, the City Council has established the "Position
Classification Plan and Salary Administration Program for the
City of St. Louis Park, Minnesota"; and
WHEREAS, Section 3-301 provides that as often as necessary, the
Position Classification and Salary Plan shall be reviewed and
revised by the Council; therefore
BE IT RESOLVED by the City Council of the City of St. Louis Park
that the salary structure for office, technical, maintenance,
administrative, supervisory, management, part-time, temporary and
seasonal classifications as shown in the Position Classification
and Salary Plan for the City of St. Louis Park, Minnesota, be
amended as shown in the attached Exhibit A.
Adopted by the City Council December 17, 1990
) Adr, -
Mayor
Attest:
City Cler 1.4.7.
Reviewed for administration: Approved as to form and execution:
City Manager
CITY OF ST. LOU I S PARK
SALARY POLICY GUIDELINES
I. OBJECTIVES
A. To develop and maintain salary structures which will
enable the City of St. Louis Park to attract and
retain qualified and desirable personnel essential for
effective operations now and in the future.
B. To provide incentive through a sound program of salary
administration which will encourage development of the
potential ability of each employee.
C. To have a program of salary administration with
flexibilities sufficient to meet current and changing
economic and competitive conditions.
D. To maintain salary relationships among positions which
are internally consistent in recognizing the important
relative differences in position requirements.
E. To recognize and re-evaluate positions where
responsibilities have changed noticeably and
permanently.
F. To establish and maintain the salary levels which
compare with the salaries of positions with similar
responsibilities within the City.
II. SALARY STRUCTURES AND PRINCIPLES OF APPLICATION
A. Salary Structure
1. The structure shall consist of salary ranges which
progress in an orderly alignment from the lowest
to the highest responsibility level positions.
2. The overall structure will be reviewed annually
and adjustments made, as justified, to ensure
competitive salary levels are maintained.
3. Positions determined to have comparable value
shall also have the potential to attain a
comparable maximum salary.
4. Salary tables are adjusted annually based on
market, economic and other factors.
B. Salary Ranges
Minimum Maximum
Zone 1
Zone 2 Zone 3
1. The level of demonstrated performance in relation
to overall delegated responsibilities of the
position is the principal determinant of where an
individual's salary falls in the assigned salary
range.
2. The percent spread of the salary ranges increases
progressively to recognize outstanding performance
at higher responsibility levels.
3. Salary payments below the minimum wage rate may
be made where the new hire, promoted or
reclassified person does not have the experience
and/or background required for the position. Such
a person will be considered as being in a status
of "qualifying" for the particular position.
Final appointment to the higher position shall be
based on goals to be achieved within a prescribed
time frame.
4. Zone 1 -- This salary zone provides fair and
equitable compensation for those employees who
meet any of the following criteria: are new in
the position, have been reclassified from a lower
responsibility level, are in a development stage,
or have a definite area of weakness in
performance. Promotion from this zone shall be
based on performance, not length of service.
5. Zone 2 -- This salary zone provides opportunity to
recognize those employees who consistently perform
in a manner which "meets or exceeds performance
requirements" of the position. Promotion from
this zone shall be based on performance, not
length of service.
6. Zone 3 -- This salary zone is reserved for those
employees who perform in a consistently
"outstanding" manner all the accountabilities and
responsibilities of their position. Promotions to
a higher responsibility level based on performance
or length of service are prohibited.
III. ADMINISTRATIVE PROCEDURES AND POLICIES
A. Responsibility for Administration
1. The City Manager shall be accountable to the City
Council for the overall administration of the
salary program, and will report on such
administration annually or more often, as
requested.
2. The City Manager may delegate to the Personnel
Officer responsibility for certain defined areas
of salary administration, such as:
a. Working with administrative and supervisory
personnel to maintain position responsibility
write-ups in a current status and keep
accurate salary records.
To follow through and ensure an accurate
position responsibility write-up is prepared
for each new position or updated where
substantial changes have been made in
responsibilities assigned existing positions.
b. Providing counsel and guidance to department
head personnel, as requested or required,
regarding interpretation and administration
of the salary, comparable worth and related
performance review programs.
c. Making periodic analyses and summarizations
of the status of the salary program for the
information and guidance of the City
Manager.
3. The overall salary structure and supporting
administrative policies will be reviewed annually
by the City Manager with appropriate reporting to
the City Council relative to the status of the
program.
B. Salary Adjustments Based on Performance
1. The performance review program provides a planned
and orderly means of evaluating individual
performance in a position in relation to the
areas of accountability as defined in each
position responsibility write-up. Performance
reviews may be scheduled independent of salary
reviews.
3
1
2. Salary adjustments must be made based on a
current performance review. The performance
review must have been conducted within six months
of the salary adjustment.
* Note: The term "Performance Review" as used in this policy
statement means a "person to person" discussion of on -
job performance.
C. Frequency of Salary Adjustments
1. "Regular" employees shall have their salary
reviewed once per year. The effective date of a
substantiated adjustment shall be January 1,
unless approved otherwise by the City Manager
when extraordinary instances occur.
2. "Probationary" employees shall have their salary
reviewed at the end of successful completion of
their probation. Adjustments, if any, shall be
based on performance as allowed by the
appropriate table. Employees with "probationary"
status on January 1 may receive an adjustment
equal to the percent adjustment given to that
responsibility level effective January 1.
D. Salary Adjustments Based on Position Reclassification
Positions which receive an increase in responsibility
level shall receive a salary adjustment only if the
previous salary is below the minimum salary of zone 1
within the new responsibility level.
salaries - policy.salary
GUIDELINES FOR ADMINISTERING SALARY ADJUSTMENTS
1. Salary adjustment must be substantiated by a recent
performance review or through the reclassification
process.
2. Increases are to be based on performance as allowed
by the appropriate table.
A. Employees "earn" their adjustments and are not
"given" by the supervisor.
B. "Standard" increases for department employees
should be avoided.
C. "Pots of money" should not be the basis for
designating adjustments.
3. Increases are personal items and should be treated
by the supervisor as such. Remember: You are
communicating the single most important
informational item to the employee; you are making a
statement pertaining to their worth as an employee.
4. The adjustment should be communicated in person by
the supervisor only when the Personnel Action Form
(PAF) has been approved and returned by Personnel.
5. The responsibility for
adjustment recommendation
immediate supervisor. All
approved by the department
the City Manager for review
6. Salary adjustments shall
Salary Policy Guideline.
Nov. 1989
salaries - policy. salary
initiating a salary
is delegated to the
recommendations must be
head before referral to
and approval.
comply with the City's
CITY OF ST. LOUIS PARR
1991
JOB CLASSIFICATION CHART
SUPERVISORWADNINISTRATIVE/MANAGENERZ POSITIONS
Level Admin.
Community Police/
Finance Develop. Fire Inspections
Public
Works
Recreation
18 City Mgr
17
16
15
14 Personnel
Officer
13 MIS
Coord
12 City
Clerk
11
10
9
8 Communication
Specialist
Finance
Director
Asst Fin
Director
City
Assessor
Comms Dev Police
Director Chief
Fire Inspections
Chief Director
Planning Lt Supv/Insp
Coordinator
sgt
Asst Fire
Chief
Housing Office
Manager Manager
PW Dir
3/
Supt
Water/
Supt
Strts/
Supt
EguiP/
Supt
Asst to
City Engr.
Facil
Mtce
Foreman
Traffic
Foreman
Agin
Assistant
Parks/Rec
Director
Parks/
Supt
Manager
Naturalist
Rec Ctr
Manager
Recreation
Supervisor
Forester/
Supervisor
CITY OF ST. LOUIS PARK
1991
JOB CLASSIFICATION CSFB
OFFICE POSITIONS
Level Admin
Finance
Community Police/
Develop. Fire Inspections
Public
Works Recreation
8 Admin.
Secretary
7
6
•
5
4
Personnel
Secretary
Sr. Records
Clerk
OS Opr./
Purchasing
Clerk
Switchboard/
Receptionist
Housing
Assistant
Secretary
Sr Util.
Clerk
Payroll
Clerk
Treasurer
Utility Secretary
Clerk
Actg. Clk.
Accounts
Payable Clk.
Sr. Assess. Clk.
TYPE/
Data Entry
Clerk
Dead
Dispatcher
Admin.
Analyst
Sr Records Secretary PW P & R
Clerk Secretary Secretary
CSO Coord.
Comm./Opr. Clerk
Fire/Civil
Defense Clk.
Secretary
Data Entry Secretary
Clerk
Records
Clerk
Clk./'Typist
Recept./Clerk
CSO
MSC Sec
Engr Sec
Data Services
Assistant
Utility
Secretary
Recep./
Clerk
WWH
Sec.
CITY OF ST. LOUIS PARR
1991
JOB CLASSIFICATION CHART
BOUNBMQUICE AND TECHNICAL POSITIONS
Community Police/ Public
Level Admin Finance Develop. Fire Inspections Works Recreation
T-7 Accountant
T-6
Commercial
Appraiser
ser
T-5 Residential Planner/
Appraiser Designer
Inspector
mgr Naturalist
Tech III
Right -of -Way Computer
Agent Tech
T-4 Rec Ctr Mtc
T-3 Video Assessing Rec Ctr
Producer Technician Mtce II
T-2
T-1
salaries - class. chart
1991
CITY OF ST. LOUIS PARK
INCREASE GUIDE CHART
FOR
REGULAR OFFICE, TECHNICAL, MAINTENANCE AND SUPERVISORY CLASSIFICATIONS
SUMMARY EVALUATON
OF
OVERALL PERFORMANCE
CURRENT PAY ZONE
(From Previous
Performance Review) ZONE 1
ZONE 2 ZONE 3
I OUTSTANDING
Up To Up To Up To
9% 8% 7%
II EXCEEDS REQUIREMENTS
Up To Up To Up To
8% 7% 6%
III SATISFACTORY
Up To
6.5%
Up To
5.5%
Up To
4.5%
IV NEEDS IMPROVEMENT
Up To Up To Up To
3% • 3% 3%
Re- Evaluate In Three Months
V UNACCEPTABLE 0 0 0
1991
CITY OF ST. LOUIS PARK
INCREASE GUIDE CHART
FOR
SUCCESSFUL COMPLETION OF PROBATION
SUMMARY EVALUATON
OF
OVERALL PERFORMANCE
CURRENT PAY ZONE
(From Previous
Performance Reivew) ZONE 1
ZONE 2 ZONE 3
I OUTSTANDING
Up To Up To
10% 9%
0
II EXCEEDS REQUIREMENTS
Up To Up To
9% 8%
0
III SATISFACTORY
Up To Up To
7% 6%
0
IV NEEDS IMPROVEMENT
Consider Re -Evaluating in Three Months
3% 3% 0
Consider Alternatives
V UNACCEPTABLE 0 0 0
•
CITY OF ST. LOUIS PARK
SALARY TABLES
1991
OFFICE POSITIONS
RESPONSIBILITY
LEVEL ZONE 1 ZONE 2 ZONE 3
I
II
III
IV
V
VI
VII
VIII
12,901 13,810 13,811 15,731 15,732 16,626
496.20 531.16 531.20 605.04 605.08 639.48
6.20 6.64 6.64 7.56 7.56 7.99
14,407 15,511 15,512 17,638 17,639 18,703
554.12 596.56 596.60 678.40 678.44 719.36
6.93 7.46 7.46 8.48 8.48 8.99
15,653 16,885 16,888 19,192 19,194 20,494
602.04 649.44 649.52 738.16 738.24 788.24
7.53 8.12 8.12 9.23 9.23 9.85
17,632 18,755 18,756 23,274 21,533 23,274
678.16 721.36 721.40 895.16 828.20 895.16
8.48 9.02 9.02 11.19 10.35 11.19
19,092 20,650 20,651 23,830 23,831 25,400
734.32 794.24 794.28 916.52 916.56 976.92
9.18 9.93 9.93 11.46 11.46 12.21
20,430 22,169 22,170 25,608 25,609 27,373
785.76 852.64 852.68 984.92 984.96 1052.80
9.82 10.66 10.66 12.31 12.31 13.16
21,520 23,375 23,658 27,178 27,179 29,047
827.68 899.04 909.92 1045.32 1045.36 1117.20
10.35 11.24 11.37 13.07 13.07 13.97
22,584 24,648 24,649 29,009 29,010 30,722
868.60 948.00 948.04 1115.72 1115.76 1181.60
10.86 11.85 11.85 13.95 13.95 14.77
SPREAD
f
29%
30%
31%
32%
33%
34%
35%
36%
T-1
CITY OF ST. LOUIS PARK
1991 SALARY STUCTURES
MAINTENANCE AND TECHNICAL
19,703 20,893 20,894 23,276 23,277 24,432
757.80 803.56 803.60 895.24 895.28 939.68
9.47 10.04 10.05 11.19 11.19 11.75
T-2 21,124 22,521 22,522 25,266 25,267 26,618
812.48 866.20 866.24 971.76 971.80 1023.76
10.16 10.83 10.83 12.15 12.15 12.80
T-3 22,578 24,191 24,192 27,315 27,316 28,901
868.40 930.44 930.48 1050.56 1050.60 1111.56
10.86 11.63 11.63 13.13 13.13 13.89
T-4 25,076 26,966 26,967 30,701 30,702 32,601
964.48 1037.16 1037.20 1180.80 1180.84 1253.88
12.06 12.96 12.97 14.76 14.76 15.67
T-5 27,751 29,975 29,976 34,420 34,421 36,633
1067.36 1152.88 1152.92 1323.84 1323.88 1408.96
13.34 14.41 14.41 16.55 16.55 17.61
T-6 31,036 33,636 33,637 38,910 38,911 41,584
1193.68 1293.68 1293.72 1496.52 1496.56 1599.40
14.92 16.17 16.17 18.71 18.71 19.99
T-7 34,428 37,029 37,030 42,302 42,303 46,823
1324.16 1424.20 1424.24 1627.00 1627.04 1800.88
16.55 17.80 17.80 20.34 20.34 22.51
24%
26%
28%
30%
32%
34%
36%
•
RESPONSIBILITY
LEVEL
VIII
IX
X
XI
XII
CITY OF ST. LOUIS PARK
1991 SALARY STRUCTURES
SUPERVISORY/ADMINISTRATION/MANAGEMENT
ZONE 1 ZONE 2
23,269 25,008
894.96 961.84
11.19 12.02
25,778 27,778
991.48 1068.40
12.39 13.36
29,336 31,682
1128.32 1218.52
14.10 15.23
33,343 36,095
1282.44 1388.28
16.03 17.35
35,226 38,023
1354.84 1462.44
16.94 18.28
25,009 28,605
961.88 1100.20
12.02 13.75
27,779 31,772
1068.44 1222.00
13.36 15.28
31,683 36,378
1218.56 1399.16
15.23 17.49
36,096 41,592
1388.32 1599.68
17.35 20.00
38,024 44,107
1462.48 1696.44
18.28 21.21
ZONE 3 SPREAD
28,650 30,248
1101.92 1163.40
13.77 14.54
31,773 33,771
1222.04 1298.88
15.28 16.24
36,379 38,724
1399.20 1489.40
17.49 18.62
41,593 44,346
1599.72 1705.60
20.00 21.32
44,140 47,204
1697.68 1815.52
21.22 22.69
30%
31%
32%
33%
34%
t
XIII
XIV
XV
XVI
XVII
XVIII
CITY OF ST. LOUIS PARK
1991 SALARY STRUCTURES
SUPERVISORY/ADMINISTRATION/MANAGEMENT
38,107 41,444 41,445 48,108
1465.64 1594.00 1594.04 1850.32
18.32 19.93 19.93 23.13
41,646 45,393 45,394 52,610
1601.76 1745.88 1745.92 2023.48
20.02 21.82 21.82 25.29
46,385 50,673 50,674 59,251
1784.04 1948.96 1949.00 2278.88
22.30 24.36 24.36 28.49
52,587 57,578 57,579 67,570
2022.56 2214.52 2214.56 2598.84
25.28 27.68 27.68 32.49
61,774 68,721 68,723 82,622
2375.92 2643.12 2643.20 3177.76
29.70 33.04 33.04 39.72
74,657 81,606 81,607 95,107
2871.44 3138.68 3138.72 3657.96
35.89 39.23 39.23 45.72
48,109 51,445
1850.36 1978.64
23.13 24.73
52,892 56,638
2034.32 2178.40
25.43 27.23
59,252 63,548
2278.92 2444.16
28.49 30.55
67,571 72,570
2598.88 2791.16
32.49 34.89
82,623 87,101
3177.80 3350.04
39.72 41.88
95,174 107,506
3660.52 4134.84
45.76 51.69
35%
36%
37%
38%
41%
44%
• • t
CITY OF ST. LOUIS PARK
1991
TEMPORARY AND SEASONAL EMPLOYEES
LEVEL/
POSITION A B C D E F
=11 --- --- --- --- --
P-1 4.44 4.61 4.86 5.15 5.38 5.62
CONCESSIONS
TICKETS
RINK GUARD
CLERICAL AIDE
P-2 4.86 5.15 5.38 5.62 5.96 6.25
PLAYGRND LDR I
WARMINGHOUSE
LIFEGUARD
RECEPTIONIST
P-3 5.56 5.86 6.09 6.49 6.78 7.07
SURVEY AIDE
FIELD ENUMERATR
LABORER
C.S.O.
CLERK/TYPIST
P-4 5.72 6.09 6.31 6.73 7.07 7.42
SESONL.NATRLST.
PLYGRND LDR II
HD. LIFEGUARD
MTCE.LEADWRKR
P-5 7.03 7.74 8.43 9.14 9.84 10.55
WEED INSPECTOR
MTCE SPCLIST
INTRPRTV SPCLST
PLYGRND SPCLST
SKATNG INSTRCTR
INTERNS