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HomeMy WebLinkAbout17-012 - ADMIN Resolution - City Council - 2017/01/03RESOLUTION NO. 17-012 RESOLUTION APPROVING NEW PAY GRADES FOR BENEFIT EARNING POSITIONS; AMENDING THE COMPENSATION PLAN; APPROVING 2017 COMPENSATION FOR NON-UNION EMPLOYEES; CONTINUING PARTICIPATION IN THE VOLUNTEER FIREFIGHTER BENEFIT PROGRAM; AND ELIMINATING THE PERFORMANCE PROGRAM PAY FOR PAID -ON-CALL FIREFIGHTERS WHEREAS, the city council established and approved, by Resolution, the Position Classification and Compensation Plan for the City of St. Louis Park, and Section VIII -C of such Plan directs the city manager to approve the standard adjustment to the Plan; and WHEREAS, the city council wishes to adopt policies for city employees and has conferred upon the city manager the power to establish and administer additional administrative policies and rules as may be appropriate for the employment practices of the city; and NOW, THEREFORE BE IT RESOLVED that the City Council of the City of St. Louis Park: A. Confirms the consultant's recommendation for a new job evaluation system and associated pay grades for all benefit -earning positions, attached as Appendix A. B. Amends the Compensation Plan that was originally established by Resolution 97-160 and amended by Resolution 98-145, attached as Appendix B. C. Confirms city manager's decision to implement a standard adjustment of 2.75% to the updated Compensation Plan and associated updated pay grades identified in A and B above, effective January 1, 2017 for non-union employees. B. The city manager's salary will remain at 2016 levels until council approves an annual performance evaluation. C. Approves continuation of participation in the Volunteer Firefighters' Benefit Association of MN Benefit Program for 2017, consistent with Resolution 05-150. D. Approves elimination of the Paid -on -Call Firefighters Performance Program, effective January 1, 2017. Revie ed for Administration: Adopted by the City Council January 3, 2017 City Manager Attest: _-D Meliss Kennedy i y lerk Resolution No. 17-012 -2- Appendix A: New Benefit -Earning Pay Grades for 2017 As Recommended By Consultant CURRENT CONSULTANT RECOMMENDATION 12/24/16 Value Position Title Grade Position Title 47 Custodian 100 1 Custodian 51 Customer Service Representative 55 Accounting Clerk: Cash, AP Graphic Designer Office Assistant - Ops & Rec, Inspections, MSC Office Assistant II - Police Dept. Program Producer— Cable Secretary/Program Aid W WH UB Customer Service Representative 57 Engineering Aide Permit Technician 58 CSO Coordinator Public Service Worker 61 Assessing Technician Department Secretary: Fire Housing Office Assistant Maintenance Technician [HA] Equipment Mechanic Office Assistant III - Police Dept. Office Asst: (Adm, Records, Engineering) Plant Operator Solid Waste Field Inspector Solid Waste Program Specialist Wellness & Volunteer Coordinator 63 HR Technician Payroll Specialist 64 Dispatcher 65 Senior Office Assistant: CD, Ops & Rec Civic TV Coordinator Community TV Coordinator Public Works Info. Systems Specialist 66 Naturalist 1@50%, 1@75%, 1 FT Firefighter Public Housing Specialist 68 Associate Planner Communications Coordinator Community Liaison Economic Development Specialist Engineering Technician 11 Customer Service Representative 110 Accounting Clerk: Cash, AP Office Assistant (Ops & Rec, Insp, MSC) Office Assistant II Police Fire Dept Secretary Graphic Designer Program Producer - Cable Secretary/Program Aide W WH UE Customer Service Representative 120 1 Assessing Technician CSO Coordinator Office Assistant: Admin, Records, CD, Eng, Housing Engineering Aide Maintenance Technician Office Assistant III Police Permit Technician Public Service Worker —All Solid Waste Field Inspector ] 30 Civic TV Coordinator Community Liaison Community TV Coordinator Dispatcher HR Technician Naturalist 140 Senior Office Assistant - Ops & Rec Payroll Specialist Public Housing Specialist Public Works Information Systems Specialist Solid Waste Program Specialist Wellness and Volunteer Coordinator Accountant I Associate Planner Communications Coordinator Economic Development Specialist Engineering Technician II Equipment Mechanic Firefighter Housing Assistance Coordinator Resolution No. 17-012 69 IT Technician ' 2 Accountant I Fire Lieutenant GIS Coordinator Police Officer 75 Engineering Tech III Maintenance Mech. Coord. [Housing Authority] Solid Waste Program Coordinator 76 Environment &Sustainability Coordinator Housing Assistance Coordinator Residential Appraiser I Web Coord/Applications Developer 77 Field Supervisor 78 Assistant Zoning Administrator Inspector - Construction Codes Property Maintenance Planner Project Coordinator 78 Accountant II Public Housing Coordinator Recreation Supervisor 79 Engineers: Transportation and Project Residential Appraiser II C 80 City Clerk -3- 84 Assistant Housing Supervisor Operations Manager 86 Chief of Training and EMS Human Resources Coordinator Inspection Services Manager Natural Resources Coordinator Nature Center Manager 88 Economic Development Coord. Equipment Superintendent 90 Assistant Fire Chief Chief Building Official Communications & Marketing Manager Finance Manager IT Manager Public Works Services Manager IT Technician Maintenance Mechanical Coordinator Plant Operator 150 Accountant II Assistant Zoning Administrator Construction Codes Inspector Engineering Technician III Environment and Sustainability Coordinator GIS Coordinator Planner Project Coordinator Property Maintenance Inspector Public Housing Coordinator Recreation Supervisor Residential Appraiser I Solid Waste Program Coordinator 160 Field Supervisor - All divisions Fire Lieutenant Office Manager Police Officer Project Engineer Residential Appraiser II Senior IT Analyst Transportation Engineer 170 Assistant Housing Supervisor City Clerk Commercial Appraiser Fire Captain Natural Resources Coordinator Nature Center Manager Operations Manager Rec Center Manager Senior Accountant Water Resources Manager 180 1 Assistant Fire Chief Chief of Training & EMS Communications and Marketing Manager Economic Development Coordinator Equipment Superintendent Finance Manager Human Resources Coordinator Information Technology Manager Inspection Services Manager Public Works Services Manager Sergeant 190 1 Chief Building Official Resolution No. 17-012 4 - Sergeant Park Superintendent Planning and Zoning Supervisor Police Lieutenant Principal Planner Recreation Superintendent Senior Engineering Project Manager 90 City Assessor 94 Senior Engineering Project Manager 96 Police Lieutenant Planning and Zoning Supervisor Principal Planner Recreation Superintendent Utilities Superintendent 200 City Assessor Deputy Fire Chief Housing Supervisor/Deputy CD Director Utilities Superintendent 100 Deputy Fire Chief Park Superintendent 104 Chief Financial Officer 210 Deputy Chief—Police Public Works Superintendent 220 Chief Financial Officer Public Works Superintendent Deputy Police Chief 110 Fire Chief 230 Director of Inspections Chief Information Officer Chief Information Officer Community Development Director Director of Inspections Engineering Director Fire Chief 113 Community Dev. Director Engineering Director Housing Supervisor/Deputy CD Director 240 Director of Operations and Recreation HR Director/Deputy City Manager 118 HR Director/Deputy City Manager 119 Operations & Recreation Director 250 Police Chief 270 Police Chief City Manager 138 City Manager Resolution No. 17-012 -5- APPENDIX B: COMPENSATION PLAN FOR THE CITY OF ST. LOUIS PARK Effective January 1, 2017 I. EXECUTIVE LIMITATIONS This plan is an authorized policy of the St. Louis Park City Council. The city manager is responsible for its execution and in so doing shall not allow, cause or permit the fiscal integrity of the city, its ethical standards, or public image to be jeopardized. II. SCOPE This plan affects all positions of employment within the City of St. Louis Park including full-time and part-time positions in regular, temporary, or probationary status. In instances where a labor agreement conflicts with this plan, the specific term(s) of the labor agreement shall take precedence over this plan provided the labor agreement is lawful. III. PURPOSE The purpose of this plan is to establish a fair and equitable method of determining and maintaining base compensation in such a way which, over time, will allow the city to attract and retain a work force with above average performance. IV. PRINCIPLES In order to fulfill its purpose, the following principles shall govern the practices and administration of the plan. A. Internal Equity: Positions with comparable job values shall have the opportunity to earn comparable salaries. B. Market -Based: Salaries of city positions should be competitive within the marketplace recognized as metro area cities with populations greater than 25,000 but less than 90,000. C. Performance -Based: Salary increases are limited to employees who perform satisfactorily or better. D. Defined Pay Limit: No position shall be permitted to have a base compensation beyond the maximum of the pay range provided the range is deemed internally equitable and market competitive. E. Predictability: The opportunities and limits of the plan shall be known from the start and should be void of unreasonable and non -defensible changes. V. DEFINITIONS Resolution No. 17-012 -6- A. Job Value: A number representing the value of a position to the organization. Determining the Job Value is derived from a point factoring system. Job Value is the primary factor in determining compensation. B. Market Value: Salary data from the annual League of Minnesota Cities salary survey; our market represents metro area cities with populations between 25,000 and 90,000. Market Value for all positions is the eighty-fifth percentile of range maximums. Changes in the Market Values are a primary factor in determining annual adjustments to the Payline. C. Comparable Rate: Used when a Market Value is not available. It is the actual pay rate for a position from either internal or external sources which is materially similar to the position in question. D. Position Salary Range: Each position's base compensation is represented in this range defined by the Minimum Position Salary and the Payline. Pauline: The Payline represents the city's target salary for each position. The Payline is determined by a regression formula which compares the job value and market value for each position. A Payline should be calculated each year based on current data and reflects an appropriate level to ensure it does not fall behind the market. 2. Minimum Position Salary: The standard Minimum Position Salary shall be set at 80% of the Payline. E. Standard Adjustment: Establishes a baseline for position salary adjustments and is derived from the percentage movement in the Payline. F. Apprenticeship: An employee, who for a defined period of time, may not meet the minimum qualifications for a position but is doing so in hopes of becoming fully qualified. VI. POSITIONS OF EMPLOYMENT A. Authority: The city manager is authorized to determine positions of employment, their number, functional responsibilities, scope of authority, and title, provided any other applicable laws, ordinances, and/or Charter provisions are complied with. B. Budget Impact: The city manager may modify, add, or delete any position (except city manager) in order to meet the human resource needs of the city, provided it is lawful and done within the overall context of the city budget. C. Notification: The city manager shall keep the city council current with changes to the compensation plan. VII. JOB VALUES Each position of employment in the city shall be assigned a number representing its value in the organization. The city shall utilize a system which considers skill, effort, responsibility, and working conditions normally required in the performance of the job Resolution No. 17-012 -7- duties. Each position shall be assured that its point value is kept reasonably current. Job Value shall be a primary consideration in determining base pay. VIII. SALARY ADMINISTRATION Each authorized position in the city shall have established for it a permissible range of base salary. The Payline represents the maximum for the position. A. Establish the Salary Range 1. Identify Job Value according to the prescribed policy. 2. Identify the Market Value or its comparable. 3. Calculate the proper regression formula in order to determine the Payline. 4. Set the Minimum at 80% of Payline. B. Progression through the Salary Range Progression is dependent on satisfactory performance and in such cases the Payline should be reached in 7 years barring any circumstance which places the financial integrity of the city in such a condition that it would be imprudent for the city manager to make salary adjustments such as an unforeseen loss of revenue. Therefore, the 7 years shall not be considered a guarantee or promise but a goal. C. Standard Adjustment The percentage movement in the Payline from one year to the next is known as the Standard Adjustment. The city manager shall approve the Standard Adjustment by considering updated Market Value data, changes in Job Values, and also such information as the CPI and general financial condition of the city. D. Adjusting Salary Adjustments to salary shall be made annually and according to the following parameters: 1. Positions compensated at the Payline shall receive 100% of the Standard Adjustment. 2. Positions compensated below the Payline shall receive 200% of the Standard Adjustment not to exceed the Payline. Positions whose current compensation exceeds the Payline (because it was determined prior to the implementation of this plan) shall be ineligible for a base salary adjustment until such time the Payline exacts or surpasses it. However, such positions are eligible to receive a lump sum payment equivalent to the position's salary multiplied by the standard percentage adjustment. Employees who receive lump sum adjustments for more than one year shall have the lump sum based on the accumulative salary, not the first year salary. E. New Hires Newly hired employees shall have a starting salary commensurate with experience and ability and shall typically be at the Minimum Salary Range. However, the city manager may approve exceptions above or below the minimum providing it is prudent to do so. In such cases, the progression through the Salary Range may be shortened or elongated. Resolution No. 17-012 -8- F. Successful Completion of Probation Employees deemed by their supervisor and approved by the city manager as having successfully completed a probationary period shall be eligible for a salary adjustment. A typical probationary period is six months but may be extended if circumstances warrant it. The amount may vary depending on the employee's staring salary in relation to the Payline and ability to achieve the Payline. A typical salary adjustment is 5% for a position starting at the Minimum salary. G. Temporary Job Value Increases Positions assigned duties which materially increase the Value of the Job for a period of at least three months are eligible for a temporary salary adjustment. A temporary/present Payline shall be calculated using the temporary Job Value. The amount of salary increase may be reasonable represented by the percentage increase between the previous and temporary/present Paylines. 1►N1109YMMIL iY[m Positions found to be compensated below 80% of the Payline as of January 1, 2017 shall be brought up to said minimum retroactively. Regular implementation of the plan shall begin on January 1, 2017. X. POINT VALUES AND JOB ANALYSIS MAINTENANCE The city manager shall establish and maintain a policy and procedure for assigning point values representing its relative value to the organization. This policy should also outline the process for regular analysis/review of positions.