05-9701r
RESOLUTION NO. 9701 301
RESOLUTION RELATING TO THE 2006 GENERAL SERVICES
SALARY COMPENSATION PLAN
WHEREAS, the municipal code of the City of Richfield provides for the adoption of a pay plan for
General Services employees from time-to-time, and
WHEREAS, the City administration has prepared a 2006 pay plan for position classifications for
General Services employees. The City Manager is authorized to add or reclassify positions as necessary.
Examples of positions in each pay grade are attached.
NOW, THEREFORE, BE IT RESOLVED that the City Council do and hereby does establish for the
year 2006 the following pay plan, which is to be effective January 1, 2006 and subject to all applicable
provisions of the City Code:
2006 GENERAL 'SERVICES COMPENSATION PLAN
STEP 1 2 3 4 5 6
RANGE
GS1 YR 27,684.80 29,328.00 30,971.20 32,635.20 34,569.60 35,609.60
MO 2,307.07 2,444.00 2,580.93 2,719.60 2,880.80 2,967.47
BW 1,064.80 1,128.00 1,191.20 1,255.20 1,329.60 1,369.60
HR 13.31 14.10 14.89 15.69 16.62 17.12
GS2 YR 30,472.00 32,052.80 33,612.80 35,318.40 37,107.20 38,979.20
MO 2,539.33 2,671.07 2,801.07 2,943.20 3,092.27 3,248.27
BW 1,172.00 1,232.80 1,292.80 1,358.40 1,427.20 1,499.20
HR 14.65 15.41 16.16 16.98 17.84 18.74
GS3 YR 33,612.80 35,318.40 37,169.60 38,979.20 40,913.60 43,160.00
MO 2,801.07 2,943.20 3,097.47 3,248.27 3,409.47 3,596.67
BW 1,292.80 1,358.40 1,429.60 1,499.20 1,573.60 1,660.00
HR 16.16 16.98 17.87 18.74 19.67 20.75
GS4 YR 37,169.60 38,979.20 40,976.00 43,035.20 45,156.80 47,548.80
MO 3,097.47 3,248.27 3,414.67 3,586.27 3,763.07 3,962.40
BW 1,429.60 1,499.20 1,576.00 1,655.20 1,736.80 1,828.80
HR 17.87 18.74 19.70 20.69 21.71 22.86
GS4SN YR 39,915.20 41,870.40 44,033.60 46,280.00 48,568.00 51,022.40
MO 3,326.27 3,489.20 3,669.47 3,856.67 4,047.33 4,251.87
BW 1,535.20 1,610.40 1,693.60 1,780.00 1,868.00 1,962.40
HR 19.19 20.13 21.17 22.25 23.35 24.53
GS5 YR 40,976.00 43,035.20 45,156.80 47,548.80 49,920.00 52,395.20
MO 3,414.67 3,586.27 3,763.07 3,962.40 4,160.00 4,366.27
BW 1,576.00 1,655.20 1,736.80 1,828.80 1,920.00 2,015.20
HR 19.70 20.69 21.71 22.86 24.00 25.19
GS5E YR 44,033.60 46,280.00 48,526.40 51,022.40 53,601.60 56,555.20
MO 3,669.47 3,856.67 4,043.87 4,251.87 4,466.80 4,712.93
BW 1,693.60 1,780.00 1,866.40 1,962.40 2,061.60 2,175.20
HR 21.17 22.25 23.33 24.53 25.77 27.19
GS6 YR 45,156.80 47,548.80 49,920.00 52,395.20 55,078.40 60,756.80
MO 3,763.07 3,962.40 4,160.00 4,366.27 4,589.87 5,063.07
BW 1,736.80 1,828.80 1,920.00 2,015.20 2,118.40 2,336.80
HR 21.71 22.86 24.00 25.19 26.48 29.21
GS6E YR 48,526.40 51,022.40 53,622.40 56,284.80 59,113.60 65,270.40
MO 4,043.87 4,251.87 4,468.53 4,690.40 4,926.13 5,439.20
BW 1,866.40 1,962.40 2,062.40 2,164.80 2,273.60 2,510.40
HR 23.33 24.53 25.78 27.06 28.42 31.38
a. Step 1 - Start
b. Step 2 - One year from anniversary date.
c. Step 3 - One year since last increase.
If an employee is rated Needs Improvement, the employee may not advance to Step 3 until
performance is rated Satisfactory or higher.
d. Step 4 - One year since last increase.
If an employee is rated Needs Improvement, the employee may not advance to Step 4 until
performance is rated Satisfactory or higher.
e. Step 5 - One year since last increase.
An employee must achieve a Satisfactory rating or better in all areas of responsibility before
advancing to Step 5.
f. Step 6 - One year since last increase.
An employee must achieve a Satisfactory rating or better in all areas of responsibility before
advancing to Step 6.
Employees whose competency level and/or performance are rated Unsatisfactory may not advance to the next
step until their performance improves.
Passed by the City Council of the City of Richfield, Minnesota this 13th day of December 2005.
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Martin J. KirsdL...,r Mayor
ATTEST:
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NanCy-~ -
City Clerk
(Revised 12/05)
GENERAL SERVICES POSITION CLASSIFICATION STRUCTURE
GRADE
1
2
3
4
4SN
5
5E
6
6E
POSITION TITLES
Clerk Typist
Data Entry Operator
Switch board-Receptionist
Community Development Technician
Community Service Officer
Custodian
Finance Clerk
Investigative Clerk
Lead Liquor Clerk
Licensing Clerk
Police Cadet
Senior Clerk Typist
Senior Clerk Typist/Investigative Clerk
Accounting Clerk
Arena Operations Assistant
Code Compliance Specialist
Community Development Assistant Coordinator
Facility Operations Assistant
Forestry Inspector/Operations Assistant
Health/Licensing Specialist
Leased Housing Assistant
Secretary
Utility Billing Clerk
Assessment Clerk
Communications Specialist
Information Technologies Technician
Administrative Aide
Payroll Accountant
Assistant Building Maintenance Supervisor
Engineering Technician
Facility Maintenance Supervisor
Recreation Supervisor Part-time
Assistant Liquor Store Manager
Crime Prevention Program Coordinator
Community Center Programmer
Community Development Accountant
Community Development Coordinator
Executive Coordinator
Human Resources Coordinator
Human Services Planner/Coordinator
Leased Housing Specialist
Naturalist
Records Supervisor
Recreation Supervisor
Redevelopment Specialist
Zoning Administrator
Civil Engineer
Network Administrator
Trade/Building Inspector
Trade/Electrical Inspector
Accountant
CLASS
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Exempt