12-10614r RESOLUTION NO. 10614
RESOLUTION RELATING TO THE 2012 MANAGEMENT
SALARY COMPENSATION PLAN
WHEREAS, the municipal code of the City of Richfield provides for the adoption of a pay plan
for Management employees from time-to-time; and
WHEREAS, the City administration has prepared a 2012 pay plan for position classifications
for Management 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 2012 the following pay plan, which is to be effective January 1 2012 and July 1 2012, and
subject to all applicable provisions of the City Code.
MANAGEMENT COMPENSATION PAY PLAN
MANAGEMENT COMPENSATION PLAN
PAY GRADE MINIMUM MID-RANGE MAXIMUM
M-L YR 54,620.80 62,358.40 70,054.40
MO 4,551.73 5,196.53 5,837.87
BW 2,100.80 2,398.40 2,694.40
HR 26.26 29.98 33.68
M-1 YR 60,611.20 69,326.40 77,958.40
MO 5,050.93 5,777.20 6,496.53
BW 2,331.20 2,666.40 2,998.40
HR 29.14 33.33 37.48
M-2 YR 71,094.40 81,224.00 91,416.00
MO 5,924.53 6,768.67 7,618.00
BW 2,734.40 3,124.00 3,516.00
HR 34.18 39.05 43.95
M-3 YR 77,500.80 88,545.60 99,590.40
MO 6,458.40 7,378.80 8,299.20
BW 2,980.80 3,405.60 3,830.40
HR 37.26 42.57 47.88
M-4 YR 84,489.60 96,512.00 108,576.00
MO 7,040.80 8,042.67 9,048.00
BW 3,249.60 3,712.00 4,176.00
HR 40.62 46.40 52.20
M-5 YR 95,430.40 109,054.40 122,699.20
MO 7,952.53 9,087.87 10,224.93
BW 3,670.40 4,194.40 4,719.20
HR 45.88 52.43 58.99
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Normal Progression Through Management Compensation Plan
The Range Adjustment shall be applied to Management employees who have achieved at least a
Satisfactory performance evaluation during the preceding year. Employees who have received a
Needs Improvement performance evaluation are eligible for 1/2 of the following year's range
adjustment. The Range Adjustment is effective January 1, 2012. Individual Merit adjustments will
normally be made effective on an employee's anniversary date and will vary in size, depending on the
individual's performance rating and current position in the salary range in line with the following
criteria.
PERFORMANCE POSITION IN SALARY RANGE
RATING UNDER 95% MIDPOINT 95-105% OF OVER 105% OF MIDPOINT
MIDPOINT
Outstanding 3.5 to 5% 1.6 to 4% 1 to 2%
Above Satisfactory 1.6 to 3.5% .5 to 1.5% .5 to 1%
Satisfactory .5 to 1.5% No Merit No Merit Increase
Increase
Needs Improvement No Merit Increase. Requires mandatory 6-month evaluation.
Unsatisfactory No future increases until performance improves to at least Satisfactory.
Performance and employee status subject to mandatory review every 3
months.
Passed by the City Council of the City of Richfield, Minnesota this 10th day of January 2012.
Pat Elliott Mayor Pro Tempore
ATTEST:
Nancy Gi City Clerk