12-10741r RESOLUTION NO. 10741
RESOLUTION RELATING TO THE 2013 MANAGEMENT
SALARY COMPENSATION PLAN
WHEREAS, the compensation personnel policy 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 2013 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 2013 the following pay plan, which is to be effective the first full pay period of January 2013,
and subject to all applicable provisions of the personnel policy and City Code:
MANAGEMENT COMPENSATION PLAN
PAY GRADE MINIMUM MID-RANGE MAXIMUM
M-L YR 56,264.00 64,251.20 72,176.00
MO 4,688.67 5,354.27 6,014.67
BW 2,164.00 2,471.20 2,776.00
HR 27.05 30.89 34.70
M-1 YR 63,356.80 72,467.20 81,473.60
MO 5,279.73 6,038.93 6,789.47
BW 2,436.80 2,787.20 3,133.60
HR 30.46 34.84 39.17
M-2 YR 73,236.80 83,678.40 94,182.40
MO 6,103.07 6,973.20 7,848.53
BW 2,816.80 3,218.40 3,622.40
HR 35.21 40.23 45.28
M-3 YR 79,830.40 91,228.80 102,606.40
MO 6,652.53 7,602.40 8,550.53
BW 3,070.40 3,508.80 3,946.40
HR 38.38 43.86 49.33
M-4 YR 87,588.80 100,027.20 112,528.00
MO 7,299.07 8,335.60 9,377.33
BW 3,368.80 3,847.20 4,328.00
HR 42.11 48.09 54.10
M-5 YR 98,321.60 112,340.80 126,401.60
MO 8,193.47 9,361.73 10,533.47
BW 3,781.60 4,320.80 4,861.60
HR 47.27 54.01 60.77
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, 2013. 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 MIDPOINT OVER 105% OF 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 Increase No Merit 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 11th day of December 2012.
— `
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Debbie Goettel Mayor
ATTEST:
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Nancy Gibbs City Clerk
MANAGEMENT POSITION CLASSIFICATION STRUCTURE
RANGE POSITION TITLES CLASS
M-L Liquor Store Manager Exempt
M-1 City Clerk Exempt
Facility/Program Manager Exempt
Human Resources Coordinator Exempt
Planner Exempt
Supervisor Exempt
Health Administrator Exempt
M-2 Assistant Utility Superintendent Exempt
Chief Building Official Exempt
Community Development Manager Exempt
Information Technologies Manager Exempt
Operations Manager Exempt
(Streets/Forestry, Parks/Fleet, Gov't
Buildings)
Transportation Engineer Exempt
M-3 Assistant Fire Chief Exempt
City Engineer Exempt
Housing & Redevelopment Manager/ Exempt
Assistant Community Development Director
Utilities Superintendent Exempt
M-4 Assistant City Manager/HR Manager Exempt
Deputy Public Safety Director Exempt
Finance Manager Exempt
Liquor Operations Director Exempt
M-5 Department Director Exempt
(Rev. 12-12)