96-8420r
95
RESOLUTION NO. 8420
RESOLUTION RELATING TO THE 1997 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 1997 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 1997 the
following pay plan, which is to be effective January 5,1997, the first full pay period in 1997 and subject to all applicable
provisions of the City Code:
GENERAL SERVICES COMPENSATION PLAN
STEP 2 3 4 5 MERIT RANGE
RANGE
GS1 YR 20,696.00 21,923.20 23,129.60 24,398.40 25,646.40 26,416.00
MO 1,724.67 1,826.93 1,927.47 2,033.20 2,137.20 2,201.33
BW 796.00 843.20 889.60 938.40 986.40 1,016.00
HR 9.95 10.54 11.12 11.73 12.33 12.70
GS2 YR 22,796.80 23,961.60 25,147.20 26,416.00 29,140.80
MO 1,899.73 1,996.80 2,095.60 2,201.33 2,428.40
BW 876.80 921.60 967.20 1,016.00 1,120.80
HR 10.96 11.52 12.09 12.70 14.01
GS3 YR 25,147.20 26,416.00 27,768.00 29,140.80 32,156.80
MO 2,095.60 2,201.33 2,314.00 2,428.40 2,679.73
BW 967.20 1,016.00 1,068.00 1,120.80 1,236.80
HR 12.09 12.70 13.35 14.01 15.46
GS4 YR 27,768.00 29,140.80 30,638.40 32,156.80 35,526.40
MO 2,314.00 2,428.40 2,553.20 2,679.73 2,960.53
BW 1,068.00 1,120.80 1,178.40 1,236.80 1,366.40
HR 13.35 14.01 14.73 15.46 17.08
GS4E YR 29,848.00 31,304.00 32,926.40 34,590.40 38,188.80
MO 2,487.33 2,608.67 2,743.87 2,882.53 3,182.40
BW 1,148.00 1,204.00 1,266.40 1,330.40 1,468.80
HR 14.35 15.05 15.83 16.63 18.36
GS5 YR 30,638.40 32,156.80 33,779.20 35,526.40 39,187.20
MO 2,553.20 2,679.73 2,814.93 2,960.53 3,265.60
BW 1,178.40 1,236.80 1,299.20 1,366.40 1,507.20
HR 14.73 15.46 16.24 17.08 18.84
GS5E YR 32,926.40 34,590.40 36,296.00 38,188.80 42,099.20
MO 2,743.87 2,882.53 3,024.67 3,182.40 3,508.27
BW 1,266.40 1,330.40 1,396.00 1,468.80 1,619.20
HR 15.83 16.63 17.45 18.36 20.24
GS6 YR 33,779.20 35,526.40 37,315.20 39,187.20 45,406.40
MO 2,814.93 2,960.53 3,109.60 3,265.60 3,783.87
BW 1,299.20 1,366.40 1,435.20 1,507.20 1,746.40
HR 16.24 17.08 17.94 18.84 21.83
GS6E YR 36,296.00 38,188.80 40,102.40 42,099.20 48,796.80
MO 3,024.67 3,182.40 3,341.87 3,508.27 4,066.40
BW 1,396.00 1,468.80 1,542.40 1,619.20 1,876.80
HR 17.45 18.36 19.28 20.24 23.46
Resolution No. 8420
-2-
Normal Progression Through General Services Compensation Plan
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. Merit Range - One year since last increase for those rated Above Satisfactory or Outstanding.
Satisfactory and Needs Improvement performers may not advance to or within the Merit
Range. Salary increases in the Merit Range will be determined by the supervisor and may
range between 2% - 5%.
An employee within the Merit Range who is performing at least at an Above Satisfactory level
will receive a percentage salary adjustment equal to the percentage of the overall range
adjustment. An employee within the Merit Range who is performing at a Satisfactory level will
received a percentage salary increase equal to one-half (%) of the overall percentage
adjustment.
An employee within the Merit Range who is performing at a Needs Improvement level will not
received a salary adjustment, provided however that such employee's salary would not remain
at an amount less than the new rate for Step 4 of such employee's current salary grade.
f. 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 9th day of December, 1996.
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Martin J. Kirsch Mayor
ATTEST:
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Thomas P. Ferber
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City Clerk
Resolution No. 8420
GENERAL SERVICES POSITION CLASSIFICATION STRUCTURE
GRADE
1
2
3
4
4E
5
POSITION TITLES
Clerk Typist
Data Entry Operator
Switchboard-Receptionist
Community Development Technician
Community Service Officer
Custodian
Finance Clerk
Lead Liquor Clerk
Licensing Clerk
Police Cadet
Senior Clerk Typist
Transportation Specialist
Accounting Clerk
Arena Operations Assistant
Code Compliance Officer
Dispatcher
Health/Licensing Specialist
Leased Housing Assistant
Secretary
Assessment Clerk
Assistant Turf Supervisor
Central Services Technician
Data Processing Technician
Communications/Special Projects Assistant
Housing Inspector I
Administrative Aide
Payroll Accountant
Project Assistant
Records Supervisor
Zoning Administrator
Assistant Building Superintendent
Engineering Technician
Housing Inspector II
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
Exempt
Exempt
Exempt
Exempt
Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Resolution No. 8420
GRADE
5E
6
6E
(Rev. 9-96)
POSITION TITLES
Administrative Assistant
Assistant Golf Course Manager
Assistant Liquor Store Manager
Civilian Crime Prevention Specialist
Community Center Programmer
Human Services Planner/Coordinator
Leased Housing Specialist
Motor Vehicle Licensing Supervisor
Naturalist
Planning and Research Specialist
Recreation Supervisor
Redevelopment Specialist
Rehabilitation Specialist
Youth Resource Specialist
CLASS
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Electrical/Building Inspector
Programmer/Analyst
Non-Exempt
Non-Exempt
Accountant
Exempt