95-8309r
82
RESOLUTION NO. 8309
RESOLUTION RELATING TO THE 1996 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 1996 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 1996 the following pay plan, which is to be effective
January 1, 1996, and subject to all applicable provisions of the City Code:
GENERAL SERVICES COMPENSATION PLAN
Steo 1 ? 3 4 5 MERIT RANGE
Range
GS1 YR 19,988.80 21,174.40 22,360.00 23,566.40 24,772.80 25,521. 60
MO 1,665.73 1,764.53 1,863.33 1,963.87 2,064.40 2,126.80
BW 768.80 814,~ 40 860.00 906.40 952.80 981. 60
HR 9.61 10.18 10.75 11.33 11. 91 12.27
GS2 YR 22,027.20 23,129.60 24,294.40 25,521.60 28,142.40
MO 1,835.60 1,927.47 2,024.53 2,126.80 2,345.20
BW 847.20 889.60 934.40 981.60 1,082.40
HR 10.59 11.12 11. 68 12.27 13.53
GS3 YR 24,294.40 25,521. 60 26,832.00 28,142.40 31,075.20
MO 2,024.53 2,126.80 2,236.00 2,345.20 2,589.60
BW 934.40 981. 60 1,032.00 1,082.40 1,195.20
HR 11. 68 12.27 12.90 13.53 14.94
GS4 YR 26,832.00 28,142.40 29,598.40 31,075.20 34,320.00
MO 2,236.00 2,345.20 2,466.53 2,589.60 2,860.00
BW 1,032.00 1,082.40 1,138.40 1,195.20 1,320.00
HR 12.90 13.53 14.23 14.94 16.50
GS4E YR 28,828.80 30,243.20 31,803.20 33,425.60 36,899.20
MO 2,402.40 2,520.27 2,650.27 2,785.47 3,074.93
BW 1,108.80 1,163.20 1,223.20 1,285.60 1,419.20
HR 13.86 14.54 15.29 16.07 17.74
GS5 YR 29,598.40 31,075.20 32,635.20 34,320.00 37,856.00
MO 2,466.53 2,589.60 2,719.60 2,860.00 3,154.67
BW 1,138.40 1,195.20 1,255.20 1,320.00 1,456.00
HR 14.23 14.94 15.69 16.50 18.20
GS5E YR 31,B03.20 33,425.60 35,06B.BO 36,899.20 40,664.00
MO 2,650.27 2,785.47 2,922.40 3,074.93 3,388.67
BW 1,223.20 1,285.60 1,348.80 1,419.20 1,564.00
HR 15.29 16.07 16.86 17.74 19.55
GS6 .YR 32,635.20 34,320.00 36,046.40'37,856.00 43,846.40
MO 2,719.60 2,860.00 3,003.87 3,154.67 3,653.87
BW 1,255.20 1,320.00 1,386.40 1,456.00 1,686.40
HR 15.69 16.50 17.33 18.20 21. 08
GS6E YR 35,068.80 36,899.20 38,750.40 40,664.00 47,153.60
MO 2,922.40 3,074.93 3,229.20 3,388.67 3,929.47
BW 1,348.80 1,419.20 1,490.40 1,564.00 1,813.60
HR 16.86 17.74 18.63 19.55 22.67
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 JS 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
receive 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 receive 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
11th day of December, 1995.
the ;;~elfS::~r this
Martin J. i '- sc Mayor
ATTEST.:. /~. 7 ~
:t!~ ;-:JL-dLe.-
omas P. Ferber ~
City Clerk
GENERAL SERVICES POSITION CLASSIFICATION STRUCTURE
GRADE
1
POSITION TITLES
Clerk Typist
Data Entry Operator
Liquor Clerk
Switchboard-Receptionist
2
Community Development Technician
Community Service Officer
Custodian
Finance Clerk
Lead Liquor Clerk
Licensing Clerk
Liquor Clerk/Cashier
police Cadet
Senior Clerk Typist
Transportation Specialist
3
Accounting Cler~
Arena Operations Assistant
Code Compliance Officer
Dispatcher
Health/Licensing Specialist
Leased Housing Assistant
Secretary
4
Assessment Clerk
Assistant Turf Supervisor
Central Services Technician
Data Processing Technician
Media Assistant
Social Services Supervisor
Housing Inspector I
4E
Administrative Aide
Associate Planner
Payroll Accountant
Project Assistant
Zoning Administrator
5
Assistant Building Superintendent
Community Development Assistant
Engineering Technician
Housing Inspector II
5E
Administrative Assistant
Assistant Golf Course Manager
Assistant Liquor Store Manager
Civilian Crime Prevention Specialist
Community Center Programmer
Human Services Planner/Coordinator
Leased Housing Specialist
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
Exempt
Exempt
Exempt
Exempt
Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Non-Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
6
6E
(Rev. 11-95)
Motor Vehicle Licensing Supervisor
Naturalist
Planning and Research Specialist
Recreation Supervisor
Redevelopment Specialist
Rehabilitation Specialist
Youth Resource Specialist
Electrical/Building Inspector
Programmer/Analyst
Accountant
Housing Supervisor
Administrative Assistant
~
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Exempt
Non-Exempt
Non-Exempt
Exempt
Exempt
Exempt