16-11315r
RESOLUTION NO. 11315
RESOLUTION RELATING TO THE 2017 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 2017 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 2017 the following pay plan, which is to be effective the first full pay period of January 2017,
and subject to all applicable provisions of the personnel policy and City Code:
PAY GRADEMINIMUMMID-RANGEMAXIMUM
M-LYR 61,963.20 70,761.60 79,476.80
MO 5,163.60 5,896.80 6,623.07
BW 2,383.20 2,721.60 3,056.80
HR 29.79 34.02 38.21
M-1YR 71,531.20 81,785.60 91,956.80
MO 5,960.93 6,815.47 7,663.07
BW 2,751.20 3,145.60 3,536.80
HR 34.39 39.32 44.21
M-2YR 80,641.60 92,164.80 103,688.00
MO 6,720.13 7,680.40 8,640.67
BW 3,101.60 3,544.80 3,988.00
HR 38.77 44.31 49.85
M-3YR 87,880.00 100,464.00 112,964.80
MO 7,323.33 8,372.00 9,413.73
BW 3,380.00 3,864.00 4,344.80
HR 42.25 48.30 54.31
M-4LYR 87,880.00 100,464.00 112,964.80
MO 7,323.33 8,372.00 9,413.73
BW 3,380.00 3,864.00 4,344.80
HR 42.25 48.30 54.31
M-4YR 96,928.00 110,676.80 124,508.80
MO 8,077.33 9,223.07 10,375.73
BW 3,728.00 4,256.80 4,788.80
HR 46.60 53.21 59.86
M-5AYR 104,665.60 118,934.40 133,640.00
MO 8,722.13 9,911.20 11,136.67
BW 4,025.60 4,574.40 5,140.00
HR 50.32 57.18 64.25
M-5BYR 108,264.00 123,697.60 139,193.60
MO 9,022.00 10,308.13 11,599.47
BW 4,164.00 4,757.60 5,353.60
HR 52.05 59.47 66.92
Normal Progression Through Management Compensation Plan
The Range Adjustment shall be applied to Management employees who have achieved at least a Meets Expectations performance
evaluation during the preceding year. Employees who have received a Below Expectations performance evaluation are eligible for '/2 of
the following year's range adjustment. The Range Adjustment is effective January 1, 2017. 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 Average 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.
Not Satisfactory 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 13th day of December 2016.
Debbie Goettel Mayor
ATTEST:
Elizabeth VanHoose City Clerk
MANAGEMENT POSITION CLASSIFICATION STRUCTURE
GRADE POSITION TITLES CLASS
M-L Liquor Store Manager Exempt
M-1 Assistant HR Manager Exempt
City Clerk Exempt
Facility/Program Manager Exempt
Operations Supervisor Exempt
Planner Exempt
Support Services Supervisor Exempt
Utilities Supervisor Exempt
M-2 Chief Building Official Exempt
Operations Manager Exempt
(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
Information Technologies Manager Exempt
Operations Superintendent Exempt
Utilities Superintendent Exempt
M-4L Liquor Operations Director Exempt
M-4 Assistant City Manager/HR Manager Exempt
Deputy Public Safety Director Exempt
M-5A Finance Manager Exempt
Fire Services Director/Fire Chief Exempt
Recreation Services Director Exempt
M-5B Community Development Director Exempt
Public Safety Director/Police Chief Exempt
Public Works Director Exempt
(Rev. 12-16)