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86-7257R31 RESOLUTION N0. 7257 RESOLUTION RELATING TO THE. 1987 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 1987 pay plan for position classifications for general services employees. NOW, THEREFORE,. BE IT RESOLVED that the pity Council do and hereby does establish for the year 1987 the following pay plan, which is to be effective January 1, 1987, and subject to all applicable provisions of the city code: GENERAL SERVICES COMPENSATION PLAN Step A 8 C D MERIT RANGE Range GS1 YR 11,315.12 11,934.59 12,570.47 MO 942.93 994.55 1,047.54 BW 435.20 459.02 483.4 8 HR 5.44 5.74 6.04. GS2 YR 12,651.74 13,352.74 14,054.29 MO 1,054.31 1,112.73 1,171.19' 8~~ 486.61 513.57 540.55 HR 6.08 6.42 6.76 GS3 YR 14,135.82 14,918.10 15,700.64 MO 1,177.99 1,243.17 1,308.39 BW 543.69 573.77 603.87 HR 6.80 7.17 7.55 GS4 YR 14,967.34 15,847.57 16,728.06 17,608.56 MO 1,247.28 1,320.63 1,394.01 1,467.38 8'r+! 575.67 609.52 643.39 677.25 HR 7.20 7.62 8.04 8.47 GS5 YR 16,728.06 17,705.97 18,700.84 19,678.74 MO 1,394.01 1,475.50 1,558.40 1,639.90 B'rJ 643.39 681.00 719.26 756.87 HR 8.04 8.51 8.99 9.46 GS6 YR 18,765.69 19,874.11 20,966.66 22,075.62 MO 1,563.81 1,656.18 1,747.22 1,839.63 BW 721.76 764.39 806.41 849.06 HR 9.02 9.55 10.08 10.61 GS7 YR 21,015.90 22,238.96 23,477.63 24,716.57 MO 1,751.33 1,853.25 1,956.47 2,059.71 BW 808.30 855.34 902.99 950.64 HR 10.10 10.69 11.29 11.88 13,825.55 1,152.13 531.75 6.65 15,456.03 1,288.00 594.46 7.43 17,265.99 1,438.83 664.08 8.30 19,369.28 1,614.11 744.97 9.31 21,651.52 1,804.29 832.75 10.41 24,276.59 2,023.05 933.71 11.67 27,194.98 2,266.25 1,045.96 13.07 GS8 YR 23,526.61 24,912.74 .2 ,298.07 27,684.20 30 455 93 MO 8~~ 1,960.55 2,076.06 ,191.51 2,307.02 . 2,537.99 HR 904.87 11.31 958.18 11 98 1,011.46 12 64 1,064.78 1 171.38 ~ . . 13.31 14.64 GS9 YR 26,297.26 27,843.24 29,389.22 30,934.93 34 026.89 MO 2,191.44 2,320.27 2,449.1D 2,577.91 , 2 835.57 BW 1,011.43 1,070.89 1,130.35 1,189.80 1 308.73 HR 12.64 13.39 ~ 14.13 14.87 , 16.36 Normal Progression Through General Services Compensation Plan I. Individual full-time employees will receive increases to the next higher grade step in line w'~,ith their length of time in the pay grade and their individual compet'lence and performance rating according to the following criteria: ', a. Step B (also Steq C in !IGrades 1 through 3). Completion of at least 6 months on one oar more jobs in the. pay grade, and competence and performance levels rated at least Needs Improvement. b. Step C (Grades 4 through 9). At least 9 months since previous increase for those rated Above Satisfactory or Outstanding. At least 12 months since previous increase for those rated Needs Improvement or Satisfactory. c. Step D. At least 9 months since prev~i rated Outstanding, 12 months for those Above Satisfactory, and', 18 months for Improvement. d. Merit Ranae. At least 12 months since those rated Outstanding; and 18 months Satisfactory. Satisfactory and Needs. may not advance to or within the Merit in the Merit Range will'Ibe determined range between 3~5 - 8%. pus increase for those rated Satisfactory or those rated Needs previous increase for for those rated Above Improvement performers Range. Salary increases by the supervisor and may e. Employees :vhose competency level and/or performance are rated Jnsatisfactory may not advance to the next step until their per- formance improves. II. Individual dart-time employees will receive increases to the next higher grade step in line with their length of time in the pay grade and their individual competence and performance rating according to the following criteria: ' a. Step B (Grades 4 through', 9) and Step C (Grades 1 through 3). Completion of at least 1',,040 hours or 1 year from date of hire, whichever comes first, a,nd competence and performance levels rated at least Needs Impjrovement. b. Step C (Grades 4 through) 9). At least 1,560 hours or 9 months since previous increase jfor those rated Above Satisfactory or Outstanding. At least 2',,080 or 12 months since previous increase for those rated Needs Improvement or Satisfactory. c. Step ~, At least 1,560 hours or 9 months since previous increase, whichever comes first for those rated Outstanding, 2,080 hours or 12 months, whichever comes first for those rated Satisfactory or Above Satisfactory, and 3,120 hours or 18 months, whichever comes first for those rated Needs Improvement. d. M°rit Range. At least 2,080 hours or 12 months, whichever comes first, since previous increase for those rated Outstanding, and 3,120 hours or 18 months, whichever comes first, for those rated Above Satisfactory. 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 3a - 8%. e. 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 Ri f,Yeld, Minnesota this 22nd day o f December 1986 . ? :,~ ~/ !l ' .f ;` , ,;~;dhn Ham' on; Mayor ATTEST: ., l ~ ~ ~~ ~ ~' Thomas 2. Ferber City Clerk GENERAL SERVICES POSITION CLASSIFICATION STRUCTURE GRADE POSITION TITLES GRADE 1 Liquor Clerk 7 2 Clerk Typist Public Safety Support Aide i 3 Accounting Clerk '~~ g Assessment Clerk ~, Communications Aide ~ Data Entry Operator ~! Licensing Clerk Liquor Account Clerk ' 9 Liquor Clerk/Cashier Receptionist ', Senior Clerk Typist ', POSITION, TITLES Administrative Assistant Assistant Turf Supervisor/ Mechanic II Naturalist Administrative Assistant Assistant 3uilding Superintendent Communications Supervisor Recreation Supervisor Housing Specialist Inspector Recreation Supervisor/Designer Senior Engineering Technician 4 Accounting Technician Accounts Payable Clerk Community Center Programmer Community Service Officer'. Computer Operator ', Leased Housing Assistant Licensing Leadworker ~I Police Aide Secretary Senior Liquor Account Clerk Transportation Specialist) Utility Billing Clerk 5 Community Development Intern Custodian Data Processing Technician Payroll Accountant Records Technician Recycling Specialist Residential Energy Conservation Technician Social Services Supervisor ' Accountant Administrative Aide Assistant Liquor Store ~~larnager Assistant Turf Supervisor/Mechanic I Central Services Technician Community Development Aide Community Services Aide Leased Housing ,4gent ', Telecommunicator '