84-6952R85
RESOLUTION N0. 6952
RESOLUTION RELATING TO THE 1985 GENERAL SERVICES
SALARY COMPENSATION PLAN
WHEREAS, the munic ipal code of the City of Richfield provides for the
adoption of a pay plan for General Services employees from time-to-time, ar~d
WHEREAS, the City administration has prepared a 1985 pay plan for position
classific ations for Ge neral Services employees.
NOW, THEREFORE,` BE IT RESOLVED that the Ci ty Council do and hereby does
establish for the year 1985 the followirg pay plan, which is to be effective
January 1 , 1985, and subject to all applicable provisions of the city code:
GENERAL SERVICES COMPENSATION PLAN
Step A B C D MERIT RANGE
Range
GS1 YR $ 10,461.62 11,034.40 11,622.26 12,782.90
MO 871.80 919.53 968.52 1,065.24
- BW 402.37 424.40 447.01 491.65
HR 5.03 5.31 5.59 6.15
GS2 YR 11,697.40 12,345.58 12,994.28 14,290.38
~ 974.78 1,028.80 1,082.86 1,190.87
BW 449.90 474.83 499.78 549.63
HR 5.62 5.94 6.25 6.87
GS3 YR 13,Ob9.68 13,793.00 14,516.58 15,963.74
MO 1,089.14 1,148.42 1,209.72 1,330.31
BW 502.68 530.50 558.33 613.99
HR 6.28 6.63 6.98 7.67
GS4 YR 13,838.50 14,652.30 15,466.36 16,280.42 17,908.28
MO 1,153.21 1,221.03 1,288.86 1,356.70 1,492.36
BW 532.25 563.55 594.86 626.17 688.78
HR 6.65 7.04 7.44 7.83 8.61
GS5 YR 15,466.36 16,370.64 17,290.26 18,194.54 20,01$.44
MO 1,288.86 1,364.22 1,440.86 1,516.21 1,668.20
BW 594.86 629.64 665.01 699.79 769.94
HR 7.44 7.87 8.31 8.75 9.62
GS6 YR 17,350.32 18,375.24 19,385.34 20,410.52 22,445.54
MO 1,445.86 1,531.27 1,615.45 1,700.88 1,870.46
BW 667.32 706.74 745.59 785.02 863.29
HR 8.34 8.83 9.32 9.81 10.79
GS7 YR 19,430.84 20,561.58 2.1,706.88 22,852.44 25,143.82
MO 1,619.24 1,713.47 1,808.91. 1,904.37 2,095.32
BW 747.34 790.83 834.88 878.94 967.07
HR 9.34 9.89 10.44 10.99 12.09
CITY OF RICHFIELD, MINNESOTA ANNUAL BUDGET
GS8 YR 21,752.12 23 ,033.~~66 24,314.68 25,596.22 28,158.78
MO 1,812.68 1,919.'47 2,026.22 2,133.02 2,346.57
Bw 836.62 885.191 935.18 984.47 1,083.03
HR 10.46 11.07. 11.69 12.31 13.54
GS9 YR 24,313.90 25,743.112 27,172.60 28,601.82 31,460.52
MO 2,026.16 2,145.''26 2,264.38 2,383.49 2.,621.71
BW 935.15 990.112 1,045.10 1,100.07 1,21D.02
HR 11.69 12.138 13.06 13.75 15.13
Normal Progression Thrl~,ough General Services Compensation Plan
I. Individual full-time emploi~yees will receive increases to the next higher
grade step in line with th',eir length of time in the pay grade and their
individual competence and !,performance rating according to the following
criteria:
a. Step B (also Step C ink Grades 1 through 3). Completion of at least
months on one or 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 rat!,ed 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 previous increase for those
rated Outstanding, 12'~months for those rated Satisfactory or Above
Satisfactory, and 18 months for those rated Needs Improvement.
d. Merit Range. At least 12 months since previous increase for those
rated Outstanding, ard', 18 months 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 3% - 8~.
e. Employees whose competency level and/or performance are rated
Unsatisfactory may not advance to the next step until their per-
formance improves.
II. Individual part-time employees will receive increases to the next higher
grade step ~n ine 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; and competence and performance levels rated
at least Needs Improvement.
b. Step C (Grades 4 through 9). At least 1,560 hours or g months since
previous increase for '',those rated Above Satisfactory or Outstanding.
At least 2,080 hours qr 12 months since previous increase for those
rated Needs Improvement or Satisfactory.
CITY OF RICHFIELD, MINNESOTA
ANNUAL BUDGET
GENERAL SERVICES POSITION CLASSIFICATION STRUCTURE
GRADE POSITION TITLES
1 Liquor Clerk
2 Clerk Typist
Public Safety Support Aide
3 Accounting Clerk
Assessment Clerk
Communications Aide
Data Entry Operator
Licensing Clerk
Liquor Account Clerk
Liquor Clerk/Cashier
Receptionist
Senior Clerk Typist
~ Accounts Payable Clerk
Community Center Aide
Community Service Officer
Computer Operator
Licensing Leadworker
- Records Specialist
Secretary
Senior Liquor Account Clerk
Transportation Specialist
Utility Billing Clerk
5 ~ Community Development Interr.
Custodian
Data Processing Technician
Payroll Accountant
Social Services Supervisor
6 Accountant
Administrative Aide
Assistant Liquor Store Manager
Central Services Technician
Community Development Aide
Community Services Aide
Leased Housing Agent
Telecommunicator
7 Administrative Assistant
Administrative Services Worker
Assistant Turf Supervisor/Mechanic
Naturalist
Programmer
8 Administrative Assistant
Assistant Building Superintendent
Recreation Supervisor
9 Housing Specialist
Inspector
Recreation Supervisor/Designer
Senior Engineering Technician
CITY OF RICHFIELD, MINNESOTA
ANNUAL BUDGET
c. Step D. 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 domes first for those rated Satisfactory or
Above Satisfactory, ar1,d 3,120 hours or 18 months, whichever comes
first for those ratedNeeds Improvement.
CITY OF
d. Merit Range. At leas
first, since previous
3,120 hours or 18 mon
Above Satisfactory.
may not advance to or
the Merit Range will
between 3~ - 8%•
2,080 hours or 12 months, whichever comes
ncrease for those rated Outstanding, and
s, whichever comes first, for those rated
tisfactory and Needs Improvement performers
ithin the Merit Range. Salary increases in
determined by the supervisor and may range
e. Employees whose competency level and/or performance are rated
Unsatisfactory may no'e advance to the next step until their
performance improves.
Passed by the City Council of the City of Ric ~eld, Minnesota this
27th day of September, 198~-. ~ ~ ~ ,/
ATTEST: (~
-"
y v' K. Bergh y' erk
MINNESOTA ANNUAL BUDGET