83-6820R 46
RESOLUTIO N NO. 6$20
RESOLUTION' RELATING TG THE 19.84 MANAGEMENT
SALARY COMPENS ATION PLAN
WHEREAS , the municipal code of the City of kichf field provides
for the adop tion of a pay plan for Management Employees from time-
to-time, and
WHEREAS. , the city administrati on has prepared a 1.984 pay plan
for position -classifications for ma nagement employees.
NOW, TH EREFORE, BE IT RESOLVED that the City Council do and
hereby does establish for the year 1984 the following pay plan,
which is to be effective January 1, 1984, and subject to all applic-
able provisi ons of the city code.:
MANAGEMENT COMPENSATION PLAN
PAY GRADE - M~INIMUI~1 MID-RANGE- A4AXIMUPd
A YR $ 20,338.24 23,927.28 27,516.58
MO 1,694.85 1,993.94 2,293.05
BW 782.24 920.28 1,058.33
HR 9..78. 11 .50 13.23
B YR 21,753..16 25,578..28 29,402..88
MO 1,812.76 2,131.52 2.,450.24
BW - 836.66 ~ 983.78 1,130.83
HR 10.46 ~ 12.30 14.14
C YR 23,285.08 27,344.98 31,404..88
MO 1,940.42 2,278.75 2,617.07
BW 895.58 1,
051.73 1,207.88
HR 11.19 _
13.15 15.10
D YR 24,813.88 29,108.30 33,522.58
MO 2,061.82 2,425.69 2,793.55
BW 954.38 1,119.55 1,289.33
HR 11.93 13.99 1.6.12
E YR --26,458.64 --
- 31,10&.92 35,755.20
MO _
2,204..89 2,592.24 2,979-.60
BW 1,017.64 1,196.42 1,375.20
HR 12.72 14.96 17.19
F YR 2.8,219.36 33,220.46 38,221.30
MO 2,351.61 2,768.37 .3,185.11
BW 1,08.5.36 1,277.71 1,470.05
HR 13.57 15.97 . 18.38
G YR 30,124.64 35,482.98 40,841.06
MO 2,51.0.39 2,956.92 3,403.42 -
BW 1,158.64 1,364.73 1,570.81
HR 14.48 17.06 1.9.64
. H YR 32,268.08 37,983.40 43,698.46
MO 2,689.01 3,165.2.8 3,641.54
B~+T 1 ,-241 .08 1 ,460 .90 1 ,680.71
HR 15.51 18.26 21.01
-2-
I YR 34,530.:
MO 2,877.`
BW 1,328.1
HR 16 . t
J
~4 40,602.64 46,675.46
>3 3,383..55 - 3,889.62
)9 1,561.64 1,795.21
~i0 19.52 22.44
YR 36,911.68 43,460.56 50,009.4.4
MO 3,075.97 3,621.71 4,167.45
BW 1,419.68 1,67.1.56 1,923.44
HR 17.5 20.89 24.04
1 Progression Through Management Compensation Plan
Salary Increase Amounts. Individual salary increases will normally
be made effective when the salary range. structure changes 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 Range Adj. + 4.',1-6.0% Range Adj. + 2.1-4.0% Range Ar3j. + 1.0-2.0%
Atove Satisfactory Range Adj. + 2.,1-4.0% Range Adj. + 1.0-2.0% % of Range Adj.
Satisfactory Range Adj. + 1.0-2.0% % of °Range Adj. Range Adj. - 1.0-2.0%
Needs ImQrove~~nt % of Range Pr3.j.', Range Adj. - 1.0-2.0% Range Pdj. - 2.1-4."-
Unsatisfactory No increase until performance improves:
-Passed ,by the City C~uneil of the City of Richfield, Minnesota
this 28th day of September , 1983.
ATTEST:
r
Syly' K. Bergh ty', lerk
MANAGEMENT POSITION CLASSIFICATION STRUCTURE
Grade Position Titles
A Turf Supervisor
B Community Services Foreman
Community Services Foreman
Community Services Foreman
Community Services Foreman
Community Services r^oreman
Garage Superintendent
Liquor Store Manager
C Building Superintendent
City Clerk
Community Center Pdanager
Nature Center Manager
-_ _ ::. Recreation Manager
- Park
- Sewer
- Street
- Water Distribution
- Water Plant
D Central Services Manager °
City Planner
Community Services Niaint.enance Superintendent
Golf Course Manager
Ice Arena Manager
Personnel. Manager
Utility Superintendent
E Chief Building Inspector
Public Saf ety Administrative Supervisor
F City Engineer
Facilities/Project Coordinator
Finance Coordinator
. Housing & Redevelopment Coordinator
Recreation Program Coordinator
G Assistant Fire Chief
TechnicaT.Operations Coordinator
H Liquor Operations Director
I Assistant City Manager/Administrative Services
Director
Community Development Director
J Community Services Director
Public Safety Director