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82-6696R22 RESOLUTION NO. 6696 RESOLUTION RELATING TO THE 1983 GENERAL SERVICES SALARY COMPENSATION PLAN WHEREAS, the municipal code of the City of Richf field provides for the adoption of a pay plan for General Services employees from time-to-time, and WHEREAS, the City administration has prepared a 1983 pay plan for position classif ic ations for General Ser vices employees. NOW, THEREFORE, BE IT RESOLVED that the City Council do and her eby does establish for the year 1983. the following pay plan, which is to be effective January 1, 1983, and subj ect to all applicable provisions of the city code: GENE~2AL SERVICES COMPENSATION PLAN- Ste p A B C D MERIT RANGE Range GS1 YR $ 9,488.92 10,008.49 10,541.73 11,594.53 MO 790.74 834.04. 878.48 966.21 Btn1 364.96 384.94 405.45 445.94 HR 4.56 4.81 5.07 5.57 GS2 YR 10,610.09 11,198.02 11,785.95 12,961.81 MO 884.17 933.17 982.16 1,080.15 BW 408.08 430.69 453.31 498.53 HR 5.10 5.38 5.67 6.23 GS3 YR 11,854.32 12,510.61 13,166.91 14,479.50 MO 987.86 1,042.55 1,097.24 1,206.63 BW 455.94 481.18 506.42 556.90 HR 5.70 6.01 6.33 6.95 GS4 YR 12,551.63 13,289.96 14,028.29 14,766.62 16,243.29 MO 1,045.97 1,107.50 1,7.69.02 1,230.55 1,353.61 BW 482.76 511..15 539.55 567.95 624.74 HR 6.03 6.39 6.74 7.10 7.81 GSS YR 14,028.29 14,848.66 15,682.70 16,503.07 18,157.48 MO 1,169.02 1.,237.39 1,306.89 1,375.26 1,513.12 BW 539.55 571.10 603.18 634.73 698.36 HR 6.74 7.14 7.54 7.93 8.73 GS6 YR 15,737.39 16,667.14 17,583.22 18,512.97 20,358.80 MO 1,311.45 1,3$8.93 1,465.27 1,542.75 1,696.57 BW 605.28 641.04 676.28 712.04 783.03 HR 7.57 8.01 8.45 8.90 9.79 GS7 YR 17,624.24 18,649.70 19,688.83 20,727.96 22,806.23 MO 1,468.69. 1,554.14 1,640.74 1,727.33 1,900.52 BW 677.86 717.30 757.26 797.23 877.16 HR 8.47 8.97 9.47 9.97 10.96 -2- GS8 YR 19,729.85 20,892.04 22,054.23 23,216.41 25 540.79 MO 1,644.15 1,7 1.00 1,837.85 1,934.70 , 2,128, BW 758.84 83.54 848.24 892.94 82 9 HR 9.49 X0.04 10.60 11.16 . . 12. GS9 YR 22,053.36 23,3 9.81 24,646.27 25,942.72 28,535.63 MO 1,837.78 1,945.82 2,053.86 2,161.89 2,377.97 BHT 848.21 898.07 947.93 997.80 1,097.52 HR 10.60 71.23 11.85 12.47 13.72 Normal Progression Through General Services Compensation Plan I. Individual full-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 follpwi~ng criteria: a. Step B (also St_ ep~Cin Grades 1 through 3). Completion of at least 6 months on on1,e or more jobs in the pay grade, and com- petence and performa;!nce levels rated at ].east Adequate. B. Step C (Grades 4 through 9). At least 9 months since previous increase for those dated Above Standard or Outstanding. At least 12 months since previous increase for those rated Adequate or 5tandard~,. c. St_,~, D . At least 9 'months s~.nce previous increase for those rated Outstanding, 1~2 months for those rated Standard or Above Standard, and 1,18 months for those rated Adequate. d. Merit Rance. At lea'Ist 12 months since previous increase for t obi se rated Outstanding, and 18 months for those rated Above Standard. Standard ,sand Adequate performers may not advance to or within the Mer'~it Range. Salary increases in the Merit Range will be determined by the supervisor and may range between 3~-8s. e. Employees whose competency level and/or performance are rated Unsatisfactory may not advance to the next step until their performance .improves',. II. Individual part-time emplloyees-will receive incr-eases to the next higher grade step ins link; with their length of time in the pay grade and their individual competence and performance rating according to the follow#~g 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 Adequate. ~, b. Step C (Grades 4 through 9). At least 1,560 hours or 9 month since previous increase for those rated Above Standard or Outstanding. At least 2,080 hours or 12 months since previous increase for those rated Adequate or Standard. I -3- 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 comes first for those rated Standard or Above Standard, and 3,120 hours or 18 months, whichever comes first for those rated Adequate. d. Merit Range. At least 2,080 hours or 12 months, whichever comes first, since previous increase for those rated Outstand- ing, and 3,120 hours or 18 months, whichever comes first for those rated Above Standard. Standard and Adequate 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 performance improves. Passed by the City Council of the City of Richfield, Minnesota this 13th day of December, 1982. ATTEST: Sy a K. Bergh City Clerk P.AI~ Sc.RVICES POSITION CLASSIFICATION TRtJCTU Grade Position Titles I Liquor Clerk 2 Assessment Clerk Clenk Typist 3 Accollunting Clerk Communications Aide Data', Lntry Operator Licensing Clerk Liquor Account Clerk Liquor Cler.~/Cashier Receptionist Senior Clerk Typist 4 Accounts Payable Clerk Community Center Aide Community Service Officer Computer gperator Licensing Leadworker Records Specialist Secretary Seni~r Liquor Account Clerk Transportation Specialist Utility Billing Cler.t 5 Community Development Intern Crime Analyst Cunt©dian Payr011 Accountant Personnel Assistant Social Services Supervisor 6 Accountant Administrative Aide . Arena r,3orker Assistant Liquor Store Manager Central Services Technician Community Development Aide eased Rousing Agent 7 Administrative Assistant Assis'~,tant Turf Supervisor/Mechanic City ',Forester Engin',eering Technician Natur'alis t 8 Administrative Assistant Lead ~taturalist Programmer Analyst Recreation Supervisor 9 ~lectzician Housing Specialist Inspector Recreation Supervisor/Designer Senior Sngineeri.~q Tecznici an