81-6511R38
RESOLUTION NO. 6511
RESOLUTION RELATING_'~O THE 1982 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 1982 pay plan
for position classifications for .General Services employees.
N06V, THEREFORE, BE IT~RESOLVED that the City Council do and
hereby does establish for the year 1982 the following pay plan,
which is to be effective January 1, 1982, and subject to all applic-
able provisions of the city code:
GENERAL SERVICES COMPENSATION PLAN
Step. A B C D MERIT RANGE
Range
GSl YR $ ~ 8,994.24 9,486.72 9,992.16 10,990.08
MO 749.52 790.56 832.68 915.84
BW 345.93 364.87 384.31 422.70
HR 4.32 4.56 4.80 5.28
GS2 YR 10,056.96 10,614.24 11,171.52 12,286.08
MO 838..08 884.52 930.96 1,023.84
BW 386.81 408.24 429.67 472.54
HR 4.84 5.10 5.37 5.91
GS3 YR 11,236.32 11,858.40 12,480.48 13,724.64
MO 936.36 988.20 1,040.04 1,143.72
BW 432.17 456.09 480.02 527.87
HR 5.40 5.70 6.00 6.60
GS4 YR 11,897.28 12,597.12 13,296.96 13,996.80 15,396.48
MO 991.44 1,049.76 1,108.08 1,166.40 1,283.04
BW 457.59 484.50 511.42 538.34 592.17
HR 5..72 6.06 6.39- 6.73 7.40
GS5 YR 13,296.96 14,074.56 14,865.12 15,642.72 17,210.88
MO 1,108.08 1,172.88 1,238.76 1,303.56 1,434.24
Bw 511.42 541.33 571.74 601.64 661.96
HR 6.39- 6.77 7.15 7.52 8.27
GS6 YR 14,916.96 15,798.24 16,666.56 17,547.84 19,297.44
MO 1,243.08 1,316.52 1,388.88 1,462.32 1,608.12
BW 573.73 607.62 641.02 674.92 742.21
HR 7.17 7.60 8.01 8.44 9.28
GS7 YR 16,705.44 17,677.44 18,.662.40 19,647.36 21,617.28
MO 1,392.12 1,473.12 1,555.20 1,63.7.28 1,801.44
BW 642.52• 679.90. 717.78 755.67 831.43
HR 8.0.3 8.50 8.97 9.45 10.39.
-2-
GS8 YR 18,701.28 19,802.88 20,904.4.8 22,D06.08 24,209.28
MO 1,558.44 1,654.24 1,742.04 .1,833.84 2,017.4'
BW 719.28 76].65 804.02 846.39 931.1:
HR 8.99 9.-52 10.05 10.58 11.6
GS9 YR 20,943.36 22,174.56 23,.405.76 24,636.96 27,099.36
MO .1,745.28 1,84.88 1,950.48 2,053.08 2,25$.2$
BW 805.51 852.87 900.22 947.58 1,042.28
HR 10.07 10.66 11.25 11.84 13.03
Normal. Progression ThroughGeneral 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 following criteria:
a. Step B (also Step C'~in Grades 1 through 3). Completion .of at
east 6 months on one or more jobs in the pay grade, and com-
petence and performance levels rated at least Adequate.
b. Step C (grades 4 through 9). At least 9 months since previous
increase for those 'rated Above Standard or Outstanding. At
least 12 months since previous increase for those rated Adequate
or Standard. ~,
c. Step D. At least 91, months since previous increase for those
rated Outstanding, i12 months for those rated Standard or Above
Standard, and 18 mo~~nths for those rated Adequate.
d. Merit Range. At least 12 months since previous increase for
those rated Outstan',ding, and 18 months for those rated Above
Standard. Standard, and Adequate performers may not advance
to or within the Mellrit Range. Salary increases in the Merit
Range will be determined by the supervisor and may range
between 3%-80. ~,
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 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 critenia:
a. Step B (Grades 4-9)''~ and Step C (Grades l-3). Completion of
at least 1,040 hours or l year from date of hire, whichever
comes first, and competence and performance levels rated. at
least Adequate.
b. Step C (Grades 4-9)',. At least 1,560 hours or 9 months. 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.:
_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 Abpve Standard, and 3,120 hours or l8 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 Nlerit 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 5th day of October , 1981.
ATTEST:
Sylv' K. Bergh.. City erk
GENERAL SERVICES POS~TION.CLASSIFICATION STRUCTURE
Grade Positlion Titles
i
1 None '~,
2 Assessment Clerk.
Clerk) Typist
3 Accounting Clerk
Communications Aide.
Data Entry Operator
Licensing Clerk
Liquor Account Clerk
Liquor Clerk/Cashier
Receptionist
Senior Clerk Typist
4 Accounts Payable Clerk
Community Service Officer
Computer Operator
Licensing Leadworker
Liquor Account. Clerk
.Records Specialist
Recreation Aide
Secretary
Transportation Specialist
Utility, Billing. Clerk
i
5 Commu
ity Development Intern
i
Crime, Analyst
Custodian
Liquor Stock Clerk.
Payroll Accountant
Personnel Assistant.
Senior Assessment Clerk
Social Services Supervisor
6 Accountant
Administrative Aide
Central Services Technician
Community Development Aide
Engineering Aide
Leased Housing. Agent
7 Administrative Assistant
Assistant Turf Supervisor/Mechanic
City Forester
Engineering Technician
Naturalist
8 Administrative Assistant
Housing Specialist
Inspector
Lead Naturalist
Programmer Analyst
Recreation Supervisor
.Recreation Supervisor/Designer
9 Senior Engineering Technician