12-13-2022 Resolution No. 12045RESOLUTION NO. 12045
RESOLUTION RELATING TO THE 2023 SPECIALIZED PAY PLAN
WHEREAS, the compensation personnel policy of the City of Richfield provides
that the pay grades, the number of steps or range of each pay grade, the compensation
rates in each pay grade and the method of normal progression through the pay grade be
established by Council resolution; and
WHEREAS, the City administration has prepared a 2023 pay plan for the positions
for which there are no essentially similar position classification in other regular pay plans.
The City Manager is authorized to add or reclassify positions as necessary. Examples of
positions in each pay grade are attached.
NOW, THEREFORE, BE IT RESOLVED that the City Council do and hereby does
establish for the year 2023 the following pay plan which is to be effective the first full pay
period of January 2023 and subject to the provisions of the personnel policy and City
Code:
EFFECTIVE THE FIRST FULL PAY PERIOD OF
JAN 2023 SPECIALIZED PAY PLAN INTERMITTENT AND
SEASONAL
Pay Grade Step 1 Step 2 Step 3 Step 4
SP1-NE HR LEFT INTENTIONALLY BLANK
SP2-NE HR LEFT INTENTIONALLY BLANK
SP3-NE HR 11.63 12.28 12.84
SP4-NE HR 12.01 12.65 13.24 13.89
SP5-NE HR 12.92 13.64 14.26 15.01
SP6-NE HR 14.01 14.73 15.43 16.23
SP7-NE HR 15.11 15.88 16.66 17.48
SP8-NE HR 16.33 17.16 17.99 18.88
SP9-NE HR 17.63 18.54 19.43 20.40
SP10-NE HR 19.09 20.01 21.05 22.12
SP11-NE HR 20.53 21.62 22.68 23.79
SP12-NE HR 22.26 23.30 24.44 25.76
SP13-NE HR 23.82 25.10 26.38 27.77
Resolution No. 12045
Normal Progression Through the Specialized Pay Plan
Individual employees will be eligible to received increases to the next higher-grade step
based on individual performance and the following progression:
Step 1 - Start
Step 2 – Minimum 500 hours worked per year from anniversary start date or two
years from anniversary date
Step 3 – Minimum 500 hours worked per year from anniversary date or two years
from last increase
Step 4 – Minimum 500 hours worked per year from anniversary date or two years
from last increase
Passed by the City Council of the City of Richfield, Minnesota this 13th day of
December 2022.
Maria Regan Gonzalez, Mayor
ATTEST:
Kari Sinning, City Clerk
Resolution No. 12045
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2
3 NE48 Concession I or Facility Cashier or Cashier/Concessions/Skate Guard
NE48 Concession I Pool, Vets, Taft or Pool Attendant/Cashier&Concessions
NE48 Warming House Attendant
4 NE Arena Event Attendant
NE Dance Coordinator
NE Skate Coordinator
5 NE Adaptive Leader/Specialist
NE Inclusion Facilitator
NE Intern
NE48 Pool Lead Cashier/Concession
NE48 Lifeguard
NE48 Playground Leader
6
7 NE
NE
Ice Resurfacer Operator
Liquor Sales Associate
NE Naturalist I
NE48 Head Lifeguard
NE Adaptive Program Coordinator
8 NE
NE
Farmers Market Coordinator
Maintenance Laborer/Worker
NE Office Assistant-WLNC
NE48 Playground Coordinator
NE Summer Food Program Coordinator
NE48 Tennis Coordinator
9 NE Audio Technician
NE Code Enforcement Technician
NE48 Pool Supervisor
NE Video Production Assistant
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11 NE City Services Receptionist
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Resolution No. 12045
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Instructors
NE Building Inspector
NE Figure Skating
NE Hockey (Arena)
NE Sports Official
NE Substitute Naturalist
NE Dance
NE48 Cross Country Ski
NE48 Hockey (outside)
NE48 Tennis
NE WSI
OTHER
Instructor’s Range: $5.75 - $50
Election Judge $10.00
Election Co-Chair $12.00
Election Chairperson $13.00
NE=Non-Exempt, may work up to 40 hours per week without overtime pay.
NE48=Non-Exempt, may work up to 48 hours per week without overtime pay.
All Pool positions may work up to 48 hours/week without overtime, even Concessions.
All Playground and Outdoor Rink positions may work up to 48 hours/week without overtime.
All Community Center, Wood Lake Nature Center, Ice Arena and Maintenance positions are non-exempt.
Resolution No. 12045