12-13-2022 Resolution No. 12047Resolution No. 12047
RESOLUTION NO. 12047
RESOLUTION RELATING TO THE 2023 MANAGEMENT SALARY COMPENSATION PLAN
WHEREAS, the compensation personnel policy of the City of Richfield provides for the
adoption of a pay plan for Management employees from time-to-time; and
WHEREAS, the City administration has prepared a 2023 pay plan for position
classifications for Management employees.
WHEREAS, the City Council recognizes that adjustments to the pay plan may be necessary at times to address inequities or other issues due to external and internal factors,
BE IT FURTHER RESOLVED that the City Council authorizes the City Manager to make adjustments to the pay plan to: add or reclassify positions as necessary; make equity adjustments to individual positions when warranted; and, resolve other issues that may arise to aid in the fair and equitable implementation of the pay plan.
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 all applicable provisions of the personnel policy and City Code:
MANAGEMENT COMPENSATION PLAN
PAY GRADE MINIMUM MID-RANGE MAXIMUM
M-L YR 73,998.50 84,496.26 94,908.32
MO 6,166.54 7,041.35 7,909.03
BW 2,846.10 3,249.86 3,650.32
HR 35.58 40.62 45.63
M-1 YR 85,396.06 97,672.02 109,819.42
MO 7,116.34 8,139.33 9,151.62
BW 3,284.46 3,756.62 4,223.82
HR 41.06 46.96 52.80
Resolution No. 12047
M-2 YR 96,279.46 110,055.09 123,809.30
MO 8,023.29 9,171.26 10,317.44
BW 3,703.06 4,232.89 4,761.90
HR 46.29 52.91 59.52
M-3
YR
104,956.18
119,952.98
134,885.50
MO 8,746.35 9,996.08 11,240.46
BW 4,036.78 4,613.58 5,187.90
HR 50.46 57.67 64.85
M-4L YR 110,719.23 126,551.57 142,298.21
MO 9,226.60 10,545.96 11,858.18
BW 4,258.43 4,867.37 5,473.01
HR 53.23 60.84 68.41
M-4 YR 117,939.12 132,143.23 148,682.56
MO 9,828.26 11,011.94 12,390.21
BW 4,536.12 5,082.43 5,718.56
HR 56.70 63.53 71.48
M-5A YR 124,966.19 142,019.70 159,608.80
MO 10,413.85 11,834.97 13,300.73
BW 4,806.39 5,462.30 6,138.80
HR 60.08 68.28 76.74
M-5B YR 129,293.84 147,697.06 166,207.39
MO 10,774.49 12,308.09 13,850.62
BW 4,972.84 5,680.66 6,392.59
HR 62.16 71.01 79.91
Resolution No. 12047
Normal Progression
Through Management Compensation Plan
The Range Adjustment shall be applied to Management employees who have achieved at least a Meets Expectations performance evaluation during the preceding year. Employees who have received a Below Expectations performance evaluation are eligible for ½ of the following year’s range adjustment. The Range Adjustment is effective January 1, 2023. Individual Merit
adjustments will normally be made effective on an employee’s anniversary date 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 3.5 to 5% 2.5 to 4% 1 to 2%
Above Average 1.5 to 3.5% .5 to 2.5% .5 to 1%
Satisfactory .5 to 1.5% No Merit Increase No Merit Increase
Needs Improvement No Merit Increase. Requires mandatory 6-month evaluation.
Not Satisfactory No future increases until performance improves to at least Satisfactory. Performance and
employee status subject to mandatory review every 3 months.
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. 12047
MANAGEMENT POSITION CLASSIFICATION STRUCTURE
GRADE POSITION TITLES CLASS
M-L Liquor Store Manager Exempt
M-1 Assistant Finance Manager Exempt
Assistant IT Manager/ Business Analyst Exempt
Facility/Program Manager Exempt
Operations Supervisor (Pks/Gar and Str/For) Exempt
Project Engineer Exempt
Recreation Program Manager Exempt
Support Services Supervisor Exempt
Utilities Supervisor Exempt
M-2 Assistant Utilities Superintendent Exempt
Chief Building Official Exempt
Liquor Operations Manager Exempt
Transportation Engineer Exempt
Communications & Engagement Manager Exempt
Utilities Supervisor/Engineer Exempt
M-3 Assistant Fire Chief Exempt
Human Resources Manager Exempt
Information Technologies Manager Exempt
Operations Superintendent Exempt
Housing & Redevelopment Manager/Asst. CD Director Exempt
Utilities Superintendent Exempt
Government Buildings Superintendent Exempt
City Engineer Exempt
M-4 Deputy Public Safety Director Exempt
Deputy Public Works Director Exempt
Finance Manager Exempt
M-5A Assistant City Manager Exempt
Finance Director Exempt
Fire Services Director/Fire Chief Exempt
Recreation Services Director Exempt
M-5B Community Development Director Exempt
Public Safety Director/Police Chief Exempt
Public Works Director Exempt