HomeMy WebLinkAboutResolution-1993-1332
RESOLUTION NO. 1332
SERIES OF 1993
TITLE:
A RESOLUTION REPEALING RESOLUTION 1263 AND
REPEALING AND REENACTING SECTION 10 OF THE CITY OF
WHEAT RIDGE PERSONNEL POLICIES AND PROCEDURES AND
AMENDING SECTION 8 OF THE PERSONNEL POLICIES AND
PROCEDURES.
WHEREAS, the City of Wheat Ridge established a matrix system,
as section 10 of the City's Personnel policies and Procedures;
WHEREAS, the city Council desires to repeal said matrix
system.
WHEREAS, the City council wishes to establish a new
compensation program.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City
of Wheat Ridge, Colorado, as follows:
1. Resolution 1263 is hereby repealed.
2. section 8 of the city of Wheat Ridge Personnel Policies and
Procedures will be amended as shown below:
SECTION 8 - COMPENSATION PLAN
~ Salary Computation
The application of the compensation schedule provides that all
regular employees in the classified service shall be
compensated at one of the established pay ranges in the
Compensation Schedule.
When the pay range assigned a class is changed, the pay of the
employees in the class shall not be changed, except ~hen an
employee' a o~lary f~llo belm.. the minimum of the pa.y range ao
part of a. market adj uotmcnt to pay rangeo, the p~y of
cmployeeo in the claGo Gh~ll not be ch~nged. CHANGE IN
ACCORDANCE WITH THE COMPENSATION SCHEDULE.
3. Section 10 of the City of Wheat Ridge Personnel Policies and
Procedures will be repealed and reenacted as shown below:
SECTION 10 - COMPENSATION PLAN DESCRIPTION
A. Philosophy
The City of Wheat Ridge believes that employees are our most
valuable resource in providing government services to Wheat
Ridge citizens. Therefore, fair and equitable compensation of
employees is important to the City of Wheat Ridge. The
stability of the compensation plan is important and is
provided by a long term orientation and commitment from city
Council. The plan is based on market comparisons to other
public entities and will be based on Wheat Ridge maintaining
an average position within the chosen market. Compensation
will be updated regularly and changed to keep pace with market
conditions DEPENDING UPON ANNUAL APPROPRIATIONS MADE BY THE
CITY COUNCIL IN ITS LEGISLATIVE DISCRETION.
~ Survey Methodoloqy
The City uses a benchmark salary survey to determine market.
Only positions with duties AND JOB QUALIFICATIONS that are at
least 60% similar are included in the survey. Two categories
of cities are surveyed. Comparable market cities are
Broomfield, Englewood, Littleton, and Northglenn. Comparable
market cities are those cities in the front range area that
are most similar to Wheat Ridge in population. Competing
market cities are Arvada, Lakewood, and westminster.
competing market cities are cities with whom the city competes
for employees and these cities are geographically close to
Wheat Ridge. Comparable cities are weighted at 75%, competing
cities at 25%.
Incumbent salaries are used for the survey. This is the
average salary of all incumbents in a given position in a
particular city. The weighted average (using comparable and
competing cities) is the market point in the salary range. In
the descriptions of the compensation plans, this point is
called the salary survey mean. If there is more than one
benchmark in a paygrade, the salary survey means for all the
benchmark positions are averaged to create a survey mean for
the paygrade. If a salary survey mean in the paygrade is not
within 5% of the new salary survey mean, the position in
placed in a new paygrade, either above or below the previous
paygrade.
~ compensation Plan
There are four compensation plan groups:
1. Classified Employees (eligible for overtime)
2. Unclassified Employees (exempt from overtime)
a. Level One - Professional Employees
b. Level Two - Division Heads/Administrative Employees
c. Level Three - Department Heads
1. Classified Emplovee Plan
a. There is a 25% difference between the salary range
minimum and the salary range maximum. The salary range
minimum is 15% below the salary survey mean, the salary
range maximum is 10% above the salary survey mean.
b. Positions are placed in a salary range based either on
salary survey data or internal equity and review.
c. Movement through a salary range is based on performance
and length of service.
d. Salary increases will be given on January 1, unless
another date is set by city Council. Employees in the
classification of Police Officer I may receive a salary
increase when their classification is changed from Police
Officer I to Police Officer II.
e. Level 1 is reserved for employees just starting in a
position. Level 2 through 6 represent an annual
adjustment if performance is acceptable. Levels 2 through
4 include REPRESENT a 3.1% increase, levels 5 and 6
include REPRESENT a 2.5% increase. Above Level 6
employees are eligible for a merit increaseS of 2~ per
year until the maximum of the range is received. These
increases probably will not be annual. In extraordinary
oitu~tiono, an employee may receive more than 2~.
f. Level 4 in aonumed to be the point ~t \lhich employeeo arc
completely capable of performing the dutieo required of
the opecific job. Level 4 is 5% less than the salary
survey mean at Level 6.
g. The salary ranges ~ MAY be adjusted annually AT THE
DISCRETION OF CITY COUNCIL to provide for inflationary
increases. Employees will be eligible annually for both
inflationary and performance increases as appropriate.
h. A department head may start an employee at Level 1, 2, or
3. The City Administrator's approval is required to
start a new employee above Level 3.
An example of a classified employee pay range is:
Level 1
1378
Level 2
1421
Level 3
1465
Level 4
1509
Level 5
1547
Level 6 Maximum
1585 1747
2. Unclassified Emplovees - Level 1
a. There is a 25% difference between the salary range
minimum and the salary range maximum. The salary range
minimum is 15% below the salary survey mean, the salary
range maximum is 10% above the salary survey mean.
b. positions are placed in a salary range based either on
salary survey data or internal equity and review.
c. Movement through a salary range is based on performance
and length of service.
d. Salary increases will be given on January 1, unless
another date is set by city council.
e. Level 1 is reserved for employees just starting in a
position. Level 2 through 6 represent an annual
adjustment if performance is acceptable. Levels 2 through
4 include REPRESENT a 3.1% increase, levels 5 and 6
include REPRESENT a 2.5% increase. Above Level 6
employees are eligible for a merit increaseS of 2~ per
3
yc~r until the maximum of the range is received. These
increases probably will not be annual. In extraordin~ry
oituationo, un employee may receive more than 2~.
f. Level 4 io aaaumed to be the point at which employcco arc
completely cap~ble of performing the dutieo required of
the opecific job. Level 4 is 5% less than the salary
survey mean at Level 6.
g. The salary ranges ~ MAY be adjusted annually AT THE
DISCRETION OF CITY COUNCIL to provide for inflationary
increases. Employees will be eligible annually for both
inflationary and performance increases as appropriate.
h. A department head may start an employee at Level 1, 2, or
3. The city Administrator's approval is required to
start a new employee above Level 3.
An example of a unclassified employee - Level 1 pay range is:
Level 1
2293
Level 2
2364
Level 3
2437
Level 4
2511
Level 5
2574
Level 6 Maximum
2637 2901
3. Unclassified Emplovees - Level 2
a. There is a 25% difference between the salary range
minimum and the salary range maximum. The salary range
minimum is 15% below the salary survey mean, the salary
range maximum is 10% above the salary survey mean.
b. positions are placed in a salary range based either on
salary survey data or internal equity and review.
c. Movement through a salary range is based on performance
and length of service.
d. Salary increases will be given on January 1, unless
another date is set by city council.
e. Level 1 is reserved for employees just starting in a
position. Level 2 through 6 represent an annual
adjustment of 2.84% if performance is acceptable. Above
Level 6 employees are eligible for a merit increaseS ~
2~ per year until the maximum of the range is received.
These increases probably will not be annual. ~
cxtr~ordinary oituutiono, an employee m~y receive more
than 2~.
f. The salary ranges ~ MAY be adjusted annually AT THE
DISCRETION OF CITY COUNCIL to provide for inflationary
increases. Employees will be eligible annually for both
inflationary and performance increases as appropriate.
g. A department head may start an employee at Level 1, 2, or
3. The city Administrator's approval is required to
start a new employee above Level 3. Employees in this
group will frequently start above Level 1.
4
An example of a unclassified employee - Level 2 pay range is:
Level 1
2769
Level 2
2847
Level 3
2927
Level 4
3010
Level 5
3095
Level 6 Maximum
3184 3502
4. Unclassified Emplovees - Level 3
a. There is a 30% difference between the salary range
minimum and the salary range maximum. The salary range
minimum is 15% below the salary survey mean, the salary
range maximum is 15% above the salary survey mean.
b. Placement within the salary range is based solely upon
performance and ability as determined by the city
Administrator.
4. The City Council, as part of its budgeting process and in the
exercise of its exclusive legislative and budgeting discretion,
shall annually reserve an amount necessary to fund the compensation
program to the extent and in the amount as determined by the
Council. said amount shall be appropriated in the budget adopted
by City Council.
5. The city Council shall have no responsibility, and may take no
part, in the City Administrator's determination of evaluation
criterion, or the placement of any individual within a salary
range, or any other aspect of the ci ty Administrator's
implementation of the compensation program.
6. The City Council retains the legislative and budgeting
discretion to make additional appropriations at any time deemed
reasonable or necessary by the Council in order to address and
correct any problems or deficiencies as determined by the Council
or as identified by the City Administrator in the implementation of
the compensation program herein described.
7. The attached salary schedule is hereby adopted for 1993. In
future years the salary schedule shall be included in the annual
budget and will be approved as part of the budget adoption process.
DONE AND RESOLVED this 11th
day of January
, 1993.
f
--
5
COMPENSATION SCHEDULE
Classified Employees
Levell Level 2 Level 3 Level 4 Level 5 Level 6 Max
29 Account Clerk 1378 1421 1465 1509 1547 1585 1747
* Buil ding Custodian 16536 17052 17580 18108 18564 19020 20964
Switchboard Operator
.Clerk Typist
Recreation Clerk.
28 * Deputy Court Clerk 1422 1466 1511 1557 1596 1635 1799
*PoIice Records Clerk 17064 17592 18132 18684 19152 19620 21588
* PW Maintenance Worker
Small Engine Mechanic
Building Clerk
27 * Secretary 1573 1622 1672 1723 1766 1809 1990
18876 19464 20064 20676 21192 21708 23880
26 Traffic Control Technician 1648 1699 1752 1805 1850 1895 2085
19776 20388 21024 21660 22200 22740 25020
25 * Accounting Technician 1723 1776 1831 1887 1934 1981 2179
*Sales Tax Technician 20676 21312 21972 22644 23208 23772 26148
Fleet Analyst
* Emergency Services Specialist
Engineering Assistant
Recreation leader
*Parks Maintenance Crewleader
Forestry Technician
24 *Code Enforcement Officer I 1870 1928 1988 2049 2100 2151 2366
* Senior Secretary 22440 23136 23856 24588 25200 25812 28392
*Equipment Operator I
APED I
MechaniC
23 Deputy City Clerk 1946 2006 2068 2131 2164 2238 2462
23352 24072 24816 25572 26208 26856 29544
22 *Lead Mechanic 2021 2084 2149 2213 2269 2324 2556
Park Maintenance Crew Super 24252 25006 25788 26556 27228 27888 30672
*PoIice Records Supervisor
APE Supervisor
Chief Court Clerk
Building Maintenance Technician
21 Code Enforcement Officer II 2175 2242 2311 2382 2441 2501 2751
*PoIice Officer I 26100 26904 27732 28564 29292 30012 33012
*Building Inspector
20 *Executive Secretary 2283 2353 2426 2501 2564 2626 2888
*Communications Supervisor 27396 28236 29112 30012 30768 31512 34656
19 Engineering Technician I 2408 2482 2559 2637 2703 2769 3046
28896 29784 30708 31644 32436 33228 36552
18 *Equipment Operator II 2495 2572 2651 2732 2801 2869 3156
*PoIice Officer II 29940 30864 31812 32784 33612 34428 37872
Budding Inspector 11
17 Senior Police Officer 2639 2721 2805 2890 2962 3035 3339
31668 32652 33660 34680 35544 36420 40068
16 Engineering Technician II 2769 2854 2942 3032 3108 3184 3502
33228 34248 35304 36384 37296 38208 42024
15 *PoIice Sergeant 3128 3225 3325 3426 3512 3597 3957
37536 38700 39900 41112 42144 43164 47484
Unclassified Employees - Levell
Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Maximum
14 *Sales Tax Auditor 2293 2364 2437 2511 2574 2637 2901
* Accountant 27516 28368 29244 30132 30888 31644 34812
13 Recreation Program Coordinato 2495 2572 2651 2732 2801 2889 3156
City Arborist 29940 30864 31812 32764 33612 34428 37872
12 *Planner 2583 2663 2745 2830 2900 2971 3268
30996 31956 32940 33960 34800 35652 39216
11 *Civil Engineer 3103 3199 3298 3398 3483 3568 3925
37236 38388 39576 40776 41796 42816 47100
Unclassified Employees - Level II
Level 1 Level 2 Level 3 Level 4 Level 5 Level 6 Maximum
10 *Fleet Supervisor 2769 2847 2927 3010 3095 3184 3502
Traffic Control Supervisor 33228 34184 35124 36120 37140 38208 42024
9 Purchasing Agent 3128 3217 3309 3403 3500 3597 3957
37536 38604 39708 40836 42000 43164 47484
8 Budgel/Finance Assistant 3171 3261 3354 3449 3547 3647 4012
*Chief Building Inspector 38052 39132 40248 41388 42564 43764 48144
Data Systems Programmer
Personnel Assistant
7 *park Superintendent 3254 3346 3441 3539 3639 3742 4116
*Recreation Superintendent 39048 40152 41292 42468 43668 44904 49392
*Street Superintendent
6 *Police Lieutenant 3684 3788 3895 4005 4119 4237 4661
Senior Project Engineer 44208 45456 46740 48060 49428 50844 55932
5 *Police Division Commander 4121 4238 4358 4482 4609 4739 5213
49452 50856 52296 53784 55308 56868 62556
Unclassified Employees - Level III Survey
Minimum Point Maximum
4 * Director of Parks & Recreation 4055 4663 5363
48660 55956 64356
3 * Director of Planning & Development 4367 5022 5775
52404 60264 69300
2 * Director of Public Works 4468 5138 5909
53616 61656 70908
1 *Chief of Police 4664 5364 6169
55968 64368 74028