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HomeMy WebLinkAboutCC RES 85-072, l',I�'�cNpED RESOLUTION N0. $5-72 CY I?ES�LUTi�JPJ �#',� �_ �� � r '� ._ . -:,: ..._�L_:l� : U�'.�---------. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PALM DESERT, CALIFORNIA, RESCINDING RESOLUTION NOS. 84-99, 85-24, 85-29, 85-42. AND THUS ESTABLISHING FOR THE 1985/86 FISCAL YEAR A REVISED TABLE OF SALARY RANGES FOR CLASSIFICATIONS AND POSITIONS, A MEMORANDUM OF AGREEMENT BETWEEN THE CITY COUNCIL AND THE EMPLOYEES' ORGANIZATION, AND RELATED EMPL� EE BENEFITS, EFFECTIVE JULY 1, 1 QQS _ AM hESCI�i�ED �is '�W BY RESOLUTlON # ................ � � _.� 6 .��� WHEREAS, The City �h� v€---rvktie--City__Df___P,a m directed under the prov 6, Rules and Regulations for the City of Palm Desert, Salary Ranges for classifications and positions, a other compensations. ENDED BY R�SOt!�TION �,3-f�-�.� �J�1 i C!i: ._...._ �. : �: � _' C)` establishing Personnel to establish a Table of salary schedule, and NOW, THEREFORE, BE IT RESOLVED, by the City Council of Palm Desert, California that Resolution Nos. 84-99, 85-24, SS-29, 85-42, be rescinded and thus establishing for the 1985/86 Fiscal Year a revised Table of Salary-Ranges for Classifications and Positions, a Memorandum of Agreement between the City Council of City of Palm Desert and the Palm Desert Employees' Organization % establishing the program and criteria for employee compensation studies, attached hereto as Exhibit A, positions exempt from overtime provisions, mileage reimbursement, auto allowances, service club reimbursement, provisions for longevity advancements, City payment of the e�ployee contribution to the Public Employees' Retirement System, maximum vacation accumulation, annual physicals for executives, and observance of holidays falling on Saturday on the preceeding Friday, effective July 1, 1985. SECTION 1. TABLE OF SALARY 1tANGES FOR CLASSIFICATIONS & POSITIONS The classifications and positions and salary ranges� attached hereto as Exhibit B, are utilized and included in ttie 1985/86 budget for the City of Palm Desert. California. SECTION 2. EXEMPT PERSONNEL The following positions that require spending numerous extra hours at meetings, conferences and work are exempt from overtime provisions as set forth in Ordinance No. 176, and are hereby designated as Exempt Personnel, Group A: City Manager Assistant City Manager & Director, Redevelopment Agency Dire�tor/Public Works & City Engineer Director/P�anning & Community Uevelopment Director/General Services & City Treasurer City Clerk & Public Information Officer The following positions that require spending occasional extra hours at meetings, conferences, and work are exempt from overtime provisions as set forth in Ordinance No. 176, and are hereby designated as Exempt Personnel, Group B: Director/Building & Safety Director/Code Complian�e Administrative Services Officer Senior Engineer Associate Civil Engineer *Principal Planner *Associate Planner Assistant Planner . RESOLUTION N0. 85-72 Group B (Continued) Principal Building Inspector Principal Plans Examiner Accounting Supervisor *(These positions were formerly designated as Exempt Personne 1, Group A, and current incumbents in these positions will remain in Group A.) . t SECTION !�. MILEAGE REIMBL'RSEMENT The mileage reimbursement rate to employees required to use their car on City business shall be 31� per mile. In the case of employees who receive a monthly autho allowance, said mileage reimbursement shall be made only for that portion of trips which extend beyond a 25 mile radius of the Palm Desert City Hall. SECTION 4. AUTO ALLOWANCES The following positions are authorized monthly auto allowances: CLASSIFICATION POSITION TITLE Inspector - Commercial Zoning & License Officer II Zoning & License Officer I Director/Code Compliance Assistant City Manager/Director RDA City Manager Director/Public Works & City Engineer Director/Building & Safety Director/Planning & Community Development Senior Engineer Director/General Services & City Treasurer Principal Planner Associate Civil Engineer Administrative Services Officer City Clerk/Public Information Officer Associate Planner Assistant Planner Administrative Assistant Senior Engineering Aide Engineering Aide SECTION 5. SERVICE CLUB REIMBLTRSE:�NT AUTO ALLOWANCE S240/mo. $240/mo. $240/mo. S150/mo. S180/mo. S150/mo. S150/mo. S150/mo. $120/mo. S120/mo. S 90/mo. S 90/mo. S 90/mo. S 90/mo. S 60/mo. S 60/mo. S 60/mo. S 60/mo. S 60/mo. S 60/mo. The following groups of departments or divisions may budget service club memberships per group, as follows: City Manager City Clerk/P.I.O. Building & Safety Public Works Environmental Services Finance Code Compliance SECTION 6. 2 Memberships 1 Membership 1 Membership 1 Membership 1 Membership 1 Membership I Membership LONGEVITY ACHIEVEMENT An Employee, upon attaining the E(top) step of his salary range, may upon approval of the City Manager receive longevity merit advancement beyond the E(top) step of his respective salary range in accordance with the following schedule of minimum length of continuous service. - 2- 0 RESOLUTION N0. 85-�2 SECTION 5. LONGEVITY ACHIEVE:°tENT (Continued) (One Range) 2�% salary increase - after 2 yrs. satisfactory service in Step E (One Range) 2`�% salary increase - after 4 yrs. sa[isfactory service in Step E (One Range) 2�% salary increase - after 6 yrs. satisfactory service in Step E (One Range) 2�% salary increase - after 8,yrs. satisfactory service in Step E All longevity merit advancements shall be granted only as a result of a written evaluation of con[inued meritorious and efficient service and continued improvement by [he employee in the effective performance of the duties of the position held. SECTION 7. CITY PAY�IENT OF '�tE EMPLOYEE CONTRIBUTION TO THE PUBLIC E".:'!�OYEES' RETIREMENT SYSTEM There shall be added to the base compensation payable to each employee who is a member of the Public Employees' Retirement System an amount equal to the employees normal rate of contribution to the Public Employees' Retirement System, as defined by Section 20600 of the Government Code including the cost of the 1959 Survivor Benefit. The City will no[ pav any additional employee contributions, such as contributions for prior service credits. The amount of additional compensation payable pursuant to this section of the resolution shall constitute deferred compensation and the City shall pay the amount so deferred to the Public Employees' Retirement System for the account of [he employee entitled thereto as required by Section 20h83 of the Government Code. SECTION 8. VACATION ACCUMt'LATION Allowed vacation credits shall be accumulated. Employees need not take all or any of their credited vacation days in one calendar year, and may carry over [hose unused vacation days to succeeding calendar years. The maximum vacation days that may be accumulated at any time during a calendar year, � however, shall not exceed two (2) calendar years worth of the employee's allowed vacation credits. SECTIOti 9. ANNt'AL PHYSICALS FOR EXECL'TIVES The following annual medical examinations wi11 be required. Councilmembers City Manager Assistant City Manager b Director, Redevelopmen[ Agency Director/Public Works & City Engineer Director/General Services & City Treasurer Director/Planning & Community Development Director/Building & Safety Director/Code Compliance City Clerk & Public Information Officer Administrative Services Officer -�- . RESOLliTION N0. 85-�2 SECTION 10. SATL'RDAY HOLIDAYS The following shall be added to the allowed holidays for City Employees: "Holidays falling on Saturday shall be observed on the preceding Friday." PASSED, APPROVED, and ADOPTED by the City Council of the City of Palm Desert, CAlifornia, on this llth day of ,7 �� , 1985 by the follow ing vote: AYES: BENSON, JACKSOPI, KELLY, TdILSON A�1D SNYDFR NOES: �JONE ABSENT: ivONE ABSTAIN: NONE . � � ��� WA TER H. SNYDE YOR ATTEST: � \ � �o�-� SHEILA R. GILLIG , CITY CL CITY OF PALM DESERT, CALI IA -4- n 0 RESOLI:TION V0. 85-�2 EXHIBIT A *�E�fORANDL'�I OF AGREEMENT BETWEEN THE CITY COL'NCIL OF THE CITY OF PAL�1 DESERT AND THE PALM DESERT EMPLOYEES' ORGANIZATION. A. INTRODliCTION Staff has met with representatives of the City Council and the Palm Desert Employees Organization to agree on a program and criteria for an employee compensation study. This will establish for the future a solid base on which to make decisions on employee compensation levels. The compensation study will: - Provide current compensation information for use in the comparison process. , - Recommend salary ranges for each classification based on labor market salary data and internal salary relationships. B. PHILOSOPHY AND STRATEGY The City's basic philosophy and overall strategy is intended to: - Attract the best qualified people. - Retain high performance key people. - Reward outstanding employees. - Promote from within, all things being equal. C. FORMULA 1. The following three groups of employees will be looked at separately, using the same cities and agencies for all groups and, data permitting, including only positions that are comparable to those in the City of Palm Desert: - Executive - Management, Professional and Supervisory - General L'nit 2. Data used will include compensation informa[ion from: - The League of California Cities (A11 Southern Ca]ifornia cities with a population of 20,000 [0 35,000). - All Coachella Valley Cities. - The following private local Agencies: Coachella Valley Water District Desert Water Agency College of the Desert Desert Sands Unified School District Desert Hospital Eisenhower Medical Center Indio Community Hospital Ironwood Country Club Sunrise Corporation Tenneco West RESOLUTIOV ti0. 85'�2 3. An average salary range rate for each benchmark comparison will be determined and compared with the current salary range rate for the City of Palm Desert benchmark class using ttte following weighted formula: The League Cities ..................30% Coachella Valley Cities............50� - Private Local Agencies .............20% There must be six or more Private Local Agency benchmark comparisons, with a general description of duties that compare with the City benchmark ciass, in order to use the 30%/SO%/20% weighted formula. Otherwise, the formula will be: - The League Cities ..................�0% - Coachella Valley Cities............50% 4. The City of Palm Desert will continue the established policy of setting saLary ranges approximately 5% above the average of the labor market. Accordingly, 5% will be added to the labor market benchmark averages and that result will be compared to the current City of Palm Desert benchmark salary ranges. The City will, on the whole, attempt adjust- ments on an "across the board" basis, and aftcr basic adjustments are made, look separately at inequities. Where a large percentage increase is war- ranted, the classification will be adjusted to the proper range, but the incumbent will be assigned a step in the higher range as will grant such employee a salary increase of not more than a 10% increase, over and above any "across the board" increase. w� ere a large percentage decrease is warranted, the City will not adjust the classifica�ion downward to the proper range, but will "freeze" the classification in its current salary range until such time as the salary range ra�e is in line with the average salary range rate of the labor market. 5. The average salary range rate for other than benchmark positions will be computed from the benchmark averages using the City of Palm Desert's estabZished internal and career ladder relationships. - Entry level positions are assigned a salary 15% below the journey Account Clerk II). (e.g. Account Clerk I) range approximately 1eve1 positions (e.g. - Professional and supervisory positions (e.g. Senior Engineer, Principal Planner, Code Super- visor, Senior Maintenance Worker) are assigned a saZary range approximately 15% above their next highest subordinate. D. WAGE SLPPLEMENTS (FRINGE BE�EFITS) Salary supplement data collected from the cities used in the League of California Cities survey will be shown for information purposes, but will not be used in the calculation of the salary range rate for either the City or the labor market. E. ANNUAL REVIEW Each year the City staff and the Palm Desert Employees Organization will conduct a review of the survey comparing the formula results to the basic philosophy declared herein. RESOLL•TION ti0. 85-72 F. FL`TliRE PROGRA,�1S Studies will be made and criteria developed toward future implementation of the f o llowing : - City fleet vehicles on a"phase-in" basis. - Incentive performance plan for Executive employees. - A higher career ladder salary range for certain positions in recognition and to reward the employee for attaining knowledge and abilities beyond those required by the employees presen[ classification and when these additional skills are being used to the benefit of [he City. , - A new classification and compensation study, (every five years}. RESOL�TION ti0. $S-�Z E�HIBIT B TABLE OF SALARY RA�GES FOR CLASSIFIC�ITIONS & POSITIONS POSITION TITLE EXECUTIVE GROliP (EX) (9) City Manager Assistant City Manager & Director, Redevelopment Agency Director/Public Works & City Engineer Director/General Services � City Treasurer Director/Planning S Community Development Director/Building & Safety City Clerk & Public Information Officer Director/Code Compliance Administra[ive Services Officer MANAGEMEIr'T, PROFESSIONAL & SUPERVISORY (MPS) (21) Senior Civil Engineer Principal Planner * Associate Civil Engineer Accounting Supervisor Associate Planner Principal Building Inspector Principal Plans Examiner Assistant Civil Engineer ** Plans Examiner ** Assistant Planner ** Engineering Technician ** AdminisLrative Assistant Maintenance Superintendent Construction Inspector Inspector, Commerical Senior Engineering Aide Zoning � License Officer II I �ector, Residential Graphics Artist Engineering Aide Zoning & License Officer I GENERAL L'�IIT ( GEN ) (15 ) Secretary to the City Manager Accounting Technician Treasury Technician Secretary II Personnel Assistant Street Sweeper Senior Maintenance Worker Secretary I Cl�rk Stenographer Maintenance Worker Account Clerk II Clerk Typist II Custodian Account Clerk I ** Clerk Typist I TE:�SPORARY - PART-TI�IE ( TPT ) ( 4 ) Administrative Intern (12 months - no benefits.) Crossing Guard Clerical �ide '�aintenance �lide SALARY RANGE S �,178/mo. 38.9 37 .7 37.7 37 .7 33.8 32.6 31.5 31.1 33.7 31.4 31.3 30 .0 30.0 30 .0 30.0 29.1 28.3 27.7 27.7 27.4 27.2 ?7.0 27.0 26.6 26.3 26.0 25.5 27.1 24.3 23.5 22.3 22.3 21.6 21.6 21.0 21.0 20.3 18.8 17.7 17.3 17 .3 16.4 1�.6 15 . 6 1,500/mo. 5.29/hr. 4.00/hr. S 4.00/hr. *(Class elimina[ed. Current incumbent wi11 remain Principal Planner until vacated. To be fillec! at Associate Planner level.) . **(:hese classes not budgete�'.) Qr����E ra � . 10.0 1Q.1 10.2 '�._ .0.4 10.5 10.6 i0.7 10.8 l�i.Q 11.� ii•i 1I.2 11•: lt.0 11.5 11.6 11.7 3TEP a aoR 5.J018 dl2 5.0300 877 5.u5�� �^t 7.�yc'R 805 5.1O5a by0 �.13u7 �;�u 5.157� �Q1� �.18u9 Q� 3 S.L4y7 y�7 5.�3�d �11 5.�554 91h 5.tr:►7 92q S.Si�73 925 5.33bb 9�4 5.5597 93a 5.39dd 939 S.�llb 9v3 S.uuuS ��cQ °11 5.255Q Q16 5.e9u7 �2i 7.S13b Qe5 �.33ee+ a2a �. 5597 y j5 5.iou3 Q3o 7.�17u Oy� 5.ua05 9�:h S.uh93 y5? 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