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HomeMy WebLinkAboutCity Council Resolutions (R-89-523)-10/02/1989 1 2 RESOLUTION R-89-523 A RESOLUTION APPROVING COUNCIL ACTION UNDER BUSINESS AT THE REGULAR COUNCIL MEETING OF NOVEMBER 2, 1989 3 4 5 WHEREAS, Council has taken action on certain items on the agenda under Business, 6 NOW, THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF 7 COLLEYVILLE, TEXAS: 8 Sec. 1. THAT the agenda decisions approved by Council action under Business this date and not otherwise adopted by Ordinance and separate Resolution, as follows are hereby adopted: 9 10 1. THAT the agreement for util ity servi ce to 4350 Co11 eyvi 11 e Boulevard be extended for one year until July of 1990. 11 2. THAT AARP be allowed to use the City's property at 315 W.L.D. Lockett Road and the City Manager is authorized to spend up to $2,500 for improvements in accordance with staff recomrr,endat ions. 12 13 3. THAT the City of Colleyville cast its 10 votes for Ross Calhoun to serve on the Tarrant Appraisal District. 14 4. That the bid of Payton Wright Ford for 3 Police cars be accepted in the amount of $41,400.00 and so awarded. 5. THAT the Memorandum of Agreement between the Ci ty and the District Attorney in relation to Chapter 59 of the Code of Criminal Procedure be approved and the Mayor authori zed to sign. 15 16 17 18 AND IT IS SO RESOLVED. 19 Passed by a vote of __~to __~ on the 7th day of November, 1989. 20 CITY OF COLLEYVILLE 21 22 23 ATTEST: a~ LaVada Johnson City Secretary 24 25 26 1 vj LlA/63 ~.. ~._.,--'._-_.- ._._-_.~-----" 1 2 RESOLUTION R-89-523 A A RESOLUTION APPROVING COUNCIL ACTION 4 NOW, THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF COLLEYVILLE, TEXAS: 3 5 6 THAT Chapter VI II, Secti on 1 - Basi s for Compensati on Pl an, Secti on 4 - Pay Group and Steps, Secti on 6 - Pay Increases and Section 7 - Promotions of the Personnel Handbook be deleted. Sec. 1 7 8 THAT Chapter VIII, Section 1 - Basis for Compensation Plan, Secti on 4 - Pay Group and Steps, Secti on 6 - Pay Increases and Section 7 - Promotions of the Personnel Handbook be amended with the addition of Exhibit "A". Sec. 2 9 10 AND IT IS SO RESOLVED. 11 Passed by a vote of 1989. S- to 0 on the 21 day of November, ;K;~ CHRIS HAWKINS MAYOR 12 13 14 15 ATTEST: 16 17 18 19 dMcW/ H/d/42 20 21 22 23 24 25 J . do.-L-1i::.J ~1~- ({{Ld .7L- - aj'J)\ t t~ f [ / /] - ../' cr.-} -/ -.J (} ( 26 J<T~ 14, ~ D q I /& ~ f\. -' /). ,. q { 4'~ Resolution R-89-523 Exhibit "A" City of colleyville compensation Plan policy In order to more effectively and productively provide public service, the City of Colleyville establishes this Compensation Plan to meet the ultimate good of serving our citizens in the best manner possible. To meet this goal, quality employee performance is an essential obj ecti ve. Thus, this Compensation Plan is established to meet the stated goal and objective by attracting, maintaining and enhancing quality employee performance and productivity by creating through such Compensation Plan, a policy with procedures which discourages mediocrity, encourages superior performance, and allows for the plan to be implemented transitionally within the city's limited resources. It is hereby established as a policy of the City of Colleyville to provide the best public service possible for the least cost to the taxpayers and citizens. To accomplish this goal the City intends to ultimately provide an above average compensation pay plan and benefit package in exchange for above average employee performance and productivity. Reality dictates that such an objective cannot be reached as quickly as preferred. However, with the establishment of the Compensation Plan, including the related policy and procedures, the city of Colleyville commits to move in a transitional but deliberate mode until the full maturation of this goal and objective is met in the delivery of City services. Procedure 1. compensation Plan Adoption and Maintenance The City Council hereby adopts and directs the City Manager to maintain the City Compensation Plan in which salary grande and pay ranges as approved by the City Council will be established for each approved position. A job description for each position will be established and relate to the salary range appointed. 2. Annual Review and Recommendation Annually, the City Manager will review the Compensation Plan to ensure that pay ranges for each position are competitive wi th the labor market and that equi ty exists among ci ty positions relative to commensurate work responsibilities for Resolution R-89-523 Exhibit "A" City of Colleyville Compensation Plan Policy In order to more effectively and productively provide public service, the City of Colleyville establishes this Compensation Plan to meet the ultimate good of serving our citizens in the best manner possible. To meet this goal, quality employee performance is an essential objective. Thus, this Compensation Plan is established to meet the stated goal and objective by attracting, maintaining and enhancing quality employee performance and productivity by creating through such Compensation Plan, a policy with procedures which discourages mediocrity, encourages superior performance, and allows for the plan to be implemented transitionally within the City's limited resources. It is hereby established as a policy of the City of Colleyville to provide the best public service possible for the least cost to the taxpayers and citizens. To accomplish this goal the City intends to ultimately provide an above average compensati on pay pl an and benefit package in exchange for above average employee performance and producti vi ty. Real ity di ctates that such an objective cannot be reached as quickly as preferred. However, with the establishment of the Compensation Plan, including the related policy and procedures, the City of Colleyville commits to move in a transitional but deliberate mode until the full maturation of this goal and objective is met in the delivery of City services. Procedure 1. Compensation Plan Adoption and Maintenance The City Council hereby adopts and directs the City Manager to maintain the City Compensation Plan in which salary grade and pay ranges as approved by the City Council will be established for each approved position. A job description for each position will be established and relate to the salary range appointed. 2. Annual Review and Recommendation Annually, the City Manager will review the Compensation Plan to ensure that pay ranges for each position are competitive with the labor market and that equity exists among City positions relative to commensurate work respons i bi 1 it i es for the correspondi ng pay range. Adjustments as needed will be submitted with the City Manager's proposed budget and reflected within the proposed salary schedule with related pay grades and ranges for the corresponding position. 3. Council Reyie~ Along with the annual budget, the City Council will review, revise R-89-523 Page 2 as needed and approve the sa 1 a ry ranges and pay schedul es found in Table I and Table II to accomplish needed market adjustments to the pay grades and ranges. 4. Adjustments to Pay Grades and Ranges Adjustments to the Compensation Plan J s pay grades and ranges do not mean that personnel pay wi 11 necessarily be adjusted. Adjustments to an individual employee's pay require appropriate performance levels (for the grade and steps or percentage of midpoint) as demonstrated in a performance evaluation and rating on forms included in the City's personnel policy. 5. Range Application It is hereby recognized that the midpoint of all pay grade and ranges represent one hundred percent (100%) profi ci ency for the respecti ve position. Pay below midpoint represents performance less than full proficiency while pay above midpoint represents performance above full proficiency. The begi nni ng pay for new employees wi 11 be at the lower end of the range for that position unl ess the appl i cant possesses profi ci ency skills warranting starting pay higher than the minimum and approval is received from the City Manager for a higher starting wage; provided however, that any employee may be hired below minimum range as a provi s i ona 1 employee upon the recommendation of the Department Head and as approved by the City Manager. The provisional employee salary adjustments up to the minimum range may be made in amounts and at periods to be determined by the Department Head. Such period of adjustment shall not be longer than the requi red probati onary peri od under the Compensation Plan. Thereafter adjustments will be made per the City's Compensation Plan, policy and procedures. 6. Pay Adjustment Methods Pay grades and ranges are found in Table I and Table II for non-exempt and exempt employees, respectively. See Attached. Employee raises for non-exempt and exempt employees will be allowed as follows: a. Performance levels for Non-Exempt Employees (those eligible for Overtime Compensation and are paid hourly). Steps A - D E - G H Minimum Performance Meeting Job Requirements Meritorious Performance Exceeding Requirements Superi or Performances for Outstandi ng Performance significantly exceeding requirements No adjustment in pay for performance less than the minimum performance R-89-523 Page 3 (and/or for unsatisfactory performance) will be allowed. Pay Adjustment Periods Step B Step C After six (6) months After a minimum of seven (7) months at the next October 1st or April 1st Step D Step E Next October 1st or April 1st following Minimum of twelve (12) months at next October 1 or April 1st following Twelve (12) months after preceeding step. Step F b. Performance levels for Exempt Employees (those ineligible for Overtime Compensation and are paid by salary). Pay Adjustment Limits as % Salary For Existing Pay as % of Grade Mid Point Performance Rating Less 94 to and 94% 100 100 to 106 More than 106 Poor or Less Fair 4 - 5 5 - 6 6 - 7 7 - 8 3 - 4 4 - 5 5 - 6 6 - 7 3 - 4 4 - 5 5 - 6 3 - 4 Good Superi or Outstanding 4 - 5 Pay Adjustment Periods Pay adjustment methods will be based on review/evaluation on October 1st or April 1st. performance 7. COllll1ensurate Perfonnance No pay adjustments will be made wi thout a commensurate performance revi ew and ra ti ng appropri ate for the pay grade and range requi red for non-exempt or exempt positions, even when the pay grade and range is revised. An employee will be required to maintain applicable performance proficiency for their pay grade and range in order to receive any adjustments respective to their pay grade and range. 8. Effect of Range limits R-89-523 Page 4 Employees whose pay is at the top of the range for their position's pay grade will not receive a pay adjustment until the pay grade and range is adjusted and a commensurate performance review and rating is received. - 9. Policy/Administration Annually the City Council will consider pay policy issues of o Salary Schedule including amount, relationship and position o Funding for Adjustments within Salary Schedule Any Cost of Living Adjustments (COLA) to the Pay Grades and Ranges Annually the City Manager will: o o Propose the policy issues to be considered by Council o Assume responsibility for the administration and implementation of pay policy issues approved by the City Council o Supervise Departmental performance review and evaluation as being objective and based on work performed o A~~rovc or dCAY pay adjy~tments consistpnt with thi, -C6IIIpensatian Plan Approve or deny meritorious pay adjustments based on consistency with this Compensation Plan and with pay raises above mid-point being presented to the City Council for final approval. o Directly review and evaluate the performance of all Department Head level positions approving pay adjustments as warranted in this Compensation Plan. 10. longevity Compensation Pay for longevity is compensated for by longevity pay and vacation and sick leave benefits and is not to be included as justification for pay adjustments based on performance. Years of Service Longevity Pay Vacation Pay Sick Leave $ .00 o to 24 months 25 months to 60 months 10 days 12 days per year up to 90 days $5.00/month 10 days R-89-523 Page 5 After 60 months $7. SO/month Maximum 1 imit of $2,000.00 15 days Aftel 90 days, paid for time at cAd of yea r; Sic k days in excess of 90 wi 11 be paid at the end of the year. 11. Implementation Implementation of the Compensation Plan, policy and procedures will begin with approval by the City Council. For those positions slightly different from proposed pay grades and raises, (e.g., Police and Fire) utl imate transition into the Compensation Plan pay ranges and grades is to be accomplished by April 1, 1990. 12. Budgetary Constraints All annual pay adjustments will be subject to the availability of budgeted funds. Positions with performance ratings qualifying for adjustments will be distributed within budget limits and at the discretion of the supervisors when funds are deficient to meet pay adjustments qualified for through appropriate performance. 13. Policy Conflict This policy supercedes any other policy in conflict therewith. TABLE I Continued CITY OF COllEYVlllE Compensation Plan SALARY SCHEDULE NON-EXEMPT RANGE POSITION(S) INCLUDED PAY GRADE 15,250 - 20,068 OPEN 01 15,860 - 20,871 CASHER/RECEPTIONIST DISPATCHER BILLING CLERK LABORER (GENERAL,PUBLlC WORKS) ANIMAL CONTROL OFFICER HEAD DISPATCHER CLERK TYPIST 02 16,494 - 21,706 03 17,154- 22,574 WATER METER READER SIGN INSTALLER LABORER (PARKS MAINTENANCE II) UTILITY OPERATOR I EQUIPMENT OPERATOR I MUNICIPAL COURT CLERK COMPUTER OPERATOR 04 17,840 - 23,477 05 18,554 - 24,416 PERMIT CLERK PlANNING & ZONING CLERK UTILITY OPERATOR II RECORDS CONTROL UTILITY BILLING SUPERVISOR EQUIPMENT OPERATOR II ADMINISTRATIVE ASSISTANT 06 19,296 - 25,392 OPEN 07 20,068 - 26,408 MECHANIC I STREET SUPERVISOR 08 20,871 - 27,464 OPEN 09 21,706 - 28,563 FIRE FIGHTER MECHANIC II 10 22,574- 29,705 POLICE OFFICER CODE ENFORCEMENT OFFICER BUILDING INSPECTOR PUBLIC WORKS SUPERVISOR UTILITY INSPECTOR 11 23,477 - 30,894 POLICE CORPORAL INVESTIGATOR 12 24,416 - 32,129 FIRE LIEUTENANT 13 25,392 - 33,415 PARKS/RECREATION COORDINATOR POLICE SERGEANT 14 26,408 - 34,751 OPEN 15 27,464 - 36,141 FIRE CAPTAIN POLICE LIEUTENANT DEPUTY FINANCE DIRECTOR 16 28,563 - 53,498 OPEN 17 - 26 ~ Id-~-fr E ::l "'C c: CLl "'C "'C <C c: 10 ~ Co. ~ 0= .~ c:( ~= 10 Ul~ ~.~ CLloC ~.~ E.J:: OX UUJ H 1";1::1 ..:l c:Q < ~ to f:E1 f:E1 >t S Ilt Ii t x f:E1 >: f:E1 :z; o z ~ o P-. 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II t/) Q II I 110 II H X - f:E1 ~ o P-. p:; 1";1::1 Ilt II II CJ II II II ~ H :z; H :IE: II II c:Q II II II II II II( II II II Ilt 1";1::1 8 t/) ~O~~OOM~~~~NOO~M~~~~MM~O~O~O ~~~~~~O~~M~O~~O~NM~~OO~~OO~M MOO~NOOO~~~~M~~~~OOM~~~~O~N~~ ~~oomOOMNM~~~~oomONM~~~mONM~ MMMMNNNNNNNNNNNMMMMMMM~~~~ 00000000000000000000000000 ~~O~~OOM~~~~NOO~M~~m~MM~O~O~ m~~~m~~o~~MmO~~OmNM~~OOm~OO~ ~MOO~NOOO~~~~M~~~~OOM~~M~O~Nm . . . . . . . , . . . . . . . . . . . . . . . . . . ~~~oomOOMNM~~~~oomONM~~~mONM MMM~MNNNNNNNNNNNMMMMMMM~~~ 00000000000000000000000000 O~~O~~OOM~~~~NOO~M~~~~~M~O~O ~~~~~~~~O~~~~O~~O~N~~~m~~m OO~MOO~NOOO~~~~M~~~~OOM~~M~O~N . . . , . - . . . . . . . . . . . . . . . . . . . . ~~~~OO~OOMNM~~~~OO~ONM~~~mON MMMMMMNNNNNNNNNNNMMMMMMM~~ 00000000000000000000000000 OO~~O~~OOM~~~~NOO~M~~m~M~~O~ ~~~~~~m~~o~~MmO~~O~NM~~OOm~ NOO~MOO~NOOO~~~~M~~~~OOM~~~~O~ - . . . . . . . . . . . . . . . . . . . . . . . . . ~~~~~OO~OOMNM~~~~OO~ONM~~~mo MMMMMMMNNNNNNNNNNNMMMMMMM~ 00000000000000000000000000 I";I::IMNM~~~~oomOMNM~~~~OO~OMNM~~~ Q MMMMMMMMMMNNNNNNN ~ t.!l ~ ~ I ~ - - i H >< ~ o ~ ~ H Z H :IE: - t/) Ilt 1";1::1 8 t/) ~ Q < 1";1::1 p:j Ilt t/) ....:I II( 8 o 8 df> N ~ M t/) 1";1::1 o ~ C) :z; 1";1::1 1";1::1 ~ E-! 1";1::1 a:l df> ~ TABLE II CITY OF COLlEYVILlE COMPENSATION PLAN SALARY SCHEDULE EXEMPT RANGE LOW MID HIGH POSITION(S) INCLUDED PA YGRADE 28,184 - 31,707 - 35,230 OPEN 29,593 - 33,292 - 36,991 OPEN II 31,072 - 34,806 - 38,840 CITY SECRETARY III 32,626 - 36,704 - 40,783 OPEN IV 34,257 - 38,539 - 42,821 FINANCE DIRECTOR V 35,970 - 40,467 - 44,963 FIRE CHIEF VI CITY ENGINEER PUBLIC WORKS DIRECTOR ASSISTANT CITY MANAGER 37,769 - 42,490 - 47,211 POLICE CHIEF VII 39,657 - 44,614 - 49,571 OPEN VIII 41,641 - 46,847 - 52,052 OPEN IX 43,722 - 49,188 - 54,653 OPEN X 45,908 - 51,647 - 57,385 OPEN XI 48,203 - 54,229 - 60,254 CITY MANAGER XII 25% Total Spread from Minimum to Maximum Low 88% of Midpoint and High 1.11 % of Midpoint ~ /J-$'-Ij the corresponding pay range. Adjustments as needed will be submitted with the City Manager's proposed budget and reflected within the proposed salary schedule with related pay grades and ranges for the corresponding position. 3. Council Review Along with the annual budget, the City Council will review, revise as needed and approve the salary ranges and pay schedules found in Table I and Table II to accomplish needed market adjustments to the pay grades and ranges. 4. Adjustments to Pay Grades and Ranges Adjustments to the Compensation Plan's pay grades and ranges do not mean that personnel pay will necessarily be adjusted. Adjustments to an individual employee I s pay require appropriate performance levels (for the grade and steps or percentage of midpoint) as demonstrated in a performance evaluation and rating on forms included in the City's personnel policy. 5. Range Application It is hereby recognized that midpoint of all pay grade and ranges represent one hundred percent (100%) proficiency for the respective posi tion. Pay below midpoint represents performance less than full proficiency while pay above midpoint represents performance above full proficiency. The beginning pay for new employees will be at the lower end of the range for that position unless the applicant possesses proficiency skills warranting starting pay higher than the minimum and approval is received from the city Manager for a higher starting wage; provided, however, that any employee may be hired below minimum range as a provisional employee upon the recommendation of the Department Head and as approved by the city Manager. The provisional employee salary adjustments shall not be longer than the required probationary period under the Compensation Plan. Thereafter adjustments will be made per the city's Compensation Plan, policy and procedures. 6. Pay Adjustment Methods Pay grades and ranges are found in Table I and Table II for non-exempt and exempt employees, respectively. See attached. Employee raises for non-exempt and exempt employees will be allowed as follows: a. Performance levels for Non-Exempt Employees (those eligible for Overtime Compensation and are paid hourly) . steps A - D Minimum Performance Meeting Job Requirements E - G Meritorious Performance Exceeding Requirements H Superior Performances for Performance significantly requirements Outstanding exceeding No adjustment in pay for performance less than the minimum performance and/or for unsatisfactory performance) will be allowed. pay Adjustment Periods step B Step C After six (6) months After a minimum of seven (7) months at the next October 1st or April 1st step D Step E Next October 1st or April 1st following Minimum of twelve (12) months at the next October 1 or April 1st following step F Twelve (l2) months after preceding step. b. Performance levels for Exempt Employees (those ineligible for overtime compensation and are paid by salary). Pay Adjustment Limits as % Salary For Existing Pay as % of Grade Mid Point Performance Rating Less than 94% 94 to 100 100 to 106 More than 106 Poor or Less Fair 4 - 5 3 - 4 Good 5 - 6 4 - 5 3 - 4 Superior 6 - 7 5 - 6 4 - 5 outstanding 7 - 8 6 - 7 5 - 6 4 - 5 pay Adjustments Periods Pay adjustment methods will be based on performance review/evaluation on October 1st or April 1st. 7. Commensurate Performance No pay adjustments will be made without a commensurate performance review and rating appropriate for the pay grade and range required for non-exempt or exempt positions, even when the pay grade and range is revised. An employee will be required to maintain applicable performance proficiency for their pay grade and range in order to receive any adjustments respective to their pay grade and range. 8. Effect of Range Limits Employees whose pay is at the top of the range for their position'S pay grade will not receive a pay adjustment until the pay grade and range in adjusted and a commensurate performance review and rating is received. 9. POlicy/Administration Annually, the City Council will consider pay policy issues of * Salary Schedule including amount, relationship and position * Funding for Adjustments within Salary Schedule * Any Cost of Living Adjustments (COLA) to the Pay Grades and Ranges Annually, the City Manager will: * Propose the policy issues to be considered by the City Council * Assume responsibility for the administration and implementation of pay policy issues approved by the City Council * Supervise Departmental performance review and evaluation as being objective and based on work performance * Approve or deny meritorious pay adjustments consistent with the compensation Plan. and with pay incrcaDcD aBovc mid point bcin~ prcDcntcd to thc City Council for final approval. * Directly review and evaluate the performance of all Department Head level positions approve pay adjustments as warranted in this Compensation Plan. 10. Longevity compensation Pay for longevity is compensated by longevity pay and vacation and sick leave benefits and is not to be included as justification for pay adjustments based on performance. Years of Service Longevity Pay Vacation Pay sick Leave 25 months to 60 months $5.00/mo. 10 days 12 days per year up to 90 days o - 24 months $ .00 10 days After 60 months $7.50/mo. 15 days Maximum limit of $2,000.00 sick days in excess of 90 will be paid at the end of the year. 11. Implementation Implementation of the Compensation Plan, policy and procedures will begin with approval by the City Council. For those positions slightly different from proposed pay grades and raises, (e.g., Police and Fire) ultimate transition into the compensation Plan pay ranges and grades is to be accomplished by April 1, 1990. 12. Budgetary constraints All annual pay adjustments will be subject to the availability of budgeted funds. positions with performance ratings qualifying for adjustments will be distributed within budget limits and at the discretion of the supervisors when funds are deficient to meet pay adjustments qualified through appropriate performance. 13. Policy Conflict This policy supersedes any other policy in conflict therewith.