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HomeMy WebLinkAboutResolution No. 2010-134 RESOLUTION 2010 -134 ADOPTING CHANGES IN NON -UNION SUPERVISORY SALARY RANGES, ESTABLISHING SALARIES FOR NON - UNIONIZE IPA SUPERVISORY POSITIONS, AND CHANGES EN FRINGE BENEFITS WHEREAS, the City of Columbia Heights adopted a Wage Compensation Program for Non - Unionized City Employees effective January 1, 1980 (Resolution 80 -47), which indicated that on an annual basis changes will be adopted in Group Salary Ranges, and, WHEREAS, the City of Columbia Heights adopted a Comparable Worth Implementation Plan effective January 1, 1988 (Resolution 88 -50), to assure comparable compensation for positions with comparable skills, effort, responsibilities, and working conditions, and proportional compensation for positions where such factors are different; and, WHEREAS, the City of Columbia Heights annually reviews the Employer's share for various insurance programs and other benefits for its non - unionized supervisory employees to compare what is provided to other employee groups in the City; NOW, THEREFORE, BE IT RESOLVED, that the City of Columbia Heights establishes salary ranges and fringe benefits for non - unionized supervisory City positions, as indicated on Schedule A which is on file in the office of the City Manager and is attached, for calendar years 2011 and 2012; and that movement through the salary range is contingent upon satisfactory performance of the employee; and BE IT FURTHER RESOLVED that changes to the Personnel Policy and Retirement Health Savings (RHS) plan documents shall be made, as applicable, to incorporate changes in sick leave severance payout and participation in a Post Employment Health Care Savings Plan. Passed this 13 day of December, 2010. Offered by: Diehm Seconded by: Nawrocki Roll Call: Ayes: Peterson, Williams, Nawrocki, Diehm, Kelzenber: c_ _4 du/0A i ..----- - - 2 Gary L. Peterson, Mayor ./ II Patricia Muscovitz CMC City Clerk SCHEDULE A 2011 MONTHLY SALARY SCHEDULE EFFECTIVE JANUARY 1, 2011 Entry 6 Months 1 Year 2 Years 3 Years STORE SUPERVISOR $2,672 $2,763 $2,854 $2,945 $3,036 IS TECHNICIAN $3,164 $3,271 $3,379 $3,487 $3,595 POLICE IS SPECIALIST $3,544 $3,665 $3,785 $3,906 $4,027 ASSISTANT LIQUOR MANAGER $3,754 $3,882 $4,010 $4,138 $4,266 OFFICE SUPERVISOR - POLICE FACILITIES MAINTENANCE SUPERVISOR ACCOUNTING COORDINATOR $3,846 $3,978 $4,109 $4,240 $4,371 ADMINISTRATIVE ASST -PUB WORKS $3,969 $4,104 $4,239 $4,375 $4,510 SENIOR CITIZENS COORDINATOR $4,098 $4,238 $4,378 $4,517 $4,657 ASSISTANT IS DIRECTOR $4,286 $4,433 $4,579 $4,725 $4,871 CHILDREN'S LIBRARIAN $4,663 $4,822 $4,981 $5,140 $5,299 ADULT SERVICES LIBRARIAN STORE MANAGER $4,724 $4,885 $5,046 $5,207 $5,368 ACCOUNTANT $4,780 $4,943 $5,106 $5,269 $5,432 VEHICLE MAINTENANCE SUPERVISOR $4,858 $5,023 $5,189 $5,354 $5,520 BUILDING OFFICIAL $5,073 $5,246 $5,419 $5,592 $5,765 PLANNER $5,472 $5,658 $5,845 $6,031 $6,218 PUBLIC WORKS SUPERINTENDENT $5,743 $5,939 $6,134 $6,330 $6,526 ASSISTANT CITY ENGINEER $5,834 $6,032 $6,231 $6,430 $6,629 ASSISTANT COMMUNITY DEV DIRECTOR $5,874 $6,074 $6,275 $6,475 $6,675 ASSISTANT FINANCE DIRECTOR $5,902 $6,103 $6,305 $6,506 $6,707 RECREATION DIRECTOR $5,920 $6,122 $6,323 $6,525 $6,727 IS DIRECTOR $6,188 $6,399 $6,610 $6,821 $7,032 LIQUOR OPERATIONS MANAGER $6,696 $6,924 $7,152 $7,381 $7,609 57 SCHEDULE A 2012 MONTHLY SALARY SCHEDULE EFFECTIVE JANUARY 1, 2012 Entry 6 Months 1 Year 2 Years 3 Years STORE SUPERVISOR $2,698 $2,790 $2,882 $2,974 $3,066 IS TECHNICIAN $3,195 $3,304 $3,413 $3,522 $3,631 POLICE IS SPECIALIST $3,579 $3,701 $3,823 $3,945 $4,067 ASSISTANT LIQUOR MANAGER $3,792 $3,921 $4,050 $4,180 $4,309 OFFICE SUPERVISOR - POLICE FACILITIES MAINTENANCE SUPERVISOR ACCOUNTING COORDINATOR $3,885 $4,018 $4,150 $4,283 $4,415 ADMINISTRATIVE ASST -PUB WORKS $4,008 $4,145 $4,282 $4,418 $4,555 SENIOR CITIZENS COORDINATOR $4,140 $4,281 $4,422 $4,563 $4,704 ASSISTANT IS DIRECTOR $4,330 $4,477 $4,625 $4,772 $4,920 CHILDREN'S LIBRARIAN $4,710 $4,870 $5,031 $5,191 $5,352 ADULT SERVICES LIBRARIAN STORE MANAGER $4,771 $4,934 $5,097 $5,259 $5,422 ACCOUNTANT $4,828 $4,992 $5,157 $5,321 $5,486 VEHICLE MAINTENANCE SUPERVISOR $4,906 $5,073 $5,241 $5,408 $5,575 BUILDING OFFICIAL $5,124 $5,299 $5,474 $5,648 $5,823 PLANNER $5,526 $5,715 $5,903 $6,092 $6,280 PUBLIC WORKS SUPERINTENDENT $5,800 $5,998 $6,196 $6,393 $6,591 ASSISTANT CITY ENGINEER $5,892 $6,092 $6,293 $6,494 $6,695 ASSISTANT COMMUNITY DEV DIRECTOR $5,933 $6,135 $6,337 $6,540 $6,742 ASSISTANT FINANCE DIRECTOR $5,961 $6,164 $6,368 $6,571 $6,774 RECREATION DIRECTOR $5,979 $6,183 $6,386 $6,590 $6,794 IS DIRECTOR $6,250 $6,463 $6,676 $6,889 $7,102 LIQUOR OPERATIONS MANAGER $6,763 $6,993 $7,224 $7,454 $7,685 58 SCHEDULE A INSURANCE The EMPLOYER will contribute up to a maximum of seven hundred and seventy-five dollars ($775) per month per full -time employee for calendar year 2011 for employee life insurance, group health insurance, and dental insurance. Should the cost of such benefits be less than $775 per month, the difference may be used toward any other City - provided insurance benefit and /or a City sponsored deferred compensation program. The EMPLOYER will contribute up to a maximum of eight hundred and five dollars ($805) per month per full - time employee for calendar year 2012 for employee life insurance, group health insurance, and dental insurance. Should the cost of such benefits be less than $805 per month, the difference may be used toward any other City - provided insurance benefit and /or a City- sponsored deferred compensation program. DEFERRED COMPENSATION As a form of additional compensation, the City will contribute $1 per full -time employee toward a city- sponsored deferred compensation program for every $1 contributed by such employee toward such city- sponsored deferred compensation program. Such employer contribution will not exceed $425 for calendar years 2011 and 2012. SEVERANCE PAY Upon leaving City employment in good standing, employees shall receive payment based on their most recent salary level for all vacation leave earned but not taken, and for earned and unused sick leave based on the following schedule: During employment years 1 -5: 20% During employment years 6 -10: 33% During employment years 11 -19: 40% During employment years 20 +: 50% All of such sick leave severance pay will be placed into the employee's Post Employment Health Care Savings Plan on a mandatory basis, in accordance with IRS regulations. 59