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 ..----- - -
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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
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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
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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.
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