Loading...
HomeMy WebLinkAboutResolution No. 2570 RESOLUTION NO. 2570 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY STRENGTHENING THE MERIT PRINCIPLE OF THE PAY PLAN THE CITY COUNCIL OF THE CITY OF DOWNEY DOES RESOLVE AS FOLLOWS: SECTION 1. That Sections 5, 5.1 and 5.2 of Article VI on Page V -7 of the Downey Personnel Manual dealing with job performance rating are hereby repealed. SECTION 2. That Part VI, Article I, the Pay Plan, starting on Page VI -1 of the Downey Personnel Manual is hereby amended to read according to the attached Exhibit "A "; Provided that Table I and Ia, the Plan of Salary Schedules, shall not be affected hereby. SECTION 3. The City Clerk shall certify to the adoption of this Resolution and provide for appropriate distribution thereof. APPROVED AND ADOPTED this 12th day of July, 1971. Mayor / ATTEST: City Clerk I HEREBY CERTIFY that the foregoing Resolution was duly adopted by the City Council of the City of Downey at a regular meeting thereof held on the 12th day of July, 1971, by the following vote, to wit: AYES: 5 Councilmen: Morton, Winton, Jennings, Hollis, Ferris NOES: 0 Councilmen: None ABSENT: 0 Councilmen: None City Clerk .. - . - • • • "-PART VI EXHIr T "A" ; RESOLUTION NO. 2570 • Adopted July 12, 1971 COMPENSATION PROGRAM 1 ARTICLE I - PAY PLAN SECTION 1. Salary Determination Policy. In determining salaries, consideration shall be given to prevailing rates of pay for compar- able work in other public and in private employment, including consideration of conditions of work and fringe benefits as well as basic pay; to current costs of living; to suggestions of department heads; and to the City's financial condition and. policies. SECTION 2. Table I: The Plan of Salary Schedules. •A. • Description of Schedules. The Pay Plan in Table Iconsists of a set of monthly salary schedules, as adopted by the City Council. Each of said schedules is designated by a schedule number. Each schedule consists of five (5) steps of monthly compensation, each of which is designated by a step letter. . B. Special Rates. The Pay Plan includes flat rates for certain officers and employees who are not compensated on the basis of the step plan. Said rates of compensation are named Special Compensation and shall apply to all those appointed by and directly responsible to the City Council and to all department heads. Said special compensation rates shall be reviewed by the City Manager and City Council prior to the adoption of the fiscal budget on July 1st of each year. • C. Hourly Equivalent Calculation. For payroll purposes, the hourly equivalent of a monthly rate shall be computed by dividing twelve times the monthly rate by fifty -two times the number of working hours per week. • D. Hourly Rates. All employees who do not hold regular probationary • or permanent appointments shall be compensated at an hourly rate and shall be subject to all provisions of the Personnel Manual. SECTION 3. Eligibility for Merit Salary Advancement. A. Eligibility for Salary Step Increases. (1) Salary step increases shall be considered on a merit basis only and then only at the following times, and in accordance with Section 4, paragraph B of this Part. • Step A Hiring Step Step B After 6 months of service Step C After one year of service Step D After two years of service Step E After three years of service VI -1 - ,r • • , • (2) All full time appointments shall be made at the first step of the salary schedule assigned that class, unless approval of the City Manager is obtained for appointment at a higher step in the assigned schedule. • (3) No salary advancement shall be made so as to exceed the maximum rate established in the salary schedule for the class to which the employee's position is allocated. B: Eligibility for Merit Longevity. Upon approval of the appointing power, permanent employees wlio have completed ten continuous years of satisfactory service may be paid, in addition to their respectively regular prescribed salary, a monthly amount equal to the next salary step abov&.their monthly base salary, and after 20 years, an additional one and one -half steps above their monthly base salary. Said payments may be divided for payroll purposes. C. Eligibility for Promotion Increases. Any employee receiving a promotion shall start on the first salary step of the salary schedule for the class to which he is promoted, and be eligible for merit increases as els ewhere provided, unless his present salary level is equal to or exceeds the first step of the class to which he is promoted. In that event, his former salary may be increased the equivalent of one step. D. Eligibility for Hourly Rate Increases. Hourly employees are eligible to receive $. 10 per hour additional annually, effective on their anniversary date. Employees on any of the above - schedules who were paid above the rates established on July 1, 1970, shall retain such rates until their next anniversary date, and be eligible for increases as herein provided. Eligibility for Differential Pay. • Employees whose duties would normally be performed during the regular working hours of their respective class are eligible to be paid at a rate one range higher than their normal step if they are required to perform hose duties on a night schedule more than 60 percent of the time. SECTION 4. Qualification for Merit Salary Advancement. A. Merit Evaluation. (1) Every employee shall receive an objective, written job performance rating no sooner than three (3) weeks before, and no later than five (5) working days before the date of eligibility for each salary step, merit longev- ity or hourly increase, and annually thereafter, and upon a change of employ- ment status. Nothing in this section shall prohibit the department head or authorized supervisor from giving an additional objective rating to an em- ployee between those periods of time described in this section. • .j f - • _ .. '* • (2) It shall be the duty of the department head to delegate the responsi- bility of every employee's rating to that level of supervision having immediate knowledge of the employee's work. An employee' shall be rated by his immediate supervisor, which rating shall be reviewed by the department head. B• Qualification for Salary Step Advancement. • (1) Advancements shall not be automatic but shall be merited, dependent upon increased service value of an employee to the City as exem- plified by recommendations of his supervisor, length of service, performance record, special training undertaken, and other objective evidence. (2) Only employees rated as .meeting the standard of fully effective work performance shall be qualified to advance to salary steps (B), (C) and (D). _ • (3) Only employees rated as surpassing the standard of work per- formance expected of City employees shall be qualified to advance to salary step (E). • • • C. Salary Step Reduction. Whenever an employee's work performance falls below the level for which a step increase was granted, his pay may be reduced to his previous step. • Qualification for Merit Longevity. • Merit longevity is to provide a continuing incentive to career em- ployees. Such payments shall continue, with the approval of the City Manager, or the City Council in the case of the City Manager, only during such period as an eligible employee continues to perform the highest quality of public service, as evidenced by performance ratings submitted by the appointing power at least annually, and shall be terminated at any time by the City Manager, or the City Council in the case of the City Manager, when the quality of service as evidenced by the performance rating of such employee does not merit such additional compensation. • • • • VI- 8 • E. Qualification for Merit Incentive Award. . ( 1 ) Not more than 20% of the permanent classified employees in any department (major division in the case of Public Works. and Pollee) who have received the E step for two years continuously, may be rewarded for outstanding performance during a given six months period by the equivalent of one additional step for the following six months period, as• provided below. (2) Each Merit Incentive award shall continue for one six months period only, and thereafter lapse. (3) Merit incentive shall be subject to the approval of the City Manager, based on an objective factual justification from the department head, setting forth the specific instances of outstanding performance for which a Merit Incentive Award is recommended. Such instances shall be sufficient to show a real pattern of outstanding performance during the payroll period. (4) Each Merit Incentive Award shall result from an objective comparative analysis of all employees in each department conducted in a manner to be set forth by the City Manager. • SECTION 5. Overtime Work. A. Determination by City Manager final: Any other provision of this • article notwithstanding, any dispute or question of fact as to what times are normally required for the employment of any person shall be decided by the City Manager, and his decision shall be final. • B. Approval by City Manager required: It is the policy of the City that overtime work is to be discouraged. However, in case of emergency or whenever the public interest or necessity requires , any department or division head may require any employee.in such department or division to perform overtime work. The projects and types of work for which overtime may be authorized shall be approved in advance by the City Manager, except in the event of emergency overtime as elsewhere defined. C. Compensation for Overtime: All approved overtime for employees paid on a schedule basis shall be paid at a straight time hourly rate equal to the regular equivalent hourly rate of such employee, or by compensatory • time off with pay for a period equal to the time such overtime work was performed, except for those employees paid in accordance with the provisions of Sub-section D of the Section. D. Time and One -Half Compensation: All approved overtime worked in excess of eight continuous hours in one day shall be paid at time and one - half the hourly rate of such employee, or by compensatory time off at the rate of one and one -half times the number of hours of such overtime worked. Employees paid in accordance with the provisions of this Section shall be limited to Miscellaneous Employees at the salary classification of Foreman or below. (1970-71 Schedule 22). vi- 9 • • SECTION 7. Court Time. A. Definition: Court Time' is time required to be spent by a safety member of the Police division in response to subpoena, a coroner's inquest, or a hearing or trial in a civil action on behalf of the City, 'or criminal case at a time other than that regularly required of such employee for his em- ployment, for the purpose of testifying as to knowledge acquired in the course of his employment with the City. This definition shall apply to subpoenas issued for taking of depositions. Employees who are off duty on sick leave benefits as described in Article IX, Section 8 or Workman's Compensation as described under Article IX, Section 10 shall not accrue additional time nor compensation. • B. Compensation for Court Time: Any safety member of the Police division shall be compensated for -Court Time as follows: (1) Criminal Witness: He shall be paid at the applicable hourly • rate or, with the approval of the Police Chief, he may in lieu of pay, accumulate any portion of his court time and take an equivalent leave of absence. The accumulation of court time shall be limited to the number of hours earned for which such member has not been compensated at the applicable hourly rate by pay. , . . • (2) Civil Witness (in line of duty): Any such officer shall receive } his normal salary (and expenses, if any) from his employer for time at court and travel to and from. (3) Payments: Payments under this section shall be on the regular pay date following such appearance. The Police Chief shall make a report to the Director of Finance prior to each pay date, listing the members earning benefits under this section. Such reports shall indicate the court time each merriber earned in the previous pay period, and whether he has elected to receive equivalent leave of absence when appearing as a witness. SECTION 8. Hazard and Bonus Pay. A. Investigators: Any Police Officer who is designated by the Chief of Police as an Investigator, up to budget authority, shall be compensated, . during. each payroll period for which such designation is reported on the payroll report form, at his authorized step, of the second schedule above the schedule for Police Officer. • • •B. Motorcycle Officers: Any Police Officer who is designated by the Chief of Police as a Motorcycle Officer, shall be compensated at his authorized step of the second schedule above the schedule for Police Officer, for each payroll period wherein he is assigned full time to ride a two -wheel motorcycle; and at his authorized step of the next schedule above the schedule VI -10 • • • The provisions of Sub-section D, Time and One -Half Compensation shall not become effective until January 1, 1971. E. Compensation for Special Call In: A miscellaneous employee called in to perform work at times other than those normally required for his employment shall have the option to be paid a minimum for four (4) hours at straight time hourly rate equal to the regular hourly rate of such em- ployee, or by compensatory time off with pay for a period equal to the time Special Call In time was accumulated. Employees may accumulate Special Call In time to a maximum of forty (40) hours, and thereafter all Special Call In time shall be paid on the payday for the pay period in which it was earned. SECTION 6. Firearms Training and Marksmanship: Sworn personnel of the Police Departmerif who may be called upon to use firearms in the performance of their duties shall: • A. As directed by the Police Chief fire the prescribed combat or target course once a month for a minimum of 10 months per fiscal year. Any • employee failing to fire as herein required may be fined one day's pay upon the recommendation of the Police Chief and approval of the City Manager. In addition to the required number of courses, the Police Chief may require a minimum point qualification for both combat and target courses which he deems necessary to insure proficiency of such employees and may re- quire any such employee who within the past year has not attained the mini - mum point qualification to take additional firearms training. This section does not restrict personnel action by the Police Chief. • B. . • Receive additional compensation each month for marksmanship as herein provided: Such additional compensation shall be in the following amounts and based on the following scale of proficiency as demonstrated upon the approved firearms target type courses. The Chief of Police shall designate the type of course and scores necessry to qualify under the follow- ing categories: • Designation • Score • Shoot Pay Marksman 200 - 239 $2,00 per month Sharpshooter 240 - 259 $4. 00 per month Expert 260 - 279 ' • $8. 00 per month Super Expert 280 - 294 $16.00 .per month Master 295 - 300 $20. 00 per month An employee shall receive the additional compensation only for the 6 -month period immediately following his demonstration of proficiency as herein provided to the satisfaction of the Police Chief. and the certification of such proficiency to the Director of Finance. The Police Chief shall determine the firearms course. The determination of the Police Chief on all scoring is final and conclusive. VI -11 • • , • • .ate for Police Officer, for each payroll period wherein he is assigned full time to ride a three -wheel motorcycle. The number of officers on any shift, designated as Motorcycle Officers in either category, shall not exceed the number of motorcycles of that category actually in use, in that shift. C. Fire Mechanic: One member of the Fire Department, when assigned by the Chief Engineer to the mechanical repair and maintenance of fire apparatus and vehicles for over 50% of his hours on duty in each week, and actually engaged in such work over 20 hours each week, shall be compen- sated athis re step of the next pay schedule above the schedule for his class for each pay period during which such assignment is made. D. Part-time Motor Sweeper Operator: One member of Public Works Department when assigned by the Director of Public Works to operate a motor sweeper part time shall be compensated for such time at the equivalent step level of the Motor Sweeper Operator classification to the extent financed in the budget. . Fire Department Communications Operators: Two firemen, (three effective 1/1/72) may be paid at the appropriate step of the next salary schedule above the schedule for Fireman, for each payroll period during which they act full time as communication operators. F. Record Clerk. One Record Clerk, when assigned to the office of the Chief of Police to duties including major responsibilities for personnel records and payroll and also dictation, shall be compensated at his regular step of the next pay schedule above the pay schedule of Record Clerk. SECTION 9. Boards and Commissions: The following monthly amounts shall be paid to the members of citizens boards or commissions as indicated as just and reasonable compensation for expenses incurred in the - performance of their responsibilities. • A. . Planning Commission - $15. per meeting, not to exceed $30. per month. B. Personnel Advisory Board - $7. 50 per meeting, not to exceed $15. per month. C. Park and Recreation Commission - $7. 50 per meeting, not to exceed $15. per month. • D. Water Board - $7. 50 per meeting, not to exceed $15. per month. • VI lla • • • • SECTION 10. "Y" Rates: When an employee holds a position which is reallocated to a lower level and continues to hold the lower level position, he shall continue to receive compensation in the lower position at the same rate received immediately prior to the reallocation and be . eligible for all step increases, "cost of living" increases and /or any "blanket" increases as though the position had not been reallocated. This shall be known as a "Y" Rate and shall be subject to all other provisions of the Personnel Manual. SECTION 11. Re- employment: Officers and employees re- employed,after a layoff shall receive a rate within the salary schedule established for the class and agreed upon by the appointing power and the employee concerned. SECTION 12. Transfers: Transfer shall not affect an employee's salary rate or . anniversary date. SECTION 13. Emergency Help: Persons employed for temporary emergency purposes which are not otherwise provided for in the compensation program, shall be designated as "Emergency Help" and shall be compensated at a salary rate provided for in the step plan and consistent with the provisions of the compensation program, as determined by the Personnel Officer. • • VI- 11 b