HomeMy WebLinkAboutResolution No. 6410 RESOLUTION NO. 6 410
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY
ESTABLISHING NEW SALARY RANGES FOR EXECUTIVE
AND MIDDLE MANAGEMENT CLASSIFICATIONS AND AMENDING
THE MANAGEMENT PERFORMANCE /COMPENSATION PLAN
WHEREAS, Resolution No. 5290 "Management Performance /Compensation Plan" governs salary
adjustments for Executive and Middle Management; and
WHEREAS, staff has completed the total compensation survey required by the Plan; and
WHEREAS, the City Council has given careful consideration to the Management Compensation Plan and
the revisions recommended by the City Manager;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF DOWNEY DOES RESOLVE AS
FOLLOWS:
SECTION 1. Effective November 14, 2000, the salary ranges for executive and middle management
classifications contained in Exhibit A, attached hereto are established.
SECTION 2. The amended "Management Performance /Compensation Plan" attached hereto as Exhibit B,
is hereby approved in substantially the form thereof together with any additions thereto or changes therein deemed
necessary or advisable by the City Manager.
SECTION 3. The City Clerk shall certify to the adoption of this resolution and provide for the distribution
thereof.
APPROVED AND ADOPTED this 14th day of November , 2000.
E I T H - - , 7 ' , ' / / o r / ,...*
MC CARTH Y , May it
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JUvITii E. MC DONNELL, 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 14th day of No vember , 2000, by the following vote, to
wit:
AYES: 3 Council Members Perkins, McCaughan , McCarthy
NOES: 0 Council Members: No
ABSENT: 2 Council Members: Winningham, Riley
ABSTAIN 0 Council Members: None
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>itiD TH E. MC DONNELL, City Clerk
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RESOLUTION NO. 6410
EXHIBIT A
EXECUTIVE MANAGEMENT
Assistant City Manager $9,217.92 $11,245.86
Chief of Police 8,999.28 10,979.12
City Clerk/Treasurer 5,955.23 7,265.38
City Manager 13,101.09
Director of Community Development 8,608.31 10,502.14
Director of Community Services 7,828.77 9,551.10
Director of Public Works 8,608.31 10,502.14
Finance Director 7,828.77 9,551.10
Fire Chief 8,659.38 10,564.44
MIDDLE MANAGEMENT
Assistant to City Manager 5,328.18 6,500.3 8
Asst. Community Development Director 6,444.19 7,861.91
Assistant Finance Director 6,684.84 8,155.51
Building Official 6,148.87 7,501.62
City Engineer 7,399.61 9,027.53
City Librarian 6,040.36 7,369.24
Data Processing Manager 6,364.83 7,765.09
Dispatch Systems Manager 4,334.72 5,288.35
Housing Manager 5,785.75 7,058.62
Library System Manager 4,678.49 5
Personnel Director 7,582.35 9,250.46
Principal Engineer 6,810.82 8,309.20
Purchasing Manager 5,279.34 6,440.79
Recreation Manager 5,477.29 6,682.29
Senior Civil Engineer 6,221.61 7,590.37
Social Services Manager 5,477.29 6,682.29
Superintendent of Physical Services 6,175.57 7,534.19
Superintendent of Water & Sanitation 6,175.57 7,534.19
Theater Manager 5,477.29 6,682.29
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RESOLUTION NO. 6410
Administrative Regulation No. 423
Page
OFFICE OF THE CITY MANAGER EXHIBIT B
Issued: January 24, 1984
Revised: March 11, 1986
Revised: May 23, 1989
Revised: May 8, 1990
Revised: November 14, 2000
Number: 423
Sections: 1 - 6
Effective Date: November 14, 2000
SUBJECT: MANAGEMENT PERFORMANCE /COMPENSATION PLAN
1. PURPOSE. The purpose of this Administrative Regulation is to establish salary administration guidelines for
Executive Management and Middle Management classifications pursuant to the following goals and
objectives:
1.1 Promote better job performance and increased productivity by giving recognition to the employee for
individual level of performance.
1.2 Promote increased commitment to goals and objectives of the City Council and the City Manager.
1.3 Strengthen the role of the supervisor in the compensation program.
1.4 Promote the philosophy of "team management" and increase employee understanding of associated
rules, responsibilities and loyalties.
1.5 Establish a system of compensation which results in appropriate internal salary relationships and
competitive salary rates.
2. AUTHORITY. City Council Resolution No. 4352.
3. APPLICATION. The compensation plan shall apply to all employees occupying positions in classifications ,II
designated by the City Council as Executive Management and Middle Management.
4. POLICY.
4.1 Establishment of Salary Ranges. The City Council shall adopt a resolution identifying the minimum
and maximum salary for each Executive Management and Middle Management classification. The
salary ranges will have a spread of approximately 22% from the minimum to maximum figures with
no set steps in between.
Salary ranges shall be established to reflect the relative value of positions taking into account both
g
internal and external considerations. Measures shall be taken to ensure that appropriate internal
relationships and alignments are maintained within the organization. Accordingly, no supervisor shall
receive less total compensation than his/her highest paid subordinate if a similar amount of time is
worked. In addition, efforts will be made to ensure that a competitive position within the labor market
RESOLUTION NO. 6410
Administrative Regulation No. 423
Page 2
is maintained for all classifications in order to attract and retain highly qualified personnel.
4.1 -1 Adjustment of Salary Ranges. With the approval of the City Manager, salary ranges for
Executive and Middle Management employees will be reviewed in January of even
numbered years based on salary surveys and internal relationship considerations. The salary
survey should be completed by January 15. The objective of salary surveys will be to
maintain City of Downey salaries at a competitive level within the relevant labor market as
defined in Section 6 of the Plan. The City Manager may direct that the survey be completed
at other times.
Also, salary ranges shall be adjusted at such other times as the City grants cost -of- living
adjustments to the rank - and -file employees unless the City Council directs to the contrary.
The amount of such cost -of- living adjustments granted to the management classifications
will be no less than that granted to the predominant recognized bargaining unit in the
department to which the management position is assigned. In such instances where salary
ranges are increased for cost -of- living purposes, the individual employee salaries will be
increased in proportion to the amount of the range adjustment, provided that for reasons of
unsatisfactory performance an individual employee may be denied such an adjustment. All
salary range adjustments shall require the adoption of a resolution by the City Council.
4.1 -2 Progression Within the Salary Range - Executive Management. The minimum salary in the
range would be appropriate for a new employee who minimally satisfies job requirements.
The top of the range is reserved for employees who perform at the highest level of
proficiency that is expected.
Employees, both upon appointment and during the course of their employment, may receive
any salary amount not to exceed the maximum of their range. Generally, each employee
will be reviewed for salary adjustments within their range annually in conjunction with the
employee's anniversary date. Such adjustments shall be determined by the City Manager.
The consideration for adjusting an employee's salary will be changes in the cost of living
and job performance as indicated in a detailed corresponding Management Performance
Evaluation Report.
4.1 -3 Progression Within the Salary Range - Middle Management. The minimum salary in the
range would be appropriate for a new employee who minimally satisfies job requirements.
The top of the range is reserved for employees who perform at the highest level of
proficiency expected.
Employees, both upon appointment and during the course of their employment, may receive
any salary amount not to exceed the maximum of their range. Generally, a new employee is
not considered for a merit increase before 12 months of employment. Thereafter, employees
will be reviewed for merit salary increases annually in conjunction with the employee's
anniversary date. However, employees will not be considered for merit increases after
reaching the end of the respective salary range. Employees may be granted merit salary
adjustments more frequently than every 12 months with prior City Manager approval.
The sole consideration in the granting of merit increases shall be job performance as
indicated in a detailed corresponding Management Performance Evaluation Report. The
following shall apply in the granting of merit salary increases.
RESOLUTION NO. 6410
Administrative Regulation No. 423
Page 3
a. Merit salary adjustments for division managers shall be made upon recommendation
and approved of the concerned department heads.
b. Merit adjustments must be approved by the City Manager. A department head will
provide the evaluation and proposed merit adjustment to the City Manager prior to
giving it to the employee.
c. The amount of merit salary adjustment shall bear a direct relationship to the progress
of the employee toward satisfying performance expectations. Generally, an employee
who performs meritoriously will receive a merit increase of approximately 5 %.
Adjustments of up to 10% within the salary range are permitted. Also, while salary
adjustments will normally involve increases, reductions may be made in instances of
unsatisfactory performance.
d. After an employee reaches the top of the salary range, the level of proficiency
appropriate to that salary rate must be maintained or the employee's salary may drop
below the maximum. this may occur through a direct salary reduction or the
employee may not be granted increases which may be possible due to adjustments in
the range.
All approved salary adjustments shall be implemented by the submission of a
Personnel Status Report (PSR) form to the Personnel Office. The PSR and the
corresponding evaluation shall be reviewed by the Personnel Director for consistency
with the provisions of the Plan.
4.2 Elimination of Merit Longevity Pay. Merit Longevity Pay differentials shall be eliminated for all
Executive and Middle Management personnel hired or promoted in management /unclassified service
after the adoption of this Plan. Employees in Executive or Middle Management positions prior to the
adoption of this Plan shall be "grandfathered" and will continue to be eligible for the merit longevity
pay increases provided to classified employees unless they are promoted, in which case they will cease
to be eligible for merit longevity pay.
4.3 Exceptional Performance Pay. In order to recognize superior performance, an individual employee
may be granted Exceptional Performance Pay of up to 10% above his/her annual salary in the form of a
one -time, lump sum payment. Exceptional Performance Pay awards are separate from, and in addition
to, the salary adjustments discussed in Section 4, subsection 4.3, of this Plan. Exceptional
Performance Pay awards may be granted at any time during the year, and in no event shall an
employee receive awards totaling more than 10% of his/her annual salary in any calendar year period.
Exceptional Performance Pay is not an award for past service but for ongoing and future expected
exceptional performance. Awards will not be made to employees who have informed the City of their
intention to resign or retire from City employment.
4.3 -1 The provision of Exceptional Performance Pay may be granted when an employee's
performance and value to the City clearly exceed normal expectations. Examples of
possible justifying activities include:
a. Development of new programs which result in significant, definable cost savings or
improvements in City services and efficiency.
RESOLUTION NO. 6410
Administrative Regulation No. 423
Page 4
b. Within the employee's area of responsibility, there is a consistent, exceptionally high
level of productivity with repeated successful implementation of progressive and
up -to -date managerial systems.
c. Development of management or operational programs which may be applied in units
other than the one in which the employee works.
d. Willingness to accept management or special assignments of responsibilities which are
atypical to the normal functions of the employee's classification.
e. Implementation of cost saving measures in the form of significant budget reductions
without reducing productivity and/or efficiency.
4.3 -2 Approval Process.
a. If Department Head determines that a Middle Management employee is deserving of
Exceptional Performance Pay, such recommendation shall be forwarded to the City
Manager for review and approval. Executive Management may be granted
Exceptional Performance Pay upon recommendation and approval of the City
Manager.
b. The City Council will review all proposed Executive Management Exceptional
Performance Pay recommendations prior to implementation.
4.3-2 Funding Mechanism. Funds for Exceptional Performance Pay will come from, and in no
event exceed, a special pool established as follows:
As of January 1 of each calendar year, a pool equal to 7% of the total current annual salaries
of eligible management employees shall be established. This amount will be available for
Exceptional Performance Pay awards provided during that same calendar year.
4.3 -3 Eligibility. Employees in Executive and Middle Management positions who receive
Longevity Pay are not eligible to receive Exceptional Performance Pay awards. However,
such employees may elect irrevocably to forfeit their Longevity Pay in order to become
eligible for Exceptional Performance Pay awards.
4.4 Performance Evaluation. The performance evaluation process will entail a detailed planning process
as well as a review of past achievements and performance in various job behavior categories. Both
functions will be accomplished on the Management Performance Evaluation Report.
4.4 -1 Planning. Upon initial appointment and annually thereafter, the employee and his/her
supervisor shall meet together and prepare an agreed Performance Plan for the upcoming
evaluation period. The Performance Plan shall identify the specific objectives to be
accomplished during the upcoming evaluation period, including dates of completion and the
criteria to be used in evaluating the employee's performance in achieving the objectives.
4.4 -2 Review. At the conclusion of an evaluation period, the supervisor shall review the
Performance Plan and evaluate the employee's performance according to the planned
objectives and standard behavioral categories.
RESOLUTION NO. 6410
Administrative Regulation No. 423
Page 5
Annual Review Procedure. At least one month prior to the employee's anniversary date, the
Personnel Office will forward a copy of the Management Performance Evaluation Report to
the employee's supervisor.
Step 1 - Review
a. The supervisor shall complete the review portions of the Management Performance
Evaluation Report including detailed narrative comments on the employee's
performance during the past review period. The report will be forwarded to the City
manager for review.
b. Following the City Manager's review, the supervisor shall meet with the employee to
review and discuss the Management Performance Evaluation Report and
recommendation for any corresponding salary adjustment. The employee should feel
free to propose any alterations or omissions which may be pertinent to the report.
c. If alterations or additions are to be made, the Management Performance Evaluation
Report should be retyped to reflect the modifications and prepared for signature.
d. The form should be signed by the supervisor and forwarded to the employee for
completion of the section entitled "Overall Comments by Employee" and signature.
f. Complete a Personnel Status Report (PSR) reflecting any merit adjustment if
appropriate.
Step 2 - Planning. Shortly following the "review" meeting, the supervisor will schedule a "planning"
meeting with the employee to do the following:
a. To reach a mutual understanding of the duties of the job and how the job fits into the
total work of the unit.
b. To establish performance goals or objectives expected during the upcoming
evaluation period.
c. To agree on how the employee's accomplishments will be measured at the end of the
upcoming evaluation period.
Although some discussion of past performance may be useful in this meeting, the primary concern at
this stage is on planning, not on evaluation. At the conclusion of this discussion, the Performance Plan
should be typed on the appropriate section (final page) of the Management Performance Evaluation
Report which will be used for the upcoming evaluation period.
5. APPEAL PROCEDURE.
5.1 An employee may appeal a recommended salary adjustment or performance evaluation under the
following circumstances.
5.1 -1 If the employee feels his/her job performance has not been accurately documented in the
performance review process.
RESOLUTION NO. 6410
Administrative Regulation No. 423
Page 6
5.1 -2 If the employee feels that the amount of recommended salary adjustment is not appropriate.
5.2 The following procedure shall be followed in the event that an employee wishes to file an appeal.
5.2 -1 The employee shall advise the supervisor of his/her concern and shall attempt to resolve the
matter with the supervisor. The supervisor may require the employee to submit his/her
concerns in writing.
5.2 -2 If the matter is not resolved through review with his/her supervisor, the employee shall
outline the specific concerns in writing and indicate that a review before the department
head is requested.
5.2 -3 If the matter is still not resolved, the employee may request a review by the City Manager.
The City Manager shall review the matter and issue a decision.
5.2 -4 The decision of the City Manager is final. Executive Management and Middle Management
employees shall not have the right to appeal a decision regarding salary adjustment and
performance evaluation to the Personnel Advisory Board.
6. SALARY SURVEY AGENCIES. As stated in Section 4.2 of this Plan, comprehensive salary surveys shall be
conducted to determine if range adjustments are necessary. Criteria used in the selection of survey agencies
shall primarily emphasize population served, services offered and kind of government. In addition, all
agencies selected will be within Los Angeles and Orange Counties. The survey agencies which will be used
are as follows:
Alhambra, Burbank, Costa Mesa, Fullerton, Inglewood, Montebello, Monterey Park, Orange, Santa
Monica, and West Covina
This list will be maintained in subsequent years in order to maintain consistency. Any deletions or additions
will be made only after substantial justification and City Manager approval.
NOTE: The survey of the cities will compare "total compensation" including salary, retirement, insurance
-` benefits, automobile allowance and special services pay.
•
•
Gerald M. Caton Date
City Manager
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RESOLUTION NO. 6 413
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF DOWNEY
APPROVING THE FINAL SUBDIVISION MAP OF PARCEL MAP NO.
25947 (9637 -9641 IMPERIAL HIGHWAY), APPROVING AN
AGREEMENT WITH THE SUBDIVIDER AND ACCEPTING A
REFUNDABLE CASH DEPOSIT AS SURETY.
THE CITY COUNCIL OF THE CITY OF DOWNEY DOES RESOLVE AS
FOLLOWS:
SECTION 1. There is herewith submitted to the City Council by the owner and
subdivider thereof, a final subdivision map of Parcel Map No. 25947, approved by the
Planning Commission and by the City Engineer.
SECTION 2. There is herewith submitted to the City Council a proposed contract
between the City of Downey and the owners of said property for the construction of
certain improvements within said subdivision.
SECTION 3. The above - described contract is accompanied by a refundable cash
deposit as surety for faithful performance of the terms and conditions of said contract and
for labor and materials.
SECTION 4. The Downey City Council does hereby order:
a) That the subdivision map of Parcel Map No. 25947 submitted to this meeting,
be and the same, is hereby approved;
b) That the Mayor of the City of Downey is hereby authorized and directed to
execute the proposed contract between the City and said agents, and the same, is hereby
approved;
c) That the refundable cash deposit on file as surety presented for faithful
performance of the terms and conditions of said contract and for labor and materials, be
and the same, are hereby accepted.
SECTION 5. The City Clerk shall certify to the adoption of this Resolution and
forward two (2) certified copies of this Resolution to the Director of Public Works of the
County of Los Angeles.
RESOLUTION NO. 6 413
Page 2
APPROVED AND ADOPTED this 14th day of November , 2000.
laeiy01 ji , j 2:;2, ,, ,,,
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Mayor , KEITH MC CARTH
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ATTEST:
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/ 6 �ITH E. MC DONNELL, 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 14th day
of November , 2000, by the following vote:
AYES: 3 Council Members: Perkins , McCaughan , McCarthy
NOES: 0 Council Members: None
ABSENT: 2Council Members: Wi nni ngham , Ri 1 ey
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' . it ' , , i -'
/ ,JUDITH E . MC DONNELL , City Clerk
.,
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