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Legislation #: 140905 Introduction Date: 10/23/2014
Type: Ordinance Effective Date: none
Sponsor: None
Title: Amending Article VIII of the Administrative Code of Kansas City, Missouri, relating to the Classification and Compensation Plan, by repealing Sections 2-1076, 2-1079, 2-1080 and 2-1086 and provides for maintenance of the system by creating two new classifications, retitling four classifications, revising the pay grade for five classifications and provides the Director of Human Resources authority to establish pay bands within a pay range for department specific job classifications.

Legislation History
DateMinutesDescription
10/22/2014 Filed by the Clerk's office
10/23/2014 Referred to Finance, Governance & Ethics Committee
10/29/2014 Advance and Do Pass, Consent
10/30/2014 Passed

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140905.pdf Authenticated 1143K Authenticated
Copy of Fiscal Note- pay ordinance buyer 100914.pdf Advertise Notice 15K Fiscal Note
140905 Compared.pdf Compared Version 382K Compared Version
140905 Fact Sheet.pdf Fact Sheet 105K Fact Sheet

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ORDINANCE NO. 140905

 

Amending Article VIII of the Administrative Code of Kansas City, Missouri, relating to the Classification and Compensation Plan, by repealing Sections 2-1076, 2-1079, 2-1080 and 2-1086 and provides for maintenance of the system by creating two new classifications, retitling four classifications, revising the pay grade for five classifications and provides the Director of Human Resources authority to establish pay bands within a pay range for department specific job classifications.

 

BE IT ORDAINED BY THE COUNCIL OF KANSAS CITY:

Section 1. That Article VIII of the Administrative Code of Kansas City, Missouri, relating to the Classification and Compensation Plan, is hereby amended by repealing Sections 2-1076, 2-1079, 2-1080 and 2-1086 and enacting in lieu thereof new sections of like numbers, to read as follows.

Sec. 2-1076. Salary schedules for occupational group classified as clerical, fiscal, and administrative with class code, class title, and pay grade therein.

The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein:

(1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group:

CLASS

 

PAY

MONTHLY

MONTHLY

CODE

CLASS TITLE

GRADE

MINIMUM

MAXIMUM

 

 

 

 

 

(1XXX) CLERICAL, FISCAL, AND ADMINISTRATIVE

 

 

 

 

 

 

 

 

 

 

 

 

 

1010

CLERICAL SUPERVISOR

M-G

2823

4422

1012

CUSTOMER SERVICE SUPERVISOR

ME-C

2865

4791

1028

LEGAL SECRETARY

M-H

3093

4845

1030

PARALEGAL

M-H

3093

4845

1040U

ADMINISTRATIVE SECRETARY

 

3720

6441

1060U

ADMINISTRATIVE ASSISTANT TO THE JUDGES

 

3720

6441

1070U

ADMINISTRATIVE SECRETARY TO CITY COUNCIL

 

3720

6441

1071U

ASSISTANT TO ELECTED OFFICIAL

 

2865

8500

1113

SENIOR ACCOUNTANT

ME-F

4147

7169

1119

ACCOUNTANT

M-H

3093

4845

1121

ACCOUNTANT II

ME-D

3239

5588

1123U

INTERNAL AUDITOR

 

4848

8137

1125

AUDITOR

ME-D

3239

5588

1126

SENIOR AUDITOR

ME-F

4147

7169

1127

AUDIT MANAGER

ME-H

5607

9764

1129U

CITY AUDITOR

 

7419

13724

1139

TAXPAYER SPECIALIST SUPERVISOR

ME-D

3239

5588

1141

SENIOR MUNICIPAL REVENUE AGENT

ME-C

2865

4791

1150

CITY TREASURER

ME-I

6074

10628

1152

RETIREMENT SYSTEM EXECUTIVE OFFICER

ME-J

7007

12942

1158

MANAGER OF CONSUMER SERVICES

ME-F

4147

7169

1160

MANAGER OF REVENUES

ME-I

6074

10628

1165

MANAGER OF ACCOUNTS

ME-G

4848

8405

1166

CITY CONTROLLER

ME-I

6074

10628

1167

MANAGER OF DEVELOPMENT FINANCE

ME-I

6074

10628

1171

FINANCIAL MANAGER

ME-H

5607

9764

1200U

DIRECTOR OF FINANCE

 

7419

13724

1301U

DIRECTOR OF GENERAL SERVICES

 

7419

13724

1307

STORES MANAGER

M-F

2554

4001

1308

STORES SUPERVISOR

M-H

3093

4845

1309

BUYER

M-G

2823

4422

1314

SENIOR BUYER

ME-E

3720

6441

1312

PROCUREMENT MANAGER

ME-G

4848

8405

1315

ACQUISITION SPECIALIST

M-H

3093

4845

1316

SENIOR ACQUISITION SPECIALIST

ME-D

3239

5588

1335

BUILDING MANAGER

ME-F

4147

7169

1413U

DIRECTOR OF AVIATION

 

7419

21348

1420U

DIRECTOR OF PARKS & RECREATION

 

7419

13724

1510

GRAPHIC DESIGN SPECIALIST

M-J

3710

5812

1545

IT TECHNICIAN

M-I

3281

5140

1546

IT SENIOR TECHNICIAN

M-J

3710

5812

1548U

CHIEF INFORMATION OFFICER

 

7419

13724

1552

IT ANALYST

M-K

4234

6487

1553

IT SENIOR ANALYST

ME-E

3720

6441

1558

IT SPECIALIST

ME-F

4147

7169

1559

IT SENIOR SPECIALIST

ME-G

4848

8405

1561

IT MANAGER

ME-H

5607

9764

1562

IT SUPERVISOR

ME-G

4848

8405

1610

LEGAL INVESTIGATOR

M-I

3281

5140

1618

ASSISTANT CITY ATTORNEY

ME-G

4848

8405

1619

ASSOCIATE CITY ATTORNEY

ME-H

5607

10196*

1623

CITY PROSECUTOR

ME-J

7007

12942

1624

FIRST ASSISTANT CITY PROSECUTOR

ME-I

6074

10628

1627

SENIOR ASSOCIATE CITY ATTORNEY

ME-J

7007

12942

1630U

CITY ATTORNEY

 

7419

15334

1650

ADMINISTRATOR OF MUNICIPAL COURT

ME-I

6074

10628

1652

EVENT COORDINATOR

M-I

3281

5140

1655

CHIEF OF EVENT COORDINATION

ME-E

3720

6441

1660U

DIRECTOR, CONVENTION AND ENTERTAINMENT CENTERS

 

7419

13724

1679

ASSISTANT BUDGET OFFICER

ME-H

5607

9764

1680

BUDGET OFFICER

ME-I

6074

10628

1681

ANALYST

ME-E

3720

6441

1682

SENIOR ANALYST

ME-G

4848

8405

1705

HUMAN RESOURCES SPECIALIST

ME-D

3239

5588

1706

SENIOR HUMAN RESOURCES SPECIALIST

ME-F

4147

7169

1707

HUMAN RESOURCES MANAGER

ME-H

5607

9764

1708

HUMAN RESOURCES CONSULTANT

ME-E

3720

6441

1710U

DIRECTOR OF HUMAN RESOURCES

 

7419

13724

1716

MUNICIPAL INTERN

M-D

2153

3109

1717

MUNICIPAL MANAGEMENT TRAINEE

M-H

3093

4845

1719

ADMINISTRATIVE ASSISTANT

M-F

2554

4001

1723

SENIOR ADMINISTRATIVE ASSISTANT

ME-D

3239

5588

1726U

EXECUTIVE AIDE TO CITY MANAGER

 

3720

6441

1727U

EXECUTIVE AIDE TO MAYOR

 

3720

6441

1728U

EXECUTIVE SECRETARY TO CITY MANAGER

 

4848

8137

1729

ADMINISTRATIVE OFFICER

ME-E

3985*

6441

1732U

CHIEF DEPUTY CITY CLERK

 

3720

6441

1733U

CITY CLERK

 

5257

9870

1734

ASST. TO DIRECTOR (ADMIN. SERV.)

ME-G

4848

8405

1735

ASST. TO DIRECTOR ( BUSINESS AND SUPPORT)

ME-H

5607

9764

1736U

DEPUTY DIRECTOR

 

6243

11585

1738

ASSISTANT TO THE CITY MANAGER

ME-H

5607

9764

1739

CITY COMMUNICATIONS OFFICER

ME-H

5607

9764

1744U

ASSISTANT CITY MANAGER

 

7419

13724

1745U

EXECUTIVE ASSISTANT TO MAYOR

 

7419

13724

 

 

 

 

 

 

*These classifications have a higher minimum or maximum monthly salary.

Assistant to Elected Official, pay range for Council Assistant is $2,865 - $4,743

(2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees.

 CLASS

 

PAY

MONTHLY

MONTHLY

CODE

CLASS TITLE

GRADE

MINIMUM

MAXIMUM

 

 

 

 

 

(1XXX) CLERICAL, FISCAL, AND ADMINISTRATIVE

 

 

 

 

 

 

 

 

1007

CUSTOMER SERVICE REPRESENTATIVE

L-E

2433

3811

1008

CUSTOMER SERVICE SPECIALIST

L-F

2554

4001

1020

INFORMATION PROCESSOR

L-D

2153

3109

1114

ACCOUNTING CLERK

L-E

2433

3811

1118

SENIOR ACCOUNTING CLERK

L-F

2554

4001

1132

MUNICIPAL REVENUE AGENT

L-F

2554

4001

1138

TAXPAYER SPECIALIST

L-Ib

2433

4889

1145

PARKING METER COLLECTOR

L-C

1882

2718

1304

STOCK CLERK

L-E

2433

3811

1514

OFFSET PRESS OPERATOR

L-E

2433

3811

1528

COMPUTER OPERATOR

L-F

2554

4001

1556

DISPATCHER

L-F

2554

4001

1608

MUNICIPAL COURT BAILIFF

L-E

2433

3811

U   = Unclassified position. 

Sec. 2-1079. Salary schedules for occupational group classified as health, welfare, and recreation, with class code, class title, and pay grade therein.

The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein:

(1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group:

CLASS

PAY

MONTHLY

MONTHLY

CODE

CLASS TITLE

GRADE

MINIMUM

MAXIMUM

(4XXX) HEALTH, WELFARE AND RECREATION

4004

ASSISTANT LABORATORY MANAGER

ME-F

4147

7169

4009

CHEMIST

M-H

3093

4845

4010

MICROBIOLOGIST

M-H

3093

4845

4015

MANAGER OF LABORATORY SERVICES

ME-G

4848

8405

4016

SENIOR ENVIRONMENTAL INSPECTOR

M-G

2823

4422

4018

PUBLIC HEALTH STATISTICIAN

ME-E

3869*

6441

4022

CODE ENFORCEMENT SUPERVISOR

M-J

3858*

5812

4023

CODE ENFORCEMENT MANAGER

ME-E

3869*

6441

4026

PUBLIC HEALTH EMERGENCY RESPONSE PLANNER

ME-E

3720

6441

4027

EPIDEMIOLOGIST SPECIALIST

ME-E

3720

6441

4031

EPIDEMIOLOGIST

ME-G

4848

8405

4032

PUBLIC HEALTH NURSE SUPERVISOR

M-L

4912

7634

4033

NURSE PRACTITIONER

ME-F

4713*

7169

4034

SENIOR CHEMIST

ME-E

3720

6441

4036

ASST. TO EMS MEDICAL DIRECTOR

ME-D

3239

5588

4039

PUBLIC HEALTH SPECIALIST II

ME-D

3239

5588

4040

PUBLIC HEALTH SPECIALIST III

ME-E

3720

6441

4043

PUBLIC HEALTH MANAGER

ME-G

4848

8405

4049

ENVIRONMENTAL OFFICER

M-J

3710

5812

4053

SENIOR ENVIRONMENTAL OFFICER

ME-E

3720

6441

4052

ENVIRONMENTAL MANAGER

ME-G

4848

8405

4054

VIOLENCE PREVENTION SUPERVISOR

ME-B

2745

4539

4055

VIOLENCE PREVENTION MANAGER

ME-C

2865

4791

4100U

DIRECTOR OF HEALTH

7419

15334

4107

SOCIAL SERVICE SUPERVISOR

ME-E

3720

6441

4111

HUMAN RELATIONS SPECIALIST

ME-D

3239

5588

4112

SENIOR HUMAN RELATIONS SPECIALIST

ME-F

4147

7169

4113

HUMAN RELATIONS MANAGER

ME-G

4848

8405

4117

SENIOR SOCIAL SERVICE WORKER

ME-C

2865

4791

4118

NEIGHBORHOOD DEVELOPMENT SPECIALIST

ME-C

2865

4791

4125

CORRECTIONAL SUPERVISOR

M-H

3093

4845

4126

ASST. SUPERINTENDENT- CORRECTIONS

ME-D

3239

5588

4127

NHS PROGRAM SPECIALIST

ME-D

3239

5588

4128

NHS SENIOR PROGRAM SPECIALIST

ME-F

4147

7169

4144U

DIRECTOR OF HUMAN RELATIONS

7419

13724

4150U

DIRECTOR OF NEIGHBORHOOD/COMM. SERV.

7419

13724

4216

RECREATION DIRECTOR

M-H

3093

4845

4217

SENIOR RECREATION DIRECTOR

M-J

3710

5812

4218

SUPERVISOR OF RECREATION

ME-E

3720

6441

4219

MANAGER OF RECREATION

ME-F

4147

7169

(2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees.

CLASS

PAY

MONTHLY

MONTHLY

CODE

CLASS TITLE

GRADE

MINIMUM

MAXIMUM

(4XXX) HEALTH, WELFARE, AND RECREATION

4014

ENVIRONMENTAL INSPECTOR

L-E

2433

3811

4017

CODE ENFORCEMENT OFFICER

L-H

3093

4845

4019

MEDICAL ASSISTANT

L-D

2153

3109

4021

SENIOR CODE ENFORCEMENT OFFICER

L-I

3281

5140

4035

PUBLIC HEALTH NURSE

L-K

4234

6487

4041

PUBLIC HEALTH SPECIALIST

L-H

3093

4845

4116

SOCIAL SERVICE WORKER

L-F

2554

4001

4119

CORRECTIONAL OFFICER

L-E

2594*

3811

4122

SENIOR CORRECTIONAL OFFICER

L-F

2554

4001

4124

HOUSING REHAB SPECIALIST

L-I

3281

5140

4203

RECREATION LEADER

L-C

1882

2718

4204

LIFEGUARD

L-B

1680

2350

4209

RECREATION SPECIALIST

L-D

2153

3109

*These classifications have a higher minimum or maximum monthly salary.

Sec. 2-1080. Salary schedules for occupational group classified as labor, labor supervision, and trades, with class code, class title, and pay grade therein.

The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein:

(1)               For those classes of positions within the managerial, professional, supervisory, and/or confidential group:


 

CLASS

 

PAY

MONTHLY

MONTHLY

CODE

CLASS TITLE

GRADE

MINIMUM

MAXIMUM

 

 

 

 

 

(5XXX) LABOR AND LABOR SUPERVISION

 

 

 

 

 

 

 

 

5115

GENERAL SUPERVISOR

M-H

3314*

4845

5118

AREA SUPERINTENDENT

ME-F

4147

7169

5211

MAINTENANCE SUPERVISOR

M-J

3710

5812

5215

MAINTENANCE SUPERINTENDENT

ME-F

4147

7169

5221

SENIOR ELECTRONICS TECHNICIAN

M-J

3710

5812

5235

FLEET SUPERVISOR

M-J

3710

5812

5236

FLEET OPERATIONS MANAGER

ME-E

3720

6441

5240

FLEET ASSET SUPERINTENDENT

ME-G

4848

8405

5263

ELECTRICAL MAINTENANCE SUPERVISOR

M-J

3710

5812

5297

BUILDING MAINTENANCE SUPERVISOR

M-H

3314*

4845

5315

TRANSPORTATION SUPERVISOR

M-H

3093

4845

5407

METER READER SUPERVISOR

M-G

2823

4422

5427

CHIEF PLANT OPERATOR

M-J

3710

5812

5430

TREATMENT PLANT SUPERINTENDENT

ME-E

3720

6441

5431

UTILITY SUPERVISOR

M-I

3281

5140

5432

UTILITY SUPERINTENDENT

ME-G

4848

8405

5506

SENIOR SECURITY OFFICER

M-E

2433

3811

5712

ANIMAL TECHNICIAN

M-G

2823

4422

5729

AGRONOMIST

ME-E

3720

6441

5730

FORESTER

ME-D

3239

5588

5731

CITY FORESTER

ME-F

4147

7169

5752

HISTORICAL ARCHIVIST

M-H

3093

4845

 

 

 

 

 

 (2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees:

 CLASS

 

PAY

MONTHLY

MONTHLY

CODE

CLASS TITLE

GRADE

MINIMUM

MAXIMUM

 

 

 

 

 

(5XXX) LABOR AND TRADES

 

 

 

 

 

 

 

 

5105

SEASONAL WORKER

L-B

1680***

2350

5108

MAINTENANCE WORKER

L-E

2433

3811

5111

LABOR LEADER

L-F

2723*

4001

5204

MAINTENANCE REPAIRER

L-E

2433

3811

5210

MAINTENANCE MECHANIC

L-G

2823

4422

5220

ELECTRONICS TECHNICIAN

L-H

3093

4845

5224

FLEET MAINTENANCE TECHNICIAN

L-G

2823

4422

5229

BODY REPAIRER

L-H

3093

4845

5230

SENIOR FLEET MAINTENANCE TECHNICIAN

L-H

3093

4845

5243

SIGN FABRICATOR

L-D

2153

3109

5260

MAINTENANCE ELECTRICIAN

L-H

3093

4845

5268

VIDEOGRAPHER

L-J

3710

5812

5286

CRAFTS PERSON

L-G

2915*

4422

5294

BUILDING MAINTENANCE WORKER

L-E

2433

3811

5304

EQUIPMENT OPERATOR

L-E

2433

3811

5308

SENIOR EQUIPMENT OPERATOR

L-F

2723*

4001

5309

BUS OPERATOR

L-E

2433

3811

5404

METER READER

L-F

2554

4001

5415

WATER SERVICER

L-F

2554

4001

5416

WATER SERVICER INSPECTOR

L-G

2823

4422

5421

UTILITY WORKER

L-D

2370*

3109

5422

PLANT OPERATOR

L-G

2823

4422

5424

UTILITY REPAIRER

L-E

2512*

3811

5426

SENIOR PLANT OPERATOR

L-H

3093

4845

5428

UTILITY CREW LEADER

L-H

3093

4845

5429

UTILITY SPECIALIST

L-F

2637*

4001

5507

SECURITY OFFICER

L-D

2153

3109

5544

FACILITIES ATTENDANT

L-D

2153

3109

5548

SENIOR FACILITIES ATTENDANT

L-F

2554

4001

5604

CONCESSION CLERK TRAINEE

L-A

1365

1477

5605

CONCESSION CLERK

L-B

1680

2350

5609

INSTITUTIONAL COOK

L-F

2554

4001

5711

ZOOKEEPER

L-E

2433

3811

5724

TREE TRIMMER

L-F

2637*

4001

5739

FLORIST

L-E

2433

3811

5744

PRO SHOP ATTENDANT

L-D

2153

3109

 

U     Unclassified position.

* These classifications have a higher minimum or maximum monthly salary

**     Starting salary for classified full time employees is at least the minimum living wage ($9.79 per hour)

*** Starting salary for all non-Bright Future Seasonal Workers will be $9.69 per hour; Bright Future Seasonal Workers will be paid the minimum wage.

 

Sec. 2-1086. Interpretation and application of compensation plan.

(a) Rates. All rates prescribed in the grades of pay for city officers and employees represent the total remuneration, including pay in every form authorized for full-time employment except as otherwise set forth in this Section. Where employment in a position is on a part-time basis, that is, where the week's work is less than an ordinary workweek or where the day's work on a continuing basis consists of less than the ordinary number of working hours of an ordinary working day, such service shall be compensated on the basis of the equivalent hourly rate for full-time employment.

 

(b) Equivalent compensation. It shall be permissible, in the interest of the service, to pay equivalent compensation on any other time basis than that specified in the salary range; provided that, in determining the equivalent rate on a different time basis, the relative earnings for full-time employment during a given period of time shall be taken as determining equivalency.

 

(c) Minimum and maximum rates. Under each salary schedule there is set forth a minimum and maximum salary rate. Advancement to the maximum rate for the class shall be made on the basis of an annual evaluation report and efficiency. However, the Director of Human Resources has the authority to approve pay bands within a pay range as requested by directors that have department specific job classifications. The Director of Human Resources shall set the minimum and maximum salary rate of each pay band. Movement between the pay bands will be based on meeting the specific departmental criteria.

 

(d) Beginning salary. Original appointment above the minimum salary rate for a class may be made upon the approval of the department director, subject to the following conditions:

 

(1) A full reference check must be made by the department and fully documented.

 

(2) The applicant must exceed the educational and experience requirements for the position as set out in the official class specifications.

 

(3) The department is responsible for ensuring internal equity within that job class and among other relevant job classes and complying with applicable employment laws.

 

(4) If the applicant chosen by the department director cannot be hired in the lower fifty percent of the pay range for a class, the department director shall refer the application to the director of human resources for a determination.

 

(5) If the applicant chosen by the department director cannot be hired in the lower seventy percent of the pay range for a class, the department director shall refer the application to the human resources committee for a determination.

 

(6) When any former employee is considered for reemployment in a class in which he was previously employed, the department director may authorize an appointment above the minimum salary rate of pay for the class subject to the conditions set forth in this subsection.

 

(7) The department director shall keep a record of all cases of employment above the minimum rate.

 

(e) Salary advancements. If funds are available, salary increases within the appropriate pay grade may be given on an employee’s pay anniversary date if the employee has received a “met overall expectations” or higher evaluation rating on the last annual employee appraisal report.

 

(1) Classified employees considered non-exempt under the Fair Labor Standards Act and covered by the Memorandum of Understanding with Local Union 500, AFSCME AFL-CIO, who receive an overall performance appraisal mark of at least a “Meets Expectations” on their annual employee appraisal report shall receive an increase in accordance with the Memorandum of Understanding in effect at the time, in addition to any other pay agreements in effect.

 

(2) Classified employees considered non-exempt under the Fair Labor Standards Act who receive at least a “meets expectations” overall rating on their employee appraisal report shall receive an increase within their salary schedule in accordance with the Compensation Pay Plan for Non-Exempt Employees.

 

(3) Classified employees considered exempt from certain overtime provisions of the Fair Labor Standards Act, except for fire management, who receive at least a “met overall expectations” evaluation rating on their annual appraisal report shall receive an increase within their salary schedule as determined by the pay provisions in effect at that time or in accordance with the Compensation Plan for Exempt Employees. Employees who are at the maximum of their salary schedule when they receive their annual performance appraisal shall be eligible for a cash bonus commensurate to the percent of the base pay increase that they would have been eligible for on their annual performance appraisal had they not been at the maximum of the pay grade.

 

(4) Fire Management job classes not covered by a work agreement who receive at least a “met overall expectations” overall rating on their employee appraisal report shall receive a one step increase within their pay grade on their pay anniversary date. Employees who are at the maximum of their salary schedule and have been at the maximum for one year and who receive at least a “meets expectations” overall rating on their employee appraisal report shall be eligible to advance to the Extended Service Salary A. Employees who have been at the Extended Service Salary A for one year and who receive at least a “meets expectations” overall rating on their employee appraisal report shall be eligible to advance to the Extended Service Salary B.

 

(5) Unclassified employees who receive at least a “meets overall expectations” evaluation rating on their employee appraisal report shall receive an increase within their salary schedule as determined by the pay provisions in effect at that time or as determined by the City Manager. Employees who are at the maximum of their salary schedule when they receive their annual performance appraisal shall be eligible for a cash bonus commensurate to the percent of the base pay increase that they would have been eligible for on their annual performance appraisal had they not been at the maximum of the pay grade.

 

(6) Classified employees considered non-exempt under the Fair Labor Standards Act and covered by the Memorandum of Understanding with Local Union 42, IAFF, and who receive an overall performance appraisal mark of at least a “Meets Expectations” on their annual employee appraisal report shall receive an increase in accordance with the Memorandum of Understanding in effect at the time, in addition to any other pay agreements in effect.

 

(7) Classified employees covered by the Memorandum of Understanding with Local Union 3808, IAFF, and who receive an overall performance appraisal mark of at least a “Meets Expectations” on their annual employee appraisal report shall receive an increase in accordance with the Memorandum of Understanding in effect at the time, in addition to any other pay agreements in effect.

 

For employees considered non-exempt under the FLSA, an increase may be delayed not to exceed 90 calendar days from the pay anniversary date provided the department head furnishes full justification for the action to the concerned employee and the human resources director. Employees considered exempt under FLSA receiving an evaluation rating of “failed to meet overall expectations” on their annual employee appraisal report will not receive an increase for that year of service. Employees receiving two consecutive overall “failed to meet expectations” evaluation ratings will be recommended for termination. Salary increases shall take effect at the beginning of the pay period nearest to the pay anniversary date and shall constitute a new pay anniversary date.

 

(f) Pay increases for exceptional service.

 

(1) Additional pay increases within the pay grade may be granted to recognize exceptional service rendered by employees considered non-exempt under FLSA and employees in fire management. The department head concerned shall make increases for exceptional service only after written justification and documentation has been provided to the director of human resources.

 

(2) Each department shall prepare specific criteria for granting pay increases for exceptional service applicable to the department's work. After completion of the initial probationary period all regular employees covered by the FLSA and employees in fire management are eligible for consideration for a pay increase to recognize exceptional service rendered. A pay increase for exceptional service work shall not constitute a new pay anniversary date for the employee concerned. An employee may receive only one pay increase for exceptional service within the pay grade in any 12-month period from award.

 

(3) Pay increases for exceptional service may not exceed five percent of the total average number of regular employees eligible for exceptional services increases assigned to a department in any fiscal year, except that in a department with less than 10 employees covered by the FLSA not more than one exceptional service pay increase may be granted in any fiscal year.

 

(4) Department heads shall maintain appropriate records to demonstrate adherence with this subsection (f). Pay increases for exceptional service shall be funded out of existing departmental budgets.

 

(g) Payments by other agencies. In any case in which part of the compensation for services in a position, exclusive of overtime services, is paid by another department or division or an outside agency such as the county, the state or the federal government, or from a different fund or account, any such payments shall be deducted from the compensation of the employee concerned, to the end that the total compensation paid to any employee from all sources combined, for any period, shall not exceed the amount payable at the rate prescribed for the class of position to which the employee is certified and assigned.

 

(h) Salary decreases. A department head may reduce for cause the salary of an employee within the pay grade prescribed for the class. In the case of a permanent employee, notice of intention to effect a reduction in pay and the reasons for such action shall be given to an employee and the director of human resources not less than ten working days prior to the effective date of reduction. A permanent status employee whose salary is reduced shall be entitled to a hearing before the human resources board, in accordance with provisions of section 907 of the Charter.

 

(i) Salary rate upon promotion, transfer or demotion.

 

(1) Definition of promotion and demotion.

 

A. Promotion. When an employee moves from one position to a vacant position having a higher maximum rate.

 

B. Demotion. When an employee moves from one position to a vacant position having a lower maximum rate than the position previously vacated.

 

(2) In the case of promotion, the rate of pay of the promoted employee shall be increased by 4 percent for each higher pay grade up to a maximum of three grades totaling a 12 percent.

 

(3) Employees who are within six months of their next pay anniversary date when promoted shall receive a pay increase according to the following:

 

A. With a one-grade increase, the employee will receive a 6 percent increase.

 

B. With a two-grade increase, the employee will receive a 10 percent increase.

 

C. With a three-grade increase, the employee will receive a 14 percent increase.

 

This shall not apply to employees in “F” and “FME” pay grades.

 

(4) In all cases the new rate of pay shall be at least the minimum and not more than the maximum of the new pay grade.

 

(5) In the case of a promotion in which the employee moves from a non-exempt position to an exempt position, the rate of pay of the promoted employee shall be increased by 8 percent. Employees within six months of their next pay anniversary date when promoted shall receive a 10 percent pay increase. In all cases the new rate shall be at least the minimum and not more than the maximum of the new pay grade.

 

(6) In the case of transfer, the employee’s pay rate will remain unchanged at the time of transfer.

 

(7) In the case of demotion, the rate of the demoted employee shall be reduced by 4 percent per grade for a maximum of three grades, totaling 12 percent. In all cases, the new rate shall be at least the minimum and not more than the maximum of the new pay grade.

 

(8) In the case of demotion in which the employee moves from an exempt position to a non-exempt position, the rate of pay of the demoted employee shall be decreased by eight percent. In all cases, the new rate shall be at least the minimum and not more than the maximum of the new pay grade.

 

(9) An employee who is demoted involuntarily due to misconduct or unsatisfactory performance shall not be eligible for promotion or a merit increase for a period of one year from the time of demotion.

 

(10) Fire Management:

 

A. For promotions within fire management, the rate of pay of the promoted employee shall be increased to the minimum of the new range or the next higher step in the new pay grade, whichever is greater. For promotions to fire management, the rate of pay of the promoted employee shall be increased by eight percent.

 

B. For transfers within fire management, the employee’s pay rate will remain unchanged.

 

C. For demotions within fire management, the rate of pay of the demoted employee shall be moved to the step closest to a four percent decrease for a one grade change, an eight percent decrease for a two grade change, and a twelve percent decrease for a three grade change. For demotions outside of fire management, the rate of pay of the demoted employee shall be decreased by eight percent and then moved to the step closest to an eight percent decrease.

 

D. The new rate shall be at least the minimum and not more than the maximum of the new pay grade.

 

E. If the salary change does not place the employee on a step, the employee will move to the next higher step except as specifically provided otherwise in this section.

 

(j) Salary rate upon promotion, transfer or demotion for employees covered under the Memorandum of Understanding with Local 42 - International Association of Fire Fighters and in the classifications of Field Battalion Chief and Fire Dispatcher III. In the case of promotion, the rate of pay of the promoted employee shall be increased to the minimum of the new range or the next higher step in the new pay grade, whichever is greater. In the case of transfer, the employee’s pay rate will remain unchanged. In the case of demotion, the rate of pay for the demoted employee shall be moved to the step closest to a four percent decrease for a one grade change, an eight percent decrease for a two grade change, and a twelve percent decrease for a three grade change.

 

(k) Part-time and temporary employment. Part-time or temporary employees shall be compensated on the basis of the equivalent hourly rate paid for full-time employment and shall be paid for only those hours which they actually work.

 

(l) Total remuneration. Any salary rate established for an officer or employee shall be the total remuneration for the officer or employee, not including reimbursement for official travel. Except as otherwise provided in this article, no officer or employee shall receive pay from the city in addition to the salary authorized under the schedules provided in the pay plan for services rendered by him, either in the discharge of his ordinary duties or any additional duties which may be imposed upon him or which he may undertake or volunteer to perform. Nothing contained in this subsection shall be deemed to prohibit payments to employees pursuant to section 2-981 or payments or awards to employees made pursuant to an approved safety incentive program of the city manager's employee safety board, nor shall there be any prohibition to provide for the eligibility for a top performance executive bonus program or other incentive plans for managers as executed by the city manager. Upon attainment of goals/incentives, employees allocated to classes covered by the provisions of the work agreement between the city and Local 500 - American Federation of State, County and Municipal Employees are eligible to receive bonus/incentive payments in accordance with the provisions of the work agreement in effect.

 

(m) Accelerated salary advancements. An increase in compensation, within the limits provided in the pay grade for a class, may be granted at any time by the city manager. The city manager, in any given fiscal quarter, shall not grant accelerated salary increases in excess of $20,000.00, and he shall keep a record of the increases he has granted pursuant to this subsection.

 

(n) Incentive programs. The department director, with the approval of the human resources director, may establish incentive plans for performance and achievement levels. These plans may include monetary awards and salary increases.

 

(o) On-Call Pay. A Department Director, with the approval of the Human Resources Director, may establish an on-call pay plan for situations that require employees to remain fit-for-duty and available to respond to emergency call-in situations in a timely manner for a period of 24 hours, or more.

 

__________________________________________

 

Approved as to form and legality:

 

 

 ___________________________

Saskia C.M. Jacobse

Associate City Attorney