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Legislation #: 070724 Introduction Date: 6/28/2007
Type: Ordinance Effective Date: 7/29/2007
Sponsor: None
Title: Amending Article VIII of the Administrative Code of Kansas City, Missouri, relating to the Classification and Compensation Plan, by repealing Sections 2-1079 and 2-1086, enacting in lieu thereof new sections of like numbers which creates a new Assistant Laboratory Manager job specification and provides language for departments to establish On-Call pay plans.

Legislation History
DateMinutesDescription
6/25/2007 Filed by the Clerk's office
6/28/2007 Referred to Finance and Audit Committee
7/11/2007 Do Pass as a Committee Substitute
7/12/2007 Add to Consent Docket
7/19/2007 Passed as Substituted

View Attachments
FileTypeSizeDescription
070724.pdf Authenticated 517K Authenticated
fiscal note.xls Advertise Notice 39K revised fiscal note
fact sheet.xls Advertise Notice 37K revised fact sheet
Request for Ord Assistant Laboratory MGR.doc Request for Ordinance 186K Request for Ordinance
Assistant Lab Manager Fiscal Note 7-07.xls Fiscal Note 32K Fiscal Note
Assistant Lab Manager Fact Sheet 7-07.xls Fact Sheet 32K Fact Sheet

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COMMITTEE SUBSTITUTE FOR ORDINANCE NO. 070724

 

Amending Article VIII of the Administrative Code of Kansas City, Missouri, relating to the Classification and Compensation Plan, by repealing Sections 2-1079 and 2-1086, enacting in lieu thereof new sections of like numbers which creates a new Assistant Laboratory Manager job specification and provides language for departments to establish On-Call pay plans.

 

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 2-1079 and 2-1086, enacting in lieu thereof new sections of like numbers which creates a new Assistant Laboratory Manager job specification and provides language for departments to establish On-Call pay plans.

 

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

3840

6687

4009

CHEMIST

M-H

2851

4269

4010

MICROBIOLOGIST

M-H

2851

4269

4012

CHEMIST II

ME-E

3444

6009

4013

MANAGER OF MICROBIOLOGY

ME-E

3444

6009

4015

MANAGER OF LABORATORY SERVICES

ME-G

4489

7840

4016

SENIOR ENVIRONMENTAL INSPECTOR

M-G

2603

3853

4018

PUBLIC HEALTH STATISTICIAN

ME-E

3519*

6009

4022

CODE ENFORCEMENT SUPERVISOR

M-J

3421

5098

4023

CODE ENFORCEMENT MANAGER

ME-E

3444

6009

4024

RISK COMMUNICATION OFFICER

ME-C

2653

4469

4025

MANAGER, ENVIRONMENTAL HEALTH

ME-G

4489

7840

4026

PUBLIC HEALTH EMERGENCY RESPONSE PLANNER

ME-E

3444

6009

4027

EPIDEMIOLOGIST SPECIALIST

ME-E

3444

6009


 

4031

EPIDEMIOLOGIST

ME-G

4489

7840

4032

PUBLIC HEALTH NURSE SUPERVISOR

M-L

4529

6777

4033

NURSE PRACTITIONER

ME-F

4364*

6687

4036

ASST. TO EMS MEDICAL DIRECTOR

ME-C

2653

4469

4041

PUBLIC HEALTH SPECIALIST

M-H

2851

4269

4039

PUBLIC HEALTH SPECIALIST II

ME-D

2999

5213

4040

PUBLIC HEALTH SPECIALIST III

ME-E

3444

6009

4043

PUBLIC HEALTH MANAGER

ME-G

4489

7840

4049

ENVIRONMENTAL OFFICER

M-J

3421

5098

4051

ENVIRONMENTAL OFFICER II

ME-E

3444

6009

4052

ENVIRONMENTAL MANAGER

ME-G

4489

7840

4095

ASSISTANT DIRECTOR OF HEALTH

ME-G

4489

7840

4100U

DIRECTOR OF HEALTH

 

6684

13455

4103

NEIGHBORHOOD DEVELOPMENT SPECIALIST II

ME-C

2653

4469

4104

NEIGHBORHOOD DEVELOPMENT SUPERVISOR

ME-E

3444

6009

4106

SOCIAL SERVICE WORKER II

ME-C

2653

4469

4107

SOCIAL SERVICE SUPERVISOR

ME-E

3444

6009

4123

ENERGY AUDITOR/INSPECTOR

M-H

2851

4269

4111

HUMAN RELATIONS SPECIALIST

ME-C

2653

4469

4112

SENIOR HUMAN RELATIONS SPECIALIST

ME-E

3444

6009

4113

HUMAN RELATIONS MANAGER

ME-F

3840

6687

4125

CORRECTIONAL SUPERVISOR

M-H

2851

4269

4126

ASST. SUPERINTENDENT- CORRECTIONS

ME-D

2999

5213

4136

SUPERINTENDENT OF CORRECTIONS

ME-F

3840

6687

4150U

DIRECTOR OF NEIGHBORHOOD/COMM. SERV.

 

6684

13455

4217

SENIOR RECREATION DIRECTOR

M-H

2851

4269

4212

RECREATION DIRECTOR III

ME-C

2653

4469

4215

RECREATION SUPERVISOR

ME-D

2999

5213

4221

SUPERINTENDENT OF RECREATION

ME-G

4489

7840

 

(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

2244

3334

4017

CODE ENFORCEMENT OFFICER

L-H

2851

4269

4035

PUBLIC HEALTH NURSE

L-K

3904

5751

4116

SOCIAL SERVICE WORKER

L-F

2355

3528

4119

CORRECTIONAL OFFICER

L-E

2244

3334

4122

SENIOR CORRECTIONAL OFFICER

L-F

2355

3528


 

4204

LIFEGUARD

L-B**

1549

2046

4209

RECREATION SPECIALIST

L-D

1984

2728

4216

RECREATION DIRECTOR

L-F

2355

3528

4203

RECREATION LEADER

L-C

1735

2401

 

U     Unclassified position.

*     These classifications have a higher minimum range.

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


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.

 

(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 employees 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 Pay for Performance Compensation 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 have been at the maximum of their salary schedule for one year 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 have been at the maximum of their salary schedule for one year 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 125 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 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 employees 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 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 employees 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 employees 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 after a certification by the human resources director that the accelerated increase is justified on the basis of a need to retain qualified employees in the class. 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.

 

 

 

 

Section 2: That this ordinance will become effective July 22, 2007 as of 7:01 a.m. for all affected classes.

 

___________________________________________

 

Approved as to form and legality:

 

 

___________________________

Lana K. Torczon

Assistant City Attorney