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COMMITTEE SUBSTITUTE FOR ORDINANCE NO. 010456
Amending Article VIII of
the Administrative Code of Kansas City, Missouri, relating to the Classification
and Compensation Plan, by repealing Section 2-1086, and enacting in lieu
thereof one new section of like number, relating to the same general subject
matter, which changes the method for placing a new employee within the
positions salary range and allows department directors, with the approval of
the Human Resources Director, to establish incentive plans for performance and
achievement levels; and providing for an effective date nine months after
passage by the City Council.
BE IT ORDAINED BY
THE COUNCIL OF KANSAS CITY:
Section 1. That
Article VIII of the Administrative Code of Kansas City, Missouri, is hereby
amended by repealing Sections 2-1086, relating to the Classification and
Compensation Plan, and in lieu thereof the following section is hereby enacted:
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
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.
and maximum rates. Under each salary schedule there is set forth a minimum
salary rate with a fixed step progression to the maximum salary rate.
Advancement to the maximum rate for the class shall be made on the basis of
meritorious service and efficiency.
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
(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 employee is reemployed
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.
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 covered
under the Fair Labor Standards Act who receive at least a meets expectations
overall rating on their employee appraisal report shall receive a one step
increase within their pay grade on their pay anniversary date.
(2) Classified employees exempt
from the Fair Labor Standards Act, except for fire management, who receive at
least a met overall expectations evaluation rating on their employee
appraisal report shall receive a two, three or four step increase within their
pay grade on their pay anniversary date, depending upon their performance. For
purposes of this section, fire management is defined as employees in the
classifications of Assistant Fire Marshal, Battalion Fire Chief, Fire Division
Head, and Deputy Fire Chief.
(3) Fire Management employees 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
(4) 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 their supervisor.
For employees covered by the
FLSA, a step 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 exempt from the 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.
increases for exceptional service.
(1) Additional pay increases of one
step within the pay grade may be granted to recognize exceptional service
rendered by employees covered by the 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. Pay increases for
exceptional service may not exceed a one step increase 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
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.
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.
rate upon promotion, transfer or demotion.
of promotion and demotion.
A. Promotion. When
an employee moves from one position to a vacant position having a higher
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
(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 4 percent decrease 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
(8) 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.
(9) 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.
(10) 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.
rate upon promotion, transfer or demotion for employees covered under the
Memorandum of Understanding with Local 42 - International Association of Fire
Fighters. 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.
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.
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.
(m) Change in
pay grade. Any pay increase which results in an increase to a pay grade
for a given class shall not constitute a promotion for the employee under the
terms of this section.
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 which raise annual wages in excess of $20,000.00,
and he shall keep a record of the increases he has granted pursuant to this
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
Section 2. This
ordinance will take effect nine months after passage of this ordinance by the
as to form and legality: