| Legislation #: |
061034 |
Introduction Date: |
9/21/2006 |
| 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 2-1075, 2-1078, and 2-1086, enacting in lieu thereof new sections of like numbers which provides for changes to the pay grades of those positions covered by Local 42, International Association of Fire Fighters and creates a new top step and two extended service steps for the Deputy Fire Chief classification. |
|
| Legislation History |
| Date | Minutes | Description |
|
9/20/2006
|
| Filed by the Clerk's office |
|
9/21/2006
|
| Referred to Finance and Audit Committee |
|
9/27/2006
|
| Hold On Agenda (10/4/2006) |
|
10/4/2006
|
| Advance and Do Pass as a Committee Substitute, Debate |
|
10/5/2006
|
| Passed as Substituted |
|
|
Printer Friendly Version
COMMITTEE SUBSTITUTE
FOR ORDINANCE NO. 061034
Amending
Article VIII of the Administrative Code of Kansas City, Missouri, relating to
the Classification and Compensation Plan, by repealing Sections 2-1075, 2-1078,
and 2-1086, enacting in lieu thereof new sections of like numbers which
provides for changes to the pay grades of those positions covered by Local 42,
International Association of Fire Fighters and creates a new top step and two
extended service steps for the Deputy Fire Chief classification.
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 herby amended
by repealing Sections 2-1075, 2-1078, and 2-1086, and enacting in lieu thereof
new sections of like numbers which provides for changes to the pay grades of
those positions covered by Local 42, International Association of Fire Fighters
and provides a new top step and two extended service steps for the Deputy Fire
Chief classification.
Sec. 2-1075. Salary schedules;
pay grades therein.
The following
salary schedules are hereby adopted:
(1)
For those classes of position within the managerial, professional,
supervisory, and/or confidential group:
|
Pay Grade
|
|
Monthly
|
Annual
|
Bi-Weekly
|
Hourly
|
|
|
|
|
|
|
|
|
M-D
|
Minimum
|
$1,984.00
|
$23,808.00
|
$915.69
|
$11.45
|
|
|
Maximum
|
$2,588.00
|
$31,056.00
|
$1,194.46
|
$14.93
|
|
M-E
|
Minimum
|
$2,244.00
|
$26,928.00
|
$1,035.69
|
$12.95
|
|
|
Maximum
|
$3,163.00
|
$37,956.00
|
$1,459.85
|
$18.25
|
|
M-F
|
Minimum
|
$2,355.00
|
$28,260.00
|
$1,086.92
|
$13.59
|
|
|
Maximum
|
$3,347.00
|
$40,164.00
|
$1,544.77
|
$19.31
|
|
M-G
|
Minimum
|
$2,603.00
|
$31,236.00
|
$1,201.38
|
$15.02
|
|
|
Maximum
|
$3,656.00
|
$43,872.00
|
$1,687.38
|
$21.09
|
|
M-H
|
Minimum
|
$2,851.00
|
$34,212.00
|
$1,315.85
|
$16.45
|
|
|
Maximum
|
$4,050.00
|
$48,600.00
|
$1,869.23
|
$23.37
|
|
M-Hb
|
Minimum
|
$1,958.00
|
$23,496.00
|
$903.69
|
$11.30
|
|
Maximum
|
$4,156.00
|
$49,872.00
|
$1,918.15
|
$23.98
|
|
M-I
|
Minimum
|
$3,025.00
|
$36,300.00
|
$1,396.15
|
$17.45
|
|
|
Maximum
|
$4,274.00
|
$51,288.00
|
$1,972.62
|
$24.66
|
|
M-J
|
Minimum
|
$3,421.00
|
$41,052.00
|
$1,578.92
|
$19.74
|
|
|
Maximum
|
$4,837.00
|
$58,044.00
|
$2,232.46
|
$27.91
|
|
M-K
|
Minimum
|
$3,904.00
|
$46,848.00
|
$1,801.85
|
$22.52
|
|
|
Maximum
|
$5,456.00
|
$65,472.00
|
$2,518.15
|
$31.48
|
|
M-L
|
Minimum
|
$4,529.00
|
$54,348.00
|
$2,090.31
|
$26.13
|
|
|
Maximum
|
$6,430.00
|
$77,160.00
|
$2,967.69
|
$37.10
|
|
Pay Grade
|
|
Monthly
|
Annual
|
Bi-Weekly
|
|
|
|
|
|
|
|
ME-A
|
Minimum
|
$2,322.00
|
$27,864.00
|
$1,071.69
|
|
|
Maximum
|
$3,531.00
|
$42,372.00
|
$1,629.69
|
|
|
Extended Service A
|
$3,672.00
|
$44,064.00
|
$1,694.77
|
|
|
Extended Service B
|
$3,764.00
|
$45,168.00
|
$1,737.23
|
|
ME-B
|
Minimum
|
$2,542.00
|
$30,504.00
|
$1,173.23
|
|
|
Maximum
|
$3,972.00
|
$47,664.00
|
$1,833.23
|
|
|
Extended Service A
|
$4,131.00
|
$49,572.00
|
$1,906.62
|
|
|
Extended Service B
|
$4,234.00
|
$50,808.00
|
$1,954.15
|
|
ME-C
|
Minimum
|
$2,653.00
|
$31,836.00
|
$1,224.46
|
|
|
Maximum
|
$4,192.00
|
$50,304.00
|
$1,934.77
|
|
|
Extended Service A
|
$4,360.00
|
$52,320.00
|
$2,012.31
|
|
|
Extended Service B
|
$4,469.00
|
$53,628.00
|
$2,062.62
|
|
ME-D
|
Minimum
|
$2,999.00
|
$35,988.00
|
$1,384.15
|
|
|
Maximum
|
$4,890.00
|
$58,680.00
|
$2,256.92
|
|
|
Extended Service A
|
$5,086.00
|
$61,032.00
|
$2,347.38
|
|
|
Extended Service B
|
$5,213.00
|
$62,556.00
|
$2,406.00
|
|
ME-E
|
Minimum
|
$3,444.00
|
$41,328.00
|
$1,589.54
|
|
|
Maximum
|
$5,637.00
|
$67,644.00
|
$2,601.69
|
|
|
Extended Service A
|
$5,862.00
|
$70,344.00
|
$2,705.54
|
|
|
Extended Service B
|
$6,009.00
|
$72,108.00
|
$2,773.38
|
|
ME-F
|
Minimum
|
$3,840.00
|
$46,080.00
|
$1,772.31
|
|
|
Maximum
|
$6,273.00
|
$75,276.00
|
$2,895.23
|
|
|
Extended Service A
|
$6,524.00
|
$78,288.00
|
$3,011.08
|
|
|
Extended Service B
|
$6,687.00
|
$80,244.00
|
$3,086.31
|
|
ME-G
|
Minimum
|
$4,489.00
|
$53,868.00
|
$2,071.85
|
|
|
Maximum
|
$7,355.00
|
$88,260.00
|
$3,394.62
|
|
|
Extended Service A
|
$7,649.00
|
$91,788.00
|
$3,530.31
|
|
|
Extended Service B
|
$7,840.00
|
$94,080.00
|
$3,618.46
|
|
ME-H
|
Minimum
|
$5,192.00
|
$62,304.00
|
$2,396.31
|
|
|
Maximum
|
$8,545.00
|
$102,540.00
|
$3,943.85
|
|
|
Extended Service A
|
$8,887.00
|
$106,644.00
|
$4,101.69
|
|
|
Extended Service B
|
$9,109.00
|
$109,308.00
|
$4,204.15
|
|
ME-I
|
Minimum
|
$5,624.00
|
$67,488.00
|
$2,595.69
|
|
|
Maximum
|
$9,302.00
|
$111,624.00
|
$4,293.23
|
|
|
Extended Service A
|
$9,674.00
|
$116,088.00
|
$4,464.92
|
|
|
Extended Service B
|
$9,916.00
|
$118,992.00
|
$4,576.62
|
|
ME-J
|
Minimum
|
$6,488.00
|
$77,856.00
|
$2,994.46
|
|
|
Maximum
|
$10,697.00
|
$128,364.00
|
$4,937.08
|
|
|
Extended Service A
|
$11,125.00
|
$133,500.00
|
$5,134.62
|
|
|
Extended Service B
|
$11,403.00
|
$136,836.00
|
$5,262.92
|
(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:
|
Pay Grade
|
|
Monthly
|
Annual
|
Bi-Weekly
|
Hourly
|
|
|
|
|
|
|
|
|
L-A
|
Minimum
|
$1,259.00
|
$15,108.00
|
$581.08
|
$7.26
|
|
|
Maximum
|
$1,309.00
|
$15,708.00
|
$604.15
|
$7.55
|
|
L-B
|
Minimum
|
$1,549.00
|
$18,588.00
|
$714.92
|
$8.94
|
|
|
Maximum
|
$1,941.00
|
$23,292.00
|
$895.85
|
$11.20
|
|
L-C
|
Minimum
|
$1,735.00
|
$20,820.00
|
$800.77
|
$10.01
|
|
|
Maximum
|
$2,278.00
|
$27,336.00
|
$1,051.38
|
$13.14
|
|
L-D
|
Minimum
|
$1,984.00
|
$23,808.00
|
$915.69
|
$11.45
|
|
|
Maximum
|
$2,588.00
|
$31,056.00
|
$1,194.46
|
$14.93
|
|
L-E
|
Minimum
|
$2,244.00
|
$26,928.00
|
$1,035.69
|
$12.95
|
|
|
Maximum
|
$3,163.00
|
$37,956.00
|
$1,459.85
|
$18.25
|
|
L-F
|
Minimum
|
$2,355.00
|
$28,260.00
|
$1,086.92
|
$13.59
|
|
|
Maximum
|
$3,347.00
|
$40,164.00
|
$1,544.77
|
$19.31
|
|
L-G
|
Minimum
|
$2,603.00
|
$31,236.00
|
$1,201.38
|
$15.02
|
|
|
Maximum
|
$3,656.00
|
$43,872.00
|
$1,687.38
|
$21.09
|
|
L-H
|
Minimum
|
$2,851.00
|
$34,212.00
|
$1,315.85
|
$16.45
|
|
|
Maximum
|
$4,050.00
|
$48,600.00
|
$1,869.23
|
$23.37
|
|
L-I
|
Minimum
|
$3,025.00
|
$36,300.00
|
$1,396.15
|
$17.45
|
|
|
Maximum
|
$4,274.00
|
$51,288.00
|
$1,972.62
|
$24.66
|
|
L-Ib
|
Minimum
|
$1,958.00
|
$23,496.00
|
$903.69
|
$11.30
|
|
|
Maximum
|
$4,274.00
|
$51,288.00
|
$1,972.62
|
$24.66
|
|
L-K
|
Minimum
|
$3,904.00
|
$46,848.00
|
$1,801.85
|
$22.52
|
|
|
Maximum
|
$5,456.00
|
$65,472.00
|
$2,518.15
|
$31.48
|
(3)
For those classes of positions covered by the provisions of the
memorandum of understanding between the city and Local 42-International
Association of Fire Fighters:
|
Pay Grade Step
|
Monthly
|
Annual
|
Biweekly
|
Hourly *80
|
Hourly 99
|
|
|
|
|
|
|
|
|
|
FF
|
FF1 1 - Start
|
2485.00
|
$29,820.00
|
$1,146.92
|
$14.33654
|
$11.58508
|
|
|
2 - 6 months
|
2672.00
|
$32,064.00
|
$1,233.23
|
$15.41538
|
$12.45688
|
|
|
3 - 1 year
|
2864.00
|
$34,368.00
|
$1,321.85
|
$16.52308
|
$13.35198
|
|
|
4 - 2 year
|
3065.00
|
$36,780.00
|
$1,414.62
|
$17.68269
|
$14.28904
|
|
|
5 - 3 year
|
3270.00
|
$39,240.00
|
$1,509.23
|
$18.86538
|
$15.24476
|
|
|
6 - 4 years
|
3478.00
|
$41,736.00
|
$1,605.23
|
$20.06538
|
$16.21445
|
|
|
7 - 5 years
|
3686.00
|
$44,232.00
|
$1,701.23
|
$21.26538
|
$17.18415
|
|
|
FF2 8 - 6 years
|
3912.00
|
$46,944.00
|
$1,805.54
|
$22.56923
|
$18.23776
|
|
|
9 - 7 years
|
4048.00
|
$48,576.00
|
$1,868.31
|
$23.35385
|
$18.87179
|
|
|
10 - 8 years
|
4186.00
|
$50,232.00
|
$1,932.00
|
$24.15000
|
$19.51515
|
|
|
11 - 9 years
|
4323.00
|
$51,876.00
|
$1,995.23
|
$24.94038
|
$20.15385
|
|
|
12 - 10 years
|
4465.00
|
$53,580.00
|
$2,060.77
|
$25.75962
|
$20.81585
|
|
|
13 11+ years
|
4554.00
|
$54,648.00
|
$2,101.85
|
$26.27308
|
$21.23077
|
|
|
FF3 14 - 11 years
|
4602.00
|
$55,224.00
|
$2,124.00
|
$26.55000
|
$21.45455
|
|
|
15 - 12 years
|
4739.00
|
$56,868.00
|
$2,187.23
|
$27.34038
|
$22.09324
|
|
|
16 - 13 years
|
4879.00
|
$58,548.00
|
$2,251.85
|
$28.14808
|
$22.74592
|
|
|
17 - Top + 15 years
|
4977.00
|
$59,724.00
|
$2,297.08
|
$28.71346
|
$23.20280
|
|
|
18 - Top + 16 years
|
5076.00
|
$60,912.00
|
$2,342.77
|
$29.28462
|
$23.66434
|
|
|
19 - Top + 17 years
|
5178.00
|
$62,136.00
|
$2,389.85
|
$29.87308
|
$24.13986
|
|
|
|
|
|
|
|
|
|
F-1
|
1
|
2485.00
|
$29,820.00
|
$1,146.92
|
$14.33654
|
$11.58508
|
|
|
2
|
2672.00
|
$32,064.00
|
$1,233.23
|
$15.41538
|
$12.45688
|
|
|
3
|
2864.00
|
$34,368.00
|
$1,321.85
|
$16.52308
|
$13.35198
|
|
|
4
|
3065.00
|
$36,780.00
|
$1,414.62
|
$17.68269
|
$14.28904
|
|
|
5
|
3270.00
|
$39,240.00
|
$1,509.23
|
$18.86538
|
$15.24476
|
|
|
6
|
3478.00
|
$41,736.00
|
$1,605.23
|
$20.06538
|
$16.21445
|
|
|
7
|
3686.00
|
$44,232.00
|
$1,701.23
|
$21.26538
|
$17.18415
|
|
|
8
|
3912.00
|
$46,944.00
|
$1,805.54
|
$22.56923
|
$18.23776
|
|
|
9
|
4048.00
|
$48,576.00
|
$1,868.31
|
$23.35385
|
$18.87179
|
|
|
10
|
4186.00
|
$50,232.00
|
$1,932.00
|
$24.15000
|
$19.51515
|
|
|
11
|
4323.00
|
$51,876.00
|
$1,995.23
|
$24.94038
|
$20.15385
|
|
|
12
|
4465.00
|
$53,580.00
|
$2,060.77
|
$25.75962
|
$20.81585
|
|
|
13 Top + 15
|
4554.00
|
$54,648.00
|
$2,101.85
|
$26.27308
|
$21.23077
|
|
|
14 Top + 16
|
4,646.00
|
$55,752.00
|
$2,144.31
|
$26.80385
|
$21.65967
|
|
|
15 Top + 17
|
4,739.00
|
$56,868.00
|
$2,187.23
|
$27.34038
|
$22.09324
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
F-2
|
1
|
3,912.00
|
$46,944.00
|
$1,805.54
|
$22.56923
|
$18.23776
|
|
|
2
|
4,048.00
|
$48,576.00
|
$1,868.31
|
$23.35385
|
$18.87179
|
|
|
3
|
4,186.00
|
$50,232.00
|
$1,932.00
|
$24.15000
|
$19.51515
|
|
|
4
|
4,323.00
|
$51,876.00
|
$1,995.23
|
$24.94038
|
$20.15385
|
|
|
5
|
4,465.00
|
$53,580.00
|
$2,060.77
|
$25.75962
|
$20.81585
|
|
|
6
|
4,602.00
|
$55,224.00
|
$2,124.00
|
$26.55000
|
$21.45455
|
|
|
7
|
4,739.00
|
$56,868.00
|
$2,187.23
|
$27.34038
|
$22.09324
|
|
|
8
|
4,879.00
|
$58,548.00
|
$2,251.85
|
$28.14808
|
$22.74592
|
|
|
9 - Top + 15 years
|
4,977.00
|
$59,724.00
|
$2,297.08
|
$28.71346
|
$23.20280
|
|
|
10 - Top + 16 years
|
5,076.00
|
$60,912.00
|
$2,342.77
|
$29.28462
|
$23.66434
|
|
|
11 - Top + 17 years
|
5,178.00
|
$62,136.00
|
$2,389.85
|
$29.87308
|
$24.13986
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
F-4
|
1
|
4,739.00
|
$56,868.00
|
$2,187.23
|
$27.34038
|
$22.09324
|
|
|
2
|
4,879.00
|
$58,548.00
|
$2,251.85
|
$28.14808
|
$22.74592
|
|
|
3
|
4,991.00
|
$59,892.00
|
$2,303.54
|
$28.79423
|
$23.26807
|
|
|
4
|
5,104.00
|
$61,248.00
|
$2,355.69
|
$29.44615
|
$23.79487
|
|
|
5
|
5,217.00
|
$62,604.00
|
$2,407.85
|
$30.09808
|
$24.32168
|
|
|
6
|
5,332.00
|
$63,984.00
|
$2,460.92
|
$30.76154
|
$24.85781
|
|
|
7 - Top + 15 years
|
5,439.00
|
$65,268.00
|
$2,510.31
|
$31.37885
|
$25.35664
|
|
|
8 - Top + 16 years
|
5,547.00
|
$66,564.00
|
$2,560.15
|
$32.00192
|
$25.86014
|
|
|
9 - Top + 17 years
|
5,658.00
|
$67,896.00
|
$2,611.38
|
$32.64231
|
$26.37762
|
|
|
|
|
|
|
|
|
|
F-5
|
1
|
4,238.00
|
$50,856.00
|
$1,956.00
|
$24.45000
|
$19.75758
|
|
|
2
|
4,377.00
|
$52,524.00
|
$2,020.15
|
$25.25192
|
$20.40559
|
|
3
|
4,512.00
|
$54,144.00
|
$2,082.46
|
$26.03077
|
$21.03497
|
|
4
|
4,646.00
|
$55,752.00
|
$2,144.31
|
$26.80385
|
$21.65967
|
|
5
|
4,783.00
|
$57,396.00
|
$2,207.54
|
$27.59423
|
$22.29837
|
|
6
|
4,893.00
|
$58,716.00
|
$2,258.31
|
$28.22885
|
$22.81119
|
|
7
|
5,004.00
|
$60,048.00
|
$2,309.54
|
$28.86923
|
$23.32867
|
|
8
|
5,115.00
|
$61,380.00
|
$2,360.77
|
$29.50962
|
$23.84615
|
|
9
|
5,227.00
|
$62,724.00
|
$2,412.46
|
$30.15577
|
$24.36830
|
4)
For those classes of positions within the managerial, professional,
supervisory, and/or confidential group of the fire department, including an
hourly wage to cover those employees working an average of 99 hours a pay
period.
|
Pay Grade
|
Monthly
|
Annual
|
Biweekly
|
Hourly
|
Hourly * 99
|
|
|
|
|
|
|
|
|
|
FM-2
|
1
|
5,762.00
|
69,144.00
|
2,659.38
|
33.2423
|
26.86247
|
|
|
2
|
5,975.00
|
71,700.00
|
2,757.69
|
34.4712
|
27.85548
|
|
|
3
|
6,196.00
|
74,352.00
|
2,859.69
|
35.7462
|
28.88578
|
|
|
4
|
6,426.00
|
77,112.00
|
2,965.85
|
37.0731
|
29.95804
|
|
|
5
|
6,663.00
|
79,956.00
|
3,075.23
|
38.4404
|
31.06294
|
|
|
6
|
6,912.00
|
82,944.00
|
3,190.15
|
39.8769
|
32.22378
|
|
|
7
|
7,154.00
|
85,848.00
|
3,301.85
|
41.273
|
33.352
|
|
|
|
|
|
|
|
|
|
FME-1
|
1
|
3,738.00
|
44,856.00
|
1,725.23
|
21.5654
|
|
|
|
2
|
3,876.00
|
46,512.00
|
1,788.92
|
22.3615
|
|
|
|
3
|
4,019.00
|
48,228.00
|
1,854.92
|
23.1865
|
|
|
|
4
|
4,139.00
|
49,668.00
|
1,910.31
|
23.8789
|
|
|
|
5
|
4,291.00
|
51,492.00
|
1,980.46
|
24.7558
|
|
|
|
6
|
4,418.00
|
53,016.00
|
2,039.08
|
25.4885
|
|
|
|
7
|
4,550.00
|
54,600.00
|
2,100.00
|
26.25
|
|
|
|
8
|
4,684.00
|
56,208.00
|
2,161.85
|
27.0231
|
|
|
|
9
|
4,823.00
|
57,876.00
|
2,226.00
|
27.825
|
|
|
|
10
|
4,967.00
|
59,604.00
|
2,292.46
|
28.6558
|
|
|
|
|
|
|
|
|
|
|
FME-2
|
1
|
5,762.00
|
69,144.00
|
2,659.38
|
33.2423
|
|
|
|
2
|
5,975.00
|
71,700.00
|
2,757.69
|
34.4712
|
|
|
|
3
|
6,196.00
|
74,352.00
|
2,859.69
|
35.7462
|
|
|
|
4
|
6,426.00
|
77,112.00
|
2,965.85
|
37.0731
|
|
|
|
5
|
6,663.00
|
79,956.00
|
3,075.23
|
38.4404
|
|
|
|
6
|
6,912.00
|
82,944.00
|
3,190.15
|
39.8769
|
|
|
|
7
|
7,154.00
|
85,848.00
|
3,301.85
|
41.2731
|
|
|
|
|
|
|
|
|
|
|
FME-3
|
1
|
3,840.00
|
46,080.00
|
1,772.31
|
22.1538
|
|
|
|
2
|
4,083.00
|
48,996.00
|
1,884.46
|
23.5558
|
|
|
|
3
|
4,342.00
|
52,104.00
|
2,004.00
|
25.05
|
|
|
|
4
|
4,616.00
|
55,392.00
|
2,130.46
|
26.6308
|
|
|
|
5
|
4,909.00
|
58,908.00
|
2,265.69
|
28.3212
|
|
|
|
6
|
5,219.00
|
62,628.00
|
2,408.77
|
30.1096
|
|
|
|
7
|
5,550.00
|
66,600.00
|
2,561.54
|
32.0192
|
|
|
|
8
|
5,901.00
|
70,812.00
|
2,723.54
|
34.0442
|
|
|
|
9
|
6,273.00
|
75,276.00
|
2,895.23
|
36.1904
|
|
|
|
|
|
|
|
|
|
|
FME-4
|
1
|
6,912.00
|
82,944.00
|
3,190.15
|
39.8769
|
|
|
|
2
|
7,161.00
|
85,932.00
|
3,305.08
|
41.3135
|
|
|
|
3
|
7,419.00
|
89,028.00
|
3,424.15
|
42.8019
|
|
|
|
4
|
7,946.00
|
95,352.00
|
3,667.38
|
45.8423
|
|
|
|
5
|
8,346.00
|
100,153.00
|
3852.04
|
48.1505
|
|
|
|
Extended Service A
|
8,680.00
|
104,160.00
|
4,006.15
|
50.0769
|
|
|
|
Extended Service B
|
8,897.00
|
106,764.00
|
4,106.31
|
51.3288
|
|
|
FME-5
|
|
|
|
|
|
|
|
1
|
3,519.00
|
42,228.00
|
1,624.15
|
20.3019
|
|
|
2
|
3,674.00
|
44,088.00
|
1,695.69
|
21.1962
|
|
|
3
|
3,837.00
|
46,044.00
|
1,770.92
|
22.1365
|
|
|
|
4
|
4,006.00
|
48,072.00
|
1,848.92
|
23.1115
|
|
|
|
5
|
4,183.00
|
50,196.00
|
1,930.62
|
24.1327
|
|
|
|
6
|
4,368.00
|
52,416.00
|
2,016.00
|
25.2
|
|
|
|
7
|
4,560.00
|
54,720.00
|
2,104.62
|
26.3077
|
|
|
|
8
|
4,761.00
|
57,132.00
|
2,197.38
|
27.4673
|
|
|
|
9
|
4,971.00
|
59,652.00
|
2,294.31
|
28.6789
|
|
|
|
10
|
5,190.00
|
62,280.00
|
2,395.38
|
29.9423
|
|
|
|
11
|
5,418.00
|
65,016.00
|
2,500.62
|
31.2577
|
|
|
|
12
|
5,637.00
|
67,644.00
|
2,601.69
|
32.5212
|
|
Sec.
2-1078. Salary schedules for occupational group classified as public safety and
inspectional, with class code, class title, and pay grade therein.
The following
schedules are hereby adopted as the salary schedules for classes of positions
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
|
EXTENDED
|
EXTENDED
|
|
CODE
|
CLASS TITLE
|
GRADE
|
MINIMUM
|
MAXIMUM
|
SERVICE A
|
SERVICE B
|
|
|
|
|
|
|
|
|
|
(3XXX)
|
PUBLIC SAFETY AND INSPECTIONAL
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
3009
|
DEPUTY FIRE CHIEF
|
FME-4
|
6912
|
8346
|
8680
|
8897
|
|
3040U
|
FIRE CHIEF/DIRECTOR
|
|
6684
|
12122
|
|
|
|
3050
|
SAFETY OFFICER
|
ME-C
|
2653
|
4192
|
4360
|
4469
|
|
3051
|
SAFETY MANAGER
|
ME-F
|
3840
|
6273
|
6524
|
6687
|
|
3055
|
CORPORATE SAFETY MANAGER
|
ME-G
|
4489
|
7355
|
7649
|
7840
|
|
3150
|
PROPERTY CONSERVATION MANAGER
|
ME-F
|
3840
|
6273
|
6524
|
6687
|
|
3219
|
MGR.OF LIQUOR CONTROL & COMMER. VEHICLES
|
ME-G
|
4489
|
7355
|
7649
|
7840
|
|
3221
|
ANIMAL SHELTER SUPERVISOR
|
M-G
|
2603
|
3656
|
|
|
|
3222
|
ASSISTANT MANAGER OF ANIMAL CONTROL
|
ME-A
|
2322
|
3531
|
3672
|
3764
|
|
3300
|
AIRPORT OPERATIONS AGENT
|
ME-C
|
2653
|
4192
|
4360
|
4469
|
|
3301
|
AIRPORT SECURITY COORDINATOR
|
ME-D
|
2999
|
4890
|
5086
|
5213
|
|
3303
|
TRAFFIC CONTROL OFFICER
|
M-E
|
2244
|
3163
|
|
|
|
3305
|
AIRPORT POLICE OFFICER
|
M-HB
|
1958
|
4156
|
|
|
|
3307
|
AIRPORT POLICE SERGEANT
|
M-J
|
3421
|
4837
|
|
|
|
3308
|
AIRPORT POLICE LIEUTENANT
|
ME-E
|
3444
|
5637
|
5862
|
6009
|
|
3309
|
AIRPORT POLICE CAPTAIN
|
ME-F
|
3840
|
6273
|
6524
|
6687
|
|
3311
|
SECURITY SPECIALIST
|
M-G
|
2603
|
3656
|
|
|
|
3314
|
SUPERVISOR OF SECURITY
|
ME-D
|
2999
|
4890
|
5086
|
5213
|
|
3315
|
MANAGER OF SECURITY
|
ME-F
|
3840
|
6273
|
6524
|
6687
|
|
3503
|
TOW SERVICE COORDINATOR
|
M-F
|
2355
|
3347
|
|
|
|
3600U
|
DIRECTOR OF CODES ADMINISTRATION
|
|
6684
|
12122
|
|
|
|
3608
|
SENIOR CONSTRUCTION CODE INSPECTOR
|
M-J
|
3421
|
4837
|
|
|
|
3615
|
CONSTRUCTION CODE INSPECTOR SUPERVISOR
|
ME-E
|
3444
|
5637
|
5862
|
6009
|
|
3700U
|
DIRECTOR OF HOUSING & COMM DEVELOPMENT
|
|
6684
|
12122
|
|
|
(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
|
CLASS
|
PAY
|
MONTHLY
|
MONTHLY
|
|
CODE
|
TITLE
|
GRADE
|
MINIMUM
|
MAXIMUM
|
|
|
|
|
|
|
|
(3XXX) PUBLIC SAFETY AND INSPECTIONAL
|
|
|
|
|
|
|
|
|
|
|
3214
|
SPECIAL INVESTIGATOR
|
L-H
|
2851
|
4050
|
|
3220
|
ANIMAL CONTROL OFFICER
|
L-E
|
2244
|
3163
|
|
3312
|
AIRPORT SECURITY DISPATCHER
|
L-E
|
2244
|
3163
|
|
3502
|
TOW TRUCK OPERATOR
|
L-D
|
1984
|
2588
|
|
3629
|
CONSTRUCTION CODE INSPECTOR
|
L-H
|
2851
|
4050
|
(3) For those classes of positions covered by the provisions of
the memorandum of understanding between the city and Local 42-International
Association of Fire Fighters:
|
CLASS
|
|
PAY
|
MONTHLY
|
MONTHLY
|
Extended
|
Extended
|
Extended
|
|
CODE
|
CLASS TITLE
|
GRADE
|
MINIMUM
|
MAXIMUM
|
Top + 15yrs
|
Top + 16yrs
|
Top + 17yrs
|
|
|
|
|
|
|
|
|
|
|
(3XXX)
PUBLIC SAFETY AND INSPECTIONAL
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
3005
|
FIREFIGHTER
|
F-F
|
2485
|
4879
|
4977
|
5076
|
5178
|
|
3007
|
FIRE CAPTAIN
|
F-4
|
4739
|
5332
|
5439
|
5547
|
5658
|
|
3014
|
FIRE INVESTIGATOR
|
F-2
|
3912
|
4879
|
4977
|
5076
|
5178
|
|
3015
|
FIRE PREVENTION INSPECTOR
|
F-1
|
2485
|
4465
|
4554
|
4646
|
4739
|
|
3018
|
FIRE EDUCATION SPECIALIST
|
F-2
|
3912
|
4879
|
4977
|
5076
|
5178
|
|
3020
|
FIRE DISPATCHER I
|
F-1
|
2485
|
4465
|
4554
|
4646
|
4739
|
|
3021
|
FIRE DISPATCHER II
|
F-2
|
3912
|
4879
|
4977
|
5076
|
5178
|
(4) For those classes of positions covered by the provisions of
the memorandum of understanding between the city and Local 3808-International
Association of Fire Fighters:
|
CLASS
|
|
PAY
|
MONTHLY
|
MONTHLY
|
|
CODE
|
CLASS TITLE
|
GRADE
|
MINIMUM
|
MAXIMUM
|
|
|
|
|
|
|
|
(3XXX) PUBLIC SAFETY AND INSPECTIONAL
|
|
|
|
|
|
|
|
|
|
|
3008
|
BATTALION CHIEF, ADMINISTRATIVE
|
FME-2
|
5762
|
7154
|
|
3023
|
BATTALION CHIEF, FIELD
|
FM-2
|
5762
|
7154
|
|
3022
|
FIRE DISPATCHER III
|
F-5
|
4377*
|
5227
|
3013
|
HAZMAT CHEMICAL ANALYST
|
FME-5
|
3519
|
5637
|
|
3016
|
ASSISTANT FIRE MARSHALL
|
FME-1
|
3738
|
4967
|
|
3019
|
EMERGENCY COMMUNICATIONS SUPERINTENDENT
|
FME-3
|
3840
|
6273
|
U Unclassified
position
* These
classifications have a higher minimum range.
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
employee appraisal report shall receive an increase within their salary
schedule as determined by the pay provisions in effect at that time. 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.
(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 their
supervisor and pay ordinance in effect at that time.
(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.
Section 2, That
this ordinance will become effective October 29, 2006, as of 7:01 a.m. for all affected classes.
__________________________________________________
Approved
as to form and legality:
___________________________
Lana
K. Torczon
Assistant City Attorney
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