R 2322
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RESOLUTION NO. 2322
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARROYO GRANDE
ADOPTING AN EMPLOYEE SALAR Y AND BENEFIT PROGRAM FOR
MANAGEMENT, MID-MANAGEMENT AND CONFIDENTIAL PER-
SONNEL FOR 1989/90 AND 1990/91. AND REPEALING
RESOLUTION NOS. 1974, 2180 AND 2266 ON JUL Y " 1989
THE CITY COUNCIL OF THE CITY OF ARROYO GRANDE DOES HEREBY RESOLVE
AS FOLLOWS:
~ WHEREAS, the City Council deems It to be In the best Interest of the City of Arroyo
Grande and Its various employees that compensat Ion be fixed for Management,
Mid-Management and Confidential employees as hereinafter provided; and
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.:.::":) WHEREAS, the City Council Intends that Management. Mid-Management and Confidential
. employees shall receive a seven percent (796) salary Increase for fiscal year 1989/90 and a
five percent (5%) salary increase for fiscal year 1990/91; and
WHEREAS. the City Council intends that Management, Mid-Management and Confidential
employees shall receive benefits extended to other City employees, including Delta Dental
Program coverage for employees and their families In the 1990/91 fiscal year; and
NOW. THEREFORE, BE IT RESOLVED that the terms of this resolution shaJJ become
effective July I, 1989 and shall apply to the 1989/90 and 1990/91 fiscal years.
BE IT FURTHER RESOLVED that this resolution shall supersede and repeal Resolution
Nos. 1974. 2180 and 2266 which previously established salarIes and benefits for Management,
Mid-ManagemE:nt and Confidential employees.
ADMINISTRATION Of THE CpMPENSATION PLAN
All full-time confidential employees entering the employ of the City shall be paid at
a step within the established salary range. Salary step increases. as provided herein, are
not automatic. but based on performance and merit. Employees shall be placed on the step
and qualify for increase in compensation for advancement to the next higher step of the pay
ranges in the manner following:
1. Employees may qualify for advancement to the second step, after completion of six
(6) months service, upon the recommendation of the department head and approval by the
City Manager.
2. Employees may qualify for advancement to the third step. after the completion of one
year of service in step two, upon recommendation of the department head and approval by
the City Manager.
3. Employees may qualify for advancement to the fourth step, after the completion of
one year of service at the third step, upon recommendation of the department head and
approval by the City Manager.
u' 4. Employees may qualify for advancement to the fifth step, after completion of one year
,.--j of service in step four, upon recommendation of the department head and approval by the
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/j City Manager.
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"} 5. a. Confidential employees may qualify for advancement of one salary range above
their poSition classified range upon receipt of an Associated Arts Degree in a
field relative to their Job classification, from an accredited Junior College or
College, or upon earning a special license or certificate, deemed to be equivalent
to an AA degree In value to the City and an enhancement to the productivity
of an employee in his/her Job, upon recommendation of the department head and
approval by the City Manager.
b. Confidential employees may qualify for advancement of two salary ranges above
their position classified range, upon receipt of a Bachelor of Science/Bachelor
of Arts Degree, in a field relative to their job classification, from an accredited
College, upon recommendation of the department head and approval by the City
Manager.
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RESOLUTION NO. 2322
c. Exceptions: Where Job classifications or requirements include an Associated
Arts or Bachelor of Science/Bachelor of Arts Degree, Section Sa. and Section
5b. above will not apply.
6. A performance report on each employee recommended for advancement shall be sub-
mitted to the City Manager prior to final action on such recommendation.
7. , All Part-time and Management employees shall be paid without benefit of a salary range
or position classification and at rates as specified In this resolution.
8. ' On July I of each year of this agreement, the City Manager shall adjust Management
employee wage and fringe compensation paid by the City to the average compensation paid
to similar positions as determined by survey. The City Manager shall not adjust his/her posi-
tion's wage nor fringe. The City Manager shall not decrease compensation paid to any Indi-
....,1 .. , ~..It of '~y. "., ,~.., ,h,II ho ~""",... hy tho City Mm", to to .mhody Ij
the following concept:
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a. Comparable positions surveyed shall be limited to cities located in the Central L,
California Coast area.
Prior to the City Manager's adjustment of compensation paid each year, each employee
eligible for an increase shall be given the opportunity to discuss the Increase and the manner
In which It may be received: direct wages, auto allowance or any combination thereof.
MANAGEMENT FULL-TIME EMPLOYEES 19~9/90 YEARL Y RATE
City Manager $66,340.00
i Public Works Director/City Engineer 56.307.00
Police Chief 55,383.00
Planning Director 52,909.00
Fire Chief 51,998.00
Finance Director 46,909.00
Parks and Recreation Director 46,207.00
MID-MANAGEMENT FULL-TIME EMPLOYEES 1989/90 YEARL Y RATE
Chief Building Inspector $37,942.00
Public Works Superintendent 37.942.00
AUTO ALLOWANCES (PER YEAR)
City Manager $ 3,000.00
Parks and Recreation Director 1,500.00
Planning Director 1,500.00 Q
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UNlf'=ORM ALLOWANCES (PER YEAR) I
:
Police Chief $ 549.96
Fire Chief 2011.00
CONFIDENTIAL FULL-TIME EMPLOYEES 1989/90 YEARLY RATE
Executive Secretary to City Manager $28,235.00
City Clerk 34,668.00
Computer Operator/Clerk Typist 19,821.00
HEALTH INSURANCE
City pays full coverage for each employee, Including family coverage, up to HMO rate level.
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RESOLUTION NO. 2322
BEREAVEMENT LEAVE
Definition of "relative" extended to include the "aunt" or luncJe" relationship.
- RETIREMENT PA VBACK
City will continue to pay five percent (596) of the seven percent (796) of Public Employees
Retirement Deduction for the following positions:
Planning Director Fire Chief
"'_ Parks and Recreation Director Finance Director
1';:\: Public Works Director/C ity Engineer Chief Building Inspector
.~:::) Public Works Superintendent Computer Operator/Clerk Typist
-:A, Executive Secretary to City Manager
'{1 City will continue to pay five percent (596) of the nine percent (996) of Public Employees
Retirement Deduction for the following position:
- Police Chief
.. VARIOUS BFNEFIT rLANS
...!.. The City will continue to contribute an additional $480.00 annually toward various benefit
plans established by the City, for each of the seven (7) Management. two (2) Mid-Management
and the three (3) Confidential employee positions. at the discretion of each position occupant.
.. ADMINISTRATIVI' LEAVE
The City will continue to provide forty (40) hours per year of Administrative Leave for the
following positions:
City Manager City Clerk
Police Chief Parks and Recreation Director
Fire Chief Planning Director
Finance Director Executive Secretary to City Manager
Public Works Director/City Engineer Computer Operator/Clerk Typist
Public Works Superintendent Chief Building Inspector
Such leave shall not be cumulative and shall not be used in groupings of more than sixteen
(16) hours at a tI me.
On motion of Council Member Dougall , seconded by Council Member Olsen .
and on the following roll call vote, to wit:
A YES: Council Members Dougall, Olsen, Smith, Moots and Mayor Millis
NOES: None
ABSENT: None
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APPROVED AS TO FORM:
ATTEST: '71 ~AA &ti a. (b~~~ >
CITY ERK
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