HomeMy WebLinkAboutResolution - 2066 RESOLUTION NO. 2066
A RESOLUTION OF THE CITY OF SAN JACINTO, CALIFORNIA,
RELATING TO SALARY RANGES AND BENEFITS FOR EXECUTIVES,
SUPERVISORS, MIDDLE MANAGERS AND
CONFIDENTIAL EMPLOYEES
WHEREAS, in the organizational structure of the City of San
Jacinto involving the chain of responsibility and authority,
it is desirable to establish and define the limits of the
personnel defined as department heads, division heads, first
line supervision, and confidential employees; and
WHEREAS, it is agreeable and desirable to define the
responsibilities and benefits to be derived by such personnel;
and
WHEREAS, it is the intent of this resolution to set forth and
clarify practices and procedures with regard to the groups,
and nothing contained herein shall be deemed to supersede the
City's Merit Personnel System, including personnel ordinances
and resolutions, unless otherwise specifically addressed
herein.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the
City of San Jacinto affirms that:
SECTION I - The following employees are covered under this
resolution and is in accordance with the Fair Labor Standards
Act:
CLASS A - Executive
City Manager Police Chief
Director of Finance Fire Chief
Director of Community Development Public Works Director
CLASS B - Middle Managers
Assistant to the City Manager Water Field Supt.
Police Lieutenant Public Works Supt.
Senior Planner
CLASS C - Supervisor
Police Sergeant
Information Planner
Resolution No.
Page Two
The following positions are designated as confidential
positions and are subject to the herein:
CLASS D - Confidential Employee
Administrative Secretary I
Administrative Secretary II
Deputy City Clerk
Executive Secretary to the City Manager
SECTION II - The purpose with which a Management Team is
established is as follows:
1. To recognize the character of the management positions and
incumbents as distinct from the classified employees.
2 . To promote further identification of a Management group
and understanding of associated roles and responsibilities.
3 . To promote commitment by management personnel to goals and
objectives to the City Council as directed by the City
Manager.
4 . To establish a system of compensation for management
personnel with competitive salary levels.
5 . To give recognition to the impact of the employee on the
job and recognize specific performance levels.
6 . To create performance orientation for management personnel
and encourage their contribution towards the goals.
7 . To offer the highest possible caliber of public servants.
SECTION III - Participative Management Team Concept
1. Responsibility to participate in the on-going decision-
making process.
2 . A responsibility to promote a cohesive approach to the
performance of departmental duties and resolution of City
problems by Management Team participation.
3 . Opportunity expand personal horizons in a climate of
innovation.
4 . Opportunity to service on City-wide Task Forces as
approach to City problem-solving.
5. Management and confidential personnel shall not represent
employee bargaining units in employer-employee discussions.
Resolution No.
Page Three
6 . Management personnel are expected to devote as much time
as is necessary to perform their particular duties regardless
of emergencies, work stoppages or the normal work demands of
the city.
SECTION IV - Confidential Employees
A. Policy Statement
The purpose of classifying employees as t1confidential1t
separate and distinct from other employee units is to
assure that the City of San Jacinto should not be
required to deal with employees concerning labor
relations matters when employees have access to
confidential labor relations information of the City°s
position prior to contract negotiations.
Confidential information concerning contract negotiations
is deemed by the City to be of such nature that there
should be no disclosure to any third parties except by
judicial process.
B. Definition
Confidential information is any information designated by
the City Manager or his/her designee to be of such
sensitive nature that disclosure of which would adversely
affect the interests of the City.
C. Prohibited Conduct
1. Any dissemination by any confidential employee to
any unauthorized third party is prohibited unless
expressly authorized by the City Manager or his/her
designee.
2 . This prohibition applies to not only the employees
involved in the formulation of the confidential
information, but those employees who have clerical
responsibilities ancillary thereto.
3 . Dissemination is prohibited to parties within and
outside of City employment.
D. Violation of Policy
Any confidential employee who disseminates confidential
information in violation of this General Order shall be
subject to severe disciplinary action, up to and
including termination of their services.
Resolution No.
Page Four
SECTION V - Performance Evaluation Criteria and Process
A. PERFORMANCE EVALUATIONS WILL BE CONDUCTED ANNUALLY.
COMPETENT AND MERIT ZONES
1. overall contributions of the management employee in
solving problems, satisfying needs and desires of the
community in service areas for which the department is
responsible.
2 . Degree to which basic management functions such as
planning, organizing, coordinating, budgeting and
supervising departmental activities are performed in an
efficient manner.
3 . Extent of cooperation and efficiency shown with
public and City staff.
4 . Extent to which agreed-upon departmental goals and
objectives are achieved.
5 . Quality and professionalism of staff under
departmental direction and the state of employee morale
within the department.
6. Number and impact of procedure and techniques
initiated for cost-saving and/or efficiency purposes.
7 . Efforts on the part of the employee to build and
strengthen the City Management Team.
8 . Initiative demonstrated by addressing department
problems and fulfilling assigned responsibilities.
SECTION VI - Philosophy of Compensation
The City of San Jacinto recognizes that it competes in a
marketplace to obtain qualified personnel to perform and
provide municipal services. It further recognizes that
compensation and conditions of employment must be sufficiently
attractive to draw and retain qualified employees. Therefore,
the City will compensate its management employees with wages
and benefits commensurate with performance of the management
employee.
The philosophy is based in part upon socio-economic level of
the community and those standards, values and characteristics
as reflected to the City Council by the community.
Resolution No.
Page Five
SECTION VII - Establishment and Use of Salary Ranges and
Performance Zones
A. SALARY RANGES
1. Each job classification in the management and
confidential series shall have a defined salary range as
defined in "Appendix A1l , effective the 2nd day of July,
1992 , and thereafter, as approved by the City Council in
the annual operating budget.
2 . Management and confidential classifications shall
have a 20 percent salary range starting from the
"average" entry level in the labor market.
3 . Management and confidential classification ranges
shall have five (5) steps consisting of five percent (5%)
increments, unless otherwise specified.
B. STEP INCREASES
1. Annually on each employee' s anniversary date, the
employee will become eligible for a step increase. The
first step shall be held for six months at which time the
employee shall become eligible for an increase.
Thereafter, all future steps shall be eligible after 12
months of service, with a satisfactory evaluation, at the
previous step unless advanced by the City Manager for
above-average service after six months to the next higher
step.
2 . The City Manager shall have the authority to advance
an individual, within a range, a maximum of five percent
(5%) for merit and/or above-average purposes.
3 . Salary at appointment shall be made at the first step
of the salary range for the particular class in which the
appointment is made. The City Manager shall have the
authority to appoint at a higher step if recruitment
circumstances warrant.
4 . Advancement within a salary range shall be authorized
only after the affirmative recommendation of the City
Manager. Such recommendation shall be based only on
satisfactory job performance.
5. All performance evaluations performed pursuant to
this section shall be confidential.
Resolution No.
Page Six
SECTION VIII - Other Management Compensation Practices
LEAVES
A. MANAGEMENT LEAVE
1. Management employees, in recognition of management
status, are authorized to receive:
Class A - 8 days per year
Class B - 7 days per year
Class C - 6 days per year
This is in addition to their regular vacations. Leave
requests are subject to approval of the Department head
and/or City Manager. The management leave days shall be
accrued in total at the beginning of each fiscal year and
must be taken within said fiscal year.
2 . Management personnel may be authorized additional
management leave depending upon individual performance,
department workload, special problems or long periods of
emergency work, provided approval is obtained from the
City Manager.
B. SICK LEAVE
1. Accrual of Sick Leave Every employee shall accrue
sick leave at the rate of one day per month beginning
with the first day of employment. Employees hired
between the first and fifteenth day of the month shall be
credited with one full day of sick leave for the month of
hire. Employees hired between the sixteenth and the last
day of the month shall accrue one-half day of sick leave
for the month. Sick leave may accrue up to a maximum of
120 days for each employee.
2 . Charge for Sick Leave If an employee performs
his/her duties for part of a working day, he/she shall be
credited with those hours worked and charged sick leave
only for those hours not worked by reason of illness or
injury. Sick leave shall be taken in whole hours only.
3 . Proof of Illness The City Manager may request a
certificate issued by a licensed physician or other
satisfactory proof of illness before sick leave is
granted. Violation of sick leave privileges may result
in disciplinary action and/or loss of pay when, in the
opinion of the City Manager, the employee has abused such
privileges. If the sick leave request equals five or
Resolution No.
Page Seven
more working days, the City Manager may also designate
the licensed physician to conduct a physical examination
and such examination shall be conducted at City expense.
4 . Illness or Injury While on Vacation Sick leave shall
be granted to all employees who become ill or injured
while on authorized vacation leave,provided such illness
would otherwise warrant use of sick leave and, provided
further, that an attending physician's statement is
furnished which states that the employee was
incapacitated to a degree which would prohibit his/her
performance of his/her normal duties.
5. Illness or Injury While on Normal Time off Sick
leave shall not be granted to employees who become ill or
injured while absent from duty during normal days off or
holidays. Should the injury or illness extend beyond
such authorized time off duty, sick leave may be
authorized in accordance with the conditions
of this section.
6 . Maternity Leave Sick leave may be used during such
time an employee is on maternity leave authorized
pursuant to the City's Personnel Rules.
7 . Extension of Sick Leave After an employee's sick
leave has been exhausted, he/she may be granted
permission by the City Manager to take any earned
vacation he/she may have accrued.
8. Sick Leave Buy Back To qualify, a unit member must
have 200 hours of accumulated sick leave on the record as
of January 1, of each calendar year. once qualified, a
member may sell up to 12 days of sick leave back to the
City on December 15, of each year. The 200 hour balance
will be maintained as of the December Date.
C. OVERTIME
1. Classes A, B and C, management personnel as
indicated, except as provided in subsection below, do not
receive overtime pay.
2 . Police Lieutenants and Sergeants required to fill a
regularly scheduled shift other than their own shall
receive overtime at their straight pay rate. Sergeants
on a 3/12 work schedule shall be entitled to overtime,
paid at straight time rates for those hours in excess of
80 hours per 14 day work cycle. Straight time rates shall
also be paid for demonstrated proficiency with firearms
Resoltion No.
Page Eight
and court-time.
3 . Class D employees will receive overtime compensation
at the rate of time and one-half. Class D employees are
authorized, in accordance with the Fair Labor Standards
Amendments of 1985, to accumulate not more than (40)
hours of compensatory time in lieu of overtime
compensation. Such compensatory time shall be earned at
the rate of one and one-half hours for each hour of work.
a. In accordance with the aforementioned Fair
Labor Standards Amendments of 1985, an employee who
has requested the use of earned compensatory time
shall be permitted to use such time within a
reasonable period after making the request if the
use of the compensatory time does not unduly
disrupt the operations of the department.
b. An employee at any time may request and receive
compensation for any compensatory time earned.
Such compensation shall be paid at the regular
rate earned by the employee at the time the
employee receives such compensation.
D. VACATIONS
Management and Confidential employees shall accumulate
vacation leave in accordance with the matrix of benefits,
i.e. Appendix "B" .
1. Vacation Carryover Vacation accumulation shall be
limited to that amount accrued by an employee for a
twenty-four (24) month period of employment. Any
additional accumulated vacation shall be granted at
the discretion of the appointing authority. After
an accrual of 336 hours of vacation time, accrual
will cease. Normal accrual of vacation time will
resume whenever the total accrual drops below 336
hours.
2 . Scheduling Vacation The times which an employee may
take his annual vacation leave shall be determined by
mutual agreement of employee and his/her department head,
where possible.
3 . Department Head vacations shall be approved by the
City Manager, so far as such are compatible with the
needs of the service. An employee may not schedule more
than three weeks vacation at any one time unless he/she
receives prior approval from the City Manager.
Resolution No.
Page Nine
4 . Holidays During Vacation leave In the event that one
or more municipal holidays fall within an annual vacation
leave, such holidays shall not be charged as vacation
leave, and the leave shall be extended accordingly.
5. Effect of Vacation Accrual with Leave of Absence
The granting of any leave of absence without pay
exceeding fifteen (15) consecutive days shall cause the
employee' s annual vacation accumulation to stop during
the calendar year, for each month or major portion of a
month that the employee is on leave of absence without
pay or until such time the employee returns to work.
6. Pay for Accumulated Vacation An employee who leaves
the employment of the City shall be granted all
accumulated vacation or shall be paid at his/her rate of
compensation applicable at the time of separation. The
following method shall be used to calculate final months
vacation accumulation: If an employee terminates on a
day falling on the first through the fifteenth of a
month, the employee shall receive credit for one-half the
month's vacation accrual; if an employee terminates on a
day falling on the sixteenth through the thirty-first day
of a month, the employee shall receive full credit for
the vacation accrual for the month.
7 . Vacation Pay Upon Death When separation of
employment is caused by the death of an employee, payment
shall be made to the estate of such employee or, in
applicable cases, as provided by the probate code of the
State.
8 . Vacation Buy Back can be requested by Class A/B
employees a maximum of 10 days and Class C/D employees a
maximum of five (5) days unused vacation per fiscal year.
Buy back can be requested at any time during the fiscal
year and must be approved by the City Manager. Buy back
shall be at the current rate of pay.
E. JURY DUTY
Any employee who is called or required to serve as a
trial juror shall be entitled to a leave of absence
during the period of such service or while necessarily
being present in court as a result of such call. Under
such circumstances, the employee shall be paid the
difference between his full salary and any payment
received by him/her except travel pay, for such duty.
Resolution No.
Page Ten
F. LEAVE OF ABSENCE WITHOUT PAY
1. General Policy
Any employee may be granted a leave of absence without
pay upon the approval of the City Council pursuant to the
recommendation of the City Manager except that in case of
a leave of absence without pay of sixty (60) consecutive
calendar days or less, the approval of the City Council
shall not be required. A leave without pay may be
granted for any of the following reasons:
Illness or disability
Pregnancy
To take a course of study which will increase the
employee' s usefulness on return to his/her position
in the City service.
For personal reasons acceptable to the City Council
and/or City Manager.
2 . Leave Without Pay
An employee shall utilize all of his/her vacation and/or
compensatory time off prior to taking an authorized leave
of absence without pay.
A prorate reduction of normal annual vacation and sick
leave accruals shall be applicable to approved absence
without pay. Whenever the absence is less than one
month, the prorated reduction shall be rounded to the
nearest hour. An absence of fifteen days or more without
pay constitutes a break of continuous service with the
City. An employee on leave of absence does not have any
of the privileges granted regular full-time employees.
G. BEREAVEMENT LEAVE
Whenever any employee is compelled to be absent from duty
by reason of death or critical illness (where death
appears imminent) of members of the employee's immediate
family (father, mother, legal guardian, brother, sister,
spouse, children, mother-in-law, father-in-law,
grandmother, grandfather or grandchildren) , such person
shall be entitled to a leave of absence with pay for up
to three working days. The employee shall furnish
satisfactory evidence of such death or critical illness
to his/her department head or City Manager. Sick
Resolution No.
Page Eleven
leave shall be allowed in any case where in the preceding
six (6) calendar months a leave on the grounds of the
critical illness of that same relative has been granted.
Leave of absence shall not be allowed. Such Bereavement
Leave may be increased up to a total of five (5) days in
the event of the death of a member of the immediate
family, when such services for the deceased person is
located more than 500 vehicular miles from the City of
San Jacinto and the unit member actually travels to
attend such services. Should leave be requested for
death of a non-married partner, the City Manager may
request a certification from the unit member as proof of
said relationship.
H. FAMILY SICK LEAVE
Employees may use up to three (3) days of family sick
leave for immediate family members per fiscal
year. Family sick leave may be used when a members of
the employee's immediate family (father, mother, brother,
sister, spouse, children, mother-in-law, father-in-law,
grandmother, grandfather or grandchildren and may include
the unmarried partner maintaining a marital-type
relationship with the employee, provided said partner
resides with the employee) , residing in the same
household, requires the immediate attention of the
employee. Employees may be required to provide
satisfactory proof showing the nature and extent of the
illness or injury to justify the absence. Family sick
leave is in addition to sick leave.
I. TEMPORARY DISABILITY LEAVE
1. Upon submission of an appropriate certificate from a
licensed physician, an employee may be granted temporary
disability leave. The employee utilizing temporary
disability leave may utilize all sick leave accredited to
him/her and upon the expiration of sick leave may utilize
any accredited annual vacation leave. When both sick
leave and annual vacation leave credits are exhausted,
the remainder of the absence required will be on the
basis of leave without pay. If leave without pay is
utilized, no accruals of leave or benefits will be
credited to the employee. The leave without pay will
constitute a break in continuous service with the City.
2 . Pregnancy Leave Whenever the Temporary Disability
Leave is due to a pregnancy of a female employee,the
employee shall produce a certificate of a licensed
physician which shall advise the City as to the health
Resolution No.
Page Twelve
and welfare of the employee in relationship to the physical
and emotional demands of the position and duties which she is
performing for the City and shall state that the employee
should not continue her work assignments until released by the
physician. This release certification shall insure that the
employee is physically and mentally capable of returning to
normal work assignments of the position which she departed.
Temporary disability leave because of pregnancy shall not
extend beyond a maximum period of six (6) months unless the
licenses physician requests an additional period of absence
which may or may not be granted by the City Manager. It shall
be the obligation of the employee to notify the Department
Head/City Manager as early as possible of any knowledge
relating to her pregnancy.
J. HOLIDAYS
Unit members shall be granted the following holidays:
a. New Year's Day (January ist)
b. President's Day (3rd Monday in February)
C. Memorial Day (last Monday in May)
d. Independence Day (July 4th)
e. Labor Day (1st Monday in September)
f. Columbus Day (2nd Monday in October)
g. Veteran's Day (November lath)
h. Thanksgiving Day (4th Thursday in November)
i. Thanksgiving Friday (day following
Thanksgiving)
j . Christmas Day (December 25th)
k. Two floating holidays each fiscal year
1. 1 Any holiday falling on Saturday shall be observed on
the preceding Friday.
1. 2 Any holiday falling on Sunday shall be observed on
the following Monday.
1. 3 If a holiday occurs on a day which is the employee's
regular day off, he/she shall be entitled to
holiday pay in the amount of eight (8) hours at
straight time.
1. 4 If an employee works on a holiday, he/she shall be
entitled to holiday pay in the amount of eight (8)
hours at straight time in addition to the amount
paid for any time actually worked.
1. 5 At the discretion of the department head, an
employee may be given a day off in lieu of pay in
the case of 1. 3 and 1. 4 .
Resolution No.
Page Thirteen
1. 6 Each department will adopt rules pertaining to the
required number of days notice for use of floating
holiday.
K. MILITARY LEAVE
Military leave shall be granted in accordance with the
applicable provision of State Law.
SECTION IX - Other Benefits
A. HEALTH INSURANCE
1. The City will provide fully paid health and medical
coverage for employee plus dependents.
B. DENTAL/OPTICAL INSURANCE
1. The City will provide fully paid Dental/Optical
coverage for employees plus dependents.
C. DISABILITY INSURANCE
The City shall contribute, on behalf of each employee, an
amount equal of the premium on the existing long-term and
short-term disability plans.
D. LIFE INSURANCE
Upon qualification, a group life insurance policy will be
provided for each management and confidential employee.
(shown on Appendix 1tB°) .
E. RETIREMENT
1. As a member of the Public Employees° Retirement
System, the City will contribute the normal employer's
full share of PERS retirement. The City' s
program shall consist of the two percent (2%) at age 60,
single highest year, two percent (2%) at age
55 for safety employees highest three years
and 1959 Survivor's Benefits for both classes.
2 . The City will pay, on behalf of the employee, a
maximum of seven percent (7%) of the employee's share of
the PERS contribution.
Resolution No.
Page Fourteen
F. UNIFORM ALLOWANCE
The City shall contribute that amount equal to allowance
- paid to rank and file safety employees, to those
employees required to wear uniforms. Class D employees
who may be assigned to temporary dispatch duties shall
also be eligible for uniform allowance.
G. CITY VEHICLES
Department heads will be authorized the full-time use of
assigned City vehicles. Personal use of the City vehicle
will be allowed on a limited basis and will comply with
IRS regulations. A vehicle allowance shall be authorized
for Department heads in-lieu of a City assigned vehicle
at the discretion of the City Manager. Full-time
vehicles may be assigned to other non-departmental head
management individuals at the discretion of the City
Manager. (see attached matrix of benefits, Appendix
"B"
)H. MILEAGE REIMBURSEMENT
Should City require an employee to use his/her personal
automobile on City business, City shall reimburse the
employee the amount allowed by the IRS per mile for such
use. City may establish rules and regulations for the
use of personal automobiles, including the requirement
that the employee maintain liability insurance and a
valid California driver's license of the appropriate
class in such amounts as City may prescribe. Nothing
stated herein shall be construed to require that City
permits use of a personal automobile for City business.
Each use of personal automobiles shall require the
approval of the City Manager or Department Head.
I. TUITION REIMBURSEMENT
a. All affected employees are eligible to receive
tuition reimbursement. Courses must have begun
after appointment and be in excess of the
educational standards for the position. An example
of this would be job-related college or university
courses when the specification for the
classification calls for high school graduation.
b. Employees shall be reimbursed for tuition,
registration fees and texts required for the
eligible courses. Expenses for parking, travel,
lodging, meals, processing fees, transcript fees,
materials and any other costs are not reimbursable.
Resolution No.
Page Fifteen
C. Employees shall be reimbursed up to the dollar
amount charged for the same number of units per
term by California State University, except that
those enrolled in University of California courses
shall be reimbursed up to the dollar amount charged
for the same number of units by the UC campus
attended. An employee shall not receive
reimbursement in excess of five hundred ($500 . 00)
in any one fiscal year.
The difference between the City's maximum
obligation during any fiscal year and the amount of
any actual reimbursement received by the employee
during that fiscal year shall not be carried over
or be available to use by the employee in any
subsequent fiscal year.
d. Course work must be related to the employee's
current occupation or to a City classification to
which the employee may be eligible for promotion
within the employee's current job series within the
next five years.
e. Courses must be traditional classroom courses
taken at colleges or universities and approved by
the Western Association of Schools and Colleges.
Credits given for courses including, but not
limited to, life experience, military training, and
professional training are not eligible for tuition
reimbursement.
f. Course work should not duplicate training which
the employee has already had, which is to be
provided in-house, or previously taken courses
unless special approval has been granted by the
Department Head and the Personnel Department.
g. Courses may be approved which are required for
the completion of the pre-approved job-related
major. An example would be general education or
elective requirements for the major as stated in
the school catalog. Remedial courses or those
taken as required for a non-approved major shall
not be eligible.
h. Classes related to the use of purchased City-
approved computer equipment, may be authorized
under the tuition reimbursement program if pre-
approval is granted before commencement of a non-
accredited class.
Resolution No.
Page Sixteen
i. Course work cannot be taken on City time and it
must be certified that all courses submitted for
approval are taken on the employee's off-duty time.
j . A pre-approval form should be submitted to the
Department Head and to personnel before the course
work is begun to certify eligibility.
k. In order to be reviewed, each application must
state exactly which units or credits the employee
is applying for and whether the courses submitted
are core courses or recommended electives for the
approved major.
1. Reimbursement shall be submitted within three
(3) months of completion of the approved course
with a minimum final grade of "C" or its
equivalent. A pass in a pass-fail course will be
considered equivalent to a "C" . No reimbursement
shall be made for audited or incomplete courses.
M. Employees must submit from the attendant
institution an original certification of major,
fees paid and grade achieved in order to have their
application considered for reimbursement. These
documents must accompany the reimbursement
application form in order to be processed.
n. Upon termination from employment, employees
shall be required to reimburse the City for any
funds received under this program for courses
completed during the last twelve months of
employment. This payback provision does not apply
to employees who are laid off by the City or who
separate as a result of a City/Departmental
reorganization.
SECTION X - During the term of this Resolution, the City
reserves the right to discuss, with employees covered under
this Resolution, for the purpose of implementation of
Personnel Rules and Regulations, Resolution for recognition of
Employee organizations, Americans with Disabilities Act
procedures, Policies for a Drug Free Workplace proposal,
Voluntary Time Bank Policy, and other policies which may
affect management and confidential employees.
Resolution No.
Page Seventeen
SECTION XI - Term
The effective date of this Resolution is July 2 , 1992 , due to
the delay in passing the State budget in Fiscal Year 1992-93 ,
and shall continue in force until amended or replaced by
subsequent Resolution of the City Council.
SECTION XII Resolution No. 1785 is hereby rescinded upon
adoption of Resolution .
MOVED, PASSED AND ADOPTED THIS 15tlilay of t , 1992 by the
following vote:
AYES: Councilmembers Ford, Hafliger, Richards and Mayor Boykin
NOES: Councilmember Leahy
ABSTAIN: None
ABSENT: None ?
Mayor
ATTEST:
D putty City Cl�rk
Appendix A
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
39 2,179 2,290 2,406 2,527 2,655
40 2,234 2,347 2,466 2,590 2,722
41 2,290 2,406 2,527 2,655 2,790
42 2,347 2,466 2,590 2,722 2,859
43 2,406 2,527 2,655 2,790 2,931
44 2,466 2,590 2,722 2,859 3,004
45 2,527 2,655 2,790 2,931 3,079
46 2,590 2,722 2,859 3,004 3,156
47 2,655 2,790 2,931 3,079 3,235
48 2,722 2,859 3,004 3,156 3,316
49 2,790 2,931 3,079 3,235 3,399
50 2,859 3,004 3,156 3,316 3,484
51 2,931 3,079 3,235 3,399 3,571
52 3,004 3,156 3,316 3,484 3,660
53 3,079 3,235 3,399 3,571 3,752
54 3,156 3,316 3,484 3,660 3,846
55 3,235 3,399 3,571 3,752 3,942
56 3,316 3,484 3,660 3,846 4,040
57 3,3991 3,571 3,7521 3,942 4,141
58 3,484 3,660 3,846 4,040 4,245
59 3,571 3,752 3,942 4,141 4,351
60 3,660 3,846 4,040 4,245 4,460
61 3,752 3,942 4,141 4,351 4,571
62 3,846 4,040 4,245 4,460 4,685
63 3,942 4,141 4,351 4,571 4,803
64 4,040 4,245 4,460 4,685 4,923
65 4,141 4,351 4,571 4,803 5,046
66 4,245 4,460 4,685 4,923 5,172
67 4,351 4,571 4,803 5,046 5,301
68 4,460 4,685 4,923 5,172 5,434
69 4,571 4,803 5,046 5,301 5,570
70 4,685 4,923 5,172 5,434 5,709
71 4,803 5,046 5,301 5,570 5,851
72 4,923 5,172 5,434 5,709 5,998
73 5,046 5,301 5,570 5,851 6,148
74 5,172 5,434 5,709 5,998 6,301
75 5,301 5,570 5,851 6,148 6,459
76 5,434 5,709 5,998 6,301 6,620
77 5,570 5,851 6,148 6,459 6,786
78 5,709 5,998 6,301 6,620 6,956
79 5,851 6,148 6,459 6,786 7,129
80 5,998 6,301 6,620 6,956 7,308
81 6,148 6,459 6,786 7,129 7,490
82 6,301 6,620 6,956 7,308 7,678
83 6,459 6,786 7,129 7,490 7,870
84 6,620 6,956 7,308 7,678 8,066
85 6,786 7,129 7,490 7,870 8,268
86 6,956 7,308 7,678 8,066 8,475
87 7,129 7,490 7,870 8,2681 8,687
88 7,308 7,6781 8,066 8,475 81904
89 1 7,4901 7,8701 8,2681 8,687 9,126
Management Groups"A"'C"
Appendix A
RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
25 1,476 1,551 1,630 1,712 1,799
26 1,513 1,590 1,671 1,755 1,844
27 1,551 1,630 1,712 1,799 1,890
28 1,590 1,671 1,755 1,844 1,937
29 1,630 1,712 1,799 1,890 1,986
30 1,671 1,755 1,844 1,937 2,035
31 1,712 1,799 1,890 1,986 2,086
32 1,755 1,844 1,937 2,035 2,138
33 1,799 1,890 1,986 2,086 2,192
34 1,844 1,937 2,035 2,138 2,247
35 1,890 1,986 2,086 2,192 2,303
36 1,937 2,035 2,1381 2,247 2,360
37 1,986 2,086 2,192 2,303 2,419
38 2,035 2,138 2,247 2,360 2,480
39 2,086 2,192 2,303 2,419 2,542
40 2,138 2,247 2,360 2,480 2,605
41 2,192 2,303 2,419 2,542 2,671
42 2,247 2,360 2,480 2,605 2,737
43 2,303 2,419 2,542 2,671 2,806
44 2,360 2,480 2,605 2,737 2,876
45 2,419 2,542 2,671 2,806 2,948
46 2,480 2,605 2,737 2,876 3,021
47 2,542 2,671 2,806 2,948 3,097
48 2,605 2,737 2,8761 3,021 3,174
49 2,671 2,806 2,948 3,097 3,254
50 2,737 2,876 3,021 3,174 3,335
51 2,806 2,948 3,097 3,254 3,419
52 2,876 3,021 3,174 3,335 3,504
53 2,948 3,097 3,254 3,419 3,592
54 3,021 3,174 3,335 3,504 3,681
55 3,097 3,254 3,4191 3,592 3,773
56 3,174 3,335 3,504 3,681 3,868
57 3,254 3,419 3,592 3,773 3,964
58 3,335 3,504 3,681 3,868 4,064
59 3,419 3,592 3,773 3,964 4,165
60 3,504 3,681 3,868 4,064 4,269
61 3,592 3,773 3,964 4,165 4,376
62 3,681 3,868 4,064 4,269 4,485
63 3,773 3,964 4,165 4,376 4,598
64 3,868 4,064 4,269 4,485 4,713
65 3,964 4,165 4,376 4,598 4,830
66 4,064 4,269 4,485 4,713 4,951
67 4,165 4,376 4,598 4,830 5,075
68 4,269 4,485 4,713 4,951 5,202
69 4,376 4,598 4,830 5,075 5,332
70 4,485 4,713 4,951 5,202 5,465
71 4,598 4,830 5,075 5,332 5,602
72 4,713 4,951 5,202 5,465 5,742
73 4,830 5,075 5,332 5,602 5,885
74 4,951 5,202 5,465 5,742 6,032
75 5,075 5,332 5,602 5,8851 6,183
Mgmt/Confidential-Group"D"
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