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HomeMy WebLinkAboutResolution - 1785 RESOLUTION NO. 1785 1 A RESOLUTION OF THE CITY OF SAN JACINTO, CALIFORNIA, RELATING TO SALARY RANGES AND BENEFITS FOR DEPARTMENT 2 HEADS, DIVISION HEADS, FIRST LINE SUPERVISORS, AND CONFIDENTIAL EMPLOYEES WHEREAS, in the organizational structure of the City of 4 San Jacinto involving the chain of responsibility and authority, it is desirable to establish and define the limits of the personnel 5 defined as department heads , division heads , first line super- visors , and confidential_ employees ; and G WHEREAS, it is agreeable and desirable to define the respon- 1 sibilities 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 10 and resolutions , unless otherwise specifically addressed herein. 11 NOW, THEREFORE, BE IT RESOLVED that the City Council of 12 the City of San Jacinto affirms that : SECTION I . The following employees are covered under this 13 resolution in accordance with the Fair Labor Standards Act : 14 CLASS A - Department Head ( Executive ) 15 City Manager Director of Public Works City Attorney Police Chief 16 Director of Finance Fire Chief Director of Community Development 17 118 CLASS B - Division Head (Middle Managers ) 19 Assistant City Manager Water Field Supervisor Police Lieutenant Public Works Field 20 City Engineer Supervisor 21 sa CLASS C - First Line Supervisor ( Supervisor) Z Administrative Assistant Senior Building Inspector 3 Police Sergeant Fire Captain Accounting Supervisor Director of Community 4 Associate Planner Center 251 Senior Planner Executive Assistant 26 The following positions are designated as confidential - lpositions and are subject to the herein. 1 , CLASS D - Confidential Employee ( Administrative ) 28 Executive Secretary 29 Administrative Secretary 30 Secretary I 31 , #21 7 SECTION II . The purpose with which a Management Team is established is as follows : 2 1. To recognize the character of the management positions 3 and incumbents as distinct from the classified employees . 4 2 . To promote further identification of a Management group and understanding of associated roles and responsibilities . 5 3 . To promote commitment by management personnel to goals 6 and objectives of the City Council as directed by the City Manager. 7 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 D the job and recognize specific performance levels . 10 6 . To create performance orientation for management person- nel and encourage their contribution towards the goals . 11 7 . To offer the highest possible caliber of public servants . 12 SECTION III . Participative Management Team concept 1 $ 1 . Responsibility to participate in the on-going decision- 14 Paking process . 15 2 . A responsibility to promote a cohesive approach to the erformance of departmental duties and resolution of City 16 problems by Management Team participation. 17 3 . Opportunity to expand personal horizons in a climate f innovation. 1<} 4 . Opportunity to serve on City-wide Task Forces as approach 19 to City problem-solving. q 5 . Management and confidential personnel shall not represent t [mployee bargaining units in employer-employee discussions . a� 9 6 . Management personnel are expected to devote as much 22 ime as is necessary to perform their particular duties regard- less of emergencies , work stoppages or the normal work demands 23 Df the City. 21 SECTION IV. Performance Evaluation Criteria and Process 251 A. PERFORMANCE EVALUATIONS WILL BE CONDUCTED ANNUALLY. 26 COMPETENT AND MERIT ZONES 7 1. Overall contributions of the management employee in solving problems , satisfying needs and desires of the community ) 8 in service areas for which the department is responsible. ?all 2 . Degree to which basic management functions such as planning, organizing, coordinating , budgeting and supervising 30 departmental activities are performed in an efficient manner. 31 3 . Extent of cooperation and efficiency shown with ublic and City staff. -2- 1 4 . Extent to which agreed-upon departmental goals and objectives are achieved . 2 5 . Quality and professionalism of staff under depart- ,3 mental direction and the state of employee morale within the department . 6 . Number and impact of procedures and techniques 5 initiated for cost-saving and/or efficiency purposes . 6 7 . Efforts on the part of the employee to build and strengthen the City Management Team. e 8 . Initiative demonstrated by addressing department problems and fulfilling assigned responsibilities . 9 SECTION V. Philosophy of Compensation 10 The City of San Jacinto recognizes that it competes in a marketplace to obtain qualified personnel to perform and provide 11 municipal services . It further recognizes that compensation and conditions of employment must be sufficiently attractive 12 to draw and retain qualified employees . Therefore , the City will compensate its management employees with wages and benefits 1*31commensurate with performance of the management employee . i 14 ; This philosophy is based in part upon socio-economic level : of the community and those standards , values and characteristics 15! as reflected to the City Council by the community. 1fi SECTION VI . Establishment and Use of Salary Ranges and ' Performance Zones . 17 A. SALARY RANGES 1. Each job classification in the management and 1 ' confidential series shall have a defined salary range as defined in Attachments "A" and "B" , effective 13th day of October, 1988, /-@.)''. and thereafter, as approved by the City Council in the annual ( operating budget . 2Y 2 . Management and confidential classifications shall 22have a 20 percent salary range starting from the "average" entry , ; level in the labor market . 231 3 . Management and confidential classification ranges 241 shall have five ( 5 ) steps consisting of five percent ( 5a ) I increments , unless otherwise specified. 2<k B . STEP INCREASES 26 1. Annually on each individual ° s anniversary date the 27 individual will become eligible for a step increase. The first <� tep shall be held for six months at which time the employee 28 hall become eligible for an increase . Thereafter all future teps shall be eligible after 12 months service at the previous 29 step unless advanced by the City Manager for above-average service after six months to the next higher step. 30 2 . The City Manager shall have the authority to advance 31 an individual, within a range , a maximum of five percent ( 50 ) For merit purposes . a 2 , -3- 1 3 . Salary at appointment shall be made at the first step of the salary range for the particular class in which the 2 appointment is made . The City Manager shall have the authority to appoint at a higher step if recruitment circumstances warrant . t 4 . Advancement within a salary range shall be authorized 4 only after the affirmative recommendation of the City Manager. Such recommendation shall be based only on satisfactory job per- 5 formance. 5 . All performance evaluations performed pursuant to � ithis section shall be confidential. SECTION VII . Other Management Compensation Practices and 6 Benefits 9 A. OVERTIME I 101 1. Classes A, B and C, management personnel as indicated except as provided in subsection below, do not receive overtime pay. Benefits and salary are considered adequate compensation for overtime demands placed on these individuals . 12 2 . Police Lieutenants and Sergeants required to work 1e3 four or more hours to fill a regularly scheduled shift other than their own shall receive overtime at their straight pay rate . 14 3 . Class D employees will receive overtime pay at the 15 rate of time and one-half pay. Class D employees are authorized , in accordance with the Fair Labor Standards Amendments of 1985 , u)' Ito accumulate not more than ( 40 ) hours of compensatory time in ilieu of overtime compensation. Such compensatory time shall Ibe earned at the rate of one and one-half hours for each hour jof employment for which overtime compensation is required . a. In accordance with the aforementioned Fair Labor 1W Standards Amendments of 1985 , an employee who has requested the use of earned compensatory time shall be permitted to use such � 0 time within a reasonable period after making the request if the use of the compensatory time does not unduly disrupt the oper- 21 ations of the department . 22 b . An employee at any time may request and receive compensation for any compensatory time earned. Such compen- 23 sation shall be paid at the regular rate earned by the employee at the time the employee receives such compensation . 24 25 B. MANAGEMENT LEAVE I 1 . Management personnel may be authorized additional 26 management leave depending upon individual performance , department ' workload , special problems or long periods of emergency work, 27 provided approval is obtained from the City Manager 28 2 . Management employees , in recognition of management 29 status , are authorized to receive: Classes A, B, C and D - 6 days per year This in addition to their regular vacations . Time subject to l approval of the Department Head and City Manager. Said leave ; cannot be accumulated but must be taken quarterly. aS 2, -4- I C. MEDICAL EXAMINATION 2 1. Effective January 1, 1989, and thereafter, annually all management personnel will receive a medical examination by 3 the physician of their choice, including EKG and x-rays . The City will reimburse the employee for direct costs incurred up 4 to $150 per calendar year. 51 D. SICK LEAVE i £ � 1 . Accrual of Sick Leave . Every employee shall accrue sick leave at the rate of one day per month beginning with the r first day of employment . Employees hired between the first and fifteenth day of the month shall be credited with one full day 8 or half shift of sick leave for the month of hire. Employees ( hired between the sixteenth and the last day of the month shall { ; accrue four hours or one quarter shift of sick leave for the ! month. Sick leave may accrue up to a maximum of 120 days for Hl each employee . � ! 2 . Charge for Sick Leave. If an employee performs his / Iher duties for part of a working day, he/she shall be credited 12 with those hours worked and charged sick leave only for those hours not worked by reason of illness or injury. Sick leave 13 shall be taken in whole hours only. 14 3 . Proof of Illness . The City Manager may request a certificate issued by a licensed physician or other satisfactory 15 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 more working days , the City Manager may also designate the licensed physician to conduct a physical exam- 18 ination and such examination shall be conducted at City expense. i 19 ! 4 . Illness or Injury While on Vacation. Sick leave ' shall be granted to all employees who become ill or injured while 0 ; on authorized vacation leave , provided such illness would other- wise warrant use of sick leave and , provided further, that an uattending physician ' s statement is furnished which states that the employee was incapacitated to a degree which would prohibit 22) his/her performance of his/her normal duties . 213 5 . Illness or Injury While on Normal Time Off. Sick c�.p leave shall not be granted to employees who become ill or injured 24 while absent from duty during normal days off or holidays . Should the injury or illness extend beyond such authorized time `fie off duty, sick leave may be authorized in accordance with the conditions of this section. 26 6 . Maternity Leave. Sick leave may be used during such 27 time an employee is on maternity leave authorized pursuant to the City' s Personnel Rules . 28 7 . Extension of Sick Leave . After an employee ' s sick 29 leave has been exhausted, he/she may be granted permission by the City Manager to take any earned vacation he/she may have 130 accrued. 3] 12 -5- I 8 . Sick Leave Buy Back. The sick leave incentive will become effective January 1, 1989 . To qualify, a unit member must have 200 hours of accumulated sick leave on the record as 3 of January 1, 1989 ( and of each January 1 of succeeding years ) to qualify. Once qualified, a member may sell up to 12 days of sick leave back to the City on December 15 , of each year, 4 if the 200 hour balance will be maintained as of the December i date. .a E. HEALTH INSURANCE 1 . The City will provide fully paid health and medical f coverage for employee plus dependents . jF. RETIREMENT 1. As a member of the Public Employees ' Retirement ;System, the City will contribute the normal employer' s full share 101of PERS retirement insurance. The City' s program shall consist of the two percent ( 2% ) at age 60, two percent ( 2% ) at 55 for 11 safety employees and 1959 Survivor' s Benefits . 12 2 . The City will pay, on behalf of the management employee , a maximum of seven percent ( 7% ) of the employee ' s share 1" of the PERS contribution. 14 G. DISABILITY INSURANCE 15 The City shall contribute, on behalf of each employee, an amount equal_ of the premium on the existing long-term 16 and short-term disability plans . 11 H. LIFE INSURANCE 1 ki Upon dualification, a whole life insurance policy will 1+1 be provided for each management and confidential employee (see ! 'attached matrix of benefits, Exhibit C . ) I . VACATIONS 1 Accrued vacation leave, being leave with pay, shall 2be granted subject to the convenience of the service as herein- after provided in the matrix of benefits , beginning January 1 , 1989 1. Vacation Carryover. Vacation accumulation shall_ 24 be limited to that amount accrued by an employee for a current ; twenty-four ( 24 ) month period of employment . Any accumulated 251 vacation shall_ be granted at the discretion of the appointing ( authority. 261 2 . Scheduling Vacation . The times which an employee 27 ay take his annual vacation leave shall be determined by his/her department head . 25 3 . Department Head vacations shall be approved by the 9 City Manager, respecting the wishes of the employee so far as such are compatible with the needs of the service . An employee 130 may not schedule more than three weeks vacation at any one time unless he/she receives prior approval from the City Manager. 131 4 . Holidays During Vacation Leave. In the event that 32 one or more municipal holidays fall during a period when an employee is on vacation leave , such holidays shall not be charged as vacation leave . -6- I 1 5 . Effect of Leave of Absence on Accrual of Vacation Leave. The granting of any leave of absence without pay `? exceeding fifteen ( 15 ) consecutive days shall cause the employee ' s annual vacation earned during the calendar year to 3 be reduced proportionally for each month or major portion of a month that the employee is on leave of absence without pay. j 6 . Pay for Accumulated Vacation. Each City employee 51 who leaves the employment of the City shall be granted all accumulated vacation or shall be paid therefore at his/her rate Ei of compensation applicable at the time he/she leaves the employ- ment of the City. to the fact that employees seldom termin- i ate on the final day of a month, the following method will provide for equitable payment for vacation earned during the month of 3 termination . 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 thirty-first 10 ! day of a month, the employee shall receive full credit for the vacation accrual for the month. 7 . No vacation credit will be earned on terminal leave 12 payments . When separation is caused by the death of an employee, payment shall be made to the estate of such employee or, in 13 applicable cases , as provided by the probate code of the State. 14 8 . Vacation Payoff can be requested by management employees for a maximum of five ( 5 ) days unused vacation per 15 year. Payoff can be requested at any time and must be approved by the City Manager. Payoff shall be at the current salary 16 rate. 17 J. CITY VEHICLES 13� Department heads will be authorized the full-time use of assigned City vehicles . Personal use of the City vehicle 15 will be allowed on a limited basis . Full-time vehicles may be assigned to other non-department head management individuals i1' at the discretion of the City Manager. ( see Exhibit C ) 21 K. JURY DUTY i 22 Any employee who is called or required to serve as a trial juror shall be entitled to a leave of absence during the 3 ' period of such service or while necessarily being present in court as a result of such call. tinder such circumstances , 24 the employee shall be paid the difference between his full salary and any payment received by him/her except travel pay, for such 25 duty. 6� L. LEAVE OF ABSENCE WITHOUT PAY 27 1. General Policy i 28 Any employee may be granted a leave of absence with- out pay upon the approval of the City Council pursuant to the 23 recommendation of the City Manager except that in case of a leave of absence without pay of sixty ( 60 ) consecutive calendar days 30 or less , the approval of the City Council shall not be required. A leave without pay may be granted for any of the following 3I reasons : -7- i Illness or disability 2 Pregnancy i 3 To take a course of study which will increase the employee ' s usefulness on return to his/her position 4 in the City service. 5 For personal reasons acceptable to the City Council and/or City Manager 6 2 . Leave Without Pay d An employee shall utilized all his/her vacation ' and/or compensatory time off prior to taking an authorized leave of absence without pay. 9 i A prorate reduction of normal annual vacation and 10i' sick leave accruals shall be applicable to approved absence with- iout pay. Whenever the absence is less than one month, the pro- 11 ' rated 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 Q� full-time employees . lj M. BEREAVEMENT LEAVE 3 Whenever any employee is compelled to be absent from iduty by reason of death or critical illness (where death appears JVlimminent ) of members of the employee' s immediate family ( father, mother, legal guardian, brother, sister, spouse, children, mother- I/ in-law, father-in-law, grandmother, grandfather or grandchildren ) , , such person shall be entitled to a leave of absence with pay 18 for up to three working days ( 24 hours ) . The employee shall ! furnish satisfactory evidence of such death or critical illness I(W to his/her department head or City Manager. Such leave of absence ; shall not be allowed in any case where in the preceding six ( 6 ) N icalendar months a leave on the grounds of the critical ilness of that same relative has been granted. Absences under this i 211, Section shall be charged against sick leave. , , N. FAMILY SICK LEAVE i 23i Employees may use up to three ( 3 ) days of sick leave for family sick leave in each calendar year. Family sick leave may be used when a member of the employee ' s immediate family ( father, mother, brother, sister, spouse , children, mother-in- 95 law, father-in-law, grandmother, grandfather or grandchildren) , residing in the same household , requires the immediate attention die of the employee . Employees may be required to provide satis- factory proof showing the nature and extent of the illness or 21 injury to justify the absence. 28 O. TEMPORARY DISABILITY LEAVE 29 Upon submission of an appropriate certificate from a licensed physician, an employee may be granted temporary dis- 30 ability leave. The employee utilizing temporary disability leave imay utilize all sick leave accredited to him/her and upon the 3 !expiration of sick leave may utilize any accredited annual vaca- Iion leave. When both sick leave and annual vacation leave ,#2 -8- I credits are exhausted , the remainder of the absence required will be on the basis of leave without pay. If leave without 2 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. 4 Whenever the Temporary Disability Leave is due to a pregnancy of a female employee, the employee shall produce a 5 certificate of a licensed physician which shall advise the City as to the health and welfare of the employee in relationship 6 to the physical and emotional demands of the position and duties which she is performing for the City and shall state that the 7 employee should not continue her work assignments until released by the physician. This release certification shall insure that 8 the employee is physically and mentally capable of returning to normal work assignments of the position which she departed. 9 Temporary disability leave because of pregnancy shall not extend beyond a maximum period of six ( 6 ) months unless the licensed 101 physician requests an additional period of absence which may or may not be granted by the Personnel Officer. It shall be 11 the obligation of the employee to notify the Personnel Officer as early as possible of any knowledge relating to her pregnancy 12 so that advance arrangements may be made as necessary for the continuance of the performance of the duties of the employee 13 during the temporary disability leave . 14 SECTION VIII Resolution No. 1523 is hereby rescinded upon ladoption of Resolution No. 1785 . 15 ! MOVED, PASSED AND ADOPTED this 22nd day of November, 1988 by the following vote: 17 AYES: Councilmen Stevens , Divine and Stuart NOES: None 10 ABSTAIN: None a ABSENT: Councilmen Ford andl ec�, ing 21 ATTEST: ?`max Mayor 23 i ft S r 2 ! Deputy City Clerk 25 2f_a 27 I 28 29 30 Q�1 I I a32 i 1 I I i o; M NM V M'G'F 0a O N04107L?'C0(`•0+PO-+�NMV'G7b F;O PO.-1NMC G5b F:0 PI.O .+CiMcVl,'0 F0 ¢, CJ N N jN N N.C!iJ CdjCd M MM M M M M MiM M 7 c�7'V'4 C 4 Q R QjU? 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