HomeMy WebLinkAbout1984-191 CCRMember Bill Hawes introduced the following resolution and moved its
adoption:
RESOLUTION NO. 84 -191
RESOLUTION SETTING WAGES AND SALARIES FOR THE CALENDAR YEAR 1985
WHEREAS, Section 2.07 of the City Charter for the City of Brooklyn Center
states that the City Council is to fix the salary or wages of all officers and
employees of the City; and
WHEREAS, the City Council has considered salaries and wages for the
calendar year 1985 and has reviewed the 1985 Employee Position and Classification
Plan; and
WHEREAS, the 1985 Employee Position and Classification Plan establishes
that pay increases will be awarded on a pay for performance basis; and
WHEREAS, the structure of the 1985 Employee Position and Classification
Plan provides for pay increases awarded for improvements in job performance; and
WHEREAS, an individual employee's movement through his or her respective
pay schedule reflects a progression in corresponding levels or improved job
performance:
NOW, THEREFORE, BE IT RESOLVED that the City Council hereby sets wages
and salaries for the calendar year 1985 by adoption of the attached Position and
Classification Plan (Schedules A through K) for the calendar year 1985 which sets
ranges and maximums which the City Manager shall be authorized to pay in
classified positions; and
BE IT FURTHER RESOLVED that the City Manager be authorized to employ such
temporary part -time and temporary full -time employees as may be necessary, and to
establish competitive rates of pay for such help consistent with the 1985 budget
appropriations; and
BE IT FURTHER RESOLVED that authorized wage adjustments, not to exceed
the maximums contained herein, shall become effective January 1, 1985; and
BE IT FURTHER RESOLVED that the City Council, in recognition that labor
contract provisions are not as yet settled with the bargaining units represented
by L.E.L.S. Local No. 82 and International Union of Operating Engineers No. 49,
extends 1984 wage and salary rates for related job classifications in the Police
and Public Works Departments respectively.
d
December 17, 1984
r Mayor' e
ATTEST:
Cle
The motion for the adoption of the foregoing resolution was duly seconded by
member Gene Lhotka and upon vote being taken thereon, the following
voted in favor thereof: Dean Nyquist, Gene Lhotka, Bill Hawes, and Rich Theis
and the following voted against the same: none,
whereupon said resolution was declared duly passed and adopted.
(AAPC5CP)
CITY OF
BROOKLYN CENTER, MINNESOTA
1985
EMPLOYEE POSITION AND CLASSIFICATION PLAN
AS ADOPTED: DECEMBER 17, 1984
1
(AAPC5TC)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICATION PLAN
TABLE OF CONTENTS
Contents
Schedule
Page
Positions Authorized
A
1 -2
Executive Pay Plan
B
3
Executive Positions Salary Maximums
B-
4
Supervisory Professional Pay Plan
C
5
Supervisory Professional Monthly Wage Schedule
C -1
6
Technical Clerical Pay Plan
D
7
Technical Clerical Monthly Wage Schedule
D -1
8
Police Officers Pay Plan
E
9
Police Clerk Dispatcher Pay Plan
F
10
Local No. 49 Pay Plan
G
11
Liquor Stores Part -Time Employee Pay Plan
H
12
Employee Insurance Benefits
I
1 3
City Manager Compensation Agreement
J
14 -15
Personnel Expense Reimbursement Policy
K
16 -17
1
(AAPC5A)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICATION
PLAN
SCHEDULE A
PERMANENT FULL -TIME AND SALARIED PART -TIME POSITIONS
AUTHORIZED
POSITIONS AUTHORIZED
POSITIONS
EXEMPT
ORGANIZATIONAL
AUTHOR-
ORGAN-
FROM
SALARY
UNIT POSITION
IZED
IZED OVERTIME SCHEDULE
CITY MANAGER'S OFFICE:
City Manager
1
No
Yes
B
Deputy City Clerk /Personnel Coordinator
1
No
Yes
C
Housing /Purchasing Coordinator
1
No
Yes
C
Office Manager
1
No
Yes
C
Clerk IV
1
No
No
D
Clerk III
1
No
No
D
Clerk II
1
No
No
D
ASSESSING DEPARTMENT:
Assessor
1
No
Yes
B
Appraiser II
1
No
Yes
C
Clerk IV
2
No
No
D
FINANCE DEPARTMENT:
Director of Finance /City Treasurer
1
No
Yes
B
Chief Accountant
1
No
Yes
C
Staff Accountant
1
No
Yes
C
Clerk V
2
No
No
D
Clerk IV
1
No
No
D
Clerk III
2
No
No
D
GOVERNMENT BUILDINGS DIVISION:
Maintenance Supervisor
1
No
Yes
C
Maintenance Custodian
1
No
No
D
Lead Custodian
1
No
No
D
Custodian
3
No
No
D
POLICE DEPARTMENT:
Chief /Civil Defense Coordinator
1
No
Yes
B
Captain
2
No
Yes
C
Sergeant
5
L#82
No
E
Police Officer
21
L #B2
No
E
Administrative Assistant
1
No
Yes
C
Office Manager
1
No
Yes
C
Administrative Aid
1
No
Yes
C
Code Enforcement Officer
2
No
No
D
Clerk /Dispatcher
6
No
No
F
Clerk III
1
No
No
D
PLANNING AND INSPECTION DEPARTMENT:
Director of Planning and Inspection
1
No
Yes
B
Inspector /Building Official
1
No
Yes
C
Inspector
1
No
Yes
C
Planner
1
No
Yes
C
Clerk IV
1
No
No
D
6e
1985 Positions Authorized, Schedule A, Continued:
ENGINEERING DIVISION:
Director of Public Works 1 No Yes
City Engineer d No Yes
Public Works Coordinator No Yes C
Engineering Technician IV No No D
Engineering Technician III No No D
Clerk IV I No No D
STREETS DIVISION:
Superintendent of Streets and Parks 1 No Yes C
Supervisor of Streets and Parks 1 No No C
Maintenance II 11 L #49 No G
Mechanic 3 L#49 No G
Night Service Person 1 L #49 No G
Clerk 1 No No D
PARKS AND RECREATION DEPARTMENT:
Director of Parks and Recreation 1 No Yes B
Superintendent of Recreation 1 No Yes C
Program Supervisor 2 No Yes C
Supervisor of Streets and Parks 1 No No C
Aquatics Supervisor 1 No Yes C
Maintenance II 7 L #49 No G
Clerk IV 1 No No
PUBLIC UTILITIES DIVISION:
Supervisor of Public Utilities 1 No No
Maintenance II 6 L #49 No G
I----------------------
LIQUOR STORES DEPARTMENT:
Liquor Stores Manager
Supervisor, Retail
Clerk III
1 No Yes B
2 No Yes C
1 No No D
TOTAL PERMANENT FULL TIME
POSITIONS AUTHORIZED: 1 3
SCHEDULED PART -TIME POSITIONS AUTHORIZED:
FIRE DEPARTMENT:
Chief
1
No
Yes
C
Assistant Chief
1
No
Yes
C
Fire Marshal
1
No
Yes
C
Senior Training Officer
1
No
Yes
C
Training Officer
1
No
Yes
C
Fire Inspector, Days
1
No
Yes
C
Fire Inspector
4
No
Yes
C
LIQUOR STORES DEPARTMENT:
Clerk /Stocker
No
No
Cashier
No
No
-2-
(AAPC5BA)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION
EXECUTIVE POSITIONS ANNUAL SALARY SCHEDULE
RANGE I
GROWTH
POSITION MIMIMUM MAXIMUM
City Manager 51,999 58,116
Director of Public Works 42,610 47,623
Director of Finance/ City
Treasurer 39,618 44,279
Chief of Police 38,590 43,130
Director of Parks and
Recreation 34,784 38,877
City Assessor 32,980 36,860
Director of Planning and
Inspection 32,980 36,860
Liquor Stores Manager 29,414 32,875
AND CLASSIFICATION PLAN
RANGE II
PERFORMANCE
MINIMUM MIDPOINT MAXIMUM
58,728 61,175 64,234
48,124 50,129 52,636
44,745 46,610 48,940
43,584 45,400 47,670
39,286 40,923 42,969
37,248 38,800 40,740
37,248 38,800 40,740
33,221 34,605 36,335
SCHEDULE B
?XECUTIVE PLAN
RANGE III
MERIT
MINIMUM MAXIMUM
64,846 70,351
53,137 57,648
49,406 53,601
48,124 52,210
43,378 47,061
41,128 44,620
41,128 44,620
36,681 39,796
INTERVALS: Each range has a spread of approximately 35% from minimum to maximum. The
minimum is approximately 85% and the maximum is approximately 115% of the
midpoint.
SALARY RANGES:
I: GROWTH RANGE. The lower range (approximately 85% to 95% of the midpoint)
should normally include relatively inexperienced employees, as well as those
whose performance remains below fully satisfactory levels.
II. PERFORMANCE RANGE: The middle range (approximately 96% to 105% of the
midpoint) should include the normally experienced, fully satisfactory
employees and represent the established "going- rates
III. MERIT RANGE. The top range (approximately 106% to 115% of the midpoint)
should include only those employees who have demonstrated superior
performance over a significant period on the job or at comparable levels of
responsibility.
SALARY SETTING AUTHORITY: The City Council must approve individual salary adjustments
within Merit Range III. Salaries within Growth Range I and Performance Range II
may be established by the City Manager. The City Manager's salary is established
by the City Council.
OVERTIME: These positions are exempt from overtime.
-3-
(AAPC5B1A)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE B -1
EXECUTIVE POSITIONS 1985 MAXIMUM ANNUAL SALARIES ESTABLISHED EXECUTIVE POSITIONS
1985 SALARY MAXIMUMS
IN ADDITION TO THE SALARY SETTING AUTHORITY GRANTED THE CITY MANAGER IN EXECUTIVE PLAN
SCHEDULE B TO SET SALARIES IN GROWTH RANGE I AND PERFORMANCE RANGE II, THE CITY MANAGER IS
HEREBY AUTHORIZED TO SET INDIVIDUAL SALARIES WITHIN MERIT RANGE III DURING THE CALENDAR
YEAR 1985 TO THE MAXIMUM SALARIES SHOWN IN THIS SCHEDULE.
POSITION
MAXIMUM ANNUAL SALARY
Director of Public Works
Director of Finance/ City Treasurer
53,689
50,f ;98
Chief of Police 49,77
-4-
(AAPCSCM)
CITY OF BROOKLYN CENTER 1985
EMPLOYEE
POSITION AND
CLASSIFICATION
PLAN
SCHEDULE C
SUPERVISORY AND PROFESSIONAL
POSITIONS
GRADE RANGE
AND MONTHLY RATES
SUPERVISORY
PROFESSIONAL
GRADE
RANGE
MONTHLY WAGE RANGE
FROM
SCHEDULE C -1
FROM
SCHEDULE
C -1
EXEMPT
GOING
GOING
FROM
POSITION
MINIMUM
RATE MAXIMUM
MINIMUM
RATE
MAXIMUM
OVERTIME
City Engineer
S36A
S37C
S39C
3,130
3,537
3,716
Yes
Police Captain
S32A
934C
S36C
2,835
3,284
3,451
Yes
Superintendent of Streets
and Parks
S28A
S30C
S32C
2,569
2,975
3,126
Yes
Housing /Purchasing
Coordinator
S22A
S24C
S26C
2,215
2,566
2,696
Yes
Superintendent of
Recreation
S22A
S24C
S26C
2,215
2,566
2,696
Yes
Inspector /Building Official
S21A
S23C
S25C
2
2,503
2,630
Yes
Chief Accountant
S19A
S21C
S25C
2,057
2,383
2,630
Yes
Deputy City Clerk/
Personnel Coordinator
919A
S21C
S24C
2
2,383
2,566
Yes
Appraiser II
319A
S21C
S23C
2
2,383
2,503
Yes
Public Works Coordinator
S19A
S21C
S23C
2,057
2,383
2,503
Yes
Supervisor of Streets
and Parks
S18A
S20C
S22C
2,007
2,324
2,442
No
Supervisor of Public
Utilities
S18A
S20C
922C
2,007
2,324
2,442
No
Inspector, Planning and
Inspection
S18A
S20C
S22C
2
2,324
2,442
Yes
Office Manager, Police
S16A
S18C
S20C
1,910
2,212
2,324
Yes
Maintenance Supervisor
S16A
S18C
S20C
1,910
2,212
2,324
Yes
Planner
S12A
S14C
S16C
1,730
2,004
2,106
Yes
Administrative Assistant
S12A
S14C
S16C
1,730
2,004
2,106
Yes
Office Manager,
Administration
S11A
S13C
S15C
1,688
1,955
2,054
Yes
Program Supervisor,
Recreation
S10A
S12C
S14C
1,647
1,908
2
Yes
Staff Accountant
38A
S10C
S12C
1,568
1,816
1,908
Yes
Supervisor, Liquor Retail
38A
910C
S12C
1,568
1,816
1
Yes
Administrative Aid, Police
37A
S9C
S10C
1,529
1,772
1,816
Yes
Aquatics Supervisor
32A
S2C
S4C
1,352
1,490
1,566
Yes
Fire Chief (Part- time)
600
Yes
Assistant Chief (Part -time)
375
Yes
Fire Marshal (Part -time)
375
Yes
Senior Training Officer
255
Yes
(Part -time)
Training Officer
195
Yes
(Part -time)
Fire Inspector,Days
(Part -time)
340
Yes
Fire Inspector (Part -time)
195
Yes
-5-
(AABPC5C1)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICA`LION PLAN SCHEDULE C -1
SUPERVISORY PROFESSIONAL POSITIONS MONTHLY WAGE SCHEDULE
PROGRESSION
STEPS
M
RIT
STEPS
GRADES
A
B
C
E
Si
1,319
1,385
1,454
1,5
7
1,603
S2
1,352
1,419
1
1,5
5
1,643
S3
1,386
1,455
1,528
1,6
4
1,684
S4
1,420
1,491
1,566
1,614
1,726
S5
1,456
1,528
1,605
1,635
1,769
S6
1,492
1,567
1,645
1,77
1,814
S7
1,529
1,606
1,686
1,7j0
1,859
S8
1,568
1,646
1,728
1,815
1,905
S9
1,607
1,687
1,772
1,850
1,953
S10
1,647
1,729
1,816
1,997
2,002
S11
1,688
1,773
1,861
1,94
2,052
S12
1,730
1,817
1,908
2,003
2,103
S13
1,774
1,862
1
2,053
2,156
S14
1,818
1,909
2,004
2,105
2,210
S15
1,863
1,957
2,054
2,157
2,265
S16
1,910
2,006
2,106
2,211
2,322
S17
1,958
2,056
2,158
2,256
2,380
S18
2,007
2,107
2,212
2,323
2,439
S19
2,057
2,160
2,268
2,331
2,500
S20
2,108
2,214
2,324
2,4
2,563
S21
2,161
2,269
2,383
2,5D2
2,627
S22
2,215
2,326
2,442
2,5)'4
2,692
S23
2,270
2,384
2,503
2,628
2,760
S24
2,327
2,444
2,566
2,6)4
2,829
S25
2,385
2,505
2,630
2,751
2,899
S26
2,445
2,567
2,696
2,830
2,972
S27
2,506
2,631
2,763
2,9D1
3,046
S28
2,569
2,697
2,832
2,974
3,122
S29
2,633
2,765
2,903
3,08
3,200
S30
2,699
2,834
2,975
3,1-4
3,280
S31
2,766
2,905
3,050
3,202
3,362
S32
2,835
2,977
3,126
3,232
3,446
S33
2,906
3,052
3,204
3,354
3,533
S34
2,979
3,128
3,284
3,449
3,621
S35
3,053
3,206
3,366
3,535
3,711
S36
3,130
3,286
3,451
3,623
3,804
S37
3,208
3,368
3,537
3,714
3,899
S38
3,288
3,453
3,625
3,8D7
3,997
S39
3,370
3,539
3,716
3,902
4,097
S40
3,455
3,627
3,809
3,999
4,199
NORMAL PROGRESSION: A is
starting wage. Advance
to Step
B after
six months
probationary period. Advance to Step C after eighteen
months
employment.
Additional grade advances
in Step C,
within the
City Council
authorized limits
shall be at the discretion
of the City Manager.
CITY MANAGER'S DISCRETION:
Starting
grade and
grade /step
advances, within the
City Council authorized limits set for each position,
shall
to at
the discretion
of the City Manager.
INTERVALS: Grades 1 through
40 represent 2 1/2% advances.
Steps
A through E
represent approximately 5%
advances.
MERIT STEPS: Merit steps
shall only
be awarded
with express
approval of the
City Council.
(AAPC5DM)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE D
TECHNICAL AND CLERICAL POSITIONS GRADE RANGE AND MONTHLY RATES TECHNICAL- CLERICAL
PLAN
1
-7-
GRADE RANGE
MONTHLY WAGE RANGE
FROM
SCHEDULE
D -1
FROM
SCHEDULE
D -1
EXEMPT
GOING
GOING
FROM
POSITION
MINIMUM
RATE
MAXIMUM
MINIMUM
RATE
MAXIMUM
OVERTIME
Engineering Technician IV
T31A
T33C
T37C
2,000
2,316
2,557
No
Engineering Technician III
T25A
T27C
T31C
1,724
1,997
2,205
No
Maintenance Custodian
T24A
T26C
T28C
1,682
1,949
2,047
No
Lead Custodian
T22A
T22C
T24C
1,601
1,765
1,855
No
Service Garage Clerk
T21A
T21C
T23C
1,562
1,722
1,810
No
Custodian
T17A
T17C
T21C
1
1,560
1,722
No
Clerk V
T15A
T15C
T20C
1,347
1,485
1,680
AIo
Clerk IV
T12A
T12C
T16C
1,251
1,379
1,522
No
Code Enforcement Officer
T12A
T12C
T13C
1,251
1,379
1,414
No
Clerk III
T9A
T9C
T12C
1,162
1,281
1,379
No
Clerk II
T5A
T5C
T8C
1
1,160
1,249
No
-7-
(AAPCSDIM)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICATiION PLAN
TECHNICAL AND CLERICAL POSITIONS MONTHLY WAGE SCHEDULE
SCHEDULE D -1
NORMAL PROGRESSION: A is starting wage. Advance to Step B after six months
probationary period. Advance to Step C after eighteen months employment.
Additional grade advances in Step C, within the City Council authorized
limits, shall be at the discretion of the City Manager.
CITY MANAGER'S DISCRETION: Starting grade and grade /step advances, within the
City Council authorized limits set for each position, shall be at the discretion
of the City Manager.
INTERVALS: Grades 1 through 40 represent 2 1/2% advances. Stops A through E
represent approximately 5% advances.
MERIT STEPS: Merit steps shall only be awarded with express approval of the
City Council.
i�
PROGRESSION
STEPS
MERIT
STEPS
GRADES
A
B
C
D
E
T1
953
1,001
1,051
1,104
1
T2
977
1,026
1,077
1,131
1,188
T3
1,002
1,052
1,104
1,160
1,218
T4
1,027
1,078
1,132
1,1
1,248
T5
1,052
1,105
1,160
1,213
1,279
T6
1,079
1,133
1,189
1,249
1,311
T7
1,106
1,161
1,219
1,280
1,344
T8
1,133
1,190
1,249
1,312
1,378
T9
1,162
1,220
1,281
1,341
1,412
T10
1,191
1,250
1,313
1,378
1,447
T11
1,220
1,281
1,346
1,413
1,483
T12
1,251
1,313
1,379
1,44
1,521
T13
1,282
1,346
1,414
1,481
1,559
T14
1,314
1,380
1,449
1,521
1,598
T15
1,347
1,414
1,485
1,559
1,637
T16
1,381
1,450
1,522
1,593
1,678
T17
1,415
1,486
1,560
1,633
1,720
T18
1,451
1,523
1,599
1,679
1,763
T19
1,487
1,561
1,639
1,721
1,807
T20
1,524
1,600
1,680
1,764
1,853
T21
1,562
1,640
1,722
1,809
1 1 899
T22
1,601
1,681
1,765
1,854
1,946
T23
1,641
1,723
1,810
1,900
1,995
T24
1,682
1,766
1,855
1,943
2,045
T25
1,724
1,811
1,901
1,996
2,096
T26
1,768
1,856
1,949
2,04Y
2,148
T27
1,812
1,902
1,997
2,09
2,202
T28
1,857
1,950
2,047
2,150
2,257
T29
1,903
1
2,099
2,20:3
2,314
T30
1,951
2,049
2,151
2,25
2,372
T31
2,000
2,100
2,205
2,31
2,431
T32
2,050
2,152
2,260
2,37
2,492
T33
2,101
2,206
2,316
2,43
2,554
T34
2,154
2,261
2,374
2,49
2,618
T35
2,207
2,318
2,434
2,55.E
2,683
T36
2,263
2,376
2,495
2,619
2,750
T37
2,319
2,435
2,557
2,68
2,819
T38
2,377
2,496
2,621
2,752
2,889
T39
2,437
2,558
2,686
2,821
2,962
T40
2,498
2,622
2,753
2,891
3,036
SCHEDULE D -1
NORMAL PROGRESSION: A is starting wage. Advance to Step B after six months
probationary period. Advance to Step C after eighteen months employment.
Additional grade advances in Step C, within the City Council authorized
limits, shall be at the discretion of the City Manager.
CITY MANAGER'S DISCRETION: Starting grade and grade /step advances, within the
City Council authorized limits set for each position, shall be at the discretion
of the City Manager.
INTERVALS: Grades 1 through 40 represent 2 1/2% advances. Stops A through E
represent approximately 5% advances.
MERIT STEPS: Merit steps shall only be awarded with express approval of the
City Council.
i�
[1
(AAPCSEH) 1984 RATES 1985 RATES NOT SETTLED*
CITY OF BROOKLYN CENTER 1984 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE E
POLICE OFFICER POSITIONS HOURLY RATE SCHEDULE, L.E.L.S., LOCAL NO. 82 POLICE OFFICERS
PLAN
HOURLY RATE PROGRESSION STEPS
POSITION P1 P2 P3 P4 P5
(65 (70 (80 (90 (100
Police Officer 8.75625 9.429808 10.77692 12.12404 13.47115
NORMAL PROGRESSION: Step P1 is the starting wage. Advance to Step P2 after six months
of employment. Advance to Step P3 after one year of employment. Advance to Step
P4 after two years of employment. Advance to Step P5 after three years of
employment.
CITY MANAGER'S DISCRETION: Starting step and step advances, within the City Council
authorized limits, shall be at the discretion of the City Manager.
INTERVALS: P5 is top police officer salary. P1 is 65% of P5; P2 is 70% of P5;
P3 is 80% of P5; P4 is 90% of P5.
Sergeant (P5 monthly salary plus $282) 15.09808
C. LONGEVITY AND EDUCATIONAL INCENTIVE:
Percent of Base Pay based on longevity or educational credits to be paid as
supplementary pay:
LONGEVITY
4 -8 years
8 -12 years
12 -16 years
16 years and over
D. SPECIAL JOB CLASSIFICATION:
EDUCATIONAL
COLLEGE QUARTER CREDITS PERCENT
45-89 3%
90 -134 5%
135 -179 7%
180 or more 9
1. Employees classified or assigned by the City of Brooklyn Center to the
following job classifications or positions will receive $110 per month
or $110 prorated for less than a full month in addition to their regular
wage rate:
A. Investigator 0.634615
B. Juvenile Officer 0.634615
C. Dog Handler 0.634615
2. Employees classified or assigned by the City of Brooklyn Center to the
following job classifications or positions will receive $50 per month
or $50 prorated for less than a full month in addition to their regular
wage rate:
A. Corporal 0.288462
-9-
(AAPC5FH)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICAT11ON PLAN
POLICE CLERK DISPATCHER POSITIONS HOURLY RATE SCHEDULE
SCHEDULE F
POLICE CLE
DISPATCHER PL
HOURLY RATE PROGRESSION STEPS
--------------------I------------------
POSITION A B C D E F G
Clerk Dispatcher 8.22 8.55 8.89 9.25 9.64? 10.00 10.40
NORMAL PROGRESSION: Step A is starting wage. Succeeding step;3 represent six month
intervals.
INTERVALS: Steps A through G represent 4% advances.
CITY MANAGER'S DISCRETION: Starting step and step advances, w:lthin the City Council
authorized limits, shall be at the discretion of the City
Manager.
0
-10-
(AAPCSGH) 1984 RATES 1985 RATES NOT SETTLED
CITY OF BROOKLYN CENTER 1984 EMPLOYEE POSITION AND CLASSIFICATION PLA14 SCHEDULE G
UNION OF OPERATING ENGINEERS, LOCAL NO. 49 POSITIONS HOURLY RATE SCHEDULE LOCAL NO. 49
PLAN
NOTE: The following Wage Schedule will be in effect from the first payroll period in
1984 through the last payroll period in 1984:
HOURLY
POSITION RATE
Maintenance III 11.24
1
Maintenance II 10.76
Mechanic 11.24
Might Service Person 10.58
Maintenance Worker 11.07
Maintenance I 7.76
Crew Leader 0.45 in addition to regular rate
when assigned in writing by
the Department Head to assist
a Supervisor as Crew Leader
while performing such duties.
Working out of Classification Pay: Employees required by the Employer to operate
certain items of heavy equipment will be paid
the Maintenance III rate of pay for those hours
assigned to the unit. Employees hired after
February 7, 1984, in the Maintenance I classifi-
cation who are required by the Employer to operate
certain items of light equipment will be paid the
Maintenance II rate of pay for those hours assigned
to the unit.
-11-
(AAPC5HH)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICAT':ON PLAN SCHEDULE H
LIQUOR STORES PART -TIME HOURLY RATE SCHEDULE LIQUOR STORES
PART -TIME EMPLOYEES
PLAN
STEPS
POSITION A B C
Clerk- Stocker
4.75
5.35
5.90
Cashier
4.75
5.35
5.9
1
NORMAL PROGRESSION: A is starting hourly rate. Advance to Stsp B after six months
employment. Advance to Step C after eighteen months employment.
CITY MANAGER'S DISCRETION: Starting grade and step advances, aithin the City Council
authorized limits, shall be at the discretion of the City
Manager.
NOTE: As of January 1, 1985, an employee in Step A shall remain at the 1984 authorized
rate for that step until advancing to Step B.
-12-
(AAPCSI)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE
EMPLOYEE INSURANCE BENEFITS
POSITION AND CLASSIFICATION PLAN SCHEDULE I
EMPLOYEE
INSURANCE BENEFITS
L.E.L.S., LOCAL NO. 82, POLICE OFFICERS: (1984 CONTRACT IN EFFECT)
The City will contribute up to a maximum of $145 per month per employee toward
health, life, long -term disability insurance, and dental insurance. (Dental
insurance not to exceed $15.)
INTERNATIONAL UNION OF OPERATING ENGINEERS, LOCAL NO. 49, AFL -CIO:
The City will contribute up to a maximum of $155 per month for group health,
life, and dental insurance including dependent coverage. Employees not choosing
dependent coverage cannot be covered at City expense for any additional insurance
than the individual group health and group life insurance. Additional life
insurance can be purchased by employee's expense to the extent allowed under the
City's group policy.
NON- ORGANIZED CITY EMPLOYEES:
The City will contribute, effective with insurance premiums due January 1, 1985,
payment of an amount not to exceed $155 per month toward the cost of coverage
under the Brooklyn Center Group Hospital- Medical Insurance Plans, $5,000 Group
Life Insurance Policy, and Group Dental Insurance as fringe benefit compensation
for permanent full -time employees (and eligible dependents) who are not members
of recognized bargaining units.
CITY MANAGER:
As provided in the City Manager's Personal Service Contract.
-13-
(AAPCSJ)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICATION PLAN SCHEDULE J
1985 CITY MANAGER'S COMPENSATION AGREEMENT CITY MANAGE
COMPENSATION AGREE
TERMS AND CONDITIONS OF EMPLOYMENT:
1. The City Charter, adopted by the voters of the City of Brooklyn Center on November 8,
1966, created the position of City Manager.
2. Gerald G. Splinter was appointed City Manager effective 03tober 17, 1977 (Resolution
No. 77 -168) and is currently serving in that position.
3. The position of City Manager is not covered by the provisions of Chapter 17 of the
City Ordinances.
4. Other conditions of employment are hereby explicitly stat ,-d:
a. Mr. Splinter shall perform the duties and meet the obligations for the posit ion f
City Manager as set forth in the City Charter and Chapter 6 of the City Ordinan
b. Mr. Splinter's salary for 1985 shall be $60,270 per annum and adjustment to the
City Manager's salary shall be reviewed annually in cDnjunction with the
establishment of salaries for City employees.
c. The City Manager shall be granted sick leave and holijay benefits granted to other
employees and commencing January 1, 1983 he will earn four weeks vacation per year.
d. The City Manager shall reside within Brooklyn Center within twelve months following
the effective date of appointment.
e. The full premium cost for individual and family cover ge under the Brooklyn Center
Group Health and Dental Plan and /or Insurance Plan an the full premium cost for
two times his annual salary of term life insurance un er the Brooklyn Center Group
Life Insurance Plan shall be paid by the City on the ity Manager's behalf.
f. The City Manager shall receive $250 per month if the City does not provide a car
for the City Manager's twenty -four hour business use.
g. In the event of resignation, notice thereof shall be Submitted in writing to the
City Council at least 30 days prior to the effective date.
h. In the event of dismissal by the City Council, the Ci Manager shall be notifie
at least 30 days in advance of the effective date of dismissal and shall be
furnished a written statement of the reasons therefor, and further, shall be
granted a hearing thereon, if requested.
-14-
1985 City Manager's Compensation Agreement, Schedule J, Continued:
i. In the event of voluntary resignation or death, the City Manager shall receive
sevrerance pay based on the severance plan established in the City Personnel
Ordinance.
j. In the event of involuntary resignation or dismissal, severance pay based on unpaid
accrued vacation leave and six month's salary shall be paid to the City Manager;
however, in the event the City Manager is terminated because of his conviction of
any illegal act involving personal gain to him, the City shall have no obligation
to pay the aggregate severance sum designated in this paragraph.
k. Minnesota State Law provides City Managers with a choice of pension plans: PERA
or a deferred compensation fund. The City of Brooklyn Center will contribute to
the qualified fund of the City Manager's choice a dollar amount equivalent to the
required PERA contribution.
1
-15-
(AAPCSK)
CITY OF BROOKLYN CENTER 1985 EMPLOYEE POSITION AND CLASSIFICA PLAN SCHEDULE K
PERSONNEL EXPENSE REIMBURSEMENT POLICY PERSONNEL EXPE
REIMBURSEMENT POL
It is necessary that there be a uniform policy of reimbursement for travel, lodging,
meals, and mileage expenses incurred by City employees and oficials while performing
their duties as representatives of the City of Brooklyn Centel%
It is also necessary that existing reimbursement policies be reviewed annually, and
be adjusted when necessary, to reflect the current costs of travel, lodging, meals, and
the use of personal automobiles for business use.
Therefore, all existing reimbursement policies are hereby ammended to be as follows
for costs incurred on January 1, 1985 and thereafter:
1. Reimbursements of travel expenses are intended to re:'und actual costs incurred by
City employees and officials while traveling as authorized representatives of the
City of Brooklyn Center.
2. In order to qualify for travel reimbursement, trips o a destination exceeding
100 miles from Brooklyn Center must have the prior a�proval of the City Manager.
3. Requests for travel advances intended to defray cost: incurred while on a trip
and prior to susbmission of an expense report shall Nye submitted to the City
Manager for approval at least seven days in advance of the trip.
4. Travel advances shall be limited to 90% of the estim ted expenses for lodging,
meals, and other related travel expenses. Costs of ?:ransportation and
registration shall be advanced in full.
5. A properly verified, itemized expense claim shall be submitted to the City
Manager for approval within ten days following the d�te of return from an
authorized trip. Expense claims shall be accompanied by receipts for:
a. Transportation costs to and from the destination via coach, tourist, or
economy class transportation.
b. Lodging costs not to exceed a reasonable single occupancy rate as determined
by the City Manager.
c. Conference or meeting registration fees.
d. Any unusual items for which advance approval has been obtained from the City
Manager.
6. The mode of transportation must be approved by the City Manager prior to any
authorized trip. Personal automobile use for authorized trips will be reimburs
at a rate of 21 cents per mile, or an amount equal t6 air travel tourist class
whichever is the lesser.
-16-
1985 Personnel Expense Reimbursement Policy, Schedule K, Continued
7. Reimbursement for meals while on authorized travel will be for actual expenditures
with a maximum of $24 per day allowable, including tips. There shall be no per
diem for meals or any other expenses. The maximum meal reimbursement for any
fraction of a full day shall be as follows:
a. Breakfast $5.00
b. Lunch $7.00
c. Dinner $12.00
The full cost shall be reimbursed for meals which are a scheduled activity of a
conference or meeting and the cost of such meals is not included in the
registration fee.
8. Employees and officials of the City shall be reimbursed for luncheon and dinner
costs as authorized by the City Manager in accordance with the following
provisions:
a. The actual cost of the meal not to exceed $9.00 will be allowed for meals
associated with attendance at training sessions when meals are an integral
part of the program or when there are training sessions before and after the
meal, or, for attendance at regular luncheon meetings of professional or
related associations.
b. The entire cost of related meals shall be reimbursed to those employees or
officials designated to represent the City at meetings or other City business
functions that the Council or City Manager deems necessary.
9. Employees or officials of the City who, in the conduct of official City business,
are authorized or required to use their personal automobiles for transportation
shall be reimbursed at the rate of 21 cents per mile for mileage incurred in the
conduct of such business. An itemized mileage expense claim must be submitted to
the City Manager for approval.
-17-