The URL can be used to link to this page

Home My WebLink About2010-156 CCR Member Kay Lasman introduced the following resolution and moved its adoption: RESOLUTION NO. 2010 -156 RESOLUTION SETTING SALARIES FOR CALENDAR YEAR 2011 WHEREAS, Section 2.07 of the City Charter for the City of Brooklyn Center requires that the City Council shall fix the salary of all officers and employees of the City; and WHEREAS, the 1984 Pay Equity Act as adopted and amended by the Legislature requires every political subdivision of the State of Minnesota to establish "equitable compensation relationships" between its employees; and WHEREAS, the City Council has reviewed the 2011 Full -time Employee Pay Plan; and WHEREAS, an individual employee's movement through their respective pay schedule reflects a progression in corresponding levels or improved job performance. NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Brooklyn Center that it hereby sets wages, salaries for the calendar year 2011 by adoption of the attached Pay Plan and allows the City Manager to set appropriate increases to the part-time schedule consistent with other employee groups, which the City Manager shall be authorized to pay. BE IT FURTHER RESOLVED that the City Manager may reclassify, adjust, add and /or delete position(s) to pay grades in the Pay Plan(s) but is limited to authorizing increases due to Pay Equity Act compliance and by the Annual Budget constraints adopted by the City Council; and BE IT FURTHER RESOLVED that the 2011 Full -time Pay Plan is approved and adopted because it is in general an equitable pay plan for City Employees; however, parts of the Pay Plan are approved and adopted solely for the purpose of compliance with the mandates of Minnesota Statutes, Section 471.999; that adoption of the Pay Plan shall create no vested rights, terms or conditions of employment or entitlement to any given level of compensation for any employee or group of employees; that the Pay Plan shall be subject to continuing review and reconsideration and may be amended from time to time by the City Council; and BE IT FURTHER RESOLVED that the City Manager be authorized to employ full and part-time and/or temporary employees as may be necessary, and to establish competitive rates of pay for such help consistent with the 2011 budget appropriations and to make interim appointments to fill vacant positions whenever a position is vacant because a regular employee is on leave of absence, vacation leave, sick leave, or is absent for any other reason, and to establish rates of pay for such appointments consistent with the 2011 budget appropriations; and RESOLUTION NO. 2010 -156 BE IT FURTHER RESOLVED that authorized wage adjustments, not to exceed the maximums contained herein, shall become effective January 1, 2011. December 13, 2010 - Q Mayor kal�� ATTEST: City Clerk The motion for the adoption of the foregoing resolution was duly seconded by member Dan Ryan and upon vote being taken thereon, the following voted in favor thereof: Tim Willson, Kay Lasman, Tim Roche, and Dan Ryan; and the following voted against the same: none whereupon said resolution was declared duly passed and adopted. RESOLUTION NO. 2010 -156 City of Brooklyn Center 2011 Pay Plan Full-Time Employees RESOLUTION NO. 2010 -156 City of Brooklyn Center 2011 Employee Pay Plan Table of Contents Contents Page Positions 1 2011 City Manager & Department Head Pay Plan 4 2011 Confidential Supervisory Employee Pay Plan 5 2011 Supervisory Exempt Pay Plan 6 2011 Non - Organized Exempt Pay Plan 7 2011 Non - Organized Non - Exempt Pay Plan 8 2010 Local #49 (Maintenance) Pay Plan 9 2010 LELS Local #82 (Police Officers) Pay Plan 10 2010 LELS Local #86 (Lieutenants /Sergeants) Pay Plan 11 RESOLUTION NO. 2010 -156 2011 City of Brooklyn Center Regular Full -Time Positions CITY MANAGER'S OFFICE City Manager 1 Contract Yes -Exec Assistant City Manager /Director of BCS 1 No Yes -Exec City Clerk 1 No Yes -Adm Human Resources Director 1 No Yes -Adm IT Director 1 No Yes -Adm IT /GIS Technician 1 No No Human Resources /Benefits Specialist 1 No No Deputy City Clerk 1 No No Customer Service Representative 1 No No Payroll /Human Resources Technician 1 No No BUSINESS AND DEVELOPMENT Director of Business and Development 1 No Yes -Exec Planning and Zoning Specialist 1 No Yes -Adm Community Development Specialist 1 No Yes -Adm Assessing Division Assessor 1 No Yes -Exec Appraiser I 1 No No Appraiser Technician 1 No No BUILDING AND COMMUNITY STANDARDS Housing/Community Standards Supervisor 1 No Yes -Adm Building Official 1 No Yes -Adm Building Inspector 2 No No Code Enforcement Inspector 3 No No Building & Community Standards /Business Development Administrative Assistant 2 No No Permit Technician 1 No No FISCAL AND SUPPORT SERVICES Director of Fiscal and Support Services 1 No Yes -Exec Assistant Director of Finance 1 No Yes -Adm Accountant 1 No Yes -Adm Utilities Technician II 1 No No Accounting Technician II 1 No No Liquor Stores Division Liquor Operations Manager 1 No Yes -Exec Liquor Store Manager 2 No Yes -Adm Liquor Store Office Assistant 1 No No 1 ( RESOLUTION NO. 2010 -156 0 FIRE DEPARTMENT Fire Chief /Emergency Management Coord. 1 No Yes -Exec Fire Administrative Coordinator 1 No No POLICE DEPARTMENT Chief of Police 1 No Yes -Exec Police Commander 3 L #86 Yes -Adm Police Sergeant 6 L #86 No Police Officer 37 L #82 No Support Services Manager 1 No Yes -Adm Crime Analyst 1 No No Crime Prevention Specialist 1 No No Property Technician 1 No No Police Administrative Assistant 1 No No Police Records Technician 7 No No PUBLIC WORKS DEPARTMENT Director of Public Works /City Engineer 1 No Yes -Exec Engineering Technician IV 1 No No Engineering Technician III 4 No No Public Works Administrative Assistant 1 No No Streets and Parks Division Deputy Director of Public Works 1 No Yes -Exec Supervisor of Streets and Parks Maintenance 1 No Yes -Adm Crew Leader 3 L #49 No Maintenance II 12 L #49 No Central Garage Division Mechanic 2 L #49 No Crew Leader 1 L #49 No Night Service Person 1 L #49 No Central Garage Administrative Technician 1 No No Public Works Administrative Technician 1 No No Public Utilities Division Supervisor of Public Utilities 1 No Yes -Adm Crew Leader 1 L #49 No Maintenance II 5 L #49 No 2 RESOLUTION NO. 2010 -156 COMMUNITY ACTIVITIES, RECREATION & SERVICES Director of Community Activities, Rec. & Serv. 1 No Yes -Exec Program Supervisor 3 No Yes -Adm Golf Course Grounds Supervisor 1 No Yes -Adm Recreation Secretary 1 No No Recreation Clerk 1 No No Earle Brown Heritage Center Division EBHC General Manager 1 No Yes -Exec EBHC Operations Director 1 No Yes -Exec EBHC Crew Chief 2 No No EBHC Sales Director 1 No Yes -Exec EBHC Sales Manager 2 No Yes -Adm EBHC Maintenance Custodian 2 No No EBHC Secretary/Billing Clerk 1 No No EBHC Secretary/Receptionist 1 No No Government Buildings Division Maintenance Supervisor 1 No Yes -Exec Maintenance Custodian 2 No No Lead Custodian 1 No No Custodian 4 No No ., �1111�ililjjjjjjjm 3 RESOLUTION NO. 2010-156 2011 City Manager and Department Head Pay Plan Exempt from overtime (not eligible for overtime) 1/1/11 City Manager: Salary pursuant to employment contract Director of Fiscal & Support Services Annual $ 91 532 $ 113,127 Chief of Police Annual $ 91,532 $ 113 127 Director of Public Works /City Engineer Annual $ 91,532 $ 113 127 Director of Business & Development Asst. City Manager /Director of Building & Annual $ 77,796 $ 96,077 Community Standards Fire Chief Annual $ 77,549 $ 95,663 Director of Community Activities, Annual $ 76,848 $ 94,910 Recreation & Services 72 919 88 73 Assistant City Manager /Director of Building Ann ua $ , 9 I & Community Standards The City Manager is authorized to set salaries within the established ranges. This schedule reflects a 0 % increase January 1, 2011 4 RESOLUTION NO. 2010 -156 - 2011 Confidential /Supervisory Full -time Employee Pay Plan 1!1/11 Exempt from overtime not eligible for overtime) CS21 Annual $ 55,728 $ 58,5141$ 61,440 $ 62,976 $ 64,551 $ 66,164 $ 67,818 City Clerk This schedule provides a salary range for supervisory employees in confidential positions. The schedule reflects all current salary ranges for this group and provides for a 0% increase January 1, 2011. This employee group is exempt from overtime under FLSA. Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period, individuals move to the next step. After eighteen months of successful performance of job duties, individuals move to the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon recommendation of the Department Head. City Manager's Discretion: The City Manager is authorized to set salaries below the minimum rate when performance or qualifications are less than required for the position. The City Manager is authorized to set salaries above the minimum rate when qualifications exceed those required for the starting rate. 4 i 5 RESOLUTION N.O. 2010 -156 2011 Supervisory Full -time Pay Plan - Exempt 111/11 tempt from overtime (not eligible for overtime) W i ll OR S33 City Assessor Annual $ 74,958 $ 78,706 $ 82,641 $ 84,707 $ 86,825 $ 88,996 $ 91,221 Human Resources Director IT Director S29 Uquor Operations Manager Annual $ 67,908 $ 71,304 $ 74,869 $ 76,741 $ 78,659 $ 80,626 $ 82,641 EBHC General Manager S20 Support Services Manager Annual $ 54,376 $ 57,095 $59,9501 $ 61,449 1 $ 62,985 $ 64,559 $ 66,173 This schedule provides salary ranges for supervisory employees. The schedule reflects all current salary ranges for this group and provides for a 0% increase January 1, 2011. This group of employees is exempt from overtime under FLSA. Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period, Individuals move to the next step. After eighteen months of successful performance of job duties, individuals move to the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon recommendation of the Department Head. City Managers Discretion: The City Manager is authorized to set salaries below the minimum rate when performance or qualifications are less than required for the position. The City Manager is authorized to set salaries above the minimum rate when qualifications exceed those required for the starting rate. 6 RESOLUTION NO. 2010 -156 2011 Non - Organized Full -time Employee Pay Plan - Exempt 111/11 Exempt from overtime not eligible for overtime C31 Dep. Dir. of Public Works Annual $ 71,183 $ 74,742 $ 78,479 $ 80,441 $ 82,452 $ 84,514 $ 86,626 C27 Assistant Finance Director Annual $ 64,488 $ 67,713 $ 71,098 $ 72,876 $ 74,698 $ 76,565 $ 78,479 Supervisor Public Utilities Supervisor Streets/Parks C25 Building Official Annual $ 61,381 $ 64,450 $ 67,672 $ 69,364 $ 71,098 $ 72,876 $ 74,698 Comm. Dev. Specialist PlanningrZoning Specialist Housing & Comm Stds. Supv. C22 Accountant Annual $ 56,998 $ 59,848 $ 62,841 $ 64,412 $ 66,022 $ 67,672 $ 69,364 0 C20 Rec. Program Supervisor Annual $ 54,252 $ 56,964 $ 59,813 $ 61,308 $ 62,841 $ 64,412 $ 66,022 EBHC Operations Director C18 EBHC Sales Director Annual $ 51,638 $ 54,219 $ 56,930 $ 58,354 $ 59,813 $ 61,308 $ 62,841 C16 Maintenance Supervisor Annual $ 49,149 $ 51,607 $ 54,187 $ 55,542 $ 56,930 $ 58,354 $ 59,813 Uquor Store Manager C12 EBHC Sales Manager ;Annual $ 44,527 $ 46,753 $ 49,091 $ 50,318 $ �51,576 $ 52,866 $M,187 Cg Golf Course Grounds Spv $ 40,339 $ 42,356 $ 44,474 $ 45,586 $ 46,725 $ 47,894 $ 49,091 Assistant Uquor Manager This schedule provides a salary range for non - organized employees in exempt positions. The schedule reflects all current salary ranges for this group and provides for a 0% increase January 1, 2011. This employee group is exempt from overtime under FLSA. Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period, individuals move to the next step. After eighteen months of successful performance of job duties, individuals move to the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon recommendation of the Department Head. City Manager's Discretion: The City Manager is authorized to set salaries below the minimum rate when performance or qualifications are less than required for the position. The City Manager is authorized to set salaries above the minimum rate when qualifications exceed those required for the starting rate. Merit Steps: Merit steps up to ten percent above the maximum rate shall only be awarded with the express approval of the City Council as recommended by the City Manager. 7 RESOLUTION NO. 2010 -156 2011 Non - organized Full -time Employee Pay Plan - Non - exempt '111 -m-exempt (eligible for overtime te e 7D37JEEngineering Tech IV Hourly $ 28.636 $ 30.068 $ 31.571 $ 32.360 $ 33.169 $ 33.999 $ 34.849 T /GIS Technician Hourly $ 25.943 $ 27.240 $ 28.602 $ 29.317 $ 30.050 $ 30.801 $ 31.571 Building Inspector Hourly $ 24.693 $ 25.927 $ 27.224 $ 27.904 $ 28.602 $ 29.317 $ 30.050 Code Enforcement Inspector Hourly $ 24.090 $ 25.295 $ 26.560 $ 27.224 $ 27.904 $ 28.602 $ 29.317 Appraiser I D27 Engineering Tech III Hourly $ 22.370 $ 23.489 $ 24.663 $ 25.280 $ 25.912 $ 26.560 $ 27.224 D25 Appraiser Technician Hourly $ 21.292 $ 22.357 $ 23.475 $ 24.062 $ 24.663 $ 25.280 $ 25.912 $ 25.280 4.062 24.663 23.475 2 $ 02 $ Hourly 12 22.902 D24 Maintenance Custodian Hou y $ 20.773 $ 21.8 $ Crime Analyst Crime Prevention Specialist D21 Fire Adm. Coordinator Hourly $ 19.290 $ 20.254 $ 21.267 $ 21.799 $ 22.344 $ 22.902 $ 23.475 D20 Deputy City Clerk Hourly $ 18.819 $ 19.760 $ 20.748 $ 21.267 $ 21.799 $ 22.344 $ 22.902 HR/Benefits Specialist HR/Payroll Technician Police Adm. Assistant Public Works Adm. Assistant D18 Accounting Technician 11 Hourly $ 17.913 $ 18.808 $ 19.749 $ 20.242 $ 20.748 $ 21.267 $ 21.799 D17 Central Garage Adm. Tech Hourly $ 17.476 $ 18.350 $ 19.267 $ 19.749 $ 20.242 $ 20.748 $ 21.267 BCSBD Adm. Assistant EBHC Sec. /Billing Clerk EBHC Maint. Custodian Police Records Technician Recreation Secretary Utilities Technician 11 Property Technician D16 Permit Technician Hourly $ 17.049 $ 17.902 $ 18.797 $ 19.267 $ 19.749 $ 20.242 $ 20.748 D14 Public Works Adm. Tech Hourly $ 16.228 $ 17.039 $ 17.891 $ 18.339 $ 18.797 $ 19.267 $ 19.749 D13 EBHC Sec. /Receptionist Hourly $ 15.832 $ 16.624 $ 17.455 $ 17.891 $ 18.339 $ 18.797 $ 19.267 Cust. Service Representative Liquor Store Office Assistant Recreation Clerk Lead Custodian D8 EBHC Crew Chief Hourly $ 13.993 $ 14.693 $ 15.428 $ 15.813 $ 16.209 1 $ 16.614 1 $ 17.029 D6 lCustodian Hourly $ 13.319 1 $ 13.9851 $ 14.684 $ 15.051 1 $ 15.4281$ 15.813 1 $ 16.209 This schedule provides a salary range for non - organized employees in non - exempt positions. The schedule reflects all current salary ranges for this group and provides for a 0% increase January 1, 2011. This employee group is not exempt from overtime under FLSA. Normal progression: Minimum is the starting rate. After successful completion of six months of a probationary period, individuals move to the next step. After eighteen months of successful performance of job duties, individuals move to the next step. Additional advances in steps up to the maximum shall be at the discretion of the City Manager based upon recommendation of the Department Head. 8 RESOLUTION NO. 2010 -156 2010 ME Local 49 Employee Pay Plan Currently in Negotiations for 2011 1/1110 Non - exempt (eligible for overtime) Maintenance III rHourlyy 24.46 Maintenance II 23.54 Step 3 Hourly 21.90 Step 2 Hourly 20.31 Step 1 Hourly 18.70 Start Hourly 17.10 Mechanic Hourly 24.50 Night Service Person Hourly 23.54 This schedule provides a salary range consistent with the labor agreement. Crew Leader. An employee assigned, in writing by the Department Head or Public Works Superintendent, to assist a supervisor as a crew leader will be paid an additional $1.50 per hour above the base wage of their regular position. r' The current agreement extends through December 31, 2010. 9 RESOLUTION NO. 2010 -156 2010 Police Officer Pay Plan (LELS Local 82) -ently in Negotiations for 2011 January 1, 2010 Police Officer LELSP1 $ 22.205 $ 22.782 LELSP2 $ 25.797 $ 26.374 LELSP3 $ 28.083 $ 28.763 $ 29.248 $ 28.660 $ 29.340 $ 29.825 LELSP4 $ 30.369 $ 31.049 $ 31.534 $ 30.946 $ 31.626 $ 32.111 LELSP5 $ 32.655 $ 33.335 $ 33.820 t $ 34.761 $ 35.441 $ 35.926 $ 33.232 $ 33.912 $ 34.397 Explanation of Grades /Steps LELSP1 /A Starting Rate - 68% of base pay LELSP1 /SAO Starting Rate plus special assignment differential LELSP2/A After 6 months of continuous employment - 79% of base pay LELSP2/SAO LELSP2 plus special assignment differential LELSP3 /A After 12 months of continuous employment - 86% of base pay LELSP3 /L1E1 LELSP3 /A plus educational incentive (Bachelor's Degree) if elected LELSP3 /L2E2 LELSP3 /A plus educational incentive (Master's Degree) if elected LELSP3 /SAO LELSP3 plus special assignment differential LELSP3 /SAO1 LELSP3 /A plus educational incentive (Bachelor's Degree) and special assignment differential I c:[_SP3 /SA02 LELSP3 /A plus educational incentive (Master's Degree) and special assignment differential 3P4 /A After 24 months of continuous employment - 93% of base pay LCLSP4 /L1 E1 LELSP4 /A plus educational incentive (Bachelors Degree) LELSP4 /L2E2 LELSP4 /A plus educational incentive (Masters Degree) LELSP4 /SAO LELSP4 plus special assignment differential LELSP4 /SAO1 LELSP4 /A plus educational incentive (Bachelors Degree) and special assignment differential LELSP4 /SAO2 LELSP4 /A plus educational incentive (Masters Degree) and special assignment differential LELSP5 /A After 36 months of employment -100% of base pay LELSP5 /L1 E1 LELSP5 /A plus longevity (after 12 years of continuous service) or educational incentive (Bachelors Degree) LELSP5 /L2E2 LELSP5 /A plus longevity (after 16 years of continuous service) or educational incentive (Masters Degree) LELSP5 /DET LELSP5 /A plus detective differential & on -call pay LELSP5 /DET1 LELSP5 /A plus detective differential & on -call pay, longevity (after 12 years of continous service) or education incentive (Bachelors Degree) LELSP5 /DET2 LELSP5 /A plus detective differential & on -call pay, longevity (after 16 years of continous service) or education incentive (Masters Degree) LELSP5 /SAO LELSP5 /A plus special assignment officer (school resource, auto theft, task force, juvenile) differential LELSP5 /SAO1 LELSP5 /A plus special assignment officer (school resource, auto theft, task force, juvenile) differential & longevity (after 12 years of continuous service) or education incentive (Bachelors Degree) LELSP5 /SA02 LELSP5 /A plus special assignment officer (school resource, auto theft, task force, juvenile) differential & longevity (after 16 years of continuous service) or education incentive (Masters Degree) The current agreement extends through December 31, 2010. 10 RESOLUTION !�41OVI If6e Commander $ Sergeant ( LELS Local 86) Pay Plan Currently in Negotiations for 2011 1 /1 /10 Exempt from Ovefime Commander Annual $ 87,912 $ 92,040 X7,670:' 1 /1 /10 No 1 exempt from Overti E M Sergeant Annual $ 81,952 Hourly $ 39.40 This schedule provides a salary range consistent with the labor agreement. 11