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Home My WebLink About2011-161 CCR Member Dan Ryan introduced the following resolution and moved its adoption: RESOLUTION NO. 2011 -161 RESOLUTION SETTING SALARIES FOR CALENDAR YEAR 2012 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 2012 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 2012 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 2012 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 2012 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 2012 budget appropriations; and RESOLUTION NO. 2011 -161 BE IT FURTHER RESOLVED that authorized wage adjustments, not to exceed the maximums contained herein, shall become effective January 1, 2012. December 12 2011 7 7� ewe Date Mayor ATTEST: City Clerk The motion for the adoption of the foregoing resolution was duly seconded by member Kay Lasman and upon vote being taken thereon, the following voted in favor thereof: Tim Willson, Carol Kleven, Kay Lasman, and Dan Ryan,'-'; and the following voted against the same: none; whereupon said resolution was declared duly passed and adopted. RESOLUTION NO. 2011 -161 City of Brooklyn Center 2012 Pay Plan Full -Time Employees RESOLUTION NO. 2011 -161 City of Br ooklyn Center 2012 Employee Pay Plan Table of Contents Contents Page Positions 1 2012 City Manager & Department Head Pay Plan 4 2012 Confidential Supervisory Employee Pay Plan 5 2012 Supervisory Exempt Pay Plan 6 2012 Non - Organized Exempt Pay Plan 7 2012 Non - Organized Non - Exempt Pay Plan 8 2012 Local #49 (Maintenance) Pay Plan 9 2011 LELS Local #82 (Police Officers) Pay Plan 10 2012 LELS Local #86 (Lieutenants /Sergeants) Pay Plan 11 i . 2012 City of Brooklyn Center Regular Full -Time Positions s Posi io - A t oized �i0 nize . sr,. i 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 Assessing Division Assessor 1 No Yes -Exec Appraiser I 1 No No Appraiser Technician 1 No No BUILDING AND COMMUNITY STANDARDS Deputy Director of Building & Community Standards 1 No Yes -Adm Housing /Community Standards Supervisor 1 No Yes -Adm Building Official 1 No Yes -Adm Building Inspector 2 No No Code Enforcement Inspector 2 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. 2011-161 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 Police Administrative Assistant 1 No No Police Records Technician 8 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 01. 0 R , sine! o ze aiz„ .. .. �..,.._.ri Iff ... COMMUNITY ACTIVITIES, RECREATION & SERVICES Director of Community Activities, Rec. & Senr. 1 No Yes -Exec Program Supervisor 3 No Yes -Adm Golf Course Grounds Supervisor 1 No Yes -Adm CARS Administrative Assistant 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 1 No No 150 1fAL REGU�LARULL x TIIE POSIIOISI►JTHORIzD n 55 ` z 3 RESOLUTION NO. 2011 -161 2012 City Manager and Department Head Pay Plan Exempt from overtime (not eligible for overtime) 1/1/12 � fl 9s! 19n 10 City Manager: Salary pursuant to employment contract Director of Fiscal & Support Services Annual $ 93,363 $ - 390 Chief of Police Annual $ 93,363 $ 115 390 Director of Public Works /City Engineer Annual $ 93,353 $ 115,390 whi s •... Director of Community Activities, Recreation & Services Asst. City Manager /Director of Building & Annual $ 79,352 $ 97,999 Community Standards Fire Chief Iaa Director of Business & Development Annual $ 74,958 $ 91,221 ERIC The City Manager is authorized to set salaries within the established ranges. i This schedule reflects a 2% increase January 1, 2012 4 2012 Confidential /Supervisory Full -time Employee Pay Plan 111/12 Exempt from overtime (not eligible for overtime) v3 r Via: 5 u M Of OWN r .. CS21 Annual $ 56,843 $ 59,685 $ 62,669 $ 64,236 $ 65,842 $ 67,488 $ 69,175 City Clerk dourly$ 3 $ $289530130 318$3 NO �$ mom 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 2% increase January 1, 2012. 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. 5 RESOLUTION NO. 2011 -161 2012 Supervisory Full - time Pay Plan - Exempt 1/1/12 _ :xem t from overtime not eligible for overtime g to e ,Ste S e Ste a p Ga a d? ,. B MW r' S35 IT Director Annual $ 80,328 $ 84,344 $ 88,562 $ 90,776 $ 93,045, $ 95,371 $ 97,755 �I S33 City Assessor Annual $ 76,457 $ 80,280 $ 84,294 $ 86,402 $ 88,562 $ 90,776 $ 93,045 Human Resources Director Hor$ 8596` 2 0 11 1 4,3 ONO- 329 Liquor Operations Manager Annual $ 69,267 $ 72,730 $ 76,366 $ 78,276 $ 80,232 $ 82,238 $ 84,294 EBHC General Manager Deputy Director of Building & Community Standards S20 Support Services Manager Annual $ 55,464 $ 58,237 $ 61,149 $ 62,677 $ 64,244 $ 65,851 $ 67,497 . > $ - 11 , 12 '�,�999� This schedule provides salary ranges for supervisory employees. The schedule reflects all current salary ranges for this group and provides for a 2% increase January 1, 2012. 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 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. i 6 2012 Non - Organized Full -time Employee Pay Plan - Exempt - 1/1/12 Exempt from overtime not ell ible for overtime Ms lea y� �� =S3epS Ste e D C31 Dep. Dir. of Public Works Annual $ 72,607 $ 76,237 $ 80,049 $ 82,050 $ 84,102 $ 86,204 $ 88,359 Fol��Jb7 $36`6,53 310104 85f AMU C27 Assistant Finance Director Annual $ 65,778 $ 69,067 $ 72,521 $ 74,334 $ 76,192 $ 78,097 $ 80,049 Supervisor Public Utilities Supervisor Streets/Parks C25 Building Official Annual $ 62,609 $ 65,739 $ 69,026 $ 70,752 $ 72,521 $ 74,334 $ 76,192 Comm. Dev. Specialist Planning2oning Specialist Housing & Comm Stds. Supv. C22 Accountant Annual $ 58,138 $ 61,045 $ 64,098 $ 65,700 $ 67,343 $ 69,026 $ 70,752 T; Zvi? I >$ $ 0 8� t$� Z's33 �6 V IV A, `.05- C20 Rec. Program Supervisor Annual $ 55,337 $ 58,104 $ 61,009 $ 62,534 $ 64,098 $ 65,700 $ 67,343 EBHC Operations Director iolrl I T�2735 ' $29331` :AX 30065$: . _$� 35$7 12'36 ' C18 EBHC Sales Director Annual $ 52,671 $ 55,304 $ 58,069 $ 59,521 $ 61,009 $ 62,534 $ 64,098 C16 Maintenance Supervisor Annual $ 50,133 $ 52,639 $ 55,271 $ 56,653 $ 58,069 $ 59,521 ;$ 61,009 Liquor Store Manager 3 C12 EBHC Sales Manager Annual $ 45,418 $ 47,689 $ 50,073 $ 51,325 $ 52,608 $ 53,923 $ 55,271 � $. 5?$5 25' $�L6�� C8 Golf Course Grounds Spv Annual $ 41,146 $ 43,203 $ 45,364 $ 46,498 $ 47,660 $ 48,852 $ 50,073 Assistant Liquor 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 2 % increase January 1, 2012. 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 I RESOLUTION N0. 2011 -161 2012 Non - organized Full -time Employee Pay Plan - Non - exempt /11/12 Non- exempt (eligible for overtime) y a A& a � �� Ste�� D37 Engineering Tech IV Hourly' $ 29.209 $ 30.669 $ 32.203 $ 33.008 $ 33.833 $ 34.679 $ 35.546 D33 IT /GIS Technician Hourly $ 26.462 $ 27.785 $ 29.174 $ 29.904 $ 30.651 $ 31.417 $ 32.203 D31 Building Inspector Hourly $ 25.187 $ 26.446 $ 27.768 $ 28.463 , $ 29.174 $ 29.904 $ 30.651 D30 Code Enforcement Inspector Hourly $ 24.573 $ 25.801 $ 27.091 $ 27.768 $ 28.463 $ 29.174 $ 29.904 Appraiser D27 Engineering Tech III Hourly $ 22.818 $ 23.959 $ 25.157 $ 25.786 $ 26.430 $ 27.091 $ 27.768 D25 Appraiser Technician Hourly $ 21.719 $ 22.804 $ 23.945 $ 24.543 $ 25.157 $ 25.786 $ 26.430 D24 Maintenance Custodian Hourly $ 21.189 $ 22.248 $ 23.361 $ 23.945 $ 24.543 $ 25.157 $ 25.786 Crime Analyst Crime Prevention Specialist D21 Fire Adm. Coordinator Hourly $ 19.676 $ 20.660 $ 21.693 $ 22.235 $ 22.791 $ 23.361 $ 23.945 D20 Deputy City Clerk Hourly $ 19.196 $ 20.156 $ 21.164 $ 21.693 $ 22.235 $ 22.791 $ 23.361 HR/Benefits Specialist HR/Payroll Technician Police Adm. Assistant Public Works Adm. Assistant CARS Adm. Assistant D18 Accounting Technician 11 Hourly $ 18.271 $ 19.185 $ 20.144 $ 20.647 $ 21.164 $ 21.693 $ 22.235 D17 Central Garage Adm. Tech Hourly $ 17.825 $ 18.717 $ 19.653 $ 20.144 $ 20.647 $ 21.164 $ 21.693 BCS /BD Adm. Assistant EBHC Sec. /Billing Clerk EBHC Maint. Custodian Police Records Technician Utilities Technician II Property Technician D16 Permit Technician Hourly $ 17 .391 $ 18.260 $ 19.173 $ 19.653 $ 20.144 $ 20.647 $ 21.164 D14 Public Works Adm. Tech Hourly $ 16.553 $ 17.380 $ 18.249 $ 18.706 $ 19.173 $ 19.653 $ 20.144 D13 EBHC Sec./Receptionist Hourly $ 16.149 $ 16.956 . $ 17.804 $ 18.249 $ 18.706 $ 19.173 $ 19.653 Cust. Service Representative Liquor Store Office Assistant Recreation Clerk Lead Custodian D8 EBHC Crew Chief Hourly 1 $ 14.273 $ 14.987 $ 15.736 1 $ 16.1301 $ 16.533 1 $ 16.946 1 $ 17.370 D6 lCustodian Hourly I $ 13.586 $ 14.265 1 $ 14.978 1 $ 15.736 $ 16.1301 $ 16.533 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 2% increase January 1, 2012. 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. I 8 2012 IUOE Local 49 Employee Pay Plan 111/12 Non-exempt eli ible for overtime QSItIO► t t,e.., M ON. Maintenance III Hourly 25.32 Maintenance II Hourly 24.01 Step 3 Hourly 22.34 Step 2 Hourly 20.72 Step 1 Hourly 19.07 Start Hourly r2:4. Mechanic Hourly Night Service Person Hourly 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. The current agreement extends through December 31, 2012 9 RESOLUTION NO. 2011 -161 0 011 Police Officer Pay Plan (LELS Local 82) irrently in Negotiations for 2012 January 1, 2011 _osi atle ��... °� 2 T �, E D r2 Police Officer LELSP1 $ 22.205 $ 22.782 LELSP2 $ 25.797 $ 26.374 LELSP3 $ 28.083 $ 28.763 1 $ 29248 $ 28.660 1 $ 29.340 1 $ 29.825 LELSP4 $ 30.369 $ 31.049 $ 31.534 1 $ 30.946 1 $ 31.626 $ 32.111 LELSP5 1 $ 32.655 $ 33.335 $ 33.820 $ 34.761 1 $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 /SA01 LELSP3 /A plus educational incentive (Bachelor's Degree) and special assignment differential I ELSP3 /SAO2 LELSP3 /A plus educational incentive (Master's Degree) and special assignment differential SP4 /A After 24 months of continuous employment - 93% of base pay LcLSP4 /L1E1 LELSP4 /A plus educational incentive (Bachelor's Degree) LELSP4 /L2E2 LELSP4 /A plus educational incentive (Master's Degree) LELSP4 /SAO LELSP4 plus special assignment differential LELSP4 /SA01 LELSP4 /A plus educational incentive (Bachelor's Degree) and special assignment differential LELSP4 /SA02 LELSP4 /A plus educational incentive (Master's 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 (Bachelor's Degree) LELSP5 /1-2E2 LELSP5 /A plus longevity (after 16 years of continuous service) or educational incentive (Master's 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 (Bachelor's Degree) LELSP5 /DET2 LELSP5 /A plus detective differential & on -call pay, longevity (after 16 years of continous service) or education incentive (Master's Degree) LELSP5 /SAO LELSP5 /A plus special assignment officer (school resource, auto theft, task force, juvenile) differential LELSP5 /SA01 LELSP5 /A plus special assignment officer (school resource, auto theft, task force, juvenile) differential & longevity (after 12 years of continuous service) or education incentive (Bachelor's 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 (Master's Degree) The current agreement extends through December 31, 2011 and will remain in place until a settled agreement for 2012. 10 2012 Police Commander & Sergeant ( LELS Local 86) Pay Plan 1/1/12 Exempt from Overtime Commander Annual $ 92,796 $ 96,996 Monthl' $ ,7,733 1W ,Q$3' 1/1/12 Non exempf from Overtime Position Title_ , _ M_ ax . Sergeant Annual T$ 84,635 Months" $ 7,053' Hourly $ 40.69 This schedule provides a salary range consistent with the labor agreement. 11