File #:
|
230311
Version:
|
Name:
|
|
Type:
|
Ordinance
|
Status:
|
Passed
|
File created:
|
3/30/2023
|
In control:
|
Council
|
On agenda:
|
4/20/2023
|
Final action:
|
4/20/2023
|
Title:
|
Sponsor: Director of Human Resources Department
Amending Chapter 2 of the Code of Ordinances of the Kansas City, Missouri, Classification and Compensation Plan, by repealing Sections 2-1075, 2-1076, 2-1077, 2-1078, 2-1079, 2-1080, 2-1086, 2-1088, 2-1092 and 2-1099 and enacting in lieu thereof sections of like numbers and subject matters to adjust the pay scales for IAFF Local 42 and IAFF Local 3808 in accordance with their collective bargaining agreements; creating five new job classifications; retitling two job classifications; adjusting the pay grades for eight job classifications; and updating City compensation policies.
|
committeesub
[COMMITTEE SUBSTITUTE FOR] ORDINANCE NO. 230311
title
Sponsor: Director of Human Resources Department
Amending Chapter 2 of the Code of Ordinances of the Kansas City, Missouri, Classification and Compensation Plan, by repealing Sections 2-1075, 2-1076, 2-1077, 2-1078, 2-1079, 2-1080, 2-1086, 2-1088, 2-1092 and 2-1099 and enacting in lieu thereof sections of like numbers and subject matters to adjust the pay scales for IAFF Local 42 and IAFF Local 3808 in accordance with their collective bargaining agreements; creating five new job classifications; retitling two job classifications; adjusting the pay grades for eight job classifications; and updating City compensation policies.
body
BE IT ORDAINED BY THE COUNCIL OF KANSAS CITY:
Section 1. That Chapter 2, Code of Ordinances, entitled “Administration,” relating to the Classification and Compensation Plan, is hereby amended by repealing Sections 2-1075, 2-1076, 2-1077, 2-1078, 2-1079, 2-1080, 2-1086, 2-1088, 2-1092, and 2-1099, and enacting in lieu thereof new sections of like numbers and subject matters, to read as follows.
Sec. 2-1075. Salary schedules; pay grades therein.
The following salary schedules are hereby adopted:
(1) For those classes of position within the managerial, professional, supervisory, and/or confidential group:
Pay Grade |
Monthly |
Annual |
Bi-Weekly |
Hourly |
NE1 |
Minimum |
$2,666 |
$31,996 |
$1,230.62 |
$15.38 |
|
Maximum |
$3,999 |
$47,993 |
$1,845.88 |
$23.07 |
NE2 |
Minimum |
$2,933 |
$35,195 |
$1,353.65 |
$16.92 |
|
Maximum |
$4,399 |
$52,793 |
$2,030.50 |
$25.38 |
NE3 |
Minimum |
$3,226 |
$38,715 |
$1,489.04 |
$18.61 |
|
Maximum |
$5,094 |
$61128 |
$2351.08 |
$29.39 |
NE4 |
Minimum |
$3,549 |
$42,586 |
$1,637.92 |
$20.47 |
|
Maximum |
$5,323 |
$63,879 |
$2,456.88 |
$30.71 |
NE5 |
Minimum |
$3,904 |
$46,845 |
$1,801.73 |
$22.52 |
|
Maximum |
$5,856 |
$70,267 |
$2,702.58 |
$33.78 |
NE6 |
Minimum |
$4,294 |
$51,529 |
$1,981.88 |
$24.77 |
|
Maximum |
$6,441 |
$77,294 |
$2,972.85 |
$37.16 |
NE7 |
Minimum |
$4,724 |
$56,682 |
$2,180.08 |
$27.25 |
|
Maximum |
$7,085 |
$85,023 |
$3,270.12 |
$40.88 |
NE8 |
Minimum |
$5,196 |
$62,350 |
$2,398.08 |
$29.98 |
|
Maximum |
$7,794 |
$93,526 |
$3,597.15 |
$44.96 |
NE9 |
Minimum |
$5,612 |
$67,338 |
$2,589.92 |
$32.37 |
|
Maximum |
$8,417 |
$101,008 |
$3,884.92 |
$48.56 |
EX1 |
Minimum |
$4,124 |
$49,488 |
$1,903.38 |
|
|
Maximum |
$6,186 |
$74,232 |
$2,855.08 |
|
EX2 |
Minimum |
$4,619 |
$55,428 |
$2,131.85 |
|
|
Maximum |
$6,928 |
$83,136 |
$3,197.54 |
|
EX3 |
Minimum |
$5,173 |
$62,076 |
$2,387.54 |
|
|
Maximum |
$7,759 |
$93,108 |
$3,581.08 |
|
EX4 |
Minimum |
$5,794 |
$69,528 |
$2,674.15 |
|
|
Maximum |
$8,833 |
$105,996 |
$4,076.77 |
|
EX5 |
Minimum |
$6,489 |
$77,868 |
$2,994.92 |
|
|
Maximum |
$9,734 |
$116,808 |
$4,492.62 |
|
EX6 |
Minimum |
$7,268 |
$87,216 |
$3,354.46 |
|
|
Maximum |
$10,902 |
$130,824 |
$5,031.69 |
|
EX7 |
Minimum |
$8,140 |
$97,680 |
$3,756.92 |
|
|
Maximum |
$12,210 |
$146,520 |
$5,635.38 |
|
EX8 |
Minimum |
$8,650 |
$103,800 |
$3,992.31 |
|
|
Maximum |
$13,620 |
$163,440 |
$6,286.15 |
|
(2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County and Municipal Employees:
Pay Grade |
Step |
Monthly |
Annual |
Biweekly |
Hourly |
L-1 |
1 |
$2,794 |
$33,530 |
$1,289.60 |
$16.12 |
|
2 |
$2,905 |
$34,861 |
$1,340.80 |
$16.76 |
|
3 |
$3,021 |
$36,254 |
$1,394.40 |
$17.43 |
|
4 |
$3,134 |
$37,606 |
$1,446.40 |
$18.08 |
|
5 |
$3,243 |
$38,917 |
$1,496.80 |
$18.71 |
|
6 |
$3,349 |
$40,186 |
$1,545.60 |
$19.32 |
|
7 |
$3,449 |
$41,392 |
$1,592.00 |
$19.90 |
|
8 |
$3,586 |
$43,035 |
$1,655.20 |
$20.69 |
|
9 |
$3,730 |
$44,762 |
$1,721.60 |
$21.52 |
|
10 |
$3,871 |
$46,446 |
$1,786.40 |
$22.33 |
|
11 |
$4,006 |
$48,069 |
$1,848.80 |
$23.11 |
|
12 |
$4,136 |
$49,629 |
$1,908.80 |
$23.86 |
|
13 |
$4,261 |
$51,126 |
$1,966.40 |
$24.58 |
L-2 |
1 |
$3,007 |
$36,088 |
$1,388.00 |
$17.35 |
|
2 |
$3,127 |
$37,523 |
$1,443.20 |
$18.04 |
|
3 |
$3,252 |
$39,021 |
$1,500.80 |
$18.76 |
|
4 |
$3,373 |
$40,477 |
$1,556.80 |
$19.46 |
|
5 |
$3,493 |
$41,912 |
$1,612.00 |
$20.15 |
|
6 |
$3,605 |
$43,264 |
$1,664.00 |
$20.80 |
|
7 |
$3,713 |
$44,554 |
$1,713.60 |
$21.42 |
|
8 |
$3,862 |
$46,342 |
$1,782.40 |
$22.28 |
|
9 |
$4,016 |
$48,194 |
$1,853.60 |
$23.17 |
|
10 |
$4,167 |
$50,003 |
$1,923.20 |
$24.04 |
|
11 |
$4,313 |
$51,750 |
$1,990.40 |
$24.88 |
|
12 |
$4,453 |
$53,435 |
$2,055.20 |
$25.69 |
|
13 |
$4,588 |
$55,058 |
$2,117.60 |
$26.47 |
L-3 |
1 |
$3,184 |
$38,210 |
$1,469,60 |
$18.37 |
|
2 |
$3,311 |
$39,728 |
$1,528.00 |
$19.10 |
|
3 |
$3,442 |
$41,309 |
$1,588.80 |
$19.86 |
|
4 |
$3,571 |
$42,848 |
$1,648.00 |
$20.60 |
|
5 |
$3,695 |
$44,346 |
$1,705.60 |
$21.32 |
|
6 |
$3,815 |
$45,781 |
$1,760.80 |
$22.01 |
|
7 |
$3,929 |
$47,154 |
$1,813.60 |
$22.67 |
|
8 |
$4,087 |
$49,046 |
$1,886.40 |
$23.58 |
|
9 |
$4,250 |
$51,002 |
$1,961.60 |
$24.52 |
|
10 |
$4,410 |
$52,915 |
$2,035.20 |
$25.44 |
|
11 |
$4,564 |
$54,766 |
$2,106.40 |
$26.33 |
|
12 |
$4,713 |
$56,555 |
$2,175.20 |
$27.19 |
|
13 |
$4,855 |
$58,261 |
$2,240.80 |
$28.01 |
L-4 |
1 |
$3,340 |
$40,082 |
$1,541.60 |
$19.27 |
|
2 |
$3,474 |
$41,683 |
$1,603.20 |
$20.04 |
|
3 |
$3,612 |
$43,347 |
$1,667.20 |
$20.84 |
|
4 |
$3,747 |
$44,970 |
$1,729.60 |
$21.62 |
|
5 |
$3,877 |
$46,530 |
$1,789.60 |
$22.37 |
|
6 |
$4,004 |
$48,048 |
$1,848.00 |
$23.10 |
|
7 |
$4,124 |
$49,483 |
$1,903.20 |
$23.79 |
|
8 |
$4,288 |
$51,459 |
$1,979.20 |
$24.74 |
|
9 |
$4,460 |
$53,518 |
$2,058.40 |
$25.73 |
|
10 |
$4,628 |
$55,536 |
$2,136.00 |
$26.70 |
|
11 |
$4,789 |
$57,470 |
$2,210.40 |
$27.63 |
|
12 |
$4,945 |
$59,342 |
$2,282.40 |
$28.53 |
|
13 |
$5,094 |
$61,131 |
$2,351.20 |
$29.39 |
L-5 |
1 |
$3,484 |
$41,808 |
$1,608.00 |
$20.10 |
|
2 |
$3,623 |
$43,472 |
$1,672.00 |
$20.90 |
|
3 |
$3,767 |
$45,198 |
$1,738.40 |
$21.73 |
|
4 |
$3,907 |
$46,883 |
$1,803.20 |
$22.54 |
|
5 |
$4,044 |
$48,526 |
$1,866.40 |
$23.33 |
|
6 |
$4,176 |
$50,107 |
$1,927.20 |
$24.09 |
|
7 |
$4,300 |
$51,605 |
$1,984.80 |
$24.81 |
|
8 |
$4,472 |
$53,664 |
$2,064.00 |
$25.80 |
|
9 |
$4,651 |
$55,806 |
$2,146.40 |
$26.83 |
|
10 |
$4,826 |
$57,907 |
$2,227.20 |
$27.84 |
|
11 |
$4,994 |
$59,925 |
$2,304.80 |
$28.81 |
|
12 |
$5,157 |
$61,880 |
$2,380.00 |
$29.75 |
|
13 |
$5,311 |
$63,731 |
$2,451.20 |
$30.64 |
L-6 |
1 |
$3,919 |
$47,029 |
$1,808.80 |
$22.61 |
|
2 |
$4,075 |
$48,901 |
$1,880.80 |
$23.51 |
|
3 |
$4,238 |
$50,856 |
$1,956.00 |
$24.45 |
|
4 |
$4,396 |
$52,749 |
$2,028.80 |
$25.36 |
|
5 |
$4,550 |
$54,600 |
$2,100.00 |
$26.25 |
|
6 |
$4,697 |
$56,368 |
$2,168.00 |
$27.10 |
|
7 |
$4,839 |
$58,074 |
$2,233.60 |
$27.92 |
|
8 |
$5,032 |
$60,382 |
$2,322.40 |
$29.03 |
|
9 |
$5,233 |
$62,795 |
$2,415.20 |
$30.19 |
|
10 |
$5,431 |
$65,166 |
$2,506.40 |
$31.33 |
|
11 |
$5,619 |
$67,434 |
$2,593.60 |
$32.42 |
|
12 |
$5,801 |
$69,618 |
$2,677.60 |
$33.47 |
|
13 |
$5,977 |
$71,718 |
$2,758.40 |
$34.48 |
L-7 |
1 |
$4,157 |
$49,878 |
$1,918.40 |
$23.98 |
|
2 |
$4,321 |
$51,854 |
$1,994.40 |
$24.93 |
|
3 |
$4,498 |
$53,976 |
$2,076.00 |
$25.95 |
|
4 |
$4,666 |
$55,994 |
$2,153.60 |
$26.92 |
|
5 |
$4,829 |
$57,949 |
$2,228.80 |
$27.86 |
|
6 |
$4,987 |
$59,842 |
$2,301.60 |
$28.77 |
|
7 |
$5,136 |
$61,630 |
$2,370.40 |
$29.63 |
|
8 |
$5,340 |
$64,085 |
$2,464.80 |
$30.81 |
|
9 |
$5,555 |
$66,664 |
$2,564.00 |
$32.05 |
|
10 |
$5,763 |
$69,160 |
$2,660.00 |
$33.25 |
|
11 |
$5,964 |
$71,573 |
$2,752.80 |
$34.41 |
|
12 |
$6,159 |
$73,902 |
$2,842.40 |
$35.53 |
|
13 |
$6,344 |
$76,128 |
$2,928.00 |
$36.60 |
L-8 |
1 |
$4,524 |
$54,288 |
$2,088.00 |
$26.10 |
|
2 |
$4,704 |
$56,451 |
$2,171.20 |
$27.14 |
|
3 |
$4,891 |
$58,698 |
$2,257.60 |
$28.22 |
|
4 |
$5,075 |
$60,902 |
$2,342.40 |
$29.28 |
|
5 |
$5,254 |
$63,045 |
$2,424.80 |
$30.31 |
|
6 |
$5,424 |
$65,083 |
$2,503.20 |
$31.29 |
|
7 |
$5,587 |
$67,038 |
$2,578.40 |
$32.23 |
|
8 |
$5,610 |
$69,722 |
$2,681.60 |
$33.52 |
|
9 |
$6,042 |
$72,509 |
$2,788.80 |
$34.86 |
|
10 |
$6,269 |
$75,234 |
$2,893.60 |
$36.17 |
|
11 |
$6,488 |
$77,854 |
$2,994.40 |
$37.43 |
|
12 |
$6,699 |
$80,392 |
$3,092.00 |
$38.65 |
|
13 |
$6,902 |
$82,826 |
$3,185.60 |
$39.82 |
L-9 |
1 |
$5,020 |
$60,237 |
$2,316.80 |
$28.96 |
|
2 |
$5,219 |
$62,629 |
$2,408.80 |
$30.11 |
|
3 |
$5,427 |
$65,125 |
$2,504.80 |
$31.31 |
|
4 |
$5,630 |
$67,558 |
$2,598.40 |
$32.48 |
|
5 |
$5,827 |
$69,930 |
$2,689.60 |
$33.62 |
|
6 |
$6,016 |
$72,197 |
$2,776.80 |
$34.71 |
|
7 |
$6,197 |
$74,360 |
$2,860.00 |
$35.75 |
|
8 |
$6,445 |
$77,334 |
$2,974.40 |
$37.18 |
|
9 |
$6,703 |
$80,434 |
$3,093.60 |
$38.67 |
|
10 |
$6,954 |
$83,450 |
$3,209.60 |
$40.12 |
|
11 |
$7,197 |
$86,362 |
$3,321.60 |
$41.52 |
|
12 |
$7,431 |
$89,170 |
$3,429.60 |
$42.87 |
|
13 |
$7,654 |
$91,853 |
$3,532.80 |
$44.16 |
(3) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 42-International Association of Fire Fighters:
Pay Grade |
Pay Step |
Monthly |
Annual |
Biweekly |
Hourly @ 2574 |
F-F |
FF1 1 |
$3,717 |
$44,607 |
$1,715.67 |
$17.33 |
|
2 |
$3,953 |
$47,439 |
$1,824.57 |
$18.43 |
|
3 |
$4,191 |
$50,296 |
$1,934.46 |
$19.54 |
|
4 |
$4,447 |
$53,359 |
$2,052.27 |
$20.73 |
|
5 |
$4,603 |
$55,238 |
$2,124.54 |
$21.46 |
|
6 |
$4,760 |
$57,117 |
$2,196.81 |
$22.19 |
|
FF2 7 |
$4,914 |
$58,970 |
$2,268.09 |
$22.91 |
|
8 |
$5,077 |
$60,927 |
$2,343.33 |
$23.67 |
|
9 |
$5,234 |
$62,806 |
$2,415.60 |
$24.40 |
|
10 |
$5,386 |
$64,633 |
$2,485.89 |
$25.11 |
|
11 |
$5,547 |
$66,564 |
$2,560.14 |
$25.86 |
|
FF3 12 |
$5,886 |
$70,631 |
$2,716.56 |
$27.44 |
|
13 |
$6,092 |
$73,102 |
$2,811.60 |
$28.40 |
|
14 |
$6,336 |
$76,036 |
$2,924.46 |
$29.54 |
|
15 |
$6,463 |
$77,555 |
$2,982.87 |
$30.13 |
|
16 |
$6,641 |
$79,691 |
$3,065.04 |
$30.96 |
|
17 |
$6,819 |
$81,827 |
$3,147.21 |
$31.79 |
|
FF4 FAO 18 |
$7,025 |
$84,299 |
$3,242.25 |
$32.75 |
|
FAO 19 |
$7,235 |
$86,821 |
$3,339.27 |
$33.73 |
Pay Grade |
Pay Step |
Monthly |
Annual |
Biweekly |
Hourly @ 2080 |
FFA |
FF1 1 |
$3,718 |
$44,616 |
$1,716.00 |
$21.45 |
|
2 |
$3,954 |
$47,445 |
$1,824.80 |
$22.81 |
|
3 |
$4,191 |
$50,294 |
$1,934.40 |
$24.18 |
|
4 |
$4,448 |
$53,373 |
$2,052.80 |
$25.66 |
|
5 |
$4,604 |
$55,245 |
$2,124.80 |
$26.56 |
|
6 |
$4,760 |
$57,117 |
$2,196.80 |
$27.46 |
|
FF2 7 |
$4,914 |
$58,968 |
$2,268.00 |
$28.35 |
|
8 |
$5,077 |
$60,923 |
$2,343.20 |
$29.29 |
|
9 |
$5,233 |
$62,795 |
$2,415.20 |
$30.19 |
|
10 |
$5,387 |
$64,646 |
$2,486.40 |
$31.08 |
|
11 |
$5,547 |
$66,560 |
$2,560.00 |
$32.00 |
|
FF3 12 |
$5,886 |
$70,637 |
$2,716.80 |
$33.96 |
|
13 |
$6,093 |
$73,112 |
$2,812.00 |
$35.15 |
|
14 |
$6,335 |
$76,024 |
$2,924.00 |
$36.55 |
|
15 |
$6,464 |
$77,563 |
$2,983.20 |
$37.29 |
|
16 |
$6,640 |
$79,685 |
$3,064.80 |
$38.31 |
|
17 |
$6,821 |
$81,848 |
$3,148.00 |
$39.35 |
|
FF4 FAO 18 |
$7,025 |
$84,302 |
$3,242.40 |
$40.53 |
|
FAO 19 |
$7,235 |
$86,819 |
$3,339.20 |
$41.74 |
Pay Grade |
Pay Step |
Monthly |
Annual |
Biweekly |
Hourly @ 2574 |
FFM |
1 |
$6,180 |
$74,157 |
$2,852.19 |
$28.81 |
|
2 |
$6,396 |
$76,757 |
$2,952.18 |
$29.82 |
|
3 |
$6,654 |
$79,845 |
$3,070.98 |
$31.02 |
|
4 |
$6,787 |
$81,441 |
$3,132.36 |
$31.64 |
|
5 |
$6,971 |
$83,655 |
$3,217.50 |
$32.50 |
|
6 |
$7,160 |
$85,920 |
$3,304.62 |
$33.38 |
|
7 |
$7,375 |
$88,494 |
$3,403.62 |
$34.38 |
|
8 |
$7,595 |
$91,145 |
$3,505.59 |
$35.41 |
Pay Grade |
Pay Step |
Monthly |
Annual |
Biweekly |
Hourly @ 2080 |
FMA |
1 |
$6,179 |
$74,152 |
$2,852.00 |
$35.65 |
|
2 |
$6,398 |
$76,773 |
$2,952.80 |
$36.91 |
|
3 |
$6,653 |
$79,830 |
$3,070.40 |
$38.38 |
|
4 |
$6,786 |
$81,432 |
$3,132.00 |
$39.15 |
|
5 |
$6,971 |
$83,658 |
$3,217.60 |
$40.22 |
|
6 |
$7,160 |
$85,925 |
$3,304.80 |
$41.31 |
|
7 |
$7,375 |
$88,504 |
$3,404.00 |
$42.55 |
|
8 |
$7,595 |
$91,146 |
$3,505.60 |
$43.82 |
F-1 |
1 |
$3,486 |
$41,829 |
$1,608.80 |
$20.11 |
|
2 |
$3,718 |
$44,616 |
$1,716.00 |
$21.45 |
|
3 |
$3,954 |
$47,445 |
$1,824.80 |
$22.81 |
|
4 |
$4,191 |
$50,294 |
$1,934.40 |
$24.18 |
|
5 |
$4,448 |
$53,373 |
$2,052.80 |
$25.66 |
|
6 |
$4,604 |
$55,245 |
$2,124.80 |
$26.56 |
|
7 |
$4,760 |
$57,117 |
$2,196.80 |
$27.46 |
|
8 |
$4,914 |
$58,968 |
$2,268.00 |
$28.35 |
|
9 |
$5,077 |
$60,923 |
$2,343.20 |
$29.29 |
|
10 |
$5,233 |
$62,795 |
$2,415.20 |
$30.19 |
|
11 |
$5,387 |
$64,646 |
$2,486.40 |
$31.08 |
|
12 |
$5,547 |
$66,560 |
$2,560.00 |
$32.00 |
|
13 |
$5,886 |
$70,637 |
$2,716.80 |
$33.96 |
|
14 |
$6,093 |
$73,112 |
$2,812.00 |
$35.15 |
|
15 |
$6,335 |
$76,024 |
$2,924.00 |
$36.55 |
|
16 |
$6,464 |
$77,563 |
$2,983.20 |
$37.29 |
|
17 |
$6,658 |
$79,893 |
$3,072.80 |
$38.41 |
|
18 |
$6,857 |
$82,285 |
$3,164.80 |
$39.56 |
Pay Grade |
Pay Step |
Monthly |
Annual |
Biweekly |
Hourly @ 2574 |
F-4 |
1 |
$6,995 |
$83,938 |
$3,228.39 |
$32.61 |
|
2 |
$7,169 |
$86,023 |
$3,308.58 |
$33.42 |
|
3 |
$7,454 |
$89,447 |
$3,440.25 |
$34.75 |
|
4 |
$7,752 |
$93,024 |
$3,577.86 |
$36.14 |
Pay Grade |
Pay Step |
Monthly |
Annual |
Biweekly |
Hourly @ 2080 |
F4A |
1 |
$6,994 |
$83,928 |
$3,228.00 |
$40.35 |
|
2 |
$7,167 |
$86,008 |
$3,308.00 |
$41.35 |
|
3 |
$7,455 |
$89,461 |
$3,440.80 |
$43.01 |
|
4 |
$7,753 |
$93,038 |
$3,578.40 |
$44.73 |
F-6 |
1 |
$2,718 |
$32,614 |
$1,254.40 |
$15.68 |
|
2 |
$2,926 |
$35,110 |
$1,350.40 |
$16.88 |
|
3 |
$3,130 |
$37,565 |
$1,444.80 |
$18.06 |
|
4 |
$3,444 |
$41,330 |
$1,589.60 |
$19.87 |
|
5 |
$3,513 |
$42,162 |
$1,621.60 |
$20.27 |
|
6 |
$3,583 |
$42,994 |
$1,653.60 |
$20.67 |
|
7 |
$3,656 |
$43,867 |
$1,687.20 |
$21.09 |
|
8 |
$3,728 |
$44,741 |
$1,720.80 |
$21.51 |
|
9 |
$3,839 |
$46,072 |
$1,772.00 |
$22.15 |
|
10 |
$3,955 |
$47,466 |
$1,825.60 |
$22.82 |
F-7 |
1 |
$3,337 |
$40,040 |
$1,540.00 |
$19.25 |
|
2 |
$3,468 |
$41,621 |
$1,600.80 |
$20.01 |
|
3 |
$3,600 |
$43,202 |
$1,661.60 |
$20.77 |
|
4 |
$3,732 |
$44,782 |
$1,722.40 |
$21.53 |
|
5 |
$3,865 |
$46,384 |
$1,784.00 |
$22.30 |
|
6 |
$4,394 |
$52,728 |
$2,028.00 |
$25.35 |
|
7 |
$4,657 |
$55,890 |
$2,149.60 |
$26.87 |
|
8 |
$4,751 |
$57,013 |
$2,192.80 |
$27.41 |
|
9 |
$4,846 |
$58,157 |
$2,236.80 |
$27.96 |
|
10 |
$4,944 |
$59,322 |
$2,281.62 |
$28.52 |
|
11 |
$5,042 |
$60,507 |
$2,327.20 |
$29.09 |
|
12 |
$5,193 |
$62,317 |
$2,396.81 |
$29.96 |
|
13 |
$5,349 |
$64,189 |
$2,468.80 |
$30.86 |
F-9 |
1 |
$4,106 |
$49,275 |
$1,895.20 |
$23.69 |
|
2 |
$4,259 |
$51,106 |
$1,965.60 |
$24.57 |
|
3 |
$4,410 |
$52,915 |
$2,035.20 |
$25.44 |
|
4 |
$4,564 |
$54,766 |
$2,106.40 |
$26.33 |
|
5 |
$5,318 |
$63,814 |
$2,454.40 |
$30.68 |
|
6 |
$5,424 |
$65,083 |
$2,503.20 |
$31.29 |
|
7 |
$5,533 |
$66,394 |
$2,553.60 |
$31.92 |
|
8 |
$5,644 |
$67,725 |
$2,604.80 |
$32.56 |
|
9 |
$5,756 |
$69,077 |
$2,656.80 |
$33.21 |
|
10 |
$5,928 |
$71,136 |
$2,736.00 |
$34.20 |
|
11 |
$6,107 |
$73,278 |
$2,818.40 |
$35.23 |
F-10 |
1 |
$4,690 |
$56,285 |
$2,164.80 |
$27.06 |
|
2 |
$4,793 |
$57,512 |
$2,212.00 |
$27.65 |
|
3 |
$4,893 |
$58,718 |
$2,258.40 |
$28.23 |
|
4 |
$5,301 |
$63,606 |
$2,446.40 |
$30.58 |
|
5 |
$5,503 |
$66,040 |
$2,540.00 |
$31.75 |
|
6 |
$5,614 |
$67,371 |
$2,591.20 |
$32.39 |
|
7 |
$5,725 |
$68,702 |
$2,642.40 |
$33.03 |
|
8 |
$5,841 |
$70,096 |
$2,696.00 |
$33.70 |
|
9 |
$5,957 |
$71,490 |
$2,749.60 |
$34.37 |
|
10 |
$6,136 |
$73,632 |
$2,832.00 |
$35.40 |
|
11 |
$6,321 |
$75,858 |
$2,917.60 |
$36.47 |
(4) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 3808-International Association of Fire Fighters:
Pay Grade |
Step |
Monthly |
Annual |
Biweekly |
Hourly @ 2080 |
FM-2 |
1 |
$9,268 |
$111,218 |
$4,277.60 |
$53.47 |
|
2 |
$9,545 |
$114,546 |
$4,405.60 |
$55.07 |
|
3 |
$9,833 |
$117,998 |
$4,538.40 |
$56.73 |
|
4 |
$10,126 |
$121,514 |
$4,673.60 |
$58.42 |
|
5 |
$10,429 |
$125,154 |
$4,813.60 |
$60.17 |
|
|
|
|
|
|
FM-3 |
1 |
$9,459 |
$113,506 |
$4,365.60 |
$54.57 |
|
2 |
$9,741 |
$116,896 |
$4,496.00 |
$56.20 |
|
3 |
$10,026 |
$120,307 |
$4,627.20 |
$57.84 |
|
4 |
$10,388 |
$124,654 |
$4,794.40 |
$59.93 |
|
5 |
$10,646 |
$12,7754 |
$4,913.60 |
$61.42 |
Pay Grade |
Step |
Monthly |
Annual |
Biweekly |
Hourly @ 2574 |
F3M |
1 |
$9,459 |
$113,513 |
$4,365.90 |
$44.10 |
|
2 |
$9,740 |
$116,885 |
$4,495.59 |
$45.41 |
|
3 |
$10,030 |
$120,360 |
$4,629.24 |
$46.76 |
|
4 |
$10,388 |
$124,659 |
$4,794.57 |
$48.43 |
|
5 |
$10,646 |
$127,748 |
$4,913.37 |
$49.63 |
Sec. 2-1076. Salary schedules for occupational group classified as clerical, fiscal, and
administrative with class code, class title, and pay grade therein.
The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein:
(1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group:
Class Code |
Class Title |
Pay Grade |
Monthly Minimum |
Monthly Maximum |
(1XXX) CLERICAL, FISCAL, AND ADMINISTRATIVE |
1010 |
CLERICAL SUPERVISOR |
NE4 |
3549 |
5323 |
1012 |
CUSTOMER SERVICE SUPERVISOR |
NE5 |
3904 |
5856 |
1028 |
LEGAL SECRETARY |
NE5 |
3904 |
5856 |
1030 |
PARALEGAL |
NE6 |
4294 |
6441 |
1040U |
ADMINISTRATIVE SECRETARY |
|
4619 |
6928 |
1060U |
ADMINISTRATIVE ASSISTANT TO THE JUDGES |
|
4619 |
6928 |
1070U |
ADMINISTRATIVE SECRETARY TO CITY COUNCIL |
|
4619 |
6928 |
1071U |
ASSISTANT TO ELECTED OFFICIAL |
|
3549 |
5323 |
1113 |
SENIOR ACCOUNTANT |
EX3 |
5173 |
7759 |
1119 |
ACCOUNTANT |
NE5 |
3904 |
5856 |
1121 |
ACCOUNTANT II |
NE6 |
4294 |
6441 |
1123U |
INTERNAL AUDITOR |
|
5794 |
8833 |
1125 |
AUDITOR |
EX1 |
4124 |
6186 |
1126 |
SENIOR AUDITOR |
EX3 |
5173 |
7759 |
1127 |
AUDIT MANAGER |
EX5 |
6489 |
9734 |
1129U |
CITY AUDITOR |
|
7567 |
14422 |
1139 |
TAXPAYER SPECIALIST SUPERVISOR |
NE6 |
4294 |
6441 |
1150 |
CITY TREASURER |
EX7 |
8140 |
12210 |
1152U |
RETIREMENT SYSTEM EXECUTIVE OFFICER |
|
8650 |
13620 |
1158 |
MANAGER OF CONSUMER SERVICES |
EX3 |
5173 |
7759 |
1160 |
COMMISSIONER OF REVENUE |
EX7 |
8140 |
12210 |
1166 |
CITY CONTROLLER |
EX7 |
8140 |
12210 |
1167 |
MANAGER OF DEVELOPMENT FINANCE |
EX7 |
8140 |
12210 |
1171 |
FINANCIAL MANAGER |
EX6 |
7268 |
10902 |
1200U |
DIRECTOR OF FINANCE |
|
12389 |
19147 |
1301U |
DIRECTOR OF GENERAL SERVICES |
|
12389 |
19147 |
1307 |
STORES MANAGER |
NE4 |
3549 |
5323 |
1309 |
PROCUREMENT OFFICER |
NE4 |
3549 |
5323 |
1314 |
SENIOR PROCUREMENT OFFICER |
EX2 |
4619 |
6928 |
1312 |
PROCUREMENT MANAGER |
EX4 |
5794 |
8833 |
1315 |
ACQUISITION SPECIALIST |
NE5 |
3904 |
5856 |
1316 |
SENIOR ACQUISITION SPECIALIST |
NE7 |
4724 |
7085 |
1335 |
BUILDING MANAGER |
EX2 |
4619 |
6928 |
1413U |
DIRECTOR OF AVIATION |
|
12389 |
19147 |
1420U |
DIRECTOR OF PARKS & RECREATION |
|
12389 |
19147 |
1510 |
GRAPHIC DESIGN SPECIALIST |
NE5 |
3904 |
5856 |
1545 |
IT TECHNICIAN |
NE5 |
3904 |
5856 |
1546 |
IT SENIOR TECHNICIAN |
NE6 |
4294 |
6441 |
1548U |
CHIEF TECHNOLOGY OFFICER |
|
9117 |
15858 |
1552 |
IT ANALYST |
NE7 |
4724 |
7085 |
1553 |
IT SENIOR ANALYST |
EX3 |
5173 |
7759 |
1558 |
IT SPECIALIST |
EX4 |
5794 |
8833 |
1559 |
IT SENIOR SPECIALIST |
EX5 |
6489 |
9734 |
1561 |
IT MANAGER |
EX6 |
7268 |
10902 |
1562 |
IT SUPERVISOR |
EX5 |
6489 |
9734 |
1610 |
LEGAL INVESTIGATOR |
NE5 |
3904 |
5856 |
1618 |
ASSISTANT CITY ATTORNEY |
EX5 |
6489 |
9734 |
1619 |
ASSOCIATE CITY ATTORNEY |
EX6 |
7268 |
10902 |
1623 |
CITY PROSECUTOR |
EX8 |
8650 |
13620 |
1624 |
FIRST ASSISTANT CITY PROSECUTOR |
EX6 |
7268 |
10902 |
1627 |
SENIOR ASSOCIATE CITY ATTORNEY |
EX8 |
8650 |
13620 |
1629U |
DEPUTY CITY ATTORNEY |
|
9117 |
15858 |
1630U |
CITY ATTORNEY |
|
12389 |
19147 |
1650 |
ADMINISTRATOR OF MUNICIPAL COURT |
EX8 |
8650 |
13620 |
1652 |
EVENT COORDINATOR |
NE6 |
4294 |
6441 |
1655 |
CHIEF OF EVENT COORDINATION |
EX4 |
5794 |
8833 |
1657 |
EVENT OPERATIONS SUPERVISOR |
NE6 |
4294 |
6441 |
1660U |
DIRECTOR, CONVENTION AND ENTERTAINMENT CENTERS |
|
12389 |
19147 |
1678 |
BUDGET ANALYST |
EX5 |
6489 |
9734 |
1679 |
ASSISTANT BUDGET OFFICER |
EX6 |
7268 |
10902 |
1680U |
BUDGET OFFICER |
|
8650 |
13620 |
1681 |
ANALYST |
EX2 |
4619 |
6928 |
1682 |
SENIOR ANALYST |
EX4 |
5794 |
8833 |
1683 |
CHIEF ANALYTICS OFFICER |
EX5 |
6489 |
9734 |
1705 |
HUMAN RESOURCES SPECIALIST |
EX2 |
4619 |
6928 |
1706 |
SENIOR HUMAN RESOURCES SPECIALIST |
EX4 |
5794 |
8833 |
1707 |
HUMAN RESOURCES MANAGER |
EX6 |
7268 |
10902 |
1710U |
DIRECTOR OF HUMAN RESOURCES |
|
12389 |
19147 |
1716 |
MUNICIPAL INTERN |
NE1 |
2666 |
3999 |
1717 |
MUNICIPAL MANAGEMENT TRAINEE |
NE5 |
3904 |
5856 |
1719 |
ADMINISTRATIVE ASSISTANT |
NE3 |
3226 |
5094 |
1723 |
SENIOR ADMINISTRATIVE ASSISTANT |
NE4 |
3549 |
5323 |
1724U |
COMMUNITY ENGAGEMENT COORDINATOR |
|
4124 |
6186 |
1727U |
EXECUTIVE AIDE TO ELECTED OFFICIAL |
|
5794 |
8833 |
1728U |
EXECUTIVE SECRETARY TO CITY MANAGER |
|
5794 |
8833 |
1729 |
ADMINISTRATIVE OFFICER |
EX2 |
4619 |
6928 |
1732U |
CHIEF DEPUTY CITY CLERK |
|
4619 |
6928 |
1733U |
CITY CLERK |
|
5362 |
10373 |
1734 |
ASST. TO DIRECTOR (ADMIN. SERV.) |
EX4 |
5794 |
8833 |
1735 |
BUSINESS OPERATIONS MANAGER |
EX6 |
7268 |
10902 |
1736U |
DEPUTY DIRECTOR |
|
9117 |
15858 |
1738U |
ASSISTANT TO THE CITY MANAGER |
|
7268 |
10902 |
1739 |
CITY COMMUNICATIONS OFFICER |
EX6 |
7268 |
10902 |
1744U |
ASSISTANT CITY MANAGER |
|
9117 |
15858 |
1745U |
EXECUTIVE ASSISTANT TO MAYOR |
|
8140 |
12210 |
1746U |
CHIEF EQUITY OFFICER |
|
8140 |
12210 |
1747U |
ASSISTANT DIRECTOR FOR ADMINISTRATION |
|
6489 |
9734 |
1748U |
MEDIA MANAGER |
|
6489 |
9734 |
U = Unclassified position.
(2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees.
Class Code |
Class Title |
Pay Grade |
Hourly Minimum |
Hourly Maximum |
(1XXX) CLERICAL, FISCAL, AND ADMINISTRATIVE |
1007 |
CUSTOMER SERVICE REPRESENTATIVE |
L-3 |
18.37 |
28.01 |
1008 |
CUSTOMER SERVICE SPECIALIST |
L-4 |
19.27 |
29.39 |
1020 |
INFORMATION PROCESSOR |
L-2 |
17.35 |
26.47 |
1114 |
ACCOUNTING CLERK |
L-2 |
17.35 |
26.47 |
1118 |
SENIOR ACCOUNTING CLERK |
L-4 |
19.27 |
29.39 |
1138 |
TAXPAYER SPECIALIST |
L-6 |
22.61 |
34.48 |
1304 |
STOCK CLERK |
L-3 |
18.37 |
28.01 |
1556 |
DISPATCHER |
L-4 |
19.27 |
29.39 |
1608 |
MUNICIPAL COURT BAILIFF |
L-3 |
18.37 |
28.01 |
Sec. 2-1077. Salary schedules for occupational group classified as engineering and allied
positions, with class code, class title, and pay grade therein.
The following schedules are hereby adopted as the salary schedules for classes of positions as set out herein below by class code number, class title, and pay grade therein:
(1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group:
CLASS |
CLASS TITLE |
PAY |
MONTHLY |
MONTHLY |
CODE |
|
GRADE |
MINIMUM |
MAXIMUM |
(2XXX) ENGINEERING AND ALLIED |
2013 |
SENIOR ENGINEERING TECHNICIAN |
NE7 |
4724 |
7085 |
2014 |
PRINCIPAL ENGINEERING TECHNICIAN |
EX3 |
5173 |
7759 |
2016 |
GRADUATE ENGINEER |
EX3 |
5173 |
7759 |
2017 |
REGISTERED ENGINEER |
EX4 |
5794 |
8833 |
2018 |
SENIOR REGISTERED ENGINEER |
EX5 |
6489 |
9734 |
2019 |
ENGINEER SECTION HEAD |
EX6 |
7268 |
10902 |
2020 |
ENGINEER DIVISION HEAD |
EX7 |
8140 |
12210 |
2021 |
ASSISTANT ENGINEERING DIRECTOR |
EX7 |
8140 |
12210 |
2024U |
DIRECTOR OF PUBLIC WORKS |
|
12389 |
19147 |
2028 |
CITY ENGINEER |
EX8 |
8650 |
13620 |
2033 |
AVIATION MANAGER |
EX4 |
5794 |
8833 |
2038 |
SENIOR AVIATION MANAGER |
EX6 |
7268 |
10902 |
2040 |
AIRPORT ENGINEER |
EX4 |
5794 |
8833 |
2064U |
UTILITY MANAGER |
|
7268 |
10902 |
2065U |
OPERATIONS OFFICER |
|
8650 |
13620 |
2067U |
DIRECTOR OF WATER SERVICES |
|
12389 |
19147 |
2070 |
SUPERINTENDENT OF PARKS |
EX5 |
6489 |
9734 |
2073 |
LANDSCAPE TECHNICIAN |
NE4 |
3549 |
5323 |
2080 |
REGISTERED ARCHITECT |
EX4 |
5794 |
8833 |
2081 |
ARCHITECT SECTION HEAD |
EX6 |
7268 |
10902 |
2082 |
ARCHITECT DIVISION HEAD |
EX7 |
8140 |
12210 |
2083 |
ARCHITECT |
EX3 |
5173 |
7759 |
2085 |
LAND SURVEYOR |
NE7 |
4724 |
7085 |
2089 |
LANDSCAPE ARCHITECT |
EX3 |
5173 |
7759 |
2090 |
SENIOR LANDSCAPE ARCHITECT |
EX4 |
5794 |
8833 |
2108 |
SENIOR PLANNING TECHNICIAN |
NE4 |
3549 |
5323 |
2114 |
EMERGENCY PREPAREDNESS PROGRAM MANAGER |
EX4 |
5794 |
8833 |
2115 |
PROJECT MANAGER |
EX3 |
5173 |
7759 |
2116 |
PLANNING MANAGER |
EX6 |
7268 |
10902 |
2118 |
DEVELOPMENT SPECIALIST I |
NE6 |
4294 |
6441 |
|
2119 |
DEVELOPMENT SPECIALIST II |
EX3 |
5173 |
7759 |
|
2120 |
DEVELOPMENT SPECIALIST III |
EX4 |
5794 |
8833 |
|
2121 |
PLANNER |
EX2 |
4619 |
6928 |
|
2122 |
LEAD PLANNER |
EX4 |
5794 |
8833 |
|
2124U |
DIRECTOR OF CITY DEVELOPMENT |
|
12389 |
19147 |
|
2126 |
SENIOR PROJECT MANAGER |
EX4 |
5794 |
8833 |
(2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees:
CLASS |
CLASS TITLE |
PAY |
HOURLY |
HOURLY |
CODE |
|
GRADE |
MINIMUM |
MAXIMUM |
(2XXX) ENGINEERING AND ALLIED |
2025 |
ENGINEERING TECHNICIAN |
L-6 |
22.61 |
34.38 |
2026 |
ENGINEERING TECHNICIAN LEAD |
L-7 |
23.98 |
36.60 |
2104 |
PLANNING TECHNICIAN |
L-3 |
18.37 |
28.01 |
U = Unclassified positions
Sec. 2-1078. Salary schedules for occupational group classified as public safety and
inspectional, with class code, class title, and pay grade therein.
The following schedules are hereby adopted as the salary schedules for classes of positions set out below by class code number, class title, and pay grade therein:
(1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group:
Class Code |
Class Title |
Pay Grade |
Monthly Minimum |
Monthly Maximum |
(3XXX) PUBLIC SAFETY AND INSPECTIONAL |
3040U |
FIRE CHIEF/DIRECTOR |
|
12389 |
19147 |
3050 |
SAFETY OFFICER |
NE6 |
4294 |
6441 |
3051 |
SAFETY MANAGER |
EX5 |
6489 |
9734 |
3055 |
CORPORATE SAFETY MANAGER |
EX6 |
7268 |
10902 |
3056 |
RISK MANAGER |
EX7 |
8140 |
12210 |
3150 |
NHS DIVISION MANAGER |
EX5 |
6489 |
9734 |
3300 |
AIRPORT OPERATIONS AGENT |
NE6 |
4294 |
6441 |
3303 |
TRAFFIC CONTROL OFFICER |
NE3 |
3226 |
5094 |
3305 |
AIRPORT POLICE OFFICER |
NE5 |
3904 |
5856 |
3307 |
AIRPORT POLICE SERGEANT |
NE7 |
4724 |
7085 |
3308 |
AIRPORT POLICE LIEUTENANT |
EX3 |
5173 |
7759 |
3311 |
SECURITY SPECIALIST |
NE4 |
3549 |
5323 |
3313 |
AIRPORT POLICE DETECTIVE |
NE6 |
4294 |
6441 |
3314 |
SUPERVISOR OF SECURITY |
NE6 |
4294 |
6441 |
3315 |
MANAGER OF SECURITY |
EX4 |
5794 |
8833 |
3316 |
AIRPORT POLICE CHIEF |
EX6 |
7268 |
10902 |
3400 |
PARK RANGER |
NE5 |
3904 |
5856 |
3401 |
SENIOR PARK RANGER |
NE6 |
4294 |
6441 |
3402 |
PARK RANGER SUPERVISOR |
NE7 |
4724 |
7085 |
3403 |
PARK RANGER MANAGER |
EX6 |
7268 |
10902 |
3503 |
TOW SERVICE COORDINATOR |
NE3 |
3226 |
5094 |
3615 |
CONSTRUCTION CODE INSPECTOR SUPERVISOR |
EX3 |
5173 |
7759 |
3700U |
DIRECTOR OF HOUSING & COMMUNITY DEVELOPMENT |
|
12389 |
19147 |
U = Unclassified positions
(2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees:
Class Code |
Class Title |
Pay Grade |
Hourly Minimum |
Hourly Maximum |
(3XXX) PUBLIC SAFETY AND INSPECTIONAL |
3214 |
SPECIAL INVESTIGATOR |
L-6 |
22.61 |
34.48 |
3312 |
AIRPORT SECURITY DISPATCHER |
L-4 |
19.27 |
29.39 |
3608 |
SENIOR CONSTRUCTION CODE INSPECTOR |
L-8 |
26.10 |
39.82 |
3629 |
CONSTRUCTION CODE INSPECTOR |
L-7 |
23.98 |
36.60 |
(3) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 42-International Association of Fire Fighters:
Class Code |
Class Title |
Pay Grade |
Hourly Minimum |
Hourly Maximum |
(3XXX) PUBLIC SAFETY AND INSPECTIONAL |
3004 |
FIREFIGHTER/PARAMEDIC APPRENTICE |
F-F |
17.33 |
33.73 |
3004 |
FIREFIGHTER/PARAMEDIC APPRENTICE |
FFA |
21.45 |
41.74 |
3005 |
FIREFIGHTER |
F-F |
17.33 |
33.73 |
3005 |
FIREFIGHTER |
FFA |
21.45 |
41.74 |
3007 |
FIRE CAPTAIN |
F-4 |
32.61 |
36.14 |
3007 |
FIRE CAPTAIN |
F4A |
40.35 |
44.73 |
3010 |
FIREFIGHTER/EMT B |
F-F |
17.33 |
33.73 |
3010 |
FIREFIGHTER/EMT B |
FFA |
21.45 |
41.74 |
3011 |
FIREFIGHTER/PARAMEDIC |
FFM |
28.81 |
35.41 |
3011 |
FIREFIGHTER/PARAMEDIC |
FMA |
35.65 |
43.82 |
3012 |
COMMUNICATIONS SUPERVISOR |
F4A |
40.35 |
44.73 |
3014 |
FIRE INVESTIGATOR |
F4A |
40.35 |
44.73 |
3015 |
FIRE PREVENTION INSPECTOR |
F-1 |
20.11 |
39.56 |
3018 |
FIRE EDUCATION SPECIALIST |
FFA |
21.45 |
41.74 |
3020 |
COMMUNICATION SPECIALIST |
F-1 |
20.11 |
39.56 |
3032 |
EMERGENCY SUPPLY TECHNICIAN |
F-6 |
15.68 |
22.82 |
3035 |
EMERGENCY RESPONSE VEHICLE TECHNICIAN |
F-10 |
27.06 |
36.47 |
3036 |
EMERGENCY MEDICAL TECHNICIAN |
F-7 |
19.25 |
30.86 |
3037 |
PARAMEDIC |
F-9 |
23.69 |
35.23 |
(4) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 3808-International Association of Fire Fighters:
Class Code |
Class Title |
Pay Grade |
Hourly Minimum |
Hourly Maximum |
(3XXX) PUBLIC SAFETY AND INSPECTIONAL |
3013 |
HAZMAT CHEMICAL ANALYST |
FM-3 |
54.47 |
61.42 |
3023 |
BATTALION CHIEF |
FM-3 |
54.47 |
61.42 |
3023 |
BATTALION CHIEF |
F3M |
44.10 |
49.63 |
3024 |
EMERGENCY SERVICES FLEET MANAGER |
FM-3 |
54.47 |
61.42 |
3025 |
COMMUNICATIONS MANAGER/TECHNICAL |
FM-3 |
54.47 |
61.42 |
3026 |
EMERGENCY SERVICES FLEET SUPERVISOR |
FM-2 |
53.47 |
60.17 |
3027 |
LOGISTICS SUPERVISOR |
FM-3 |
54.47 |
61.42 |
3038 |
ASSISTANT DIVISION CHIEF |
FM-2 |
53.47 |
61.42 |
3039 |
DIVISION CHIEF |
FM-3 |
54.47 |
61.42 |
3039 |
DIVISION CHIEF |
F3M |
44.10 |
49.63 |
Sec. 2-1079. Salary schedules for occupational group classified as health, welfare,
and recreation, with class code, class title, and pay grade therein.
The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein:
(1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group:
CLASS |
CLASS TITLE |
PAY |
MONTHLY |
MONTHLY |
CODE |
|
GRADE |
MINIMUM |
MAXIMUM |
(4XXX) HEALTH, WELFARE AND RECREATION |
4004 |
ASSISTANT LABORATORY MANAGER |
EX3 |
5173 |
7759 |
4009 |
CHEMIST |
NE6 |
4294 |
6441 |
4015 |
MANAGER OF LABORATORY SERVICES |
EX4 |
5794 |
8833 |
4016 |
SENIOR ENVIRONMENTAL INSPECTOR |
NE4 |
3549 |
5323 |
4018 |
PUBLIC HEALTH STATISTICIAN |
EX3 |
5173 |
7759 |
4022 |
COMMUNITY ENGAGEMENT SUPERVISOR |
NE7 |
4724 |
7085 |
4023 |
COMMUNITY ENGAGEMENT MANAGER |
EX3 |
5173 |
7759 |
4026 |
PUBLIC HEALTH EMERGENCY RESPONSE PLANNER |
EX3 |
5173 |
7759 |
4027 |
EPIDEMIOLOGIST SPECIALIST |
EX3 |
5173 |
7759 |
4031 |
EPIDEMIOLOGIST |
EX4 |
5794 |
8833 |
4032 |
PUBLIC HEALTH NURSE SUPERVISOR |
NE9 |
5612 |
8417 |
4033 |
NURSE PRACTITIONER |
EX5 |
6489 |
9734 |
4034 |
SENIOR CHEMIST |
NE8 |
5196 |
7794 |
4036 |
ASST. TO EMS MEDICAL DIRECTOR |
EX4 |
5794 |
8833 |
4039 |
PUBLIC HEALTH SPECIALIST II |
NE6 |
4294 |
6441 |
4040 |
PUBLIC HEALTH SPECIALIST III |
EX2 |
4619 |
6928 |
4043 |
PUBLIC HEALTH MANAGER |
EX5 |
6489 |
9734 |
4044 |
PUBLIC HEALTH SPECIALIST IV |
EX3 |
5173 |
7759 |
4045U |
SENIOR PUBLIC HEALTH MANAGER |
|
7268 |
10902 |
4049 |
ENVIRONMENTAL OFFICER |
NE6 |
4294 |
6441 |
4053 |
SENIOR ENVIRONMENTAL OFFICER |
EX3 |
5173 |
7759 |
4052 |
ENVIRONMENTAL MANAGER |
EX4 |
5794 |
8833 |
4054 |
VIOLENCE PREVENTION SUPERVISOR |
NE3 |
3226 |
5094 |
4055 |
VIOLENCE PREVENTION MANAGER |
NE5 |
3904 |
5856 |
4100U |
DIRECTOR OF HEALTH |
|
12389 |
19147 |
4107 |
SOCIAL SERVICE SUPERVISOR |
EX3 |
5173 |
7759 |
4111 |
CIVIL RIGHTS SPECIALIST |
NE7 |
4724 |
7085 |
4112 |
SENIOR CIVIL RIGHTS SPECIALIST |
EX3 |
5173 |
7759 |
4113 |
CIVIL RIGHTS MANAGER |
EX4 |
5794 |
8833 |
4117 |
SENIOR SOCIAL SERVICE WORKER |
NE4 |
3549 |
5323 |
4118 |
NEIGHBORHOOD DEVELOPMENT SPECIALIST |
NE4 |
3549 |
5323 |
4125 |
CORRECTIONAL SUPERVISOR |
NE5 |
3904 |
5856 |
4127 |
NHS PROGRAM SPECIALIST |
NE5 |
3904 |
5856 |
4128 |
NHS SENIOR PROGRAM SPECIALIST |
EX3 |
5173 |
7759 |
4130 |
PROBATION OFFICER I |
NE4 |
3549 |
5323 |
4131 |
PROBATION OFFICER II |
EX2 |
4619 |
6928 |
4136 |
ADMINISTRATOR OF CORRECTIONS |
EX4 |
5794 |
8833 |
4137 |
DEPUTY COURT ADMINISTRATOR |
EX6 |
7268 |
10902 |
4144U |
DIRECTOR OF CIVIL RIGHTS & EQUAL OPP |
|
12389 |
19147 |
|
4150U |
DIRECTOR OF NEIGHBORHOOD/COMM. SERV. |
|
12389 |
19147 |
|
4216 |
RECREATION DIRECTOR |
NE4 |
3549 |
5323 |
|
4217 |
SENIOR RECREATION DIRECTOR |
NE7 |
4724 |
7085 |
|
4218 |
SUPERVISOR OF RECREATION |
EX3 |
5173 |
7759 |
|
4219 |
MANAGER OF RECREATION |
EX4 |
5794 |
8833 |
(2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees.
CLASS |
CLASS TITLE |
PAY |
HOURLY |
HOURLY |
CODE |
|
GRADE |
MINIMUM |
MAXIMUM |
(4XXX) HEALTH, WELFARE, AND RECREATION |
4014 |
ENVIRONMENTAL INSPECTOR |
L-4 |
19.27 |
29.39 |
4017 |
COMMUNITY ENGAGEMENT OFFICER |
L-6 |
22.61 |
34.38 |
4019 |
MEDICAL ASSISTANT |
L-2 |
17.35 |
26.47 |
4021 |
COMMUNITY ENGAGEMENT SPECIALIST |
L-7 |
23.98 |
36.60 |
|
|
|
|
|
4035 |
PUBLIC HEALTH NURSE |
L-8 |
28.96 |
44.16 |
4041 |
PUBLIC HEALTH SPECIALIST |
L-6 |
22.61 |
34.38 |
4042 |
PUBLIC HEALTH SPECIALIST TRAINEE |
L-2 |
17.35 |
26.47 |
4046 |
LICENSED PRACTICAL NURSE |
L-5 |
20.10 |
30.64 |
4116 |
SOCIAL SERVICE WORKER |
L-3 |
18.37 |
28.01 |
4119 |
CORRECTIONAL OFFICER |
L-4 |
19.27 |
29.39 |
4122 |
SENIOR CORRECTIONAL OFFICER |
L-5 |
20.10 |
30.64 |
4124 |
HOUSING REHAB SPECIALIST |
L-7 |
23.98 |
36.60 |
4203 |
RECREATION LEADER |
L-1 |
16.12 |
24.58 |
4204 |
LIFEGUARD |
L-1 |
16.12 |
24.58 |
4209 |
RECREATION SPECIALIST |
L-2 |
17.35 |
26.47 |
Sec. 2-1080. Salary schedules for occupational group classified as labor, labor supervision,
and trades, with class code, class title, and pay grade therein.
The following schedules are hereby adopted as the salary schedules for the following classes of positions as set out below by class code number, class title, and pay grade therein:
(1) For those classes of positions within the managerial, professional, supervisory, and/or confidential group:
CLASS |
CLASS TITLE |
PAY |
MONTHLY |
MONTHLY |
CODE |
|
GRADE |
MINIMUM |
MAXIMUM |
(5XXX) LABOR AND LABOR SUPERVISION |
5115 |
GENERAL SUPERVISOR |
NE6 |
4294 |
6441 |
|
5118 |
AREA SUPERINTENDENT |
EX4 |
5794 |
8833 |
|
5211 |
MAINTENANCE SUPERVISOR |
NE8 |
5196 |
7794 |
|
5215 |
MAINTENANCE SUPERINTENDENT |
EX4 |
5794 |
8833 |
|
5216 |
FACILITIES OPERATIONS MANAGER |
EX5 |
6489 |
9734 |
|
5221 |
SENIOR ELECTRONICS TECHNICIAN |
NE7 |
4724 |
7085 |
|
5235 |
FLEET SUPERVISOR |
NE8 |
5196 |
7794 |
|
5236 |
FLEET OPERATIONS MANAGER |
EX4 |
5794 |
8833 |
|
5240 |
FLEET ASSET SUPERINTENDENT |
EX6 |
7268 |
10902 |
|
5263 |
ELECTRICAL MAINTENANCE SUPERVISOR |
NE8 |
5196 |
7794 |
|
5297 |
BUILDING MAINTENANCE SUPERVISOR |
NE6 |
4294 |
6441 |
|
5310 |
CDL TRAINER |
NE6 |
4294 |
6441 |
|
5315 |
TRANSPORTATION SUPERVISOR |
NE5 |
3904 |
5856 |
|
5427 |
CHIEF PLANT OPERATOR |
NE8 |
5196 |
7794 |
|
5430 |
TREATMENT PLANT SUPERINTENDENT |
EX3 |
5173 |
7759 |
|
5431 |
UTILITY SUPERVISOR |
NE7 |
4724 |
7085 |
|
5432 |
UTILITY SUPERINTENDENT |
EX6 |
7268 |
10902 |
|
5730 |
FORESTER |
NE7 |
4724 |
7085 |
|
5731 |
CITY FORESTER |
EX4 |
5794 |
8833 |
|
5752 |
HISTORICAL ARCHIVIST |
NE6 |
4294 |
6441 |
(2) For those classes of positions covered by the provisions of the memorandum of understanding between the city and Local 500-American Federation of State, County, and Municipal Employees:
|
CLASS |
CLASS TITLE |
PAY |
HOURLY |
HOURLY |
|
CODE |
|
GRADE |
MINIMUM |
MAXIMUM |
|
(5XXX) LABOR AND TRADES |
|
5105 |
SEASONAL WORKER |
L-1 |
16.12 |
24.58 |
|
5108 |
MAINTENANCE WORKER |
L-4 |
19.27 |
29.39 |
|
5111 |
LABOR LEADER |
L-6 |
22.61 |
34.38 |
|
5204 |
MAINTENANCE REPAIRER |
L-5 |
20.10 |
30.64 |
|
5210 |
MAINTENANCE MECHANIC |
L-6 |
22.61 |
34.38 |
|
5220 |
ELECTRONICS TECHNICIAN |
L-6 |
22.61 |
34.38 |
|
5224 |
FLEET MAINTENANCE TECHNICIAN |
L-6 |
22.61 |
34.38 |
|
5229 |
BODY REPAIRER |
L-7 |
23.98 |
36.60 |
|
5230 |
SENIOR FLEET MAINTENANCE TECHNICIAN |
L-7 |
23.98 |
36.60 |
|
5233 |
FUEL TELEMATICS TECHNICIAN |
L-8 |
26.10 |
39.82 |
|
5260 |
MAINTENANCE ELECTRICIAN |
L-8 |
26.10 |
39.82 |
|
5268 |
VIDEOGRAPHER |
L-7 |
23.98 |
36.60 |
|
5286 |
CRAFTS PERSON |
L-6 |
22.61 |
34.38 |
|
5294 |
BUILDING MAINTENANCE WORKER |
L-3 |
18.37 |
28.01 |
|
5302 |
BUS OPERATOR TRAINEE |
L-1 |
16.12 |
24.58 |
|
5304 |
EQUIPMENT OPERATOR |
L-5 |
20.10 |
30.64 |
|
5308 |
SENIOR EQUIPMENT OPERATOR |
L-6 |
22.61 |
34.38 |
|
5309 |
BUS OPERATOR |
L-3 |
18.37 |
28.01 |
|
5404 |
METER READER |
L-4 |
19.27 |
29.39 |
5415 |
WATER SERVICER |
L-6 |
22.61 |
34.38 |
5416 |
WATER SERVICER INSPECTOR |
L-7 |
23.98 |
36.60 |
5421 |
UTILITY WORKER |
L-4 |
19.27 |
29.39 |
5422 |
PLANT OPERATOR |
L-6 |
22.61 |
34.38 |
5424 |
UTILITY REPAIRER |
L-5 |
20.10 |
30.64 |
5426 |
SENIOR PLANT OPERATOR |
L-7 |
23.98 |
36.60 |
5428 |
UTILITY CREW LEADER |
L-7 |
23.98 |
36.60 |
5429 |
UTILITY SPECIALIST |
L-6 |
22.61 |
34.38 |
5507 |
SECURITY OFFICER |
L-3 |
18.37 |
28.01 |
5544 |
FACILITIES ATTENDANT |
L-2 |
17.35 |
26.47 |
5548 |
SENIOR FACILITIES ATTENDANT |
L-3 |
18.37 |
28.01 |
5605 |
CONCESSION CLERK |
L-1 |
16.12 |
24.58 |
5724 |
FORESTRY TECHNICIAN |
L-5 |
20.10 |
30.64 |
5727 |
SENIOR FORESTRY TECHNICIAN |
L-6 |
22.61 |
34.38 |
U= Unclassified position.
Sec. 2-1086. Interpretation and application of compensation plan.
(a) Rates. All rates prescribed in the grades of pay for city officers and employees represent the total remuneration, including pay in every form authorized for full-time employment except as otherwise set forth in this section. Where employment in a position is on a part-time basis, that is, where the week’s work is less than an ordinary workweek or where the day’s work on a continuing basis consists of less than the ordinary number of working hours of an ordinary working day, such service shall be compensated on the basis of the equivalent hourly rate for full-time employment.
(b) Equivalent compensation. It shall be permissible, in the interest of the service, to pay equivalent compensation on any other time basis than that specified in the salary range; provided that, in determining the equivalent rate on a different time basis, the relative earnings for full-time employment during a given period of time shall be taken as determining equivalency.
(c) Minimum and maximum rates. Under each salary schedule there is set forth a minimum and maximum salary rate. Advancement to the maximum rate for the class shall be made on the basis of an annual evaluation report and efficiency. However, the director of human resources has the authority to approve pay bands within a pay range as requested by directors that have department specific job classifications. The director of human resources shall set the minimum and maximum salary rate of each pay band. Movement between the pay bands will be based on meeting the specific departmental criteria.
(d) Beginning salary. Original appointment above the minimum salary rate for a class may be made upon the approval of the department director and must be requested, reviewed, and approved by the director of human resources prior to the job offer, subject to the following conditions:
(1) The applicant must exceed the educational and experience requirements for the position as set out in the official class specifications.
(2) The department is responsible for ensuring internal equity within that job class and among other relevant job classes and complying with applicable employment laws.
(3) If the applicant, chosen by the department director, is requested to be hired between twenty-five (25) percent and up to forty-nine (49) percent of the pay range for a class, the department director shall refer the applicant to the director of human resources for a determination.
(4) If the applicant, chosen by the department director, is hired at a percentage fifty (50) percent or greater, the department director shall refer the application to the human resources committee for a determination.
(5) When any former employee is considered for reemployment in a class in which he was previously employed, the department director may authorize an appointment above the minimum salary rate of pay for the class subject to the conditions set forth in this subsection.
(6) The department director and the director of human resources shall keep a record of all cases of employment above the minimum rate.
(e) Salary advancements. If funds are available, salary increases within the appropriate pay grade may be given on an employee’s pay anniversary date if the employee has received a "met overall expectations" or higher evaluation rating on the last annual employee appraisal report.
(1) Classified employees considered non-exempt under the Fair Labor Standards Act and covered by the collective bargaining agreement with Local Union 500, AFSCME AFL-CIO, who receive an overall performance appraisal mark of at least a "Meets Expectations" on their annual employee appraisal report shall receive an increase in accordance with the collective bargaining agreement in effect at the time, in addition to any other pay agreements in effect.
(2) Classified employees considered non-exempt under the Fair Labor Standards Act who receive at least a "meets expectations" overall rating on their employee appraisal report shall receive an increase within their salary schedule as determined by the pay provisions in effect at that time or as determined by the City Manager. Employees who are at the maximum of their salary schedule when they receive their annual performance appraisal shall be eligible for a one-time cash payment commensurate to the percent of the base pay increase that they would have been eligible for on their annual performance appraisal had they not been at the maximum of the pay grade.
(3) Classified employees considered exempt from certain overtime provisions of the Fair Labor Standards Act, except for fire management, who receive at least a "met overall expectations” evaluation rating on their annual appraisal report shall receive an increase within their salary schedule as determined by the pay provisions in effect at that time or as determined by the City Manager. Employees who are at the maximum of their salary schedule when they receive their annual performance appraisal shall be eligible for a one-time cash payment commensurate to the percent of the base pay increase that they would have been eligible for on their annual performance appraisal had they not been at the maximum of the pay grade.
(4) Unclassified employees who receive at least a "meets overall expectations" evaluation rating on their employee appraisal report shall receive an increase within their salary schedule as determined by the pay provisions in effect at that time or as determined by the city manager. Employees who are at the maximum of their salary schedule when they receive their annual performance appraisal shall be eligible for a one-time cash payment commensurate to the percent of the base pay increase that they would have been eligible for on their annual performance appraisal had they not been at the maximum of the pay grade.
(5) Classified employees considered non-exempt under the Fair Labor Standards Act and covered by collective bargaining agreement with Local Union 42, IAFF, and who receive an overall performance appraisal mark of at least a "Meets Expectations" on their annual employee appraisal report shall receive an increase in accordance with the collective bargaining agreement in effect at the time, in addition to any other pay agreements in effect
(6) Classified employees covered by the collective bargaining agreement with Local Union 3808, IAFF, and who receive an overall performance appraisal mark of at least "Meets Expectations" on their annual employee appraisal report shall receive an increase in accordance with the collective bargaining agreement in effect at the time, in addition to any other pay agreements in effect.
For employees considered non-exempt under the FLSA, an increase may be delayed not to exceed 90 calendar days from the pay anniversary date provided the department head furnishes justification for the action to the concerned employee and the human resources director. Employees considered exempt under FLSA receiving an evaluation rating "failed to meet overall expectations" on their annual employee appraisal report will not receive an increase for that year of service. Employees receiving two consecutive overall "failed to meet expectations" evaluation ratings will be recommended for termination.
Salary increases shall take effect on the employee’s pay anniversary date.
(f) Pay increases for exceptional service.
(1) Additional pay increases within the pay grade may be granted to recognize exceptional service rendered by employees considered non-exempt under FLSA of up to four (4) percent for those not covered under a collective bargaining agreement or for those employees covered under a collective bargaining agreement, the increase shall be made in accordance with the provisions of the CBA in effect. The department head concerned shall make increases for exceptional service only after written justification and documentation has been provided to the director of human resources.
(2) Each department shall prepare specific criteria for granting pay increases for exceptional service applicable to the department’s work. After completion of the initial probationary period all regular employees covered by the FLSA are eligible for consideration for a pay increase to recognize exceptional service rendered. A pay increase for exceptional service work shall not constitute a new pay anniversary date for the employee concerned. An employee may receive only one pay increase for exceptional service within the pay grade in any 12-month period from award.
(3) Pay increases for exceptional service may not exceed five percent of the total average number of regular employees eligible for exceptional services increases assigned to a department in any fiscal year, except that in a department with less than 10 employees covered by the FLSA not more than one exceptional service pay increase may be granted in any fiscal year.
(4) Department heads shall maintain appropriate records to demonstrate adherence with this subsection (f). Pay increases for exceptional service shall be funded out of existing departmental budgets.
(g) Payments by other agencies. In any case in which part of the compensation for services in a position, exclusive of overtime services, is paid by another department or division or an outside agency such as the county, the state or the federal government, or from a different fund or account, any such payments shall be deducted from the compensation of the employee concerned, to the end that the total compensation paid to any employee from all sources combined, for any period, shall not exceed the amount payable at the rate prescribed for the class of position to which the employee is certified and assigned.
(h) Salary rate upon promotion, transfer or demotion.
(1) Definition of promotion and demotion.
a. Promotion. When an employee moves from one position to a vacant position having a higher maximum rate.
b. Demotion. When an employee moves from one position to a vacant position having a lower maximum rate than the position previously vacated.
(2) In the case of promotion for those employee not covered under a CBA, the rate of pay of the promoted employee shall be increased by four (4) percent for each higher pay grade up to a maximum of three grades totaling 12 percent. Those who are within six months of their next pay anniversary date when promoted shall receive an additional two (2) percent increase.
(3) In the case of a promotion in which the employee moves from a non-exempt position to an exempt position, the rate of pay of the promoted employee shall be increased by eight (8) percent. Employees within six months of their next pay anniversary date when promoted shall receive an additional two (2) percent increase.
(4) In the case of a promotion in which the employee moves from a bargaining unit position to a management non-exempt position or vice versa, the rate of pay of the promoted employee shall be increased by eight (8) percent. Those employees promoting to a management non-exempt position within six months of their next pay anniversary date when promoted shall receive an additional two (2) percent increase.
(5) In the case of transfer, the employee’s pay rate will remain unchanged at the time of transfer.
(6) In the case of demotion, the rate of the demoted employee shall be reduced by four percent per grade for a maximum of three grades, totaling twelve (12) percent.
(7) In the case of demotion in which the employee moves from an exempt position to a non-exempt position, the rate of pay of the demoted employee shall be decreased by eight (8) percent.
(8) In the case of demotion in which the employee moves from a management non- exempt position to a bargaining unit position or vice versa, the rate of pay of the demoted employee shall be decreased by eight (8) percent.
(9) An employee who is demoted involuntarily due to misconduct or unsatisfactory performance shall not be eligible for promotion or a merit increase for a period of one year from the time of demotion.
(10) An employee who is demoted as a result of a reasonable job accommodation shall not have the rate of pay decreased unless the maximum of the new job classification is below the current salary. In such case, the employee will be moved to the maximum of the new pay range.
(11) In all cases, the new rate shall be at least the minimum and not more than the maximum of the new pay grade.
a. If the salary change does not place the employee on a step in a bargaining unit position, the employee will move to the next higher step except as specifically provided otherwise in this section.
(i) Salary rate upon promotion, transfer or demotion for employees covered under a Collective Bargaining Agreement. Promotions, demotions and transfers shall be made in accordance with the provisions of the CBA in effect.
(j) Part-time and temporary employment. Part-time or temporary employees shall be compensated on the basis of the equivalent hourly rate paid for full-time employment and shall be paid for only those hours which they actually work.
(k) Total remuneration. Any salary rate established for an officer or employee shall be the total remuneration for the officer or employee, not including reimbursement for official travel. Except as otherwise provided in this article, no officer or employee shall receive pay from the city in addition to the salary authorized under the schedules provided in the pay plan for services rendered by him, either in the discharge of his ordinary duties or any additional duties which may be imposed upon him or which he may undertake or volunteer to perform. Nothing contained in this subsection shall be deemed to prohibit payments to employees pursuant to section 2-981 or payments or awards to employees made pursuant to an approved safety incentive program of the city manager’s employee safety board, nor shall there be any prohibition to provide for the eligibility for a top performance executive bonus program or other incentive plans for managers as executed by the city manager. Upon attainment of goals/incentives, employees allocated to classes covered by the provisions of the work agreement between the city and Local 500-American Federation of State, County and Municipal Employees are eligible to receive bonus/incentive payments in accordance with the provisions of the work agreement in effect.
(l) Accelerated salary advancements. An increase in compensation rate, within the limits provided in the pay grade for a class, may be granted at any time by the city manager, following the completion of the employee’s initial probationary period. The city manager, in any given fiscal quarter, shall not grant accelerated salary increases for employees in the classified system in excess of $20,000.00, and they shall keep a record of the increases they have granted pursuant to this subsection.
(m) Incentive programs. The department director, with the approval of the human resources director, may establish incentive plans for performance and achievement levels. These plans may include monetary awards and salary increases.
(n) On-call pay. A department director, with the approval of the human resources director, may establish an on-call pay plan for situations that require employees to remain fit-for-duty and available to respond to emergency call-in situations in a timely manner for a period of 24 hours.
(o) Shift Differential-Classified non-exempt employees not covered under a CBA will receive the following shift differential:
(1) $1.10 per hour for shifts beginning between 2:00 p.m. through 8:59 p.m.
(2) $1.20 per hour for shifts beginning between 9:00 p.m. through 3:59 a.m.
(3) $1.75 per hour for working a weekend shift. A designated weekend shift is defined as any shift that starts on or after 2:00 p.m., on Friday, and continuing through any shift that starts on or before, but not after 8:59 p.m., on Sunday.
Sec. 2-1088. Overtime and compensatory time.
All overtime or arrangements for overtime work by city employees shall be approved in advance by the department head or designee. Any employee assigned to perform overtime work in excess of the applicable standard workday or standard workweek may be compensated as follows:
(1) Employees considered non-exempt under the Fair Labor Standards Act (FLSA) shall be paid for overtime work at the rate of time and one-half the straight hourly equivalent rate for the assigned position classification. Hours worked in excess of 16 in any work day will be compensated at twice the regularly assigned straight time hourly rate. Employees working a five-day, eight-hour schedule shall be compensated at a rate of two times their regularly assigned straight hourly rate on their seventh consecutive work day. Employees working a four-day, ten-hour schedule shall be compensated at a rate of two times their regularly assigned straight hourly rate on their sixth and seventh consecutive workday. Employees considered exempt under FLSA shall not be paid for overtime work and are not eligible to earn compensatory time.
a. Whenever an employee qualified for overtime is called back on an emergency to work after the employee's regular working hour and after the employee has left his last work site, the minimum overtime payment or the minimum compensatory time credit shall be for four hours of work at the rate of time and one-half.
b. Employees may be granted equivalent compensatory time off in lieu of cash compensation for overtime worked, subject to the following conditions:
1. Compensatory time may be earned and should be used during the fiscal year. Maximum accumulation of compensatory time is 240 hours, such accumulation being determined by multiplying the overtime hours worked by the appropriate factor or combination of factors until the 240-hour maximum is reached. The factor for time and one-half is 1½; the factor for double time is 2.
2. In that no cash payout of the accumulated compensatory time is intended, all scheduled use of the accumulated time will be completed within a reasonable period, not to exceed two years. Employees may use accumulated compensatory time within a reasonable period after request if such use does not unduly disrupt the operations of the city. While generally the choice of the use of accumulated compensatory time will be mutually agreed upon by the employee and the supervisor, in the event of a conflict, work schedule demands will prevail.
3. When an employee transfers from one department to another, any outstanding compensatory time balance will transfer to the new department, unless the employee transfers to a position that is covered by the collective bargaining agreement under IAFF Local Union 42.
4. When an employee moves from a non-exempt to exempt position, any outstanding compensatory time balance shall be paid out at the non-exempt pay rate.
5. When an employee separates from employment any unused time shall be paid out at the pay rate at the time of separation.
(2) Employees in the classified service considered exempt under FLSA in salary grades EX-1 to EX-8 may be granted a one-time cash payment of $400.00 for performing their duties under a declared emergency situation or situations that the city manager deems as immediately essential to the operation of city government. This provision will apply only when hours worked are in excess of 55 in a workweek and conditions do not allow the employee to take equivalent time off. The manager requesting the utilization of this policy must provide a written request documenting the necessity for the payment of the one-time cash payment to the exempt employee. Such payment shall be at the recommendation of the department head and will require the approval of the city manager.
(3) Employees allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 500-American Federation of State, County and Municipal Employees shall be compensated in accordance with the provisions of the agreement in effect.
(4) Employees allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 42-International Association of Fire Fighters shall be compensated in accordance with the provisions of the agreement in effect.
(5) Employee allocated to classes covered by the provisions of the collective bargaining agreement between the City and Local 3808-International Association of Fire Fighters shall be compensated in accordance with the provisions of the agreement in effect.
Sec. 2-1092. Temporary assignment to higher classification.
Any employee assigned temporarily to work in a regular position in a class with a higher maximum salary than his own shall be compensated as follows:
(1) Employees considered non-exempt under the Fair Labor Standards Act (FLSA) shall be compensated at the minimum rate established for the higher class or five percent, whichever is greater, for work performed for one workweek or in the higher class.
Employees exempt under FLSA who are assigned to pay grade EX-8 or below shall be compensated at the minimum rate established for the higher class or five percent, whichever is greater, for each two-week work period or more of work performed in the higher class.
The following conditions must be met to receive differential pay:
a. Any vacant position that requires an employee or employees to work in a higher classification for more than eight weeks will require review and approval by the human resources director. Where practicable, approval should be received prior to the commencement of the assignment.
b. Where more than one employee is qualified to perform the work of the higher classification, the city strongly encourages the appointing authority to rotate the assignment among all employees considered eligible, where feasible.
c. The employee who is temporarily assigned to serve and actually serves in a higher level position must be fully qualified to perform and must actually perform the full range of duties of the higher level position in order to be eligible for the additional compensation provided for in this subsection.
d. No employee shall be assigned to a higher level position entitling the employee to differential pay without the prior approval of the department director or designee.
e. In order for an employee to receive additional compensation, an appropriate higher level position must be vacant in the work unit, and the employee must meet the minimum qualifications for the higher level position.
(2) Employees allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 500-American Federation of State, County and Municipal Employees shall be compensated in accordance with the provisions of the agreement in effect.
(3) Employees allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 42-International Association of Fire Fighters shall be compensated in accordance with the provisions of the agreement in effect.
(4) Employee allocated to classes covered by the provisions of the collective bargaining agreement between the city and Local 3808-International Association of Fire Fighters shall be compensated in accordance with the provisions of the agreement in effect.
Sec. 2-1099. Vacation leave.
(a) Generally.
(1) Amount.
a. Vacation leave for all full-time regular employees in the classified or unclassified service, except employees specifically covered elsewhere in this section, allocated to classes within the managerial, professional, supervisory or confidential group shall receive vacation leave annually as follows:
After 6 months of service |
40 hours |
After 1 year of service |
80 hours |
After 5 years of service |
120 hours |
After 10 years of service |
136 hours |
After 15 years of service |
160 hours |
After 20 years of service |
184 hours |
b. Employees in a department director, assistant city manager, city clerk or city auditor classification shall receive vacation leave annually as follows:
After 6 months of service |
120 hours |
After 5 years of service |
160 hours |
After 10 years of service |
216 hours |
After 15 years of service |
240 hours |
c. A regular employee appointed to the classified or unclassified service on or prior to the fifteenth day of the month shall receive vacation leave credit beginning on the first day of that month; such employee appointed to the classified or unclassified service subsequent to the fifteenth day of the month shall receive vacation leave credit beginning on the first day of the succeeding month.
d. An employee who is compensated for 41 hours or more in a pay period will be credited with the proportionate amount for the pay period.
e. A full-time contract employee appointed as a full-time regular employee after June 1, 2002, who has been a resident of Kansas City, Missouri and a full-time contract employee for at least five consecutive years immediately preceding appointment and whose contracts during such period provided vacation leave for the employee:
1. Shall be credited with five years of services for purposes of calculating annual vacation leave under this section;
2. Shall not be considered a new employee for purposes of subsection (a)(2) of this section; and
3. Shall be credited with any vacation leave credited and unused as a contract employee.
(2) New employees; scheduling. No annual leave may be taken by an employee until the employee has been in the service of the city continuously for a period of six full months. Each department head shall keep records of vacation leave credit and use, and shall schedule vacation leaves with particular regard to the seniority of employees, to accord with operating requirements, and insofar as possible with the requests of employees.
(3) Accrual. Employees with less than 15 years of service may accrue vacation leave to a maximum of twice the amount earned in a year. Employees with 15 consecutive years or more of service may accrue vacation leave to a maximum of two and half times the amount earned in a year. Employees who are in the job class of budget officer, deputy city attorney, deputy director, deputy director of aviation or deputy director of water services and who have 20 consecutive years or more of service may accrue vacation leave to a maximum of 600 hours.
(4) Terminal leave. Any employee leaving municipal service shall be compensated for vacation leave credited and unused at the employee's regular rate of pay. In calculating such compensation, the city shall not include any extraordinary pay, shift differentials, special duty pay, overtime, or any other additional pay.
(5) Holidays occurring during vacation period. Any official holiday as set forth in this article that shall occur during an employee's scheduled vacation period shall not be counted as a day of vacation.
(6) Extra free paid leave days. Each full-time employee in the classified and unclassified service shall receive, in addition to the employee's regular vacation leave credit provided for in this section, two additional days of paid leave, which may be taken at the employee's option, with the approval of the employee's department head. Free days shall be available immediately upon the start of employment. Free days must be taken within the calendar year they are made available. Any unused free day shall not be paid out upon an employee's separation.
(7) Kansas City Corporate Challenge competition. Employees participating in the city's official Kansas City Corporate Challenge competition shall earn an extra free paid leave day upon meeting the following criteria:
a. Receiving a medal for first, second or third place in an officially sponsored Kansas City Corporate Challenge event or
b. Representing the city in at least two officially sponsored Kansas City Corporate Challenge events (i.e. in competition, as an event coordinator, or as an assigned volunteer).
c. The free day must be taken during the fiscal year in which it was earned and cannot be accumulated. If an employee fails to use the free day prior to the end of the fiscal year the free day shall be forfeited. An unused free day shall not be paid out upon an employee's separation.
(8) City manager. The city manager shall be entitled to annual leave of six full five-day workweeks.
(b) Local 500-AFSCME. Employees allocated to classes covered by the provisions of the work agreement between the city and Local 500-American Federation of State, County and Municipal Employees shall receive vacation leave in accordance with the provisions of the work agreement in effect.
(c) Local 42-IAFF. Employees allocated to classes covered by the provisions of the work agreement between the city and Local 42-International Association of Fire Fighters shall receive vacation leave in accordance with the provisions of the work agreement in effect.
(d) Local 3808-IAFF. Employees allocated to classes covered by the provisions of the work agreement between the city and Local 3808-International Association of Fire Fighters shall receive vacation leave in accordance with the provisions of the work agreement in effect.
(e) Waiving vacation. As vacation leave is granted to employees for a period of recreation, no employee shall be ordinarily permitted to waive such leave for the purpose of receiving double pay, excepting, however, that employees in management non-exempt job classifications with five years or more of service, and having at least four weeks of accumulated vacation, may cash in 40 hours of vacation per year. The number of employees who may exercise this option during any pay period is limited to five percent of the M-class department employees.
(f) Prerequisites for usage. Generally, vacation time must be earned and recorded prior to usage.
end
______________________________________________________
I hereby certify that there is a balance, otherwise unencumbered, to the credit of the appropriation to which the foregoing expenditure is to be charged, and a cash balance, otherwise unencumbered, in the treasury, to the credit of the fund from which payment is to be made, each sufficient to meet the obligation hereby incurred.
___________________________________
Tammy L. Queen
Director of Finance
Approved as to form:
___________________________________
Katherine Chandler
Senior Associate City Attorney
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