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.
Sponsors: Director of Human Resources
Attachments: 1. Docket Memo -Year End Compensation Ordinance, 2. Ordinance, 3. 230311com, 4. Authenticated Ordinances 230311 CS

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