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Home My WebLink About7.f. 1994 Salary and Benefits for Non-Union Employees� . CITY OF ROSEMOUNT EXECUTIVE SZ]MMARY FOR ACTION CITY COUNCIL MEETING DATE: DECEMBER 21, 1993 AGENDA ITEM: NON-UNION FULL TIME STAFF SALARY AGENDA SECTION: AND BENEFITS FOR 1994 NEW BUSINESS PREPARED BY: RON WASMUND, AGENDA N��pA � INTERIM CITY ADMINISTRATOR �� ATTAC�IMENTS: MEMO AND RESOLUTION AP VED B This item requests council approval for nan-union full time staff salary and benefits for 1994 as outlined in memo from Ron Wasmund dated December 17, 1993 . RECONIl�IENDED ACTION: Motion to approve a RESOLUTION OUTLINING NON- UNION FULL TIME STAFF SALAR.Y AND BENEFITS FOR 1994, Resolution 1993 - . COUNCIL ACTION: MEMO TO: Mayor McMenomy Councilmembers Klassen, Staats, Willcox, Wippermann FROM: Ron Wasmund, Interim City Administrator �� DATE: December 17, 1993 RE: Non-Union Full Time Staff Salary and Benefits for 1994 I would like to take this opportunity to discuss with you and ask your approval for non-union full tune staff salary and benefit adjustments for 1994. As you are aware from actions taken by you at the last regular council meeting, all three union contracts have been settled for 1993 and 1994. That action leaves only the full time non-union employees (15) for adjustment consideration for 1994. It is my recommendation that non-union employees with position point values of 80 or below receive 2.5 percent salary adjustments and non-union employees with point values above 80 receive 2.25 percent salary adjustments for 1994. The usual and customary benefits would not change. With this proposal the assistant communiry center manager, building maintenance supervisor and economic development/personnel secretary would receive 2.5 percent. The remaining non-union personnel would receive 2.25 percent. This proposal is consistent with the point values and salary distribution in the union contracts. I feel it is appropriate to bring this to you at this time since the labor contracts with each union run through 1994. Any new plan that is developed will most likely wait until 1995 for implementation or we would have to reopen ea.ch of the contracts for salary placement in a new compensation system. Secondly, I think it is very important to involve the new city administrator in the development of a new compensation system. That person should be on board before our consultant begins work on a new system. The 1994 budget contains amounts consistent with my proposal to cover salary adjustments. I have had conversations with the city managers of Eagan, Hastings, South St. Paul, West St. Paul, Burnsville, Lakeville, and Northfield. Their adjustments being considered range from 2.2 percent in Northfield to 3 percent in Burnsville. Page 2 My proposal is consistent with the union contracts and below the Consumer Price Index of 3.9 percent for 1993. I encourage your support for this modest increase. I have attached a copy of the Resolution Outlining Non-Union Full Time Staff Salary and Benefits for 1994 for your approval. dw CITY OF ROSEMOUNT DAKOTA COUNTY, MINNESOTA RESOLUTION 1993 - A RESOLUTION OUTLINING NON-UNION FULL-TIME STAFF SALARY AND BENEFITS FOR 1994 WHEREAS, the City Council of the City of Rosemount has reviewed certain salary and benefit adjustments for the non-union full-time City staff; and WHEREAS, the Interim City Administrator has provided supporting information as to recommending salary and benefit adjustments for 1994; and WHEREAS, the City Council of the City of Rosemount feels it is appropriate to institute such recommended changes. NOW THEREFORE BE IT RESOLVED, that the salary ranges are to be set for all non-union positions as set out in Exhibit "A" to this resolution, and that the following benefit schedule be adopted for all non-union City staff and will become effective January 1 , 1994: A. Holidavs 1 . New Year's Day 7. Columbus Day 2. Martin Luther King Day 8. Veteran's Day 3. President's Day 9. Thanksgiving Day 4. Memorial Day 10. Friday following Thanksgiving 5. Independence Day 1 1 . Christmas Day 6. Labor Day B. Vacation: Vacation shall be earned by non-union full-time staff monthly per the following schedule, beginning January 1 , 1994: 1 st year of employment .67 day/month ( 8 days/yr) 2nd thru 3rd year of employment 1 day/month � (12 days/yr) 4th thru 10th year of employment 1 1/2 days/month (18 days/yr) 1 1 th thru 15th year of employment 1 3/4 days/month 121 days/yr) 16 and above years of employment 2 days/month (24 days/yr) Resolution 1993 - Page 2 C. Vacation Accrual: Full-time non-union City staff may accumulate vacation based Qn years of service to the maximum prescribed below. Payment in lieu of vacation accrued beyond the amount listed will not be considered. 0 thru 4 years of service 20 days (160 hours) 5 thru 10 years of service 25 days (200 hours� 1 1 and above years of service 30 days (240 hours) D. Compensatorv Time: Compensatory time for non-exempt employees may be accumulated for overtime worked at the rate of one and one-half times the hours worked in excess of 40 hours within a 7 day period or 8 hours in a day(24 hours). Compensatory time may accumulate to a maximum of 80 hours. Combined accumulation of compensatory time and vacation will not exceed vacation maximum ptus 40 hours. E. Sick Leave: Full-time non-union staff will earn sick leave at the rate of one day per month with no maximum accrual. Sick leave to be available for use as accrued. Buyout Provision: Employees accruing in excess of 60 days(480 hours) of si�k leave under this section may, on January 1 st only of each year, elect to "sell" those hours in excess of 480, to the City at a conversion rate equal to the percentage figures in Section "F" times the hours being "sold" times the employee's then base rate of pay. (Example: Employee John Doe, employed with the City 14 years has 640 hours of sick leave accumulated. His rate of pay is S 14.00/hr. He chooses to "sell" 100 hours. The calculation would be 100 x .45 x 14.00 = 630. This would leave him 540 hours of sick leave left. The 5630 would be added to his payroll check subject to all taxes, social security, etc.� F. Severance Pav: Full-time non-union staff will receive payment at the employee's rate at time of leaving, as prescribed below, when leaving the employ of the City in good standing. Vacation: Up to accrued amount Sick Leave: 1 thru 5 years of service - 15% of accumulated sick leave 6 thru 10 years of service - 30% of accumulated sick leave 1 1 thru 9 5 years of service - 45% of accumulated sick leave 16 years of service & above - 60% of accumulated sick leave Plus the following when the employee is leaving the employ of the City for retirement purposes: 5 thru 9 years of service 2 weeks pay 10 years of service and above 4 weeks pay Resolution 1993 - Page 3 G. LonqevitY: After 5 years of continuous service - 1 % of base After 8 years of continuous service - 2% of base After 12 years of continuous service - 3% of base After 16 years of continuous service - 4% of base H. Health Insurance: 100% of employee(single) coverage and 65% of the difference between single employee coverage and the total family coverage. I. Life Insurance: The City will pay the cost of: 1 . 510,000 Term Life Insurance (Minnesota Mutual Life) 2. Declining Value PERA Life Insurance Plan Any additional life insurance costs for optional plans available to the employee will be borne by the employee. J. Dental Insurance: The City will pay the cost of single coverage through a plan approved by the City. Employee pays any additional cost for employee or dependents. K. Education Reimbursement: The City will pay 100% of all costs of taking a class not to exceed 5750 a year for classes approved by Administration and successfully completed. The City will also pay 50% of costs above the initial 5750 for classes appraved by Administration and successfully completed. ADOPTED this 21 st day of December, 1993. E.B. McMenomy, Mayor ATTEST: Susan M. Walsh, City Clerk Motion by: Seconded by: Voted in favor: Voted Against: 01:37:50 PM LXIIIBI'I'A � 11/17/93 � 1993 1994 � MIDPOINT M[DPOIN'T 1.0250 ANNUAL. % ANNUAL 1.0225 A Range B Range C range ]OB TfTLE PTS RATE INC RAT'E •----_._�_-------------------------------------------------------___�_--- ----- -••-_�._--- - CITYADMINIS!'RA1'OR :118 : 60,77231 Z25% 62,139.69 53,276.11 56,080.12 59,031.70 59,03270 62,139.69 65,246.67 65,247.67 68,51405 71,935.56 PUBUC WORKS DIRECI'OR :102 : 50,885.04 225% 52,029.95 44,608.28 46,956.08 49,427.46 49,428.46 52,029.95 54,631.45 54,63245 57,364.07 60,73228 POLICECHIEF :101 : 50,38(1.66 225% 51,514.22 44,166.11 46,490.64 48,937.51 48,938.51 51,514.22 54,089.94 54,090.94 56,795.48 59,635.1b FINANCE DIRECI'OR :100 : 49,87G08 21S°b 50,99&29 43,723.76 46,025.01 48,447.38 48,44R38 50,998.29 53,548.21 53,549.21 56,226.67 59,03&00 D[RECfOR OF PARKS&RECREAT'ION : 99 : 49,311.37 225% 50,420.88 43,228.70 45,503.89 47,898.83 47,899.83 50,4?A.86 52,941.92 52,94292 55,590.07 58,369.57 DIRECTOR OF PL.ANNING : 99 : 49,311.37 225% 50,420.86 43,228.70 45,503.89 47,898.83 47,899.83 SQ41A.88 52,941.92 52,94292 55,590.07 5$369.57 COMMUNIT'YCENT'ERMANAGER : 99 : 49,311.37 215% 50,420.88 43,22R70 45,503.89 47,898.83 47,899.83 50,420.88 52,941.92 52,94292 55,590.07 5$369.57 CIT'P ENGINEER/ASSIST'AN'T P.W.DIRECTOR : 96 : 46,013.32 225% 47,04R62 40,337.41 47�460.43 44,695.19 44,696.19 47,048.62 49,401.05 49,40Z05 51,87215 54,465.76 ECONOM[CDEVEIAPMENTCOORDINATOR : 96 : 46,013.32 225% 47,OA&62 40,337.41 42,460.43 44,695.19 44,696.19 47,0�18.62 49,401.05 49,402.05 51,87215 54,465.76 POL[CE LIEU'I'ENANf : 96 : 46,013.32 21S°!o 47,048.62 40,337.41 42,460•43 44,695.19 44,696.19 47,04862 49,401.05 49,40205 51,87215 54,465.76 ADMINISTRATIVEASSISI'ANT : 94 : 43,206.72 22S% 44,178,87 37,87Q96 39,870.48 41,968.93 41,969.93 44,17&87 46,387.81 46,386.81 48,708.26 51,143.67 BUILDINGOFFICIAL : 94 : 43,206.72 225% 44,17687 37,876.96 39,870.48 41,968.93 41,969.93 44,17&87 46,387.81 46,388.81 48�708.7b 51,143.67 PARKSMAIN'TENANCESUPERV[SOR : 94 : 43,206.72 225% 44,178.87 37,87Q96 39,870.48 41,968.93 41,969.93 44,17R87 46,387.81 46,388.81 48�706.26 51,143.67 POLICESERGEANT : 94 : 43,206.72 225% 44,17&87 37,87G96 39,870.48 41,968.93 41,969.93 44,17&87 46,387.81 46,388.81 48,708.?b 51,143.67 PUBLICWORKSSUPERVISOR : 44 : 43,20G72 275% 44,17&87 37,876.96 39,870.48 41,968.93 41,969.93 44,178.87 46,387.81 46,386.81 48,70&26 51,143.67 ASSISfANT PARK&RECREAT'fON DIRECTOR : 80 : 35,09257 250% 35,969.88 30,83R78 32,461.87 34,170.39 34,171.39 35,969.88 37,768.38 37,76938 39,65Z85 41,640.74 ASSIS!'AlV1'COMMUNffYCE1VT'ERMANAGER : 80 : 35,09257 250%a 35,969.88 30,83&78 32,461.87 34,170.39 34,171.39 35,969.88 37,768.38 37,769.38 39,657.85 41,640.74 BUILDINGMAINTENANCESUPERVISOR : 75 : 31,86634 250% 33,68&00 28,86235 30,40247 32,002.60 37,003.60 33,686.00 35,37240 35,373.40 37,14207 38,999.17 ECONOMICDEVELOPMENT/PERSONNELSECRETARY : 60 : 27,845.98 250% 28,54213 24,47Q41 25,75&32 27,114.02 27,115.02 28,SA213 29,969.24 29,970.24 31,46&75 33,04L19 ,I