Res 1389 - Salary St Mgmt-Non U
COUNCIL BILL NO. 1761
RESOLUTION NO. 1389
A RESOLUTION ADOPTING A COMPETENCY/MERIT SALARY STRUCTURE FOR
MANAGEMENT AND NON-UNION EMPLOYEES; AUTHORIZING PLACEMENT OF
INDIVIDUAL EMPLOYEES ON THE SALARY STRUCTURE; ESTABLISHING RULES OF
IMPLEMENTATION; AND REPEALING RESOLUTION NO. 1081.
WHEREAS, the City Council is obligated per Section 11 of the Woodburn City
Charter to establish compensation for each City officer and employee, and
WHEREAS, the City Council desires to see that City officers and employees are
compensated fairly and equitably, and
WHEREAS, the City has engaged the services of a consulting firm, PC
Northwest, Inc., to review the City's total compensation package for its management
and non-union employees, and
WHEREAS, PC Northwest, Inc. has presented its report, findings and
recommendations, and
WHEREAS, the City's Fiscal Year 1996-97 budget was prepared in a manner
to anticipate compensation adjustments that might be deemed necessary; NOW
THEREFORE,
THE CITY OF WOODBURN RESOLVES AS FOLLOWS:
Section 1. That the Competency/Merit Salary Structure for all management/non
union employees attached hereto as attachment" A" is hereby adopted.
Section 2. That the placement of individual employees on the
Competency/Merit Salary Structure is hereby authorized as specified in attachment
"B".
Section 3. That the Rules of Implementation for the Competency/Merit Salary
Structure attached hereto as attachment "C" are hereby adopted.
Section 4. That the adjustments listed in Sections 1 through 3 above are
retroactive to November 1, 1996.
Page 1 -
COUNCIL BILL NO. 1761
RESOLUTION NO. 1389
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Section 5. That when any future across-the-board COLA increases are
implemented, all steps and range limits contained in the Competency/Merit Salary
Structure shall be increased accordingly.
Section 6. That the City shall contribute an amount equal to 2% of salary to
applicable employee deferred compensation accounts provided that each employee
contributes an equal or greater share. .
Section 7. That all other existing management/non-union benefits shall
continue unchanged.
Section 8. That to the extent that any of this Resolution is in conflict with the
City's Personnel Manual, the Personnel Manual shall be amended to conform to this
Resolution. The City Administrator is directed to take whatever steps are necessary
to assure conformance.
Section 9. That Resolution No. 1081 is hereby repealed.
Approved as to form:
City Attorney
Date
APPROVED:
Passed by the Council
November 13, 1996
Submitted to the Mayor
November 14, 1996
Approved by the Mayor
November 14, 1996
Filed in the Office of the Recorder
/f) ---r-- - f-
ATTEST: ~~
Mary ennant, City Recorder
City of Woodburn, Oregon
November 14, 1996
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COUNCIL BILL NO. 1761
RESOLUTION NO. 1389
"ATTACHMENT C"
Competency/Merit Salarv Structure
Rules of Implementation
(November 1996)
1. The City Administrator shall take necessary action to ensure the development of
suitable performance standards and evaluation criteria for use with this salary
structure.
2. No salary increases from Competency Steps into the Merit Range shall be granted
until performance standards are implemented and, in no case, shall there be any such
increase prior to July 1, 1997.
3. With the exception of a one-time-only review during the July, 1997 pay period,
salary increases from Competency Step "C" into the Merit Range shall only occur on
the employee's established anniversary date.
4. No initial increase from Competency Step "C" into the Merit Range may exceed
a 5 % increase in base salary.
5. An employee hired at the beginning level of the Entry Range may be considered
for advancement to the upper end of the Entry Range upon completion of 6 months
in the position, followed by a one-year period before consideration of advancement
to Competency Step .. A .. .
6. An employee hired at any other level of the Entry Range may be considered for
advancement to Competency Step "A" upon completion of one full year of service.
7. The minimum period for consideration of advancement between Competency
Steps shall be one full year of service.
8. Effective June 30, 1997, the existing "performance bonus" system shall be
eliminated.
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IIAT'fAeI=lMENT BII
ProDosed EmDlovee Placements
(Based on Modified ComDetencv/Merit SalarY structure)
Administrative Secretary (NM)
Administrative Secretary (SP)
Aquatic Center Manager
Aquatic Program Manager*
Asst. Aquatics Manager
Asst'. City Engineer
Asst. WWTP superintendent
Building Official
Chief of police
city Recorder
Code Enforcement Officer
Community Development Dir.
Executive Secretary
Finance Director
Library Director
Parks superintendent
police Lieutenant (DE)
police Lieutenant (PN)
police sergeant (SR)
police sergeant (AD)
police sergeant (RA)
police sergeant (TT)
Public Wks. Program Mgr.
Public Works Director
Rec. & Parks Director
Recreation Coordinator I (TW)
Recreation Coordinator II (BS)
RSVP Program Coordinator
street superintendent
Water Superintendent
WWTP Plant Superintendent
· Position created since PCNW study
Grade 01
Grade 01
Grade 06
Grade 01
Grade 03
Grade 11
Grade 08
Grade 09
Grade 15
Grade 08
Grade 02
Grade 14
Grade 03
Grade 14
Grade 12
Grade 08
Grade 12
Grade 12
Grade 09
Grade 09
Grade 09
Grade 09
Grade 11
Grade 16
Grade 13
Grade 03
Grade 04
Grade 04
Grade 08
Grade 08
Grade 11
Competency Step B
Competency step C
Competency Step A
No Chg ./Entry Range
Competency step A
Competency Step C
Competency Step C
Competency Step C
competency Step C
Competency Step C
No Chg./Merit Range
Competency Step C
Competency Step C
Competency Step A
Competency Step C
Competency Step C
Competency Step C
competency Step C
No Chg ./C @ 7/1/97
competency Step C
Competency Step C
Competency Step C
Competency Step C
No Chg./Merit Range
Competency Step C
competency step C
Competency Step C
Competency Step A
Competency Step C
competency step C
Competency step C
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CITY OF WOODBURN
COMPETENCYIMERIT SYSTEM
SALARY STRUCTURE
Competency steps
Grade Entry Ranqe 'step A step B step C Merit Ranqe
1 2,019 - 2,120 2,226 2,337 2,454 2,515 - 2,641
2 2,120 - 2,226 2,337 2,454 2,577 2,641 - 2,773
3 2,225 - 2,336 2,453 2,576 2,705 2,772 - 2,911
4 2,337 - 2,454 2,577 2,705 2,841 2,912 - 3,057
5 2,454 - 2,577 2,706 2,841 2,983 3,057 - 3,210
6 2,576 - 2,705 2,840 2,982 3,131 3,209 - 3,370
7 2,705 - 2,840 2,982 3 , 131 3,288 3,370 - 3,539
8 2,840 - 2,982 3,131 3,288 3,452 3,538 - 3,715
9 2,982 - 3,131 3,288 3,452 3,625 3,715 - 3,901
10 3,131 - 3,288 3,452 3,625 3,806 3,901 - 4,096
11 3,288 - 3,452 3,625 3,806 3,997 4,096 - 4,301
12 3,452 - 3,625 3,806 3,996 4,196 4,301 - 4,516
13 3,625 - 3,806 3,997 4,196 4,406 4,516 - 4,742
14 3,806 - 3,996 4,196 4,406 4,626 4,742 - 4,979
15 3,997 - 4,197 4,407 4,627 4,858 4,980 - 5,229
16 4,196 - 4,406 4,626 4,857 5,100 5,228 - 5,489
"ATTACHMENT A"
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