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4.8. SR 12-15-2003Item 4.8. MEMORANDUM TO: FROM: DATE: Mayor and City Council Pat Klaers, City Administrato~~ December 15, 2003 SUBJECT: Consider Resolution Adopting 2004 Pay Plan for Non-Organized Employees Attached for your review and consideration is the 2004 pay plan resolution for non-organized employees. This resolution is very similar to past pay plan resolutions. The pay plan calls for all ranges to increase by 3% on January 1, 2004. This is the wage increase which employees will receive. The resolution also provides a $15 per month, per employee increase in the city contribution to health insurance. Action on the insurance amount was taken by the City Council on November 17, 2003. Last year, the City Council acknowledged the establishment of a city Wellness Committee and Program and formally approved the benefits that the program was planning to offer to city employees. The benefits include a discount for employees who participate in wellness related recreation programs. This statement is now included within the pay resolution. Additionally, the city offered six hours of paid wellness training during the year and these one hour sessions took place approximately every other month. The wellness program was reasonably successful for its first year and it is recommend that the program continues for 2004. In this regard, the motion approving the pay plan should also acknowledge wellness training benefits as noted above. Please see the attached update memo on this topic from Recreation Manager Michele Bergh. It should also be noted that this resolution does not include any reference to the Building Inspectors pay. As the Council may recall, on January 28, 2002, a motion was approved to increase the Building Inspectors pay by $3,000. In most cases, this now means that the Inspectors are approximately $3,090 above top pay and that this amount will be increasing by 3%. Each year that this $3,000 amount above top pay increases by 3 percent, the potential pay equity compliance problem becomes greater. At this point, unless directed differently, the entire pay that the Building Inspectors receive in 2003 ~vill increase by 3% for 2004. This is consistent with the direction from the City Council last year. Staff is seeking Council direction as to the type of language (if any) it would like added to the pay resolution regarding the situation. Action Requested The City Council is requested to approve the resolution adopting the 2004 pay plan for non- organized employees and the wellness training benefits. S: \ Council\ Pat\ 2003 \pa3qolanresolution-nonorganized.doc RESOLUTION 03- A RESOLUTION OF THE CITY OF ELK RIVER A RESOLUTION ADOPTING THE 2004 PAY PLAN FOR NON-ORGANIZED EMPLOYEES BE IT RESOLVED, by the City Council of the City of Elk River that the attached Pay Plan be approved and adopted effective January 1, 2004. Passed and adopted by the City Council of the City of Elk River this 15th day of December, 2003. ATTEST: Stephanie I~inzing, Mayor Joan s. Schmidt, City Clerk S:XResolutions\2003 ResolutionsXUnapprovedXNonUnionCompPlan-doc CITY OF ELK RIVER 2004 COMPENSATION PLAN FOR NON-UNION EMPLOYEES PAY Pay Ranges 1. AH 2003 pay ranges will increase by three percent on January 1, 2004. 2. Waste Water Treatment Operators shall be paid as follows: License Step - A D B C C-D B E Once a license has been obtained, the employee shall immediately move to the loxvest step for that license. The employee may move up one step each July 1 until the highest step for that license has been reached. Building Permit Technicians must have a Building Permit Technician Certificate in order to move above Step B of their pay grade with the exception of Building Permit Technicians hired before January 1, 2003, who may move to Step D as long as they continue taking all Certification classes offered. Step Increases On July 1 all city employees receiving a fully competent rating on their performance review will move up one step in their pay range. All orientation period employees will receive increases as stated in the offer of employment letter. If no special provision was outlined in the offer of employment letter, the orientation period employee shah receive the f~rst step increase no earlier than six months following date of hire. Part-Time Liquor Clerks may move up one step after 90 days of employment. Part-Time Liquor Store Clerks will move up one step on their anniversary date based on competent performance. Part-Time Recreation employees will receive increases on June 1 based on competent performance. Part-Time Pay S:\Resolutions\2003 Resolutions\Unapproved\NonUnionCompPlan.doc Part-Time Ice Arena Workers shall be paid in accordance with the following schedule: Position Ice Arena Worker One Ice Arena Worker Two Ice Arena Worker Three Cashier Hourly Rate $8.00 - 8.75 $7.00 - 7.75 $6.50 - 7.25 $7.00 - 7.75 Employees will receive a $.50/hr. increase in pay for each additional year the employee works as an Ice Arena Worker up to a maximum of $2.00/hr. in additional pay. (i.e. maximum Ice Arena Worker One pay is $10.75 per hour.) Part-Time Firefighters shall be paid in accordance with the following schedule: Position Hourly Rate Probationary Firefighter $ 8.00 Firefighter $10.69 Captain $11.21 Assistant Chief $11.72 Additional Educational Incentive Pay shall be paid as approved by the City Council on October 27, 1997. Part-Time Pohce Reserves are required to serve in both a volunteer and a paid capacity. Pohce Reserves shall be paid $11.69 per hour for the hours that are to be paid as determined by the Police Chief. Part-Time Seasonal and Temporary Recreation employees shall be paid in accordance with the following schedule. Position Park Ranger Concession Stand Clerk II Concession Stand Clerk I Concession Stand Coordinator Open Gym;Warming House; Event Supervisor Program Assistant Program Lead without Certification Program Lead with Certification Hourly Rate $10.50 - 12.75 $ 9.50-11.50 $ 7.50- 9.50 $10.50 - 12.75 $10.50- 12.75 7.50 - 10.50 10.50 - 16.00 16.00 - 19.00 Program Assistants and Program Leads will be eligible to receive an increase for each year the employee works in that position based on a fully competent rating on his/her performance review. Increases shall be based on the following: Number of Months S:\Resolutions\2003 Resolutions\Unapproved\NonUnionCompPlan.doc Position Worked in Last Year Hourly Increase Program Assistant 6 or more $ .50 Program Assistant less than 6 $ .25 Program Lead 6 or more $1.00 Program Lead less than 6 $ .50 Maximum additional pay is $2.00 per hour. (i.e. maximum Program Lead with certification pay is $20.00 per hour.) Overtime for Inventory. AH non-exempt hquor store employees shah be paid one and one-half times their regular hourly rate for taking inventory on a Sunday or a holiday. Holiday Pay 10. Snow plow operators shall be paid double time plus holiday pay for aH hours worked on holidays. 11. Firefighters shall be paid double time for emergency response hours worked on New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, Christmas Eve, and Christmas Day. On Call Pay 12. Street Department employees shall be paid an additional hour of pay at their regular rate for each day they are on call during the winter snowplowing season. Any employee who uses more than three hours of sick or vacation leave or compensatory time off on a day when the employee was to have been on call will not be considered on call and will not receive on call pay for that day. Out of Class Pay 13. Ice Arena Workers Two or Three who operate the ice resurfacer will be paid at the Ice Arena Worker One rate for the time spent operating the ice resurfacer. Time will be tracked in quarter hour increments. INSURANCE BENEFITS 14. All full time employees are eligible for insurance benefits. Part-time employees scheduled to work 30 or more hours per week are eligible for prorated insurance benefits. Seasonal and temporary employees are not eligible for insurance benefits. 15. Employees eligible for insurance benefits shall be eligible for participation in the City's Flexible Benefits Plan. The contribution levels shall be as follows: Health Insurance Election Monthly City. Contribution Single $335.00 S:\Resolutions\2003 Resolutions\UnapprovedXNonUnionCompPlan.doc OTHER 16. 17. 18. Employee & Child(ten) 485.00 Employee & Spouse 485.00 Family 625.00 The City Council may make adjustments in any section of the Pay Plan at any City Council meeting for any reason including performance incentives, state or federal law changes, the Pay Equity law, or any other reason the Council deems appropriate. All police employees who are members of the Law Enforcement Labor Services, Locals 231 and 271, shall receive compensation and benefits as outlined in the Master Labor Agreement between the City and the Union and are therefore not governed by any clauses of this resolution. Full time employees and part time employees scheduled to work at least 20 hours per week are eligible to take adult wellness programs offered by the Recreation Department at reduced fee equal to 50 percent of the resident rate. S:\ResolutionsX2003 Resolutions\UnapprovedXNonUnionCompPlan.doc City of Elk River Pay Plan Effective January 1, 2004 NON-EXEMPT PAY POINTS GRADE 40-42 1 43 -45 2 46-48 3 49-51 4 52-54 5 55-57 6 58-60 7 61-63 8 64-66 9 67-69 10 70-72 11 73-75 12 76-78 13 79-81 14 9.50 10.50 11.49 12.50 13.50 9.99 11.05 12.10 13.15 14.21 10.52 11.63 12.74 13.85 14.96 11.07 12.24 13.41 14.57 15.75 11.66 12.89 14.11 15.35 16.57 12.27 13.57 14.86 16.15 17.45 12.92 14.28 15.65 17.01 18.36 13.60 15.03 16.46 17.90 19.33 14.31 15.82 17.33 18.84 20.35 15.06 16.66 18.24 19.83 21.42 15.85 17.53 19.20 20.88 22.55 16.69 18.45 20.21 21.97 23.73 17.57 19.43 21.28 23.13 24.99 18.50 20.45 22.39 24.35 26.30 EXEMPT 71-74 1E 75-78 2E 79-82 3E 83-87 4E 88-92 5E 93-97 6E 98-100 7E 101-102 8E 103-107 9E 108-112 10E 113-117 liE 118-122 12E 123-127 13E 128-132 14E A B_ _CC D E 41,932.31 45,244.24 48,556.18 51,868.11 55,180.06 43,679.49 47,129.42 50,579.36 54,029.29 57,479.22 45,499.47 49,093.15 52,686.83 56,280.51 59,874.19 47,395.27 51,138.70 54,882.11 58,625.53 62,368.95 49,370.07 53,269.47 57,168.86 61,068.26 64,967.65 51,427.16 55,489.04 59,550.90 63,612.77 67,674.64 53,569.96 57,801.08 62,032.19 66,263.30 70,494.42 55,802.04 60,209.45 64,616.86 69,024.28 73,431.69 58,591.23 63,218.94 67,846.65 72,474.35 77,102.06 61,032.53 65,853.06 70,673.59 75,494.12 80,314.65 63,575.56 68,596.94 73,618.32 78,639.71 83,661.09 66,224.53 71,455.15 76,685.76 81,916.36 87,146.97 68,983.89 74,432.45 79,880.99 85,329.55 90,778.09 71,858.22 77,533.80 83,209.36 88,884.94 94,560.51 MEMORANDUM TO: Mayor and City Council FROM: Wellness Committee Ron Neirenhausen, Police Department Sara Onarheim, Parks and Streets Department Kristin Thomas, Administration Department Debbie Huebner, Planning Department Michele Bergh, Recreation Department DATE: SUBJECT: December 15, 2003 Wellness Committee Update The Wellness Committee has been in place for just over a year now. We provided wellness related activities over the 2003 calendar year. These activities included: · Women On Weights (WOW) - a circuit style workout on employee's time using the wellness room at city hall · Fitness assessments for any employee interested · An overview of basic nutrition workshop · A ~vorkshop on back health/chiropractic care · Participated in the Sherburne County Exercise Challenge · A city wide exercise challenge · A stress management workshop · A workshop on dietary supplements · Promoted walking 10,000 steps a day · A walking program during the summer · Formed a city team which participated in the Relay for Life, a community fundraising event for cancer · A workshop on time management · Coordinated a Red Cross Blood Drive · Offered smoking cessation information to any employee interested Additionally, employees began receiving a discount on all wellness related activities offered by the Recreation Department. Many of these activities were on the employee's own time. The six hours of paid wellness training approved by Council was used to provide an orientation to the new wellness program, to kick off the exercise challenge, the workshop on understanding supplements, the workshop on back health, the time management workshop, and the blood mobile. The committee goal was to educate and promote wellness for city employees. I feel we met this goal with the information and activities we provided. We had anywhere from 6-50 people participating in the various activities throughout the year. Most of the feedback has been positive. We ',viii be continuing into 2004 and are working on the schedule of activities. Stronger communication is the main goal for 2004 and we hope to accomplish this by visiting offsite location to share information and utilizing the city newsletter more.