8.5. SR 12-16-2013 City of
Elk=' Request for Action
River
To Item Number
Mayor and City Council 8.5
Agenda Section Meeting Date Prepared by
General Business December 16, 2013 Lauren Wipper, Human Resource Representative
Item Description Reviewed by
2014 Compensation Plan for Non-Organized Calvin Portner, City Administrator
Employees Reviewed by
Action Requested
Adopt by resolution the 2014 Compensation Plan for Non-Organized Employees.
Background/Discussion
Attached is the 2014 Compensation Plan for Non-Organized Employees. There are a few changes
included in this document, some of which have been approved, are in practice, and are now getting
formalized in this document, and some that are altogether new.
The changes that have already been approved through separate action or with the budget include:
• Two percent pay increase—This is reflected in item number one and in the Pay Plan on the final
page of the document. It is also reflected in the Paid On-Call Firefighter, Part-time Cablecaster,
Police Reserve, and Part-time Liquor Store Clerk wages as well.
• On December 17, 2012, the Council approved a change to the personnel policy manual to
provide a premium pay rate for liquor store employees who perform floor refinishing or
inventory on a Sunday. This is being moved to the Compensation Plan rather than having it in
the Personnel Manual.
• In May of 2002, the Council approved premium pay for snowplow operators working on a
Saturday or Sunday. This has been in practice and is now being incorporated into this
document.
• November 13, 2001, an Officer In Charge premium pay was approved. Again, this had been in
practice and is now being incorporated into this document.
• The Flexible Benefits Plan contribution was discussed in an earlier budget work session.
Because the city experienced a large premium increase this year,the plan design is utilizing all of
the budgeted funds available and the remaining funds from the Early Retiree Reinvestment
Program grant that were received in 2011 to offset costs to employees.
The plan includes a slight change to the pay rates for Ice Arena Cashier and Ice Arena Concessions. Also
adjusted is the requirement for the Assistant Skating Academy Director and the Off Ice Time Pay
associated with that position. These have no direct impact on the budget as the wages for these
programs are budgeted in total and the program works within that budget.
Two new items are included in the attached document that staff would like you to discuss and consider.
If Council chooses not to include the changes, the motion should reflect the deletion of one or both
items. The items are as follows:
P a w E R E U 6 Y
NaA f RE]
• Plan effective date of December 29, 2013—In the past,the Compensation Plan was effective
on the 1"of the year. January 1 frequently falls in the middle of a pay period making the pay
rates for the December part of the pay period different from the pay rates for the January part of
the pay period.
The last payroll of the year entails a significant amount of calculation and manual entry into the
payroll system.
This past year,we have implemented a new timekeeping/scheduling application to improve
work scheduling, decrease paperwork,improve accuracy and overall save staff time. The new
application does not split the payroll, similar to the old system, so all mid-pay period rate
changes would be manually calculated,undermining the systems savings. The date move has no
net dollar impact after the first adjustment as pay periods remain at 26 per year.
There would be no impact on the approved 2014 budget only a modest amount (less than
$1,000), baring a major snow event for 2013.
• Wage Incentive Program (WIP) eligibility for Police Captains—Unlike most cities,Elk
River does not have longevity steps as pay increases for police officers after they reach their Top
Patrol step. In 1993, the Council approved the WIP program,which was an incentive-based
program in place of longevity. The program requires officers meet a number of physical fitness,
wellness, community service, educational achievements and skills evaluation goals to qualify.
The program, as approved,is open to all full-time police officers excluding the Chief of Police.
To date,the captains have also been ineligible for the program. During our last contract
negotiation,both unions and the city completed a number of internal and external wage
comparisons for police positions. Each comparison identified wage deficiencies,which were
directed by the Council to correct. The captains are not participating in a union and are most
vulnerable to wage compression due to their exempt employment status. The city administrator
will propose a Compensation& Classification Committee to review the city compensation plan
in 2014.
Depending on the program elements met by the captains, this has a potential impact to the
approved 2014 budget,which would be accounted for after further consultation with finance
and the police chief.
Financial Impact
With exceptions of the 2013 impact of the early effective date and the Wage Incentive Program, costs
associated with the Compensation Plan are included in the 2014 budget.
Attachments
• Resolution
• Proposed 2014 Compensation Plan for Non-Organized Employees
City of
Elk
River
Resolution 13-
A Resolution of the City of Elk River Adopting the 2014 Compensation Plan
for Non-Organized Employees
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Elk
River,Minnesota, as follows: The attached Compensation Plan be approved and adopted
effective December 29, 2013.
Passed and adopted this 16'h day of December 2013.
John J. Dietz,Mayor
ATTEST:
Tina Allard, City Clerk
PP0WIIR10 01
1 VAMR
City of Elk River
2014 Compensation Plan
for Non-Organized Employees
Pay
Pay Ranges
1. All current pay ranges of the city's approved Pay Plan will increase by two percent on
December 29, 2013.
2. Waste Water Treatment Operators shall be paid as follows:
License Step
- A
D B
C C-D
B E
Provided continued satisfactory performance, once a license has been obtained,the
employee shall immediately move to the lowest step for that license. The employee
may move up one step each July 1 until the highest step for that license has been
reached.
Step Increases
3. On July 1 all city full-time and eligible part-time employees receiving a satisfactory
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 shall receive the first step increase no earlier
than six months following date of hire.
Part-Time Pav
4. Paid On-Call Firefighters shall be paid in accordance with the following schedule:
Position Hourly Rate
Probationary Firefighter $ 8.00
Firefighter $12.70
Lieutenant $13.20
Captain $13.70
District Chief $14.20
Assistant Chief $14.70
Additional Educational Incentive Pay shall be paid as approved by the City Council
on October 27, 1997.
5. Part-time Cablecaster shall be paid $13.26 per hour.
6. Part-Time Police Reserves are required to serve in both a volunteer and a paid
capacity. Police Reserves shall be paid $14.16 per hour for the hours that are to be
paid as determined by the Police Chief.
7. Part-Time, Seasonal and Temporary Park and Recreation and Street employees shall
be paid in accordance with the following schedule:
Maximum
Annual Hourly
Position Hourly Rate Increase
Recreation Program Assistant $7.25- 8.50 $ .25
Recreation Program Lead $8.50- 15.00 $ .25
Recreation Program Supervisor $10.00- 17.00 $ .50
Warming House Attendant $7.25- 8.00 $ .25
Lead Club House Attendant $15.00-20.00 $ .50
Club House Attendant $8.50- 11.50 $ .25
Golf Course Grounds Crew $9.50- 14.50 $ .50
Golf Instructor $10.00- 15.00 $ .50
Seasonal Park Laborer 1 $9.50- 12.50 $ .50
Seasonal Park Laborer 2 $10.50- 14.50 $ .75
Seasonal Street Laborer $9.50- 14.50 $ .50
Ice Arena Worker One $9.00- 14.00 $ .50
Ice Arena Worker Two $7.50- 11.50 $ .50
Ice Arena Cashier $8.00- 11.50 $ .25
Ice Arena Concessions $7.50- 11.50 $ .25
Hockey Instructor $10.00- 13.00 $ .50
Hockey Pro (player at college level) $20.00 $1.00
Skating Academy Instructor One $8.00- 10.00 $ .25
Skating Academy Instructor Two $12.00- 14.00 $ .25
Skating Academy Instructor Three $16.00-21.00 $ .50
Skating Academy Director $20.00-25.00 $ .50
Starting Pay Rate
At the city's discretion,when hired, employees may be granted an amount equivalent
to the Maximum Annual Hourly Increase for each year of related education or
previous work experience.
Annual Hourly Increase
Recreation Program Assistant,Program Lead and Program Supervisor employees
may receive an increase on May 15 based on City's discretion and provided they
worked 250 hours in the previous year or are returning for their third year.
Lead Club House Attendant, Club House Attendant, Golf Course Grounds Crew,
Golf Instructor, Seasonal Park Laborer,and Seasonal Street Laborer employees may
receive an increase at the beginning of the season based on City's discretion.
Ice Arena Worker One,Two and Three, Cashier and Concession employees may
receive an increase for each additional year the employee works for the Ice Arena.
Increases will be given on the first day of the first full pay period of the calendar year
based on City's discretion.
Skating Academy and Hockey employees may receive an increase for each additional
year the employee works for the Ice Arena. Increases will be given at the beginning
of each summer program session Uune) based on City's discretion.
Skating Academy
Assistant Skating Academy Director—At the beginning of each session,the Skating
Academy Director shall assign one instructor to be Assistant Skating Academy
Director.
Off Ice Time—Off ice time includes time spent planning lessons and skating
programs,meetings, and any other activity that is not performed on the ice rink. The
Skating Academy Director shall be paid 60% of his/her regular wage for "off ice"
time which shall not exceed one half hour for each hour spent"on ice". The
Assistant Director shall be paid 50% of his/her regular wage for "off ice"time which
includes "off ice" activities performed as Acting Director and required meetings with
the Arena Manager and/or Skating Academy Director. If the off ice wage falls
below$8.00 per hour, $8.00 per hour will be paid for off ice time.
8. Part-Time Liquor Store Clerks shall be paid in accordance with the following
schedule:
Hired before September 1, 2005: $17.36
Hired September 1, 2005 and after:
A B C D E
9.76
10.76 11.81 12.86 13.87
Part-Time Liquor Store Clerks will move up one step on their anniversary date based
on satisfactory performance.
On Call Pay
9. 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.
Premium Pav
10. Liquor store employees performing floor refinishing or product inventory on a
Sunday will receive premium pay of one and one half times their regular rate of pay
for their hours worked.
11. Snow plow operators working on snow removal duties on Saturdays and Sundays
will receive premium pay of one and one half times their regular rate of pay for their
hours worked.
Out of Class Pav
12. Ice Arena One Workers assigned as a shift leader when the Arena Manager,Arena
Maintenance Supervisor, or Arena Lead Worker are not working will be paid an
additional$2.00 an hour for serving as Arena Shift Leader.
13. Any employee who is assigned to operate a snow plow truck who does not operate a
snow plow truck as part of his/her regular position with the City shall be paid at pay
grade 5 of the City's pay plan for these snow removal hours. Employees shall begin
at step A and receive a step increase at the beginning of each snow season that they
are assigned to perform snow plowing duties.
14. When there is no patrol sergeant on duty the senior patrol officer,unless otherwise
excluded,will be the Officer In Charge. This assignment will be compensated at the
rate of one dollar ($1.00) per hour over the patrol officer's current rate of pay for the
hours worked as the Officer In Charge.
Insurance Benefits
15. All full time employees are eligible for insurance benefits. Part-time employees
scheduled to work 32 or more hours per week are eligible for prorated insurance
benefits. Seasonal and temporary employees are not eligible for insurance benefits.
16. Employees eligible for insurance benefits are eligible for participation in the City's
Flexible Benefits Plan. The contribution levels shall be as follows:
Health Insurance Monthly City Additional ERRP Total Monthly
Election Contribution Grant Contribution
Single $549.00 13.00 562.00
Employee & $801.00 19.00 820.00
Child(ren)
Employee & Spouse $801.00 19.00 820.00
Family $1,076.00 26.00 1,102.00
17. Paid On-Call Firefighters who are not fulltime employees of the City will be
provided $10,000 Life Insurance coverage.
Other
18. 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.
19. 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.
20. 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.
21. A Wage Incentive Program is offered to employees holding a Captain position in the
police department. Participation is on a voluntary basis. An employee will earn the
following amounts provided that the employee meets the established guidelines for
all the identified categories.
After five (5) years of service—up to 3% of employee's base wage rate
After nine (9) years of service—up to 4.5% of employee's base wage rate
After thirteen (13) years of service—up to 6% of employee's base wage rate
After seventeen (17) years of service—up to 7.5% of employee's base wage rate
City of Elk River
2014 Pay Plan
Effective December 29,2013
Grade A B C D E
Levels
Minimum Maximum
18 $107,410 $112,149 $116,888 $121,627 $126,365
17 $99,583 $103,977 $108,370 $112,763 $117,157
16 $92,039 $96,100 $100,160 $104,221 $108,281
15 $88,267 $92,161 $96,055 $99,949 $103,844
14 $84,023 $87,730 $91,437 $95,144 $98,851
13 $78,177 $81,626 $85,075 $88,524 $91,973
12 $72,519 $75,718 $78,917 $82,117 $85,316
11 $68,746 $71,779 $74,812 $77,845 $80,878
10 $64,974 $67,841 $70,707 $73,574 $76,440
9 $61,202 $63,902 $66,602 $69,303 $72,003
$29.42 $30.72 $32.02 $33.32 $34.62
8 $57,430 $59,964 $62,498 $65,031 $67,565
$27.61 $28.83 $30.05 $31.27 $32.48
7 $51,772 $54,056 $56,340 $58,624 $60,908
$24.89 $25.99 $27.09 $28.18 $29.28
6 $44,733 $47,528 $50,324 $53,120 $55,916
$21.51 $22.85 $24.19 $25.54 $26.88
5 $40,739 $43,285 $45,831 $48,377 $50,923
$19.59 $20.81 $22.03 $23.26 $24.48
4 $35,613 $38,581 $41,549 $44,516 $47,484
$17.12 $18.55 $19.98 $21.40 $22.83
3 $33,200 $35,967 $38,733 $41,500 $44,267
$15.96 $17.29 $18.62 $19.95 $21.28
2 $28,579 $31,641 $34,703 $37,765 $40,827
$13.74 $15.21 $16.68 $18.16 $19.63
1 $26,638 $29,492 $32,346 $35,200 $38,054
$12.81 $14.18 $15.55 $16.92 $18.30