HomeMy WebLinkAboutResolution 2008-104 salary schedule for classified employees and action plan for implementation of the classification and compensation studyMARANA RESOLUTION N0.2008-104
RELATING TO PERSONNEL; APPROVING A SALARY SCHEDULE FOR CLASSIFIED
EMPLOYEES AND AN ACTION PLAN FOR .IMPLEMENTATION OF THE
CLASSIFICATION AND COMPENSATION STUDY AND FISCAL YEAR 2008-09
PERFORMANCE MANAGEMENT PROGRAM; AND DECLARING AN EMERGENCY.
WHEREAS the Town of Marana periodically conducts a study of salaries and benefits to
ensure alignment with comparable organizations; and
WHEREAS a competitive market position is established by comparing the Town of
Marana to organizations that are of similar size and geographical location; and
WHEREAS the Town's compensation and benefits consulting firm, Milkman, has
conducted a salary survey of organizations meeting this criteria and has made recommendations
to the Town; and
WHEREAS the Marana Town Code, Section 3-3-1, provides that the Town Council shall
adopt a personnel system for classified employees of the Town; and
WHEREAS the Town's Personnel Policies and Procedures, Policy 3-2, provides that the
Town Council and Town Manager shall ensure the preparation, development and maintenance of
a classification plan for classified employees; and
WHEREAS the Town's Personnel Policies and Procedures, Policy 3-3, provides that the
Town Council shall adopt a salary schedule for classified employees; and
WHEREAS the Town desires to retain a competitive market position for the recruitment
and retention of employees that make up the classified service and to establish salary schedules
for recruiting, selecting and rewarding employees in the classified service; and
WHEREAS the Town Council desires to base pay adjustments on employee performance
as it contributes to the overall mission of the Town and service to its citizens and to establish an
action plan for implementing the classification and compensation study based on the Town's
performance management program.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE
TOWN OF MARANA, ARIZONA, AS FOLLOWS:
SECTION 1. The Town of Marana hereby approves the Classified Salary Schedule
attached to and incorporated by this reference in this resolution as Exhibit A and the Action Plan
for Classification and Compensation Study- Implementation/FY 2008-09 Performance
Management Program attached to and incorporated by this reference in this resolution as
Exhibit B.
{00010337.DOC / 2} 7/22/2008 JE
SECTION Z. The Town's Manager and staff are hereby directed and authorized to
undertake all other and further tasks required or beneficial to implement the Classified Salary
Schedule in Exhibit A and the Action Plan for Classification and- Compensation Study
Implementation/FY 2008-09 Performance Management Program in Exhibit B.
SECTION 3. Since it is necessary for the preservation of the peace, health and safety of
the Town of Marana that this resolution become immediately effective, an emergency is hereby
declared to exist, and this resolution shall be effective immediately upon its passage and
adoption.
PASSED AND ADOPTED BY THE MAYOR AND COUNCIL OF THE TOWN OF
MARANA, ARIZONA, this 12a' day of August, 2008.
d°~,.,.
Mayor Ed Honea
ATTEST:
yn C. onson, Town Clerk
{00010337.DOC / 2}
-2-
APPROVED AS TO FORM:
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Action Plan for Classification and Compensation Study Implementation/FY 2008-09
Performance Management Program
Based on the Town's performance rating system shown in the far left-hand column of the
chart below, staff the following action plan shall be implemented for employee pay in FY
2008-2009. -Pay is based on the performance rating for the performance period July 1,
2007 -June 30, 2008.
PERFORMANCE RATING If Below
Min If Belo~~
M i d Merit One-Time
Greater of
MIN or 2°'0 Lesser of
2°io or $ to
Mid Up to 3°~o
add to
base Performance
Award
Far exceeded in all areas / / 3% /
Consistently exceeded in all
areas / / 3% /
Consistently met and
exceeded in many key areas / / 2.5% /
Consistently met in all areas / / 2% $0
Did not meet 0% 0% 0% $0
Estimated Cost $146,000 $99,000 $333,227 $166,000*
*Note: Performance Award is a one-time payment, not added to an employee's base pay.
It is paid as a lump sum.
If approved, the pay adjustments summarized in the above chart would be implemented
effective the first full pay period in September (September 13, 2008) as follows:
Minimum Adjustment (If Below Mini -Employees whose salaries fall below the
minimum of the new salary range for their position will be eligible for a two percent pay
adjustment to base salary or will move to the minimum. of the new salary range,
whichever is greater, provided that an employee's performance rating is "consistently
met in all areas" or higher. Employees whose performance "did not meet," will have any
"below min" adjustment held in abeyance until performance is rated as "consistently met
in all areas." Probationary. employees whose pay is below the minimum will be eligible
for a minimum adjustment upon satisfactory completion of the probationary period
(which may fall after the September 13, 2008 implementation date).
Midpoint Adjustment (If Below Mid) -.Non-probationary employees whose salaries fall
below the midpoint of the new salary range for their position, but are above the new
minimum, will be eligible for a two percent pay adjustment to base salary or will move to
the midpoint of the new range, whichever is lesser, provided that an employee's
performance rating is "consistently -met in all areas" or higher. Employees whose
performance "did not meet," are not eligible for a midpoint adjustment. Employees who
receive a "minimum adjustment" are not eligible for a "midpoint adjustment."
Probationary employees as of September 13, 2008 are not eligible for a midpoint
adjustment.
{oootos3s.noci2} Page 1 oft
Excludes positions covered under the July 1, 2008-June 30, 2010 MPOA Agreement
Action Plan for Classification and Compensation Study Implementation/FY 2008-09
Performance Management Program
Merit Award -Employees are eligible for a merit adjustment to .base salary based on
performance during the performance period (July 1, 2007 -June 30, 2008) as follows:
Far exceeded in all areas 3.0%
Consistently exceeded in all areas 3.0%
Consistently met and. exceeded in many key areas 2.5%
Consistently met in all areas 2.~%
Did not meet 0.0%
Merit awards for probationary employees shall be prorated based on the months of actual
service achieved during the performance period (FY 2007-2008) and maybe awarded no
earlier than satisfactory completion of the probationary period and no later than the
employee's anniversary date.
Performance Award -Upon recommendation of their department head, non-probationary
employees whose performance is rated at least "consistently met and exceeded in many
key areas" maybe eligible for a one time (lump sum) performance award. This .award
must be justified by the department head based on significant contributions to the Town
during the last fiscal year and approved by the Town Manager. The Town Manager will
establish guidelines for the performance award program. The amount of the award and
the number ofnon-probationary employees receiving the award per department is limited
by the funds allocated to that department. One time funds in the amount of $166,000 will
be allocated based on the total payroll of a department or group of departments.
{oooio33s.DOC i z} Page 2 of 2
Excludes positions covered under the July 1, 2008 -June 30, 2010 MPOA Agreement