Section 3. COMPENSATION PLAN
The Compensation Plan consists of the Salary Schedules for General Services, Executive, Professional/Managerial and other positions in the classified service not covered by a collective bargaining agreement. (Amended 8/30/88 and 11/15/05)
The Compensation Plan shall provide pay ranges according to varying levels of responsibilities and duties. It shall establish the value of jobs to the City organization and identify levels of compensation, including the minimums and maximums of the pay structure. Analyses of available wage and survey data shall be used to determine the level at which the City must compete in the labor market. Based on these analyses the Human Resources Department will recommend pay schedule adjustments to City Administrators for review and recommendation to City Council. (Amended 11/15/05)
3.1 SALARY SCHEDULE
The Human Resources Director or his/her designee shall create and maintain a document titled Ordinance 8064 Appendix "B" (Salary Schedule) containing the listing of salary range minimums, midpoints and maximums as adopted or established. The Human Resources Director shall maintain an updated Appendix “B” following any range adjustments. (Amended 04/30/96, 11/15/05 and 8/28/07)
A) The base salaries or rate of pay prescribed in this section are determined on the basis of full-time employment (40 hours per week). A regular workweek schedule of less than the number of hours of full-time employment shall be considered as part-time employment and the compensation, therefore, shall be for the actual number of hours worked at the hourly rate prescribed for the job class. (Amended 11/15/05)
B) The salaries or rates of pay prescribed in this section shall be deemed to include pay for regular full-time service in every form, except pay for the use of personally owned equipment which is required to be furnished by the employee or for reimbursement of necessary expenses authorized and incurred incident to employment. (Amended 11/15/05)
3.2 PROCEDURES FOR ADVANCEMENT WITHIN PAY GRADE
A) Each pay grade has an entry pay rate and a maximum pay rate. Advancement to the maximum pay rate for the job class shall be as provided in Rule 5, Section 1 of the Civil Service Commission Rules. (Amended 9/15/92, 2/1/94 and 11/15/05)
B) An employee shall become eligible for advancement in accordance with Rule 5 and the percentage of any increases shall be set in the budget resolution adopted for the fiscal year in which the increase is awarded. (Amended 3/22/88, 9/17/91, 2/1/94 and 11/15/05)
3.3 ADMINISTRATION AND MAINTENANCE OF COMPENSATION PLAN
The Human Resources Director shall be responsible for the administration and maintenance of the Compensation Plan. The Plan will include, but shall not be limited to: the classification and allocation of positions, the processing of salary advances, the determination of starting rates and initiation of necessary revisions of any salary schedules as adopted by City Council on the basis of changes in the relative value of duties and requirements of positions, changes in the prevailing salaries and cost of living, and any other factors that may be properly considered to have a bearing on the fairness and adequacy of the salary schedule. (Amended 11/15/05)
A) The Human Resources Director shall make a salary survey as requested by the City Manager. (Amended 11/15/05)
B) Whenever a change or amendment in the Classification and Compensation Plan affecting the arrangement of positions into classes, subdivisions or grades has been reviewed and recommended by the Civil Service Commission, the Human Resources Director shall submit the necessary reports and recommendations to the City Council. Such recommendations shall take effect when approved by the City Council. (Amended 11/15/05)
3.4 APPLICABLE SALARY RATE UNDER FOLLOWING CONDITIONS:
The following directions are to be observed in fixing the compensation of incumbents of positions under the following conditions:
A) Reinstatement from Layoff. When an employee is reinstated to duty in the same classification after separation from the City due to layoff, such employee shall be reinstated to the same pay rate received at the time of separation adjusted for any general increases, if applicable. (Passed 1/25/94, Amended 2/1/94)
B) Reinstatement from Resignation. When an employee is reinstated to duty in the same classification after separation from the City due to resignation and subsequent reinstatement, such employee shall be reinstated at the entry-level pay rate of the classification or at a rate of pay as maybe otherwise authorized by the Civil Service Commission Rules. (Passed 1/25/94, Amended 2/1/94 and 8/28/07)
C) Promotion. When an employee is promoted from one class to a higher class of positions, such employee shall receive a salary increase as provided in the rules of the Civil Service Commission. (Amended 12/19/89 and 9/15/92)
D) Upgrades and Reclassifications to Higher Classes. If an employee remains in a position which has been upgraded or reclassified to a higher graded class, the employee's rate of pay will be determined in accordance with the rules and provisions governing promotion. (Amended 9/17/91)
E) Downgrades and Reclassifications to Lower Grades. If an employee's rate of pay falls within the new pay range assigned to a position that has been reclassified or downgraded, the employee's salary will be maintained within the new pay range. If the employee's rate of pay is above the highest rate for the new pay range, the employee's salary will be set in accordance with the Civil Service Commission Rules. (Amended 9/17/91 and 11/15/05)
F) Demotion.
1. Non-disciplinary: If an employee is demoted for non-disciplinary reasons and his or her rate of pay at the time of demotion is within the new pay range, the employee's salary will be maintained within the new pay range. If the employee's rate of pay is above the new pay range, the employee's rate of pay will be reduced to the maximum pay rate for the classification to which demoted. (Passed 1/25/94, Amended 2/1/94 and 11/15/05)
2. Disciplinary: If an employee is demoted for disciplinary reasons, (s)he shall have his/her salary reduced to a pay rate in the new pay range that is 5% below the rate of pay at the time of demotion provided that the rate of pay is not greater than the maximum pay rate for the classification to which demoted. (Passed 1/25/94, Amended 2/1/94)
G) Lateral Transfer or Reclassification to Same Grade. Whenever an employee receives a lateral transfer from one position to a different position with the same pay range, the employee shall continue to receive the same salary rate as prior to the transfer.
H. Competitive Reassignment. If an employee is competitively reassigned to a position in the same or lower pay grade as the position from which he or she was reassigned, the employee’s new pay rate will be determined as follows: (Passed 11/15/05)
1. Person whose salary fall within the assigned pay range of the new position will receive no adjustment in salary amount.
2. Persons whose salary exceeds the assigned pay range of the new position will receive a salary reduction to the maximum rate within the new range. Salary reduction will be immediate upon appointment to the new position.
3.5 COMPENSATION FROM DIFFERENT SOURCES
In any case in which part of the compensation for services, exclusive of overtime services, is paid either by another department or an outside agency such as the County, State or the Federal Government, any such payment shall be deducted from the employee concerned, to the end that the actual compensation paid to any employee from all sources combined, for any period, shall not exceed the amount payable at the rate prescribed for the class of positions to which the employee is assigned.
3.6 LONGEVITY PAY
A) Each regular, full-time employee in the classified service, and each regular, full-time employee in the unclassified service who is federally grant funded, and each unclassified Department Head not receiving longevity pay under Section 141.032, Local Government Code, Vernon's Texas Codes Annotated, shall receive on the anniversary date of his or her original appointment to a regular, full-time position in the City service, an additional monthly sum equal to the amount provided for an employee entitled to receive monthly longevity pay under Section 141.032 cited above unless modified by Collective Bargaining agreement. (Amended 10/20/87, 12/30/91 and 11/15/05)
B) Where a break in service occurs, other than for reasons of lay off or job abolishment due to reduction in force, longevity credits accrued prior to the break in service shall not be counted for the purpose of this Ordinance in case of subsequent reinstatement or appointment. (Amended 11/15/05)
C) Longevity payments made under this Ordinance will be made on a bi-weekly basis.
3.7 PAY FOR AUTHORIZED USE OF PERSONALLY OWNED VEHICLE/TOOLS
A) If an employee who does not receive an executive vehicle allowance is required in writing by the Department Head and authorized by the City Manager to use his or her personally owned automobile in the performance of duties of his or her position, payment for such use shall be on the basis of cents per mile. Payment shall be made at least monthly in accordance with reports and certifications required by Financial Services. A fixed amount may be paid monthly in lieu of the above mileage reimbursement with the approval of the City Manager or his or her designee. The rate of mileage reimbursement will be established by a resolution approved by the City Council once every year. (Amended 3/15/05 and 11/15/05)
B) If an employee is required, in writing, by a Department Head to use his or her personally owned tools in the performance of the duties of his or her position, payment for the supplying of such tools shall be on the basis of quarterly tool allowances to be paid to the employee. Such allowance is to be used for the replacement of broken and damaged tools and for purchasing new tools to facilitate the performance of the employee's job. The Department Head may request receipts as proof that the employee actually purchased the tools. The rate of the tool allowance to be paid quarterly will be established by a resolution approved by City Council once every year. (Passed 06/07/88, Amended 3/15/05)
3.8 PAYMENT OF MONIES DUE IN CASE OF DEATH
A) Any employee may, by written notice filed with the Human Resources Director, designate a person or persons to whom, in case of one's death, payment shall be made of any amounts due for services (including unused vacation credits). The employee may withdraw or change this designation without the consent of the person designated.
B) If no such designation is filed, and if no application has yet been made for the probate of a Will or for administration of the estate, such payment shall be made to the employee's spouse. If there be no spouse, the amount shall be paid to such of the children as are of lawful age. If there be no such children, the amount shall be paid to the executor or administrator of his estate upon application.
C) Any person receiving payment under Paragraph B of this section, shall sign an agreement to indemnify the City against all claims asserted by others by the making of such payments.
3.9 EXECUTIVE COMPENSATION PLAN
A) The Executive Compensation Plan shall include directors of all departments, assistant directors of all departments and all other positions set forth in Appendix “A”. (Amended 11/15/05 and 8/28/07)
B) The salary schedules of the Plan shall consist of salary ranges, with a minimum and maximum for each range in accordance with Appendix “B”. Assignment of job classes within the salary schedule shall be approved by the Civil Service Commission with concurrence of City Council. (Amended 11/15/05)
C) The entry salary for any person covered under the Plan shall be determined by the City Manager but normally shall be no greater than the midpoint of the range for that position; however, an applicant or employee may be hired or promoted up to the third quartile of the range in accordance with Rule 5, Section 4, of the Civil Service Commission Rules and Regulations. (Passed 1/25/94, Amended 2/1/94, 3/15/05 and 8/28/07)
D) Any increase in salary for those employees covered in the Executive Compensation Plan shall be in the percentage set in the budget resolution adopted for the fiscal year in which the increase is awarded and shall be based on the criteria established in Rule 5, Section 1, of the Civil Service Commission Rules. (Amended 9/15/92, 2/1/94 and 11/15/05)
E) Employees in the Executive Compensation Plan shall be evaluated annually on the employee's class entry anniversary date, as set forth in Rule 14 of the Civil Service Commission Rules. (Amended 2/1/94)
F) All Department Heads, and Assistant Departments Heads covered in the Executive Compensation Plan, shall not at any time receive a base salary less than the base salary received by any subordinate supervised or directed. Salaries for such Department Heads and Assistant Department Heads shall be set at a minimum of 5% over the annual base salary of the subordinates supervised or directed.
3.10 PROFESSIONAL/MANAGERIAL PLAN
A) The Professional/Managerial Plan shall include classes within professional and managerial functions as set forth in Appendix “A”. (Amended 11/15/05)
B) The salary schedules of the plan shall consist of salary levels, with minimum and maximum pay rates for each level, in accordance with Appendix “B” attached hereto and incorporated herein. Assignment of classes within the salary schedule shall be approved by the Civil Service Commission with concurrence of City Council. (Amended 11/15/05)
C) The entry salary of any person covered under the plan shall normally be at the entry rate; however, an applicant or employee may be hired or promoted at a higher rate in accordance with Rule 5, Section 5, of the Civil Service Rules. (Amended 11/1/94)
D) Any increases in salary for those employees covered in the Professional/Managerial Plan shall be in the percentage set in the budget resolution adopted for the fiscal year in which the increase is awarded shall be based on the criteria established in Rule 5, Section 5 of the Civil Service Commission Rules. (Amended 9/15/92, 2/1/94, 11/15/05)
E) Employees in the Professional/Managerial Compensation Plan shall be evaluated annually on the employee's class entry anniversary date in accordance with the standards approved by the Civil Service Commission, and the standards set forth in Rule 5, Section 1f of the Civil Service Commission Rules. (Amended 2/1/94 and 8/28/07)
3.11 SHIFT DIFFERENTIAL
A) If an employee is required to work hours at other than the normal daytime hours, he or she shall be entitled to a shift differential in addition to the regular rate of pay. (Amended 4/10/90)
B) Such differential shall be a flat cents per hour amount added to the employee's regular rate:
=>The evening shift differential shall be 15¢ per hour for all regular hours worked if the employee is required to work at least four hours between the hours of 4 p.m. and 12 midnight. (Amended 11/15/05)
=>The graveyard shift differential shall be 30¢ per hour for all regular hours worked if the employee is required to work at least four hours between the hours of 12 midnight and 8 a.m. (Amended 11/15/05)
=>Employees whose work hours fall into both evening and graveyard shifts shall be paid the shift differential corresponding to the shift on which the majority of hours were worked. If the employee’s work shift is divided evenly between the evening and graveyard shifts that is from 8 p.m. to 4 a.m., shift differential for four hours will be paid at 15¢ per hour and four hours at 30¢ per hour. (Amended 11/15/05)
C) Shift differential pay will not be paid for hours not worked.
D) Shift differential will not be paid to exempt employees or to seasonal temporary employees, except as may be authorized by the City Manager. (Amended 11/15/05)
E) Shift differential payments made under this section will be made on a bi-weekly basis.
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