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2001-R-06.-ESOLUTION NO.2001-R-06 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EDGEWATER, FLORIDA, MODIFYING THE PERSONNEL POLICY AND PROCEDURE MANUAL BY AMENDING SUBSECTIONS 7.01 (CLASSIFICATION PLAN) AND SUBSECTION 7.03 (PAY ADMINISTRATION) OF SECTION VII (CLASSIFICATION AND COMPENSATION; REPEALING ALL RESOLUTIONS IN CONFLICT HEREWITH AND PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, the City Council of the City of Edgewater, Florida, has made the following determinations: WHEREAS, the City acknowledges that an Amended Personnel Policy and Procedure Manual was adopted pursuant to Resolution No. 99-R-19 on November 15, 1999; and modifications to the Policy were adopted pursuant to Resolution No. 2000-R-18 on December 4, 2000; and WHEREAS, Staff has developed a broadbanding system which typically establishes a limited number of pay classifications (bands) and will consolidate all positions under these bands. Broadbanding will establish comparable pay, promotes flexibility, cross training, and will provide a better and cost effective pay/classification system; and WHEREAS, the City Council and Staff have reviewed and determined the need to modify certain sections in an effort to bring consistency to the policies and procedures relating to our employees. NOW THEREFORE, BE IT RESOLVED by the City Council of the City of Edgewater, Florida: Section 1. Subsection 7.01 (Classification Plan) and Subsection 7.03 (Pay Administration) of Section VII (Classification and Compensation); dated April 6, 2001, attached hereto and incorporated by reference as Exhibit "A" is hereby approved. Section 2. The City Manager is directed and authorized to make certain that the aforesaid 2001-R-06 Amendment is included as partbfthe City of Edgewater's personnel sysi6m and Administrative Code. Section3. All resolutions or parts of resolutions in conflict herewith be and the same are hereby repealed. Section 4. This resolution shall take effect upon adoption. After Motion by . .[t and Second by ,... .4.V�r- , the vote on this resolution was as follows: AYE NAY Mayor Donald A. Schmidt A Councilman James P. Brown Councilman Dennis A. Vincenzi Councilwoman Harriet E. Rhodes Councilwoman Judy Lichter K PASSED AND DULY ADOPTED this -&— day of April, 2001. ' --' Vsan J. W, c1sworth City Cle'rk For the use and reliance only by the City of Edgewater, Florida. Approved as to form and legality by: Scott A. Cookson, Esquire City Attorney Foley & Lardner 2001-R-06 CITY COUNCIL OF THE CITY OF EDGEWATER, FLORIDA By;�� Donald A. Schmidt Mayor �1 Robin L. Matusick �— Legal Assistant Approved by the City Council of the City of Edgewater at a meeting held on this day ofw✓ 2000 under Agenda Ite No. - 1. Conduct pedodicstudiesto assure that the Classification Plan and compensation for positions remains current and uniform. 2. Requestthe completion and submission ofpositionquestionmairesorothermiated information when considered necessary for proper maintenance of the plan. 3. Conductstudiesofanexisgng positionwhen there hasbeen a substantial change iniheduties and responsibilities which justify consideration of possible reclassification. 4. Mairaaina position authorization summary identifying all authorized posilionsintheCityservice C. Composition of the Compensation Plan. 1. The Compensation Plan shall include: a. A table of minimum and maximum pay ranges. b. A schedule of salary grades classificafions for each title in the classification plan, consisting of minimum and maximum ranges. D. Salary Ranges and Progression. 1. The Compensation Plan consists of a salary schedule containing salary ranges, the compensation associatedwdh the ranges, and a schedule listing the assignments of each class in the Classification Plan to a grade in the Salary Schedule. 2. Pay increases are not automatic, but may be achieved through performance evaluations, promotion, reclassification, or pay range adjustment. 3. TheCity Managershall havefinal authomyto placeapproved position within the Classification Plan. E. Changestothe Classification Plan must recommended bythe City Managerand beapproved bythe City Council. 7.02 CITY SERVICE A. Continuous Service. 1. Anemployee'scordinuousservicedate isestablished asthe most recentdate of hire and cannot precede the date the employee reported forand began wortcas a full time employee. Paid absences do not affect the date of continuous service. 2. The centinuousservicedateforan employeewhowas initially hired as atemporary or part time employee and becomes a regular employee is the date of full time regular him. 3. Authorized unpaid leaves of absence for a period of thirty (30) days or more and layoff as provided in these policies and procedures are not considered a break in centinuousservice, but do affect the employee's benefit date. Revision April 6, 2001 14 (Exhibit A) 7.03 PAY ADMINISTRATION An employee shall be paid at the rate of pay specified in the approved Compensation Plan. A. Appointment and Starting Rate Guidelines. 1. Generally, a newemployee will be hired atthe minimum rate fora position. This rate reflects the "market place" value of the position based upon the minimum qualifications needed to perform the work. 2. Hiring above the minimum salary maybe authorized bythe City Manager, ifthe applicant's training, experience orolherqualifcations are above those required forthe position Hiring may be approved at a rate eptathemid-peintafwithin the range established forthe position, by the CityManager. The Personnel Director can authorize anew hire upto 40%50%abovethe minimum ofthe classification. The Department Directorcan authorize a newhire upto5%26% above the minimum of the classification. B. Promotion. A promotion is defined as the advancement of an employee from the current classification to another classification that is higher. When promoted an employee retains his original anniversary/benefit date. 1. Policy and Guidelines. a. It is the policy of the City to fill any given position with the most qualified individual. Promotion from within the City is a desirable practice in that positions can be filled with individuals who are knowledgeable about the operations of the City and accordingly, the orientation period is significantly shortened. b. To support this policy, whenever possible, vacant or new positions will be filled by promoting qualified regular employees from within the City service. First consideration will be given to employees within the department with the opening. C. The City employees are encouraged to develop new skills, expand knowledge oftheir work, assume greater responsibilities, make known theirqualihcationsfor promotion to more difficult and responsible positions, and compete forvacant positions forwhich they are qualified. d. The promoted employee will be required to take a drug test. A physical will be required if the new position warrants such. e. The promoted employee'ssalaryshall he alithe mini mum rate i the highefelassifleaffien etermined in the same manner as a new hire (see Sec.A2 above). f. The promoted employee shall serve a six (6) month probationary period upon entering the promotional position. There will be a one year probationary period for Police and Fire. Revision April 6, 2001 15 (Exhibit A) C. Demotion. A Demotion occurs when an employee is reassigned to a position in a lower classification than the position from which the assignment is made. The new rate of pay is determined bythetype of demotion. When demoted an employee retains his original anniversary/benefi[dates. 1. Policy and Guidelines. a. Employee Requested Demotions. When an employee requesisademotion dueto inabilityto perfonntheworkdueto health or other reasons, the employee may be moved to a lowerjob classification upon the approval ofthe Department Director, Personnel Directorand the City Manager. Whena dentition of this nature occurs, there shall normally be a reduction in the employee's pay to bring the pay within the salary range for the new classification. However, the empbyWs Department Director may recommend, subject to the City Manager's approval, that the employee remain at the pay level attained prior to the demotion. If the employee's current salary is above the maximum grade established for the lower pay grade, their salary will have to be adjusted to fit within pay classification. b. Operational. When a demotion is initiated due to operational requirements or for the convenience of the City, the rate of pay may be reduced, and cannot exceed the maximum pay rate of the new classification. C. Reduction in Force. When a position is abolished and the employee accepts a position in a lower classification, the rate of pay may be reduced. d. Performance. When an employee isdemoled dueto an inabilityto meet performance requirements, the employee's salary will have to be adjusted to fit within the pay classification. e. Disciplinary. An employee may be demoted as a disciplinary measure. The rate of pay shall be reduced. D. Transfer 1. When employee is transferred from one position to another in the same classification or to a position in another classification with the same pay grade, range he shall cominuelo be paid at the same pay rate and shall retain his anniversary date. 2. Thetransfened employee shall serve a six(6) months probationary period upon entering a new position. 3. The promoted employeewill be required totake a drgtest. A physical will be required ifthe new position warrants. Revision April 6, 2001 16 (Exhibit A)