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HomeMy WebLinkAbout05/20/1991, Agenda . G,ty t�* cit,, of sAn tuitoBjspo w got ' O COUNCIL HEARING ROOM • CITY HALL-o 990 PALM STREET a SAN LUIS OBISPO y 0 � l�'r S t)1 AGENDA CLOSED SESSION OF THE CITY COUNCIL MONDAY, MAY 20, 1991 - 12:10 P.M. COUNCIL HEARING ROOM - CITY HALL, 990 PALM STREET CALL TO ORDER Mayor Ron Dunin ROLL CALL: Vice Mayor Bill Roalman, Councilmembers Peg Pinard, Penny Rappa, Jerry Reiss and Mayor Ron Dunin s*s**s*s***s*s*s*s*s*sss*s*sssssssssssssssssssssssss*s*s*s*ssssssss*sss***s**s PUBLIC COMMENT PERIOD (Not to exceed IS minutes) Immediately following roll call,members of the public may address the City Council on items that DO NOT appear on the printed agenda. Please observe the time limit of three minutes. A speaker slip (available in the Foyer) must be filed with the City Clerk prior to the beginning of the meeting. As a general rule,action will not be taken on issues not listed on the agenda. Staff will generally be asked to follow-up on such items. The Council is interested in bearing from the public regarding issues or concerns of the community and welcomes your input. CLOSED SESSION 1. APPOINTED OFFICIAL EVALUATION (DUNN/101 - 1 hr.) Review and discussion with the City Administrative Officer of goals and objectives for the past year and proposed goals for the.next 12 month period. FINAL ACTION: Em uati.on made. 1 of 2 Council Agenda May 20, 1991 s*sss*sssssssss**s*sssss*ss*ss*sssss**s*s***ss*****s**sssssss*s*************** COMMUNICATIONS (Not to exceed 15 minutes) During the balance of this meeting, any Councilmember or the City Administrative Officer may informally update the City Council of written or oral communications and ask for comment and/or discussion. State law provides that Council take action only on such matters which have been noticed at least three days in advance of the meeting unless special circumstances are found to exist. Formal action or approval is not preferred and such items should be continued to the next Regular meeting. A. ADJOURNMENT. Page 2 of 2 DING AGENDA p DAMS-i&-tTEMli city SAn hAiS oBispo 990 Palm Street/Post Office Box 8100 • San Luis Obispo,CA 93403-8100 May 16, 1991 TO: City Council FROM: Ann McPike, Personnel Director O'ZN`-� SUBJECT: CAO Evaluation On Monday, May 20, 1991, the Council will meet in the Hearing Room at 12:00 noon (lunch is served) to evaluate CAO John Dunn. Please bring all materials you received from Sharon Brunner, consultant, following the meetings on May 1. I will join you to review the Managerial Compensation Plan (Resolution 6604). A copy is attached. This will take approximately 15 minutes. After the process review, I will excuse myself and you can proceed with the evaluation. As a reminder, evaluations for Jeff Jorgensen and Pam Voges are scheduled for Monday, June 3, 1991 in the Hearing Room beginning at 12:00 noon. Thank you very much. Please feel free to call me if you have any questions. AM:st Attachment c: John Dunn Jeff Jorgensen Pam Voges COPBTO: ❑-Dotes Aaron ❑'FYI I� ❑ CDDDM LTJ CAO ❑ FIN.DM ❑ AC4O 0 M CHIEF ❑0 �1RwE Ar, Y Cl PwDucfl� 1� CLERK/ORIG. ❑ POLICE CH. p❑ GM7 TFAlv1 ❑ RM DUL vr,LMAY pl F%E 00 D W1 CITY COUNCIL SAN LUIS OBISPO,CA APR 2 4 IN r , RESOLUTION NO. 6604 ( 1989 SERIES) A RESOLUTION OF THE COUNCIL OF THE CITY OF SAN LUIS OBISPO ESTABLISHING A MANAGERIAL COMPENSATION PLAN FOR APPOINTED OFFICIALS AND FOR CERTAIN MANAGEMENT PERSONNEL AND SUPERSEDING PREVIOUS RESOLUTIONS IN IN CONFLICT WHEREAS, the City Council desires to establish a comprehensive Appointed Officials and Management Development and Compensation policy; and WHEREAS, the Council is committed to a comprehensive policy that strengthens the recruitment and retention of well qualified and effective appointed officials and management personnel; and WHEREAS, the Council desires to maintain an Appointed Officials and Management Compensation Plan which is consistent with other compensation plans; and WHEREAS, the Council is committed to a compensation plan which reflects the differences between duties, responsibilities and job requirements; and WHEREAS; the Council determines that merit and performance shall be the basis for Appointed Official and Management compensation. WHEREAS, consistent with Section 701 of the City Charter, the City Council is the appointing authority for the 6604 Resolution No . 6604 k1989 Series ) Page Two J City Administrative Officer, City Attorney and the City Clerk (Appointed Officials) , and the City Administrative Officer is the Appointing Authority for Management positions; and WHEREAS; The appointing authority is responsible for the selection, evaluation and the level of compensation for the appointed employee. NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo as follows: Section 1. An Appointed Official and Managerial salary plan is an important component of a comprehensive compensation policy. In order to remain competitive with the professional marketplace and promote merit and performance as the criteria for individual salary determinations, the following open-range Appointed Officials and Management Personnel Salary Schedule (Exhibit A") is authorized. The salary schedule shall be adjusted as follows: 1990 - 5% range increase 1991 - 5% range increase 1992 - 4-6% increase based on compensation survey conducted in January 1992 . 1993 - to be adjusted based on the results of 1992 survey The 1992 and 1993 changes in the salary schedule shall be authorized by Council resolution. Resolution No . bb04 ( 1989 Series ) Page Three EXHIBIT "A" APPOINTED OFFICIALS AND MANAGEMENT SALARY SCHEDULE 1989 GROUP MANAGEMENT POSITION SALARY RANGE MIN MID MAX I CAO 5600 6400 7200 II. ATTORNEY 4600 5250 5900 POLICE CHIEF FIRE CHIEF COMM. DEVELOPMENT PUBLIC WORKS UTILITIES DIR ASSISTANT CAO III CITY ENGINEER 4200 4800 5400 FINANCE DIR IV PERSONNEL DIR 3800 4350 4900 RECREATION DIR V CITY CLERK 3300 3800 4300 Section 2 . The Appointing Authority, or City Administrative Officer shall determine compensation within the designated range, after evaluating performance using professional compensation principles and the following guidelines (Exhibit "B") and salary increase matrix (Exhibit "C") . Such determination shall reflect merit and performance as the standard and basis for managerial compensation. In addition, the appointing authority may reduce compensation if performance is unsatisfactory. Resolution No . j04 ( 1989 Series ) Page Four f Exhibit "B" PERFORMANCE GUIDELINES First quartile of the salary range: promotional and initial hiring range ani-learning curve on the job Second quartile of the salary range: experienced level and awl hiring; competent performance of the job after completion of learning/adjustment curve after hire Third uart�ile of the salary range: hiring exceptionally ali qufie' T; consistently competent performance over time Fourth quartile of the salary T range: exceptional performance over time; strives to excel in numerous areas Exhibit "C" SALARY INCREASE MATRIX Performance Status: Quartile: 1st 2nd 3rd 4th Probation (not adequately 0% 0% 0% 0% performed) Fair 2-4 2-3 1-2 0% Competent (expected 5-7 4-6 3-5 2-3 performance level) Highly Competent 8-10 7-8 5-6 3-4 Exceptional 10-12 9-10 7-8 5-6 (To be used in 1989, 1990, and 1991. May require adjustment in 1992 and 1993 depending on the results of 1992 compensation survey. ) Section 3 . The City Administrative Officer is responsible Resolution No . 6604 ( 1989 Series ) Page Five for and shall be held accountable to the Council for the performance and evaluation of subordinate management staff. By the end of April of each year, the City Administrative Officer shall evaluate and determine salary levels for subordinate management and staff. Salary level determinations may be implemented by phases during each (12) month period (April through March) . Section 4 . The salary determination within the approved range for City Engineer shall be jointly determined by the Public Works Director and the City Administrative Officer. Section 5. By the end of April, the City Council shall evaluate and determine salary levels for the Appointed Officials. The salary level determinations may be implemented by phases during each (12) month period (April through March) . The City Council shall adopt individual employment agreements for Appointed Officials. Section 6. The City Council is authorized to grant one-time Performance Awards of up to $750 to Appointed Officials. The City Administrative Officer is authorized to grant one-time performance awards of up to $750 to management personnel. Performance Awards may be granted for either exceptional specific performance or sustained outstanding performance. Section 7. The management fringe benefits attached hereto as Exhibit "D" shall continue through 1993 . The City, shall contribute a maximum of $300 per month through 1990 and $325 per month from 1991 through 1993 , for medical , dental and vision Resolution No . 6604 ( 1989 Series ) 1 Page Six coverage. Should the City adopt a salary reduction plan, equivalent amounts will be applied to that plan. The Management Life Insurance and Long Term Disability Insurance shall continue to be directly funded by the City. Managerial employees working less than full time shall have all benefits and fringes pro rata. On motion OfCounciImember Settle seconded byCouncilmember Rappa and on the following role call vote: AYES: Councilmembers Settle , Rappa , Reiss and Mayor Dunin NOES: Councilmember Pinard ABSENT: None the foregoing resolution was passed and adopted this 18th day of . April 1989. IL MAYOR RON DUNIN ATTEST: Deputy CITY CLERK Becki Austin APPROVED: City Admi istrative Officer Personnel Dire r City Atto ey Aance Director - 6 Resolution No . 660 .4 ( 1989 Series ) Page Seven EXHIBIT "D" MANAGEMENT FRINGE BENEFITS 1989 - 1993 SECTION A Medical, Dental, Eve Care The City shall establish and maintain medical, dental and eye care insurance plans for coverage by management employees and their dependents. Each management employee shall carry medical, eye care, and dental for self. Dependent coverage shall be at the employee's option, however, all eligible dependents must be covered and covered on all plans if dependent coverage is desired. The City reserves the right to choose the method of insuring and plans to be offered. SECTION B Unexpended Frin a Benefit The City shall pay to each management employee as soon as practicable prior to December 31, an annual lump sum payment (subject to appropriate taxation) for the difference between the benefit amounts provided Management employees and any lesser sum expended by the employee for medical, cyc care, and dental coverage for the calendar year. SECTION C Life and Disability The City shall provide the following special insurance benefits: 1. Long-term disability insurancc providing 60% of gross salary to age 65 for any sickness or accident after a 90-day waiting period. 2. 550,000 term life insurance including accidental death and dismemberment. 3. One-half'of employee's health insurance premium paid for retired employees who elect to remain members of the City's group health plan. (Medical Plan). This provision will cease upon the death of the employee or upon the employee reaching age 65. SECTION D Retirement The City agrees to provide the Public Employees' Retirement System's 2% at age 60 plan to all eligible employees including the amendment permitting conversion of unused sick leave to additional retirement credit, the 1959 survivor's benefit and one year final compensation. The police and fire chiefs shall receive the same retirement benefits as sworn personnel in their department. Effective 7-1-81 the City agrees to pay the employee's contribution to P.E.R.S. These amounts paid by the City are employee contributions and are paid by the City to satisfy the employee's obligation to contribute the current percentage of salary to P.E.R.S. An employee has no option to receive thc.contributcd amounts directly instead of having them paid by the City to P.E.R.S. on behalf of the employee. It is further understood and agreed that the payment of the employee's P.E.R.S. contribution is made subject to I.R.S. approval and reporting procedures. Resolution No . 69 ( 1989 Series ) Page Eight Management Fringe Benefits - 1989-1993 Page 2 SECTION E Vacation Vacation leave is governed by Section 2.36.440 of the Municipal Code except that it may be taken after the completion of the sixth calendar month of service since the benefit date. Vacation leave shall be accrued as earned each payroll period up to a maximum of twice the annual accrual rate. However, if the City Administrative Officer determines that a management cmploycc has been unable to take vacation due to the press of City business, the City Administrative Officer may increase the accrual limits or once annually authorize payment for one-half of the excess accumulation up to a maximum of five (5) days. The City Administrative Officer may, within two years of appointing a manager, increase the rate of vacation accrual to a maximum of 15 days per year. SECTION F Administrative Leave Management employees shall accrue eight (8) days (64 hours) of executive leave per calendar year. Management leave shall accrue at the rate of 5.333 hours per month. Commencing January 1, 1987 management employees shall have the option of taking such leave as additional paid Icave or receiving cash for up to 64 hours at year end upon the approval of the CAO. SECTION G Holidays Management personnel shall receive 10 fixed + 2 floating holidays per year. SECTION H Ejgk Leave Sick leave is governed by Section 2.36.420 of the Municipal Code. An employee may take up to two (2) days per year of sick leave if required to be away from the job to personally care for a member of his/her immediate family as defined in Section 2.36.420. This may be extended to five (5) days per year if the family member is part of the employee's household, and to seven (7) days if a household family member is hospitalized and the employee submits written verification of such hospitalization. Upon termination of employment by death or retirement, a percentage of the dollar value of the employee's accumulated sick ]cave will be paid to the employee, or the designated beneficiary or beneficiaries according to the following schedule: (A) Death - 25% (B) Retirement and actual commencement of PERS benefits: (1) After ten (10) years of continuous employment - 10% (2) After twenty (20) years of continuous employment - 15% SECTION 1 Workers' Compensation Leave An employee who is absent from duty because of on-the-job injury in accordance with the state workers' compensation law and is not eligible for disability payments under Labor Code Section 4850 shall be paid the difference between his base salary and the amount provided by workers' compensation law during the first ninety (90) business days of such temporary disability absence. Eligibility for workers' compensation leave requires an open workers' compensation claim. Reslution No . 6604 ( 1989 Series ) j Page Nine Management Fringe Benefits - 1989-1993 Page 3 SECTION J Vehicle Assienmcnt For those management personnel who require the use of an automobile on a regular 24-hour basis to perform their normal duties, the City will, at City option, provide a City vehicle or an appropriate allowance for the employee's use of a personal automobile. The use of a personal automobile for City business will be eligible for mileage reimbursement in accordance with standard City policy.