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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
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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
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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
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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
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CITY COUNCIL
SAN LUIS OBISPO,CA
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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.