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Home My WebLink About90-018 CC ResolutionRESOLUTION NO. 90-18 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TEMECULA PROVIDING FOR THE ESTABLISHMENT OF PERSONNEL POLICIES WHEREAS, pursuant to the authority under Chapter 2.08.060(b) of the City's Municipal Code, the City Manager has the authority to hire, set salaries and adopt personnel policies; and WHEREAS, the City Manager has recommended and the City Council now wishes to adopt those policies as identified below: NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Temecula as follows: Section 1. The following Personnel Policies are hereby adopted pending the adoption of a comprehensive personnel system pursuant to Section 45001 of the California Government Code: Position Titles & Salades (Exhibit A) Wage Administration Policy (Exhibit B) Categories of Employment Policy (Exhibit C) Such policies are attached to this Resolution and incorporated herein by this reference. Section 2. These Personnel Policies shall become effective immediately and may be thereafter amended. Section 3. The City Manager shall implement the above policies and has the authority to select and appoint employees in accordance with these policies. Section 4. All prior resolutions and parts of resolutions in conflict with this Resolution are hereby rescinded. APPROVED AND ADOPTED this 13th day of Febru~~~t~~ Ronald J. Parks, Mayor ATTEST: F. D. Aleshire, City Clerk Resos 90-18 I [SEAL] STATE OF CALIFORNIA ) COUNTY OF RIVERSIDE ) CITY OF TEMECULA ) SS I, F. D. Meshire, City Clerk of the City of Temecula, HEREBY DO CERTIFY that the foregoing Resolution 90-18 was duly adopted at a regular meeting of the City Council of the City of Temecula on the 13th day of February, 1990, by the following Roll call vote: AYES: 5 COUNCILMEMBERS: Birdsall, Lindemans, Moore, Mufioz, Parks NOES: 0 COUNCILMEMBERS: None ABSENT: 0 COUNCILMEMBERS: None F. D. Aleshire, City Clerk Resos 90-18 2 Exhibit A City of Temecula - Proposed Salary Ranges - 07-Feb-90 Listed Alphabetically by Title # of Exempt/ Positions Non-Ex. Proposed Title I NE I NE I E 3 NE I NE I E 2 NE I E 1 E 1 E I E I E 4 NE I NE I NE I E Account Clerk Accountant Administrative Assistant Administrative Secretary Assistant Planner Assistant to the City Manager Associate Planner City Manager Deputy City Clerk Director of Finance Director of Planning Executive Secretary Office Assistant Planning Technician Secretary Senior Planner Minimum Maximum 1600 1993 2498 3111 2105 2621 1702 ~ 2120 2464 3068 2807 3495 2885 3592 Setby City Council 2414 3006 5236 6519 5236 2285 1303 2193 1454 3424 6519 2731 1811 '4236 22 Total temlistl ,wkl City of Te~cula - Classification Titles, Salary Ranges & Initial Policies Exhibit B Subject: WAGE ADMINISTRATION Related Policies: Categories of Employment Performance Reviews Background: The City offers competitive salaries for duties performed by City employees. The ability of the City to pay wages is based upon the continued efficient and effective delivery of services and available revenues. While each approved classification title has an approved salary range, the actual salary of each employee within the salary range, is based upon his/her performance of assigned duties. 1. Each approved classification title will have an approved salary range Salary Ranges: assigned to it. a. Recommended adjustments to salary ranges must be submitted to the City Council for review and approval. .: ,, .?~? . Pay Rates: Each employee will be assigned to an approved classification title and a specific pay rate within the approved salary range for the classification. a. The City Manager, or a designee, may approve a starting salary for a new- or returning employee at any rate within the salary range. b. The actual pay rate for each employee will be based upon a review of his/her experience, qualifications and/or performance in relationship to the expectations of his/her supervisor. Merit Adkmt_ments: Each regular employee will be considered for;'~:' but is not guaranteed, a merit adjustment as follows: . :. a. At or near the successful completion of the first six (6) months of continuous service, and, b. At or near the employee's anniversary date each year, .'?.;:, c. A merit increase may not cause an employee to exceed the maximum rate ~ for his/her classification. City of Te~cula - Classification Titles, Salary Ranges & Initial Pollcle~ Wage Administration Page 2 Merit increases are not automatic. At or near the potential effective date of a merit adjustment for each employee, his/her supervisor shall make a recommendation as to whether the employee shall receive a merit adjustment, be denied a merit adjustment or be deferred for consideration of a merit adjustment. All merit adjustment recommendations must be accompanied by a completed performance review, a Personnel Action form and be approved by the Department Head and the City Manager, or a designee. e. Project employees are not eligible for merit increases except under special circumstances approved by the City Manager, or a designee. 4. Effective Dates: Merit increases shall become effective on the first day of the first pay period following their final approval by the City Manager, or a designee. e Promotion: An employee who is promoted to a position which has a maximum pay rate which is higher than the maximum pay rate for the employee's current position, will be placed at either the minimum rate for the new classification or at a rate which is approximately 5% higher than the employee's current pay rate, whichever is greater. Demotion: An employee who is demoted, or voluntarily requests a demotion, to a position which has a lower maximum pay rate than the maximum pay rate for the employee's current position, will be placed at a pay rate within the new salary range at the discretion of the City Manager, or a designee. Reclassification: An employee who is reclassified to a position which has a maximum pay rate which is higher than the maximum pay rate for the employee's current position, will be placed by the City Manager, or a designee, at either the minimum rate for the new classification or at a rate which is approximately 5% higher than the employees current pay rate, whichever is greater, provided that the new rate does not exceed the maximum rate for the new classification. a. An employee who is reclassified to a position which has a lower' ~n~aximum pay rate than the maximum pay rate for the employee's current position, will be Yo rated in accordance with the following schedule: Years of Service Y-Rate Period 0 through 2 6 months 2 through 5 I year 5 through 10 2 years 10 or more 5 years City of Ta~ecula - Classification Titles, Salary Ranges & Initial Policies Wage Administration Page 3 b. For purposes of this policy, Y-Rate or Y-Rated shall be defined as a freezing the employee's salary at the rate paid prior to the employee being reclassified. Co An employee who is Y-Rated shall have his/her salary frozen at the rate at the time of the Y-Rate until either {l) the period of the Y-Rate expires~ or, (2) the maximum rate for his/her new classification exceeds his/her rate at the time of the Y-Rate. d. If the maximum rate for the new range has not exceeded the employee's rate at the conclusion of the Y-Rate period, the employee's salary will be readjusted to the maximum rate of the new range. e. If the Maximum rate exceeds the employee's rate during the period of the Y-Rate, the employee will be eligible for merit increases in accordance with this policy. Excevtions: Based upon the specific circumstances of a promotion'?~demotion or reclassification, the City Manager, or a designee, may make an exception to the policies described above. Exhibit C Sublect: CATEGORIFS OF EMPLOYMENT Policy: For purposes of salary administration, employment and other personnel matters, it is necessary to classify employees and positions in certain categories. The terms which identify these categories are used throughout these policies. Wherever used, their meaning will be as follows: Regular Emolovee - An employee who is appointed to a regular budgeted position to perform duties, which under normal business conditions, are needed on an on-going basis as determined by the City. A regular employee may be scheduled to work full-time or part-time. The City reserves the right to determine the need for the services of regular employees. Prior to becoming a regular employee, a new employee and a promoted employee. who occupy a regular position must serve a probation period according to the' following conditions Probationary Employee - A new, employee who has been appointed to a regular full-time position and has not completed six (6) months of continuous service. The employment relationship can be terminated by the City or the employee at any time during the probation period for any reason. il. Promotional Probationary Emoloyee - A regular full-time employee who has been promoted from one regular position to another with a higher maximum pay rate and has not completed six (6) months of , continuous service in his/her new position. The employment. relationship can be terminated by the City or the employee at any time during the promotional probation period for any reason. Prolect Emolovee - An employee who is hired to work a specific period of time (ie., January 10 through February 6). Project employees are: i. scheduled at the convenience of the City, .:.,. ii. not eligible for City sponsored benefits (ie., insurance) unless they are made eligible by a specific reference in these policies or with the specific written approval of the City Manager or the City Council, 111. to serve at the pleasure of the City Manager and may be terminated at any time with or without notice, and, Oi~y of T~ula - Clms$ifloa%ion Ti~le~, Salary Rango~ & Initial Poli¢iom Categories of Employment Page 2 iv. are specifically excluded from any discipline procedures or policies. Job Share Emvlovee - An employee who has been designated to perform a portion of the duties or the work hours of a regular position. A Job share employee is also a part-time employee. A job share employee is eligible for benefits as approved by the City Manager at the time of his/her appointment. A Job Share employee may be either a Regular or a Project employee. 2. A regular, probationary, promotional probationary, project or job share employee may also be full-time or part-time as follows: Full-time Emvlovee - A probationary, regular, promotional probationary or project employee who is normally scheduled, but is not guaranteeds to work forty (40) hours per week. Full-time employees are scheduled at the convenience of the City. be Part-time Employee - A probationary, regular, promotional probationary or project employee who is normally scheduled to work less than forty (40) hours per week. Part-time employees are scheduled at the convenience of the City. 3. Depending upon their assigned duties, City positions are categorized as follows: Management Employee - An employee who is designated by City Council Ordinance or Resolution to have responsibility for managing or directing a department or other major organizational unit, developing, implementing and administering City policies, and/or advising a manager of such a unit on significant policy issues. Suvervisorv Emvlovee - An employee designated by the City Manager, or a designee having authority, in the interest of the City, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or responsibility to direct them, or to adjust their grievances, or effectively to recommend such action, if, in connection with the foregoing, the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgement. Employees whose duties are substantially similar to those of their subordinates shall not be considered to be supervisory employees. City of T~cula - Classification Titles, Salary Ranges & Initial Policies Staff Emoloyee - An employee who does not have on-going management or supervisory responsibilities. 18 Categories of Employment Page 3 4. For purposes of determining eligibility for overtime compensation employees are also designated as either exempt or non-exempt as follows: Exemot Emolovee - An employee who performs executive, administrative or professional tasks as defined by federal and state law. An exempt employee is not eligible for overtime compensation. Non-exemvt Employee - An employee who does not perform executive, administrative or professional tasks as defined by federal and state law. A non-exempt employee receives overtime pay for work in excess of eight (8) hours of work in a work week. A non-exempt employee must report all hours worked on a City approved time card. A list of exempt and non-exempt positions is maintained Manager's Office. in the City City of Te~mcula - Classification Titles, Salary Ranges & Initial Policies