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Home My WebLink AboutRes 2021-08-965 Amending the Employee Compensation and Classification Plan and Providing for a Compensation PhilosophyCITY OF ANNA, TEXAS RESOLUTION NO. 6]y� .Jim Og" 9(vD A RESOLUTION OF THE CITY OF ANNA, TEXAS AMENDING THE EMPLOYEE COMPENSATION AND CLASSIFICATION PLAN, PROVIDING FORA COMPENSATION PHILOSOPHY, PROVIDING FOR AN EFFECTIVE DATE. WHEREAS, the City Council of the City of Anna, has previously adopted a Strategic Plan in Fiscal Year 201 &2019, as amended in Fiscal Year 2020-2021, and as a part of that plan, had directed staff to evaluate employee compensation plan for the purpose of updating and amending employee compensation plan; and, WHEREAS, the Fiscal Year 2021-2022 budget includes several new positions that were not previously included the City's employee compensation and classification plan; and, WHEREAS, in an effort to hire and retain qualified and trained employees, the City Council finds and determines that it is in the best interests of the City to update the employee compensation and classification plan; and, WHEREAS, it is desirous and customary to provide a step plan for the Police and Fire Departments, respectively, and to provide and open range plan for all non-public safety employees and management employees, to attract and retain qualified personnel; and, WHEREAS, it is the desirous to provide a lateral hiring practice for public safety recruitment to enable the hiring of experienced personnel above entry level rates commensurate with applicant qualifications, up to the third step, and experience; and, WHEREAS, it is desirous to establish a pay scale setting Anna in alignment with the market, based upon comparable factors and market conditions; and, WHEREAS, it is desirous to ensure all job descriptions were properly graded based upon compensable factors, internal equity issues are addressed, and all staff below established grades are brought to minimum grade; rates are adjusted for tenure, market, and adjusted for staff size and city population and, WHEREAS, it is desirous to adopt a compensation philosophy and strategy that is equitable, fair, and sustainable, but limited to available funding each budgeted year; and WHEREAS, it is desirous to provide a management system that the City Manager or designee shall manage, administer, and implement for the purpose of hiring, firing, reclassifying, promoting, creating of job descriptions, for the retaining and recruiting of qualified staff; and, NOW THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF ANNA, TEXAS, THAT: Section 1. Recitals Incorporated. The recitals above are incorporated herein as if set forth in full for all purposes. Section 2. Approval of Amended Pay Classification Plan and Compensation Philosophy. The City Council hereby approves an amendment to the employee compensation and classification plan attached hereto as Exhibit 1, and authorizes, ratifies and approves the City Manager's implementation, management and maintenance of same, to include the compensation philosophies set forth as follows. Philosophy 1: Establish the market, defined as cities located in whole or in part in Collin County, as these cities are the competition for employment in our region. Philosophy 2: Maintain pay ranges and step plans with the intent on being relevant and competitive in the Collin County Market, reviewing these for such annually, working towards the 50th percentile, weighted for organizational size and population served. Philosophy 3: Maintain a merit system of compensation, whereby employees are compensated for performance, targeted at 3.5% maximum for the highest performance rating, providing for performance improvement plans and deferrals for low performers not meeting expectations, yet encouraging excellence by tying salary increases to performance. Philosophy 4: Maintain a retention system, for encouraging senior and long-term employees, rewarding longevity, consistent with system internal equities, inclusive of longevity pay, incremental adjustments based on tenure, and lump sum payment when achieving the top of scale or step, not to exceed $2,000. Philosophy 5: Maintain a promotional vacancy practice providing for no less than 5% increase for promotions (or the next highest step if in a step plan) Philosophy 6 : All stated strategies herein are subject to annual funding availability, and not a guarantee of future compensation. Section 3. Effective Date. The City Council hereby approves the amended compensation plan and philosophy effective with the adoptions of the Fiscal Year 2021-2022, with the first full pay period, on or about October 4, 2021. �6a1—bs -Q�5 PASSED AND APPROVED by the City Council of the City of Anna, Texas, on this the 24, day of August 2021, ATTEST: Carrie L. Land, City Secretary APPROVED: Nate Pike, Mayor FY 2021-2022 Classification Plan Position Title / Classification Min Mid Max City Manager $ 152,273.46 $ 190,341.83 $ 228,410020 Assistant City Manager $ 129,326.87 $ 161,658.59 $ 193,990.31 Director of Public Works $ 126,346406 $ 157,932.58 $ 189,519.10 Director of Finance $ 12%084.05 $ 153,855406 $ 184,626.07 Police Chief $ 146,473.34 $ 175,768.01 Fire Chief $ 146,473434 $ 175,768.01 Director of Development Services E117,178m68 $ 143,520.66 $ 172,224.79 EDC Director $ 140,286.76 $ 168,344611 Director of Neighborhood Services ,. $ 140,075.86 $ 168,091.03 Director of Human Resources $ 107,392.63 $ 134,240.79 $ 161,088.94 Director of IT $ 107,280.14 $ 134,100.18 $ 160,920622 City Engineer $ 105,086.72 $ 131,358.40 $ 157,630.08 Assistant Fire Chief $ 98,843,90 $ 123,554487 $ 148,265.85 Assistant Police Chief $ 97,550.34 $ 121,937.92 $ 146,325.51 Assistant Director of Public Works $ 96,088.06 $ 120,110.07 $ 144,132.08 Economic Development Manager $ 90,126.44 $ 112,658.05 $ 135,189.66 Accounting Manager $ 80,509.12 $ 100,636.40 $ 120,763.68 Budget Manager $ 79,946.70 $ 99,933,38 $ 119,920.05 Planning Manager $ 76,234.75 $ 95,293.44 $ 114,352.13 Neighborhood Services Parks P&D Manager $ 75,447.37 $ 94,309.21 $ 113,171.06 Communication Manager $ 73,422.67 $ 91,778.34 $ 110,134.01 Code Compliance Manager $ 73,085.22 $ 91,356.53 $ 109,627.83 Superintendent $ 72,466.56 $ 90,583.20 $ 108,699.85 Building Official $ 72,466.56 $ 90,583.20 $ 108,699085 Recreation Manager $ 72,072,87 $ 90,091.09 $ 108,109.31 City Secretary $ 71,454.21 $ 89,317.77 $ 107,181.32 GIS Manager $ 69,710.72 $ 87,138.40 $ 104,566.08 Senior Accountant $ 65,042.67 $ 81,303.33 $ 97,564.00 Utility Supervisor $ 56,943.87 $ 71,179,84 $ 85,415480 Utility Billing Supervisor $ 54,019030 $ 67,524.13 $ 81,028.95 Court Administrator $ 53,794.34 $ 67,242.92 $ 80,691450 Deputy City Secretary $ 51,825.88 $ 64,782.35 $ 77,738.82 Human Resources Coordinator $ 51,825.88 $ 64,782.35 $ 77,738.82 Senior Inspector - Building $ 50,926.01 $ 63,657.52 $ 76,389.02 Neighborhood Services Coordinator $ 49,519.97 $ 61,899.96 $ 74,279696 Public Works Coordinator $ 47,776.48 $ 59,720.60 $ 71,664.72 IT Help Desk Support $ 47,776.48 $ 59,720.60 $ 71,664.72 Fire Services Coordinator $ 47,776.48 $ 59,720.60 $ 71,664,72 Inspector - Building $ 46,032.99 $ 57,541.24 $ 69,049.48 Civil Construction Inspector $ 46,032.99 $ 57,541.24 $ 69,049.48 Plans Examiner $ 45,358.09 $ 56,697.61 $ 68,037.13 Code Compliance Officer $ 44,626.95 $ 55,783.68 $ 66,940.42 Accountant $ 44,064653 $ 55,080.66 $ 66,096.80 Senior Wastewater Plant Operator $ 44,064.53 $ 55,080.66 $ 66,096.80 Management Analyst $ 43,277.15 $ 54,096.43 $ 64,915.72 Crew Leader $ 41,063451 $ 51,329.39 $ 61,595.26 Traffic Safety Technician 9.55 $ 48,874.44 $ 58,649632 Water Operator 7.82 $ 47,497.27 $ 56,996.72 Development Services Technicia1F3632 7.07 $ 45,521.33 $ 54,625.60 Maintenance Worker II 1.26 $ 45,401.58 $ 54,481.89 Police Records Administrator 1.76 $ 45,102419 $ 54,122,63 Accounting Technician 8,54 $ 44,623.18 $ 53,547.82 Administrative Assistant 5.70 $ 42,707.12 $ 51,248.55 Meter Service Technician 9.40 $ 42,886.75L$511464JO Admin/Records Clerk 65.70 $ 42,707.12248.55 Maintenance Worker 1 $ 31,291.61 $ 39,114.51937441 Utility Billing Clerk $ 31,004.20 $ 38,755.25506.30 boa!-08�9�5 Or�i Vim' m aM-i Ln m M N 00 O m r� O ci 00 r ; r-i N Ln 0) n t` O ci W L-i N i/? 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