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, , _ R�SOLUTIOP? I�0„ 1203 � y�
n R'LSOLUTIOI�T aF TIT� CITY OF R�r?T0�?, z���1'�SHINGTON, FOR TH� ;
r'�OPTIOI�I, Mt�IT?TEA�ARTCE ANB n�MITdIS'TRlaTION OF THE POSITION
CIASSIFICATION �1T]D PAY PI.,Ah:S.
I - DE�'IP?ITIOPdS
Definition of Term.s: For the purposes of these po�icies and ruZes, the
follocaing terms shall be defined �s indice�ted.
a) �illocation - means the assignMent of 2n individual position to an
appropriate c�ass on the basis of the kind, diffa.culty, anc res- �.
ponsibility of the work perfor�ed in the position.
b) City Council - me�ns the City Council of the Cit;� of Renton.
c) Class - means a position or group of positions t�.at involve -
similar cuties and responsibilities, require similar qualifica-
tions, is designated by a single title indicative of the kind of
wortc, and for which the same pay range can be �pplied with equity;
d) Demotion - means 2 change in employment status fro� a position �
of one cl�ss to a position of another class having a Io�aer sa�,2.ry
maxiraum iimit than the original class, �
e) E�ployee - �eans those employees in the cit;T service of the City.
of Renton. � •
f) City Service - meens the employees of the City-of Renton Municipal
Government as defined in Section II - 2,
g) Promotion - me2ns a change of eu�ployment from a position of one
class to a position of another cZass c��hich has a higher maximum '
salary rate.
I h) Probation�ry �ipl.oyee - means an emp2oyee who regularly works -
for the City of P,enton, but who has not y2t successfully com-
pleted the prob2tionary period.
i) P�ayor - means the �;ayor of the City of Renton or his du11� author.-
ized representative .or subordinate.
j) Vacancy - means a position duly created ana not occupied by an
incumbent. .
II - GENERF�L PROVIS IONS
1 . Purpose : The purpose of these rules and regul�tions is to set forth
the principles and procedures that are to be f ollowed by the City of Renton in
putting into effect, maintaining and administering its position c2a�ssification
anc� pay plans f or the City of Renton, r`Y
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2. Scope: These rules and regulations appZy to all City of Renton positions,
as defined; in the service of the City except the follok�ing:
a) Members of the CitSr Council
b) The Mayor • ,
c) The City Treasurer �
d) The �ity Clerk
� e) Such other employees cs the City Council shall except including
but not limiting it to the Police Judge, City Attorney, City
He�lth Officer, and Civil Service Secretary.
III - THE POSITION CL�ASSIFICATION PLAh�
1 Devel m
. op ent of the Plan: The Ma or sha�l re are and maintain a o i-
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tion classification plan with shall provide a complete inventory of a12 positions
� in the Gity of Renton municipal government and accurate descriptions and specifi-
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`� cations for each class of employment, which Plan is attached hereto labeled
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', "Exhibit A" and made 2 part hereof 2s if fully set forth herein, consisting of 66
pages, The plan shall standardize titles, each of *�;hich will be indicative of a
def inite range of duties and respon.sibilities and G�ill have the same meaning
throughout the city service, The classification plan, and any amendments, revisions
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or changes thereto; shall becoace effective when approved by the City Council st
a regular meeting thereof;
2. Composition of the Classification Plan: The cZassif ication plari shall
coneist of:
a) A grouging into classes of similar positions which are approxi.mately
equal in diff iculty and responsibility, which call. f or the a�e
gener�l qualifications; and which can be ,compensated equitebly within
ttie same range of pay under siniilar wbrking conditions.
b) Class titles, descriptive of the work of the class; which will
identify each class.
c) �7ritten specifications for each class of positions, containing a des-
cription of the nature of work and relative responsibility of the
positions in the class; desir2ble requirementa in terms of knowledge,
abilities and skills for performance of the work; atid a statement of
the trsining and experience considered desirable f or candidates
applying for employment in the class.
d) Records showing the class to which each position in the city service
is allocated as identified by the name of the current ineumbent.
3. Use of the C�assification Plzn: The Classification plan shall be used:
a) In recruitment eff orts.
b) �1s a guide in preparing any examinations that may be given to measure
the abilities needed to perform the work of the class.
cy In determining lines of promotion and developing any employee tr�ining
program.
d) In determining salaries to be paid f or various types of work.
e) In determining personal service items in the departmental budgets.
f) In providing uni.f orm job terminology understandable by all adminis-
trative off icials� employees, and the general public.
4, Class Specif ications: Class specif ications are to be interpreted in their
entirety and in their relation to others in the classification plan. Partieular
phrases or examples are not to be isolated and treated as a full de£inition of
the class. Specif ications� are deemed to be descriptive and explanatory of the
kind of work perf ormed and not inclusive of all duties �ahich may be assigned.
5. Class Title: Class titles, or designated code symbols, shell be used in
all personnel, accounting, budget, and f inancial records. No person shall be
appointed to or employed in a position in the city service under a title not in-
cluded in the classif ication plan. Specif ic working titles used in the course of
departmental routine to indicate authority, status in the organization, or admfnis-
trative rank may be used for such purposes. � �
6. Maintenance of the Classification i'lan: The Mayor is charged with the
responsibility for the proper and continued maintenance of the classification pl.an
so that it will reflect the duties being perf ormed by each employee in the city
service and the class to which each position is allocated. Revisions of class
specifications and reallocation of positions wzthin the approved clessification
plans shall be made subject to approval of the City Council, as follows:
a) The Mayor shall study the duties and responsibiiities of eaeh new
position as it is created and on the basis of this study, place the
position in the appropriate class within the classification plan.
b) Department heads shall report changes in the duties 2nd responsibi-
, lities of a position to the Mayor. If they are permanent, and of
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. - such a nature to req�ire it, the positions shall be realloc2ted to
the appropriate class. At the request of a department head or an
employee, or on his own initiative, the Mayor may revieo� the daties
of 2ny position, and, if warr�nted, may reallocate the position,
c) The Mayor shall review the classif ic�tion plan periodically, and upon
the basis of his investigations, may determine that classes be com-
bined or abolished, or that new classes be established,
IV - THE SALARY PIAN .
1. Composition of the Salary Plan: The scl.ary pl.an shall include:
a) The Schedul.e of Standard Salary Rates and Ranges as set forth in
Schedule I entitl.ed "Pay Ranges i n Monthly �.mounts" as adopted
by the City Gouncil, subject to amendments and modifications
hereinaf ter enacted which Schedule I is attached as an Exhibit
hereto labeled "Exhibit B", and made a part hereof as if fully set
forth herein.
b) The Officia2 Salary Plan (consisting of minimum and maximum r2tes
of pay and intermediate steps f or all classes of positions included
in the classif ication plan) as set forth in Schedule IV as adopted by
the City Council , subject to amendments �nd modifications hereinaf ter
enacted which Schedule IV is attached as an Exhibit hereto labeled
"Exhibit C", and made � part hereof as if fully set forth herein.,
. 2. Development and Naintenance of Salary Ranges:. Salary R2nges shall be:
related directly to the position classification plan and shall be determined with
due regard f or the following f�ctors: the ranges of pay for other classes, the
relative difficu2ty and responaibility of the class, the 2vailability of employees
in particular occupationa2 categories, prevailing rates af pay for similar em�-
p2oyment in private establishments and other public jurisdictions in the general
�rea, cost of living f�etors, the financial policy of the City of Renton, and other
eeonomic considerations.
The Mayor sha21 make comparative studies of factors affecting the level of
salary ranges as often as necessary. On the basis of information derived from the
studies, he shall make proposals to the City Council for necessary changes in
salary ranges. IVecessary adjustcnents shall be accomplished by increasing or de-
creasing the salary ranges by the appropriate number of ranges, but within the
basic salary scheduZe. The rate of pay for each employee sha11 be adjusted by
the appropriate number o£ steps in con£ormance with the adjustment of the salary ' I
range for the class.
3. Appointment Rate: The minimum rate established for a class shall be
paid upon appointment, except that appointment rates above the minimum rate mey ,
be authorized if the department head submits reasons in writing and it is approved
by the Mayor. Approval will be based on the exceptional qualifications of the
appointee or inability to employ eligible candidates at the minimum rate.
4. Pay Increase on Completion of Probationary Period: A one step pay
increase shall be granted each employee upon the successful completion of the
probationary period of six months. l+ll subsequent increases shali be provided
�s detailed in th� i.maediately succeeding section; If such increase is nAt
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grantied; the employee shall be so notifiec� and his employment terminated.
5. Salary Increases: Employee salary increases to the next higher salary
step sha12 be based on meritorious performance at the present salary step auby
stantiated by the department he�d and approved by the Mayor and the City Council;
This provision precludes automatic step increases in an amployee's salary. Or-
dinarily, salary increases shall be Iimitec� to one step, and shall not be granted
cnore frequently than once a qear. Salary increases of more than one step or at
less thEn annual intervals may be approved f or exceptionaliy meritorious service
when supported by written statements of the department head approved by the Mayor
and the City Council.
6. [,1hen Pay Increases shall be Granted: The Mayor shall review the work
performance of individual employees periodically ar as often as deemed desirable
to establish eligibility or non-eligibility for a pay inerease, as provfded in
the immediately preceding section.� In �11 inatances, all pay increases shall be
f ar a full pay step. No fractional step increases may be made.
7. Pay Rates in 'Transfer, Promotion or L?emotion: If an employee is trans-
ferred,. promoted, or demoted, his rate of pay far the ne�1 positi.on shall be deter-
mined 2s fo�.lows:
a) Tf the rate of pay in the f ormer class is less than the minimum rate
established for the class of the new position, the rate of pay shal�
be advanced in the minimum for the class.
b) If the rate of pay in the former class is more than the maximum rate
establishec3 f or the new class, the pay shall be reduced to the maxi-
mum rate or an inte,rmediate step of .the new range as determined by the
Mayor a-nd approved by the City Council.
c) If tr.e rate of pay of the former class fa1Zs c��ithin the new range of
pay and at an established step in the r�nge of the new class, the sa2ary
� rate shall remain the sacne in the case of transfer; shall be increased
one step in case of promotion; and, at the discretion of the Mayor,
shall remain the same or shall be adjusted to a lower step in the case
of demotion.
d) If the previous r2te fa11s within the new range of pay, but does not
correspond to an increment in the new range, the rate of pay shall be
adjusted to the next higher increment if the aetion is a promotion or
transfer, or adjusted to at least the next lower incre�nt if the aetion
is a demotion.
8. Travel and Other Officia2 Expenditures: The preacribed rates of pay do
not include allowance f or off iciaZ travel or other expenditures incurred in the
conduct of City of Renton businsss, or allowances made to emploqees foT the officia2
use of privately owned automobiles. �nployees will be reimbursed f or sueh expenses
in amounts determ_ined and established by the Ordinances and Resolutions bf the
City of ltenton, and as same may be amended from time to time.
9. Total Remunesation: The prescribed rates of pay includes payment f or
alI work perf ormed even though work may be perf ormed in more than one departme�tt,
but does not inelude payments for longevity, or special rontinuing assignments! if
any.
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. �0, �ay £or Part-Time L?ork: ?�Thenever an employee worlcs for a period Iess
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than the regul2r establishec� number of hours a day, days a �eeic, or weelcs �
month, the aMount paid shall be proportion�te to the time actually employec� for
the cl2ss, unless special circumstances require some upc�Tard revision of th� rate,
Such revisions shall be subject to the approval of the Mayor. ,
11, Hourly Rates: fihe Mayor may determine that houriy rates of pay be _used
for certain classes of positions, or f or certain individual positions within'
classes, when conditions of emp2oyment in his opinion a�arrant such action, , �itates
set by such action shall be consistent with the est�blished monthly rate a� shown
in Schedule I.
12. Overtime: �s a general rule, the requirement of f.requent and consic�erable
overtime serv'ices in a department shall be consic�ered evidence of understaffing or
improper organization and shall be subject to investigation by the Mayor. Necess-
ary overtime work required by emergencies must be authorized by department heads,
and approved by the Mayor, and may be compensated by equivalent time off or c2sh
payment for all hours u�orked over the specified work e�eek for each position, with
the exception of certain designatec� cl.asses cahich shall be compens�ted on a strGight
time basis f or all hours on duty.
13, Initial Effect of Salary Plan: �,ffective upon the a.doption of this
Resolution, Salary Plan "A" is hereby adopted, subject to uny subsequent amend-
ments or moc�ifications thereto, to--wit: :
2) Employees 4�hose sa.lary is below the recomtnended minimum for their
class should advance to the minimum,
b) �tnployees with sal�ries between the recommended minimum and maxi-
mum but not coinciding with the established step in the assigned:
range, should be raised to the next higher step,
c) Employees whose r2te of pay falls on an established step in the
assigned pay r2nge, should be raised to the next higher step. It�
no inst�nce should empl.oyee r�tes be raised beyond the maximum o�
the r�nge established for the class.
d) Except for the following personnel who were employed before
August 1 , 1963 2nd did not receive 2 normal increment incre2se i� `
' salary during 1963 and would receive by Plan � an increase less �han
' one-half of a step. The following employees shall advznce ta the
next higher step that provides a minimum increase of one-half of a
step,
1. Po2ice Dept. �. Street Dept.
Richard Gr2y
James Goodwin Lawrence Eriks
Raymond Saude
Robert Fritsvold
2. Fire Dept.
Robert Beattc�y
3, Engineering Dept,
Delbert Bennett
e) �11 cnniversary dates for purposes of s�lary increases of incumbents
in positions on the date of �doption of this resolution shall be
January Ist of eaeh year cc:,�rr,enc i ny I�EaS.
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�I . 'I`itte pravisions af this ssetic�i� �h�2�. not p�euent d�m�ititin tsr raduction far
di�ciplittrary reasons or the �pplic�ti.on of �er"vi�e�+wide pay deereases or whenever
such is required by the fin2neial condiEi.on of the City of Rentot� or by changing
econ�mi,c conditions; it being understoad that all pravisions of th�.� P1�ti; �s sacrie
may he�eafter be ame�ded, are subject to availability of �c3eqti�te ft�nds by the
City,
PASSED BY T'Hi� Ci'I"Y �OUNCI� thi.s 19th t3a�t of �ti�tist; 7.�6*�,
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� Fr" n �1 unen � ayo`r - - -
AP�RO'JED BY THE C�TY COUNCIL this 19th day of August, 1963.
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Helmie.Nelson, Citq Clerk
� �PPROVEI} AS TO FQRM; '
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Gerard P�. Shellan, City Attorney
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