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Home My WebLink About2012-08-08 PACKET 04.K.REQUEST OF CITY COUNCIL ACTION COUNCIL AGENDA MEETING ITEM # DATE 8/8/2012 PREPARED BY Administration Joe Fischbach ORIGINATING DEPARTMENT STAFF AUTHOR COUNCIL ACTION REQUEST Consider adopting a Resolution approving the 2012 -2013 Non - Represented Pay Plan and adopting a Resolution amending the Personnel Policy regarding Annual Leave language. STAFF RECOMMENDATION Adopt the Resolution approving the 2012 -2013 Non - Represented Pay Plan and adopt the Resolution amending the Personnel Policy to change Annual Leave language. BUDGET IMPLICATION $ $ BUDGETED AMOUNT ACTUAL AMOUNT FUNDING SOURCE ADVISORY COMMISSION ACTION DATE REVIEWED ❑ PLANNING ❑ ❑ PUBLIC SAFETY ❑ ❑ PUBLIC WORKS ❑ ❑ PARKS AND RECREATION ❑ ❑ HUMAN SERVICES /RIGHTS ❑ ❑ ECONOMIC DEV. AUTHORITY ❑ SUPPORTING DOCUMENTS APPROVED DENIED ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ El El ❑ ❑ ® MEMO /LETTER: Memo from Joe Fischbach dated 8/3/2012 ® RESOLUTION: Non - Represented Pay Plan Resolution 12 -xxx, Personnel Policy amendment Resolution 12 -xxx ❑ ORDINANCE: ❑ ENGINEERING RECOMMENDATION: ❑ LEGAL RECOMMENDATION: ❑ OTHER: ADMINISTRATORS COMMENTS City Administrator Date COUNCIL ACTION TAKEN: ❑ APPROVED ❑ DENIED ❑ OTHER CITY OF COTTAGE GROVE MINNESOTA To: Honorable Mayor and City Council From: Joe Fischbach, Human Resources Coordinator Date: August 3, 2012 Subject: Non - Represented Pay Plan and Personnel Policy Introduction At the May 16` regular meeting Council adopted the 2012 Non- represented Pay Plan. Staff is recommending amendment at this time and also adoption of a 2% COLA for 2013. Background Early this year, the employees in the AFSCME Clerical union petitioned the Bureau of Mediation Services (BMS) to conduct a decertification election. Essentially, these represented employees were interested in determining if the union members were interested in continued representation by the union. The BMS determined that there was enough interest in decertification by the employees in the group to conduct a mail -in ballot process. This election procedure was in process during July. Before the process was completed, AFSCME informed the BMS that it was withdrawing as the exclusive representative of this group of employees. As such, these employees are now part of the Non - represented group of employees. Thus, the City must now add these former AFSCME positions to the Non - represented Pay Plan. The resulting proposed plan is as attached. As Council will recall, the Non - represented group received a 1 % cost -of- living- adjustment (COLA) on 1 /1, 1 % COLA on 5/21 and a 1 % on 11/19. Proposed is that the former AFSCME employees would be eligible for these same COLAs after being slotted into the Pay Plan. Of note, is that the AFSCME pay plan was unique in that it provided for a 14 year step. For former AFSCME employees hired before 1/1/12 staff is recommending that they continue eligibility for that 14 year step by establishing a step H for listed positions within the Pay Plan. Staff is also recommending that Council approve a 2% COLA for Non - represented employees for 2013. Council has already approved 2% COLAs for personnel in the Police Patrol, Police Sergeants, 49ers and Fire unions. This would emulate that. Additionally, we are recommending a few title changes. They are: Human Resources Coordinator to Human Resources Manager /Deputy City Clerk Recreation Coordinator to Recreation Supervisor Accounting Clerk II to Accounting Specialist Office Clerk II to Office Assistant II Office Clerk I to Office Assistant I As part of the Good to Great process each department has looked as its operations and has attempted to provide a succession plan, as much as is feasible. In the Administration department, it has been determined that a plan for succession needs to be in place for elections, licensing, records, safety, insurance and FMLA administration. The operational approach has been to plan for succession of these duties within the Human Resources umbrella. With these increased duties and responsibilities, City Administrator Schroeder is recommending that the Human Resources Coordinator position be retitled and the salary grade be reclassified from Grade VII to Grade VIA. This would be effective 8/13/12. As part of the discussion with the former AFSCME steward regarding transition to non - represented status it was requested that the Office Clerk positions be re- titled as a morale building move. We are proposing entitling these existing positions as Office Assistant (I and II) without any change in grade or change in market comparisons. In making this change it is further recommended for purposes of equitable treatment that the "clerk" title in the Accounting Clerk position be removed in favor of a "specialist" title that does already exist elsewhere within the pay plan (i.e. economic development specialist). There would not be any change in grade or change in market comparisons for this position. Finally, it is recommended that the Recreation Coordinator title be amended to Recreation Supervisor to signify that the position serves a lead function within the Department. There would not be any change in grade or change in market comparisons for this position. A few years ago the AFSCME union negotiated an Annual Leave schedule that varies from the rest of the employee groups. At the time the same schedule was offered to all other represented groups. However, not one additional group saw an advantage to their membership of subscribing to this schedule which was an advantage for longer tenured staff but was deficient of the general schedule for lesser tenured employees. At this time, we are recommending that employees within the former AFSCME group be allowed to maintain this leave schedule. All other employees and those employees hired into those positions after 1/1/2012 will follow the accrual schedule benefitting all other employees. Council Action: Adopt a Resolution approving the 2012 -2013 Non - Represented Pay Plan. Adopt a Resolution amending the Personnel Policy regarding Annual Leave language. RESOLUTION ADOPTING 2012 -2013 PAY PLAN AND BENEFITS FOR EMPLOYEES NOT COVERED BY A LABOR CONTRACT FOR THE CITY OF COTTAGE GROVE See Last Page for Amendment Notations ARTICLE I. PAY SCHEDULE Section 1 . Attachment Al setting forth nineteen grades and eight steps is hereby adopted as the City's pay schedule for non - represented employees for the pay period including January 1 thru May 20, 2012. A one percent (1 %) cost -of- living adjustment (COLA) has been made to 2011 salaries. Attachment A2 setting forth nineteen grades and eight steps is hereby adopted as the City's pay schedule for non - represented employees for May 21 thru November 18, 2012. A one percent (1%) cost -of- living adjustment (COLA) has been made to the January 1st salaries. Attachment A3 setting forth nineteen grades and eight steps is hereby adopted as the City's pay schedule for non - represented employees for November 19 thru December 31, 2012. A one percent (1 %) cost -of- living adjustment (COLA) has been made to the May 21st salaries. Attachment A4 setting forth nineteen grades and eight steps is hereby adopted as the City's pay schedule for non - represented employees for January 1 thru December 31, 2013. A two percent (2 %) cost -of- living adjustment (COLA) has been made to the November 19, 2012 salaries. These adjustments cover all non - represented regular, full and part -time employees who are not subject to a bargaining contract for 2012 and 2013, as defined by the City Council through the Non - Represented Pay Plan. Section 2 . The positions covered by this resolution are hereby classified into grades as follows on the pay schedule shown in Attachments Al, A2, A3 and A4. Section 3 . For those employees appointed to full -time regular status, normal progression through the pay steps, as set forth in Attachments Al, A2, A3 and A4 will be as follows: Beginning 6 Months 1 Year 2 Years 3 Years 4 Years 5 Years 14 Years - Step A - Step B - Step C - Step D - Step E - Step F - Step G - Step H Only employees hired before 1/1/2012 in the following positions will be eligible for Step H; Payroll Specialist, Accounting Specialist, Secretary, Transcriptionist and Office Assistant 11. 2012 -2013 Pay Plan Page 2 Be it provided, however, that based on other job - relevant factors (including but not limited to recruitment needs, market comparability, pay equity considerations, and performance), the City Administrator may recommend the placement of an employee at a step other than that indicated by the above usual schedule. Be it further provided that the City Administrator is authorized to recognize and reward meritorious performance by increasing an employee's compensation one additional step on any anniversary adjustment. However, such extraordinary increases shall not be extended more than two times during the initial five years of employment. In addition, the City Administrator is authorized to defer step pay increases and /or annual pay adjustments based on poor performance. An employee's performance must be recognized as satisfactory in order to be eligible for pay increases. ARTICLE ll. HOURS Section 1 . The average work month for employees for the purpose of computing vacation, sick leave and fraction of a month's work shall be one hundred seventy -three (173) hours. ARTICLE III. OVERTIME Section 1 . The positions of Fire Services Chief and Police Captain shall be paid overtime under the following conditions: A. Those employees assigned are called to work on any holiday as listed in the Personnel Policy. B. Those employees called to testify in a court of law on their regularly assigned days off. C. Those employees assigned to work outside employment. Section 2 . The positions of Office Assistant I, Office Assistant II, Property Room Technician, Transcriptionist, Secretary, Accounting Specialist, Payroll Specialist, Investigative Aid, Administrative Secretary, Paramedic /EMS Coordinator, Building Inspector, Code Enforcement Officer, MIS Technician and Records Coordinator shall be eligible for payment of overtime. Section 3 . Overtime shall be paid at the rate of one and one -half times the employee's regular hourly rate. Section 4 . No overtime shall be paid to any of the other employees listed in this resolution. However, such employees may earn and use compensatory time as 2012 -2013 Pay Plan Page 3 provided in Section 15 of the Personnel Policy ARTICLE IV. POLICY Section 1 . The Public Safety Director, Fire Services Chief, Police Captains, and Paramedic /EMS Coordinator shall be provided uniforms, subject to the approval of the City Administrator or designee. Section 2. The EMPLOYER shall pay a maximum contribution per month per employee. The contribution may be used toward the premium for group medical coverage. Contribution amounts available but not used for medical coverage can be used for dental insurance for the employee and the employee's dependents, and toward the premium for additional life insurance, long -term disability coverage, or additional benefits allowed under the City's flexible benefits plan. Effective August 29, 2002, all new employees who work an average of thirty one (31) hours per week or more must enroll in a minimum of single medical coverage. Effective 1/1/2005 for current employees not waiving coverage, he /she cannot waive coverage in the future. Further, effective 1/1/2005, if the employee currently waives coverage and chooses to purchase coverage he /she cannot later choose to waive coverage. The employer contribution for 2012 and 2013 will be as follows HSA Plan Single- 100% of premium Single + One- 70% of premium Single + Children- 70% of premium Family- 70% of premium HSA Elect Plan Single- 100% of premium Single + One- 70% of premium Single + Children- 70% of premium Family- 70% of premium Both plans have a, $4,500- single and $9,000- all others, deductible. However, the employee will be responsible for, $2,500- single and $5,000- all others, of the deductible amount. The remainder will be covered by the employer through a HRA. Of the $2,500/$5,000 amount the employer will contribute $1,0001$2,000 in to the employee's HSA, on a matching basis. The employer contribution amount is provided on a matching basis of 2 (two) employer dollars for every 1 (one) dollar contributed by the employee, up to the annual employer maximum. The employer HSA contributions will be made in four equal payments, the first pay dates in January, April, July and October. Both plans will have an imbedded 2012 -2013 Pay Plan Page 4 deductible. There is an 80/20 payment arrangement once the deductible is met, whereby the insurance company pays 80 percent and the employee /employer pay the other 20 percent, up to an out of pocket maximum. The out of pocket maximums are, $5,800- single and $11,600- all others. If the employee /employer experience out of pocket costs, the employer will cover the first $850- single and $1,700- all others. The employee is then responsible for $450- single and $900 - all others. Employees currently receiving waiver compensation will continue to receive waiver compensation. It will be $225 /month for full -time employees and $112.50 /month for regular part -time benefit eligible employees. Employees who waive but do not receive waiver compensation may still waive but will not receive any waiver compensation. All new employees must enroll in a minimum of single medical coverage. If an employee receiving waiver compensation elects City insurance and then waives again in the future, they will not be eligible for the waiver compensation. Section 3 . The City shall pay the premium for group life insurance for all permanent full -time employees; insurance to equal $1,000 coverage per $1,000 of annual base salary. Section 4 . The Public Safety Director and Public Works Director shall be issued City vehicles or allowed a monthly car allowance as determined by the City Administrator and subject to the rules established in the City's Travel, Training, and Education Policy. Section 5 . Pensioned or pension - eligible former employees (including those who were members of bargaining units during their employment) of the City may continue participation in the City's group hospitalization, health, dental and life insurance programs for themselves and their dependents, provided that such former employee will be required to pay the full premium for such insurance coverage by the first day of each month that coverage is desired. Insured dependents may continue coverage upon death of the former employee. The availability of such coverage to former employees and their dependents shall be consistent with applicable State law and subject to whatever restrictions or limitations may be placed on the coverage by the City's insurance carrier. The City's policy somewhat exceeds minimum requirements of State law. The City Administrator shall annually review the effect of the participation of former employees and their dependents on the City's insurance program, and to the extent not inconsistent with State law, the City Council retains the right to terminate participation and /or otherwise modify the program when it is determined to be in the best interest of the City and /or its current employees. Section 6 . All other conditions of employment shall be those as adopted by the Personnel Policy, and not in conflict with the foregoing articles. 2012 -2013 Pay Plan Page 5 ARTICLE V. REPEAL Section 1 . This resolution supercedes and replaces all previous resolutions relating to the pay plan for non - represented employee (including, but not limited to, Resolutions 00 -38, 01 -084, 01 -176, 02 -008, 02 -132, 02 -235, 03 -163, 04 -214, 04 -219, 05 -009, 06 -096, 06 -252, 07 -204, 08 -201, 09 -159, 09 -191, 10 -181), ARTICLE VI. REVIEW The City Administrator shall periodically review this Pay Plan, and shall recommend to the City Council any required adjustments. ARTICLE VII. IMPLEMENTATION PROCESS Section 1 . This resolution adopting a 2012 -2013 pay plan and benefits for employees not covered by a labor contract, when adopted, shall be updated as necessary. ARTICLE VIII. EFFECTIVE DATE Section 1. This resolution shall become effective January 1, 2012, and shall remain in effect until amended by the City Council. AMENDMENTS This 2012 -2013 Pay Plan was adopted by City Council Resolution No. 12 -xxx on 8/8/2012. The resolutions amending the pay plan are listed below, and these amendments have been incorporated into the pay plan. Amendments: 1. Resolution No. 05 -212 (Adopt 2006 Pay Plan). Adopted 12/21/05. Effective 1/1/06. 2. Resolution No. 06 -018 (Drop Grade III Car Allowance; Reclassify City Engineer, Community Development Director, Chief Building Official, Financial Analyst, MIS Coordinator, MIS Technician, GIS Technician). Resolution adopted 2/1/06. Effective 1/1/06. 3. Resolution No. 06 -080 (Reclassify EMS Coordinator). Resolution adopted 5/3/06. Effective 5/3/06. 4. Resolution No. 06 -096 (Add Support Services Supervisor and Records Coordinator Positions). Resolution Adopted 5/17/06. Effective 5/17/06. 5. Resolution No. 06 -252 Adopting 2007 Pay Plan and Benefits for employees not covered by a labor contract for the City of Cottage Grove. Resolution Adopted 12/20/2006. Effective 1/1/2007. 6. Resolution No. 07 -204 Adopting 2008 Pay Plan and Benefits for employees not covered by a labor contract for the City of Cottage Grove. 2012 -2013 Pay Plan Page 6 7. Resolution No. 08 -201 Adopting 2009 Pay Plan and Benefits for employees not covered by a labor contract for the City of Cottage Grove. 8. Resolution No. 09 -159 Adopting 2010 Pay Plan and Benefits for employees not covered by a labor contract for the City of Cottage Grove. 9. Resolution No. 09 -191 Adopting a resolution changing job titles in Grade VII of the 2010 Non - represented Pay and Benefits Plan. 10. Resolution No. 10 -181 Adopting 2011 Pay Plan and Benefits for employees not covered by a labor contract for the City of Cottage Grove. 11. Resolution No. 12 -053 Adopting 2012 Pay Plan and Benefits for employees not covered by a labor contract for the City of Cottage Grove. ATTACHMENT Al Proposed 2012 Pay Plan - as amended Finance Director Public Safety Director Public Works Director Police Captain Fire Services Chief Parks and Recreation Director Economic Development Director City Engineer Public Works Supervisor Chief Building Official Assistant Finance Director Senior Planner Golf Manager City Clerk EMS Coordinator Golf Superintendent Building Inspector Public Works Technician Management Analyst MIS Coordinator Support Services Supervisor Accountant Communications Coordinator Human Resources Coordinator Ice Arena Manager Recreation Coordinator Assistant Golf Superintendent Assistant Golf Manager /Food and Beverage Administrative Assistant MIS Technician Code Enforcement Officer Economic Development Specialist Payroll Specialist Records Coordinator Accounting Specialist Administrative Secretary Investigative Aid Secretary Transcriptionist Assistant Food and Beverage Manager Recreation Program Assistant Assistant Ice Arena Manager Property Room Technician Office Assistant II Office Assistant I 80% 83.8% 86.7% 89.6% 92.4% 96.2% 100.0% GRADE A B C D E F G IA 92,397 96,766 100,135 103,484 106,718 111,107 115,496 1 89,669 93,928 97,179 100,429 103,567 107,827 112,086 It 85,602 89,668 92,771 95,874 98,870 102,936 107,002 111 79,060 82,815 85,681 88,547 91,314 95,070 98,825 IVA 66,846 70,022 72,445 74,868 77,208 80,383 83,558 V 60,447 63,318 65,510 67,701 69,817 72,688 75,559 VI 58,839 61,634 63,767 65,900 67,959 70,754 73,549 VIA 55,352 57,981 59,988 61,994 63,932 66,561 69,190 VII 50,840 53,255 55,098 56,941 58,720 61,135 63,550 VIII 43,830 45,912 47,501 49,090 50,624 52,706 54,788 VIIIB 41,764 43,748 45,262 46,776 VIIIA 41,274 43,234 44,730 46,226 VIIIC 40,857 42,797 44,279 45,760 IX 39,211 41,074 42,495 43,917 IXA 37,596 39,382 40,745 42,108 IXB 36,168 37,886 39,197 40,508 X 36,156 37,873 39,184 40,495 XI 24,991 26,178 27,084 27,990 X11 19,159 20,069 20,764 21,458 H 48,237 50,221 52,205 52,730 47,671 49,632 51,592 47,190 49,130 51,071 51,575 45,289 47,151 49,014 43,423 45,209 46,995 47,499 41,774 43,492 45,210 45,650 41,760 43,478 45,195 28,865 30,052 31,239 32,163 22,129 23,039 23,949 ATTACHMENT A2 Proposed 2012 Pay Plan - as amended Finance Director Public Safety Director Idn7RArlyr-Hinwil - 0 Police Captain Fire Services Chief Parks and Recreation Director Economic Development Director City Engineer Public Works Supervisor Chief Building Official Assistant Finance Director Senior Planner Golf Manager 80% 83.8% 86.7% 89.6% 92.4% 96.2% 100.0% GRADE A B C D E F G IA 93,321 97,754 101,136 104,519 107,786 112,218 116,651 1 90,566 94,867 98,150 101,433 104,603 108,905 113,207 II 86,458 90,564 93,698 96,833 99,859 103,965 108,072 III 79,850 83,643 86,538 89,432 92,227 96,020 99,813 IVA V City Clerk VI EMS Coordinator Golf Superintendent VIA Human Resources Manager /Deputy City Clerk Building Inspector Public Works Technician Management Analyst MIS Coordinator Support Services Supervisor Accountant I Communications Coordinator Ice Arena Manager Recreation Supervisor Assistant Golf Superintendent Assistant Golf Manager /Food and Beverage Administrative Assistant MIS Technician Code Enforcement Officer Economic Development Specialist Payroll Specialist Records Coordinator Accounting Specialist Administrative Secretary Investigative Aid Secretary Transcriptionist Assistant Food and Beverage Manager Recreation Program Assistant Assistant Ice Arena Manager Property Room Technician Office Assistant II VII 67,515 70,722 73,170 75,617 77,980 81,187 84,394 61,052 63,952 66,165 68,378 70,515 73,415 76,315 59,427 62,250 64,404 66,558 68,638 71,461 74,284 55,906 58,561 60,588 62,614 64,571 67,226 69,882 51,349 53,788 55,649 57,511 59,308 61,747 64,186 VIII 44,269 46,372 47,976 49,581 51,130 53,233 55,336 H VhIB 42,182 44,185 45,714 47,243 48,720 50,723 52,727 53,257 VIIIA 41,686 43,667 45,178 46,689 48,148 50,128 52,108 VIIIC 41,266 43,226 44,722 46,217 47,662 49,622 51,582 52,091 IX 39,603 41,484 42,920 44,356 45,742 47,623 49,504 IXA 37,972 39,776 41,152 42,529 43,858 45,661 47,465 47,974 IXB 36,530 38,265 39,589 40,913 42,192 43,927 45,662 46,107 X 36,518 38,252 39,576 40,900 42,178 43,912 45,647 XI 25,241 26,440 27,355 28,270 29,153 30,352 31,551 32,163 Office Assistant XII 19,350 20,270 20,971 21,672 22,350 23,269 24,188 ATTACHMENT A3 Proposed 2012 Pay Plan - as amended Finance Director Public Safety Director Public Works Director Police Captain Fire Services Chief Parks and Recreation Director Economic Development Director City Engineer Public Works Supervisor Chief Building Official Assistant Finance Director Senior Planner Golf Manager City Clerk EMS Coordinator Golf Superintendent Human Resources Manager /Deputy City Clerk Building Inspector Public Works Technician Management Analyst MIS Coordinator Support Services Supervisor Accountant I Communications Coordinator Ice Arena Manager Recreation Supervisor Assistant Golf Superintendent Assistant Golf Manager /Food and Beverage Administrative Assistant MIS Technician Code Enforcement Officer Economic Development Specialist Payroll Specialist Records Coordinator Accounting Specialist Administrative Secretary Investigative Aid Secretary Transcriptionist Assistant Food and Beverage Manager Recreation Program Assistant Assistant Ice Arena Manager Property Room Technician Office Assistant 11 80% 83.8% 86.7% 69.6% 92.4% 96.2% 100.0% GRADE A B C D E F G IA 94,254 98,731 102,148 105,565 108,864 113,341 117,818 1 91,471 95,816 99,132 102,448 105,649 109,994 114,339 II 87,322 91,470 94,636 97,801 100,857 105,005 109,153 III 80,649 84,480 87,403 90,327 93,149 96,980 100,811 IVA 68,190 71,429 73,901 76,373 78,760 81,999 85,238 V 61,662 64,591 66,827 69,062 71,220 74,149 77,078 VI 60,022 62,873 65,048 67,224 69,325 72,176 75,027 VIA 56,465 59,147 61,194 63,241 65,217 67,899 70,581 VII 51,862 54,326 56,206 58,086 59,901 62,365 64,828 VIII 44,711 46,835 48,456 50,077 51,641 53,765 55,889 H VIIIB 42,603 44,627 46,171 47,716 49,207 51,230 53,254 53,790 VIIIA 42,103 44,103 45,629 47,156 48,629 50,629 52,629 VIIIC 41,678 43,658 45,169 46,680 48,139 50,118 52,098 52,612 IX 39,999 41,899 43,349 44,799 46,199 48,099 49,999 IXA 38,352 40,174 41,564 42,954 44,297 46,118 47,940 48,454 IXB 36,895 38,648 39,985 41,323 42,614 44,366 46,119 46,568 X 36,882 38,634 39,971 41,308 42,599 44,351 46,103 XI 25,494 26,705 27,629 28,553 29,445 30,656 31,867 32,485 Office Assistant l XII 19,544 20,472 21,181 21,889 22,573 23,502 24,430 ATTACHMENT A4 Proposed 2013 Pay Plan - as amended Finance Director Public Safety Director Public Works Director Police Captain Fire Services Chief Parks and Recreation Director Economic Development Director City Engineer Public Works Supervisor Chief Building Official Assistant Finance Director Senior Planner Golf Manager 80% 83.8% 86.7% 89.6% 92.4% 96.2% 100.0% GRADE A B C D E F G IA 96,139 100,706 104,191 107,676 111,041 115,607 120,174 1 93,301 97,733 101,115 104,497 107,762 112,194 116,626 II 89,069 93,300 96,528 99,757 102,874 107,105 111,336 III 82,262 86,169 89,151 92,133 95,012 98,920 102,827 ELI V City Clerk VI EMS Coordinator Golf Superintendent VIA Human Resources Manager /Deputy City Clerk Building Inspector Public Works Technician Management Analyst MIS Coordinator Support Services Supervisor Accountant I Communications Coordinator Ice Arena Manager Recreation Supervisor Assistant Golf Superintendent Assistant Golf Manager /Food and Beverage Administrative Assistant MIS Technician Code Enforcement Officer Economic Development Specialist Payroll Specialist Records Coordinator Accounting Specialist Administrative Secretary Investigative Aid Secretary Transcriptionist Assistant Food and Beverage Manager Recreation Program Assistant Assistant Ice Arena Manager Property Room Technician Office Assistant II BE VIII 69,554 72,858 75,380 77,901 80,335 83,639 86,943 62,896 65,884 68,164 70,444 72,645 75,632 78,620 61,222 64,130 66,350 68,569 70,712 73,620 76,528 57,594 60,330 62,418 64,506 66,522 69,257 71,993 52,900 55,413 57,330 59,248 61,100 63,612 66,125 45,606 47,772 49,425 51,078 52,674 54,841 57,007 M VIIIS 43,455 45,519 47,095 48,670 50,191 52,255 54,319 54,866 VIIIA 42,946 44,986 46,542 48,099 49,602 51,642 53,682 VIIIC 42,512 44,531 46,072 47,613 49,101 51,121 53,140 53,664 IX 40,799 42,737 44,216 45,695 47,123 49,061 50,999 IXA 39,119 40,977 42,395 43,814 45,183 47,041 48,899 49,423 IXB 37,633 39,420 40,785 42,149 43,466 45,253 47,041 47,499 X 37,620 39,407 40,771 42,134 43,451 45,238 47,025 XI 26,003 27,238 28,181 29,124 30,034 31,269 32,504 33,135 Office Assistant I XII 19,935 20,882 21,605 22,327 23,025 23,972 24,919 RESOLUTION NO. 12 -xxx RESOLUTION AMENDING SECTION 14 OF THE PERSONNEL POLICY FOR THE CITY OF COTTAGE GROVE; AMENDING RESOLUTION 12 -052 ADOPTED 5/16/12 SECTION 14. BENEFITS 14.3 Annual Leave Each regular, full -time City employee included in the following job classifications; Payroll Specialist, Accounting Specialist and Secretary hired before January 1, 2008 in the Non - represented Pay Plan shall earn annual leave at a bi- weekly rate, which will total the following amount of annual leave: Employees with 0 through 5 years City employment 144 hours per year Employees with 6 through 10 years City employment 152 hours per year Employees with 11 through 15 years City employment 200 hours per year Employees with 15+ years City employment 216 hours per year All other regular, full -time City employees included in the Non - represented Pay Plan shall earn annual leave at a bi- weekly rate, which will total the following amount of annual leave: Employees with 0 through 7 years City employment 144 hours per year Employees with 8 through 15 years City employment 192 hours per year Employees with 15+ years City employment 208 hours per year NOW THEREFORE BE IT RESOLVED, by the City Council of the City of Cottage Grove, County of Washington, State of Minnesota, that the above listed section of the City of Cottage Grove Personnel Policy be added. Passed this 8th day of August 2012. Myron Bailey, Mayor Attest: Caron Stransky, City Clerk