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AN ORDINANCE ESTABLISHING NON-UNION MANAGEMENT SALARY
RANGES, PROVIDING FOR SALARY ADJUSTMENTS, SETTING 1987
PAY LEVELS AND APPROPRIATING ADDITIONAL FUNDS FOR 1987
SALARIES.
WHEREAS in order to promote flexibility in hiring and for an
incentive for non-union managers to work efficiently for the
City, it is the desire of the Council to create salary ranges and
place existing non-union managers on salaries set forth below;
and
WHEREAS the City hired the F.S. James Company consultants in
1986 to do a salary and classification study which included non-
union managers and these ranges reflect the ranges of such
survey; and
WHEREAS the City finds that non-union manager pay was last
adjusted in July of 1984 and many current salaries are slipping
well below prevailing survey results; now, therefore
THE CITY OF BREMERTON DOES ORDAIN:
SECTION 1. SALARY RANGES AND 1987 PAY LEVELS: Effective
January 1, 1987 the salary ranges and salaries of the following
non-union manager positions shall be:
POSITION SALARY RANGE 1987 PAY
Director of Public Works $40,490-54,750 Vacant
City Attorney 40,490-54,750 $44,000
Police Chief 38,560-52,160 40,824
Fire Ghief 38,560-52,160 42,750
Director of Admin. Services/
City Clerk 36,720-49,680 40,500
Director of Utilities 36,720-49,680 39,744
Director of Community Development 35,020-47,380 40,000
Director of Personnel 35,020-47,380 38,900
Director of Parks & Recreation 35,020-47,380 37,904
City Treasurer 33,320-45,080 36,064
City Engineer 33,320-45,080 *40,000
Manager, Information Systems 31,710-42,900 32,824
Assistant City Engineer 31,710-42,900 *35,500
Asst. Director of Parks & Rec. 30,180-40,830 32,660
Director of Municipal Court 30,180-40,830 32,660
Manager, Long Range Planning 30,180-40,830 31,950
Superintendent of Streets 30,180-40,830 *35,500
Utilities Administration
Operations Supervisor 27,370-37,030 30,196
Assistant City Treasurer 27,370-37,030 29,624
Forestry Supervisor 27,370-37,030 29,624
Utility Construction/Maintenance 27,370-37,030 29,624
Supervisor
Contract Compliance Administrator 27,370-3?,030 28,980
Manager, Current Planning 27,370-37,030 28,980
Supervisor of Purchasing/
Assistant City Clerk 27,370-37,030 29,624
Attorney II 26,100-35,310 30,000
Building Official 26,100-35,310 '32,§00
Assistant Director of
Municipal Court 24,820-33,580 26,864
Personnel Generalist 24,820-33,580 26,864
Attorney I 24,820-33,580 26,280
Community Development Planner/
HUD Coordinator 24,820-33,580 '28,800
Risk Manager 24,820-33,580 26,864
Legal Assistant 20,250-25,250 20,475
* Present Salary (Remains Unchanged - 1987)
New employees hired in a non-union manager position
shall be hired at 90% or less of the salary range mean unless a
different salary is authorized by Council.
SECTION 2. SALARY ADJUSTMENT: The salary program for managers
shall provide for equitable treatment of all managerial
employees.
A. To provide for proper compensation recognizing varying
performance levels, the salary ranges of Section 1 shall be used
in conjunction with the Salary Adjustment Guide set for below.
The Mayor shall objectively evaluate each manager and Department
Head each July by placing them into one of the five levels.
After evaluation, salaries may be adjusted by applying the
increment and merit increase to current salary. A control point
equal to the mean for each salary range shall determine a merit
increase limit as set forth in the Guide.
The City Council shall have equal input with the Mayor
in completing the City Attorney's evaluation.
B. The annual salary adjustment increment of the Guide
shall be a percentage increase of current salary equal to the
percent (%) increase in the Consumer Price Index, Seattle (W) for
the past year.
The control point for each position shall be adjusted
annually (July) by multiplying the current control point by the
percentage increase in the Consumer Price Index, Seattle (W) for
the past year.
However, a resolution correcting or adjusting the
increment for any budget year may be initiated by the City
Council or proposed by the Personnel Director if need is
demonstrated by his annual salary survey. Salary ranges shall be
amended by Ordinance.
C. Salary Adjustment Guide Table:
MERIT
SALARY INCREASE
LEVEL DEFINITIONS ADJUSTMENT LIMIT
FAR EXCEEDS Consistently and in all
REQUIREMENTS major areas, performance INCREMENT 115%
is substantially in +8% of
excess of job's expecta- MERIT control
rations. Significant INCREASE point
contributions to City
and department success
are documented.
EXCEEDS Performance is clearly INCREMENT 107.5~
REQUIREMENTS better than required by +6~ of
the job. Performance MERIT control
level is documented. INCREASE point
FULLY The expectations of the INCREMENT 104~
PROFICIENT job are being met. +4~ of
MERIT control
INCREASE point
PROGRESSING Progressing satisfactorily;
performance is below the Up to 92.5%
expectations of the 3ob, INCREMENT of
but the employee is control
progressing on schedule, point
UNSATISFACTORY Improvement need; performance
falls short of meeting the
job's requirements in one
or more significant areas. 0 0
D. Implementation of the salary adjustment program, for any
budget year, is contingent upon the financial condition of the
City and allocation of funds by the City Council.
SECTION 3. APPROPRIATIONS: $36,095 and corresponding benefits
are reappropriated from the General Fund ending fund balance of
Ordinance 4092 (1987 Budget Ordinance) to those departmental
budgets listing the positions in Section I herein to increase
appropriated salaries to the levels listed in Section 1.
APPROVED by the City Council on the first reading this
PASSED by the City Council of the City~f Bremerton this
· ~esident, Vity ~uncil
APPROVED this 5 day of
E LOBE,
ATTEST:
KATHLEEN McCLUSKEY, City Clerk
P BLISHED: 7