HomeMy WebLinkAboutCity Council Resolution 85-9-115RESOLUTION NO. 85 -9.115
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SARATOGA
AMENDING A LETTER OF UNDERSTANDING BETWEEN THE CITY AND
- i, f , P"',
THE SARATOGA MANAGEMENT ORGANIZATION, AMENDING o^�
RESOLUTION NO. 85- 9.103, AND SETTING MANAGEMENT
SALARY RANGES FOR FISCAL YEAR 1998/99
WHEREAS, the City of Saratoga, through its designated representatives and pursuant to State
law, met and conferred with the representative organization, the Saratoga Management
Organization (SMO), to set management salaries for fiscal year 1996/97; and
WHEREAS, an understanding has been reached concerning adjustments to management salary
ranges through the period ending June 30, 1999; and
WHEREAS, the Resolution herein presented shall amend and extend said Letter of
Understanding through the period ending June 30, 1999.
Notwithstanding other provisions of the Letter of Understanding which shall remain in full force
and effect, amendments to said Letter of Understanding shall be as follows:
I. Section 1 of the LOU, Salary Ranges, shall be amended as follows: Through the period
ending June 30, 1999, it is agreed that the salary ranges for management employees shall be:
Public Works Director
$5,282- $7,545 per month
Community Development Director
$5,182- $7,404 per month
Finance Director
$4,812- $6,874 per month
Recreation Director
$4,296- $6,138 per month
Public Works Services Manager
$3,772 - $5,388 per month
II. Section 5 of the LOU, Control Point, shall be amended as follows: A control point exists
which is 10% below the top of each salary range.... Nothing herein shall limit the ability of the
City Council to approve the hiring of a management employee anywhere within the salary
range.
III. Section 8 of the LOU, Dental Insurance, shall be amended as follows: Effective January 1,
1998, the City's contribution towards the dental insurance plan shall be as follows:
Employee coverage - $45 per month
Employee + 1 dependent - Full plan premium
Employee + 2 or more dependents - Full plan premium
Employees who decline coverage in the plan shall receive an additional benefits
allowance of $25 per month.
The benefits allowance for dental insurance for part-time management employees shall be
pro -rated in proportion to the FTE for each part -time position as approved by the City
Council via separate Resolution.
IV. This Resolution amends various Resolutions ofthe City of Saratoga. This Resolution is an
expression of existing-policy of the City of Saratoga and is subject to modification and change by
the City Council from time to time. Nothing herein contained shall be construed as creating or
establishing any of the provisions hereof as terms of any contract of employment extending
beyond a period other than such period during which this Resolution is in full force and effect.
That is to say, that any employee of the City of Saratoga during the effective period of this
Resolution shall have such employment rights and duties as set forth herein only during such
period of time as this Resolution remains in effect, and not afterward.
adjourned
The above and foregoing Resolution was passed and adopted at a regulai/meeting of the Saratoga
City Council held on the 22 "d day of September, 1998 by the following vote:
AYES: Councilmembers Bogosian, Jacobs, Moran, Shaw and Mayor Wolfe.
NOES: None
ABSENT. None
ABSTAIN: None
ATTEST:
• Mayor
Deputy City Clerk
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RESOLUTION NO. 85 -9.103
A RESOLUTION 07THE CITY COUNCIL OF THE CITY OF SARATOGA
RATIFYING A LETTER OF UNDERSTAlm —DERV BETWEEN THE CITY AND THE
SARATOGA MANAGERS ORGANIZATION AND AMENDING RESOLUTION 85 -9.69
SETTING MANAGEMENT. SALARY':_RANG�S -FOR FISCAL YEAR 1996/97
WHEREAS, the City-,": of . Saratoga, through its designated
representatives* 'mtiq 'p arsuant to ;State law, has met and conferred
with the organized representative' organization, the Saratoga
Management •Organization (SMO), through its designated
representatives,`_concerning proposals for modifications and changes
to salar.ies,, benefits and other' neuters; and
WHEREAS, :the - r- Apresentativesr.;of .'-.,the City and the SMO-have reached
an understanding regarding changes in salaries, benefits and other
matters ;fore the period beginning- July 1, 1996, for e1ip- 1oyees
represented by SMO, all of which are specified in a Letter.�-of
Understanding.:dated September -;4, 1996, which is attached-hereto as
Exhibit
Applicability:
This resolution amends. various Resolutions of the City of
Saratoga. This resolution is an expression of existing policy
of the City of Saratoga' and is subject to modi•f cation and
change by -thd City - ;Council from•:.,Lime to time. Nothing herein
contaiied'shall be, construed as creating or establishing any
of the provisions i..hereof "'as , terms of any contract of
employment.extendingbeyond a period "other than such period as
during the, resolution 4,is in full force and effect. That is to
say, that' any. :'emp'oyee of the City of Saratoga during the
effective period•of.the resolution shall have such employment
rights and -dutied as °set forth herein only during such period
of time 'as this resolution remains in effect, and not
afterward. '
NOW, THEREFORE, BE.-IT RESOLVED*that-`the terms and conditions of the
Letter of Understanding; dated September, 4, 1996, are hereby
approved.
The above and foregoing•.*resolution"was passed ,and adopted at a
regular, .meeting of the -City Council of Saratoga held on the 18th
day of September, 1996, by -the following vote:
AYES: , Codncilmenbers`Burger, Moran, Wolfe and Mayor Jacobs
NOES r' - Counci]merrber `Tucker
ABSENT None
ATTEST:
DEPUTY CITY CL
-C
MAYOR
Y
IDCHIBIT "A'1
Letter of Understanding Between the City of Saratoga (hereinafter
"CITY ") and the Saratoga Management Organization (hereinafter
"SMO").
I. Salary Ranges. Through.the period ending July 1, 1997, it is
agreed that the top of salary ranges for management employees shall
be.determined by a market survey of department head positions made
up of 12 cities which averages the six closest both above and..below.
Saratoga in terms of population as reported -by the most recently
published State Department. of Finance and the *six..both above and -
below Saratoga in terms of total revenue as reported in the most
recently published Annual State Controller's Report, including the
cities of Campbell, Los Altos and the Town of Los Gatos, all to be
within the counties of Santa Clara, San Mateo, Contra Costa and
Alameda. When conducting the market survey, the City will endeavor
to determine salaries of comparable management positions, reporting
directly to the City Manager, in the cities surveyed. -
SMO may at some time in the future present to the City Council for
its consideration an alternate method to determine the appropriate
revenue cities. For salary ranges not surveyed (mid - management
positions), the top of the range will be set in accordance with the
system of internal relationships set forth below. The top of each
salary range shall be set in accordance with the above methodology
and the bottom of each salary range shall be 30% below the top of
each range. It is agreed that effective January 1, 1996, and
continuing through July 1, 1997, the salary range for each position
shall be as follows:
Public Works Director
Community Development Director
Finance Director .
Recreation Director
Codes Administrator
Parks and Buildings Superintendent
.Streets Superintendent
$5,128 - $7,325
$5,031 - $7,188
$4,672- $6,674
$4,171 - $5,959
$4,025 - $5,750
$3,662 - $5,231
$3,662 - $50231
per month
per month
per month
per month
per month
per month
per month
2. Internal Relationships. A system of internal relationships
shall be maintained which sets forth the salary relationships
between the various management positions and the positions they
supervise based on comparable duties, responsibilities and
authorities of each position. As a general rule, the salary
differentials between the positions in the superior- subordinate
relationship shall not be less than 15 %.
City Manager and Public Works Director; at least 15% but not more
than 25%
City Manager and Community Development Director; at least 20% but
not more than 30 %.
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City Manager and Finance Director; at least 25% but not more than
35 %.
City Manager and Recreation Director; at least 40% but not more and
50 %.
Public Works Director and Parks and Building Superintendent and
Streets Superintendent; at least 35% but not more than 45%
Community Development Director and City Codes Administrator;. at
least 15% but not more than 25%
3. Review and Appraisal.. All management 'employees will be
reviewed on their anniversary date. For calendar year 1996
appraisals shall be retroactive to the employee's anniversary date
after January 1, 1996. Salary adjustments shall be made based upon
performance appraisal. Overall performance will be judged as
unacceptable, marginal, satisfactory, excellent or outstanding.- In
an unacceptable appraisal is given, another review will be
conducted in three months. If a marginal appraisal is given,
another review will be conducted in six months. A total of two
marginal or unacceptable appraisals shall be grounds for dismissal.
These reviews are in addition to any scheduled review period.
All appraisals will be in writing and be signed by both the
reviewing manager and the manager being reviewed.
4. Compensation for Performance. All management employees
represented by SMO shall receive a 2% increase in salary
retroactive to-September 1, 1995. Salary adjustments for annual
appraisal reviews subsequent to January 1, 1996, shall be made in
good faith and be based on the following schedule:
Overall Unacceptable Performance- a 2% reduction in salary
Overall Marginal'Performance- no salary adjustment
Satisfactory-Performance- a salary increase of up to 3%
Excellent Performance- a salary increase.of.up to 5%
Outstanding Performance- *a salary increase of 5% plus a one time
bonus.
The amount of.the one time bonus shall be set by the City Council
each July to cover all performance appraisals during the ensuing
fiscal year. The bonus shall not be treated as base compensation
for retirement purposes.
h•
New management employees shall be evaluated after six months and
after one year of service. During the first six month review
period for new management personnel, the salary adjustment shall be
one -half the normal adjustment for an appraisal rated satisfactory
or above.
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5. Control Point. A control point exists which is 10% below
the top of each salary range. Each management employee shall be
entitled to advance in salary to the control point no sooner than
two years after hire, nor no longer than four years after hire, so
long as he or she receives appraisals rated satisfactory or above.
If a consistent rating of outstanding is achieved, movement to the
control point will occur at the end'of two years service, at the
end of three years service for consistent ratings of excellent or
higher, ' and at the end of four years service for consistent ratings
of satisfactory or higher., Movement beyond the control point to
the top of the salary range shall depend on continuing achievement
of satisfactory or better ratings. All management 'personnel.*who.*
have reached the control point shall not have their salary- drop
below the control point as long as that employee continues to
receive at least a satisfactory rating.
6. Administrative Leave. CITY shall grant management employees
represented by SMo, on a fiscal year basis, beginning on July 1,
1996,, five days of administrative leave. Such leave shall be taken
only under the following conditions:
a. No more than one day of administrative leave may be taken
at one time.
b. Administrative leave shall not be taken in conjunction
with any vacation period.
C. Permission to take administrative leave shall be granted
in advance by the City Manager or the Acting City Manager in the
absence of the City Manager.
d. Any administrative leave not taken by the end of the
fiscal year cannot be carried over to any future fiscal year.
7. Increase Coverage Limits for Long Term Disability Insurance.
CITY will endeavor to increase the salary cap on long.. term
disability coverage or remove the cap altogether provided that an
insurance carrier can be found to provide such an option on a
individual basis and provided that any added cost for the increased
.insurance shall be paid by the..management.person choosing such an
option:' If it is possible to.integrate such coverage into a
cafeteria plan for either management employees, non- management
employees or both that option will be pursued provided it is
acceptable to a'majority of employees affected.
S. Dental Insurance. CITY will work to establish a dental
insurance plan. The City will contribute the first $45 per
employee per month toward the cost of a dental plan. As in the
case of Long Term Disability Insurance, if it is possible to
integrate such coverage into a cafeteria plan for employees the
City will pursue that option provided it is acceptable to a
majority of all covered employees.
9. General Working Conditions. CITY agrees to use the quarterly
review sessions of budget and.project status as the major means of
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discussing and considering added major assignments to management.
City acknowledges that this is the most appropriate occasion to
determine overall existing workload and to most productively
discuss the amount of time and resources taking on new projects
will require and the impact added workloads will have on existing
project and program schedules and deadlines.
10. Implementation. CITY agrees to recommend the above
understanding to the City Council for ratification. Following such
ratification implementation shall.be by resolution -of the City
Council.
AGRE ON B F OF THE CITY OF SARATOGA
Lori Pegg, Chief otiator
Harry P Peacock, City Manager
AGREED ON BEHALF OF THE SARATOGA MANAGEMENT ORGANIZATION
Larry I. P rlin President
J an Pisani, Secretary
MATED' SEPTEA8E,¢ V Iffk
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