HomeMy WebLinkAboutResolution 114-1995 ` r --
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RESOLUTION NO. 114-95
THE 1996 SALARY SCHEDULE
BE IT RESOLVED by the governing body of the City of Brookings, South Dakota:
That the official salary and longevity schedule for the General Management Employees of
the City of Brookings be established as set forth in the Sa1ary Schedule to become effective
January 1, 1996.
Passed and approved this 19th day of December, 1995.
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Finance Officer
CITY OF BROOKINGS
OFFICIAL GENERAL MANAGEMENT SALARY SCHEDULE
FOR THE YEAR 1996
Purpose
The purpose of the Salary Schedule is to establish the plan for the compensation of
General Management employees. It attempts to recognize the principal of"equal pay for
equal work" and the individual ability and job performance are the basic considerations in
the administration of the Salary Schedule. Also contained within this Schedule are any
changes to the General Management benefit program.
Department on Schedule
This schedule applies to all General Management employees for the City of Brookings.
Therefore, this schedule excludes all individuals in the bargaining units and Departments
under the supervision of the Utilities, Hospital, and Library.
Ezplanation of Schedule
The schedule reflects the results of the City's Salary Range Program. Each General
Management position is assigned a salary amount identified as "A" which is the minimum
entrance level salary. Additionally, each position is assigned a salary amount identified as
"B" which is the worth of the job when filled by a fully trained incumbent. Movement
within the range A to B is relative to performance on the job.
All new employees shall be granted a probationary period of six(6) months. This
probationary period is a working test during which the new employee must satisfactorily
demonstrate the ability to perform the basic duties. If satisfactory performance has not
been demonstrated, the employee may be reevaluated and/or subject to disciplinary action
up to, and including, dismissal.
Part-time or Temporary Employees
The Department Head has the authority to establish the hourly rate of part-time or
temporary employees. All temporary or part-time employees shall be paid a per hour rate
and shall not be eligible for paid vacations, holiday benefits or retirement benefits.
Sick Leave Policy
The current cap of 1440 hours will be increased to 2880 hours for all General
Management Employees. The maximum payout at retirement will remain at 1440 hours as
is cunently the policy.
Dental Insurance Coverage
General Management Employees shall be eligible to participate in a dental insurance
program. The City of Brookings will pay 75°/a of the total cost of the insurance for the
employee only.
Longevity Pay
General Management Employees shall be eligible for longevity pay based upon length of
service with the City of Brookings. Length of service shall be the full number of years of
service as of the anniversary date of the employee's employment. Years of service must be
continuous years of service.
Longevity pay shall be paid monthly with regular pay. All deductions required by the law
shall be made.
The amount of longevity pay shall be at the rate of$5.50 per month per year after
completing five (5)years of continuous full-time employment with a cap of 30 years.
Examples:
5 years of employment $27.50 per month
8 years of employment $44.00 per month
10 years of employment $55.00 per month
Updating the Ot�icial Schedule
This Schedule is for the year of 1996. The City Commission will review the Schedule as to
its workability and performance during the 1997 budgeting process.
The City Commission shall establish the salary levels and administrative procedures.
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OCCUPATIONAL LIST OF CLASS TITLES
The following categories follow the guidelines of the Federal Fair Labor Standards Act.
EXECUTIVE SERIES
Positions in this series are City Department Heads. Salary ranges are set by the City
Commission.
ANNUAL RANGE
A B
Director of Solid Waste Management $34,611 $40,721
City Engineer $48,266 $56,784
Finance Officer $39,250 $49,061
Fire Chief $37,796 $44,464
Human Resources Officer $30,765 $38,456
Library Director $36,504 $40,560
Liquor Store Manager $28,960 $34,070
Park & Rec Director $38,019 $44,754
Police Chief $37,809 $44,482
Street Superintendent $32,760 $38,540
ADMINISTRATIVE SERIES
This series consists of Assistant Department Heads and those positions having a combination
of assigned management tasks and the responsibility of supervising full-time personnel.
HOURLY RANGE
A B
Assistant Liquor Store Manager $11.67 $13.73
Golf Course Superintendent $13.37 $15.74
Assistant to Street Superintendent $14.12 $16.61
Park & Forestry Superintendent $14.83 $17.44
Recreation Superintendent $14.83 $17.44
Assistant City Engineer $18.54 $21.82
Assistant to Fire Chief $14.12 $16.62
Police Captain $15.93 $17.72
Police Lieutenant $15.57 $16.83
The Brookings Library Board has the authority to appoint and employ all Library personnel.
The class codes, class titles, and job descriptions are uniform with the City Occupational
Classifications and pay grades.
Library Director Appointed
Assistant Director/Adult Srvcs. Librarian $15.50 $17.15
RANGE96.XLS
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SPECIAL RATE 1996
Monthly Annual
APPOINTED OFFICIALS
Attorney $2,843 $34,112
City Engineer $4,732 $56,784
Director of Solid Waste Management $3,329 $39,945
Finance Officer $4,049 $48,590
Fire Chief $3,639 $43,671
Human Resources Officer $3,147 $37,768
Library Director $3,380 $40,560
Liquor Store Manager $2,812 $33,746
Park & Recreation Director $3,730 $44,754
Police Chief $3,814 $45,769
Street Superintendent $3,212 $38,540
ELECTED OFFICIALS
Mayor $1,217 $14,602
Commissioner $766 $9,194
VEHICLE ALLOWANCE PER MONTH
Park & Recreation Director $175
Police Chief $175
SPRATE96.XLS