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Home My WebLink AboutResolution 111-1993 < r RESOLUTION H0. 111-93 APPROVING THE 1994 SALARY SCHEDULE BE IT RESOLVED By the governing body of the City of Brookinge, South Dakota: That the official salary and longevity achedule for the General Management Employees of the City of Brookings be established ae set forth in the Salary Schedule to become effective January 1, 1994. P sed and approved this 28th dey of December, 1993. �ROQK�N �°► �S�t�• cs �� c;:a .� � ��`�'� a o , 9�; �� oe Mayor � ' � � 7� '�H c° •�. �� Finance Officer I OFFICIAL MANAGEMENT SALARY SCHEDULE FOR THE YEAR 1994 Purpose The purpose of the Salary Schedule is to establish for the compensation of City employees the salary and wage pattern and advancement procedures contained in the Official Salary Schedule. 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 Sa1ary Schedule. It also provides for the employee to attain, within a reasonable time period following employment, a salary or wage level to compensate for the skills attained and the contribution made. Department on Schedule The classification and progression schedule as presented is the authorized pay plan for all regular employees of the City of Brookings, excepting the bargaining units and Departments under the supervision of the Utilities, Hospital, and Library. Egplanation of Schedule The schedule reflects the results of the City's Sa1ary Range Program. Each executive and administrative 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 sha11 be paid a per hour rate and shall not be eligible for paid vacations, holiday benefits or retirement benefits. Longevity Pay Regular 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$3.00 per month per year after completing five (5) years of continuous full-time employment. Examples: 5 years of employment $15.00 per month 8 years of employment $24.00 per month 10 years of employment $30.00 per month Updating the Official Schedule This Schedule is for the year of 1994. Before completing the budget for 1995, the City Commission will review the Schedule as to its workability and performance. The City Commission shall establish the salary levels and administrative procedures. OCCUPATIONAL LIST OF CLASS TITLES The following categories follow the guidelines of the Federal Fair Labor Standards Act. ANNUAL RANGE HOURLY RANGE EXECUTIVE SERIES A B A B Positions in this series are City Department Heads. Salary ranges are set by the City Commission. Deputy Health Officer $32,000 $37,649 Engineer $44,625 $52,500 Finance Officer $36,288 $45,360 Fire Chief $34,944 $41,110 Library Director $33,750 $37,500 Liquor Store Manager $26,775 $31,500 Park & Rec Director $35,171 $41,378 Police Chief $34,957 $41,126 Street Superintendent $30,288 $35,633 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. Assistant Liquor Store Manager $22,438 $26,397 $10.75 $12.64 Golf Course Superintendent $25,717 $30,255 $12.32 $14.49 Assistant to Street Superintendent $27,154 $31,946 $13.00 $15.30 Sanitary Landfill Manager $25,572 $31,965 $12.25 $15.31 Park & Forestry Superintendent $28,512 $33,543 $13.66 $16.06 Recreation Superintendent $28,512 $33,543 $13.66 $16.06 Assistant City Engineer $35,668 $41,962 $17.08 $20.10 Human Resources Officer $28,444 $35,555 $13.62 $17.03 Assistant to Fire Chief $27,165 $31,959 $13.01 $15.31 Police Captain $30,663 $34,070 $14.69 $16.32 Police Lieutenant $29,933 $32,360 $14.34 $15.50 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/ $29,800 $33,116 $14.27 $15.86 Adult Services Librarian - - , . . . SPECIAL RATE 1994 Monthly Annual ' APPOINTED OFFICIALS Attorney $2,625 $31,500 Deputy Health Officer $3,078 $36,932 Engineer $4,375 $52,500 Finance Officer $3,708 $44,496 Fire Chief $3,397 $40,768 Library Director $3,125 $37,500 Liquor Store Manager $2,600 $31,200 Park & Recreation Director $3,448 $41,378 Police Chief $3,395 $40,734 Street Superintendent $2,969 $35,633 ELECTED OFFICIALS Mayor $1,125 $13,500 Commissioner $708 $8,500 VEHICLE ALLOWANCE PER MONTH Park & Recreation Director $175 Police Chief $175