99-054
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CITY OF SHOREWOOD
RESOLUTION NO. 99- O"il&.
A RESOLUTION REVISING THE CITY OF SHOREWOOD'S
WAGE AND SALARY PROGRAM
WHEREAS, the City Administrator has submitted a full report to the City Council on
wages and salaries for City employees; and
WHEREAS, said report includes a detailed analysis in the areas of: Comparable Worth,
changes in job descriptions, a local comparable salary survey, a market analysis of the 1999
Stanton Salary Survey group averages and of communities similar to Shore wood in population
and recommendations on a revised wage and salary chart; and
WHEREAS, the City Council has thoroughly reviewed said analysis and
recommendations in a city Council work session.
NOW THEREFORE BE IT RESOLVED, that:
1. The City of Shorewood's Wage and Salary Chart is hereby revised as shown on
Exhibit A attached to and made a part of this resolution.
2.
In order to hire and keep highly qualified city employees, it shall be the policy of
the City to maintain pay ranges that are comparable to other similar cities in the
local and metropolitan market.
3. Step 7 is considered top pay with Steps 8, 9 and 10 being considered "Stability
Pay." Said steps are intended to acknowledge that keeping a good, stable work
force is better than the instability of turnover.
4. The revision shall be implemented immediately and shall be made effective with
the pay period beginning July 4, 1999.
5. The current pay step of each employee is highlighted on Exhibit A.
6. The incumbent in the Secretary position will skip Step 4 to prevent a loss in
wages.
ADOPTED by the Sborewood City Council <<6 d
WOODY LOVE, MAYOR
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'Of Shorewood Pay Plan/Pay Ranges 1999
'bit A Stability Pay
3% Steps 1.5% Steps
1 2 3 4 5 6 7 8 9 10
Comp
Worth
Position Points Start 6 Months 1 Year 2 Years 3 Years 4 Years 5 Years
Administrator 1062 54,845 56,542 58,290 60,093 61,952 63,868 65,843 66,831 67,833 68,851
Engineer/PW Director 1030 53,310 54,959 56,659 58,411 60,218 62,080 64,000 64,960 65,934 66,923
Finance Director 1025 52,977 54,615 56,305 58,046 59,841 61,692 63,600 64,554 65,522 66,505
Planning Director 923 49,645 51,181 52,763 54,395 56,078 57,812 59,600 60,494 61,401 62,322
Supervisor 0 & M 894 39,594 40,818 42,081 43,382 44,724 46,107 47,533 48,246 48,970 49,704
Liquor Ops Mgr 876 39,150 40,360 41,609 42,896 44,222 45,590 47,000 47,705 48,421 49,147
Building Official 815 38,900 40,103 41 ,343 42,622 43,940 45,299 46,700 47,401 48,112 48,833
Exe Sec/Deputy Clerk 780 38,317 39,502 40,723 41 ,983 43,281 44,620 46,000 46,690 47,390 48,101
Planning Asst 704 34,318 35,380 36,474 37,602 38,765 39,964 41,200 41,818 42,445 43,082
Sr Acct Clerk 569 30,737 31,687 32,667 33,678 34,719 35,793 36,900 37,454 38,015 38,586
Light Equip Operator 536 31,193 32,158 33,153 34,178 35,235
Liquor Mgr 534 27,046 27,882 28,744 29,634 30,550
Rec/Web Dev 517 27,072 27,909 28,772 29,662 30,579 31,525 32,500 32,988 33,482 33,985
Communications Tech 501 26,006 26,811 27,640 28,495 29,376 30,284 31,221 31,689 32,165 32,647
Secretary 497 24,989 25,762 26,559 27,380 28,227 29,100 30,000 30,450 30,907 31,370
Clerical 435 21,293 21,952 22,631 23,331 24,052 24,796 25,563 25,946 26,336 26,731
Liquor Clerk 416 15,523 16,003 16,498 17,009 17,535 18,077 18,636 18,916 19,199 19,487
NOTES:
.y in Bold Denotes Current Step
Equipment Operator position is under contract and will be negotiated. Liquor positions
must be added upon further review.
1. Step 7 is the normal salary/wage cap (TOP). It is based on averages for similar
positions in cities with similar populations, number of employees, location and job descriptions.
2. Normally, an employee would be hired at Step 1 - 82% of the TOP.
3. After probation (6 months), an employee would go to Step 2 - 85% of the TOP.
4. After 1 year, an employee would go to Step 3 - 88% of the TOP.
5. After 2 years, an employee would go to Step 4 - 91% of the TOP.
6. After 3 years, an employee would go to Step 5 - 94% of the TOP.
7. After 4 years, an employee would go to Step 6 - 97% of the TOP.
8. After 5 years, an employee would go to Step 7 - 100% of the TOP.
Step 7 shall be considered the top of the pay scale. Steps 8, 9 and 10 are stability pay
steps. Employees whohave reached the top of the pay scale shall be given stability
steps based upon the following criteria:
1. Employees with 10 years of service and with an overall performance evaluation rating
of "meets expections" will advance to Step 8.
2. Employees with 15 years of service and with an overall performance evaluation rating
of "meets expections" will advance to Step 9.
3. Employees with 20 years of service and with an overall performance evaluation rating
of "meets epectations" will advance to Step 1 O.
Employees receiving an overall performance evaluation rating of "below expectations"
Inot be eligible for stability pay. Employees who exhibit exemplary performance
consistent excellent performance evalution ratings may move into these steps more
qUickly, may skip steps or may exceed Step 10 at the recommendation of their supervisor
and approval of the City Administrator.