97-120
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CITY OF SHOREWOOD
RESOLUTION NO. 97- 120
A RESOLUTION REVISING THE CITY OF SHOREWOOD'S WAGE AND SALARY
RANGE CHART FOR 1998 AND SETTING THE MONTHLY CONTRIBUTION
TOWARD THE MONTHLY INSURANCE PREMIUM FOR CITY EMPLOYEES
WHEREAS, the City Council established the current salary and wage range chart for City
employees by its Resolution No. 96-122; and,
WHEREAS, the City Council established the current monthly contribution toward the monthly
insurance premium for City employees by its Resolution No. 95-10; and,
WHEREAS, it is the intention of the City Council to, from time to time, revise such salary and
wage range chart and monthly contibution towards monthly insurance premiums for City employees
within the parameters of State Statutes.
NOW, THEREFORE, BE IT RESOLVED that:
1. The City of Shorewood's Salary and Wage Range Chart is hereby revised for the year 1998 as
listed on Exhibit A, attached to and hereby made a part of this resolution.
2. The City's contribution toward the monthly insurance premiums for City non-contract
employees is hereby set at $353.00 per month for the year 1998.
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BE IT FURTHER RESOLVED that this resolution shall be effective January 1, 1998.
ADOPTED BY THE CITY COUNCIL of the City of Shorewood this 15th day of December, 1997.
J s C. Hurm, City Administrator/Clerk
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EXHIBIT A
. CITY OF SHOREWOOD
PAY PlANIPAY RANGES
1998
CURRENT RANGE
POSmON STEP 2 3 4 5
Exec. Secty.lDeputy Clerk 5 31,585 33,559 35,533 37,507 39,481
Receptionist/Secretary 3-4 22,409 23,809 25,210 26,610 28,011
Fff Clerical 3-4 22,409 23,809 25,210 26,610 28,011
Pff Clerical 3-4 19,856 21,097 22,338 23,579 24,820
Election Clerk 18,910 20,092 21,274 22,456 23,637
Finance Directorffreas 5 44,276 47,043 49,810 52,578 55,345
Senior Accounting Clerk 5 27,128 28,823 30,519 32,214 33,910
Planning Director 5 42,532 45,191 47,849 50,507 53,166
Building Inspector 5 34,007 36,133 38,258 40,384 42,509
Planning Assistant 5 30,228 32,117 34,006 35,895 37,785
.i9ht Equipment Operator 27,030 28,720 30,409 32,099 33,788
Public Wks Working Foreman 30,315 32,210 34,104 35,999 37,894
Supervisor of Oper. & Maint. 5 36,919 39,227 41,534 43,842 46,149
City Engineer/Pub Wks Director 5 48,080 51,085 54,090 57,095 60,101
Administrator/Clerk 5 51,140 54,336 57,532 60,729 63,925
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Liquor Operations Manager 5 34,601 36,764 38,927 41,089 43,252
Liquor A~sistant Manager 5 23,728 25,211 26,694 28,177 29,oaU
Liquor Clerk 14,474 15,379 16,284 17,188 18,093
NOTES:
1. Step 5 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 - 80% 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 - 90% of the TOP.
5. After 2 years, an employee would go to Step 4 - 95% of the TOP.
6. After 3 years, an employee would go to Step 5 - 100% of the TOP.
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This plan, like the proposed Union contract, would allow us to hire a person at Step 2 if the
person is highly qualified and/or has significant experience and we need to offer a higher wage to
attract them. It should also allow us to offer up to Step 4 after probation for the same reasons.
Employees may move more slowly through the range if not meeting expectations, and the City
should be able to exceed Step 5 for exceptional performance.