96-123
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CITY OF SHOREWOOD
RESOLUTION NO. 96- 123
A RESOLUTION REVISING THE WAGE AND SALARY
RANGE CHART FOR 1997 FOR CITY EMPLOYEES
WHEREAS, the City Council has established the current salary and wage range chart for City
employees by its Resolution No. 95-122; and,
WHEREAS, it is the intention of the City Council to, from time to time, revise such salary and
wage range chart 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
1997 as listed on Exhibit A, attached to and hereby made a part of this resolution.
BE IT FURTHER RESOLVED that this resolution shall be effective January 1, 1997.
ADOPTED BY THE CITY COUNCIL of the City of Shorewood this 16th day of December, 1996.
I<JL0f1'?sJ~L'--
Robert B. Bean, Mayor
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ATTEST:
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,. EXHIBIT A
CITY OF SHOREWOOD
. PAY PLANIPAY RANGES
1997
CURRENT RANGE
POSmON STEP 2 3 4 5
Exec. Secty./Deputy Clerk 5 30,665 32,582 34,498 36,415 38,331
R ecepti on isVSecretary 2-3 21,756 23,116 24,476 25,835 27,195
FfT Clerical 1-2 21,756 23,116 24,476 25,835 27,195
PfT Clerical 3-4 19,277 20,482 21,687 22,892 24,097
Election Clerk 18,360 19,507 20,654 21,802 22,949
Finance DirectorfTreas 5 42,986 45,673 48,360 51,046 53,733
Senior Accounting Clerk 5 26,338 27,984 29,630 31,276 32,922
Planning Director 5 41,294 43,875 46,456 49,037 51,617
Building Inspector 5 33,017 35,080 37,144 39,208 41,271
Planning Assistant 5 29,348 31,182 33,016 34,850 36,684
. Light Equipment Operator 26,244 27,884 29,524 31 ,1 64 32,804
Public Wks Working Foreman 29,432 31,271 33,111 34,950 36,790
Supervisor of Oper. & Maint. 4-5 35,844 38,084 40,325 42,565 44,805
City Engineer/Pub Wks Director 2-3 46,680 49,597 52,515 55,432 58,350
Administrator/Clerk 5 49,650 52,753 55,856 58,960 62,063
Liquor Operations Manager 5 33,594 35,693 37,793 39,892 41,992
Liquor Assistant Manager 5 23,037 24,476 25,916 27,356 28,796
Liquor Clerk 14,052 14,931 15,809 16,687 17,566
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.