94-012
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RESOLUTION NO. 94- 12
A RESOLUTION REVISING THE CITY OF SHOREWOOD'S WAGE AND SALARY
RANGE CHART FOR 1994 AND SETTING THE MONTHLY CONTRIBUTION
TOWARD THE MONTHLY INSURANCE PREMIUM FOR CITY EMPLOYEES
WHEREAS, the City Council has established the current salary
and wage range chart by its Resolution No. 118-92 and its current
contribution toward the monthly insurance premiums for City
employees by its Resolution No. 125-92; and,
WHEREAS, it is the intention of the City Council to, from time
to time, revise such salary and wage range chart and contribution
toward the 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 1994 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 $310.00 per month for the year
1994.
BE IT FURTHER RESOLVED that this resolution shall be effective
retroactive to January 1, 1994.
ADOPTED BY THE CITY COUNCIL of the City of Shroewood this 24th
day of January, 1994.
ATTEST:
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. 1/7/94 CITY OF SHOREWOOD
PAY PLAN I PROPOSED PAY RANGES
1994
CURRENT RANGE
POSITION STEP 2 3 4 5
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Exec. Secty./Deputy Clerk 27 , 792 29,529 31,266 33,004 34,741
Receptionist/Secretary 4 19,718 20,951 22,183 23,415 24,648
Finance Director/Treas 5 38,961 41,396 43,831 46,266 48,701
Senior Accounting Clerk 5 23,871 25,363 26,855 28,347 29,838
Planning Director 5 37,426 39,765 42,105 44,444 46,783
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Building Inspector 5 29,924 31,795 33,665 35,535 37,406
Planning Assistant 5 26,599 28,261 29,924 31,586 33,249
light Equipment Operator 23,786 25,272 26,759 28,245 29,7 32
Public Wks Working Foreman 5 26,675 28,343 30,010 31,677 33,344
. Public Works Director 5 38,279 40,671 43,064 45,456 47,849
Administrator/Clerk ~ 44,341 47,113 49,884 52,655 55,427
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liquor Operations Manager 5 30,448 32,351 34,254 36,157 38,060
I iquor Assistant Manager 5 20,879 22 , 184 23,489 24,794 26,099
Liquor Clerk 12,7 36 13,532 14,328 15,124 15,920
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.
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.
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