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Home My WebLink About2015-OR-17ORDINANCE NO. 2015 -OR- t1 AN ORDIANCE AMENDING 2014 -OR -54 FIXING THE SALARIES OF APPOINTED OFFICERS AND EMPLOYEES FOR ALL THE DEPARTMENTS OF THE CITY OF JEFFERSONVILLE, CLARK COUNTY, INDIANA, FOR THE YEAR 2015. WHEREAS, the Common Council has the statutory duty and responsibility to adopt and pass an Ordinance whereby it fixed the salaries of appointed officers and employees for all the departments of the City of Jeffersonville for the year 2015; and WHEREAS, the Common Council has previously adopted a Salary and Wage Administration Policy; BE IT HEREBY ORDAINED BY THE COMMON COUNCIL OF THE CITY OF JEFFERSONVILLE, CLARK COUNTY, INDIANA, THAT: SECTION I. From and after the first day of January 2015, fix the salary and pay schedule for the following appointed officers and employees of the City of Jeffersonville, as follows: SALARY SCHEDULE AS PRESENTED BY MAYOR MIKE MOORE TO THE COMMON COUNCIL OF THE CITY OF JEFFERSONVILLE: I, Mike Moore, Mayor of the City of Jeffersonville, Indiana as required by Indiana Code 36-4-7-3, hereby fix the salaries and pay schedule for the following appointed officers and employees of the City of Jeffersonville, Indiana, beginning January 1, 2015, and continuing thereafter until duly changed, and request that such salary rates be approved by the Common Council of said city. In addition to the salaries of appointed officers and employees of the Civil City, this ordinance also contains the salaries of the appointed officers and employees of the City Wastewater and Drainage Departments, which have been approved by the Wastewater and Drainage Boards pursuant to Indiana Code 36-4-7-3. For employees not covered by a collective bargaining agreement (non-union), the maximum rates listed in addendum A reflect the maximum annual salary for each job grade for a regular full-time employee. These ranges are based on full time hours worked and will be prorated for part-time employees. Employees whose 2015 salary is higher than the maximum of the salary range due to past increases shall nonetheless receive their total salary but shall not be eligible for a merit increase. Where more than one position share the same job title in the department indicated, the number of positions that share the job title is given in parentheses after the job title. 1 Department/Job Title Mayor's Office Administrative Assistant II City Clerk Grade 3 Chief Deputy City Clerk/Office Manager 3 Administrative Assistant I 2 Court Clerk/Accounting/2nd Deputy 3 Court Clerk 2 Court Clerk -Traffic 2 Department of Law Corporation Counsel & Director of Legal Services (75%) Paralegal (75%) 10 5 Controller's Office Director of Finance/Controller (80%) 8 Assistant Director of Finance (80%) 6 Accountant (80%) 5 Payroll Specialist (80%) 4 Accounts Payable Clerk (80%) 2 Cash Coordinator (80%) 3 Administrative Assistant II (80%) 3 City Court Bailiff/Court Reporter Department of Engineering City Engineer (60%) 8 Assistant City Engineer 6 Administrative Assistant II 3 Traffic, Lighting & Electrical Systems Electrician 5 Traffic, Lighting & Electrical Systems Technician 4 Engineering Technician 5 Building Commission Building Commissioner/Director 6 Administrative Assistant I 2 Administrative Assistant II 3 Building Permits Clerk 2 Electrical Inspector 5 Building Inspector 5 2 Planning & Zoning Director of Planning & Zoning 6 Zoning Administrator (2) 4 Code Enforcement Officer (2) 3 Common Council Service Officer ($5,720 annually) Animal Shelter Director of Animal Shelter 6 Administrative Assistant (1) II 3 Animal Control Officer (2) 2 Kennel Attendant (34 (2) la Kennel Attendant — Part Time 444 (5) la Operations Coordinator Animal Control Services Coordinator 3 Information Technology Director of IT (52%) 7 Technology Specialist 3 Vehicle Maintenance Director of Vehicle Maintenance S(6) Skilled Labor — Diesel Mechanic 94 (6) 4 Skilled Labor — Auto Body Repairer 4 Emergency Equipment Installation Technician 4 Human Resources Director of Human Resources (80%) 7 HR Generalist 5 Administrative Assistant I (PT) (85%) 2 Safety Safety Manager (50%) Board of Public Works City Court Probation Services Probation Officer Probation Officer City Court Non Reverting Fund Clerical PT 6 (See Sect I I L) (See Sect 111) 3 Parks & Recreation Division Parks Director of Parks Maintenance SizipeFviser Par's Manager Greenspace Manager 6 5 Athletic Programs & Leagues Manager (5) Supervicor of Recrcation Programs & Aquatics (52%) 4 Recreation Programs &Aquatic Center Manager (5) Special Events and Rivcrstage Coordinator 1 Special Events & RiverStage Manager (5) Administrative Assistant II 3 General Laborer 148} (9) Fieldhouse & League/Activity Supervisor 8(4) Crew Leader/Fereman — Maintenance Parks (2} 4 Skilled Laborer— Repair Carpenter/Concrete 4 Skilled Laborer—Facility Maintenance Parks 4 Administrative Assistant I (PT) 2 League Coordinator (PT) 2 Part -Time Labor Sect II I Parks Non -Reverting Activities Fund Supervisor of Recreation Programs & Aquatics (48%) 4 Lifeguards, Admissions, Concessions and Lessons Sect II I Redevelopment Director of Redevelopment 8 Corporation Counsel & Director of Legal Services (25%) 10 Paralegal (25%) 5 Administrative Assistant II 3 Grant Writer 4 Police Department Civilian Administrative Assistant II Police Administrative Assistant I (3) 3 2 Administrative & Case Management Support Specialist 3 Chaplain (2) Policc Dispatchcr (10) Police Dispatcher PT ($1.00 Annually) 3 3 4 Police Department (cont'd) Rank Chief of Police 7 Assistant Chief (2) 40% 6 Major (before1-1-2013) (1) (base +) 30% Major (afterl/1/2013)/ Shift Commander (5) 25% Captain (6) 20% Lieutenant (6) 15% Sergeant (6) 10% Corporal (9) 5% Patrolman (40) Base 2015 ( $47555.04) Senior Patrolman - (10+ years) 2% Patrolman - (3 to 9 years) 0% Probationary Officer (2 to 3 years) -5% Probationary Officer (1 to 2 years) -10% Probationary Officer (0 to 1 year) -15% Fire Department Civilian Rank Administrative Assistant I 2 Fire Chief SG%7 Deputy Fire Chief (2) (base +) 44% 6 Battalion Chief (3) 2% 30% Fire Marshall (4) * 24% 25% Captain (15) 17% 20% Lieutenant (15)% 15% Sergeant (18) 89610% Firefighter (20) Base 2015 (47,555.04) Firefight 1St Class (3+ years) 0% Firefighter 2nd Class (2 to 3 years) -5% Firefighter 3rd Class (1 to 2 years) -10% Probationary Firefighter (0 to 1 year) -la -15% Streets and Sanitation Director of Streets and Sanitation 6 Supervisor of Streets and Sanitation 5 Administrative Assistant II 3 Secretary/Receptionist 14) Crew Leader - Streets and Sanitation (2) 4 Skilled Laborer - Heavy Equipment Operator 4 General Laborer II Roadway & Directional Signage (2) 2 5 Driver — Operator (17) 3 General Laborer 1(12) 1b Drainage City Engineer (20%) 8 Storm Water Coordinator 5 Engineering Project Coordinator 5 Water Resources Construction & Maintenance Coordinator 5 General Labor I (3) 1 b Skilled Laborer— Heavy Equipment Operator (2) 4 Crew Leader — Drainage (2) 4 Wastewater Department Administration Director of Utilities/Wastewater 10 Assistant Director of Utilities 7 Exccutivc Assistant Administrative Assistant 11 4 3 CMMS Administrator 4 GIS Database Administrator 5 Air Control Specialist 4 Construction Inspector 5 Utility Communications & Operations Coordinator 5 City Engineer (20%) 8 Director of Human Resources (20%) 7 Administrative Assistant I (PT) (15%) 2 Director of IT (48%) 7 Safety Manager (50%) 6 Director of Finance/Controller (20%) 8 Assistant Director of Finance (20%) 6 Accountant (20%) 5 Payroll Specialist (20%) 4 Accounts Payable Clerk (20%) 2 Cash Coordinator (20%) 3 Administrative Assistant 11 (20%) 3 Billing Office Billing Office Manager (Utilities) 4 Utility Billing Coordinator 3 Utility Billing Office Clerk (2) 2 Administrative Assistant I 2 Collection System Manager Collection System 6 Supervisor Collection Systems 5 6 Crew Leader/man Collection Systems Maintenance 4 CCTV Operator & Sewer Inspector (3) 4 Collection System Utility Workers (4) 43 Collections Systems Construction Inspector 4 5 Supervisor Construction 5 Crew Leader Construction Peres (2) 4 Utility Worker I (2) 2 Construction Utility Worker 444) (4) 3 Heavy Equipment Operator (3) 4 Pipe Layer (2) 4 Maintenance Supervisor Maintenance 5 Utility Maintenance Technician 4¢2} (3) 4 3 Utility Maintenance Technician I (1) 3 Electrician (2) 5 Wastewater Treatment Plant Laboratory & Pretreatment Manager 6 Plant Operations Supervisor 5 Laboratory Analyst 5 Lead Plant Operator/Lab Technician (2) 4 Lab Technicians/Plant Operators (4) 3 Section II A. The Salary and Wage Administration Policy Adopted by Common Council will govern salary increases for Non -Collective Bargaining Employees May 20, 2013 as amended by Ordinance 2013 -OR -10 on May 20, 2013. Employees will be assigned to their primary department by this Ordinance however a portion of their wages either salary, hourly or overtime may be paid by another department or fund if both department heads determine the employee is performing work of a material nature and benefits another department. The employee may not be compensated at a higher rate than they would receive for their primary position without council or commission approval. their—cespeetive414:1411-eentraets. Wages for all rank are based on a percentage of base pay for a Firefighter 1st class and a patrolman 1st class. Although the respective union contracts specify the number of officers to fill each rank, settlements and agreements may require the city to pay an employee(s) at a higher rank even though the employee is fulfilling his/her duties at a lower rank. Section II B. Clothing Allowance: The Non -Union Administrative employees in the Fire Department receive reimbursement up to $1,600 annually for acquisition of uniforms. As specified per the Firemen's contract, union firemen receive a $400 annual allowance for the same. Per the FOP 7 contract, all patrolmen and officers receive a $1600 annual allowance. This benefit is also paid to the Non -Union Rank. Section II C. Longevity Pay: All Non -Union full-time employees hired before January 1, 2012 will receive $200 per year for each year of service. Employees must work 3 full years before he/she is eligible for longevity pay, which will begin on January 1 following their 3 -year anniversary with a maximum longevity pay of $4,000 pay for any employee employed in excess of twenty (20) years. Union longevity subject to Union Contract. Section II D. Holiday Pay: All Non -Union full time employees will receive fourteen (14) paid holidays at current daily rate. Both Union contracts specify holiday pay at $400 per year for each employee covered under the agreement. Section II E: Overtime Pay. Compensation for time paid in excess of 40 hours worked will be paid at 1%2 times an employee's hourly rate. Any defined paid leave shall not be counted as time worked. Any computation of overtime earned by employees covered under collective bargaining agreements shall take precedence to this policy. Section II F: Certification, Licenses, Specialty Skill and Driver Pay. The respective Collective Bargaining Agreements currently provide for additional pays listed below: Fireman Certifications (Maximum of four per year) $ 100.00 Per Cert. Driver Pay (1st and 2"d Class Firefighters only) $ 20.00 Per Day Police SWAT Team (10 Participants) $1,000.00 Annually Police SWAT Team Commander (1) $1,750.00 Annually K-9 (2 Participants) $1,000.00 Annually K-9 Commander (1) $1,750.00 Annually Breathalyzer $ 300.00 Annually Section II G: Board Service and Secretary/Stenographer Pay. For serving as a member or officer of the numerous governing boards and commissions established by Common Council, authorization to pay a stipend per meeting or per month is established. The following listing provides for these payments. In addition, compensation is allowed for the attendance and transcription of minutes to the elected/appointed secretary/stenographer for any meeting, which would fall outside normal working hours in lieu of regular, and overtime wages are listed below. Board of Zoning Appeals Board of Zoning Appeals Stenographer $ 40.00 Per Meeting $ 110.00 Per Meeting 8 Common Council Meetings Stenographer $ 150.00 Per Meeting Drainage Board $ 106.50 Per Meeting Drainage Board President $3,452.00 Annually Drainage Board Stenographer $ 100.00 Per Meeting Fire Merit Board $1,200.00 Annually Fire Merit Board Secretary $ 100.00 Per Meeting Historic Board Stenographer $ 100.00 Per Meeting Parks Advisory Board Stenographer $ 100.00 Per Meeting Planning Commission Member $ 40.00 Per Meeting Planning Commission Stenographer $ 110.00 Per Meeting Police Merit Board $1,200.00 Annually Police Merit Board Secretary $ 100.00 Per Meeting Public Arts Commission Stenographer $ 100.00 Per Meeting Redevelopment Commissioner $ 100.00 Per Meeting Redevelopment Stenographer $ 150.00 Per Meeting Wastewater Board $ 5,115.00 Annually Wastewater Stenographer $ 175.00 Per Meeting Section 11 H: Cell Phone and Take Home Vehicles. Department Heads determine who on their staff requires cell phones to complete the duties of the job. Employees may elect to receive a $50 per month stipend in lieu of receiving a cell phone on the citywide cell plan. The City Vehicle Policy will govern employees eligible for take home vehicles. All current IRS regulations governing take home vehicles will apply in calculating compensation relating to personal use of the vehicle. 9 Section II I: Seasonal Positions. All positions which are filled on an ad hoc basis and are of a temporary or seasonal nature. The rates shown below are the range for employees within the job classifications. SEASONAL POSITIONS Job Title Minimum Maximum Concession / Admission Workers Pool 7.25 9.74 Lifeguards 9.00 12.10 A cistant Pool Manager 10.25 12.98 Pool Manager 11.00 13.93 Seasonal General Laborer 7.25 9.74 Seasonal General Laborer Semi -Skilled* 9.00 12.10 Youth Counselor 7.25 9.74 Concession / Admission Workers Ice Rink 7.25 9.74 *Semi -Skilled laborers regularly operate equipment such as lawn mowers, hedge trimmers, weed eaters, in addition to general laborer duties General laborers regularly perform trash pick-up/waste disposal, general office and grounds cleaning, set-up/tear down of furniture/equipment for events. Section II J: Emergency Call Out/On Call Status. Please refer to the City of Jeffersonville Policy and Procedure Handbook. Section II K: Retirement Funding. The State of Indiana ILERP INPRS Indiana Public Retirement Fund specifies the employer share required to be paid by City of Jeffersonville to fund the respective employee retirement accounts. In addition, Council has approved the payment of the 3% employee share. Section II L: Probation Officer Salary. These are established by the State of Indiana under Indiana Code § 11.13.1.3 and any employee hired to fulfill these duties of the court shall be paid in compliance with this statue. Section II M: New Positions. These positions will be evaluated in accordance with the Salary and Wage Administration Policy. A job description will be developed and based on job requirements, external job market value and budget constraints, a job grade will then be assigned to the new position. 10 Section I1 N: Amending 2013 OR -45 for the approved bonuses of $750 for full time employees hired before July 1, 2013 and $250 for part time employees hired prior to July 1, 2013. Employees hired after July 1, 2013 received no bonus. Section III: This ordinance shall be in full force and effect from and after its passage by the Common Council and approval by the Mayor. Voted Against: PASSED AND ADOPTEDby the Common Council of the City of Jeffersonville, Clark Count, Indiana upon this o?b day of l./(,lo?� e..Y , 2014. k Lisa Gill, President Vicki Conlin, Clerk 11 2014 -OR- 117 PRESENTED by me to the Mayor of the City of Jeffersonville Clark County, Indiana upon this o?/ day of 2014. XII A. Vicki Conlin, Clerk SIGNED and APPROVED by me upon this 0-1 day of 2014. Mike Moore, ayor 12 City. of Jeffersonville Proposed Updates Pay Ranges 2015 Approved Hiring Range: Minimum to 25% ..: $23,400 $25,740 Pa Ran $28,080 $32,760 40% $11.25 $12.38 $13.50:_ $1515 ` 40% General Laborer I Kennel Attendant Secretary/Receptionist ,",i"'. 4$25,792.:. $29,016 Pa Ran, $.32,240: e $38,688 50% $`1.2.40 $13.95. $15.50 $18.60 50% Administrative Assistant I , i Animal Control Officer ",, II Clerks: Court Traffic; Accounts Receivable; Accounts Payable, '' D,, and Perm t, ,'i1 ,,,. General Laborer II-Signage I ,I , , League Coordinator-Parks u $29,536.. $33,228 Pa Ran •e3 $36,920:_ $44,304. 50% $14:20. $15.98 $17;75 $21.30: 50% Administrative & Case Mana ent Support cialist , , , ,,, 1 ry Administrative Assistant II t+g. q� ,��I Cash Coo.dYJ�j inatorl til flj 1 ti a, ,r 4:0 I I I m Code Enforcer it'O fI r:..: '{. ".,l' II ,' F ,,„ l l , Utility Worke collection System' 9pnstruc �llaintenancd , :.I I.: ,04, Court Clerk-Accounting :;,,,, d Driver Operator Y ` Lab Technician & Plati oporator '°' Operations Coordinator ; „ Technology Specialist Utilities Billing Coordinator , Exempt: Deputy City Cleric-Office Manager $34,112 $38,376 Pa Ran.e4 $42,640 : $51,168 50% $16.40 - $18.45 $20.50 $24.60 50% Computer Maintenance Management Systems (CMMS) Administrator Crew Leaders: CS Maintenance; Construction; Drainage; Park Maintenance; Greenspace; Streets) Emergency Equipment Maintenance Technician Lead Lab Technician /Plant Operator Payroll Specialist ville: Pay Grades Page 1 of 3 rev3/30/15 Planning & Zoning Coordinator/Administrator Sewer Investigation CCTV Technicians Skilled Labor - Auto Body, Diesel Mechanic, Parks Facility Maintenance, Repair Carpenter/Concrete; Heavy Equipment Operators, and Plpe Layers Traffic, Lighting & Electrical System Technician Wastewater Air Control Specialist Exempt -Grant Writer Exempt -Manager Billing Office Exempt -Supervisor Field House & Leagues i'd. 1 $39,200 �y x 544,100 Pa Ran s .t.` 1, $49,000 = 5 : ,I -t:, � $58,800 t.l;'I• 50% $18.8.5 $21.20. $23.58 $28.27 50% Electricians: Wastewater Maintenance; Traffic, Lighting & Electra S stems "' " Engineering Project Coordinator ,rW xl,, t ii. Engineering Technician ", ' ` GIS Database Administrator ",'"' ""' Inspectors: Building, Construction & Electrical ,, it it -1 I Id I M { ,, r ! . ' '.Laboratory Analyst ,W� , J ; Paralegal y, , �I. Supervisor Collection Systems ;;, Supervisor Construction Supervisor Plant Operations G, ;, r, r ' �N,( I. % Supervisor Streets & Sanita00 . ",, F I. n�., u' Supervisor Wastewater Maintce Water Resources Construction 8:: I enancet(oortiinator r, Exempt -Accountant , 1 Exempt -HR Caen ,..` i �; ii Exempt-M0agbr Athletic Programtig;and Lea uea Exempt-Managetareenspace • Exempt -Manager',, Maintenance , Exempt -Manager ReotOtion Programs afdAquatics Exempt -Manager Special rats and Rivor tage Exempt -Storm Water Coordlnatbr, ;` Exempt -Utility Communications iOper! tions Coordinator $45,385 $52,192 Pa Rane6 $59,00.0. 572,815 60% Assistant Chiefs: Police and Fire Assistant City Engineer Assistant Director of Finance Building Commissioner Director Animal Shelter Director Parks age 20 rev3/30/15 Director Plannin• Director Streets & Sanitation Director Vehicle Maintenance Mana • er Laborato & Pretreatment Mana • er Safe Yli4,' , .. 852,308. $60,154 :. Pa Ran qt 7 mr i.. �k< $8.8,000 . 60% Chiefs: Police and Fire ,,„,,,,... Director Human Resources.., 11',I,I., ' :Iu R;4np:;ry• Director IT .. '"''`. Assistant Director Wastewater Treatment Plant $00 000 $69,000 Pa Ran ,e8 $78 000 896,000. 60% Ci E •sneer '..I,,, ;•: Director of Finance /Controller �,", I i , L. I Director of Redevelo • ment ," 8.69,231. $79,615 Pa Ran! .9 890,.000 8110,789. 60% . . Cit Attorne inactive ^' Corporation Counsel inactive I i::i $78 687. ...,1•'3 $90,083 Pa Ran se10 1 is Ii� .1 I 'tl:. l. ',,. $103 500 130 333 70% Corporation �, : 'Ynsel & Moo ttJr..of;,L,sgal Services (Job inCludes .25 FTE redevelopment commission legal work) Director Wastewater Treatment Plant ,',;:: CkyofJeffersonville: Pay Grades Page 3 of 3 rev3/30/15 Animal Control Services Coordinator Salary: $39,520.00 Costs would be off -set by 101-021 cuts and increase in fees as proposed in recent ordinances. • Replace the third full time kennel attendant to one part time kennel attendant. The savings would equal $10, 920.00 and the cost of benefits. • We have hired one animal control officer at 25% of the pay grade: $29,016.00 and the second will be hired at the minimum: $25,792.00 which is a savings of $28,725.00 from the current budgeted line item 101-021-411.154 $83,533.00 The $10,920.00 from eradicating the part time kennel attendant in addition to the savings from hiring the two new ACOs at the low end of the Animal Control Officer Salary grade covers the cost of the Animal Control Services Coordinator. Administrative assistant II: $29,536.00 Administrative assistant I: $25,792.00 Difference in salary of $3744.00 would be absorbed by 101-021 cuts, specifically: • 101-021-432.006 Travel and Mileage $500.00 • 101-021-439.008 Training $1500.00 • 101-021-433.009 Advertising $300.00 • 101-021-422.012 Building materials $1444.00 PARKLAND HR SERVICES, LLC TO: Kim Calabro, Director of Human Resources, City of Jeffersonville FROM: Liz Gross, Owner, ParkLand HR (502.417.4890) elizabethgross@parklandhr.com SUBJECT: Parks Department Job and Pay Grade Review & General Recommendations for Pay Grade Structure DATE: 2/26/15 Kim In my discussions with you and the Director of Parks, Paul Northam, following the development of the Greenspace Manager job description and my recommended pay grade classification, we initially identified jobs that would be affected by the creation of this new position. Obviously the Maintenance Manager position would need revision as it no longer had the added responsibilities for greenspace as well as the Crew Leader roles as they would be assigned to one or the other functional area. During that review and discussion of the department structure and pay grades I realized that the City had a potential pay/job value equity issue within the Parks department. The Maintenance Manager is already a pay grade 5 and I had recommended the same pay grade for the Greenspace Manager; however, the remaining direct reports are in pay grade 4 (Aquatics, Athletics and Special Events) and the Field House supervisor is in pay grade 3. A review of the job descriptions and further clarification from Paul on the scope and oversight responsibilities of these positions and the recognition that 3 of these positions had female incumbents, has resulted in my strong recommendation that with the addition/approval of the Greenspace Manager position, the following pay grade reclassification occur for these Park positions: • Athletic Programs. & Leagues Manager from pay grade 4 to 5 • Special Events Manager from pay grade 4 to 5 • Recreation Programs & Aquatic Center from 4 to 5 • Field House Supervisor form 3 to 4 (Note: Crew Leaders (all male), a comparable scope/oversight position, are pay grade 4) Job Title Education Work Experience Scope -Program Supervise/oversee Maintenance Manager BA 5 years; 3 supervisory All greenspace for City Crew leader; 8 laborers Greenspace Manager BA 5 years; 3 supervisory All Park/Rec Faculties and sport field maintenance Crew leader; 2 Skilled labor, 5 laborers Athletic Programs & Leagues Manager BA * 5 years; 3 supervisory All Recreation programs for youth and adults Fieldhouse Supervisor and 8 laborers Special Events Manager BA 5 years; work with volunteer workforce* River Stage events and Thunder over Louisville Seasonal workforce of about 20 Recreation Programs & Aquatic Center Manager BA 5 years; 3 supervisory* Aquatic Center & Community based Recreation programs Seasonal crew of about 80 employees (life guards, concession workers) And 3 Ellis Center staff Field House Supervisor BA None specified Fieldhouse Recreation programs/activities With Manager, oversees 8 laborers * The current work experience for these position is 3 to 5 years, I recommend setting the same/comparable requirements for each manager positions It is my understanding that realigning these positions within the City's pay grade system will not impact current pay rates as all the incumbents pay levels are already within the pay range for the recommended pay grade. Thus the impact of these pay grade realignments would correct a potential pay equity issue and not result in pay adjustments, but simply provide the incumbents a potential for a higher "top -end" or maximum pay rate. During my review of the Park positions and the City's pay grade system, I identified a few other items that should be considered: 1. Move the Director of Vehicle Maintenance position from pay grade 5 to 6. From a strictly external pay market view, this position has a lower "value" than other Director positions in pay grade 6; however, one could argue that from an internal value view and the relative scope, oversight, education/years' experience required that it is better aligned with pay grade 6. It is currently the only Director in pay grade 5. 2. Previously, I have recommended that kennel attendants be placed in the same pay grade as the general laborers, like the Director of Vehicle Maintenance, the external market may be somewhat lower, the relatively low dollar impact of such a change would likely have a marked positive impact on turnover and recruitment. With more states and the federal government supporting initiatives to increase the minimum wage to $10 per hour, the city would be well served to be proactive and eliminate the pay grade ib and move the attendants into the same pay grade as the general laborers. 3. The City's Pay Grade system is based on pay data collected and analyzed in 2012. If the City chooses not to "go to market" and utilize updated salary data/surveys for updating the pay ranges, I would suggest considering a 'blanket" shift of all pay ranges. Not reviewing and/or adjusting pay ranges periodically will lead to less competitive pay practices and the resulting difficulty in attracting and maintaining talent for the City. A quick look at average pay rate changes since the 2012 survey data indicates an average increase of 6 to 7%. Let me know if you are needing additional information or if I can clarify any of the information/recommendations provided in this memo. I have also attached an updated pay grade sheet indicating the changes I have recommended previously. I'm not certain if my sheet contains all the new jobs that have been added since 2013, your ay need to verify against your records. ParkLand HR Services, LLC 2 PARKLAND HR SERVICES, LLC TO: Kim Calabro, Director of Human Resources, City of Jeffersonville FROM: Liz Gross, Owner, ParkLand HR (502.417.4890) elizabethgross@parklandhr.com SUBJECT: Police and Fire Chiefs/Assistants' market pay rates and pay grade recommendation. DATE: 2/6/15 Kim Based on my review of the market surveys summarized below, and the City's current pay grades and pay ranges, I recommend the Chiefs positions to be assigned Pay Grade 7 (2014 Ordinance) and the Assistant Chiefs be assigned Pay Grade 6. Note that the market base pay averages are within about 1.5 to 2% for Chiefs actual base pay; however, assistants actual base pay for police is 3.6% above market average and 7.2% above for fire. My recommendations are based on market averages, not actual base pay. These pay grades will work for the existing staff as their pay falls within the pay ranges for the grades. They could receive increases until they topped/capped out. However, given that actual base pay is higher than market and that the current pay ranges are probably in need of 2-4% adjustments, the Assistants' current pay will place them at 80% of the pay range and the Chiefs at 60%. I am not sure how the City would handle a "new" hire in these roles as the past practice for police and pay has been a percent of the "entry" level officer (150/140). This is roughly mid -point for these pay grades. Are they willing to 'hire" below the midpoint? If the city wants to place these jobs in the pay grade we will need to discuss how to transition from current pay calculation to the use of a pay grade system. For instances, do you make an exception for police and fire and allow the starting rate range to be higher? Also the issue of longevity bonuses for police and fire may need to be considered as that greatly affects actual compensation. On a side note, the longevity bonus in some form appears to be offered by other cities, it is the amount of the bonus for police and fire that appears very high for Jeffersonville and Seymour compared to other 2"d class cities who reported this data in 2014. Only 5 class 2 cities reported in 2014. I found it interesting that the largest cities, Fort Wayne and Indy had very modest bonuses relatively speaking. Indy did not report for 2013 and was not on the data for 2014 because they are class 1. I looked back on 2012 data for them. It may be worth researching further to see what other Class 2 Cities pay for longevity for police and fire, if at all. Surveys Polio 'Wef Ponce MitFire st 10 'if 20YRS' Chef Fire Asst Longevity at 30 YRS longevity at 20 YRS IACT-Anderson-2012-Adj to 2014 $ 67,371 $ 64,106 $ 2,000 $ 4,000 567,540 $ 64,272 $ 1,625 $ 3,250 IACT-Kokomo-2012-Adj to 2014 $ 74,144 $ 1,100 $ 2,100 $73,765 $ 69,222 $ 1,100 $ 2,100 IACT-Lafayette-2012-Adj to 2014 $ 74,179 $ 66,528 Yes Yes $74,179 $ 69,189 Yes Yes IACT-Mishwauka-Actual 2014 $ 67,496 $ 62,249 No No $67,064 $ 61,820 No No IACT-TerreHaute-2012 Adj to 2014 $ 67,962 $ 59,062 $ 1,985 $ 3,970 $68,487 $ 58,103 $ 2,007 $ 4,014 IACT Fort Wayne Actual 2014 $ 1,000 $ 2,500 $ 1,100 $ 2,500 IACT Seymour Actual2014 $ 4,609 $ 9,218 $ 4,609 $ 9,218 BLS -May 2013 AVG LouMetro F-LineSup ADJ to 2014 $ 68,248 $ 51,755 BLS -May 2013 AVG Indiana F-lineSup ADJ to 2014 $ 65,066 $ 58,344 Lou -Metro Police Lieutenants AVG Jan 2015 $ 74,817 Lou -Metro -Police Sergeants AVG Jan 2015 $ 64,148 Lou -Metro District Fire Chiefs Jan 2015 1 $72,752 Payscale AVG, ADJ for Jeffersonville Jan 2015 $ 62,928 Variance btw Chief/Asst $68,080 Variance btw Chief/Asst Survey Averages $ 69,842 $ 64,201 9% 570,267 $ 61,815 14% Jeffersonville 2015 Base $ 71,332 $ 66,577 7% $ 71,332 $ 66,577 7% Jeffersonville Dec 2014 Longevity AVG $ 9,140 $ 7,997 $ 8,231 $ 5,787 Jeffersonville base + Longevity estimate AVG $ 80,472 $ 74,574 $ 79,563 $ 72,364 % Variance Jeff Base Pay v. Surveys 2.1% Survey Average 3.6% Base Pay for Chiefs $70,055 1.5% 7.2% Survey Average Base Pay for Assistant Chiefs $63,008 PARKLAND HR SERVICES, LLC TO: FROM: SUBJECT: DATE: Kim Kim Calabro, Director of Human Resources, City of Jeffersonville Liz Gross, Owner, ParkLand HR (502.417.4890) elizabethgrossPparklandhr,com Parks Department Job and Pay Grade Review & General Recommendations for Pay Grade Structure 2/26/15 In my discussions with you and the Director of Parks, Paul Northam, following the development of the Greenspace Manager job description and my recommended pay grade classification, we initially identified jobs that would be affected by the creation of this new position. Obviously the Maintenance Manager position would need revision as it no longer had the added responsibilities for greenspace as well as the Crew Leader roles as they would be assigned to one or the other functional area. During that review and discussion of the department structure and pay grades I realized that the City had a potential pay/job value equity issue within the Parks department. The Maintenance Manager is already a pay grade 5 and I had recommended the same pay grade for the Greenspace Manager; however, the remaining direct reports are in pay grade 4 (Aquatics, Athletics and Special Events) and the Field House supervisor Is in pay grade 3. A review of the job descriptions and further clarification from Paul on the scope and oversight responsibilities of these positions and the recognition that 3 of these positions had female incumbents, has resulted in my strong recommendation that with the addition/approval of the Greenspace Manager position, the following pay grade reclassification occur for these Park positions: • Athletic Programs & Leagues Manager from pay grade 4 to 5 • Special Events Manager from pay grade 4 to 5 • Recreation Programs & Aquatic Center from 4 to 5 • Field House Supervisor form 3 to 4 (Note: Crew Leaders (all male), a comparable scope/oversight position, are pay grade 4) Job Title Education Work Experience Scope -Program Supervise/oversee Maintenance Manager BA 5 years; 3 supervisory All greenspace for City Crew leader; 8 laborers Greenspace Manager BA 5 years; 3 supervisory All Park/Ree Faculties and sport field maintenance . Crew leader; 2 Skilled labor, 5 laborers Athletic Programs & Leagues Manager BA5 years; 3 supervisory* All Recreation programs for youth and adults Fieldhouse Supervisor and 8 laborers Special Events Manager BA 5 years; work with volunteer workforce* River Stage events and Thunder over Louisville Seasonal workforce of about 20 Recreation Programs & Aquatic Center Manager q 8 BA * 5 years; 3 supervisory Aquatic Center & Community based Recreation programs Seasonal crew of about 80 employees (life guards, concession workers) And 3 Ellis Center staff Field House Supervisor BA None specified Fieldhouse Recreation programs/activities With Manager, oversees 8 laborers c current work experience for these position is 3 to 5 years, 1 recommend setting the same/comparable requirements for each manager positions It is my understanding that realigning these positions within the City's pay grade system will not Impact current pay rates as all the incumbents pay levels are already within the pay range for the recommended pay grade. Thus the impact of these pay grade realignments would correct a potential pay equity Issue and not result in pay adjustments, but simply provide the incumbents a potential for a higher "top -end" or maximum pay rate. During my review of the Park positions and the City's pay grade system, I identified a few other items that should be considered: 1. Move the Director of Vehicle Maintenance position from pay grade 5 to 6, From a strictly external pay market view, this position has a lower "value" than other Director positions in pay grade 6; however, one could argue that from an internal value view and the relative scope, oversight, education/years' experience required that it is better aligned with pay grade 6. It is currently the only Director in pay grade 5. 2. Previously, I have recommended that kennel attendants be placed in the same pay grade as the general laborers, like the Director of Vehicle Maintenance, the external market may be somewhat lower, the relatively low dollar Impact of such a change would likely have a marked positive impact on turnover and recruitment. With more states and the federal government supporting initiatives to increase the minimum wage to $10 per hour, the city would be well served to be proactive and eliminate the pay grade 1b and move the attendants into the same pay grade as the general laborers. 3. The City's Pay Grade system is based on pay data collected and analyzed in 2012. If the City chooses not to "go to market' and utilize updated salary data/surveys for updating the pay ranges, I would suggest considering a 'blanket" shift of all pay ranges. Not reviewing and/or adjusting pay ranges periodically will lead to less competitive pay practices and the resulting difficulty in attracting and maintaining talent for the City. A quick look at average pay rate changes since the 2012 survey data indicates an average increase of 6 to 7%. Let me know If you are needing additional information or if I can clarify any of the information/recommendations provided in this memo. I have also attached an updated pay grade sheet indicating the changes I have recommended previously. I'm not certain if my sheet contains all the new jobs that have been added since 2013, your ay need to verify against your records. Parkland I -1R Services, LLC 2 PARKLAND HR SERVICES, LLC TO: Len Ashack, Director, and Lori Kearney, Assistant Director of Wastewater, City of Jeffersonville FROM: Liz Gross, Owner, ParkLand HR (502.417.4890) elizabethgross@parklandhr.com SUBJECT: Wastewater Job Description updates and Pay Grade Realignments DATE: 3/19/15 Len and Lori Given the extent of the work done with wastewater job descriptions and the changes we have discussed concerning job elimination and pay grade realignments, I thought ft would be beneficial to summarize these changes/updates. The proposed new position of Manager of Collection Systems "kicked -off' this extended review and updating of all wastewater job descriptions. The majority of the job descriptions had last been created and/or reviewed in 2011. Changes in the organizational structure of wastewater department and the addition of new positions over that time frame necessitated the need for a complete overview. Below is a summary of the changes and the proposed changes for Wastewater Jobs and pay grade assignments. Activity/Action # Detail/Notes General Review of all Current Job Descriptions 33 Review/Update of Pay Grade; Update Supervisor/Reporting & EE04; Review & Update Requirements/Qualifications Write New Job Description & Determine Pay Grade 1. Manager of Collection Systems Combine two jobs Into one description 1 Construction Inspector and CS Construction Inspector Review and Revise Job Duties 6 • Collection Systems Supervisor • Plant Operations Supervisor • Laboratory and Pretreatment Manager • Administrative Assistant 11 (replaces executive assistant) • Construction Inspector • Collection System maintenance Crew Leader Update/Revise Job Titles 4 • "Foreman" changed to Crew Leader (2) • Oder Control updated to Air Control Spedalist • Utility Worker 11 to Construction Utility Worker Pay Grade Realignments 3 • Utility Maintenance Technician 1 from PG 3 to PG 2 • Utility Maintenance Technician 11 from PG 4 to PG 3 • Collection Systems Utility Worker PG 3 to PG 2 Archive/Delete Jobs 4 • Executive Assistant (Job Duties are aligned with AAII) • Solids Handling Utility Worker • Utility Worker I (Only one level now with requirements and duties of the former Utility Worker II. New title Is Construction Utility Worker • Collection System Construction inspector (job duties merged with Construction Inspector) Recommended Updates for 2015, pending effective dates 2 • Phase out Utility Maintenance Technician I, transition all openings to "level 11" technician requirements and job duties. Use new job title of Utility Maintenance Technician. • Eliminate position of Collection System Maintenance Crew Leader. Supervisory/delegation duties can be managed by Supervisor of Collection Systems. With new Manager of CS role and the associated restructuring of CS, position of Crew Leader is a redundant layer of supervision.