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HomeMy WebLinkAbout2018-OR-39 ORDINANCE NO. 2018-OR- ? BEFORE THE COMMON COUNCIL FOR THE CITY OF JEFFERSONVILLE, INDIANA AN ORDINANCE ESTABLISHING NON-COLLECTIVE BARGAINING SALARY/WAGE ADMINISTRATIVE POLICY AND REPEALING PRIOR POLICY WHEREAS, the City of Jeffersonville ("City") has previously adopted and implemented a Non-Collective Bargaining Salary and Wage Administrative Policy; WHEREAS, as the Common Council ("Council") is the fiscal and legislative body for the City; WHEREAS, the Council with the assistance of a third-party has reviewed the existing Non-Collective Bargaining Salary/Administrative Policy to determine whether it should be revised and updated; WHEREAS, the review has revealed the necessity to revise and update the existing Non-Collective Bargaining Salary/Administrative Policy to ensure the City recruits, hires and maintains a skilled work force to ensure the on-going uninterrupted delivery of City services to its citizens; WHEREAS, the Council recognizes its fiscal responsibility to effectively manage costs in its administration of the City's salaries and wages; WHEREAS, an objective of the Non-Collective Bargaining Salary/Wage Administrative Policy is to pay City employees at a rate competitive with the external market when business conditions, internal equity, internal value, individual job performance and the City's ability to pay warrant. NOW THEREFORE BE IT ORDAINED by the Council that it is necessary to revise and update the existing Non-Collective Bargaining Salary/Administrative Policy; and IT IS FURTHER ORDAINED by the Council that effective January 1, 2019 the existing Non-Collective Bargaining Salary/Administrative Policy is hereby repealed and replaced with the policy set forth in attached Exhibit "A", entitled "Civilian/Wage Administration Policy 2019." This ordinance shall be in full force and effect after its passage by the Common Council and approval by the Mayor. ,�•ta• Voted Against: Aorr- 0R-31 r.1, ,tdiw , ( ii) .6-A.._,' ) _ik. tuJLkLLi.k PASSED AND ADOPTED, by the Comms ncil of the City of Jeffersonville, Clark County, Indiana upon this J4 day of -.-Ju- , 2018. A A- l Lisa Gil , President Jeffersonville Common Council ATTEST: ic,d2A- • Vicki Conlin, Clerk City of Jeffersonville PRESENTED by me to the Mayor of the City of Jeffersonville Clark County, Indiana upon this day of J.-(Ait6 2018. G' --(f Vicki Conlin, Clerk City of Jeffersonville I NED and APPROVED by me I p• this f day of J to t , 2018. . I Mike Moore, Mayor City of Jeffer.onville ATTACHMENT "A" 00 O d- .D N d- M r (/')li C/., -t �t r 0 M O �' d^ r',.., u> U `-" 6 4 EA iA E 6R 6 4 EA 6R EA 6'4 b9 C„ O O O i.n L L0 © 0 © 0 2 0 av 1 O O N. N. N. `;,1- O W 4--_4 r-. 4-4 e-1 4--4 4•4•44 d- d' N 00 EA b9 _ _ _ 69 64 EN _ EA 1 N. O°O 00 h N. N. oo M O N -8- o\o 0 M LIQ K r< LA T T N M N ^ 4-4 > 4--1 4-44 P`-) 4--4 T'1 4--I N b4 b�? E4 64 bR 4f3 _ bN4 69 EA EA (3.) eViair N Ir M -t in I� r. a\ CO N w • U E u ,, a' O H E '. N 8 f--.(N. (1) (5-4 .9, 74-) 19 fg o f2k CCS y O �. i; cn _, cu v c4 . N E9 —, ii-?; tDJ A i .-,,; 4ci) cs-3 •4 ) a(-3 UV rtU 'i cit ct 4) 4- .o o a +--� Fi ._ cd a , , , U 0 U i City of Jeffersonville, Indiana Civilian Salary/Wage Administration Policy 2019 Table of Contents TOTAL COMPENSATION PHILOSOPHY 2 SALARY AND WAGE PHILOSOPHY 2 DEFINITIONS 2 PAY RANGE MINIMUM(PR-MIN) 2 PAY RANGE MIDPOINT(PR-MID) 2 PAY RANGE MAXIMUM(PR-MAX) 2 PAY GRADE 2 BENCHMARK JOB(S): 2 RED-CIRCLE PAY RATES 2 GREEN- 2 DEPARTMENT HEADS 2 ROLES AND RESPONSIBILITIES 3 CITY COUNCIL MEMBERS 3 THE MAYOR 3 CITY CONTROLLER 3 THE HUMAN RESOURCES DIRECTOR 3 THE CORPORATION COUNSEL: 3 DEPARTMENT HEADS 3 ESTABLISHED PAY RANGES AND PAY GRADES 3 MANAGE AND MAINTAIN PAY RANGES AND PAY GRADES 3 GUIDELINES FOR DETERMINING INDIVIDUAL PAY RATES 4 CHECKS AND BALANCES MEASURE: 4 DETERMINING NEW HIRE PAY RATES WITHIN THE PAY RANGE 4 DETERMINING PERFORMANCE BASED PAY INCREASES 5 Performance Based Pay Guidelines 5 DETERMINING PAY RATES DUE TO PROMOTIONS,LATERAL TRANSFERS AND DEMOTIONS 5 Lateral Movement 5 Upward Movement 5 Downward Movement: 6 DETERMINING PAY RATES FOR NEW POSITIONS 6 ADDRESSING RED-CIRCLED PAY RATES 6 ADDRESSING GREEN-CIRCLED PAY RATES: 6 ADDRESSING INTERNAL EQUITY ADJUSTMENTS 6 ATTACHMENT A 7 Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page I of 11 Total Compensation Philosophy The City's initiatives,business goals,competitive outlook,and operating objectives are dependent on attracting,hiring and retaining skilled,high quality employees for its available positions.The City believes that the basis for a competitive overall Total Compensation Plan is the development and on-going management of a comprehensive salary/wage administration plan and policy. This policy addresses this one facet of the total compensation and rewards philosophy for the City of Jeffersonville,that of salary/wage administration. As such,the City's objectives for this policy are to: • Define the competitive market philosophy of the City in relation to base pay. • Describe the current situation of the City regarding its salary/wage administration. • Define Key terms of this Policy. • Establish clear roles and responsibilities concerning the on-going administration of the Salary/Wage Policy. • Provide and maintain pay ranges based on both internal and external market considerations for all Civilian positions. • Define how the City will manage and maintain the established pay ranges. How the City plans to pay competitively, based on business conditions,competition and ability to pay. • Establish clear guidelines for determining individual pay rates within the established pay ranges for new hires, promotions,transfers,demotions and other related"employee life-cycle"pay issue. • Establish guidelines for addressing"red circle","green circle"and misaligned employee rates based on business conditions,competition and ability to pay. Salary and Wage Philosophy The City wishes to recruit,hire and maintain a skilled work force to ensure the on-going,uninterrupted delivery of City Services to its citizens and to better position the City for transition from a Class III city to a Class II city. Additionally the City recognizes its fiscal responsibility to effectively manage costs(tax dollars)in its administration of its salary/wage administration objectives. To accomplish this,the City's goal is to pay its employees at a rate competitive with the external market when business conditions,internal equity,internal value,individual job performance and the City's ability to pay warrant. Definitions Pav Range Minimum(PR-Min): The lowest pay rate established for a pay grade.Typically,this is the entry level pay rate for individuals meeting the minimum qualifications and/or performance standards for a job/position. Pay Range Midpoint(PR-Mid): The 50%or"middle"point in a pay grade. Typically,employees who are fully competent in the performance of their job/position will achieve pay rates at or near the midpoint for their job/position's pay range within 6 to 10 years. The actual time it takes to reach the midpoint may depend on the employee's entry pay rate,performance ratings and corresponding performance based pay increases. Pay Range Maximum(PR-Max): The top pay rate established for a pay grade. Pav Grade: Refers to an established pay range for a group of similarly compensated jobs. Benchmark Job(s):A position or positions within a specified pay grade which is/are used to represent the entire pay grade when determining external market pricing. Red-Circle Pay Rates: Individual pay rates that exceed the Pay Range-Maximum for their established pay range. Green-Circle Pav rates: Individual pay rates that fall below the Pay Range-Minimum for their established pay range. Department Heads: Individuals who manage a significant"business unit",i.e.waste water treatment,finance, engineering,human resources etcetera and report directly to the Mayor. Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page 2 of 11 Roles and Responsibilities City Council Members: Have the responsibility and authority to review and approve the Civilian Salary/Wage Administration Policy which includes,in Addendum A,the pay grades and pay ranges established for city employees who are not covered by a collective bargaining agreement.Review and approval by the City Council will be required for any individual pay rate changes and/or changes to the approved pay grades or their associated pay ranges that exceed established limits as specified in the section Checks and Balances Measures. The Mayor: or his/her designee has the responsibility and authority to present to the City Council Members for their review and approval,the Civilian Salary/Wage Administration Policy which includes the established pay grades and ranges. The Mayor consults with the Human Resources Director,City Controller,and Corporation Counsel on all proposed changes to the Civilian Salary/Wage Administration Policy,individual pay rates and/or the established pay grades and their associated pay ranges. City Controller:Has the responsibility to ensure that the provisions and application of the Civilian Salary/Wage Administration Policy and the City of Jeffersonville Pay Grades and Ranges are fiscally sound. The Mayor will consult with the City Controller on all proposed changes to the Civilian Salary/Wage Administration Policy, individual pay rates and/or the established pay grades and their associated pay ranges. The Human Resources Director:Has the responsibility and authority to manage the daily implementation of the Civilian Salary/Wage Administration Policy to ensure adherence to its provisions.The Human Resources Director reviews all pay rates proposed by Department Heads,the Mayor,and/or the City Controller. Annually the Human Resources Director will review the Civilian Salary/Wage Administration Policy and the associated pay grades and ranges and may recommend revisions or updates to the Mayor for the upcoming fiscal year. As needed during the course of the fiscal year,the Human Resources Director will recommend to the Mayor revisions to the Civilian Salary/Wage Administration Policy and/or the pay grades and their associated pay ranges to address on-going business needs for the City such as adding new,re-titling or eliminating jobs/positions. The Corporation Counsel:Has the responsibility to assist the Human Resources Director and City Controller in reviewing,maintaining and updating the Civilian Salary/Wage Administration Policy and associated pay grades to ensure adherence to relevant employment law and the consistent,fair and defensible pay practices. Department Heads:Have the responsibility to recommend and provide written documented support for pay rates to the HR Director for their direct reports utilizing the provisions of the Civilian Salary/Wage Administration Policy and the established pay grades and ranges. Established Pay Ranges and Pay Grades See"Attachment A",which shall be adopted by the City Council as the civilian pay ranges to take effect January 1,2019. Manage and Maintain Pay Ranges and Pay Grades Annually the HR Director will review and recommend to the Mayor any needed changes to the Civilian Salary/Wage Administration Policy and the associated pay ranges and pay grades. As needed throughout the fiscal year,the Human Resources Director will recommend to the Mayor,additions/revisions to the Civilian Salary/Wage Administration Policy and/or the pay grade structure to account for changing business needs such as the addition of new or the elimination of jobs/positions. The HR Director may utilize internal and/or third party resources in the course of this review and update. At a minimum of every two years or as business needs dictate,the HR Director will oversee the completion of an external market based salary/wage study for the positions identified as benchmark jobs for each pay grade. The external wage study will include market data derived from a variety of available comparative resources which may include the following: • Indiana Association of Cities and Towns,IACT,Salary,Wage and Fringe Benefits Survey 2nd and/or 3rd Class Cities Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page 3 of 11 • Salary Ordinances of surrounding and/or comparative cities • Metropolitan Survey area(MSA)data for Indiana&Louisville MSA Indiana Workforce Development • Metropolitan Louisville city workers salary data • Louisville Metropolitan Sewer District,MSD,salary data • Various on-line salary data resources:Example: salary.com Guidelines for Determining Individual Pay Rates In an effort to ensure consistent,fair and defensible pay practices the City has established the following guidelines to assist Department Heads,the Mayor,the City Controller,Corporation Counsel and the HR Director in determining individual pay rates.The internal value of a job provides a relative ranking or hierarchy of positions,while the external market reflects the external value of a position and is reflected in the determination of the City's pay ranges. Factors that may impact an individual's pay rate include,but are not limited to the following: • The City's ability to pay due to fiscal limitations/constraints • Business/Operational needs of the City • Specialized skills,education and/or training required for the position • External market job value • Internal hierarchy and/or job value • Individual job performance Checks and Balances Measure: The intent of this policy is to provide as much authority and autonomy for the day to day compensation determinations to the people best suited to determine value of the job and the work performed.These people are the Department Heads,the Human Resources Director,the Corporation Counsel,the City Controller and the Mayor. The Mayor may approve pay rates and pay changes for the City's Civilian employees within the guidelines provided by this Policy;however,to ensure that no one individual may exercise too broad a scope in determining individual pay rates or pay increases during any rolling 12 month period,the President of the City Council(or the Vice President in the absence of the President)will direct the review of any individual employee pay rate change that would: 1. Provide a pay increase or cumulative pay increases during any rolling 12 month period that exceed 7%of the individual's base pay at the beginning of the prior 12 month period,and/or exceeds $5000,OR 2. Place a new hire above the first quarter of the assigned pay range(35%of range)for his/her job's pay grade,OR 3. Place an employee above the pay range midpoint(50%)of a new pay range in the event of a job change, job demotion or job promotion for that employee. The Department Head or the HR Director will complete a written pay justification form,provided by the HR Director, requesting the pay level exception from the City Council. The Department Head will request to be placed on the next upcoming Council meeting agenda where he/she may present his/her justification for a pay rate above the 35%mark of the pay range.The Council will review the pay rate justification and vote whether to approve or deny the request. Determining New Hire Pay Rates within the Pay Range:Typically new hires will be placed between the PR-Min and up to 35%of the pay range for his/her job/position's pay grade. The appropriate placement of a new hire within the job/position's pay range is determined by input from the Department Head,the Human Resources Director,the Corporation Counsel,the City Controller and the Mayor. The Department Head for the new hire will recommend to the HR Director a pay rate which reflects the new hire's experience,training,education,certifications/licenses and skills relative to the requirements for the job;the expected level of competency to perform the job;and internal department Jeffersonville Pay Admin Policy 5.04.13;Revised 6.20.18 Page 4 of 11 equity. The HR Director will review the Department Head's recommendation;review the City's internal equity and the consult the Salary/Wage Policy to determine the appropriateness of the proposed pay rate. The Mayor,Human Resources Director,the Corporation Counsel,and City Controller will review proposed new hire pay rates and if approved,sign the corresponding payroll authorization form before pay rates are processed by payroll. Recommending the placement of a new hire at a pay rate above the 35%point of position's pay range will require written justification of the individual's additional skills,abilities,experience,and other related credentials for the job/position. This situation is specifically addressed in the section"Checks and Balances Measures". Determining Performance Based Pay Increases: The City has implemented a performance review system requiring the annual job performance review of every regular full-time or part-time City employee.Department Heads and their direct reports who have supervisory authority have the responsibility to conduct and complete the annual reviews within the deadline set by the City. Annually,Department Heads will be provided a budget to use to compensate their direct reports. Department Heads may propose annual performance based individual pay increases for his/her direct report(s)after providing completed written performance evaluation form(s)for all their direct reports to the Director of Human Resources.The performance evaluation form must provide sufficient justification for the proposed pay increase. The Mayor,Human Resources Director,Corporation Counsel and City Controller will review proposed performance based pay increases and if approved,sign the corresponding payroll authorization form before new pay rates are processed by payroll. Proposed performance based pay increases will not be reviewed nor approved without the required written documentation. (See Performance Based Pay Guidelines below) Performance Based Pay Guidelines: If sufficient justification is provided,an individual may receive an increase based on the level of performance. An employee who is fully competent and meeting job expectations may receive a standard increase;those employees who exceed the job standards may receive above standard increases and those employees who meet most,but not all expectations for fully competent performance may receive a below standard increase. An employee who is not satisfactorily meeting minimum performance standards will not be eligible for performance based pay increases. The Department Head recommended pay increases must not exceed the department's budget allotted for such increases. Determining Pay Rates Due to Promotions,Lateral Transfers and Demotions: During an individual's employment with the City,there may be occasion when an individual will change jobs due to promotion,internal transfer,internal job posting or demotion. The term`change jobs"indicates a new job title/position as specified in the City's Non-Bargaining unit established pay grades,not a change of duties within the employee's current job title classification. The Mayor, Human Resources Director,Corporation Counsel and City Controller will review the appropriateness of proposed pay changes due to the reasons specified in this section and if approved,sign the corresponding payroll authorization form before pay rates are processed by payroll. Guidelines for pay adjustments: Lateral Movement:This occurs when an individual changes positions within the same Pay Grade. No pay rate adjustment is warranted in this case. Upward Movement:This occurs when an individual moves to a position in a higher pay grade than their previous position.A pay rate increase may be warranted in this case. To determine if a pay rate increase is warranted,the HR Director will first determine where the individual's current pay rate falls within the new pay grade range. 1. If the current pay rate is equal to or above the new PR-Mid(50%)for the new pay range,a pay rate adjustment is not recommended. See section"Checks and Balances Measures". 2. If the current pay rate is below the PR-Min for the new pay range,the individual should be brought up to the PR-Min of the new pay range. If sufficient justification is provided(see requirements under Determining Pay Rates for New Hires),an individual may be placed higher in the range,but should not exceed 35%of the pay range. See section"Checks and Balances Measures". 3. If the current pay rate is equal to or above the PR-Min and below the PR-Mid for the new pay range,a pay increase may be considered. See section"Checks and Balances Measures". Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page 5 of 11 Downward Movement:This occurs when an individual moves to a position which is in a pay grade below their previous position. No pay rate increase is warranted;however,a pay rate decrease may be justified. The HR Director,in consultation with the Mayor,Corporation Counsel the City Controller and the Department Head will follow the guidelines under Determining New Hire Pay Rates to propose any necessary pay adjustments. Determining Pay Rates for New Positions:The HR Director in consultation with the City Controller,Corporation Counsel and Department Head will recommend to the Mayor,the placement of a new position within the existing pay grade structure.The Mayor or his/her designee will make a recommendation to the City Council regarding the new job's proper placement in the pay grade structure for the City Councils'review and approval. Criteria used for placement will include internal value of the new position and similarity of job responsibilities,and the required skills,abilities, education,and experience of comparable positions.The HR Director may determine that an external market wage study and/or the consultation of a third party is needed to help determine the appropriate placement for the new position. Addressing Red-Circled Pav Rates: Employees whose pay rates exceed the established pay ranges are eligible to receive future pay increases. Addressing Green-Circled Pay Rates:Occasionally an individual's pay rate may fall below the established pay range minimum for his/her pay range. This is not uncommon with the establishment of a new pay system or the updating of an existing system.When this misalignment occurs the City will make reasonable efforts to address this concern as quickly as possible by: reformated • First,the City will determine if the employee has been properly placed within a job classification,and if not, reassign the employee to the correct pay range/job classification. • Second,the City will establish a plan to bring the affected employee's pay rate in line within the pay range structure. • Third,the City's plan will consider the availability of financial resources to address the concern,the job performance of the affected individual,and any other pertinent data. The goal should be to bring the affected individual(s)into the assigned pay grade(s)and range(s)at the time the new pay grades/ranges are effective. Addressing Internal Equity Adjustments:Due to various factors,including pay compression over time,updated market wage data,realigned or adjusted pay grades and ranges,an individual's pay rate may be significantly less than what would be expected given the employee's time in position,level of job performance,relative pay levels of other individuals within the same pay grade range and other related business factors. Should the City determine a pay adjustment is needed to correct this misalignment;the City will follow steps similar to Green Circled employees. The City will first determine if the employee has been properly placed within a job classification,and if not,reassign the employee to the correct pay range/job classification. If this does not adequately address the issue,the City will establish a plan to bring the affected employee's pay rate in line within the pay range structure. Depending on the extent of the misalignment,the availability of financial resources to address the concern,the job performance of the affected individual,and any other pertinent data,the City should provide an action plan for resolving the misalignment over a set period of time,not to exceed 12 months. Deleted redundant sentence on work performance The intent of this policy is to provide guidelines that will assist the Mayor,the Human Resources Director,Corporation Counsel,the City Controller and Department Heads in providing consistent fair practices in determining wages and salaries for the City of Jeffersonville' Civilian employees. No policy can cover every circumstance related to salary/wage administration and the City reserves the right to update and/or modify any of the provisions of this policy at any time. Effective Date This policy shall take effect on January 1,2019 at which time any prior policy shall be repealed. Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page 6 of 11 ATTACHMENT A City of Jeffersonville Civilian Pay Ranges 1.1.2019 Pay Range 1 Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $8.50 $10.16 $10.88 $13.25 15.0 8.3 6.0 General Clerical/Administrative (part-time-temporary) Field House Monitor Ken Ellis Center Monitor General Maintenance Sanitation Worker Pay Range 2 Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $12.58 $15.00 $16.04 $19.50 14.8 8.2 6.0 Kennel Attendant Parks&Greenspace General Laborer Pay Range 3 Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $14.00 $16.71 $17.88 $21.75 14.9 8.3 6.0 Administrative Assistant I Building Permit Clerk Animal Control Officer Traffic Bureau Clerk Utility Billing Clerk Roadway and Directional Signage Worker Street Maintenance/Rufuse Worker Pay Range 4 Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $15.75 $18.81 $20.13 $24.50 14.9 8.3 6.0 Accounts Payable Clerk Administrative Assistant II Administrative Assistant II-Violations Clerk(City Clerk office) Administrative&Case Management Support Specialist Animal Control Operations Coordinator Animal Control Services Coordinator Cash Coordinator Code Enforcement Officer Construction Worker-Drainage Construction Utility Worker Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page 7 of 11 Pay Range 4(continued) Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $15.75 $18.81 $20.13 $24.50 14.9 8.3 6.0 Coordinator Utilities Billing Crew Leader Greenspace Landscape Crew Leader Greenspace Mowing Driver Operator-CDL Lab Technician&Plant Operator Payroll Clerk Pipe Layer Trolley Driver Utility Maintenance Technician Pay Range 5 Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $17.75 $21.25 $22.75 $27.75 15.1 8.4 6.1 Air Control Specialist(WW) Auto Body Repair Chief Deputy Clerk Collection Systems Operations and Maintenance Tech Computer Maintenance Management Systems(CMMS)Administrator Crew Leader Collection System Maintenance Crew Leader Construction Crew Leader Drainage Crew Leader Motor Vehicle Crew Leader Park Facility Maintenance Crew Leader Streets Diesel Mechanic Executive Assistant Heavy Equipment Operator Repair Carpenter Supervisor Field House&Leagues Activity Technology Specialist Traffic, Lighting&Electrical System Technician Zoning Administrator Pay Range 6 Mid Max Yrs to Max Yrs to Yrs to Min 35% Mid 35% $20.00 $23.94 $25.63 $31.25 15.1 8.4 6.1 Engineering Project Coordinator(Drainage) Inspector: Building Inspector Construction Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page 8 of 11 Pay Range 6(continued) Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $20.00 $23.94 $25.63 $31.25 15.1 8.4 6.1 Inspector Electrical Inspector Plumbing/HVAC Laboratory Analyst Lead Lab Technician/Plant Operator Paralegal Police Chaplain and Community Outreach Liaison (part-time-hourly) Water Resources Construction&Maintenance Coordinator Pay Range 7 Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $22.50 $26.88 $28.75 $35.00 14.9 8.3 6.0 Electrician Waste Water Maintenance Electrician Traffic and Light& Electrical Systems Emergency Equipment Installation & Maintenance Tech Fire Apparatus Mechanic Supervisor Collection Systems Supervisor Construction Supervisor Plant Operations Supervisor Motor Vehicle Supervisor Streets&Sanitation Supervisor Maintenance(Wastewater) Pay Range 8 EXEMPT Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $47,500 $56,775 $60,750 $74,000 15.0 8.3 6.0 Accountant Community Affairs Liaison GIS Database Administrator Grant Writer HR Generalist Manager Athletic Programs and Leagues Manager City Partnerships and Sponsors Manager Greenspace Manager Maintenance(Parks) Manager Payroll Manager Recreation Programs and Aquatics Manager Special Events and River Stage Manager Utility Office Billing Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page 9 of 11 Pay Range 8 EXEMPT (continued) Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $47,500 $56,775 $60,750 $74,000 15.0 8.3 6.0 Planner-Long-Range Public Art Administrator Safety Specialist Storm Water Coordinator Utility Communications and Operations Coordinator Pay Range 9 EXEMPT Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $54,500 $65,175 $69,750 $85,000 15.0 8.3 6.1 Assistant Director of Parks and Recreation Building Commissioner Director of Vehicle Maintenance Director of Animal Shelter Director Streets&Sanitation Manager-Collection Systems Manager- Laboratory& Pretreatment Manager- Engineering Manager-Safety Project Manager(Engineering) Pay Range 10 EXEMPT Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $62,250 $74,325 $79,500 $96,750 14.9 8.3 6.0 Assistant Director of Finance Director of Planning and Zoning Director of Parks and Recreation Pay Range 11 EXEMPT Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $70,000 $83,650 $89,500 $109,000 15.0 8.3 6.0 Assistant/Deputy Chief Police Assistant/Deputy Chief Fire Director of Human Resources Pay Range 12 EXEMPT Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $78,000 $93,050 $99,500 $121,000 14.9 8.2 6.0 City Engineer Fire Chief Jeffersonville Pay Admin Policy 5.04.13;Revised 6.20.18 Page 10 of I I Pay Range 12 EXEMPT(continued) Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $78,000 $93,050 $99,500 $121,000 14.9 8.2 6.0 Police Chief Director of Finance Director of Information Technology Director of Redevelopment Pay Range 13 EXEMPT Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $88,000 $105,325 $112,750 $137,500 15.1 8.4 6.1 Corporation Counsel Pay Range 14 EXEMPT Min 35% Mid Max Yrs to Max Yrs to Yrs to Mid 35% $100,000 $119,600 $128,000 $156,000 15.0 8.4 6.1 Director of Utilities Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18 Page 11 of 11