Loading...
HomeMy WebLinkAbout2022-OR-29 Salary Ordinance ORDINANCE NO.2022-OR-29 AN ORDINANCE AMENDING 2021-OR-61 AND AN ORDINANCE FIXING THE SALARIES OF APPOINTED OFFICERS AND EMPLOYEES FOR ALL THE DEPARTMENTS OF THE CITY OF JEFFERSONVILLE,CLARK COUNTY,INDIANA,FOR THE YEAR 2022. WHEREAS,the Common Council has the statutory duty and responsibility to adopt and pass an Ordinance whereby it fixes the salaries of appointed officers and employees for all the departments of the City of Jeffersonville for the year 2022;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 2022, 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 July 1, 2022, 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. Pay grades and pay rates for employees not covered by a collective bargaining agreement(non-union) are reflected in the Civilian Salary/Wage Administration Policy and in Addendum A. 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. POSITION PG Animal Shelter Administrative Assistant II Animal Control Officer(2) Coordinator: Animal Control Services Coordinator: Operations (Animal Shelter) Director: Animal Shelter Kennel Attendant-Part-time (5) Kennel Attendant(2) Building Commission Administrative Assistant I Administrative Assistant II 1 Building Commissioner/Director(85%Gen.Fund/15%Bldg.Authority Fund) Code Enforcement Officer(2) Coordinator: Code Enforcement Inspector: Building Inspector: Electrical Inspector: Plumbing and HVAC City Clerk Chief Deputy Clerk Admin.Assist II/Violation Clerk Ordinance Violations&Traffic Bureau Clerk Drainage City Engineer(20%) Clerk: Utilities Billing Office(50%) • Construction Laborer(3) Coordinator: Engineering Projects Coordinator: Storm Water Coordinator: Water Resources Construction &Maintenance Crew Leader(2) Heavy Equipment Operator(3) Finance Department Administrative Assistant II (80%) Assistant Director: Finance/Assistant Controller(80%) Clerk: Accounts Payable (80%) (2) Clerk: Payroll (80%) Coordinator: Cash and Accounts Receivable Director: Finance/Controller(80%) Manager: Payroll (80%) Fire Department Fire/Civilian Administrative Assistant II * Fire/Rank Base Pay 2022=$56,287.04 Total Positions=92 Fire Chief Deputy Fire Chief Battalion Chief 30% Fire Marshall (Major) 25% Captain 22.0% Lieutenant 17.0% Sergeant 12.0% Firefighter 1st Class (10 years&met education req.) 4% 2 Firefighter base. Firefighter 2nd Class (1 year &met education req.) -5% Firefighter Probationary(0 to< 1 year) -10% Human Resources Administrative Assistant II (PT) (80%) Director: HumanResources(80%) HR Generalist I: Employment, HRIS&General Support(80%) Manager: Human Resources Employment& HRIS(80%) Information Technology. Director: IT(80%) Technology Specialist(80%) Law Department Corporation Counsel.&Director of Legal Services(75%) Paralegal (75%) Mayor's Office Community Affairs Liaison Executive Assistant Motor Vehicle(Streets) Administrative Assistant II Crew.Leader: Motor Vehicle (Streets)(2) Street Commissioner Driver: Operator;(CDL) (6) Heavy Equipment Operator Roadway& Directional Signage Worker(2) Seasonal Labor Supervisor: Motor Vehicle(Streets) Occupational Health&Safety" * Director: Occupational Health and Safety.(50%) Parks&Recreation * f Administrative Assistant Administrative Assistant II Assistant Director: Parks and Recreation Crew Leader: Greenspace Landscape Crew Leader: Greenspace Mowing Crew Leader: Park Facility Maintenance Director: Parks and Recreation • Driver: Trolley(PT) General Groundskeeper(PT) General Laborer(12 total): Parks'(5)/Greenspace (7) Manager: Athletic Programs and Leagues 3 Manager: City Partners and Sponsorship 'Manager: Fieldhouse& EnVision Center Manager: Greenspace Manager: Parks Maintenance Manager: Recreation Programs and Aquatic Center Manager: Special Events and River Stage Monitor: Envision Center(PT) Monitor: Fieldhouse.(PT) Monitor: Ken Ellis Facility(PT) Repair Carpenter Seasonal Labor Technician: Plumbing and Electrical Maintenance Planning&Zoning Administrative Assistant II Director: Planning and Zoning Plannerl Planner II Police Department Police Department/Civilian Administrative II (2) Analyst and Technician: Crime and Crime Scene Analyst: Internal Crime Chaplain &Community Outreach Liaison (PT). Coordinator: 'IDACS Public Safety Liaisl n &Chief of Police Administrative Support Police Department/Rank _ Base Pay 2022=.$56,287.04 Total Positions=92' Chief of Police , Assistant Chief Division Commander 37% Chief of Detectives 32% District Commander 30% Shift Commander 27.0% Captain . 22.0% Lieutenant 17.0% Sergeant 12.0% Corporal 7.0% Patrol Officer Patrol Officer—1st Class(10+years) 4.0% , . 4 Patrol Officer(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% Public Works/Engineering Administrative Assistant II Administrator: Public Art City Engineer(60%) Electrician: Traffic, Lighting& Electrical Systems Manager: Engineering Manager: Engineering Projects Technician: Traffic, Lighting& Electrical Systems. Redevelopment Administrative Assistant II Corporation Counsel& Director of Legal Services(25%) Director: Redevelopment Grant Writer Paralegal (25%) Sanitation Administrative Assistant II Director: Sanitation Driver—Operator(CDL) (11) Street Maintenance and Refuse Collection Worker(14) .Supervisor: Sanitation Vehicle Maintenance Clerk: Inventory Control/Administrative Assistant II Director: Fleet Maintenance & Management Mechanic: Auto Body Repairer Mechanic: Diesel (5) Mechanic: Fire Apparatus Technician: Emergency Equipment Installation& Maintenance Wastewater Department * - WW Administration Administrative Assistant I (Part-time) / Administrative Assistant II Administrative Assistant II (Finance-20%) Administrative Assistant II'(Part-time) (HR-20%) Administrator: GIS Database Assistant Director: Finance/Assistant Controller(20%) Assistant,Director': Utilities City Engineer(20%) . . i 5 Clerk: Accounts Payable (20%) Clerk: Payroll (20%) Coordinator: Cash and Account Receivable (20%) Director: Finance/Controller(20%) Director: Human.Resources (20%) Director: IT(20%) Director: Occupational Health and Safety(50%) Director: Utilities/Wastewater HR Generalist I: Employment, HRIS&General Support(20%) Manager: Administrative Operations Manager: Asset Management Program Manager: Human Resources Employment& HRIS(20%) Manager/Laboratory& Pretreatment Manager: Payroll (20%) Safety Specialist Seasonal Labor Technology Specialist(20%) WW Billing Office Administrative Assistant I Clerk: Utilities Billing Office/Drainage (50%) Clerk: Utilities Billing Office (2) Coordinator: Utilities Billing Office Manager: Utilities Office Billing WW Collection System . Assistant Inspector and Collection System Sewer Line Locator Inspector: Collection Systems Construction Manager: Collection Systems Supervisor: Collection Systems Technician: Collection Systems Operations&Maintenance(8) * WW Construction , Construction Utility Worker(4) Crew Leader: Construction (2) Heavy Equipment Operator(3) Pipe Layer(3) Supervisor: Construction * WW Maintenance_. Electrician: Waste Water Maintenance (2) Supervisor: Maintenance (WW) Technician: Lead,Utility Maintenance (WW) Technician: Utility Maintenance (4) 6 WW Treatment Plant Air Control Specialist • Chemist Supervisor: Plant Operations Technician: Laboratory and Plant Operator(4) Technician: Lead Plant Operator and Laboratory Technician (2) . Section II A. The Salary and Wage Administration Policy A'dopted by Common Council will govern salary increases for Non-Collective Bargaining Employees 7-1-2022 as amended by Ordinance 2022-OR-29. 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 councilor commission approval. Wages for all rank are based on a percentage of base pay for a Firefighter and a Patrol Officer. 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 and Police Department receive reimbursement up to$1,600 annually for acquisition of uniforms. As specified per.the Firemen's contract, union firemen receive an$800 annual allowance for the same. Waste Water employees,as defined by department:policy,will receive$300.00 annual clothing stipend. Clothing and/or Uniform allowances for all other non-union employees are defined by each Department. Receipts are required prior to receiving reimbursement. 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. Longevity pay will be included in an employee's base salary. Collective Bargaining Agreement(CBA) longevity is subject to CBA. 1 Section II D. Holiday Pay: All Non-Union full time employees will receive paid holidays as defined by the Board of Public Works. CBA specifies holiday pay at$400 per year for police and$500 per year for fire for employees covered under the agreement. Section II E: Overtime Pay. Compensation for time paid in excess of 40 hours worked will be paid at 1%times an employee's hourly rate. Any defined paid leave shall not be counted as time 7 worked. Any computation of overtime earned by employees covered under collective bargaining agreements shall take precedence to this policy. Section II F: Certification,Licenses,Equipment Allowance,Specialty Pay and Driver Pay. The respective Collective Bargaining Agreement currently provide for additional pays listed below: Fireman: Certifications (not to exceed$700.00) $100.00 Per Cert. Fireman: Driver Pay(1st&2nd Class only) $30.00 Per Day Police: Breathalyzer $300.00 Annually Police: Equipment Allowance $1,600.00 Annually • Police: Field-Training Officers _ $1,000.00 Annually Police: K-9 $1,000.00 Annually Police: K-9 Commander $1,750.00 Annually Police: Shift Differential(base+) 3:50% 2nd Shift Police: Shift Differential (base+) . 2.50% 3rd Shift - Police: SWAT Team $1,000.00- Annually Police: SWAT Team Commander $1,750.00 Annually Section II G:. Emergency Call Out/On Call Status. Please refer to the City of Jeffersonville Policy and Procedure Handbook. Per Police.Collective Bargaining Agreement, Detectives shall receive$75.00 on weekends and on City designated holidays on which they are assigned on-call duty. Section II H: 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 attended 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 $100.00 Per Meeting Board of Zoning Appeals Stenographer $110.00 Per Meeting Building Authority Board $100.00 Monthly Building Authority Secretary $100.00 Monthly Drainage Board ! $106.50 Per Meeting Drainage Board President $3,452.00 Annually Drainage Board Stenographer. $100.00 Per Meeting 8 Fire Merit Board $100.00 Monthly Fire Merit Board Secretary $100.00 Per Meeting Historic Board Stenographer $100.00 Per Meeting Parks Authority Board $100.00 Monthly Parks Authority Board Stenographer $100.00 Per Meeting • Planning Commission Member $100.00 Per Meeting Planning Commission Stenographer. $110.00 Per Meeting Police Merit Board $100.00 Monthly Police Merit Board Secretary $100.00 Per Meeting Public Arts Board - $100.00 Monthly 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 II I: 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 City issued cell phone. 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. ' Section II J: Retirement Funding. The State of Indiana Public Retirement Fund (INPRS)specifies the employer share required to be paid by City ofJeffersonville to fund the respective employee retirement accounts: In addition, Council has approved the payment of the 3%employee share. � J 9 Section II K:Other Benefit Including Insurance. All regular full-time employees and elected officials of the City of Jeffersonville are provided those benefits set forth in the City of Jeffersonville Policy and Procedure Manual as adopted and amended by City Council. Section II L: Seasonal Positions. All positions which are filled on an ad hoc basis and are of a temporary or seasonal nature. Rates are included on the Compensation Pay Grid as approved by Council. 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 pay-grade will be assigned to the new position. • 10 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 For: AV ittef Aga st: . 4 We PASSED AND ADOPTED-by the Common Council of the City of Jeffersonville,Clark Count, Indiana upon this Lo, day of (,c{1 ,2022. Matt Owen,President ATTEST: A41) Lisa Gill,C erk • PRESENTED by me to the Mayor of the City of Jeffersonville Clark County, Indiana upon this 7 day of _Su j'IP_ ,2022. Li Gill,Clerk SIGNED and APPROVED by me upon this / �J day of 2022. Mike Mo re, Mayor 11 • • City of Jeffersonville, Indiana Civilian Salary/Wage Administration Policy • July 1, 2022 Table of Contents TOTAL COMPENSATION PHILOSOPHY 2 SALARY AND WAGE PHILOSOPHY 2 DEFINITIONS 2 COMPENSATION PAY GRID(CPG)' 2 JOB FAMILY 2 PAY LEVELS - 2 BENCHMARK JOB(S): 2 DEPARTMENT HEADS 2 HIRING MANAGERS 2 ROLES AND RESPONSIBILITIES • 3 CITY COUNCIL MEMBERS 1 3 THE MAYOR 3 CITY CONTROLLER 3 THE HUMAN RESOURCES DIRECTOR 3 THE CORPORATION COUNSEL: 3 DEPARTMENT HEADS AND HIRING MANAGERS' 3 ESTABLISHED COMPENSATION PAY GRID(CPG) 3 MANAGE AND MAINTAIN COMPENSATION PAY GRID(CPG) 3 GUIDELINES FOR DETERMINING INDIVIDUAL PAY RATES 4 CHECKS AND BALANCES MEASURE: 4 DETERMINING NEW HIRE PAY RATES WITHIN THE CPG 4 New Hires Exceeding Requirements 4 New Hires Not Meeting Minimum Requirements 5 DETERMINING ANNUAL PAY INCREASES • 5 Limitations on Pay Increases 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 INTERNAL EQUITY ADJUSTMENTS 6 , ATTACHMENT A—(COMPENSATION PAY GRID) Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18;May 6,2022 Page 1 of 6 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's Compensation plan. • Define Key terms of this Policy. • Establish clear roles and responsibilities concerning the on-going administration of the Salary/Wage Policy. • Provide and maintain Compensation Pay Grid(CPG)based on both internal and external market considerations for all Civilian positions. • Define how the City will manage and maintain the established CPG. 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 CPG for new hires, promotions,transfers,demotions and other related"employee life-cycle"pay issue. 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 by attracting qualified applicants and retaining skilled employees through competitive pay rates. 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 offer new hires and to pay its employees at rates competitive with the external market when business conditions, internal equity, internal value,individual job performance and the City's ability to pay warrant. Definitions Compensation Pay Grid(CPG): Refers to the established pay system for determining starting pay for new hires and for determining pay adjustments(if any)for employees who are promoted,transferred or demoted. Job Family:Refers to a grouping of jobs by roll classification. The Job Families generally mirror established classification by the Fair Labor Standards Act(FLSA).The FLSA provides rules on the classification of Exempt (salaried,exempt from overtime)and Non-exempt(hourly)jobs. Pay Levels: Refer to the Base Pay and the up to 5 levels of additional pay established for each job within a Job Family. New hires and employees who meet the established minimum qualifications for their assigned job as detailed in the job description,will be offered the Base Pay for the associated job level.Pay Rates above the Base rate(up to level 5)may be offered/set for new hires/employees who exceed the minimum qualifications.(See sections:Determining New Hire Pay Rates,Determining Pay Rates due to Promotions,Lateral Transfers and Demotions). Benchmark Job(s):A position or positions within a specified Job Family and Pay Level which may be used to represent the entire pay level when determining external market pricing. Department Heads: Individuals who manage a significant"business unit",i.e.,wastewater treatment,finance, engineering,human resources etcetera and report directly to the Mayor. Hiring Managers: Individuals who have the authority to manage the hiring process for their department of program. Often this is the Department Head or his/her assigned designee. Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18;May 6,2022 Page 2 of 6 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 Compensation Pay Grid(CPG)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 Levels that exceed established limits as specified in the policy. 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 Compensation Pay Grid (CPG). 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 the CPG. City Controller:Has the responsibility to ensure that the provisions and application of the Civilian Salary/Wage Administration Policy and the City of Jeffersonville CPG 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 the CPG. 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 CPG 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 CPG 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 CPG to ensure adherence to relevant employment law and the consistent,fair and defensible pay practices. Department Heads and Hiring Managers: 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 CPG. Established Compensation Pay Grid (CPG) See"Attachment A",City of Jeffersonville,Indiana COMPENSATION PAY GRID and the SEASONAL WORKERS PAY GRID for current Policy Year. Manage and Maintain Compensation Pay Grid (CPG) Annually the HR Director will review and recommend to the Mayor any needed changes to the Civilian Salary/Wage Administration Policy and the associated CPG. 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 CPG 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 level. The external wage study will include market data derived from a variety of available comparative resources which may include the following: Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18;May 6,2022 Page 3 of 6 • Indiana Association of Cities and Towns,IACT,Salary,Wage and Fringe Benefits Survey 2'and/or 3rd Class Cities • Salary Ordinances of surrounding and/or comparative cities • BLS: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; Indeed.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 limitations and/or guidelines have been established for all areas of compensation management.(see sections: Determining New Hire Pay Rates within the CPG;Determining Performance Based Pay Increases;Determining Pay Rates Due to Promotions,Lateral Transfers and Demotions, Determining Pay Rates for New Positions and Addressing Internal Equity Adjustments. Determining New Hire Pay Rates within the CPG:New hires who meet the minimum stated qualifications on the job - description for their position will receive the Base Rate for that position as established on the CPG. The Hiring Manager will complete and submit to human resources the Pay Substantiation Worksheet which will verify new hires meet the minimum requirements for the position. New Hires Exceeding Requirements Should a new hire exceed approved job related skills,experience, education,certifications and/or training of the job description's stated minimum requirements,the Hiring Manager must complete the Pay Substantiation Worksheet and submit to human resources for review and approval BEFORE making a job offer.Any pay rate offer above the Base Rate must be reviewed and approved by human resources prior to a job offer. Up to a maximum of five(5)credits of the job's CPG Pay Family and Pay Level may be utilized for determining pay rate with appropriate documentation.The HR Director will review the Hiring Manager's completed Pay Substantiation Worksheet;review the City's internal equity and consult the Salary/Wage Policy and CPG to determine the appropriateness of the proposed pay rate. Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18;May 6,2022 Page 4 of 6 New Hires Not Meeting Minimum Requirements Ifa new hire's qualifications do not meet the minimum requirements stated on the job description,the Hiring Manger must discuss with human resources the appropriateness of the potential hire and with human resources determine the appropriate Job Family and Pay level within the CPG. The Hiring Manager must have human resources approval of pay rate before making a job offer to a new hire who does not meet minimum qualifications. The Mayor, Human Resources Director,the Department Head,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. Any exceptions to the above outlined procedures for determining new hire pay must be submitted to the City Council for review and approval. Determining Annual 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. If an employee receives an overall job performance rating of fully competent or exceeds the preceding year's job performance,the employee will be eligible to receive a pay increase as determined/approved by City Council for all eligible employees. On occasion,some employees may be eligible to receive additional monies and/or pay percentage increase due to such things as internal equity adjustments,external pay equity adjustments,and/or exceptional job performance. The person or parties requesting the additional monies for an employee or employees must provide sufficient documentation to support the request.Determination for these additional monies will be made on a case-by-case basis and must have approval of the following: the Human Resources Director and the appropriate governing bodies. Limitations on Pay Increases: For any given rolling calendar year,an employee's pay increase(s)is(are)limited to a cumulative maximum of 7%of an employee's pay rate or$5000,whichever is the lesser. In the event of a pay increase due to a promotion to a new position in a higher paying job Family and/or Level,the promotional increase will not be subject to the above limitations,but is limited by the guidelines outlined in the section Determining Pay Rates Due to Promotions, Lateral Transfers and Demotions. Lastly,should an employee receive an upward adjustment in base pay due to an internal/external market/equity adjustment,the employee will be exempt from any further pay increases/adjustments until the next scheduled annual increase period. Any exceptions to these limitations on pay increases must be submitted to the City Council for review and approval. 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,Department Head 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 CPG Job Family and Pay Level or moves into a new Job Family but similar/same Pay level.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 CPG Job Family and/or Pay Level. To determine an employee's potential new pay rate,the Hiring Manger and Human Resources will utilize the procedure outlined in the section,Determining New Hire Pay Rates within the CPG. Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18;May 6,2022 Page 5 of 6 Downward Movement:This occurs when an individual moves to a position which is in a pay level below their previous position. No pay rate increase is warranted;however,a pay rate decrease may be justified. The FIR Director, in consultation with the Mayor,Department Head,and the City Controller will follow the guidelines under Determining New Hire Pay Rates with the CPG to propose any necessary pay adjustments. Determining Pay Rates for New Positions:The HR Director in consultation with the City Controller and Department Head will recommend to the Mayor,the placement of a new position within the existing CPG structure.The Mayor or his/her designee will make a recommendation to the City Council regarding the new job's proper placement in the CPG 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 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 take proactive steps to address the misalignment. 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 CPG 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 CPG 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. 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. Jeffersonville_Pay Admin Policy 5.04.13;Revised 6.20.18;May 6,2022 Page 6 of 6 Compensation Pay Grid 2022 Civilian Employees City of Jeffersonville, Indiana Service/Other Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $12.00 Monitors-Field house,Senior and Envision Centers Park/Rec $12.00 $12.50 $13.00 Plus 1 after 3m, Plus 2 after 6m 2 $14.00 Grounds Keeper(no power tools) Park/Rec $14.00 $14.50 $15.00 Plus 1 after 3m, Plus 2 after 6m 3 $17.00 Kennel Attendant Animal Shelter $17.00 $17.34 $17.69 $18.04 $18.40 $18.77 4 $18.00 $18.00 $18.36 $18.73 $19.10 $19.48 $19.87 5 $19.00 $19.00 $19.38 $19.77 $20.16 $20.57 $20.98 6 $20.00 _Animal Control Officer Animal Shelter $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 6 $20.00 Code Enforcement Officer Building $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 Admin/Clerical Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $17.00 Administrative Assistant I Various $17.00 $17.34 $17.69 $18.04 $18.40 $18.77 1 $17.00 Ordinance Violation Clerk(Traffic) City Clerk $17.00 $17.34 $17.69 $18.04 $18.40 $18.77 2 $18.00 $18.00 $18.36 $18.73 $19.10 $19.48 $19.87 3 $19.00 Administrative Assistant II Various $19.00 $19.38 $19.77 $20.16 $20.57 $20.98 3 $19.00 Admin Assistant II-Ordinance Clerk City Clerk $19.00 $19.38 $19.77 $20.16 $20.57 $20.98 3 $19.00 Clerk: Inventory Control/AA II Vehicle Main $19.00 $19.38 $19.77 $20.16 $20.57 $20.98 3 $19.00 Clerk: Utilities Billing Office WW-Bill/Drain $19.00 $19.38 $19.77 $20.16 $20.57 $20.98 4 $20.00 Clerk: Accounts Payable Finance $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 4 $20.00 Coordinator: Cash and AR Finance $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 4 $20.00 IDACS Coordinator(new title) Police $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 5 $21.00 Clerk: Payroll Finance $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 5 $21.00 Coordinator: Utilities Billing Office WW-Billing $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 6 $22.00 $22.00 $22.44 $22.89 $23.35 $23.81 $24.29 7 $23.00 Executive Assistant Mayor $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 7 $23.00 Public Safety Liaison&COP Admin Support Police $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 Labor-Semi Skilled Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $17.00 General Laborer Park/Rec $17.00 $17.34 $17.69 $18.04 $18.40 $18.77 2 $18.00 $18.00 $18.36 $18.73 $19.10 $19.48 $19.87 3 $19.00 CS Sewer Line Locator-Asst Inspector(New) WW-Collection $19.00 $19.38 $19.77 $20.16 $20.57. $20.98 3 $19.00 Construction Laborer-no CDL Drainage $19.00 $19.38 $19.77 $20.16 $20.57 $20.98 3 $19.00 Construction Utility Worker-no CDL WW-Construct $19.00 $19.38 $19.77 $20.16 $20.57 $20.98 4 $20.00 Roadway and Directional Signage Motor Vehicle $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 4 $20.00 Street Maintenance Refuse Collection Worker Sanitation $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 4 $20.00 Construction Laborer-CDL Drainage $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 4 $20.00 Construction Utility Worker-CDL WW-Construct $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 ' Page 1 of 5 Compensation Pay Grid 2022 Civilian Employees City of Jeffersonville, Indiana Technical/Skilled Craft Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $21.00 Pipe Layer WW-Construct $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 1 $21.00 Technician: Laboratory&Plant Operator WW-PreTreat $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 1 $21.00 Technician: Utility Maintenance WW-Main $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 2 $22.00 $22.00 $22.44 $22.89 $23.35 $23.81 $24.29 3 $23.00 Air Control Specialist WW-Admin $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 3 $23.00 Driver: Operator(CDL) MV&Sanitation $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 3 $23.00 Heavy Equipment Operator Drain/MV/WW $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 3 $23.00 Mechanic: Diesel Vehicle Main $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 3 $23.00 Mechanic: Diesel&Auto Body Repairer Vehicle Main $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 3 $23.00 Repair Carpenter Park/Rec $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 3 $23.00 Tech: Collection Systems Ops and Main. WW-Collect $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 3 $23.00 Tech: Traffic, Lighting&Electrical Public Works/Engr $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 4 $24.00 $24.00 $24.48 $24.97 $25.47 $25.98 $26.50 5 $25.00 Coord: Water Resources Constr.&Main (Drain) Drainage $25.00 $25.50 $26.01 $26.53 $27.06 $27.60 5 $25.00 Tech: Lead Plant Operator and Lab Tech WW-Treat $25.00 $25.50 $26.01 $26.53 $27.06 $27.60 5 $25.00 Tech: Plumbing and Electrical Main.(Parks) Park/Rec $25.00 $25.50 $26.01 $26.53 $27.06 $27.60 6 $26.00 Inspector: Collection Systems Construction WW-Collect $26.00 $26.52 $27.05 $27.59 $28.14 $28.71 6 $26.00 Inspector: Building Building $26.00 $26.52 $27.05 $27.59 $28.14 $28.71 6 $26.00 Inspector: Electrical Building $26.00 $26.52 $27.05 $27.59 $28.14 $28.71 6 $26.00 Inspector: Plumbing/HVAC Building $26.00 $26.52 $27.05 $27.59 $28.14 $28.71 7 $27.00 $27.00 $27.54 $28.09 $28.65 $29.23 - $29.81 8 $28.00 Electrician:Traffic, Lighting&Electrical Systems Public works/Engr $28.00 $28.56 $29.13 $29.71 $30.31 $30.91 8 $28.00 Electrician WW-Main $28.00 $28.56 $29.13 $29.71 $30.31 $30.91 9 $29.00 Chemist new title WW-Treat $29.00 $29.58 $30.17 $30.78 $31.39 $32.02 9 $29.00 Tech: Lead Utility Maintenance Tech((NEW) WW-Main $29.00 $29.58 $30.17 $30.78 $31.39 $32.02 9 $29.00 Mechanic: Fire Apparatus Vehicle Mainten. $29.00 $29.58 $30.17 $30.78 $31.39 $32.02 9 $29.00 Tech: ER Equipment Installation&Main. Vehicle Mainten. $29.00 $29.58 $30.17 $30.78 $31.39 $32.02 Supervisory/Crew Leader Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $20.00 Crew Leader: Greenspace Landscape Park/Rec $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 1 $20.00 Crew Leader: Greenspace Mowing Park/Rec $20.00 $20.40 $20.81 $21.22 $21.65 $22.08 2 $21.00 Crew Leader: Park Facility Maintenance Park/Rec $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 2 $21.00 Coordinator: Code Enforcement Building $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 2 $21.00 Coordinator: Animal Control Services Animal Shelter $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 2 $21.00 Coordinator: Operations Animal Shelter Animal Shelter $21.00 $21.42 $21.85 $22.29 $22.73 $23.19 Page 2 of 5 Compensation Pay Grid 2022 Civilian Employees City of Jeffersonville, Indiana 3 $22.00 $22.00 $22.44 $22.89 $23.35 $23.81 $24.29 4 $23.00 $23.00 $23.46 $23.93 $24.41 $24.90 $25.39 5 $24.00 Crew Leader: Construction WW-Construct $24.00 $24.48 $24.97 $25.47 $25.98 $26.50 5 $24.00 Crew Leader: Drainage Drainage $24.00 $24.48 $24.97 $25.47 $25.98 $26.50 6 $25.00 Crew Leader: Motor Vehicle Motor Vehicle $25.00 $25.50 $26.01 $26.53 $27.06 $27.60 6 $25.00 Coord: Engineering Projects(Drainage) (CL) Drainage $25.00 $25.50 $26.01 $26.53 $27.06 $27.60 7 $26.00 $26.00 $26.52 $27.05 $27.59 $28.14 $28.71 8 $27.00 Supervisor:Sanitation Sanitation $27.00 $27.54 $28.09 $28.65 $29.23 $29.81 8 $27.00 Supervisor: Motor Vehicle Motor Vehicle $27.00 $27.54 $28.09 $28.65 $29.23 $29.81 8 $27.00 $27.00 $27.54 $28.09 $28.65 $29.23 $29.81 9 $28.00 $28.00 $28.56 $29.13 $29.71 $30.31 $30.91 10 $29.00 $29.00 $29.58 $30.17 $30.78 $31.39 $32.02 11 $30.00 $30.00 $30.60 $31.21 $31.84 $32.47 $33.12 12 $31.00 Supervisor: Collection Systems WW-Collect $31.00 $31.62 $32.25 $32.89 $33.54 $34.21 12 $31.00 Supervisor: Construction WW-Construct $31.00 $31.62 $32.25 $32.89 $33.54 $34.21 12 $31.00 Supervisor: Maintenance WW-Main $31.00 $31.62 $32.25 $32.89 $33.54 $34.21 12 $31.00 Supervisor: Plant Operations WW-Treat $31.00 $31.62 $32.25 $32.89 $33.54 $34.21 Managers of Employees and Programs/Operations Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $52,000 Manager: Fieldhouse&Envision Center(New) Park/Rec $52,000 $53,040 $54,101 $55,183 $56,286 $57,412 2 $54,000 $54,000 $55,080 $56,182 $57,305 $58,451 $59,620 3 $56,000 Manager: Athletic Programs and Leagues Park/Rec $56,000 $57,120 $58,262 $59,428 $60,616 $61,829 3 $56,000 Manager: Greenspace Park/Rec $56,000 $57,120 $58,262 $59,428 $60,616 $61,829 3 $56,000 Manager: Park Maintenance Park/Rec $56,000 $57,120 $58,262 $59,428 _ $60,616 $61,829 3 $56,000 Manager: Rec Programs&Aquatic Center Park/Rec $56,000 $57,120 $58,262 $59,428 $60,616 $61,829 3 $56,000 Manager: Special Events and River Stage Park/Rec $56,000 $57,120 $58,262 $59,428 $60,616 $61,829 4 $58,000 $58,000 $59,160 $60,343 $61,550 $62,781 $64,037 5 $60,000 Manager: Utilities Office Billing WW-Billing $60,000 $61,200 $62,424 $63,672 $64,946 $66,245 6 $62,000 $62,000 $63,240 $64,505 $65,795 $67,111 $68,453 7 $64,500 $64,500 $65,790 $67,106 $68,448 $69,817 $71,214 8 $67,000 $67,000 $68,340 $68,707 $71,101 $72,523 $73,974 9 $72,000 $72,000 $73,440 $74,909 $76,407 $77,936 $79,494 10 $77,000 Manager: Collection Systems WW-Collect $77,000 $78,540 $80,111 $81,713 I $83,348 $85,015 Page 3 of 5 Compensation Pay Grid 2022 Civilian Employees City of Jeffersonville, Indiana Para-Professional Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $25.00 HR Generalist I: Employment, HRIS, &Adm Human Resources $25.00 $25.50 $26.01 $26.53 $27.06 $27.60 1 $25.00 Paralegal Legal $25.00 $25.50 $26.01 $26.53 $27.06 $27.60 1 $25.00 Technology Specialist Information Tech $25.00 $25.50 $26.01 $26.53 $27.06 $27.60 Professional Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $52,000 Administrative Operations Manager-(New/Rev) WW-Admin $52,000 $53,040 $54,101 $55,183 $56,286 $57,412 1 $52,000 Chief Deputy Clerk City Clerk $52,000 $53,040 $54,101 $55,183 $56,286 $57,412 1 $52,000 Planner I Planning $52,000 $53,040 $54,101 $55,183 $56,286 $57,412 1 $52,000 Manager:Asset Management Program (AMP) WW-Admin $52,000 $53,040 $54,101 $55,183 $56,286 $57,412 2 $54,000 Community Affairs Liaison Mayor $54,000 $55,080 $56,182 $57,305 $58,451 $59,620 2 $54,000 Crime Analyst and Crime Scene Tech (New Title) Police $54,000 $55,080 $56,182 $57,305 $58,451 $59,620 2 $54,000 Internal Crime Analyst Police $54,000 $55,080 $56,182 $57,305 $58,451 $59,620 2 $54,000 Grant Writer Redevelopment $54,000 $55,080 $56,182 $57,305 $58,451 $59,620 2 $54,000 Safety Specialist WW-Admin $54,000 $55,080 $56,182 $57,305 $58,451 $59,620 3 $56,000 Administrator: Public Art Public works/Engr $56,000 $57,120 $58,262 $59,428 $60,616 $61,829 3 $56,000 Manager: City Partners&Sponsorship Park/Rec $56,000 $57,120 $58,262 $59,428 $60,616 $61,829 5 $60,000 Coordinator: Storm Water Drainage $60,000 $61,200 $62,424 $63,672 $64,946 $66,245 5 $60,000 Manager: Engineering Public works/Engr $60,000 $61,200 $62,424 $63,672 $64,946 $66,245 5 $60,000 Manager: Engineering Projects Public works/Engr $60,000 $61,200 $62,424 $63,672 $64,946 $66,245 6 $62,000 Administrator: GIS Database WW-Admin $62,000 $63,240 $64,505 $65,795 $67,111 $68,453 6 $62,000 Manager: Employment&HRIS Human Resources $62,000 $63,240 $64,505 $65,795 $67,111 $68,453 6 $62,000 Manager: Payroll Finance $62,000 $63,240 $64,505 $65,795 $67,111 $68,453 6 $62,000 Planner II (New/Rev) Planning $62,000 $63,240 $64,505 $65,795 $67,111 $68,453 7 $64,500 $64,500 $65,790 $67,106 $68,448 $69,817 $71,214 8 $67,000 $67,000 $68,340 $68,707 $71,101 $72,523 $73,974 9 $72,000 Manager: Laboratory&Pretreatment WW-Treat $72,000 $73,440 $74,909 $76,407 $77,936 $79,494 Department Heads Level Base Hire Job Title Dept Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 1 $67,000 Assistant Director: Parks and Recreation Park/Rec $67,000 $68,340 $68,707 $71,101 $72,523 $73,974 1 $67,000 Director: Sanitation Sanitation $67,000 $68,340 $68,707 $71,101 $72,523 $73,974 1 $67,000 Director/Building Commissioner Building $67,000 $68,340 $68,707 $71,101 $72,523 $73,974 1 $67,000 Director: Animal Shelter Animal Shelter $67,000 $68,340 $68,707 $71,101 $72,523 _ $73,974 1 $67,000 Director: Motor Vehicle(Streets) Motor Vehicle $67,000 $68,340 $68,707 $71,101 $72,523 $73,974 1 $67,000 Director: Fleet Maintenance&Management(Title) Vehicle Mainten. $67,000 $68,340 $68,707 $71,101 $72,523 $73,974 2 $72,000 Director: Parks and Recreation Park/Rec $72,000 $73,440 $74,909 $76,407 $77,936 $79,494 Page 4 of 5 Compensation Pay Grid 2022 Civilian Employees City of Jeffersonville, Indiana 3 $77,000 Director:Occupational Health and Safety Mayor $77,000 $78,540 $80,111 $81,714 $83,348 $85,015 3 $77,000 Director: Planning and Zoning Planning $77,000 $78,540 $80,111 $81,714 $83,348 $85,015 4 $82,000 Assistant Director Finance/Asst Controller Finance $82,000 $83,640 $85,313 $87,020 $88,760 $90,535 5 $87,000 Assistant Director Utilities-Wastewater(NEW) WW-Admin $87,000 $88,740 $90,515 $92,325 $94,172 $96,055 6 $92,000 Director: Redevelopment Redevelopment $92,000 $93,840 $95,717 $97,631 $99,584 $101,575 7 $97,000 Deputy Chief: Fire Fire $97,000 $98,940 $100,919 $102,937 $104,996 $107,096 7 $97,000 City Engineer Engineering .- $97,000 $98,940 $100,919 $102,937 $104,996 $107,096 7 $97,000 Director: Human Resources Human Resources $97,000 $98,940 $100,919 $102,937 $104,996 $107,096 8 $102,000 Assistant Chief: Police Police $102,000 $104,040 $106,121 $108,243 $110,408 $112,616 8 $102,000 Fire Chief Fire $102,000 $104,040 $106,121 $108,243 $110,408 $112,616 9 $112,000 Chief-of Police Police $112,000 $114,240 $116,525 $118,855 $121,232 $123,657 9 $112,000 Corporation Counsel&Dir of Legal Services Legal $112,000 $114,240 $116,525 $118,855 $121,232 $123,657 9 $112,000 Director: Finance/Controller - Finance $112,000 $114,240 $116,525 $118,855 $121,232 $123,657 9 $112,000 Director: Information Technology Information Tech $112,000 $114,240 $116,525 $118,855 $121,232 $123,657 10 $122,000 $122,000 $124,440 $126,929 $129,467 $132,057 $134,698 11 $132,000 Director: Utilities&Waste Water WW-Admin $132,000 $134,640 $137,333 $140,079 $142,881 $145,739 .,mw -ADDENDUM Part-time positions with irregular/ad-hoc schedules;as needed Base Hire Plus 1 Plus 2 Plus 3 Plus 4 Plus 5 NA- • --$45;00 Trolly Driver ad-hoc = _ _Park/Rec NA $34,400 Police Chaplain variable, part-time 1248 hours Police $34,400 $35,700 $36,414 $37,143 $37,886 $38,643 Page 5 of 5 Compensation Pay Grid 2022 Civilian Employees City of Jeffersonville, Indiana _® `- rsonvi 2022 -Sea sonaa y Rates r t ... .. ...�Jeff .-_".�._, _._�� .� rkers Pa �._:.+�. �>.'.�?a�c Pay Level-S1 Pay Level-52 Pay Level 5-3 Pay Level-54 Pay Level-S5 General Clerical Event and Facility Workers:(Ice Rink,River.. Ice Rink Supervisor "Years"Experience ( Pool Manager`Swim Stage,Special Events, Groundskeeper Camp Counselor Coach Admissions&Concessions) Monitors(Fieldhouse, General Laborer EnVision Center,Ken Ellis) Lifeguard. Entry:First Year Level 1 $12.00 Level 1 $14.00 Level 1 $15.00 Level 1 $16.00 Level 1 $18.00 Second Year Level 2 $12.36 Level 2 $14.42 Level 2 $15.45 Level 2 $16.48 Level 2 $18.54 Third Year Level 3 $12.73 Level 3 $14.85 Level 3 $15.91 Level 3 $16.97 Level 3 $19.10 Fourth Year Level 4 $13.11 Level 4 $15.30 Level 4 $16.39 Level 4 $17.48 Level 4 $19.67 Fifth Year Level 5 $13.51 Level 5 $15,76 „ Level 5 $16.88 Level 5 $18.01 Level 5 $20.26 Sixth Year Level 6 $13.91 Level 6 $16.23 Level 6 $17.39 Level 6 $18.55 Level 6 $20.87 Seventh Year Level 7 $21.49 Eighth Year Level 8 $22.14