HomeMy WebLinkAboutOrdinance 45-25BARRETT BROTHERS - DAYTON, OHIO
RECORD OF ORDINANCES
Form 6220S
45-25 Ordinance No. ———__— Passed.
AMENDING VARIOUS SECTIONS OF ORDINANCE 15-17
(COMPENSATION PLAN FOR NON-UNION PERSONNEL)
WHEREAS, Council has determined, upon the recommendation of the City Manager, that
certain sections of the Compensation Plan for non-union personnel should be amended;
and
WHEREAS, Council has determined, that these amendments are necessary for the
administrative and operational effectiveness of the City of Dublin; and
WHEREAS, Council has determined that these amendments will enhance the City of
Dublin’s competitive position in the labor market, thus aiding in the recruitment and
retention of a talented, high-quality workforce; and
WHEREAS, Council desires that the City of Dublin remain an “Employer of Choice” in the
Central Ohio region.
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Dublin, State of
Ohio, _ lo of the elected members concurring that:
Section 1. That Section 2 (Wage & Salary Structure/Administration), paragraph A. be
amended as follows:
Classification Pay Grade 1 | Exempt
City Manager 14 Y
Deputy City Manager 1.2 Y
Classification Pay Grade 2
Chief Financial Officer/Director of Finance 2.1 Y
Chief of Police 2.1 Y
Director of Administrative Services 21 Y
Director of Parks and Recreation 2.1 Y
Director of Community Planning and Development 22 Y
Chief Communications and Public Relations Officer 2.2 Y
Director of Engineering 2.2 Y
Director of Innovation and Technology 2.2 Y
Classification Pay Grade 3
Deputy Chief of Police 3.1 Y
Deputy Chief Financial Officer/Director of Finance Y
Operations ic
Director of Communications and Marketing Sid Y
Director of Economic Development sel Y
Director of Engineering 3.1 Y
Director of Human Resources 3.1 Y
Director of Information Technology 3.1 ¥
Director of Innovation and Analytics Ba Y
Director of Planning 3.1 Y
Director of Public Service Ba Y
Director of Transportation and Mobility 8.1 Y
Clerk of Council/Director of Legislative Services 3.2 Y
Deputy Director 3.2 Y
Director of Asset Management and Quality Assurance 32 Y
Director of Building Standards 3.2 Y
Director of Capital Projects 3.2 Y
Director of Community Events 3.2 Y
Director of Court Services 3.2 Y
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON. OHIO Form 6220S
45-25 Page 2 of 7
Ordinance No, ———___— Passed. .
Director of Facilities and Fleet Management 3.2 Rs
Director of Outreach and Engagement 3.2 Y
Director of Recreation Services 3.2 Y.
Director of Taxation 3.2 Y
Director of Utilities and Stormwater 3.2 Y
Court Administrator 3.2 Y
| Director of Northwest Regional Emergency 3.2 ¥
Communications Center (NRECC) Operations
Accounting Manager 3.3 Y
Assistant to the City Manager 3.3 Y
Budget Manager 3.3 Y
Data and Analytics Manager 3.3 Y
Deputy Director of Communications and Marketing 3.3 ¥
Deputy Court Administrator/Diversion Officer 3.3 ¥
Human Resources Manager 3.3 x
Information Security Administrator 3.3 Y
Information Technology Business Relationship Manager 3.3 Y
Landscape Architect Manager 3.3 Y
Network Operations Manager 33 Y
Operations Manager 3.3 Y
Planning Manager 3.3 Y
Program Manager 3.3 Y
Purchasing Manager 3.3 Y
Senior Civil Engineer 3.3 ¥
Tax Manager 3.3 Y
Transportation Program Manager 3.3 Y
Classification Pay Grade 4
Professional Standards Manager 4.1 Y
Benefits Administrator 4.1 Y
Civil Engineer IT 4.1 ¥
Commercial Plans Examiner 4.1 Y
Communications Manager 4.1 Y
Digital and Brand Manager 4.1 Y
Fleet Manager 4.1 ¥
Landscape Architect 4.1 Y
Network Engineer 4.1 Y
Public Affairs Officer 4.1 Y
Project Leader 4.1 Y
Safety Administrator/Risk Manager 4.1 Y
Senior Data Analyst 4.1 Y
Senior Economic Development Administrator 4.1 Y
Senior Planner 4.1 Y
Systems and Applications Administrator 4.1 Y
Talent and Culture Programs Manager 4.1 Y
CAD Manager 4.2 Y
Civil Engineer I 4.2 Y
Communications Supervisor 4.2 ¥N
Communications Systems Specialist 4.2 Y
Deputy Clerk of Council 4.2 N
Economic Development Administrator 4.2 Y
Emergency Management Coordinator/Law Enforcement 42 Y
Planner :
Events Administrator 4.2 Y
Financial Analyst 4.2 Y
BARRETT BROTHERS - DAYTON, OHIO
RECORD OF ORDINANCES
Form 6220S
45-25 Page 3 of 7
Ordinance No. Passed.
Human Resources Business Partner 4.2 Y
| Solutions Analyst 4.2 Y
Multi-Media Communications Strategist 4.2 ¥
| Network Administrator 4.2 Y
Operations Administrator 4.2 Y
Planner IT 4.2 x.
Recreation Services Administrator 4.2 Y
Senior Building Inspector 4.2 N
Senior Payroll Specialist 4.2 ¥
Senior Public Information Officer 4.2 *
Senior Support Services Analyst 4.2 Y
Accountant 4.3 Y
Assistant Clerk of Council 4.3 N
Building Inspector 4.3 N
City Forester 4.3 Y
City Horticulturist 4.3 Y
Code Enforcement Supervisor 4.3 Y
Contract and Procurement Coordinator 4.3 N
Corporate Tax Auditor 4.3 Y
Digital and Graphic Designer 4.3 Y
Electrical Inspector 4.3 N
Engineering Technician II 4.3 N
Executive Assistant to the City Manager 4.3 N
Facilities System Specialist 4.3 N
Fleet Technician II 4.3 N
Management Analyst 4.3 Y
Performance Management Analyst 4.3 Y
Payroll Specialist 4.3 Y
Planner I 4.3 Y
Procurement and Contract Coordinator 4.3 N
Public Information Officer 4.3 Y
Public Safety Intelligence Analyst 4.3 Y
Records Supervisor 4.3 N
Residential Plans Examiner 4.3 N
Support Services Analyst 4.3 N
Classification Pay Grade 5
Adaptive Recreation Coordinator 5.1 N
Administrative Support IIT 5.1 N
Crew Supervisor 5.1 N
Development Review Specialist II 5.1 N
Diversion Officer 5.1 N
Engineering Project Inspector 5.1 N
Engineering Technician I 5.1 N
Events Coordinator 5.1 Y
Human Resource Coordinator 5.1 Y
Infrastructure Asset Technician 5.1 N
Maintenance Crew Supervisor 5.1 N
Nature Education Coordinator 5.1 Y
Outreach and Engagement Coordinator 5.1 Y
Planning Technician 5.1 N
Quality Control Manager 5.1 N
Recreation Operations Supervisor 5.1 Y
Recreation Program Supervisor 5.1 Y
Review Services Coordinator 5.1 N
Senior Accounting Specialist S.A N
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON, OHIO Form 6220S
| 45-25 Page 4 of 7
Ordinance No. Passed.
Theater Supervisor ot Y
Accounting Specialist 5.2 N
Administrative Support IT 5.2 N
Assistant Forester 5.2 N
Assistant Horticulturist 5.2 N
Auditor 5.2 N
Code Enforcement Officer 5.2 N
Court Clerk 5.2 N
Development Review Specialist I 5.2 N
Landscape Inspector 5.2 N
Membership Services Coordinator 5.2 N
Permit Technician 5.2 N
Police Property Technician 5.2 N
Records Technician II 5.2 N
Recreation Operations Specialist 5.2 N
Recreation Program Coordinator 5.2 N
Zoning Inspector 5.2 N
Accounting Assistant 5.3 N
Events Assistant 5.3 N
Forestry Worker 5.3 N
Human Resources Assistant 5.3 N
Records Retention Technician 5.3 N
Records Technician I 5.3 N
Classification Pay Grade 6
Administrative Support I 6.1 N
Section 2. That Section 2 (Wage & Salary Structure/Administration), paragraph B. and
C. be amended as follows:
B.
se Market Target Grade
1.1 $212,100 |-| $282,765 $282,765 | - |_ $311,000
12 $176,900 |-| $235,929 $235,929 | - |_ $259,500
94 $134,000 |-| $178,605 | $178,605 |-| $196,500
22 $121,600 |-| $162,120 $162,120 | -| $178,300
S.1 $111,200 | - |_ $148,260 $148,260 | -| $163,100
3.2 $102,600 _|-| $136,815 $136,815 _| - |_$150,500
33 $95,000 __| - |_ $126,630 $126,630_| - |_ $139,300
4.1 $82,100 __| - |_$109,515 $109,515 | - |_$120,500
4.2 $71,000 _|-| $94,607 $94,607 _| - |_ $104,100
4.3 $64,400 |-| $85,896 $85,896 |-| $94,500
5.1 $59,000 _ |-| $78,699 $78,699 | - $86,600
Siz. $54,200 | - |_$72,260 $72,260 | - $79,500
53 $50,800 |-| $67,671 $67,671 - |__ $74,400
6.1 $42,400 |-| $56,588 $56,588 |-| $62,200
6.2 $35,800 |-| $47,670 $47,670 |-| $52,400
6.3 $32,100 |-| $42,735 $42,735 |-| $47,000
C.
Pay Grade Premium
hick $311,000 | - |_ $367,600
1.2 $259,500 _| - |_ $306,700
2.1 $196,500 | - | $232,200
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON, OHIO Form 6220S
45-25 Page 5 of 7
Ordinance No. ———____— Passed. :
7aF 4 $178,300 _| - |__ 210,800
SL $163,100 | -| $192,700
a2 $150,500 | - |_ $177,900
33 $139,300 |-| $164,600
4.1 $120,500 | - | _ $136,900
4.2 $104,100 | -| $118,300
4.3 $94,500 | -| $107,400
5.1 $86,600 |-| $98,400
5:2 $79,500 _ |-| $90,300
5:3. $74,400 |-| $84,600
6.1 $62,200 _ |-| $70,700
6.2 $52,400 |-| $59,600
6.3 $47,000 _ |-| $53,400
Section 3. That section 4 (Instant Bonus Program), paragraph A, sections 2 and 3, be
amended as follows:
2. Bonuses shall be awarded immediately upon approval, not at the end of the year.
3. An individual employee may be eligible for one instant bonus in any calendar year. Fhe
fraximunmbenus-ameunt shat net-exeeed $4606-08-—Instant bonus amounts are up
to 3% of the recipient's salary, subject to a $5,000 cap.
Section 4. That section 5 (Holidays), paragraph A. be amended as follows:
New Year's Day
Dr. Martin Luther King, Jr. Day
President’s Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
Section 5. That section 7 (Sick Leave), paragraph F. be amended as follows:
An employee who separates service by way of retirement through their respective
retirement system, (must not be terminated for “just cause”), shall be entitled to convert
a portion their unused Sick Leave balance to a cash payment at time of separation. The
rate of pay for such accrued unused Sick Leave shall be the employee’s standard hourly
rate of pay at separation multiplied by one-third (1/3) of the total number of accrued
unused Sick Leave hours requested, which were accrued as an employee of the City of
Dublin, up to a maximum payment for 700 hours. The election to convert Sick Leave to
cash must be made prior to separation of employment and this payment shall be part of
the employee’s final pay. The number of unused sick leave hours that are converted to
cash at this 1/3 rate, under this provision, are considered executed and therefore
unavailable for transfer to any other State of Ohio agency or subdivision thereof.
Section 6. That section 7 (Sick Leave), paragraph H. 2. be amended as follows:
The employee may convert no more than 40 28 hours of Sick Leave to pay;
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON, OHIO Form 6220S
45-25 Page 6 of 7
|| Ordinance No. _____— Passed. :
Section 7. That section 9 (Vacation Leave), paragraph E, be amended as follows:
An employee with fewer than 11 completed years of public service may automatically
carry over, from one payroll calendar year to another, a maximum of 160 hours of unused
Vacation Leave. An employee with 11 through 19 years of completed public service may
automatically carry over 200 hours of unused Vacation Leave from one payroll calendar
year to another. An employee with 20 or more years of completed public service may
automatically carry over 248 480 hours of unused Vacation Leave from one payroll
calendar year to another. In the event that an employee is precluded from using Vacation
Leave because they were on an approved disability leave, the City Manager or designee
may allow such employee to carry over more Vacation Leave than the maximum normally
allowable. Such authorization shall be obtained from the City Manager or designee in the
advance of any such carry over.
Section 8. That section 9 (Vacation Leave), paragraph F. 2. be amended as follows:
Employees below the Divisional or Departmental Director level shall be permitted to
convert a maximum of 80 46-hours of their unused Vacation Leave at the end of the
payroll calendar year if the employee has 11 or more years of completed public service
and has a minimum Vacation Leave balance of 120 hours at the end of the payroll calendar
year. The calculation for the conversion of Vacation Leave under these circumstances shall
be the employee’s normal hourly rate of pay multiplied by the number of hours to be
converted.
Section 9. That section 11 (Medical, Dental, Vision, Life Insurance Benefits) paragraph
C. be amended as follows:
Effective January 1, 2018 the City’s Annual HSA contribution will become automatic and
will no longer be fed to ihe Wellness Prooram. The automatic — _ hia ata in
January. A mA
| Mauna Szocanbee to each employee’ Ss Health ‘Savings Account who are aed by the
City Health Insurance Plan based upon the coverage level.
Section 10. That section 12 (Tuition Reimbursement), title and paragraphs A, B, and D
be amended as follows:
SECTION 12. TUITION AND CERTIFICATIONS PROGRAM
A. All employees serving in Full-Time Permanent positions shall be eligible to
participate in the City’s Tuition Reimbursement-and Certification Program. Under
this program, each employee shall be eligible for a maximum of Seven Thousand
Dollars ($7,000) in reimbursement per calendar year for tuition or certifications,
fees and required textbooks, and courses of instruction voluntarily undertaken.
Courses of instruction eligible for reimbursement under this program shall include
courses necessary for job-related degree programs or courses of study not
necessarily within a job-related degree program but which are still job related. In
addition, only course work provided by a recognized institution (e.g. college,
university, community college, post-secondary technical school, etc.) or an
approved certification program shall be eligible for reimbursement under this
program.
B. All coursework subject to potential reimbursement shall be transmitted, in advance
and through the employee’s Department/Division Head, to the Director of Human
Resources for approval. The Department/Division Head shall provide a written
recommendation concerning approval/disapproval of the request at time of
transmittal to the Director of Human Resources. If practicable, an employee shall
submit application for approval of the course work at least fifteen (15) days prior
to commencement of the course of study. The Director of Human Resources shall
evaluate the employee’s coursework/degree/certification program for job-
relatedness and shall notify the employee, in writing, regarding his—their
RECORD OF ORDINANCES
BARRETT BROTHERS - DAYTON, OHIO Form 6220S
45-25 Page 7 of 7
Ordinance No. ———__ Passed. .
approval/disapproval of said-coursework/degree program on that basis. An
employee may receive blanket approval for an entire degree program, certification
or a continuing course of study if all courses within the program are identified. If
all or part of the program is approved, the employee need not reapply for approval
for each course within the portion(s) approved. If the Director of Human
Resources disapproves all or part of the program/coursework, the employee may
appeal, in writing, such disapproval directly to the City Manager within 72 hours
of notification from the Director of Human Resources. The City Manager or
designee will issue a written decision on the employee's appeal within ten (10)
working days of receiving the appeal.
C. Tuition Rreimbursement shall be made upon successful completion of the course
with a grade of C (2.00) or better. For certification programs, the City will pay
upfront costs for certifications and no more than two testing opportunities. The
employee shall submit an official transcript or certificate demonstrating successful
completion of the course and a receipt from the institution confirming the
employee has paid for tuition, fees, and required textbooks. Any financial
assistance available to an employee shall be deducted from the amount of tuition
reimbursement that would otherwise be applied. The employee shall not be
reimbursed for incidental expenses such as paper
Section 11. Council hereby waives the competitive selection process as required by the
Revised Charter of Dublin, Ohio, Article VI, Section 6.06 (a) in order to allow for the
selection, promotion and reclassification of current employees to fill position(s) directly
related to this specific reorganization and for the further reason of effective succession
and transition.
Section 12. That this Ordinance shall be effective on January 1, 2026.
37 Nowushor Passed this _3 day of 0 2025.
Mayor — Presiding Officer
ATTEST:
Clery of Coyficil 6)
To: Members of Dublin City Council
From: Megan D. O’Callaghan, City Manager
Date: October 16, 2025
Initiated By: Jennifer Miglietti, Director of Human Resources
Re: Ordinance 45-25 – Amending Various Sections of Ordinance 15-17
(Compensation Plan for Non-Union Personnel)
Background
As part of the preparation and review of the 2026 Operating Budget submission, the Director of
Human Resources reviews the provisions of the Non-Union Compensation Plan Ordinance for
needed revisions and updates.
Additionally, the City Manager identified positions to be re-titled and reclassified in furtherance of
the organizational structure presented to the Council as part of the proposed 2026 Operating
Budget. The proposed amendment is needed to authorize these changes to the Non-Union
Compensation Plan (Ordinance 15-17) so that they may be incorporated into the City’s
administrative and payroll systems.
Biennial Market Study and Recommendations
The City engaged Clemans, Nelson & Associates, Inc. to conduct a biennial market study
evaluating salary pay grades and the additional benefits outlined in the Non-Union Compensation
Plan. In addition to assessing pay ranges, Clemans Nelson reviewed fringe benefits offered by
other Central Ohio municipalities to ensure the City remains competitive and aligned with
comparable jurisdictions. This comprehensive analysis identified the City’s strengths, potential
gaps, and opportunities for enhancement within its total compensation program.
As part of the study, Clemans Nelson performed a total rewards analysis comparing not only salary
levels but also the monetary value of the City’s benefits with those of other municipalities. The
evaluation included the following fringe benefit categories:
• Total Paid Leave (holidays, personal days, sick leave, including cash-out options,
bereavement, vacation, including carryover and cash-out, and paid family leave)
• Health Insurance
• Longevity
• Tuition Reimbursement
• Miscellaneous Incentives
The study concluded that while the overall compensation remains competitive, the City provides
less total paid leave, including leave carryover and cash-out options.
To maintain the City’s position as an employer of choice in Central Ohio, the City proposes
adopting the recommendations of Clemans, Nelson & Associates, Inc., as summarized below.
Implementing these changes will help ensure the City continues to attract and retain top talent,
sustain its low turnover, and reinforce Dublin’s reputation as a premier employer. By taking a
Office of the City Manager
5555 Perimeter Drive • Dublin, OH 43017-1090
Phone: 614.410.4400 • Fax: 614.410.4490 Memo
Memo Ordinance 45-25, Amending Various Sections of Ord 15-17 (Non-Union Compensation Plan)
October 16, 2025
Page 2 of 3
proactive approach now, the City can continue setting itself apart in a competitive labor market
and preserve the culture of excellence that defines Dublin’s workforce.
Summary
Attached for Council’s consideration is Ordinance No. 45-25, amending Ordinance 15-17 (Non-
Union Compensation Plan). Adoption of this ordinance will accomplish the following objectives:
• Alignment of the classification system and updated pay grades.
• Update the list of authorized position titles to reflect the organizational structure in the
proposed 2026 Operating Budget submission.
• Update the instant bonus program, add the day after Thanksgiving as a holiday, increase
sick leave and vacation carry-over and annual cash out provisions, update Health Savings
Account deposit updates, and expand the tuition reimbursement program to include
certifications.
• Ensure compliance with Federal and State law and governmental policies.
The following highlights specific changes made to each section of the Compensation Plan for Non-
Union Personnel. These highlights are presented in the order of how they appear in the Plan.
Section 2. WAGE AND SALARY STRUCTURE/ADMINISTRATION
The proposed changes to the wage and salary structure include updates to several positions and
pay grades including:
• Retitle the Director of Finance Operations to a Deputy Chief Financial Officer/Director of
Finance Operations, pay grade 3.1
• Create a Director of Northwest Regional Emergency Communications Center (NRECC)
Operations, pay grade 3.2
• Retitle the Diversion Officer to a Deputy Court Administrator/Diversion Officer, pay grade
3.3
• Change the Communications Supervisor from exempt to non-exempt
Additionally, the pay grade table is proposed to be updated following a comprehensive review of
market pay data. This biennial market study, which analyzed several hundred positions across the
Columbus market, aims to ensure the City remains competitive in attracting and retaining a
talented workforce.
Section 4. INSTANT BONUS PROGRAM
It is proposed that instant bonuses may be awarded up to 3% of an employee’s base salary, with a
maximum of $5,000. Currently, funding for these bonuses is included in the personnel funds of
each division, and directors make recommendations to the City Manager based on the available
funding.
Section 5. HOLIDAYS
The day after Thanksgiving is being added as an observed holiday. This aligns the City’s holiday
schedule with many peer jurisdictions, including Powell, Marysville, Westerville, Hilliard, Grove City,
Memo Ordinance 45-25, Amending Various Sections of Ord 15-17 (Non-Union Compensation Plan)
October 16, 2025
Page 3 of 3
New Albany, and Delaware. The change supports family time and rest during a major holiday
period, while also enhancing employee morale and satisfaction, demonstrating the City’s ongoing
investment in employee well-being. Since 2021, tracking of walk-in traffic and phone calls shows
minimal activity: the Development building has had no calls or walk-ins, while City Hall averaged
one walk-in per year and 12 phone calls annually.
Section 7. SICK LEAVE
The policy will no longer allow employees to cash out sick leave upon resignation; converted sick
leave will only be available to those retiring through their respective retirement system. This
change prevents employees who voluntarily leave the City from cashing out sick leave.
Additionally, the annual sick leave conversion is proposed to increase from 28 hours to 40 hours.
Based on 2024 utilization, this change is projected to cost approximately $16,971, and employees
may roll their sick leave cash-out into their Health Savings Account.
Section 9. VACATION LEAVE
The maximum carryover of vacation hours from one payroll calendar year to the next is proposed
to increase from 240 to 480 hours. While the cost of this change will not be realized for several
years as employees accumulate a larger balance, it allows employees to roll over leave instead of
losing it. Additionally, the annual vacation leave conversion is proposed to increase from 40 hours
to 80 hours. Based on 2024 utilization, this change is projected to cost approximately $35,618.
Section 11. MEDICAL, DENTAL, VISION, LIFE INSURANCE BENEFITS
The three equal installments of health savings account contributions would be replaced with a
single automatic deposit of the full amount in January. This proposed change will result in
administrative efficiencies and is a result of the employee survey and engagement check-ins.
Section 12. TUITION REIMBURSEMENT
Tuition reimbursement would be expanded to include professional certifications approved by the
Division or Department Director and Human Resources. The City will cover the upfront cost of the
certification program and up to two testing cycles. Some divisions currently provide this type of
reimbursement, and the proposed update will establish a formal, Citywide policy to ensure
consistency and equity across all departments. An estimated $20,000 has been added to the
Human Resources budget to account for potential certification reimbursements, and this new
process will also streamline approval and administration throughout the organization.
Recommendation
Based on projections from the Division of Finance, the overall costs for the changes listed
above are $60,737.
Staff recommends adoption of Ordinance 45-25, amending Ordinance 15-17, as previously
amended, at the second reading/public hearing on November 3, 2025. It is further
recommended that the competitive process be waived for the reclassification of current
employees into positions directly associated with the proposed organizational structure,
ensuring a smooth and effective succession and transition.
EXHIBIT A
THIS DOCUMENT INCLUDES A CONSOLIDATION OF ALL AMENDMENTS
TO ORDINANCE 15-17 (COMPENSATION PLAN FOR NON-UNION
PERSONNEL) AMENDING ORDINANCES ARE (19-17, 76-17, 24-18, 75-
18, 65-19, 30-20, 13-21, 69-21,65-22, 46-23, and 43-24 and 45-25.)
SECTION 1. SCOPE OF PLAN
A. The sections included in this ordinance shall hereby constitute the City “Compensation
Plan” and this Plan shall supersede all previously enacted legislation relating to
compensation and other related areas contained within the Plan. This “Compensation
Plan” shall be applicable to all non-union personnel of the City and to City Council
Members where so indicated. This Plan shall be administered by the management staff
of the City of Dublin, pursuant to the provision of the Dublin Charter and the Dublin
Codified Ordinances.
SECTION 2. WAGE & SALARY STRUCTURE/ADMINISTRATION
A. The following shall constitute the listing of City job classifications and corresponding
pay grades. The specific budget for personnel authorized to occupy each job
classification within each Department, Division or work unit is approved annually by
Council in the Personnel Data sections appearing throughout the Operating Budget
ordinance. Some positions identified below may be utilized in other departments than
where they appear as authorized by Council.
Classification Pay Grade 1 Exempt
City Manager 1.1 Y
Deputy City Manager 1.2 Y
Classification Pay Grade 2
Chief Financial Officer/Director of Finance 2.1 Y
Chief of Police 2.1 Y
Director of Administrative Services 2.1 Y
Director of Parks and Recreation 2.1 Y
Director of Community Planning and Development 2.2 Y
Chief Communications and Public Relations Officer 2.2 Y
Director of Engineering 2.2 Y
Director of Innovation and Technology 2.2 Y
Classification Pay Grade 3
Deputy Chief of Police 3.1 Y
Deputy Chief Financial Officer/Director of Finance
Operations 3.23.1 Y
Page 2
Director of Communications and Marketing 3.1 Y
Director of Economic Development 3.1 Y
Director of Engineering 3.1 Y
Director of Human Resources 3.1 Y
Director of Information Technology 3.1 Y
Director of Innovation and Analytics 3.1 Y
Director of Planning 3.1 Y
Director of Public Service 3.1 Y
Director of Transportation and Mobility 3.1 Y
Clerk of Council/Director of Legislative Services 3.2 Y
Deputy Director 3.2 Y
Director of Asset Management and Quality Assurance 3.2 Y
Director of Building Standards 3.2 Y
Director of Capital Projects 3.2 Y
Director of Community Events 3.2 Y
Director of Court Services 3.2 Y
Director of Facilities and Fleet Management 3.2 Y
Director of Outreach and Engagement 3.2 Y
Director of Recreation Services 3.2 Y
Director of Taxation 3.2 Y
Director of Utilities and Stormwater 3.2 Y
Court Administrator 3.2 Y
Director of Northwest Regional Emergency
Communications Center (NRECC) Operations 3.2 Y
Accounting Manager 3.3 Y
Assistant to the City Manager 3.3 Y
Budget Manager 3.3 Y
Data and Analytics Manager 3.3 Y
Deputy Director of Communications and Marketing 3.3 Y
Deputy Court Administrator/Diversion Officer 3.3 Y
Human Resources Manager 3.3 Y
Information Security Administrator 3.3 Y
Information Technology Business Relationship Manager 3.3 Y
Landscape Architect Manager 3.3 Y
Network Operations Manager 3.3 Y
Operations Manager 3.3 Y
Planning Manager 3.3 Y
Program Manager 3.3 Y
Purchasing Manager 3.3 Y
Senior Civil Engineer 3.3 Y
Tax Manager 3.3 Y
Transportation Program Manager 3.3 Y
Page 3
Classification Pay Grade 4
Professional Standards Manager 4.1 Y
Benefits Administrator 4.1 Y
Civil Engineer II 4.1 Y
Commercial Plans Examiner 4.1 Y
Communications Manager 4.1 Y
Digital and Brand Manager 4.1 Y
Fleet Manager 4.1 Y
Landscape Architect 4.1 Y
Network Engineer 4.1 Y
Public Affairs Officer 4.1 Y
Project Leader 4.1 Y
Safety Administrator/Risk Manager 4.1 Y
Senior Data Analyst 4.1 Y
Senior Economic Development Administrator 4.1 Y
Senior Planner 4.1 Y
Systems and Applications Administrator 4.1 Y
Talent and Culture Programs Manager 4.1 Y
CAD Manager 4.2 Y
Civil Engineer I 4.2 Y
Communications Supervisor 4.2 YN
Communications Systems Specialist 4.2 Y
Deputy Clerk of Council 4.2 N
Economic Development Administrator 4.2 Y
Emergency Management Coordinator/Law Enforcement
Planner 4.2 Y
Events Administrator 4.2 Y
Financial Analyst 4.2 Y
Human Resources Business Partner 4.2 Y
Solutions Analyst 4.2 Y
Multi-Media Communications Strategist 4.2 Y
Network Administrator 4.2 Y
Operations Administrator 4.2 Y
Planner II 4.2 Y
Recreation Services Administrator 4.2 Y
Senior Building Inspector 4.2 N
Senior Payroll Specialist 4.2 Y
Senior Public Information Officer 4.2 Y
Senior Support Services Analyst 4.2 Y
Accountant 4.3 Y
Assistant Clerk of Council 4.3 N
Building Inspector 4.3 N
City Forester 4.3 Y
Page 4
City Horticulturist 4.3 Y
Code Enforcement Supervisor 4.3 Y
Contract and Procurement Coordinator 4.3 N
Corporate Tax Auditor 4.3 Y
Digital and Graphic Designer 4.3 Y
Electrical Inspector 4.3 N
Engineering Technician II 4.3 N
Executive Assistant to the City Manager 4.3 N
Facilities System Specialist 4.3 N
Fleet Technician II 4.3 N
Management Analyst 4.3 Y
Performance Management Analyst 4.3 Y
Payroll Specialist 4.3 Y
Planner I 4.3 Y
Procurement and Contract Coordinator 4.3 N
Public Information Officer 4.3 Y
Public Safety Intelligence Analyst 4.3 Y
Records Supervisor 4.3 N
Residential Plans Examiner 4.3 N
Support Services Analyst 4.3 N
Classification Pay Grade 5
Adaptive Recreation Coordinator 5.1 N
Administrative Support III 5.1 N
Crew Supervisor 5.1 N
Development Review Specialist II 5.1 N
Diversion Officer 5.1 N
Engineering Project Inspector 5.1 N
Engineering Technician I 5.1 N
Events Coordinator 5.1 Y
Human Resource Coordinator 5.1 Y
Infrastructure Asset Technician 5.1 N
Maintenance Crew Supervisor 5.1 N
Nature Education Coordinator 5.1 Y
Outreach and Engagement Coordinator 5.1 Y
Planning Technician 5.1 N
Quality Control Manager 5.1 N
Recreation Operations Supervisor 5.1 Y
Recreation Program Supervisor 5.1 Y
Review Services Coordinator 5.1 N
Senior Accounting Specialist 5.1 N
Theater Supervisor 5.1 Y
Accounting Specialist 5.2 N
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Administrative Support II 5.2 N
Assistant Forester 5.2 N
Assistant Horticulturist 5.2 N
Auditor 5.2 N
Code Enforcement Officer 5.2 N
Court Clerk 5.2 N
Development Review Specialist I 5.2 N
Landscape Inspector 5.2 N
Membership Services Coordinator 5.2 N
Permit Technician 5.2 N
Police Property Technician 5.2 N
Records Technician II 5.2 N
Recreation Operations Specialist 5.2 N
Recreation Program Coordinator 5.2 N
Zoning Inspector 5.2 N
Accounting Assistant 5.3 N
Events Assistant 5.3 N
Forestry Worker 5.3 N
Human Resources Assistant 5.3 N
Records Retention Technician 5.3 N
Records Technician I 5.3 N
Classification Pay Grade 6
Administrative Support I 6.1 N
B. The following shall constitute new City of Dublin pay grade and range structure for the
job classifications shown in Section 2. A of this ordinance:
Pay Grade Table
1.1 $202,000 - $242,400 $242,400 - $296,200
1.2 $149,400 - $179,300 $179,300 - $219,100
2.1 $127,600 - $153,100 $153,100 - $187,100
2.2 $115,800 - $139,000 $139,000 - $169,800
3.1 $105,900 - $127,100 $127,100 - $155,300
3.2 $97,700 - $117,300 $117,300 - $143,300
3.3 $90,500 - $108,500 $108,500 - $132,700
4.1 $78,200 - $93,900 $93,900 - $114,700
4.2 $67,600 - $81,100 $81,100 - $99,100
4.3 $58,800 - $70,600 $70,600 - $86,200
5.1 $51,600 - $61,900 $61,900 - $75,700
5.2 $45,200 - $54,200 $54,200 - $66,200
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5.3 $44,000 - $52,700 $52,700 - $64,500
6.1 $38,600 - $46,300 $46,300 - $56,500
6.2 $34,100 - $40,900 $40,900 - $49,900
6.3 $30,500 - $36,600 $36,600 - $44,800
Pay
Grade Market Target
1.1 $212,100 - $282,765 $282,765 - $311,000
1.2 $176,900 - $235,929 $235,929 - $259,500
2.1 $134,000 - $178,605 $178,605 - $196,500
2.2 $121,600 - $162,120 $162,120 - $178,300
3.1 $111,200 - $148,260 $148,260 - $163,100
3.2 $102,600 - $136,815 $136,815 - $150,500
3.3 $95,000 - $126,630 $126,630 - $139,300
4.1 $82,100 - $109,515 $109,515 - $120,500
4.2 $71,000 - $94,607 $94,607 - $104,100
4.3 $64,400 - $85,896 $85,896 - $94,500
5.1 $59,000 - $78,699 $78,699 - $86,600
5.2 $54,200 - $72,260 $72,260 - $79,500
5.3 $50,800 - $67,671 $67,671 - $74,400
6.1 $42,400 - $56,588 $56,588 - $62,200
6.2 $35,800 - $47,670 $47,670 - $52,400
6.3 $32,100 - $42,735 $42,735 - $47,000
C. The “Market”, “Target”, and “Premium” range segments designated in the pay grade
& range structure shall be defined as follows:
“Market” - a range of compensation associated with the basic knowledge, skills, and
capabilities commonly found in the labor market or the performance of all job
responsibilities consistent with general market expectations.
“Target” - a range of compensation associated with extensive knowledge, expertise,
skills, or capabilities or the performance of all job responsibilities that fully and
consistently meets the high performance standards and core values of the City of
Dublin.
“Premium” - a range of compensation associated with unique, special, or exceptional
knowledge, skills, capabilities or expertise, which may be in short supply due to market
conditions, or performance that meets defined criteria of exceptional and premium
value and which is widely recognized throughout the organization because of the value-
added contribution it represents. This segment is only for a small percentage of the
City workforce and placement within this segment shall be a rare occurrence.
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Pay Grade Premium
1.1 $296,200 - $350,100
1.2 $219,100 - $259,000
2.1 $187,100 - $221,100
2.2 $169,800 - $200,700
3.1 $155,300 - $183,600
3.2 $143,300 - $169,400
3.3 $132,700 - $156,800
4.1 $114,700 - $130,400
4.2 $99,100 - $112,600
4.3 $86,200 - $98,000
5.1 $75,700 - $86,000
5.2 $66,200 - $75,300
5.3 $64,500 - $73,300
6.1 $56,500 - $61,700
6.2 $49,900 - $54,500
6.3 $44,800 - $48,800
Pay Grade Premium
1.1 $311,000 - $367,600
1.2 $259,500 - $306,700
2.1 $196,500 - $232,200
2.2 $178,300 - $210,800
3.1 $163,100 - $192,700
3.2 $150,500 - $177,900
3.3 $139,300 - $164,600
4.1 $120,500 - $136,900
4.2 $104,100 - $118,300
4.3 $94,500 - $107,400
5.1 $86,600 - $98,400
5.2 $79,500 - $90,300
5.3 $74,400 - $84,600
6.1 $62,200 - $70,700
6.2 $52,400 - $59,600
6.3 $47,000 - $53,400
D. The City Manager shall have the authority to approve pay adjustments within the pay
ranges established in this ordinance. These pay adjustments shall be based on the
employee’s performance, conduct, and position in their pay range, as described below.
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1. Employees in the “market” segment of their pay range, whose performance
meets the City’s standards and who consistently demonstrate the core values
of the organization, shall be eligible for larger and, if warranted by performance,
more frequent pay adjustments to move them into the “target” segment of their
ranges within a reasonable period of time.
2. Employees in the “target” segment of their pay ranges shall be eligible for
normal adjustments to remain competitive with the local job market, provided
their performance meets the City’s standards and they consistently demonstrate
the core values of the City. Once an employee reaches the maximum of their
“target” segment, the employee shall no longer be eligible for pay adjustments
unless they are approved for entrance into the “Premium” segment.
3. Employees who are approved for entrance into the “premium” segment of their
pay range will be eligible for normal pay adjustments, provided they continue
to meet defined criteria, continue to demonstrate a premium/value added
contribution, and continue to demonstrate the core values of the organization.
Gaining access to the “Premium” segment of the pay range shall be a very rare
occurrence and only a small percentage of the workforce shall be approved for
entrance into the “Premium” segment. Gaining access to the “premium”
segment shall require the approval of the City Manager or designee, which shall
be based on substantial justification.
E. All pay adjustments within the existing or new wage & salary structure shall be subject
to the funding levels authorized by Council within the adopted Annual Operating Budget
and Appropriations.
F. In the case of new appointments, a starting rate of compensation within the “market”
or “target” segments of the range structure in Section 2, paragraph B shall be
determined by the Director of Human Resources in consultation with the hiring
manager or director and shall be based on the relative qualifications, expertise, skills,
or capabilities of the successful candidate and the existing market conditions. A starting
rate of compensation within the “premium” segment in the range structure shall require
the approval of the City Manager or designee and shall be based on unique, special, or
exceptional qualifications, expertise, knowledge, skill, or capabilities of the successful
candidate and on existing market conditions.
G. The listing of positions and classifications in Section 2, paragraph A and the pay ranges
established in Section 2, paragraph B. shall be reviewed on a biennial basis by the
Director of Human Resources and the Director of Finance and any adjustment deemed
necessary shall be proposed by the City Manager or designee to Council in the form of
an amendment to this ordinance. If adopted by Council, these pay ranges shall become
effective with this ordinance or any subsequent ordinance amending this ordinance.
H. Section 2, paragraphs A and B of this ordinance shall be amended as often as
appropriate to include new job classifications, pay grades, and pay ranges.
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I. The City Manager or designee shall determine competitive, equitable compensation
rates for Seasonal, Temporary, or other such casual employees of the City.
J. The City Manager or designee is hereby authorized to establish “Job Families” where
appropriate for the job classifications listed in Section 2, paragraph A.
SECTION 3. MAYOR, VICE MAYOR, COUNCIL MEMBER COMPENSATION
A. The following shall be the annual rates of compensation for the Mayor, Vice Mayor and
Council Members:
Council Member Vice Mayor Mayor
$11,250 $12,250 $15,750
SECTION 4. INSTANT BONUS PROGRAM
A. All employees serving in Full-time permanent, Part-time permanent, Seasonal,
Temporary, and Intermittent positions, not including interns, shall be eligible for a
bonus in accordance with the following terms and conditions:
1. Each Department may give bonuses to reward an individual employee or a
team of employees for an exceptional effort in implementing and completing
a project or program that:
(a) Significantly enhances the efficiency or effectiveness of the City
operations, or;
(b) Significantly exceeds expectations in the areas of performance or
customer service, or;
(c) Demonstrates innovation or creativity in government.
2. Bonuses shall be awarded immediately upon approval, not at the end of the
year.
3. An individual employee may be eligible for one instant bonus in any calendar
year. The maximum bonus amount shall not exceed $1,000.00. Instant bonus
amounts are up to 3% of the recipient’s base salary, subject to a $5,000 cap.
4. Bonuses may be awarded upon written request of the employee’s supervisor,
division director or department director, detailing the employee’s achievement
and recommending a bonus amount. The bonus shall not be awarded unless
approved by the department director and the City Manager or designee.
5. In the event the division director and department director believe that time
off with pay would be a more effective reward for excellence under this
program, and the time off will not negatively affect the operation of the
division, the employee may be awarded up to eight (8) hours of paid leave in
lieu of a monetary bonus.
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6. The employee is not to be informed of the bonus until it is approved by the
City Manager or designee.
7. To be eligible for a bonus, the employee must demonstrate a clearly
exceptional level of effort and achieve an outcome that is superior.
8. The department director must validate that enough funds remain in the
department’s payroll budget to support the awarding of a bonus.
SECTION 5. HOLIDAYS
A. The following are hereby designated as the City of Dublin’s observed holidays:
New Year’s Day
Dr. Martin Luther King, Jr. Day
Presidents’ Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
B. Employees serving in Full-Time or Part-Time Permanent positions shall be compensated
as follows when any of the above referenced holidays are observed on such an
employee’s regularly scheduled work day:
1. Employees serving in Full-Time Permanent positions shall be paid for a
maximum of eight (8) hours on each holiday.
2. Employees serving in Part-Time Permanent positions shall be paid prorated
number of hours based on their average daily work rate. For example, a part-
time employee who averages 6 hours per work day shall receive 6 hours of
holiday pay. This average is determined by an average of hours worked per
working day over the six pay periods prior to the pay period in which the holiday
occurs.
C. For non-exempt employees serving in Full-Time Permanent positions, should one of the
above referenced holidays be celebrated on such an employee’s regularly scheduled
day off, and such employee is not required to work the holiday, such employee shall
take the next regularly scheduled work day off and receive eight (8) hours of holiday
pay. If an employee is unable to take the next regularly scheduled work day off they
shall receive eight (8) hours of compensatory time or eight (8) hours of holiday pay on
the holiday. An employee on Sick Leave the workday before or after the holiday may
Page 11
be required to present a doctor’s certificate in order to receive credit for the eight (8)
hours of holiday pay.
D. When a non-exempt employee serving in a Full-Time Permanent position is required to
work on a City observed holiday, the employee shall be entitled to eight hours of
straight time pay plus double time pay (or Compensatory Time) for all hours worked.
E. Should a non-exempt employee serving in a Part-Time Permanent position be required
to work on any of the above referenced observed holidays, such employee shall be
paid at the rate of double time for all hours worked on such holiday.
F. Should a non-exempt employee serving in a non-permanent position be required to
work on any of the above referenced observed holidays, such employee shall be paid
at the rate of time and a half for all hours worked on such holiday.
G. Should the Federal or State government designate a specific date or day of the week
for observation of one of the above listed holidays, the City will generally follow that
designation. For employees assigned to a Monday through Friday work schedule
(Saturday and Sunday off), when a holiday falls on a Saturday, the Friday immediately
before the holiday shall be the observed day; should the holiday fall on a Sunday, the
Monday immediately following the holiday shall be the observed day. For employees
assigned to other than a Monday through Friday work schedule (Saturday and Sunday
off), the holiday shall be celebrated on the calendar day on which the holiday actually
falls.
SECTION 6. PERSONAL LEAVE
A. Effective the first pay period of each payroll calendar year, all existing employees
serving in Full-Time Permanent positions, and who are in full pay status at such time
(i.e. on duty or on approved leave with pay) shall receive five (5) days (40 hours) of
Personal Leave. However, new employees appointed during the year shall receive a
pro-rated allocation of Personal Leave in accordance with the following schedule:
Timeframe Appointed
Personal Leave Allocation
January 1 through March 31 40 Hours (5 days)
April 1 through June 30 32 Hours (4 days)
July 1 through September 30 20 Hours (2.5 days)
October 1 through November 30 8 Hours (1 day)
December 1 or later None
Personal Leave shall be used at the employee’s discretion, provided that it is approved
in advance by the employee’s Department/Division Head via the use of the appropriate
time keeping system. Personal Leave shall be used within the same payroll calendar
year in which it is allocated and shall not be carried over to the next payroll calendar
Page 12
year.
B. In the event that an employee is not in full pay status at the time Personal Leave is
normally allocated to each employee, yet returns to full pay status at some point
thereafter, the amount of that employee’s Personal Leave allocation shall be pro-rated.
(An employee on an approved disability leave receiving 70% of their normal
wages/salary shall be regarded as being in full-pay status and would, therefore, receive
the full Personal Leave allocation.) For every pay period the employee has been in less
than full pay status, 1.54 hours of Personal Leave shall be deducted from the normal
40-hour annual allocation.
C. In the event that an employee is laid off from City service, said employee shall be
compensated for all unused personnel leave at the rate of pay in effect at the time of
layoff. For any other form of separation, no compensation will be provided to the
employee for unused personal leave.
D. Personal Leave shall not be used to artificially extend the separation date of an
employee who has resigned from employment with the City. The effective date of the
employee’s resignation from employment shall be the same as the employee’s last day
worked.
E. Effective the first pay period in each payroll calendar year, all existing employees
serving in Part-Time Permanent positions shall receive an amount of Personal Leave
equal to the average number of hours worked per week in the previous 12 months.
For example, if the employee averages 30 hours per week in the previous 12 months,
then they shall receive 30 hours of Personal Leave. Employees who do not have a full
12 months of employment with the City, shall receive 16 hours of Personal Leave.
However, new employees appointed during the year shall receive a pro-rated allocation
of Personal Leave in accordance with the following schedule on their effective date of
hire:
Timeframe Appointed Personal Leave Allocation
January 1 through June 30 16 Hours (2 days)
June 30 through November 30 8 Hours (1 day)
December 1 or later None
Personal Leave shall be used within the same payroll calendar year in which it is
allocated and shall not be carried over to the next payroll calendar year.
SECTION 7. SICK LEAVE
A. All employees serving in Full-Time Permanent positions shall be entitled to Sick Leave
with pay for those reasons listed in Section 33.47 of the Dublin Codified Ordinances.
B. Any employee of the City, other than an elective officer, who has an accrued but unused
Sick Leave balance from the State of Ohio or any political subdivision of the State of
Ohio, and who is eligible to earn Sick Leave with the City of Dublin, shall be entitled to
Page 13
have this accrued but unused Sick Leave balance from these employers transferred for
use with the City of Dublin, provided that said employee is hired by the City of Dublin
within ten (10) years after their date of resignation/separation from any of these past
employers with the State or any political subdivision thereof. New employees hired on
or after January 1, 2007, whose Sick Leave is transferred from another public employer,
must first use Sick Leave accrued with the City of Dublin prior to using their transferred
balance. In addition, after January 1, 2007, any newly hired employee’s transferred
Sick Leave, to include that previously accrued during former employment with the City
of Dublin, shall not be eligible for conversion to a cash payment either on an annual
basis or upon separation.
C. For employees serving in Full-Time Permanent positions, Sick leave shall accrue at the
rate of 2.77 hours per pay period (9 days/72 hours per year). An employee shall not
earn the full Sick Leave accrual in a given pay period unless they are in full pay status
for the entire pay period (i.e. on duty or on approved leave with pay). (An employee
on an approved disability leave receiving 70% of their normal wages/salary shall be
regarded as being in full-pay status and would, therefore, receive the full Sick Leave
accrual.) In the event an employee is not in full pay status for an entire pay period,
they shall accrue Sick Leave at the rate of .034 hours for each one (1) hour in full pay
status during the pay period.
D. For employees serving in Part-Time Permanent positions, the 9 days (72 hours) per
year Sick Leave accrual shall be pro-rated (0.034 per hour) in relation to the average
number of hours the employee works per week. Sick leave is not accrued for time
worked over 40 hours in a workweek.
E. If any employee fails to submit adequate proof of illness, injury, or death in the
immediate family when requested by the City under the provisions of Section 33.47 of
the Dublin Codified Ordinances; or in the event that such proof is submitted but does
not provide satisfactory evidence, such leave shall be considered unauthorized leave
and shall be without pay.
F. An employee who separates service by way of retirement through their respective
retirement system, (must not be terminated for “just cause”), shall be entitled to
convert a portion their unused Sick Leave balance to a cash payment at time of
separation. The rate of pay for such accrued unused Sick Leave shall be the employee’s
standard hourly rate of pay at separation multiplied by one-third (1/3) of the total
number of accrued unused Sick Leave hours requested, which were accrued as an
employee of the City of Dublin, up to a maximum payment for 700 hours. The election
to convert Sick Leave to cash must be made prior to separation of employment and
this payment shall be part of the employee’s final pay. The number of unused sick leave
hours that are converted to cash at this 1/3 rate, under this provision, are considered
executed and therefore unavailable for transfer to any other State of Ohio agency or
subdivision thereof.
G. Sick leave shall accrue without limitation.
Page 14
H. At the end of each payroll calendar year, an employee may choose to convert a portion
of their accrued but unused Sick Leave to a cash payment, subject to all of the following
conditions:
1. The employee must have a minimum balance of 80 hours or more after
conversion at the end of the payroll calendar year;
2. The employee may convert no more than 40 28 hours of Sick Leave to pay;
3. Sick Leave shall be converted at the rate of one (1) hour of Sick Leave to one
(1) hour of pay at the straight time hourly rate of pay;
4. Once Sick Leave is converted to pay, it shall not be converted back to sick leave.
Should an employee exercise this conversion option, it shall be their responsibility to
provide notification to the Department of Finance in the prescribed manner, indicating
the number of hours they wish to convert to cash, by the due date established by the
City. The cash conversion shall then be paid to the employee in the first pay period in
the new payroll calendar year. If the employee’s employment is terminated for any
reason prior to the first pay period in the new calendar year, this provision shall not
apply and the employee shall be subject to the provision of Section 7. F., above.
I. If an employee is killed while performing their authorized, assigned job duties, their
surviving spouse, or secondarily, their estate, shall be paid for one hundred percent
(100%) of the value of the employee’s accrued but unused sick leave, at the standard
hourly rate in effect at the time of death. The amount so paid shall constitute payment
in full for all accrued and unused sick leave credited to the employee.
SECTION 8. BEREAVEMENT LEAVE
A. All employees serving in Full-Time Permanent positions shall be entitled to three (3)
days of Bereavement Leave for each death of a family member. Family member is defined as
spouse, son, daughter, brother, sister, father, mother, legal guardian, person who stands in
place of a mother or father, grandmother, grandfather, grandson, granddaughter, mother-in-
law, father-in-law, daughter-in-law, son-in-law, brother-in-law, sister-in-law, grandmother-in-
law, grandfather-in-law, stepmother, stepfather, stepbrother, stepsister, stepson,
stepdaughter, half-brother, half-sister, aunt, uncle, or any other relative living in the
employee's home as specified in Section 33.48 (E) of the Dublin Codified Ordinances.
SECTION 9. VACATION LEAVE
A. All employees serving in Full-Time Permanent positions shall accrue Vacation Leave in
accordance with the following schedule:
Completed Years of Accrued Vacation
Public Service Hours per Year
0 up to 1 Year 80 Hours
1 up to 4 Years 108 Hours
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4 up to 9 Years 142 Hours
9 up to 15 Years 182 Hours
15 up to 20 Years 208 Hours
20 Years or more 246 Hours
B. An employee who has prior public service with any type of federal, state government
or any political subdivision thereof with the United States, may receive credit for their
prior service with these employers for the purpose of computing the amount of their
vacation leave with the City of Dublin. The employee must notify the City within 30
days of hire and provide documented proof of prior public service within 90 days of
hire with the City of Dublin.
C. An employee shall not earn their full Vacation Leave accrual in a given pay period unless
they are in full pay status (i.e., on duty or on approved leave with pay) in the entire
pay period. In addition, an employee on approved disability leave shall not accrue
Vacation Leave for the duration of such leave. In the event an employee is not in full
pay status during the entire pay period, they shall accrue Vacation Leave on a pro-
rated basis taking into account the number of hours in full pay status during the pay
period and their rate of accrual at that given time. The formula for pro-rating the
employee’s accrual under such circumstances shall be the number of hours in full pay
status multiplied by the converted hourly accrual rate.
D. Procedures governing the use and approval of vacation leave are contained within
Section 33.46 of the Dublin Codified Ordinances.
E. An employee with fewer than 11 completed years of public service may automatically
carry over, from one payroll calendar year to another, a maximum of 160 hours of
unused Vacation Leave. An employee with 11 through 19 years of completed public
service may automatically carry over 200 hours of unused Vacation Leave from one
payroll calendar year to another. An employee with 20 or more years of completed
public service may automatically carry over 240 480 hours of unused Vacation Leave
from one payroll calendar year to another. In the event that an employee is precluded
from using Vacation Leave because they were on an approved disability leave, the City
Manager or designee may allow such employee to carry over more Vacation Leave than
the maximum normally allowable. Such authorization shall be obtained from the City
Manager or designee in the advance of any such carry over.
F. An employee who separates service with proper notice as outlined in the Code of
Ordinances Chapter 33: Human Resources Policies, or layoff, or death of the employee,
unused Vacation Leave shall be converted to a cash payment at the rate of 100%. In
addition, the conversion of Vacation Leave is permitted on an annual basis in
accordance with the following terms and conditions:
1. Divisional or Departmental Directors in the 1.1 – 3.2 pay grades shall be
permitted to convert a maximum of 160 hours of unused Vacation Leave to cash
at the end of each payroll calendar year. The calculation for the conversion of
Vacation Leave under these circumstances shall be the Director’s calculated
hourly rate of pay multiplied by the number of hours to be converted.
Page 16
2. Employees below the Divisional or Departmental Director level shall be
permitted to convert a maximum of 80 40 hours of their unused Vacation Leave
at the end of the payroll calendar year if the employee has 11 or more years of
completed public service and has a minimum Vacation Leave balance of 120
hours at the end of the payroll calendar year. The calculation for the conversion
of Vacation Leave under these circumstances shall be the employee’s normal
hourly rate of pay multiplied by the number of hours to be converted.
3. Should an employee, other than Divisional or Departmental Directors, fail to use
a minimum of 40 hours of Vacation Leave prior to the end of the payroll calendar
year, they shall be ineligible for the conversion of any Vacation Leave at the
end of the payroll calendar year.
In the event that an eligible employee (director or non-director) wishes to exercise the
above-mentioned conversion option at the end of a payroll calendar year, it shall be
their responsibility provide notification to the Department of Finance in the prescribed
manner, indicating the number of hours they wish to convert to cash, by the due date
established by the City. The cash conversion shall be paid to the employee in the first
pay period in the new payroll calendar year.
G. If a non-exempt employee is ordered to work while on approved vacation leave, they
shall be paid the rate of double-time, with a minimum guarantee of four (4) hours pay
for each such call in.
H. Vacation leave may be taken in minimum multiples of one-quarter hour.
I. The City shall determine the method of crediting vacation leave.
J. Vacation leave shall not be used to artificially extend the separation date of an
employee who has resigned from employment with the City. The effective date of the
employee’s resignation shall be the same as the employee’s last day worked.
SECTION 10. LONGEVITY PAY
A. All employees serving in Full-Time Permanent positions shall be entitled to longevity
pay in accordance with the following schedule, provided that all complete years of
service are consecutive and have been accumulated in Full-Time Permanent positions:
Completed, Consecutive Years of
Service in Full-Time Permanent
Positions with the City of Dublin
Amount
Four (4) through Six (6) Years $950
Seven (7) through Ten (10) Years $1,150
Eleven (11) through Fourteen (14) Years $1,450
Page 17
Fifteen (15) through Nineteen (19) Years $1,700
Twenty (20) or More Years $1,900
B. Employees shall become eligible for their longevity payment on the anniversary date of
their appointment and must be in an active status on that date. The employee shall
actually receive such longevity payment the following pay period and such payment
shall be in a lump sum included in the employee’s regular payroll deposit. The payroll
deposit in which the longevity payment is included shall be taxed at the employee’s
existing W-4 rate.
C. In the event an employee is on Leave without Pay for more than six (6) months within
the particular year for which the employee would normally be entitled to longevity pay,
they shall forfeit their entitlement to such pay.
SECTION 11. MEDICAL, DENTAL, VISION, LIFE INSURANCE BENEFITS
A. The City shall make available group medical, prescription drug, dental, and vision
benefits to all employees serving in Full-Time Permanent positions and their
dependents and to all Council Members and dependents in accordance with the City’s
Plan Documents. These benefits are described in full detail in the City’s Summary Plan
Documents and are made available subject to the plan design and required deductibles,
co-payments, co-insurance, and annual out-of-pocket maximums, etc. identified in the
Summary Plan Documents.
B. The City will provide health insurance coverage to Employees through a high
deductible, health savings account (HSA). For employees and covered spouses (if
applicable) enrolled in and meeting the requirements the City’s health management
program (“Healthy by Choice Plus”), the City will make annual contributions to each
participating employee’s health savings account based on the coverage level (single or
family) and participation in the City’s Healthy by Choice (HBC) Plus program. The
benefit plan provides participation-based and results-based wellness incentives to help
offset the employee deductible amounts under this plan design ($2,500 – single
coverage, $5,000 – family coverage). Each employee has the opportunity to earn
results-based wellness incentives in relation to four key health factors (blood pressure,
cholesterol, body mass index/waist circumference, non-tobacco use) in the form of
additional financial contributions to their Health Savings Accounts (HSA’s).
C. Effective January 1, 2018 the City’s Annual HSA contribution will become automatic and
will no longer be tied to the Wellness Program. The automatic deposit will happen in
January. These automatic payments will occur over three equal installments in January,
May and September to each employee’s Health Savings Account who are covered by
the City Health Insurance Plan based upon the coverage level. The annual amounts will
be:
Single Coverage: $1,875
Family Coverage w/o Spouse: $3,750
Family Coverage w/Spouse: $3,750
Page 18
Effective January 1, 2018, The City will charge a premium for medical coverage at the
following base rates:
Single Coverage: $1,875
Family Coverage w/o spouse: $1,875
Family Coverage w/ spouse: $3,750
These premiums can be waived depending on the employee’s and spouses, if
applicable, participation in the Healthy by Choice wellness program and meeting its
associated standards as follows:
Participation Based Premium Waiver
Single Coverage: $750
Family w/o Spouse Coverage: $750
Family w/Spouse Coverage: $1,500
Results Based Premium Waiver
$225 per health factor for blood pressure, cholesterol and tobacco-free status
$450 per health factor for BMI/waist circumference
Participating employees hired during the year shall have the City’s contribution to their
HSA or HRA based on their participation in the HBC program in that initial year. The
premium and waiver of the premium associated with the wellness program will be
based on the enrollment period for the HBC program in the initial year.
D. The City shall make available group term life insurance and accidental death and
dismemberment insurance coverage to all employees serving in Full-Time Permanent
positions in accordance with the City’s Plan Documents, with no contribution on the
part of employee. The City shall provide coverage in the amount of 1.5 times the
employee’s base annual compensation rate in effect as of December 31st of each year,
with a minimum coverage level of $50,000 and a maximum coverage level of
$150,000.00.
E. The City shall make available group Short-Term Disability benefits to all employees
serving in Full-Time Permanent positions. The benefits under this Short-Term Disability
program shall begin after seven (7) consecutive work days of absence due to a disabling
medical condition and shall provide disability income protection at 70% of normal
wages/salary up to a maximum of 24 weeks for an approved disability, with the ability
to supplement said disability income level up to 100% of normal wages/salary through
the use of the employee’s Sick Leave, Personal Leave, Vacation Leave, or
Compensatory Time banks. Employees on approved disability leave at 70% income
replacement shall be regarded as being in full pay status and, therefore, they shall not
be required to pay for the continuation of their Medical, Dental, and Vision benefits
through the duration of the approved disability leave. Short Term Disability shall run
concurrent to the provisions and entitlements provided by the Family Medical Leave
Act (FMLA), if applicable. Short Term Disability Benefits paid to an employee over a
lifetime shall not exceed one year (2,080 hours) maximum. Paperwork is required to
Page 19
be submitted within 10 (ten) working days of the qualifying event to be eligible for the
short-term disability program.
SECTION 12. TUITION AND CERTIFICATION REIMBURSEMENT PROGRAM
A. All employees serving in Full-Time Permanent positions shall be eligible to participate
in the City’s Tuition and Certification Reimbursement Program. Under this program,
each employee shall be eligible for a maximum of Seven Thousand Dollars ($7,000) in
reimbursement per calendar year for tuition or certifications, fees and required
textbooks, and courses of instruction voluntarily undertaken. Courses of instruction
eligible for reimbursement under this program shall include courses necessary for job-
related degree programs or courses of study not necessarily within a job-related degree
program but which are still job related. In addition, only course work provided by a
recognized institution (e.g., college, university, community college, post-secondary
technical school, etc.) or an approved certification program shall be eligible for
reimbursement under this program.
B. All coursework subject to potential reimbursement shall be transmitted, in advance and
through the employee’s Department/Division Head, to the Director of Human Resources
for approval. The Department/Division Head shall provide a written recommendation
concerning approval/disapproval of the request at time of transmittal to the Director of
Human Resources. If practicable, an employee shall submit application for approval of
the course work at least fifteen (15) days prior to commencement of the course of
study. The Director of Human Resources shall evaluate the employee’s
coursework/degree/certification program for job-relatedness and shall notify the
employee, in writing, regarding his their approval/disapproval of said
coursework/degree program on that basis. An employee may receive blanket approval
for an entire degree program, certification, or a continuing course of study if all courses
within the program are identified. If all or part of the program is approved, the
employee need not reapply for approval for each course within the portion(s) approved.
If the Director of Human Resources disapproves all or part of the program/coursework,
the employee may appeal, in writing, such disapproval directly to the City Manager
within 72 hours of notification from the Director of Human Resources. The City
Manager or designee will issue a written decision on the employee’s appeal within ten
(10) working days of receiving the appeal.
C. Courses are to be taken on other than scheduled working hours, unless approval is
obtained from the appropriate Department/Division Head, Director of Human
Resources, and the City Manager or designee to take such courses on work time.
D. Tuition Rreimbursement shall be made upon successful completion of the course with
a grade of C (2.00) or better. For certification programs, the City will pay upfront costs
for certifications and no more than two testing opportunities. The employee shall
submit an official transcript or certificate demonstrating successful completion of the
course and a receipt from the institution confirming the employee has paid for tuition,
fees, and required textbooks. Any financial assistance available to an employee shall
be deducted from the amount of tuition reimbursement that would otherwise be
applied. The employee shall not be reimbursed for incidental expenses such as paper
Page 20
or supplies, mileage, parking, meals, or other expenses other than tuition, fees, and
required textbooks.
D.E. In the event that an employee receives reimbursement under this program and
voluntarily separates service with the City within the first year following reimbursement,
they shall pay 100% of the reimbursement back to the City. Furthermore, in the event
an employee voluntarily separates service during the second year following
reimbursement, they shall pay 50% of the reimbursement back to the City. Should an
employee have a tuition reimbursement payback obligation to the City, such obligation
will be recouped by the City pursuant to the terms of a repayment agreement entered
into between the City and the employee at the time of application. Any remaining
obligations, if any, must be satisfied within one (1) year of the employee separation
date. In addition to being indebted to the City of Dublin, which may result in collection
actions, failure to fully satisfy such obligation by the former employee may generate
an adverse recommendation in response to future reference checks by prospective
employers.
SECTION 13. TEMPORARY WORK ASSIGNMENT
A. When an employee is designated by a Director or the City Manager to perform higher-
level duties outside the scope of their established job classification for a period of more
than ten (10) consecutive work days, the employee shall be compensated at a higher
rate of pay beginning on the eleventh (11th) day and extending for the duration of the
assignment. However, if in the judgment of the City Manager, circumstances warrant
a temporary pay supplement retroactive to the date the employee first assumed the
higher-level duties, the City Manager or designee shall have the discretion to award
such retroactively. Upon the determination to award a temporary pay supplement, the
Director of Human Resources, in consultation with the Department Director, shall set
an appropriate percentage increase reflective of the higher-level duties to be performed
not to exceed 10% of the employee’s current rate of pay. If unusual circumstances
exist to justify a higher rate of pay an exception for unusual circumstances must be
supported by substantial written justification and submitted to the City Manager for
approval. Under no circumstances shall the increased rate of pay exceed the “target”
maximum of the pay grade associated with the higher-level duties. When an employee
is designated to perform the duties of a Director position on an interim basis, the City
Manager or designee, on a case-by-case basis, shall have the discretion to award a
temporary pay supplement in an amount greater than the normal pay adjustment
established for that particular year, yet appropriate to the individual
merits/circumstances of each situation.
SECTION 14. OVERTIME/COMPENSATORY TIME
A. Non-exempt employees whose normal workweek consists of 40 hours shall be
compensated at the rate of time-and-one-half the non-exempt employee’s regular
hourly rate of pay as per the Fair Labors Standard Act (FLSA).
B. In accordance with the governing provisions of the FLSA the Director of Human
Resources will determine the designation status of each position. All job classification
Page 21
designations of Exempt or Non-Exempt shall be annotated in the job descriptions
located in the Division of Human Resources.
C. Pursuant to the FLSA, the City shall grant a non-exempt employee compensatory time
off in lieu of overtime pay, at the rate of time-and-one-half for each overtime hour
worked, if the supervisor and employee agree prior to work commencing that
compensatory time will be earned in lieu of cash compensation. Each non-exempt
employee may accrue a maximum compensatory time bank of 160 hours and may not
earn more than 160 hours of compensatory time in a calendar year. After a non-
exempt employee has accrued this maximum compensatory time bank, and not used
it as leave, all additional overtime for such employee shall be paid at the rate of time-
and-one-half. If at the end of each payroll year, a non-exempt employee has 120
hours of compensatory time in their compensatory time bank, they shall be permitted
to convert up to 50 hours of compensatory time in said bank to cash. The calculation
for converting Compensatory Time to cash shall be the employee’s established hourly
rate of pay multiplied by the number of hours the employee desires to convert. In
the event the employee wishes to exercise this option, it shall be their responsibility
to provide notification to the Department of Finance in the prescribed manner
specifying the number of hours they wish to convert to cash, by the due date
established by the City. The cash conversion shall be paid in a lump sum in the
employee’s regular payroll deposit in the first pay period in the new payroll calendar
year. The payroll deposit in which this conversion payment is included shall be taxed
at the employee’s existing W-4 rate.
D. Pursuant to the Fair Labor Standards Act, an employee with accumulated
compensatory time may request leave and shall be granted such leave so long as the
granting of said leave does not unduly disrupt City operations.
E. Pursuant to the Fair Labor Standards Act, all non-exempt employees shall, upon
termination, be paid for all accumulated compensatory time at an hourly rate not less
than the average rate received by the non-exempt employee over the last three (3)
years of employment or the final regular hourly rate, whichever is greater. In the
event of an employee’s death, such compensation shall be paid to the employee’s
surviving spouse or, secondarily, his/her estate.
F. When a non-exempt full-time permanent employee is required or requested by an
appropriate supervisor to work on the employee’s first or second regular day off within
such employee’s scheduled workweek, the employee shall be compensated as follows.
Employees shall be compensated at a rate of time-and-one-half (1½) for all authorized
hours worked on their first regular day off. When an employee works with approval
from an appropriate supervisor their second regular day off and the employee has
actually worked or has been in paid status each of the previous six days, that employee
shall be compensated at the rate of double-time for all hours worked on the second
regular day off. The work period on the second day off must be separate and distinct
from the previous six days and recorded by clocking in on the second regular day off.
If an employee works their second regular day off and they have not met the above
criteria, their second regular day off shall be compensated at the rate of time-and-
one-half. When situations arise requiring an employee to clock in on the first regular
Page 22
day off prior to midnight and work crosses over midnight into the second regular day
off, the rate of pay shall remain at time-and-one-half (1½) for the first 8 hours of
work as this is considered one work period. Any hours worked in excess of 8 hours in
this specific situation shall be compensated at the double-time rate.
G. When a non-exempt employee is either called in or scheduled in advance for work by
an appropriate supervisor, and the employee reports for said work more than 30
minutes after the completion of the regularly scheduled work hours, the employee
shall be paid for a minimum of three (3) hours at the appropriate overtime rate or be
credited with a minimum of three (3) hours of compensatory time at the appropriate
rate.
H. Pursuant to the Fair Labor Standards Act, exempt employees are not entitled to
overtime pay or formal compensatory time. However, the policy of the City shall be
to allow Exempt personnel to take a limited amount of time off from their duties during
normal business hours, if they have been required to devote considerable time in
excess of the normally required time commitment associated with the nature of their
positions, provided they comply with the administrative guidelines of the City Manager
regarding taking such time off from their duties.
SECTION 15. SHIFT DIFFERENTIAL
A. On the effective date of this ordinance, shift differential pay shall be provided to full-
time nonexempt permanent employees as indicated below at a rate of $1.40 per hour
with the exception of hours in paid status while on approved leave.
B. For employees regularly assigned to first shift, shift differential shall not apply except
when assigned to snow removal operations which runs from the 1st Tuesday of
November through April. Because the implementation of snow shifts causes an actual
change in work shifts, when employees regularly assigned to first shift work on snow
removal operations, shift differential shall apply to those hours worked between 5 p.m.
and 6:45 a.m.
C. For employees regularly assigned to second or third shift, shift differential shall be
applied to any hours worked.
D. Shift differential pay shall be applicable to actual hours worked. Shift differential shall
not be paid in addition to regular pay for any hours spent on approved paid leave, with
the exception of leave due to mandatory training, which shall qualify for shift differential
pay. Mandatory training is defined as classes/coursework where employee attendance
is required by the Division/Department Director. Time spent in optional training
programs shall not qualify for shift differential pay. If authorized overtime occurs in
conjunction with the regular workday, the shift differential, if applicable, shall be paid
for each hour of overtime worked as follows. If shift differential pay is applicable, and
overtime occurs, the shift differential pay shall be added to the base hourly rate prior
to computing the overtime rate. Shift differential pay will be paid on a bi-weekly basis
and will not be cumulative under any circumstance.
Page 23
E. Due to requirements to meet minimum staffing levels in the 24-hour a day operations
of the Northwest Regional Emergency Command Center (NRECC), shift differential shall
apply to Communications Supervisors regularly assigned to first shift or an
administrative shift only for those hours worked between 6:45 p.m. and 6:45 a.m.
SECTION 16. ON DUTY PAY
All full-time non-exempt permanent employees may receive On Duty pay when placed into this
status outside of their normal work hours pursuant to an Administrative Order issued by the
City Manager or designee. The intent of this status/pay is to ensure responsiveness in the
event of an emergency requiring the call in of employees outside of normal work hours. This
status shall end when the employee is actually engaged in work at which time the appropriate
pay status will go into effect. The rate of pay when in an On Duty status shall be $1.05 per
hour.
SECTION 17. COMPENSATION AND BENEFITS ELIGIBILITY CHART
The following chart is provided for quick reference when trying to determine compensation
and benefits eligibility for the various workforce categories. This chart is not intended to
replace the language contained in this ordinance and the applicable section should be
referenced and read for further guidance.
COMPENSATION/BENEFITS ELIGIBILITY CHART
EMPLOYEE CATEGORY
BENEFIT & SECTION OF
COMPENSATION PLAN
Full Time
Permanent
Part Time
Permanent
Non-Permanent (Temporary
& Seasonal)
Interns
Instant Bonus
(Section 4) Yes Yes Yes No
Paid Holidays
(Section 5) Yes Yes No No
Personal Leave
(Section 6) Yes Prorated No No
Sick Leave
(Section 7) Yes Prorated No No
Bereavement Leave
(Section 8) Yes No No No
Vacation Leave
(Section 9) Yes No No No
Longevity Pay
(Section 10) Yes No No No
Medical, Dental, Vision, Life
Insurance
(Section 11)
Yes No No No
Tuition Reimbursement
(Section 12) Yes No No No
Overtime / Compensatory
Time
(Non-Exempt Only)
(Section 14)
Yes Yes Yes Yes
Double Time Eligibility
(Non-Exempt Only)
(Section 14)
Yes No No No
Shift Differential
(Non-Exempt Only)
(Section 15)
Yes No No No
To: Members of Dublin City Council
From: Megan D. O’Callaghan, City Manager
Date: October 28, 2025
Initiated By: Jennifer Miglietti, Director of Human Resources
Re: Ordinance 45-25 – Amending Various Sections of Ordinance 15-17
(Compensation Plan for Non-Union Personnel) – Follow Up Information
Summary
Staff is providing this memo to follow up on the information requested by Council during the first
reading of Ordinance 45-25, Amending Various Sections of Ordinance 15-17 (Compensation Plan for
Non-Union Personnel).
Instant Bonus Program
The Instant Bonus Program, as outlined in the Non-Union Compensation Plan, utilizes the following
criteria to evaluate recommendations. Before submitting a recommendation to Human Resources
for review, Department Directors are asked to verify and validate the work being recognized.
Human Resources then reviews the submission and forwards its recommendation to the City
Manager for final approval.
Each Department may give bonuses to reward an individual employee or a team of employees
for an exceptional effort in implementing and completing a project or program that:
(a) Significantly enhances the efficiency or effectiveness of the city operations, or;
(b) Significantly exceeds expectations in the areas of performance or customer service, or;
(c) Demonstrates innovation or creativity in government
For a staff member to be eligible, the employee must demonstrate a clearly exceptional level of
effort and achieve an outcome that is superior. The department director must validate that
enough funds remain in the department’s payroll budget to support the awarding of a bonus.
Instant Bonus Awards Summary:
2023:
o Number of Bonuses: 2
o Total Amount Awarded: $1,500
2024:
o Number of Bonuses: 5
o Total Amount Awarded: $3,000
2025 (to date):
o Number of Bonuses: 14
o Total Amount Awarded: $10,250
The upward trend in participation reflects the City’s ongoing commitment to recognizing
outstanding work and fostering a culture of appreciation consistent with the Culture Playbook. The
Instant Bonus Program reinforces key organizational goals—including employee retention,
Office of the City Manager
5555 Perimeter Drive • Dublin, OH 43017-1090
Phone: 614-410-4400 • Fax: 614-410-4490 Memo
Memo re. Ordinance 45-25 – Amending Various Sections of Ordinance 15-17 (Compensation Plan for Non-
Union Personnel) – Follow Up Information
October 28, 2025
Page 2 of 2
innovation, service excellence, and customer satisfaction—all of which align with City Council’s
strategic priorities.
Summary of Years of Service
The average length of full-time service with the City is 13.2 years, with the most common tenure
being 15 years. The chart below illustrates years of service in five-year increments.
Years of Service
Number of
Employees
0 to 4.99 157
5 to 9.9 78
10 to 14.99 55
15 to 19.99 26
20 to 24.99 42
25 to 29.99 40
30 and beyond 7
Recommendation
Staff recommends adoption of Ordinance 45-25, amending Ordinance 15-17, as previously
amended, at the second reading/public hearing on November 3, 2025. It is further
recommended that the competitive process be waived for the reclassification of current
employees into positions directly associated with the proposed organizational structure,
ensuring a smooth and effective succession and transition.
To: Members of Dublin City Council
From: Megan O’Callaghan, City Manager
Date: October 28, 2025
Initiated By: Jennifer Miglietti, Director of Human Resources
Re: Enhanced Family Planning Benefits
Background
On September 15, 2025 Director of Human Resources, Jennifer Miglietti presented the Health Care
Benefits Annual Update to the Administrative Committee of Council, which included an overview of
plan design adjustments for family planning and fertility benefits.
Fertility challenges affect a significant portion of the workforce. According to the Centers for
Disease Control and Prevention (CDC), 1 in 8 couples in the United States experience difficulty
conceiving. The American Society for Reproductive Medicine reports that the average cost of one
cycle of in vitro fertilization (IVF) is $12,000–$15,000, plus $3,000–$5,000 for medication. Many
families require multiple cycles, creating a financial burden during an already stressful time.
Currently, the City’s health plan does not include fertility treatment coverage, placing Dublin at a
competitive disadvantage. A 2023 Mercer survey found that 45% of large employers now offer
fertility benefits, a number that continues to rise.
Impact on Talent Attraction and Retention
Providing fertility and family planning benefits supports the City’s commitment to being an
employer of choice. These benefits would:
• Support Employee Morale: Employees who feel supported in their family-building journey
are more engaged and committed. Research by FertilityIQ found that 62% of employees
who received fertility benefits reported feeling more loyal to their employer.
• Enhance Talent Acquisition: Fertility coverage is increasingly important to younger talent,
particularly millennials and Gen Z.
• Strengthen Retention: The same FertilityIQ study reported that 88% of employees were
more likely to stay with their employer longer because of fertility benefits.
Benchmarking
Several public sector employers – including the City of Columbus and State of Ohio – offer varying
levels of fertility and family planning coverage. Franklin County includes family planning services,
with growing discussions about expanding fertility benefits. In the private sector, Nationwide
Insurance, Cardinal Health, and JPMorgan Chase provide fertility and family planning benefits.
Adding similar coverage allows Dublin to remain competitive regionally and continue leading in
innovative employee benefits.
Office of the City Manager
5555 Perimeter Drive • Dublin, OH 43017
Phone: 614.410.4400 Memo
Memo re. Family Planning Benefits
October 28, 2025
Page 2 of 2
Support from Maven Clinic
Partnering with Maven Clinic, a virtual family health platform integrated with UnitedHealthcare, will
further strengthen these offerings. Maven supports employees through:
• Fertility & Family Planning: Intrauterine Insemination (IUI) and In Vitro Fertilization (IVF)
support, adoption, surrogacy, egg and sperm freezing, and counseling.
• Maternity & High-Risk Support: pregnancy guidance, high-risk monitoring, postpartum care,
and return-to-work planning.
• Parenting & Pediatrics: ongoing resources for parenting and child development.
• Midlife and Ongoing Support: menopause and perimenopause resources.
Maven also offers a “wallet” option, which provides employees with an optional pool of funds to
cover expenses not traditionally covered by medical insurance. This wallet is only utilized by
employees actively seeking these benefits, making it a cost-efficient enhancement.
Cost Projection
Utilization of fertility benefits is expected to be low but meaningful. Nationally, 1–3% of covered
employees use fertility services in any given year. Based on Dublin’s 1,125 covered members:
• Estimated 10–15 potential users over several years.
• Lifetime maximum coverage of $25,000 for medical services and $10,000 for pharmacy
costs, the City’s maximum exposure per case would be $35,000.
• Assuming an average of 2 cases per year, anticipated annual claims impact of $50,000–
$70,000.
The addition of Maven Clinic is estimated to cost approximately $4 per employee per month, which
would amount to approximately $48,000 annually. For context, the City’s total projected claims for
2026 are approximately $9.8 million. Adding fertility and family planning coverage, combined with
Maven Clinic and the wallet, would increase total annual claims costs by about 1–1.5%, a modest
impact relative to the value provided.
Based on recommendations from Oswald, the City’s benefit consultant, projections from
UnitedHealthcare, industry benchmarking, and the City’s goals of retaining and attracting top
talent, fertility and family planning benefits are being added to the medical plan with the following
limits:
• $25,000 lifetime maximum for medical services
• $10,000 lifetime maximum for pharmacy coverage
• Maven Clinic partnership, including the wallet option of $10,000 per case for fertility and
family planning
These enhancements offer significant employee value with minimal financial impact, reinforcing
Dublin’s position as a leading employer.
Recommendation
This memo is for information only.