020-99 Ordinance RECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
Ordinance No. 20.-9.9..(A.MENDED.)...... Passed
YE.aR
AN ORDINANCE AMENDING CERTAIN SECTIONS
OF ORDINANCE N0.98-96 ("COMPENSATION
PLAN")
WHEREAS, Council has determined, upon the recommendation of the City Manager, that
certain sections of Ordinance No. 98-96 ("Compensation Plan") should be amended; and
r.~-°
WHEREAS, Council has determined that adoption of these amendments is necessary to the
administrative/operational effectiveness of the City;
NOW, THEREFORE BE IT ORDAINED by the Council of the City of Dublin, State of
Ohio, ~ of the elected members concurring:
Section 1. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by adding the following new job
classification titles and corresponding pay grades under the following categorical headings:
En~ineerin~
Classification Title Pay Grade
Right of Way Survey Specialist 7B
Finance/Accounting
,tee .4.
Classification Title Pav Grade
Budget Analyst 6B
Graphics/Desi~n
Classification Title Pav Grade
GIS Coordinator 9
Human Resources, Procurement & Risk Management
Classification Title Pay Grade
Safety Administrator/Risk Manager 9
Information Technology
Classification Title Pav Grade
Information Technology Analyst 7A
Network Engineer 9
1r,,,
Planning, Development & Zoning
Classification Title Pav Grade
Landscape Inspector 5
Assistant Director of Planning 10
RECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
20-99 (Amended) Page Two
Ordinance No Passed
YE.~R
Recreation
Classification Title Pay Grade
Theater Technician 4
~ Community Hall Supervisor 7B
Theater Supervisor 7B
Service, Maintenance, Streets, Utilities, Grounds & Facilities
Classification Title Pay Grade
Landscape Architect 8
Section 2. That Section 2. ("WAGE & SALARY STRUCTURE/ADMIlVISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by reassigning the following job
classifications from their existing classifications titles and pay grades to the following
proposed classification titles (if applicable) and pay grades (as reflected in the table
below):
Existing Existing New New
Classification Title Pa Grade Classification Title Pa Grade
Assistant Forester 3 Same 4
Assistant Horticulturist 3 Same 4
Code Enforcement Officer 4 Same 5
Communications 5 Community Relations 7B
Specialist I Specialist
Event Specialist I 5 Community Relations 7B
Specialist
Chief Communications 6A Communications Same
Technician Supervisor
Communications 7B Community Relations Same
Specialist II Specialist
Procurement Specialist 7B Procurement Technician 4
Event Specialist II 7B Community Relations Same
Specialist
Management Assistant 8 Same 9
Director of 10 Same 11
Accounting & Auditing
Director of 10 Same 11
Community Relations
Director of Court Services 10 Same 11
Director of Taxation 10 Same 11
RECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
20-99 (Amended) Page Three
Ordinance No Passed
YEAR
Section 3. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection B. of Ordinance No. 98-96 be amended by adjusting all pay ranges contained
~ therein by a factor of 3% at the minimum and maximum of each range, reflected as
follows:
Pay Grade Pay Range
1 $19,233 - $28,850
2 $20,985 - $31,478
3 $22,897 - $34,345
4 $24,983 - $37,474
5 $27,259 - $40,889
6A $29,742 - $44,613
6B $30,157 - $45,237
7A $32,452 - $48,678
7B $32,902 - $49,352
8 $35,897 - $53,844
9 $39,163 - $58,744
10 $42,726 - $64,090
11 $46,615 - $69,923
12 $50,856 - $76,284
13 $55,485 - $83,226
~ Section 4. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection E. of Ordinance No. 98-96 be amended as follows:
"The City Manager shall have the authority to approve merit pay increases within
the aforementioned pay ranges specified in Section 2.B. Said merit increases
shall be determined based upon a written evaluation of the individual employee's
job performance by the employee's immediate supervisor and the
Department/Division Head. Said evaluation shall be accompanied by a merit
increase recommendation from the employee's Department/Division Head. Merit
increases should not exceed 5%; however, under circumstances which are in the
best interest of the City, the City Manager may award merit increases in excess
of 5% . All evaluations and merit increase recommendations
shall be processed in accordance with procedures prescribed by the Director of
Human Resources/Procurement or the City Manager."
Section 5. This Ordinance shall take effect and be in force on the earliest date permitted
by law.
Passed t S7 day of ,/v` C~ ~.G'.y~ , 1999.
~a
Mayor -Presiding Officer I hereby certify that copies of this Ordnance/Resotutio
City of Dublin in accordance with Section 731.25 of the OhlorRe 'sed m i
Codi
ATTEST: .
~S-~ Clef Council, Dublin. Ohio
Clerk of Council
Division of Human Resources /Procurement
5200 Emerald Parkway • Dublin, Ohio 43017-1006
Phone: 614-761-6500 • Fax: 614-761-2965
CITY OF DUBLIN M e m o
To: Members of Dublin City Council
r From: Timothy C. Hansley, City Manage~~G%~'~'~i'~
Date: February 12, 1999
Re: Ordinance No. 20-99 Amending Certain Sections of the City Compensation Plan
By: David L. Harding, Director of Human Resources/Procurement
Attached for your consideration is Ordinance No. 20-99 amending certain sections of the City Compensation
Plan (Ordinance 98-96). Adoption of this legislation would accomplish four primary objectives:
? to adopt formal pay grades and ranges for the new job classifications authorized and funded by the
1999 Operating Budget;
? to re-grade certain classifications due to a variety of reasons (i.e. re-factoring, consolidation of
classifications, and internal consistency);
? to adjust all pay grades/ranges within the grade/range structure based upon inflationary factors
during 1997 and 1998;
? to allow greater flexibility in awarding merit increases under circumstances which are in the best
interest of the City.
Adoption of Pay Grades -New Job Classifications
The 1999 Budget authorized a variety of new positions for which no previously adopted job classification
titles or pay grades existed in the City Compensation Plan (Ordinance 98-96). Anytime new job
classifications are created, pay grades and ranges must be formally adopted by Council via amendments to the
existing Compensation Plan.
Each of these new positions/classifications has been analyzed and factored by the Human Resources Staff
using the "Position Appraisal Method" point-factoring system installed as part of the Classification &
Compensation Study in 1996. Based upon the point factoring analysis, Staff is recommending that these new
positions/classifications be assigned to the following pay grades within the City's grade structure:
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Classification Title Pay Grade Pay Range
Theater Technician 4 $24,983 - $37,474
Landscape Inspector 5 $27,259 - $40,889
Budget Analyst 6B $30,157 - $45,237
Information Technology Analyst 7A $32,452 - $48,678
Community Hall Supervisor 7B $32,902 - $49,352
" Right of Way Survey Specialist 7B $32,902 - $49,352
Theater Supervisor 7B $32,902 - $49,352
Landscape Architect 8 $35,897 - $53,844
GIS Coordinator 9 $39,163 - $58,744
Network Engineer 9 $39,163 - $58,744
Safety Administrator/Risk Manager 9 $39,163 - $58,744
Assistant Director of Planning 10 $42,726 - $64,090
Re-Grading,, Consolidation, and Re-Titling of Certain Classifications
During the past year, several job classifications have been re-analyzed/re-factored in light of the changing
concept/nature of the job, evolution in duties/responsibilities, the consolidation of job classifications, and an
effort to maintain internal consistency among certain job classifications.
Certain job classifications were re-factored by the Human Resources Staff using the established point factoring
system, which led to the conclusion that these classifications should be re-graded or re-assigned to higher pay
grades. (These classifications include Assistant Forester, Assistant Horticulturist, Clerk of Council, Code
Enforcement Officer, Management Assistant, and Director of Community Relations, as shown in the table on
page 3.)
Other job classifications are being consolidated due to the fact that their job duties are now sufficiently similar
to warrant consolidation into one job classification. (These classifications include Communications Specialist
I and II and Event Specialist I and II within the Division of Community Relations. These classifications will
now be consolidated into the Community Relations Specialist classification, as shown in the table on page 3.)
Other classifications are being reassigned to higher pay grades for reasons of internal fairness and consistency.
(These classifications include Director of Accounting & Auditing, Director of Court Services, and Director of
Taxation.) In light of the re-factoring of the Director of Community Relations, and subsequent re-grading
from pay grade 10 to 11, Staff believes, from the standpoint of internal consistency, these other Division
Directors should also be reassigned to pay grade 11 as well. In effect, Staff is recommending that as opposed
to the present structure which recognizes four Director pay grade levels (Page Grades 10, 11, 12, and 13), the
City should move to a three Director level structure at Pay Grades 11, 12, and 13. (These changes are
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Page 3
reflected below.)
One job classification (Procurement Specialist) was re-factored and is being re-assigned to a lower pay grade.
(This is a vacant job classification, the level of which is being reduced to Procurement Technician, as reflected
in the table below.)
One job classification realized a change in title only (Chief Communication Technician). (The Chief
Communications Technician will now be titled Communications Supervisor, as reflected in the table below.)
Existing Existing New Classification New
w~• Classification Title Pay Grade Title Pay Grade
Assistant Forester 3 Same 4
Assistant Horticulturist 3 Same 4
Code Enforcement Officer 4 Same 5
Communications 5 Community Relations 7B
Specialist I Specialist
Event Specialist I 5 Community Relations 7B
Specialist
Chief Communications 6A Communications Same
Technician Supervisor
Clerk of Council 7B Same 8
Communications 7B Community Relations Same
Specialist II Specialist
Event Specialist II 7B Community Relations Same
Specialist
Procurement Specialist 7B Procurement Technician 4
Management Assistant 8 Same 9
Director of 10 Same 11
Accounting & Auditing
Director of 10 Same 11
Community Relations
Director of Court Services 10 Same 11
Director of Taxation 10 Same 11
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Page 4
Inflationary Adjustments to Pay Grades/Ranges
Section 2.J. of the existing Compensation Plan (Ordinance No. 98-96) requires the pay grade/range structure to
be reviewed on a biennial basis by the City Manager and the Director of Human Resources/Procurement for
the purpose of proposing inflationary adjustments to the grade/range structure. (The purpose of making such
adjustments is to ensure that the pay structure maintains its relative worth over time.) The present grade/range
structure has not been reviewed for such inflationary adjustments since it was implemented in December 1996;
therefore, it is now the appropriate time to recommend such adjustments. The Director of Human
Resources/Procurement has conducted research with the U.S. Bureau of Labor Statistics and has determined
that the inflation rate in this region was 1.6% in 1997 and 1.6% again in 1998. Mr. Harding and I, therefore,
are hereby recommending that all pay ranges in the City grade/range structure be adjusted at the minimum and
maximum by a factor of 3%.
Merit Increase Flexibility
Section 4 of attached Ordinance 20-99 amends the existing merit increase provision in Section 2.E. of the
Compensation Plan (Ordinance 98-96) by authorizing the City Manager to exercise additional flexibility in
awarding merit increases beyond his present capacity. The existing merit increase provision places an
absolute 5% cap on merit increases. Such an absolute cap provides no flexibility or discretion for the City
Manager to award greater than 5.0% even if circumstances existed that were clearly in the best interest of the
City to do so. The proposed amendment to the merit increase provision would allow the City Manager to
award in excess of 5% under circumstances that are indeed in the best interest of the City. This amendment
would place an additional tool at the City Manager's disposal to offer additional rewards, on a case-by-case
basis, for extraordinary commitment to the organization, to maintain continuity in staffing for critical
functions, or for other reasons that are clearly in the best interest of the City.
t: \perUcs f\offi ce\wp61 \ords\ord20-99. mem