011-03 Ordinance RECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
Ordinance No ..............11.-03.................................... Passed
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 for non-union personnel) be
amended; and
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 title and corresponding pay grade under the following categorical heading:
Information Systems/Technology
Classification Title Pay Grade
Software Support Analyst 8
Section 2. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by reassigning the following job
classification, under the "Service, Maintenance, Streets, Utilities, Grounds, and Facilities"
categorical heading, from its existing pay grade (Pay Grade 12) to the following:
Classification Title Pav Grade
Director of Service 13
Section 3. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by reassigning the following job
classification, under the "Finance/Accounting" categorical heading, from its existing pay
grade (Pay Grade 12) to the following:
Classification Title Pav Grade
Director of Finance 13
Section 4. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by reassigning the following job
classification, under the "Law Enforcement" categorical heading, from its existing pay grade
(Pay Grade 12) to the following:
Classification Title Pav Grade
Chief of Police 13
Section 5. That Section 2. ("WAGE & SALARY ;STRUCTURE/ADMINISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by reclassifying the Volunteer
Coordinator classification, under the "General Management/Administration" categorical
heading, and reassigning said classification from its existing pay grade (Pay Grade 7) to the
following:
Classification Title Pav Grade
Volunteer Administrator 9
RECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
Ordinance No ................1.1-03................................. Passed ..................................Page.2
Section 6. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by reclassifying the "Assistant Clerk of
Council" classification, under the "Legislative" categorical heading, and reassigning said
classification from its existing pay grade (Pay Grade 4) to the following:
Classification Title Pay Grade
Deputy Clerk of Council 6
Section 7. That Section 2. ("WAGE & SALARY STRUCTURE/ADMINISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by re-titling the "Administrative
Secretary" and "Executive Secretary" job classifications to "Administrative Assistant" and
"Executive Assistant" respectively and moving both titles from the "Clerical/Secretarial"
categorical heading to the "General Management/Administration" heading.
Section 8. That the Ordinance shall take effect and be in force on the earliest date permitted
by law.
Passed this day of , 2003.
ayor -Presiding Officer
ATTEST:
Clerk of Council
I hereby certify that copies of this
Ordinance/Resolution were posted in the
City of Dublin in accordance with Section
731.25 of the Ohio Revised Code.
~G~~~~~C~~--~
k of Council, Dublin, Ohio
l i ~ ~ ~ ~
Salary Information
Related Articles
• "Out On a Limb" by John Mcllquham, the Nonprofit Times ,March 2002 [with AVA's
response]
• "Just Pay Them" from the Non-Profit Times ,March 1999 AND
"Volunteer Managers Get Their Due," from the Non-Profit Times ,June 1999 [with AVA's
response]
Statistics
l~hon Tunas S~iu~t: Sr~ut?wr~/; 2
#Ar cif Voiurr~ers $35, (aversge~ (sus contr.aste~d with Diret~cx of ~Cae~i~t
aal~y of 1~7,312:w~ich deals with develC as does ti~waw piped' of
~taers)
24Q2 ~A3/erag~ teary t~/
North Central = $35,779
Central = $32,627
New England = $37,611
Mid-Atlantic = $33,734
West = $37,085
Southwest = $33,066
South = $36,800
2Atxt`t~lrect~or of Votu~t~ar Salarlas by fkp~anizatlo+~al suet Siza
$50 million + _ $63,992
$25 to $49.9 million = N/A
$10 to $24.9 million = $29,293
$1 to 9.9 million = $34,464
$500k to $999.9k = $33,931
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Office of the City Manager
5200 Emerald Parkway • Dublin, OH 43017
c~Tl~ of uusLiN Phone: 614-410-4400 • Fax: 614-410-4900
Memo
To: Members of Dublin City Council
From: Jane S. Brautigam, City Manag~,~5.
Date: February 12, 2003
Initiated By: David L. Harding, Director of Human Resources/Procurement
Re: Response to Council Inquiries Regarding Ordinance No. 11-03
At the February 3, 2003 Council Meeting, there was some discussion regarding the proposed reassignment of pay
grades and/or job reclassifications for several positions/classifications (Director of Service, Director of Finance,
Chief of Police, Volunteer Administrator, and Deputy Clerk of Council) identified in Ordinance No. 11-03. A
request was subsequently made to have Staff provide salary data regarding similar positions in other communities.
In response to this request, Staff has conducted a salary survey and has prepared the attached tables reflecting the
pay ranges/compensation levels for similar positions in other local government entities. This salary survey
includes a variety of cities, both within as well as beyond the Central Ohio area, which Staff has surveyed in the
past for salary purposes. The cities outside the Central Ohio area include Kettering, Blue Ash, and Centerville.
Staff has included these cities in other salary surveys because these cities appear to have similar community
characteristics to Dublin. These cities all have the Council-Manager form of government, are professionally
managed, and have excellent reputations in the field of local government management.
Please note that attached Table A reflects salary data without factoring in "pension pick-up", which some
communities provide for their personnel; Table B reflects salary data after "factoring in" the value of the "pension
pick-up" in cities where such is applicable. (The pension pick-up i.s that portion of the employee's contribution to
the Public Employees' Retirement System paid by the City on behalf of its personnel.) Please note that Tables A
and B reflect a greater availability of data for the positions of Finance Director, Service Director, and Police Chief
than for Volunteer Administrator and Deputy Clerk of Council. This is not surprising in that many cities, because
of size, sophistication, or workload do not apparently have a need iFor a Deputy Clerk of Council or Volunteer
Administrator position per se. In addition, the Volunteer Administrator position is still a somewhat unique
position to the field of local government. However, in an effort to supplement the Volunteer Administrator salary
data from Ohio cities, Staff has also provided survey data from other cities and counties on a nationwide basis as
well as from the non-profit sector. This additional salary data should provide a benchmark on which to judge the
competitiveness of the pay range proposed by Staff.
Staff would like to emphasize that in addition to analyzing the external salary data, proper consideration should
also be given to the equity between positions internal to the organization. As referenced in the January 28, 2003
Staff recommendation, Staff analyzed this relationship by using the City's established job evaluation system,
which quantitatively measures positions based upon the following compensable factors: Nature of Work and
Knowledge/Ability Requirements; Supervision Exercised/Scope of Responsibility; Scope and Effect of
Decisions/Actions; Problem Solving and Complexity/Nature and Extent of Guidelines; Application of Authority;
Purpose and Nature of Work Contacts; and Physical and Sensory Demands/Hazards. This point-factoring system
yields a total number of points which determines the pay grade to which each position classification should be
assigned. Based upon the measurement conducted by Staff, the positions/classifications in question earned the
required point totals to place them at the pay grades being proposed. Each pay grade within the City's salary
structure contains numerous positions/classifications, all within a given range of points. The intent of grouping
such positions/classifications (within the same pay grade) on the basis of this range of points is to establish
relative pay equity internally among all positions/classifications witthin the salary structure. Given this
consideration, Staff believes that the proposed pay grades within Ordinance No. 11-03 are proper.
During the discussion on February 3, 2003, an additional inquiry arose regarding whether the proposed pay grade
reassignments and/or job reclassifications, if adopted, would result in pay increases for the incumbents within
these positions/classifications. The intent of the proposed legislation is to reallocate positions/classifications to
different pay grades and, therefore, the impact of these amendments is structural. Adoption of the legislation
would result in no automatic pay increases to the incumbents. However, given that these classifications would
have a higher range maximum, greater flexibility would exist in futther years to grant merit increases. In the case
of the Finance Director, Service Director, and Police Chief, the incumbents are either at the maximum or fairly
close to the maximum of the existing range and, therefore, the incumbents would have the opportunity for
continued merit increases in the next few years. In the case of the `dolunteer Administrator and Deputy Clerk of
Council, the proposed amendments involve "job reclassification". In the case of "job reclassification", City
Administrative Policy enables the incumbents to receive a pay increase, based upon a specific written
recommendation, to either recognize the assumption of higher-level duties, to reflect the incumbents'
qualifications relative to the reclassified positions, and/or to address a salary inequity between an incumbent and
other personnel in similar positions/classifications.
I trust that the enclosed information is responsive to Council's inquiries. However, should Council have
additional questions, Staff will be available at the February 18, 2003 Council Meeting to address such questions.
Attachments
Office of the City Manager
5200 Emerald Parkway • Dublin, OH 43017
crrY of uus~~N Phone: 614-410-4400 • Fax: 614-410-4900
Memo
To: Members of Dublin City Council
From: Jane S. Brautigam, City Managei~~~5, '
Date: January 28, 2003
Initiated By: David L. Harding, Director of Human Resources/Procurement
Re: Ordinance No. 11-03 Amending Certain Secitions of the City Compensation Plan
Summary
Attached for your consideration please find Ordinance No. 11-03 amending certain sections of the City
Compensation Plan (Ordinance No. 98-96) for Non-Union Personr,~el. Passage of the attached legislation will
accomplish several objectives, including the adoption of formal pa:y grades and ranges for newly created job
classifications, the reclassification and/or reassignment of certain job classifications to different pay grades, and
the re-titling of certain job classifications.
The 2003 Operating Budget authorized the creation of one new position (Software Support Analyst) for which no
previously adopted job classification title or pay grade existed in tl~ie City Compensation Plan (Ordinance No.98-
96). The Software Support Analyst position was analyzed in details by the Human Resources Staff and Staff is
proposing that this new classification be assigned to Pay Grade 8 (;42,333-$61,911) in the City salary structure.
The two primary factors influencing Staff's determination to place this position/classification at pay grade 8 were
internal equity and the existing market conditions. Internal equity was judged by using the City's established
"point-factoring" job evaluation system ("Position Appraisal Method") to evaluate the position's/classification's
duties and responsibilities. Market conditions were evaluated based upon the awareness of salary levels in the
Information Technology field for comparable positions. In Staff's judgment, assigning this position/classification
to pay grade 8 will enable the City to recruit well-qualified candidates.
The Human Resources Staff has also re-analyzed several job classifications in light of their changing
concept/nature of work, the evolution in their duties/responsibilities, or concerns regarding internal equity. These
job classifications were re-analyzed by the Human Resources Stafi~, also by using the "Position Appraisal
Method" job evaluation system, and Staff is proposing that the following job classifications be reassigned to
different pay grades as follows:
Existing Classification Existing Pay Grade Proposed New Classification Proposed New Pay
Title & Ran a Title if a licable Grade & Ran e
Pay Grade 12 Pay Grade 13
Director of Service $59,976 - $87,714 N/A $65,434 - $95,696
Pay Grade 12 Pay Grade 13
Director of Finance $59,976 - $87,714 N/A $65,434 - $95,696
Pay Grade 12 Pay Grade 13
Chief of Police $59,976 - $87,714 N/A $65,434 - $95,696
Pay Grade 7 Pay Grade 9
Volunteer Coordinator $37,704 - $56,556 Volunteer Administrator $46,184 - $67,544
Assistant Clerk of Pay Grade 4 Pay Grade 6
Council $29,880 - $43,699 Deputy Clerk of Council $34,558 - $51,841
With respect to the Director of Service and Director of Finance classifications, Staff was especially concerned
about the relative equity between pay grades of the three Department Head level classifications (Director of
Development, Director of Service, and Director of Finance) and the Chief of Police. After re-evaluating these
positions/classifications on all seven (7) compensable factors in the job evaluation system, Staff concluded that,
from an internal equity standpoint, all three Department Heads and the Chief of Police should be assigned to the
same pay grade (pay grade 13). With respect to the Volunteer Coordinator and Assistant Clerk of Council
positions/classifications, considerable evolution in the scope and level of responsibility has occurred which, when
evaluated quantitatively as well, justifies that these positions be reclassified and assigned to a higher pay grade.
Staff is also proposing that certain job classifications be re-titled in an effort to use "modernized" job titles. These
include the following:
Existin Classification Title Pro osed New Classification Title
Administrative Secretary Administrative Assistant
Executive Secretary Executive Assistant
Recommendation:
Staff recommends that the attached legislation (Ordinance No. 11-03) be adopted, incorporating the proposed
amendments into the City Compensation Plan, and that adoption take place at the second reading of this
legislation at the February 18, 2003 Council Meeting.
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