21-07 OrdinanceRECORD OF ORDINANCES
Dayton Legal Blank, Inc. Form No. 30043
Ordinance No.
21 -07 Passed , 20.
AN ORDINANCE AMENDING SECTION 2 ( "WAGE
& SALARY STRUCTUREIADMINISTRATION ") OF
ORDINANCE NO. 73 -06 ( "COMPENSATION PLAN")
WHEREAS, Council has determined, upon the recommendation of the City
Manager, that Section 2 ("Wage & Salary Structure /Administration ") of ordinance
No. 73 -06 should be amended; and
WHEREAS, this amendment involves a realignment of the range of compensation
currently assigned to Pay Grade 2 in the City's pay structure; and,
WHEREAS, Council has determined that adoption of this amendment will enhance
the operational and administrative effectiveness of the organization;
NOW, THEREFORE, BE IT ORDAINED by the Council of the City of Dublin,
State of Ohio, of the elected members concurring that:
Section 1. Section 2 ( "Wage & Salary Structure /Administration "), subsection A of
Ordinance No. 73 -06 is hereby amended by deleting the "Director of Public Service"
job classification title under the "Service/ Maintenance /Utilities /Facilities" categorical
heading.
Section 2. Section 2 ( "Wage & Salary Structure /Administration "), subsection A of
Ordinance No. 73 -06 is hereby amended by changing the "Chief of Police" job
classification title under the "Law Enforcement" categorical heading to "Deputy City
Manager /Chief of Police ".
Section 3. Section 2 ("Wage & Salary Structure /Administration "), subsection B of
Ordinance No. 73 -06 is hereby amended by realigning the range of compensation for
Pay Grade 2 as follows:
Pay
Grade
Market
Target
2
$95,100 - $11 2,100
$112,100 - $134,700
Premium
$134 - $157
Section 4. This ordinance shall take effect and be in force at the earliest point
permitted by law.
Passed this ��� day of � 7 2007.
Mayor — Presiding Officer / J
V
ATTEST:
J L
Clerk of Council
CITY OF DUBLIN.
Office of the City Manager
5200 Emerald Parkway • Dublin, OH 43017
Phone: 614 - 410 -4400 • Fax: 614 - 410 -4490
To: Members of Dublin City Council
Memo
From: Jane S. Brautigam, City Manager QT,.,
Date: April 4, 2007
Initiated By: David L. Harding, Director of Human Resources
Re: Ordinance No. 21 -07 - Amending the Compensation Plan
SUMMARY
Attached for your consideration is Ordinance No. 21 -07 amending Section 2 ( "Wage & Salary
Structure /Administration ") of the "Compensation Plan" (Ordinance No. 73 -06).
This amendment involves a realignment of the range of compensation associated with Pay
Grade 2 ( "Leadership" pay band) in the City's pay structure. The positions currently assigned
to Pay Grade 2 include Deputy City Manager /Director of Finance, Deputy City
Manager/Director of Economic Development, Deputy City Manager/Director of Public
Service, and Chief of Police.
Given the recent retirement of Frank Ciarochi, Deputy City Manager /Director of Public
Service, and my subsequent review of our organizational structure, I have proposed an
organizational realignment that optimizes the talents of our existing human capital. Instead of
refilling the Deputy City Manager /Director of Public Service position, I have recommended
that we broaden the role of Deputy City Manager within our organization. The main focus of
this realignment plan includes expanding the current role of the Deputy City Manager/
Director of Economic Development as well as enlarging the role of our Chief of Police to
include serving as a Deputy City Manager. This organizational realignment would result in a
major increase in the scope and level of responsibility for the Deputy City Manager role, as
well as a greater level of accountability for the success of our organization. (This realignment
plan is discussed in further detail as part of Ordinance No. 20 -07 on the Council meeting
agenda.) Consequently, HR Director Dave Harding and I have analyzed this expanded role
relative to the range of compensation currently assigned to the Deputy City Manager
classification in our pay structure.
One thing that became obvious through the analysis was that the proposed increase in scope
and level of responsibility moves the new Deputy City Manager role much closer to the level
and scope of responsibility of the City Manager position. Another observation is that the
current pay structure (attached) has a substantial pay differential between the pay range for the
"Guidance" pay band (City Manager) and the "Leadership" pay band (Deputy City Manager
and current Chief of Police). This differential is directly attributable to the level of
contribution, level of impact, and the level and scope of responsibility associated with the
4 -4 -2007
Ordinance 21 -07 — Compensation Plan Amendment
Page 2
Deputy City Manager role when it was analyzed as part of the 2006 classification &
compensation study. Now that the Deputy City Manager role is being expanded and will have
a far greater impact on the success of our organization, I am proposing a realignment of the
range of compensation within the Pay Grade 2 ( "Leadership" pay band).
The current range of compensation associated with Pay Grade 2 is as follows:
Market Target Premium
$85,100 - $102,100 $102,100 - $124,700 $124,700 - 147,700
The proposed range of compensation associated with Pay Grade 2 is as follows:
Market Tam Premium
$95,100 - 112,100 $112,100 - 134,700 $134,700 - 157,400
The proposed realigned range of compensation increases the minimum and maximum of each
range segment by $10,000. In my judgement, this increased range of compensation would
properly recognize the higher level of contribution and impact as well as greater scope and
level of responsibility inherent to the expanded Deputy City Manager role in our organization.
RECOMMENDATION
Staff recommends passage of Ordinance No. 21 -07 at its second reading at the April 23, 2007
Council meeting.
Attachments
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