88-07 OrdinanceRECORD OF ORDINANCES
Dayton Legal Blank, Inc Form No 30043
Ordinance No. 88 - 07 (Amended) Passed
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AN ORDINANCE AMENDING SECTIONS 2 (WAGE & SALARY
STRUCTURE /ADMINISTRATION), 12 (VACATION LEAVE), 14
(LONGEVITY PAY), 16 (TUITION REIMBURSEMENT), 17
(TEMPORARY WORK ASSIGNMENT), AND 18
(OVERTIME /COMPENSATORY TIME) OF ORDINANCE 73 -06
( "COMPENSATION PLAN FOR NON -UNION PERSONNEL "),
AND DECLARING AN EMERGENCY
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, THEREF RE, BE IT ORDAINED by the Council of the City of Dublin,
State of Ohio, of the elected members concurring that:
Section 1. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by deleting the Public Information Officer
classification title and corresponding pay grade (4.2) listed under the Community
Relations/Public Information functional categorical heading and incorporating the new
classification titles and corresponding pay grades, as follows:
Community Relations /Public Information
Classification Title
Pay Grade
Website Specialist
4.3
Public Information Officer
4.3
Senior Public Information Officer
4.2
Public Affairs Officer
4.1
Section 2. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by changing the existing pay grade (5.3) for the
Court Clerk job classification listed under the Criminal Justice functional categorical
heading to the following:
Criminal Justice
Classification Title Pay Grade
Court Clerk 5.2
Section 3. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by deleting the Civil Engineer classification title
and corresponding pay grade (4.2) listed under the Engineering/Electrical functional
categorical heading and incorporating the new classification titles and corresponding
pay grades, as follows:
RECORD OF ORDINANCES
Dayton Legal Blank, Inc Form No 30043
Ordinance No.
Ordinance 88- 07(Amended)
Passed
Engineering /Electrical
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Classification Title
Pay Grade
Civil Engineer I
4.3
Civil Engineer II
4.2
Senior Civil Engineer
4.1
Pa%2
Section 4. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by deleting the Director of Fiscal Administration
classification title and corresponding pay grade (3.2) listed under the
Finance /Accounting /Procurement functional categorical heading and incorporating the
new classification titles and corresponding pay grades, as follows:
Finance /Accounting /Procurement
Classification Title
Pay Grade
Budget Manager
3.3
Deputy Director of Finance
3.2
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Section 5. That Section 2 (Wage & Salary Structure /Administration), paragraph A. of
Ordinance No. 73 -06 be amended by incorporating a new job classification title and
corresponding pay grade under the General Management /Administration functional
categorical heading, as follows:
General Management /Administration
Classification Title
Pay Grade
Management Assistant
4.3
Section 6. That Section 2 (Wage & Salary Structure /Administration), paragraph A. of
Ordinance No. 73 -06 be amended by deleting the Software Support Analyst
classification title and corresponding pay grade (5.1) listed under the Information
Technology functional categorical heading and incorporating the new classification
titles and corresponding pay grades, as follows:
Information Technology
Classification Title
Pay Grade
Software Application Specialist
4.3
Senior I.T. Analyst
4.3
Senior GIS Analyst
4.3
I.T. Manager
3.3
Section 7. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by incorporating the new classification titles and
corresponding pay grades under the Natural Resources functional categorical heading,
as follows:
Natural Resources
Classification Title
Pay Grade
Parks Administrator
4.1
Parks Operations Specialist
4.3
RECORD OF ORDINANCES
Dayton Legal Blank, Inc Form No 30043
Ordinance No. Ordinance 88- 07(Amended) Passed
Page 3 20
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Section 8 . That Section 12 (Vacation Leave), paragraph A of Ordinance No. 73 -06 be
amended by increasing the number of accrued vacation hours per year at the 11 -15,
16 -20, and 21 or more years of service levels from 170, 192, and 226, respectively to
the following:
Completed Years of
Public Service
Accrued Vacation
Hours per Year
11- 15 Years
180 Hours
16 -20 Years
200 Hours
21 Years or More
230 Hours
Section 9 . That Section 12 (Vacation Leave), paragraph G of Ordinance No. 73 -06 be
amended by deleting the language contained therein and replacing it with the
following:
G. An employee with fewer than eleven (11) completed years of public
service may automatically carry over from one payroll calendar
year to another a maximum of 160 hours of vacation leave. An
employee with eleven (11) or more completed years of public
service may carry over a maximum of 200 hours of vacation leave
from one payroll calendar year to another.
Section 10. That Section 14 (Longevity Pay), paragraph A of Ordinance No. 73 -06 be
amended by deleting the longevity pay schedule contained therein in and replacing it
with the following:
Completed, Consecutive Years of Service
in Full -Time Permanent Positions with
the City of Dublin
Amount
Four (4) through Six (6) Years
$750.00
Seven (7) through Ten (10) Years
$950.00
Eleven (11) through Fourteen (14) Years
$1,250.00
Fifteen (15) through Nineteen (19) Years
$1,500.00
Twenty (20) or More Years
$1,700.00
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Section 11. That Section 16 (Tuition Reimbursement), paragraph A of Ordinance No.
73 -06, be amended by increasing the annual tuition reimbursement amount for which
an employee is eligible from the $2,750.00 contained therein to $3,000.00.
Section 12. That Section 18 (Overtime /Compensatory Time), paragraph E of
Ordinance No. 73 -06, be amended by deleting the language contained therein and
replacing with the following:
E. When a non - exempt employee is required by an appropriate
supervisor to work on the seventh (7 consecutive day within such
employee's scheduled workweek, and such employee has actually
worked at least thirty -two (32) hours in the five (5) previous days
plus a minimum of three (3) hours on the sixth (6 consecutive day
of work, such employee shall be compensated at the rate of double
time for all hours worked on the seventh (7 consecutive day. For
purposes of this section, the seventh (7 consecutive day shall be
considered to start at 12:00 midnight and end at 11:59 pm.
RECORD OF ORDINANCES
Dayton Legal Blank, Inc Form No 30043
Ordinance No
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Ordinance 88- 07(Amended)
Passed
Pag 4
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Section 13. That Section 17 (Temporary Work Assignment), paragraphs A and B of
Ordinance No. 73 -06 be amended by deleting the language contained therein and
replacing it with the following:
A. When an employee is designated by a Director or the City Manager
to perform higher -level duties outside the scope of his/her
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 (11`") 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 shall have the discretion
to award such retroactivity. Upon the determination to award a
temporary pay supplement, a percentage rate increase shall be
awarded in an amount not to exceed the normal pay adjustment
percentage established for the year in which the need for the
temporary pay supplement occurs, unless unusual circumstances
exist to justify a higher rate of pay. Any exception for unusual
circumstances must be supported by substantial written
justification. 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,
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 . That this Ordinance is hereby declared to be an emergency measure
necessary for the immediate preservation of the public peace, health, safety or welfare,
and further, the amendments contained within are adjunct to the adoption of the 2008
Operating Budget, which is effective January 1, 2008. Therefore, this Ordinance shall
be effective on January 1, 2008.
Passed this _�ay of L �eo X007.
Mayor — Presiding Officer
ATTEST:
Clerk of Council
CITY OF DUBLIN,.
Office of the City Manager
5200 Emerald Parkway - Dublin, OH 43017 -1006
Phone: 614 -410 -4400 - Fax: 614 - 410 -4490
To: Members of Dublin City Council
Memo
From: Jane S. Brautigam, City Manager�s,,,.�.� 5 �� -,..✓
Date: December 10, 2007
Initiated By: David L. Harding, Director of Human Resources
Michele Hoyle, Director of Fiscal Administration
Re: Ordinance No. 88 -07 (Compensation Plan) — Revised Cost Projections
SUMMARY
Attached is a revised spreadsheet showing the estimated costs associated with the proposed changes in the
Compensation Plan. An error has been discovered in a formula in the previous spreadsheet provided to
Council in the Council packet and staff would like to take this opportunity to provide Council with a
corrected version of the spreadsheet. The error resulted in inaccuracies in the bottom two rows ( "Subtotal"
and "Grand Total ") on the spreadsheet such that the total three -year cost projection was higher than it
should have been. The three -year cost projection Grand Total on the original version of the spreadsheet
was $822,704. The new, corrected three -year Grand Total is $732,012, a reduction of $90,692. Staff
apologizes for the inconvenience associated with providing this information to Council on the day of the
Council Meeting.
RECOMMENDATION
Staff requests that Council consider the attached revised cost projections in reaching a final decision
regarding Ordinance No. 88 -07.
Attachment
Estimated Additional Expenditures Associated with Compensation Plan (Ordinance 88 -07)
Cost of New Job Classifications included in the 2008 Operating Budget:*
City Manager
2008
2009
2010
Total
Longevity Payments
$23,925
$26,275
$28,525
$78,725
Fringe Benefits
3,589
3,941
4,279
11,809
Tuition Reimbursement
5,000
5,000
5,000
15,000
Subtotal
$32,514
$35,216
$37,804
$105,534
Cost of New Job Classifications included in the 2008 Operating Budget:*
City Manager
Management Assistant
Wages (9 months 2008)
38,700
51,191
52,727
142,618
Benefits
16,320
22,566
23,722
62,608
Conferences /Mileage
500
500
500
1,500
Equipment/furniture
2,500
0
0
2,500
Total - Management Analyst
58,020
74,257
76,949
209,226
Finance Director
Deputy Director
Wages (7 months 2008)
48,000
91,900
94,657
234,557
Benefits
13,500
28,818
30,121
72,438
Total
61,500
120,718
124,778
306,995
Remove Budget Analyst
Wages
(72,900)
(75,087)
(147,987)
(2009 -2010)
Benefits
(25,882)
(27,097)
(52,979)
(98,782)
(102,184)
(200,966)
Net Total - Deputy Director
61,500
21,936
22,594
106,029
Community Relations
Website Specialist
Wages (6 months 2008)
30,000
61,800
63,654
155,454
Benefits
11,600
24,167
25,331
61,098
Total -Web Specialist
41,600
85,967
88,985
216,552
Upgrade to IT Mgr
Wages (incremental increase)
26,600
27,398
28,220
82,218
Benefits
3,861
4,233
4,360
12,454
Total - Upgrade to IT Manager
30,461
31,631
32,580
94,672
Subtotal
$191,581
$213,791
$221,107
$626,478
Grand Total
$224,095
$249,007
$258,911
$732,012
* Includes only those job classifications
for which a new position was added to the 2008 budget. Funding was not added
to the 2008 for reclassifications of existing personnel and will be accommodated within budgeted funding for
annual wage increases.
Assumptions for 2009 and 2010:
Annual wage increases of 3
%; insurance cost increases of 6% per year
CrrY OF DUBLIN_
Office of the City Manager
5200 Emerald Parkway • Dublin, OH 43017 -1006
Phone: 614- 410 -4400 • Fax: 614- 410 -4490
To: Members of City Council
From: Jane S. Brautigam, City Manager
Date: December 6, 2007
Initiated By: David L. Harding, Director of Human Resources
Michele Hoyle, Director of Fiscal Administration
Re: Ordinance No. 88 -07 (Amended) and Related Cost Projections
Summary
Memo
At the second reading of Ordinance No. 88 -07 at the November 19" Council Meeting, City Council
requested a three -year cost projection of changes proposed within the compensation plan; specifically,
longevity pay increases and additional expenditures included for new personnel within the 2008
Operating Budget related to new job classifications proposed in Ordinance No. 88 -07 (Amendments to
the Compensation Plan for Non -Union Personnel). In addition, Council postponed this Ordinance until
the December 10 Council Meeting to allow for joint consideration with Ordinance No. 87 -07, the
proposed 2008 Annual Operating Budget.
Staff has compiled the relevant expenditure data from the proposed 2008 Operating Budget. Attached is a
spreadsheet showing the requested three -year projection of costs resulting from the proposed changes to
the Compensation Plan. Note that this projection reflects only those new job classifications for which an
additional position is proposed for 2008. Reclassifications of existing staff into new job classifications
(e.g. Parks Administrator within Parks and Open Space) will be accommodated within normal funding for
pay increases included within the Budget; additional funding is not necessary for these changes. Also,
note that new positions proposed in existing classifications, such as the Assistant Horticulturist added to
the Parks budget, are not included in this projection.
While reviewing Ordinance No. 88 -07 to prepare the above - referenced cost projections, staff noticed a
technical error in Section 8 of the Ordinance. In line three of Section 8 of the original Ordinance,
reference was made to existing vacation accrual levels at the 11 -15, 16 -20, and 21 or more years of
service levels as being 172, 194, and 226 respectively. The 172 and 194 accrual levels as referenced in
Section 8 were inaccurate. The actual accrual levels at 11 -15 and 16 -20 years are 170 and 192,
respectively. Therefore, staff has amended line three of Section 8 to accurately reflect the existing accrual
levels accordingly.
Staff has also amended Section 14 of Ordinance No. 88 -07 to include emergency adoption language. In
order for Ordinance No. 88 -07 to be effective January 1, 2008 concurrent with the 2008 Operating
Budget, adoption as an emergency would be necessary.
Recommendation
Staff respectfully requests that attached Ordinance No. 88 -07 (Amended) be adopted as emergency
legislation at the December 10, 2007 Council meeting.
Ordinance 88 -07 - Estimated Additional Expenditures Associated with Compensation Plan
2008 2009 2010 Total
Longevity Payments
$23,925
$26,275
$28,525
$78,725
Fringe Benefits
3,589
3,941
4,279
11,809
Tuition Reimbursement
5,000
5,000
5,000
15,000
Subtotal
$32,514
$35,216
$37,804
$105,534
Cost of New Job Classifications included in the 2008 Operating Budget:*
City Manager
Management Assistant
Community Relations
Website Specialist
Wages (9 months 2008)
38,700
51,191
52,727
142,618
Benefits
16,320
22,566
23,722
62,608
Conferences /Mileage
500
500
500
1,500
Upgrade to IT Mgr
Equipment/furniture
2,500
0
0
2,500
Total - Management Analyst
58,020
74,257
76,949
209,226
Finance Director
Total - Upgrade to IT Manager
30,461
31,631
32,580
94,921
Deputy Director
Wages (7 months 2008)
48,000
91,900
94,657
234,557
Grand Total
Benefits
13,500
28,818
30,121
72,438
Total
61,500
120,718
124,778
306,995
Remove Budget Analyst
Wages
(72,900)
(75,087)
(147,987)
(2009 -2010)
Benefits
(25,882)
(27,097)
(52,979)
(98,782)
(102,184)
(200,966)
Net Total - Deputy Director
61,500
21,936
22,594
106,029
Community Relations
Website Specialist
Wages (6 months 2008)
30,000
61,800
63,654
155,454
Benefits
11,600
24,167
25,331
61,098
Total -Web Specialist
41,600
85,967
88,985
216,552
Upgrade to IT Mgr
Wages (incremental increase)
26,600
27,398
28,220
82,218
Benefits
3,861
4,233
4,360
12,703
Total - Upgrade to IT Manager
30,461
31,631
32,580
94,921
Subtotal
$211,481
$248,541
$256,900
$717,171
Grand Total
$243,995
$283,757
$294,704
$822,704
* Includes only those job classifications for which a new position was added to the 2008 budget. Funding was not added
to the 2008 budget for reclassifications of existing personnel and will be accommodated within budgeted funding for
annual wage increases.
Assumptions for 2009 and 2010: Annual
wage increases of 3 %; insurance
cost increases of 6 % per year
CrrY OF DUBLIN_
Office of the City Manager
5200 Emerald Parkway • Dublin, OH 43017 -1006
Phone: 614 - 410 -4400 • Fax: 614 - 410 -4490
To: Members of City Council
From: Jane S. Brautigam, City Manager
Date: November 1, 2007
Memo
Initiated By: David L. Harding, Director of Human Resources
Re: Ordinance No. 88 -07 An Ordinance Amending the Compensation Plan
SUMMARY
Attached for your consideration is Ordinance No. 88 -07, which amends Ordinance No. 73 -06
( "Compensation Plan" for non -union personnel). Adoption of this Ordinance will accomplish the
following objectives:
To incorporate the recommendations of the Classification & Compensation Team
regarding the reclassification of several jobs, the addition of several new job
classifications, the reassignment of one job classification's pay grade, and the creation
of several new job families.
To incorporate certain compensation enhancements /changes resulting from the recent
labor negotiations with the USW union, which were subsequently adopted by
ratification of the new Collective Bargaining Agreement.
To revise the City's Temporary Work Assignment pay policy.
Adoption of the attached legislation would implement the proposed amendments effective January 1,
2008. This legislation is being proposed at this time in order that the amendments contained within
may be considered in tandem with the proposed 2008 Operating Budget, which is scheduled for
Council review on November 8 and November 14, 2007. Funding to support the proposed
Compensation Plan amendments has been programmed into the proposed 2008 Operating Budget.
Reclassifications, New Classifications, Pav Grade Reassignments, Job Families
The Classification & Compensation Team met on several occasions in the latter part of 2007 to
evaluate various proposals regarding the reclassification of certain jobs, the creation of several new job
classifications, the reassignment of one job classification to a different pay grade, and the creation of
several new job families. You will recall that this Team consists of 10 senior managers representing all
segments of the organization, whose mission it is to evaluate all proposed amendments to the
Classification & Compensation system and in turn recommend those amendments deemed appropriate
to Council on an annual basis.
The new classifications proposed by the Team for 2008 relate to the need for new roles in the
organization in order to accomplish important goals, administer new programs or operations, or
enhance the effectiveness of existing organizational functions. The proposed job reclassifications
relate to the reallocation of duties /responsibilities and/or the restructuring of functions within certain
Ordinance 87 -07 — Compensation Plan Amendment
November 1, 2007
Page 2 of 5
departments; and the one pay grade reassignrent relates to the re- evaluation of that job classification's
existing level of responsibility in the organization.
With respect to the creation of job families, the Classification & Compensation Team evaluated the
need to identify career paths within the organization (where appropriate) in order that our workforce
could see the possible future advancement opportunities available to them. As discussed during the
Classification & Compensation Study process in late 2006, one focus of the new Classification &
Compensation system would be the development and use of job families, which is a critical piece of an
effective talent management/retention strategy. Consequently, Section 2, paragraph J. of Ordinance
No. 73 -06 ( "Compensation Plan ") authorized the use of job families as a component of the new
Classification & Compensation system. (Please refer to the attachment labeled "Job Family Concept'
for further information on the job family concept and how it is used).
After considerable deliberation, the Classification & Compensation Team is recommending that the
amendments reflected in Sections 1 — 7 of the attached legislation be adopted. A brief, section -by-
section summary of each of these amendments is provided as follows:
Section 1 . These amendments involve the creation of a new Website Specialist classification and the
creation of a Public Information job family. The primary role of the Website Specialist will be to
provide technical support and assistance to the Website Editor in enhancing the technical capabilities
of our City website. Staff recognizes that there is great opportunity to engage our residents through our
website, and this job would provide the additional capacity for staff to take full advantage of this
opportunity. Our recommendation is for this job classification to be assigned to pay grade 4.3 in the
City salary structure. As the Classification & Compensation Team analyzed the need for a Public
Information job family, it determined that there were three distinct levels of expertise needed in the
public information segment of our Community Relations department. Therefore, the Classification &
Compensation Team is recommending the creation of a three -level job family comprised of a Public
Information Officer classification at pay grade 4.3, a Senior Public Information Officer classification
at pay grade 4.2, and Public Affairs Officer at pay grade 4.1. (Please refer to the attached Salary
Structure table for the range of compensation associated with pay grade 4.1, 4.2, and 4.3.)
Section 2. This amendment involves the reassignment of the Court Clerk job classification from pay
grade 5.3 to 5.2 in the City salary structure. The Classification & Compensation Team re- evaluated
the level of responsibility inherent in this classification and found sufficient justification to reassign it
to a higher pay grade. (Please refer to attached Salary Structure table for the range of compensation
associated with pay grade 5.2 and 5.3.)
Section 3 . These amendments relate to the creation of a Civil Engineer job family. As the
Classification & Compensation Team analyzed the need for a Civil Engineer job family, it determined
that there were three distinct levels of expertise needed in the professional engineering segment of our
Engineering department. Consequently, the Classification & Compensation Team is recommending
the creation of a three -level job family consisting of a Civil Engineer I classification at pay grade 4.3, a
Civil Engineer II classification at pay grade 4.2, and a Senior Civil Engineer at pay grade 4.1. (Refer
to attached Salary Structure table for the range of compensation associated with pay grade 4.1, 4.2, and
4.3.)
Section 4. These amendments involve the reclassification of the Director of Fiscal Administration job
classification to Budget Manager and the creation of a new Deputy Director of Finance classification.
These amendments are part of a plan that would reallocate certain responsibilities within the Finance
Ordinance 87 -07 — Compensation Plan Amendment
November 1, 2007
Page 3 of 5
Department. Under the proposed plan, the existing Director of Fiscal Administration (pay grade 3.2)
would be reclassified to Budget Manager at pay grade 3.3. With its heavy emphasis on budget
preparation and ongoing budget administration, the Budget Manager title is more descriptive of the
primary role in which the existing classification serves. The proposed plan also involves the creation
of a Deputy Director of Finance classification. The primary role of this classification will be to serve
as the Director's principal assistant in the overall management of the Finance department, with a
particular emphasis on several key functional areas including Debt Administration, the administration
of Tax Increment Financing and Economic Development Agreements, Project Accounting, Capital
Budgeting, and Investments. It will also serve as an important role in the succession management
strategy for the Finance Department. The Classification & Compensation Team is recommending that
this classification be assigned to pay grade 3.2 in the City's salary structure. (Refer to attached Salary
Structure table for the range of compensation associated with pay grade 3.2 and 3.3.)
Section 5. This amendment relates to the creation of a new Management Assistant classification in the
Office of the City Manager. This would be an entry- level, professional role designed to attract a recent
graduate from a Masters Degree program in Public Administration and would enable the City to
compete nationally with other top -level local government organizations for the best and brightest talent
entering the field of Public Management. This role is designed to provide professional growth and
development in the field of local government management while contributing in a meaningful way to
the success of the organization through the performance of moderately complex work assignments in
support of the entire organization. The incumbent would serve in this capacity for a period of 24
months, after which he /she would separate service, or if appropriate and desired by the City, be offered
an opportunity to participate in a competitive selection process for existing vacancies in the
organization. (This approach is becoming a "best practice" and has been used successfully in other
top -level local government organizations such as Phoenix, AZ, and Kansas City, MO.) The principal
focus of this role would be to serve as the "Historic Dublin Coordinator ". The Classification &
Compensation Team is recommending that this classification be assigned to pay grade 4.3 in the City's
salary structure. (Refer to attached Salary Structure table for the range of compensation associated
with pay grade 4.3.)
Section 6. These amendments involve the reclassification of the Software Support Analyst
classification to Software Application Specialist, the reclassification of the Support Services
Administrator classification to I.T. Manager, and the creation of a GIS Analyst and an IT Analyst job
family. The reclassification of the Software Support Analyst (pay grade 5.1) to Software Application
Specialist (pay grade 4.3) is based on a better understanding of this classification's role and level of
contribution in the organization and the need to find a title that is a more accurate reflection of the
classification's primary focus. The reclassification of the Support Services Administrator (pay grade
4.1) to IT Manager (pay grade 3.3) is part of a plan to restructure the management functions within the
IT unit. Under the restructuring plan, the IT Manager classification would assume management
responsibility over the GIS function in addition to the support services function, which would provide
for better coordination between these two major functions. In analyzing the need for job families
within the IT unit, the Classification & compensation Team determined that there were two distinct
levels of expertise needed in the GIS and IT Support components of the IT unit. Consequently, the
Classification & Compensation Team is recommending the creation of a two -level job family in each
of the GIS and IT Support components of the IT unit. The IT Support job family would be comprised
of an IT Analyst classification at pay grade 5.1 and a Senior IT Analyst at pay grade 4.3 in the City's
salary structure. The GIS job family would consist of a GIS Analyst classification at pay grade 5.1 and
a Senior GIS Analyst at pay grade 4.3 in the salary structure. Given that the GIS Analyst and IT
Analyst classifications already exist in our Compensation Plan, the Classification & Compensation
Ordinance 87 -07 — Compensation Plan Amendment
November 1, 2007
Page 4 of 5
Team is recommending that the Senior IT Analyst and Senior GIS Analyst classifications be
incorporated into the Compensation Plan at this time. (Refer to attached Salary Structure table for the
range of compensation associated with pay grade 3.3, 4.1, 4.3, and 5.1.)
Section 7. These amendments involve the reclassification of an existing Operations Administrator
position within the Parks and Open Space department to Parks Administrator and the creation of a new
Parks Operations Specialist classification. These amendments are part of a plan to reallocate certain
responsibilities within the Parks & Open Space department. Under the proposed plan, the existing
Operations Administrator position (pay grade 4.2) would be reclassified to Parks Administrator, which
would involve an increase in the level and scope of responsibility over the Forestry and Horticulture
units of the department. This would relieve the Director of Parks & Open Space of the direct, day to
day management of these units, thereby significantly reducing his existing "span of control ". The
Classification & Compensation Team is recommending that the Parks Administrator classification be
assigned to pay grade 4.1 in the City's salary structure. The proposed plan also involves the creation of
a new Parks Operations Specialist classification. The primary role of this classification will be to
coordinate the daily activities and projects assigned to the parks and cemetery operations and provide
day to day direction for all Crew Supervisors. The Classification & Compensation Team is
recommending that this classification be assigned to pay grade 4.3 in the City's salary structure. (Refer
to attached Salary Structure table for the range of compensation associated with pay grade 4.1, 4.2, and
4.3.)
Compensation Enhancements /Changes Resulting from Recent Labor Negotiations
Several compensation enhancements were recently ratified as part of the new Collective Bargaining
Agreement between the USW Union and the City of Dublin and staff is recommending that these
enhancements also be incorporated into the Compensation Plan for non -union personnel. Staff is
recommending that the amendments reflected in Sections 8 — 12 of the attached legislation be adopted.
A brief, section by section summary of each of these amendments is provided as follows:
Section 8. This amendment involves an increase in the number of accrued vacation leave hours at
certain levels in the City's Vacation Leave schedule. Under the proposed amendment, the number of
accrued vacation hours would increase from 172 to 180 at the 11 -15 Completed Years of Public Service
level, from 194 to 200 at the 16 -20 year level, and from 226 to 230 at the 21 or more year level.
Section 9. This amendment involves a change in the Vacation Leave carry over threshold. Under the
proposed amendment, an employee with fewer than eleven (11) completed years of public service
would be eligible to carry over a maximum of 160 hours of Vacation Leave from one payroll calendar
year to another. An employee with eleven (11) or more years of public service would be eligible to
carry over a maximum of 200 hours of Vacation Leave from one payroll calendar year to another. The
current Vacation Leave carry over provision allows for a maximum carry over of 160 hours from one
payroll calendar year to another unless additional carry over is authorized at the discretion of the City
Manager.
Section 10. This amendment involves the adoption of a new Longevity Pay schedule. This new
Longevity Pay schedule represents an increase at each level over the existing schedule. Under the
proposed amendment, the amount of Longevity Pay would increase from $650 to $750 at the Four (4)
through Six (6) years of service level, from $850 to $950 at the Seven (7) through Ten (10) year level,
from $1,050 to $1,250 at the Eleven (11) through Fourteen (14) year level, from $1,150 to $1,500 at the
Ordinance 87 -07 — Compensation Plan Amendment
November 1, 2007
Page 5 of 5
Fifteen through Nineteen (19) year level, and from $1,275 to $1,700 at the Twenty (20) or more year
level.
Section 11. This amendment involves an increase in Tuition Reimbursement. Under the proposed
amendment, the annual tuition reimbursement amount for which an employee is eligible would increase
from $2,750 to $3,000.
Section 12. This amendment involves a change to the City's seventh (7") consecutive day of work pay
provision. Under the proposed amendment, an employee would be compensated at the rate of double
time for hours worked on the seventh (7") consecutive day provided that the employee is required by
his /her supervisor to work on the seventh (7") consecutive day and the employee has first worked at least
thirty-two (32) hours during the five (5) previous days plus a minimum of three (3) hours on the sixth
(0) consecutive day. The current policy allows for double time on the seventh (7") consecutive day if
the employee is required by his/her supervisor to work on the seventh (7 consecutive day and the
employee has worked, or been in paid status, the five (5) previous days plus a minimum of three (3)
hours on the sixth (6") consecutive day.
Revised Temporary Work Assignment Pav Policy
During 2007, the Classification & Compensation Team re- evaluated the City's current Temporary
Work Assignment pay policy and determined that this pay policy should be revised. Consequently,
the Classification & Compensation Team is recommending that the language contained in Section
13 of the attached legislation be adopted. A summary of the proposed amendment to this section is
provided as follows:
Section 13. This amendment involves a change in the amount of the temporary pay supplement
an employee receives when he /she is designated to perform higher -level duties outside the scope
of his /her established job classification for a period of more than ten (10) consecutive work days.
Under the proposed amendment, the amount of the temporary pay supplement an employee would
receive under these circumstances would change from "the minimum of the higher -level job's pay
grade or 10% above the employee's existing rate of pay (whichever is greater)" to "a percentage
rate increase in an amount not to exceed the normal pay adjustment percentage established for the
year in which the temporary pay supplement occurs, unless unusual circumstances exist to justify
a higher rate of pay ". (The normal pay adjustment for 2008 will be 3 %.) In recommending this
policy change, the Classification & Compensation Team felt that the "the minimum of the higher -
level job's pay grade or 10% above the existing rate of pay" as a general rule was too generous.
The Classification & Compensation Team also felt, however, that it was important to provide for
some discretion in the case of unusual circumstances; therefore, the proposed new policy would
allow for higher temporary pay supplements when such would be warranted by unusual
circumstances.
RECOMMENDATION
Staff Recommends that Ordinance No. 88 -07 be adopted at its second reading at the November
19, 2007 Council Meeting.
JOB FAMILY CONCEPT
A job family is defined as a logical progression of positions requiring similar core skills
and accomplishing similar work. The differences in the levels of the job family relate to
the depth and breadth of expertise in the family discipline and the effective application of
that expertise in specific assignments. In most cases, it is reasonable to expect an
incumbent with strong performance and on- the -job training to develop the skills to
qualify for higher levels in the family when they are available.
Each job family is described in more detail in a written description for each family. In
general, a family may have from two to three levels:
Level 1 : Developmental is the first level in most families and is the entry
point to the family. Incumbents at this level are expected to have some
relevant experience so that they are able to perform the routine functions
within the family. While in this level, typically for a period of one to three
years, they are expanding their specific knowledge of their discipline and
learning Dublin - specific procedures, processes, and people.
Level 2 : Career is the core level that most incumbents may expect to
achieve based on strong job performance, increased expertise in the family,
and expansion of personal responsibilities and impact on the work unit. This
is the journey level in each family and incumbents are able to perform all but
the most unusual assignments in their function. In most cases, incumbents
will be moved from Level 1 when they have demonstrated that they can
perform at Level 2, without the need for a vacant position or competitive
selection process.
Level 3 : Functional Lead or Specialist is the advanced level for roles that
require specialized expertise and /or functional leadership in the family.
Incumbents at this level are recognized technical experts and resources for
less experienced staff and provide leadership, guidance, and direction on
projects or assignments with a high degree of independence. This level is
only used in cases where there is clearly an organizational need for one or
more of these roles and is not an expected progression for incumbents in the
family. These will be specific budgeted positions where the most likely
candidates will be individuals who are currently at the Career level in the
family. Promotions to this level will only occur when there is a vacant
position and a competitive selection process.
It is assumed that these levels are cumulative. In other words, an incumbent at the
Functional Lead or Specialist level should also be able to perform the majority of
assignments at any of the lower levels in the family. At the higher levels in the family,
however, incumbents are expected to spend the majority of their time planning,
organizing, or leading others in projects or assignments rather than performing the basic
functions in the family.
AN ORDINANCE AMENDING SECTIONS 2 (WAGE & SALARY
STRUCTURE /ADMINISTRATION), 12 (VACATION LEAVE), 14
(LONGEVITY PAY), 16 (TUITION REIMBURSEMENT), 17
(TEMPORARY WORK ASSIGNMENT), AND 18
(OVERTIME /COMPENSATORY TIME) OF ORDINANCE 73 -06
( "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, of the elected members concurring that:
Section 1. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by deleting the Public Information Officer
classification title and corresponding pay grade (4.2) listed under the Community
Relations /Public Information functional categorical heading and incorporating the new
classification titles and corresponding pay grades, as follows:
Communitv Relations /Public Information
Classification Title
Pay Grade
Website Specialist
4.3
Public Information Officer
4.3
Senior Public Information Officer
4.2
Public Affairs Officer
4.1
Section 2. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by changing the existing pay grade (5.3) for the
Court Clerk job classification listed under the Criminal Justice functional categorical
heading to the following:
Criminal Justice
Classification Title
Pay Grade
Court Clerk
5.2
Section 3. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by deleting the Civil Engineer classification title
and corresponding pay grade (4.2) listed under the Engineering /Electrical functional
categorical heading and incorporating the new classification titles and corresponding
pay grades, as follows:
88 -07 Page 2
EnLineerine /Electrical
Classification Title
Pa Grade
Civil Engineer I
4.3
Civil Engineer II
4.2
Senior Civil Engineer
4.1
Section 4. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by deleting the Director of Fiscal Administration
classification title and corresponding pay grade (3.2) listed under the
Finance / Accounting /Procurement functional categorical heading and incorporating the
new classification titles and corresponding pay grades, as follows:
Finance/Accounting /Procurement
Classification Title
Pay Grade
Budget Manager
3.3
Deputy Director of Finance
3.2
Section 5. That Section 2 (Wage & Salary Structure /Administration), paragraph A. of
Ordinance No. 73 -06 be amended by incorporating a new job classification title and
corresponding pay grade under the General Management /Administration functional
categorical heading, as follows:
General Manaeement/Administration
Classification Title
Pay Grade
Management Assistant
4.3
Section 6. That Section 2 (Wage & Salary Structure /Administration), paragraph A. of
Ordinance No. 73 -06 be amended by deleting the Software Support Analyst
classification title and corresponding pay grade (5.1) listed under the Information
Technology functional categorical heading and incorporating the new classification
titles and corresponding pay grades, as follows:
Information Technology
Classification Title
Pay Grade
Software Application Specialist
4.3
Senior I.T. Analyst
4.3
Senior GIS Analyst
4.3
I.T. Manager
3.3
Section 7. That Section 2 (Wage & Salary Structure /Administration), paragraph A of
Ordinance No. 73 -06 be amended by incorporating the new classification titles and
corresponding pay grades under the Natural Resources functional categorical heading,
as follows:
Natural Resources
Classification Title
Pay Grade
Parks Administrator
4.1
Parks Operations Specialist
4.3
88 -07 Page 3
Section 8 . That Section 12 (Vacation Leave), paragraph A of Ordinance No. 73 -06 be
amended by increasing the number of accrued vacation hours per year at the 11 -15,
16 -20, and 21 or more years of service levels from 172, 194, and 226 respectively to
the following:
Completed Years of
Public Service
Accrued Vacation
Hours per Year
11- 15 Years
180 Hours
16 -20 Years
200 Hours
21 Years or More
230 Hours
Section 9 . That Section 12 (Vacation Leave), paragraph G of Ordinance No. 73 -06 be
amended by deleting the language contained therein and replacing it with the
following:
G. An employee with fewer than eleven (11) completed years of public
service may automatically carry over from one payroll calendar
year to another a maximum of 160 hours of vacation leave. An
employee with eleven (11) or more completed years of public
service may carry over a maximum of 200 hours of vacation leave
from one payroll calendar year to another.
Section 10. That Section 14 (Longevity Pay), paragraph A of Ordinance No. 73 -06 be
amended by deleting the longevity pay schedule contained therein in and replacing it
with the following:
Completed, Consecutive Years of Service
in Full-Time Permanent Positions with
the City of Dublin
Amount
Four (4) through Six (6) Years
$750.00
Seven 7 through Ten 10 Years
$950.00
Eleven 11 through Fourteen 14 Years
$1,250.00
Fifteen (15) through Nineteen (19) Years
$1,500.00
Twenty 20 or More Years
$1,700.00
Section 11. That Section 16 (Tuition Reimbursement), paragraph A of Ordinance No.
73 -06, be amended by increasing the annual tuition reimbursement amount for which
an employee is eligible from the $2,750.00 contained thereinto $3,000.00.
Section 12. That Section 18 (Overtime /Compensatory Time), paragraph E of
Ordinance No. 73 -06, be amended by deleting the language contained therein and
replacing with the following:
E. When a non - exempt employee is required by an appropriate
supervisor to work on the seventh (7 consecutive day within such
employee's scheduled workweek, and such employee has actually
worked at least thirty -two (32) hours in the five (5) previous days
plus a minimum of three (3) hours on the sixth (6 consecutive day
of work, such employee shall be compensated at the rate of double
time for all hours worked on the seventh (7 consecutive day. For
purposes of this section, the seventh (7 consecutive day shall be
considered to start at 12:00 midnight and end at 11:59 pm
Section 13. That Section 17 (Temporary Work Assignment), paragraphs A and B of
Ordinance No. 73 -06 be amended by deleting the language contained therein and
replacing it with the following:
88 -07 Page 4
A. When an employee is designated by a Director or the City Manager
to perform higher -level duties outside the scope of his /her
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 (11 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 shall have the discretion
to award such retroactivity. Upon the determination to award a
temporary pay supplement, a percentage rate increase shall be
awarded in an amount not to exceed the normal pay adjustment
percentage established for the year in which the need for the
temporary pay supplement occurs, unless unusual circumstances
exist to justify a higher rate of pay. Any exception for unusual
circumstances must be supported by substantial written
justification. 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,
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 . That this Ordinance shall be effective January 1, 2008.
Passed this day of 1 2007.
Mayor— Presiding Officer
ATTEST:
Clerk of Council
City of Dublin
Salary Structure
January 2007 - December 2008
Band
Grade
Market
Target
Premium
Guidance
1
$ 116,400
- $ 139,700
$ 139,700 -
$ 170,700
$ 170,700
- $ 201,800
Leadership
2
$
95.100
- $ 112,100
$ 112,100 -
$ 134,700
$ 134,700
- $ 157,400
Operations
3.1
$
73,400
- $
88,000
$
88,000 -
$ 107,600
$ 107,600
- $ 127,100
Operations
3.2
$
68,900
- $
82,700
$
82,700 -
$ 101,100
$ 101,100
- $ 119.500
Operations
3.3
$
65,100
- $
78,100
$
78,100 -
$ 95,500
$
95.500
- $ 112,800
Implementation
4.1
$
56,600
- $
68,000
$
68,000 -
$ 83,100
$
83,100
- $ 94,400
Implementation
4.2
$
49,700
- $
59,700
$
59,700 -
$ 72,900
$
72,900
- $ 82,900
Implementation
4.3
$
44,000
- $
52.800
$
52,800 -
$ 64,600
$
64,600
- $ 73,400
Implementation Services
5.1
$
39,500
- $
47,300
$
47,300 -
$ 57.900
$
57,900
- $ 65,800
Implementation Services
5.2
$
35,300
- $
42,300
$
42,300 -
$ 51,700
$
51
- $ 58,800
Implementation Services
5.3
$
32,100
- $
38,500
$
38,500 -
$ 47,100
$
47,100
- $ 53,500
Specialized Services
6.1
$
29,300
- $
35,200
$
35,200 -
$ 43,000
$
43,000
- $ 46,900
Specialized Services
6.2
$
26,900
- $
32,200
$
32,200 -
$ 39.400
$
39,400
- $ 43,000
Specialized Services
6.3
$
24,800
- $
29,700
$
29,700 -
$ 36,300
$
36.300
- $ 39,600