11-97 OrdinanceRECORD OF ORDINANCES
Dayton Legal Blank Co. Form No. 30043
Ordinance No.II 97 ------ _ Passed------- --- - - --- 19
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
WHEREAS, Council has determined that adoption of these amendments is necessary to the
administrative/operational efficiency of the City;
NOW, T~-IEREFORE 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:
Classification Title
Assistant Recreation Program Supervisor
Volunteer Coordinator
Classification Title
Assistant GIS/CAD Technician
Classification Title
Assistant Community Relations Specialist
Pay Grade
6B
7B
Granhics/Desi~
Pay Grade
3
Pay Grade
4
Section 2. That Section 2. ("WAGE & SALARY STRUCTURE/ADMII~TISTRATION"),
subsection A. of Ordinance No. 98-96 be amended by re-assigning the Police Lieutenant
classification under the "Law Enforcement" categorical heading from Pay Grade 11 to the
following:
Classification Title
Police Lieutenant
Pay Grade
10
Section 3. This Ordinance shall take effect and be in force on the earliest date permitted by
law.
Passed thi~,s,%~~ day of,/'G~/' , 1997.
%~,.-~
-Presiding Officer
ATTEST:
Clerk of Council
i hereby certify that copies of this 4rd~nance/Reieletien.were posted
City of Dublin in accordance wit!• Section 731.25 of the Ohio Revised
I the
I N T E R
MEMO
O F F I C E
To: Members of Dublin City Council
From: Timothy C. Hansley, City Manager ~ '
Subject: Ordinance No. 11-97 Amending the City Compensation Plan
Date: February 13, 1997
By: David L. Harding, Director of Human Resources/Procurement ~--~
Attached for your consideration is Ordinance No. 11-97 amending certain sections of the City
Compensation Plan (Ordinance No. 98-96). These amendments relate to two issues:
- the adoption of formal pay grades and ranges for four (4) new job
classifications/positions authorized by the 1997 Budget; and
- the re-grading of the Police Lieutenant classification from pay grade 11 ($45,257 -
$67,886) to pay grade 10 ($41,482 - $62,223) prior to making promotional appointments
to the two existing vacant positions.
The 1997 Budget authorized four new positions for which no previously adopted job classification
titles or pay grades existed in the City Compensation Plan (Ordinance No. 98-96). Anytime new job
classifications are created, pay grades and ranges must formally be adopted by Council via
amendments to the existing Compensation Plan. The new job classifications requiring the adoption
of formal pay grades and ranges are as follows:
- Assistant Community Relations Specialist
- Assistant GIS/CAD Technician
- Assistant Recreation Program Supervisor
- Volunteer Coordinator
The issue before Council, at this point, is not the "need" for these positions, as that was discussed
in depth during the Budget hearings by each respective Department/Division Head. The issue before
Council now is the formal assignment of these new positions/classifications to appropriate pay
Ordinance No. 11-97 Amending the City Compensation Plan
Page 2
grades within the City's grade structure. Although the "need" for these new positions/classifications
was discussed during the Budget hearings, and the positions were subsequently authorized, it may
be helpful, at this point, to recap the primary function of each of these new positions/classifications.
Assistant Community Relations Specialist (Division of Community Relations)
This position is designed to assist the Community Relations Specialist and the Director
of Community Relations in designing, developing, and producing the more routine
internal and external written communication pieces and to assist in performing the more
routine elements associated with the promotion and administration of special events.
A i taut I / AD Technician (Department of Development)
This position is designed to assist the GIS/CAD Technician in creating maps and
drawings and preparing graphics for public presentations using AutoCAD and GIS
technology.
- A is ant Recreation Program ~pervisor (Division of Parks & Recreation)
The specific position in question is designed to assist the Aquatics Program Supervisor
in supervising, selecting, training, and evaluating the aquatics staff and in the general
administration of the Aquatics program area.
- Volunteer Coordinator (Division of Parks & Recreation
This position is designed to recruit and coordinate the placement of community
volunteers to support the administration/operation of City-wide programs and activities.
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 completed 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:
- Assistant Community Relations Specialist -Pay Grade 4 ($24,255- 36,383)
- Assistant GIS/CAD Technician -Pay Grade 3 ($22,230 - $33,345)
- Assistant Recreation Program Supervisor -Pay Grade 6B ($29,279 - $43,919)
- Volunteer Coordinator -Pay Grade 7B ($31,944 - $47,915)
Ordinance No. 11-97 Amending the City Compensation Plan
Page 3
As Council is aware, with the promotion of Rob Geis from Lieutenant to Chief of Police and the
authorization of an additional Lieutenant position via the 1997 Budget, the City is in the midst of
conducting a promotional selection process to fill both positions. Prior to initiating the process, the
Human Resource Staff re-evaluated the scope of responsibility each Lieutenant would possess under
a two Lieutenant structure, as compared to the single Lieutenant structure when Rob Geis served in
that role. The Human Resources staff analyzed and factored the positions, under the two Lieutenant
structure, using the "Position Appraisal Method" point-factoring system. Due in large part to the
considerably narrower scope that each position would have under the two Lieutenant structure, the
Lieutenant classification grade dropped from a Pay Grade 11 to a Pay Grade 10. Staff is therefore
recommending that while both positions are still vacant, the Lieutenant classification be re-assigned
from Pay Grade 11 ($45,257 - $67,886) to Pay Grade 10 ($41,482 - $62,223).
TCH/DLH/kst
Attachments
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