Ordinance 2494-00 - Laserfiche WebLink

J j , / .00/044v ORDINANCE NO. 2494-00 AN ORDINANCE approving appointive and other non-bargained positions in the City of Everett, including a performance management and compensation plan,position titles, compensatory time and vacation accrual; and repealing Ordinance No. 805-81, amending Sections 1 and 2 of Ordinances No. 1782-91 and 2229-97 (EMC 2.10.030 and .070), amending Sections 3, 4.A. and 5.A. of Ordinance No. 1866-92 (EMC 2.72.100 C., D.1., E.1.), and amending Section 1.D. of Ordinance No. 1594-89 (EMC 2.74.040). THE CITY OF EVERETT DOES ORDAIN: Section 1: Performance Management and Compensation Plan. 1.1 Purpose in Creating a Compensation Plan: A performance management and compensation plan is established for all city positions that are not covered by a collective bargaining agreement, excluding day laborers. This plan provides a systematic method of assigning pay,based on employee performance. The purpose of the plan is to attract, place, and retain the best-qualified people for our work force, and to encourage and reward the effective job performance of City employees who make a positive difference in the lives of City of Everett residents. 1.2 Appointive Employee Compensation Committee: An Appointive Employee Compensation Committee is established to oversee the administration of the compensation and performance management plan. The Committee is comprised of seven members who are appointive employees and are selected to serve on the Committee by the Mayor. Under the direction/approval of the Mayor and City Administration, the Compensation Committee's responsibilities include the ongoing establishment, management, and revision of all appointive employee compensation rules and procedures. The Committee also reviews and evaluates performance management plans and other programs that affect the compensation of covered employees, and it approves job class evaluations and market studies, as necessary. 1.3 Classification of Positions: The positions covered by this plan will be classified and distinguished according to their requisite qualifications, including knowledge, skills, and abilities; education and experience; and physical demands and working conditions. 1.4 Salary Structure: The plan shall consist of twenty-two (22) salary ranges with ten (10) steps within each range. Each range spread is approximately 30% from step one (1) through step ten(10). Each step progression represents an approximate 2.96% increase in pay. Progression through a salary range depends on individual job performance. Employees will meet with their supervisor annually to review and discuss AppointiveEmployeeOrdinance 1