RES 76163 - Laserfiche WebLink

This situation was obviously detrimental to the development of an effective management focus among the City's management personnel, because the manage- ment personnel were placed in the unacceptable position wherein they were dependent for salary and fringe benefit increases upon the employees they were responsible for supervising. Under this situation, the management personnel tended to be employee-oriented rather than management-oriented. The management compensation plan hopefully results in the development of a management outlook by those employees responsible for the management of the City. At this time, we feel that there is continued justification and reason for the establishment of separate compensation plans for the following cate- gories of employees: 1. City Manager and City Attorney 2. City Manager Appointed 3. City Attorney Appointed 4. Individually Negotiated 5. Middle Management 6. Confidential Employees Review of 1975-76 The City Council will recall that they authorized an average of 10% increase plus management fringe benefits for last year. As a practical matter com- pensation was given which amounted to 9.64% plus management fringe benefits.. Last year the City Council also authorized the City Manager [o attempt to redur_e the vacation liability by paying up to five (5) days accumulated vacation to be paid at the end of the Calendar Year provided the current year's vacation accumulation had been used and provided that the total amount of accumulated vacation was in excess of twenty (20) days. In this regard, we feel that the program has been successful and resulted in the reduction of vacation liability from $45,000.00 last year to only $8,000.00 this year. The City Council also instructed the City Manager to clarify by administra- tive directive, the use of vehicles, the payment for holidays, uniform allow- ances, and overtime for management personnel. This has been done which has resulted in the virtual elimination of premium pay f.or management positions and a substantial savings to the City. In reviewing salary surveys for management personnel this year I have pro- vided the City Council with salaries of other management personnel in similarly situated jurisdictions around the area. Generally speaking, it would appear that management personnel are about 10% to 20% behind the average. Coupling this with the fact that the rank and file are at or above the average and that premium pay has been eliminated for management personnel, the total compensation for many non-management positions exceeds that f.or management personnel.. A review of the 1975 W-2 forms has verified this fact. 4.