RES 75144 - 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: 1o City Manager and City Attorney City Manager Appointees Middle Manegement 4o Confidential Employees Review of 1974-75 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 8.72% plus management fringe benefits. In addition, the City Council authorized the City Manager to investigate and implement a sabbatical program, which we have postponed this year in order to await a further definition of the training needs of the City and to develop an information base to establish training goals and objectives for management personnel. In reviewing salary surveys for management personnel this year I have provided the City Council with salaries of other management personnel in similarly situated Jurisdictions around the area. Generally speaking, it would appear that top management personnel are about 10% to 15% behind the average, and middle management personmel are 5% to 10% behind the average° With respect to fringe bernefits it appears that the management personnel have fringe benefits ~hich amount to $300.00 to $400.00 per year over and above the regular employees. These benefits are two fold; namely, two days administrative leave per year, and fully paid health insurance. Problem Areas As a result of the reorganization and change of certain personnel within the organization, certain problems have arisen which should be corrected or clari- fied for the management personnel. At the present time there is a vacation liability for management personnel on the books of $44,000.00, which should be reviewed and reduced. In addition, the policy on overtime, holiday pay, uniform allowance, and use of City vehicles must be clarified by administra- tive directlye.