HomeMy WebLinkAbout2001-062 Settlement of 2002 CBA’s; not including Transit ORDINANCE NO. 2001- 62
AN ORDINANCE relating to City personnel; adopting a classification and compensation plan for
City employees to be effective January 1, 2002; amending Subsections
2.20.100 A, 2.20.100 C, 2.20.100 D, 2.20.110 A, 2.20.110 B, 2.20.110 C,
2.20.110 E, and 2.20.110 G, all of the City of Yakima Municipal Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. Subsection 2.20.100 A of the City of Yakima Municipal Code is hereby amended
to read as follows:
"2.20.100 Classification Plan.
A. Plan Adopted. A classification plan for city employees is hereby adopted to be
effective January 1, 2002, which plan shall consist of the various following subsections of this section."
Section 2. Subsection 2.20.100 C of the City of Yakima Municipal Code is hereby amended
to read as follows:
"C. Civil Service Classes
•
Class No. Class Title (Pay Range)
2000 Administrative & Fiscal Technical Group
2100 Data Processing Series
2101 Computer Programmer (R 13.5)
2102 GIS Technician (R 14.5)
2103 Programmer Analyst (R 16.5)
2104 Senior Analyst (R 19.0)
2105 Computer Operator/Programmer (R 10.5)
2106 Computer Operations Assistant (R 9.0)
2107 Computer Operations Technician (R 11.5)
2108 Computer Client Services Technician (Pay Range 19.5)
2109 Applications Developer (Pay Range 20.5)
2110 Database Administrator (Pay Range 23.0)
2111 Lead Applications Systems Designer (Pay. Range 24.0)
2112 Network Services Engineer (Pay Range 25.0)
PERSIX 2002 Work Ordinance (11/20/2001) -- 1 --
Class No. Class Title (Pay Range)
2200 Management Technical Series
2230 Assistant Buyer (R 12.5)
2231 Buyer (R 16.5)
2232 Central Storekeeper (R 10.5)
2251 Cable Television Coordinator (R 18.0)
2252 Community Programming Coordinator (R 13.5)
2253 Community Programming Assistant (R 9.5)
2254 Municipal Producer (R 11.0)
2262 Safety and Training Officer (R 15.0)
2300 Fiscal Series
2310 Grant Coordinator (R 15.0)
2312 Accounting Technician (R 12.5)
2314 Budget Analyst (R 20.0)
2315 Cashier (R 6.5)
2316 Accounting Clerk II Financial Services Specialist (R 8.5 12.5)
3000 Engineering, Planning & Technical Group
3100 Civil Engineering Series
3112 Engineering Associate (R 19.0)
3115 Project Engineer (R 22.5)
3130 Development Engineer (R 21.0)
3200 Electrical Engineering Series
3300 Planning Series
3310 Planning Specialist (R 10.5)
3311 Assistant Planner (R 16.5)
3320 Community Development Specialist (R 19.0)
3321 Associate Planner (R 19.0)
3322 Senior Planner (R 20.0)
3323 Grants Writer /Compliance Officer (R 20.0) -
4000 Engineering, Planning & Inspection Technical Group
4100 Civil Engineering Technical Series
4111 Engineering Aid (R 9.5)
4115 Engineering Utility Specialist (R 16.0)
4121 Engineering Technician I (Design) (R 13.0)
4122 Engineering Technician I (Records) (R 13.0)
4125 Engineering Technician II (R 16.5)
4131 Engineering Technician I (Survey) (R 13.0)
4133 Engineering Technician III (Survey) (R 17.0)
4134 Engineering Technician III (Design) (R 17.0)
4135 Engineering Technician III (Development) (R 17.0)
4141 Construction Inspector (R 17.0)
PERSIX 2002 Work Ordinance (11/20/2001) -- 2 --
Class No. Class Title (Pay Range)
4200 Electrical Technical Series
4211 Traffic Signal Aide (R 11.0)
4221 Signal/Electrical Technician I (R 14.0)
4222 Signal/Electrical Technician II (R 16.0)
4223 Signal/Electrical Technician III (R 20.5)
4240 Instrument Technician (R 18.5)
4300 Plans Examiner Series
4310 Plans Examiner I (Residential) (R 16.0)
4315 Plans Examiner II (Commercial) (R 20.0)
4400 Code Inspection Series
4410 Code Inspection Trainee (R 12.0)
4419 Code Compliance Officer (R 15.0)
4420 Fire Code Inspector (R 17.0) •
4421 Code Inspector (R 17.0)
4441 Permit Technician (13.0)
4500 Electronics Technical Series
4520 Electronics Technician I (Pay Code 547)
4521 Electronics Technician II (Pay Code 550)
4522 Electronic Communications Supervisor (Pay Code 545)
4600 Traffic Technical Series
4611 Traffic Aid (R 9.5)
4621 Traffic Technician I (R 13.0)
4622 Traffic Technician II (R 16.5)
4632 Traffic Associate (R 19.0)
5000 Human Services Group
5100 Housing Services Series
5121 Housing Rehabilitation Assistant (R 10.5)
5122 Neighborhood Development Rehabilitation Specialist I (R 14.0)
5123 Neighborhood Development Rehabilitation Specialist II (R 18.0)
5124 Housing Rehabilitation Specialist III (R 19.0)
5130 Home Remodeling Technician (R 14.5)
5151 Housing Loan Specialist (R 15.0)
5152 Housing Accounting Specialist (R 12.5)
5154 Neighborhood Development Assistant (R 11.5)
5200 Recreation Series •
5201 Golf Starter (R 5.5)
5234 Recreation Leader (R 6.5)
5254 Athletic Coordinator (R 12.5)
5255 Recreation Coordinator (R 12.5)
5267 Aquatic Leader (R 7.0)
5268 Lifeguard/Instructor (R 2.0)
5271 Parks and Recreation Administrative Specialist (R 16.5)
PERSIX 2002 Work Ordinance (11/20/2001) -- 3 --
Class No. Class Title (Pay Range)
6000 Public Protection Group
6100 Police Protection Series
6121 Police Officer (Pay Code 400)
6124 Police Sergeant (Pay Code 450)
6126 Police Lieutenant (Pay Code 968)
6127 Police Captain (Pay Code 966)
6200 Police Support Series
6210 Senior Evidence Technician (R 18.0)
6211 Evidence Technician (R 17.0)
6212 Assistant Evidence Technician (R 12.0)
6221 Corrections Officer (R 15.5)
6235 Corrections Administrative Specialist (R 16.0)
6241 Police Information Specialist (R 16.0)
6242 Police Records Supervisor (R 14.0)*
6243 Police Department Assistant III (R 8.5)*
6251 Police Department Assistant I (R 5.5)
6252 Police Services Specialist I (R 10.0)
6253 Police Services Specialist II (R 14.0)
6255 9 -1 -1 Calltaker (Pay Code 590)
6260 Police Cadet (R 5.0)
6300 Fire Protection Series
6321 Firefighter (Pay Code 530)
6323 Fire Lieutenant (Shift) (Pay Code 525)
6324 Fire Lieutenant (Day) (Pay Code 526)
6325 Fire Captain (Shift) (Pay Code 515)
6326 Fire Captain (Day) (Pay Code 510)
6327 Battalion Chief (Shift) (Pay Code 969)
6328 Battalion Chief (Day) (Pay Code 968)
6338 Fire Investigation and Education Officer (Pay Code 510)
6339 Fire Investigator (Pay Code 520)
6380 Deputy Fire Chief (Pay Code 966)
6400 Fire Support Series
6411 Fire Dispatcher (Pay Code 575)
6412 Public Safety Dispatcher (Pay Code 575)
6415 Public Safety Lead Dispatcher (Pay Code 558)
6425 Alarm Supervisor (Pay Code 555)
6440 Secretary I (Pay Code 585)
6441 Secretary II (Pay Code 580)
6500 Animal Control Series
6510 Animal Control Officer (R 15.0)
6511 Animal Control Officer (Lead) (R 10.5)
* Retained for Police Pension Purposes
PERSIX 2002 Work Ordinance (11/20/2001) - 4 --
Class No. Class Title (Pay Range)
6600 Parking Control Series
6610 Parking Enforcement Officer (R 13.0)
6611 Lead Parking Enforcement Officer (R 9.5)
7000 Office Support Group
7100 Clerical Series
7110 Senior Center Clerk (R 6.5)
7121 Department Assistant I (R 5.5)
7122 Department Assistant II (R 6.5)
7123 Department Assistant III (R 8.5)
7124 Department Assistant IV (R 10.5)
7131 Word Processing Typist (R 8.0)
7141 Pension/Records Clerk (R 12.5)
7151 Water/Irrigation Division Administrative Specialist (R 12.0)
7300 Utility Service Series
7311 Water Service Specialist (R 14.5)
7315 Utility Service Representative (R 12.0)
7500 Data Processing Support Series
7511 Data Entry Operator I (R 5.5)
7512 Data Entry Operator II (R 7.0)
7600 Duplicating Series
7611 Print Shop Operator (R 11.5)
8000 Maintenance and Crafts Group
8100 Maintenance and Crafts Supervision Series
8111 Park Supervisor I (R 13.0)
8200 Mechanical Repair Series
8203 Fleet Maintenance Technician (R 14.5)
8204 Vehicle Maintenance Attendant (R 10.0)
8205 Police Fleet Specialist (R 15.5)
•
8211 Mechanic I (R 17.0)
8213 Automotive Storekeeper (R 15.5)
8221 Machinist (R 14.0)
8230 Maintenance Mechanic (Pay Code 560)
8241 Industrial Maintenance Mechanic (R 17.0)
8242 Preventative Maintenance Technician (R 15.0)
8251 Waterworks Device Technician (R 16.0)
8300 Plant Operation Series
8301 Wastewater Facility Support Worker (R 8.5)
8302 Industrial Waste Operator (R 14.5)
8311 Wastewater Treatment Plant Operator I (R 10.5)
8312 Wastewater Treatment Plant Operator II (R 15.0)
8313 Wastewater Treatment Plant Operator III (R 17.0)
PERSIX 2002 Work Ordinance (11/20/2001) -- 5 --
Class No. Class Title (Pay Range)
8320 Laboratory Assistant (R 10.5)
8321 Laboratory Technician (R 15.5)
8322 Pretreatment Technician (R 15.5)
8326 Laboratory Chemist (R 19.0)
8331 Water Treatment Plant Operator I (R 10.5)
8332 Water Treatment Plant Operator II (R 12.5)
8333 Water Treatment Plant Chief Operator (R 17.5)
8335 Water Quality Specialist (R 17.5)
8400 Equipment Operation Series
8421 Equipment Operator I (R 10.5)
8422 Equipment Operator II (R 12.0)
8423 Equipment Operator III (R 14.0)
8433 Solid Waste Crew Leader (R 15.5)
8500 Facilities Maintenance Series
8511 Custodian (R 4.5)
8541 Building Maintenance Specialist (R 8.5)
8542 Facility Maintenance Specialist (R 11.5)
8600 Labor and Crafts Series
8610 Labor Helper (R 2.0)
8621 Monument Setter (R 11.5)
8631 Utility Worker (R 10.5)
8641 Solid Waste Maintenance Worker (R 12.5)
8651 Concrete Specialist I (R 13.5)
8663 Traffic Sign Specialist (R 13.5)
8664 Senior Traffic Sign Specialist (R 14.5)
8671 Irrigation Specialist I (R 12.0)
8672 Irrigation Specialist II (R 13.5)
8673 Irrigation Crewleader (R 17.0)
8681 Storekeeper (R 15.5)
8700 Public Works Maintenance Series
8701 Street Inspector (R 17.0)
8710 Street Laborer (R 9.0)
8711 Street Maintenance Specialist (R 14.5)
8713 Street Maintenance Crew Leader (R 17.5)
8721 Street Cleaning Specialist I (R 10.5)
8722 Street Cleaning Specialist H (R 12.5)
8731 Sewer Maintenance Specialist I (R 10.5)
8732 Sewer Maintenance Specialist II (R 15.0)
8733 Sewer Maintenance Crew Leader (R 17.0) _
8741 Waterworks Specialist I (R 13.5)
8742 Waterworks Specialist II (R 15.0)
8743 Waterworks Specialist III (R 13.5)
8744 Water Distribution Crewleader (R 17.0)
8745 Waterworks Drafting/Service Representative (R 16.0)
8750 Utilities Locator (R 14.5)
8755 Construction Quality Control Technician (R 17.5)
PERSIX 2002 Work Ordinance (11/20/2001) -- 6 --
Class No. Class Title (Pay Range)
8800 Parks Maintenance Series
8810 Park Laborer (R 9.0)
8820 Park Caretaker (R 6.5)
8821 Park Specialist I (R 9.5)
8822 Park Specialist II (R 10.5)
8823 Park Specialist III (R 12.5)
8825 Golf Course Maintenance Specialist (R 16.5)
8830 Cemetery Specialist (R 12.5)
8840 Pool Maintenance Specialist (R 12.5)
9000 Temporary Work Group
9100 City Worker Series
9112 Outside City Worker II
9113 Outside City Worker III
9114 Outside City Worker IV
9123 Office (Inside) City Worker II
9124 Office (Inside) City Worker III
9125 Office (Inside) City Worker IV
9126 Temporary Refuse Helper"
Section 3. Subsection 2.20.100 D of the City of Yakima Municipal Code is hereby amended
to read as follows:
"D. Union Exempt Civil Service Classes
Class No. Class Title
10000 Union Exempt Management Support Group
10100 Human Resource Series
10101 Deputy Human Resources Manager (Pay Code 972)
10102 Chief Examiner (Pay Code 975)
10103 Human Resources Specialist (Pay Code 981)
10104 Human Resources Assistant (Pay Code 984)
10200 Data Processing Series
10201 Senior Analyst (Pay Code 974)
10300 Fiscal Series
10301 Payroll Officer (Pay Code 975)
10302 Accountant (Pay Code 975)
10303 Financial Services Officer (Pay Code 972)
10304 Financial Services Officer -- Treasury (Pay Code 972)
10305 Financial Services Technician -- Payroll (Pay Code 981)
PERSIX 2002 Work Ordinance (11/20/2001) -- 7 --
Class No Class Title
10500 Clerical Series
10502 Deputy City Clerk (Pay Code 981)
10506 Executive Assistant (Pay Code 980)
10507 Administrative Secretary (Pay Code 983)
10510 Legal Assistant III (Pay Code (980)
10511 Legal Assistant II (Pay Code 983)
10512 Legal Assistant I (Pay Code 984)
10600 Civil Engineer Technical Support Series
10601 Engineering Contracts Specialist (Pay Code -980)
11000 Union Exempt Technical Supervisory Group
11100 Civil Engineering Supervisory Series
11101 Construction Supervisor (Pay Code 973)
11102 Utility Engineer (Pay Code 971)
11103 Supervising Traffic Engineer (Pay Code 973)
11104 Senior Engineer (Pay Code 972)
11105 Water/Irrigation Engineer (Pay Code 972)
11200 Planning Supervisory Series
11201 Supervising Associate Planner (Pay Code 973)
11202 Senior Project Planner (Transit) (Pay Code 972)
11250 Code Inspection Supervisory Series
11251 Supervising Code Inspector (Pay Code 973)
11300 Electrical Supervisory Series
11301 Traffic Operations Supervisor (Pay Code 974)
11400 Housing Services Supervisory Series
11401 Senior Program Supervisor (Pay Code 978)
11410 Neighborhood Development Services Operations Supervisor (Pay Code 973)
11500 Recreation Supervisory Series
11501 Recreation Program Supervisor (Pay Code 980)
11502 Aquatics Program Supervisor (Pay Code 975)
11600 Clerical Series
11601 Community and Economic Development Office Administrator (Pay Code 980)
11602 Code Inspection Office Assistant (Pay Code 981)
11603 Public Works Office Assistant (Pay Code 983)
11700 Police Support Supervisory Series
11701 Administrative Assistant to the Police Chief (Pay Code 980)
11710 Police Services Supervisor (Pay Code 978)
11720 Corrections Sergeant (Pay Code 978)
PERSIX 2002 Work Ordinance (11/20/2001) -- 8 --
Class No. Class Title
11800 Administrative Support Supervisory Series
11801 Administrative Assistant to the Director of Public Works
11900 Data Processing Series
11901 Supervising Senior Analyst (Pay Code 972)
12000 Union Exempt Mechanical Maintenance and Repair Supervisory Group
12100 Fleet Maintenance and Repair Supervisory Series
12101 Equipment Maintenance Supervisor (Pay Code 977)
12102 Mechanic II (Pay Code 979)
12200 Industrial Maintenance and Repair Supervisory Series
12201 Industrial Maintenance Supervisor (Pay Code 974)
13000 Union Exempt Maintenance Supervisory Group
13100 Parks Maintenance Supervisory Series
13101 Parks Operations Supervisor (Pay Code 972)
13102 Parks Superintendent Maintenance Supervisor (Pay Code 9-76 974)
13103 Cemetery Supervisor (Pay Code 978)
13200 Sewer Collections Supervisory Series
13201 Sewer Maintenance Supervisor (Pay Code 975)
13300 Street Maintenance and Repair Supervisory Series
13301 Street Supervisor (Pay Code 975)
13400 Irrigation Supervisory Series
13401 Irrigation Supervisor (Pay Code 976)
13500 Waterworks Supervisory Series
13501 Water Distribution Supervisor (Pay Code 975)
13600 Facilities Maintenance Supervisory Series
13601 Building Superintendent (Pay Code 978)
13700 Traffic Sign Supervisory Series
13701 Traffic Sign Supervisor (Pay Code 977)
. 14000 Route Operations Supervisory Group
14100 Refuse•Supervisory Series
14101 Refuse Supervisor (Pay Code 979)
14200 Transit Supervisory Series
14201 Transit Operations Supervisor (Pay Code 975)
PERSIX 2002 Work Ordinance (11 /20/2001) -- 9 --
Class No. Class Title
14300 Utility Service Series
14301 Utility Service Supervisor (Pay Code 978)
15000 Plant Operations Supervisory Group
15100 Wastewater Treatment Plant Supervisory Series
15101 Assistant Wastewater Manager (Pay Code 971)
15102 Wastewater Treatment Plant Process Control Supervisor (Pay Code 973)
15103 Wastewater Treatment Plant Chief Operator (Pay Code 976)
15104 Environmental Analyst (Pay Code 975)
15200 Water Treatment Plant Supervisory Series
15201 Water Treatment Plant Supervisor (Pay Code 974)
15300 Wastewater Treatment Laboratory Supervisory Series
15301 Lab Coordinator (Pay Code 975)
16000 Union Exempt Fire Support Group
16101 Administrative Assistant to the Fire Chief (Pay Code 980)
17000 Union Exempt Fire Civil Service Supervisory Series
17101 Public Safety Communications Supervisor (Pay Code 975)
18000 Union Exempt Public Safety Support Group
18101 Communications Division Office Assistant (Pay Code 987)"
Section 4. Subsection 2.20.110 A of the City of Yakima Municipal Code is hereby amended to
read as follows:
"2.20.110 Compensation Plan. A. Pay ranges and pay steps, set out in the schedule
constituting Subsection B through G of this section, for the classes allocated to these pay ranges shall be
in full force and effect as of January 1, 2002. The pay rates shall constitute full compensation for those
employees with a work week of forty hours as set out in other sections of this code. Employees whose
work week is less than forty hours shall be paid at the rate which is in the same proportion to the rates
set out herein that their work week bears to forty hours. The hourly rate for those employees of the Fire
Department whose work week exceeds forty hours shall be computed according to the provisions of
Section 2.22.030 of this code.
The performance of employees in the series designated Subsection B shall be evaluated annually
in accordance with a management performance evaluation plan. The result of the performance
evaluations shall be the determination by the City Manager of the actual salary of each employee in the
designated positions, and the determination by the City Council of the actual salary of the City Manager,
which actual salaries shall be no less than the minimum nor no greater than the maximum set out in the
pay range applicable to the position, according to the following schedule:"
PERSIX 2002 Work Ordinance (11/20/2001) -- 10 --
Section 5. Subsection 2.20.110 B of the City of Yakima Municipal Code is hereby amended to
read as follows:
"B. General and Public Safety Management, Union Exempt Supervisors and Confidential Classes
Pay Class
Code Code Class Title A B C D E
960 1110 City Manager MO 1/1/00 7378.66 7751.32 8139.58 8546.90 8973.29
HR 1/1/00 42.57 44.72 46.96 49.31 51.77
MO 1/1/02 7593.59 7978.38 8377.04 8796.50 9235.02
HR 1/1/02 43.81 _.46.03 48.33 50.75 53.28
MO 7/1/02 7643.85 8032.11 8432.50 8855.43 9297.42
HR 7/1/02 44.10 46.34 48.65 51.09 53.64
961 No Allocated Classification MO 1 /1 /00 7030.26 7378.66 7751.32 8139.58 8546.90
HR 1 /1 /00 40.56 42.57 44.72 46.96 49.31
MO 1/1/02 7234.79 7593.59 7978.38 8377.04 8796.50
HR 1/1/02 41.74 43.81 46.03 48.33 50.75
MO 7/1/02 7283.33 7643.85 8032.11 8432.50 8855.43
HR 7/1/02 42.02 44.10 46.34 48.65 51.09
962 1130 Assistant City Manager MO 1 /1 /00 6692.27 7030.26 7378.66 7751.32 8139.58
HR 1/1/00 38.61 40.56 42.57 44.72 46.96
MO 1/1/02 6888.13 7234.79 7593.59 7978.38 8377.04
HR 1/1/02 39.74 41.74 43.81 46.03 48.33
MO 7/1/02 6934.93 7283.33 7643.85 8032.11 8432.50
HR 7/1/02 40.01 42.02 44.10 46.34 48.65
963 No Allocated Classification MO 1 /1 /00 6376.81 6692.27 7030.26 7378.66 7751.32
HR 1/1/00 36.79 38.61 40.56 42.57 44.72
MO 1/1/02 6562.27 6888.13 7234.79 7593.59 7978.38
HR 1/1/02 37.86 39.74 41.74 43.81 46.03
MO 7/1/02 6605.61 6934.93 7283.33 7643.85 8032.11
HR 7/1/02 38.11 40.01 42.02 44.10 46.34
964 1120 City Attorney MO 1 /1 /00 6075.22 6376.81 6692.27 7030.26 7378.66
1150 Director of Community and HR 1/1/00 35.05 36.79 38.61 40.56 42.57
Economic Development MO 1/1/02 6252.01 6562.27 6888.13 7234.79 7593.59
1140 Director of Finance and HR 1/1/02 36.07 37.86 39.74 41.74 43.81
Budget MO 7/1/02 6293.61 6605.61 6934.93 7283.33 7643.85
1160 Director of Public Works HR 7/1/02 36.31 38.11 40.01 42.02 44.10
1180 Fire Chief
1411 Municipal Court Judge
1190 Police Chief
965 No Allocated Classification MO 1 /1 /00 5785.76 6075.22 6376.81 6692.27 7030.26
HR 1 /1 /00 33.38 35.05 36.79 38.61 40.56
MO 1/1/02 5953.89 6252.01 6562.27 6888.13 7234.79
HR 1/1/02 34.35 36.07 37.86 39.74 41.74
MO 7/1/02 5993.75 6293.61 6605.61 6934.93 7283.33
HR 7/1/02 34.58 36.31 38.11 40.01 42.02
PERSIX 2002 Work Ordinance (11/20/2001) -- 11 --
Pay Class
Code Code Class Title A B C D E
966 1271 City Engineer MO 1/1/00 5510.16 5785.76 6075.22 6376.81 6692.27
6380 Deputy Fire Chief HR 1/1/00 31.79 33.38 35.05 36.79 38.61
6127 Police Captain MO 1/1/02 5671.36 5953.89 6252.01 6562.27 6888.13
1321 Senior Assistant City HR 1/1/02 32.72 34.35 36.07 37.86 39.74
Attorney II MO 7/1/02 5709.49 5993.75 6293.61 6605.61 6934.93
HR 7/1/02 32.94 34.58 36.31 38.11 40.01
967 No Allocated Classification MO 1/1/00 5244.97 5510.16 5785.76 6075.22 6376.81
HR 1 /1 /00 30.26 31.79 33.38 35.05 36.79
MO 1/1/02 5397.50 5671.36 5953.89 6252.01 6562.27
HR 1/1/02 31.14 32.72 34.35 36.07 37.86
MO 7/1/02 5433.90 5709.49 5993.75 6293.61 6605.61
HR 7/1/02 31.35 32.94 34.58 36.31 38.11
968 6328 Battalion Chief (Day) MO 1/1/00 4995.37 5244.97 5510.16 5785.76 6075.22
1233 Information Systems HR 1/1/00 28.82 30.26 31.79 33.38 35.05
Manager MO 1/1/02 5140.97 5397.50 5671.36 5953.89 6252.01
6126 Police Lieutenant HR 1/1/02 29.66 31.14 32.72 34.35 36.07
1322 Senior Assistant City MO 7/1/02 5175.63 5433.90 5709.49 5993.75 6293.61
Attorney I HR 7/1/02 29.86 31.35 32.94 34.58 36.31
1272 Wastewater Manager
1252 Code Administration and
Planning Manager
969 6327 Battalion Chief (Shift) MO 1/1/00 4994.26 5245.87 5506.38 5784.71 6071.94
HR 1 /1 /00 22.43 23.56 24.73 25.98 27.27
MO 1/1/02 5138.99 5399.51 5666.70 5953.93 6250.07
HR 1/1/02 23.08 24.25 25.45 26.74 28.07
MO 7/1/02 5172.39 5435.13 5704.55 5994.01 6292.37
HR 7/1/02 23.23 24.41 25.62 26.92 28.26
970 1267 Park and Recreation Manager MO 1/1/00 4759.64 4995.37 5244.97 5510.16 5785.76
1273 Water and Irrigation Manager HR 1/1/00 27.46 28.82 30.26 31.79 33.38
1231 Human Resources Manager MO 1/1/02 4898.31 5140.97 5397.50 5671.36 5953.89
1261 Street and Traffic Operations HR 1/1/02 28.26 29.66 31.14 32.72 34.35
Manager MO 7/1/02 4931.24 5175.63 5433.90 5709.49 5993.75
HR 7/1/02 28.45 29.86 31.35 32.94 34.58
971 1241 Accounting Manager HR 1 /1 /00 4530.85 4759.64 4995.37 5244.97 5510.16
1323 Assistant City Attorney II HR 1/1/00 26.14 27.46 28.82 30.26 31.79
15101 Assistant Wastewater MO 1/1/02 4662.58 4898.31 5140.97 5397.50 5671.36
Manager HR 1/1/02 26.90 28.26 29.66 31.14 32.72
1242 Customer Services Manager MO 7/1/02 4693.78 4931.24 5175.63 5433.90 5709.49
1253 Neighborhood Development HR 7/1/02 27.08 28.45 29.86 31.35 32.94
Services Manager
1254 Planning Manager
1274 Public Safety
Communications Manager
11102 Utility Engineer
1262 Transit Manager
PERSIX 2002 Work Ordinance (11/20/2001) -- 12 --
Pay Class
Code Code Class Title A B C D E
972 10101 Deputy Human Resources MO 1/1/00 4315.92 4530.85 4759.64 4995.37 5244.97
Manager HR 1 /1 /00 24.90 26.14 27.46 28.82 30.26
10303 Financial Services MO 1/1/02 4442.45 4662.58 4898.31 5140.97 5397.50
Officer HR 1/1/02 25.63 26.90 28.26 29.66 31.14
10304 Financial Services MO 7/1/02 4471.91 4693.78 4931.24 5175.63 5433.90
Officer -- Treasury HR 7/1/02 25.80 27.08 28.45 29.86 31.35
1263 Fleet Manager
13101 Parks Operations Supervisor
1266 Refuse and Recycling Manager
11104 Senior Engineer
11202 Senior Project Planner (Transit)
11901 Supervising Senior Analyst
11105 Water/Irrigation Engineer
973 1324 Assistant City Attorney I MO 1 /1 /00 4107.92 4315.92 4530.85 4759.64 4995.37
1255 Telecommunications HR 1 /1 /00 23.70 24.90 26.14 27.46 28.82
Manager MO 1/1/02 4227.52 4442.45 4662.58 4898.31 5140.97
1234 City Clerk HR 1/1/02 24.39 25.63 26.90 28.26 29.66
11101 Construction Supervisor MO 7/1/02 4255.25 4471.91 4693.78 4931.24 5175.63
1421 Court Services Manager HR 7/1/02 24.55 25.80 27.08 28.45 29.86
11410 Neighborhood Development Services Operations Supervisor
1232 Purchasing Manager
11201 Supervising Associate Planner
11251 Supervising Code Inspector
11103 Supervising Traffic Engineer
15102 Wastewater Treatment Plant Process Control Supervisor
974 12201 Industrial Maintenance MO 1 /1 /00 3913.79 4107.92 4315.92 4530.85 4759.64
Supervisor HR 1 /1 /00 22.58 23.70 24.90 26.14 27.46
13102 Parks Superintendent MO 1/1/02 4028.19 4227.52 4442.45 4662.58 4898.31
10201 Senior Analyst HR 1/1/02 23.24 24.39 25.63 26.90 28.26
11301 Traffic Operations MO 7/1/02 4055.92 4255.25 4471.91 4693.78 4931.24
Supervisor HR 7/1/02 23.40 24.55 25.80 27.08 28.45
15201 Water Treatment Plant Supervisor
975 10302 Accountant MO 1/1/00 3728.33 3913.79 4107.92 4315.92 4530.85
11502 Aquatics Program Supervisor HR 1 /1 /00 21.51 22.58 23.70 24.90 26.14
10102 Chief Examiner MO 1/1/02 3837.53 4028.19 4227.52 4442.45 4662.58
15104 Environmental Analyst HR 1/1/02 22.14 23.24 24.39 25.63 26.90
15301 Lab Coordinator MO 7/1/02 3863.53 4055.92 4255.25 4471.91 4693.78
10301 Payroll Officer HR 7/1/02 22.29 23.40 24.55 25.80 27.08
1431 Probation Services Manager
17101 Public Safety Communications Supervisor
13201 Sewer Maintenance Supervisor
13301 Street Supervisor
14201 Transit Operations Supervisor
13501 Water Distribution Supervisor
976 13401 Irrigation Supervisor MO 1 /1 /00 3546.33 3728.33 3913.79 4107.92 4315.92
13102 '.. .. - - -..- • : HR 1 /1 /00 20.46 21.51 22.58 23.70 24.90
15103 Wastewater Treatment Plant MO 1/1/02 3650.33 3837.53 4028.19 4227.52 4442.45
Chief Operator HR 1/1/02 21.06 22.14 23.24 24.39 25.63
MO 7/1/02 3674.60 3863.53 4055.92 4255.25 4471.91
HR 7/1/02 21.20 22.29 23.40 24.55 25.80
PERSIX 2002 Work Ordinance (11/20/2001) -- 13 --
Pay Class
Code Code Class Title A B C D E
977 12101 Equipment Maintenance MO 1 /1 /00 3381.67 3546.33 3728.33 3913.79 4107.92
Supervisor HR 1 /1 /00 19.51 20.46 21.51 22.58 23.70
13701 Traffic Sign Supervisor MO 1/1/02 3480.47 3650.33 3837.53 4028.19 4227.52
HR 1/1/02 20.08 21.06 22.14 23.24 24.39
MO 7/1/02 3503.00 3674.60 3863.53 4055.92 4255.25
HR 7/1/02 20.21 21.20 22.92 23.40 24.55
978 13601 Building Superintendent MO 1 /1 /00 3218.74 3381.67 3546.33 3728.33 3913.79
13103 Cemetery Supervisor HR 1 /1 /00 18.57 19.51 20.46 21.51 22.58
11720 Corrections Sergeant MO 1/1/02 3312.34 3480.47 3650.33 3837.53 4028.19
11710 Police Services Supervisor HR 1/1/02 19.11 20.08 21.06 22.14 23.24
1432 Probation Officer MO 7/1/02 3334.87 3503.00 3674.60 3863.53 4055.92
11401 Senior Program Supervisor HR 7/1/02 19.24 20.21 21.20 22.29 23.40
14301 Utility Service Supervisor
979 1311 Executive Secretary MO 1/1/00 3067.94 3218.74 3381.67 3546.33 3728.33
1331 Administrative Assistant to HR 1 /1 /00 17.70 18.57 19.51 20.46 21.51
the City Manager MO 1/1/02 3158.07 3312.34 3480.47 3650.33 3837.53
12102 Mechanic II HR 1/1/02 18.22 19.11 20.08 21.06 22.14
14101 Refuse Supervisor MO 7/1/02 3178.87 3334.87 3503.00 3674.60 3863.53
HR 7/1/02 18.34 19.24 20.21 21.20 22.29
980 16101 Administrative Assistant MO 1 /1 /00 2922.34 3067.94 3218.74 3381.67 3546.33
to the Fire Chief HR 1 /1 /00 16.86 17.70 18.57 19.51 2 0.4 6
11701 Administrative Assistant to MO 1/1/02 3007.28 3158.07 3312.34 3480.47 3650.33
the Police Chief HR 1/1/02 17.35 18.22 19.11 20.08 21.06
1434 Case Specialist MO 7/1/02. 3028.08 3178.87 3334.87 3503.00 3674.60
1423 Certified Court Interpreter HR 7/1/02 17.47 18.34 19.24 20.21 21.20
11601 Community and Economic
Development Office
Administrator
1430 Deputy Court Services
Manager
10601 Engineering Contracts
Specialist
10506 Executive Assistant
10510 Legal Assistant III
11501 Recreation Program
Supervisor
981 10305 Financial Services MO 1 /1 /00 2781.95 2922.34 3067.94 3218.74 3381.67
Technician -- Payroll HR 1/1/00 16.05 16.86 17.70 18.57 19.51
10103 Human Resources Specialist MO 1/1/02 2863.41 3007.28 3158.07 3312.34 3480.47
10502 Deputy City Clerk HR 1/1/02 16.52 17.35 18.22 19.11 20.08
11602 Code Inspection Office MO 7/1/02 2882.48 3028.08 3178.87 3334.87 3503.00
Assistant HR 7/1/02 16.63 17.47 18.34 19.24 20.21
982 No Allocated Classification MO 1 /1 /00 2650.22 2781.95 2922.34 3067.94 3218.74
HR 1 /1 /00 15.29 16.05 16.86 17.70 18.57
MO 1/1/02 2728.21 2863.41 3007.28 3158.07 3312.34
HR 1/1/02 15.74 16.52 17.35 18.22 19.11
MO 7/1/02 2747.28 2882.48 3028.08 3178.87 3334.87
HR 7/1/02 15.85 16.63 17.47 18.34 19.24
PERSIX 2002 Work Ordinance (11/20/2001) -- 14 --
Pay Class
Code Code Class Title A B C D E
983 10507 Administrative Secretary MO 1/1/00 2523.68 2650.22 2781.95 2922.34 3067.94
11603 Public Works Office HR 1 /1 /00 14.56 15.29 16.05 16.86 17.70
Assistant MO 1/1/02 2598.22 2728.21 2863.41 3007.28 3158.07
10511 Legal Assistant II HR 1/1/02 14.99 15.74 16.52 17.35 18.22
MO 7/1/02 2615.55 2747.28 2882.48 3028.08 3178.87
HR 7/1/02 15.09 15.85 16.63 17.47 18.34
984 10512 Legal Assistant I MO 1 /1 /00 2404.09 2523.68 2650.22 2781.95 2922.34
10104 Human Resources Assistant HR 1/1/00 13.87 14.56 15.29 16.05 16.86
MO 1/1/02 2475.15 2398.22 2728.21 2863.41 3007.28
HR 1/1/02 14.28 14.99 15.74 16.52 17.35
MO 7/1/02 2492.49 2615.55 2747.28 2882.48 3028.08
HR 7/1/02 14.38 15.09 15.85 16.63 17.47
985 No Allocated Classification MO 1 /1 /00 2289.69 2404.09 2523.68 2650.22 2781.95
HR 1/1/00 13.21 13.87 14.56 15.29 16.05
MO 1/1/02 2357.29 2475.15 2598.22 2728.21 2863.41
HR 1/1/02 13.60 14.28 14.99 15.74 16.52
MO 7/1/02 2372.89 2492.49 2615.55 2747.28 2882.48
HR 7/1/02 13.69 14.38 15.09 15.85 16.63
986 No Allocated Classification MO 1/1/00 2180.49 2289.69 2404.09 2523.68 2650.22
HR 1 /1 /00 12.58 13.21 13.87 14.56 15.29
MO 1/1/02 2244.62 2357.29 2475.15 2598.22 2728.21
HR 1/1/02 12.95 13.60 14.28 14.99 15.74
MO 7/1/02 2260.22 2372.89 2492.49 2615.55 2747.28.
HR 7/1/02 13.04 13.69 14.38 15.09 15.85
987 1422. Municipal Court Clerk MO 1 /1 /00 2078.23 2180.49 2289.69 2404.09 2523.68
1433 Probation Services Clerk HR 1 /1 /00 11.99 12.58 13.21 13.87 14.56
18101 Communications Division MO 1/1/02 2138.89 2244.62 2357.29 2475.15 2598.22
Office Assistant HR 1/1/02 12.34 12.95 , 13.60 14.28 14.99
MO 7/1/02 2152.76 2260.22 2372.89 2492.49 2615.55
HR 7/1/02 12.42 13.04 13.69 14.38 15.09"
Section 6. Subsection 2.20.110 C of the City of Yakima Municipal Code is hereby amended to
read as follows:
"C. Civil Service Classes
Pay Class
Range Code Allocated Classes A B C D E
1 No Allocated Classification MO 1/1/02 1475.04 1546.10 1610.24 1684.77 1755.83
HR 1/1/02 8.51 8.92 9.29 9.72 10.13
1.5 No Allocated Classification MO 1/1/02 1513.17 1575.57 1650.10 1717.70 1792.23
HR 1/1/02 8.73 9.09 9.52 9.91 10.34
2 8610 Labor Helper MO 1/1/02 1546.10 1610.24 1684.77 1755.83 1828.63
5268 Lifeguard/Instructor HR 1/1/02 8.92 9.29 9.72 10.13 10.55
PERSIX 2002 Work Ordinance (11/20/2001) -- 15 --
Pay Class
Range Code Allocated Classes A B C D E
2.5 No Allocated Classification MO 1/1/02 1575.57 1650.10 1717.70 1792.23 1868.50
HR 1/1/02 9.09 9.52 9.91 10.34 10.78
3 No Allocated Classification MO 1/1/02 1610.24 1684.77 1755.83 1828.63 1917.03
HR 1/1/02 9.29 9.72 10.13 10.55 11.06
3.5 No Allocated Classification MO 1/1/02 1650.10 1717.70 1792.23 1868.50 1958.63
HR 1/1/02 9.52 9.91 10.34 10.78 11.30
4 No Allocated Classification MO 1/1/02 1684.77 1755.83 1828.63 1917.03 2000.23
HR 1/1/02 9.72 10.13 10.55 11.06 11.54
4.5 8511 Custodian MO 1/1/02 1717.70 1792.23 1868.50 1958.63 2047.03
HR 1/1/02 9.91 10.34 10.78 11.30 11.81
5 6260 Police Cadet MO 1/1/02 1755.83 1828.63 1917.03 2000.23 2095.56
HR 1/1/02 10.13 10.55 11.06 11.54 12.09
5.5 7511 Data Entry Operator l MO 1/1/02 1792.23 1868.50 1958.63 2047.03 2138.89
7121 Department Assistant I HR 1/1/02 10.34 10.78 11.30 11.81 12.34
5201 Golf Starter
6251 Police Department Assistant I
6 No Allocated Classification MO 1/1/02 1828.63 1917.03 2000.23 2095.56 2192.62
HR 1/1/02 10.55 11.06 11.54 12.09 12.65
6.5 2315 Cashier MO 1/1/02 1868.50 1958.63 2047.03 2138.89 2237.69
7122 Department Assistant II HR 1/1/02 10.78 11.30 11.81 12.34 12.91
8820 Park Caretaker
5234 Recreation Leader
7110 Senior Center Clerk
7 5267 Aquatic Leader MO 1/1/02 1917.03 2000.23 2095.56 2192.62 2286.22
7512 Data Entry Operator II HR 1/1/02 11.06 11.54 12.09 12.65 13.19
7.5 No Allocated Classification MO 1/1/02 1958.63 2047.03 2138.89 2237.69 2334.76
HR 1/1/02 11.30 11.81 12.34 12.91 13.47
8 7131 Word Processing Typist MO 1/1/02 2000.23 2095.56 2192.62 2286.22 2386.75
HR 1/1/02 11.54 12.09 12.65 13.19 13.77
8.5 234-6 Accounting Clerk II MO 1/1/02 2047.03 2138.89 2237.69 2334.76 2456.09
8541 Building Maintenance HR 1/1/02 11.81 12.34 12.91 13.47 14.17
Specialist
7123 Department Assistant III
8301 Wastewater Facility Support Worker
6243 Police Department Assistant III*
* Retained for Police Pension Purposes
PERSIX 2002 Work Ordinance (11/20/2001) -- 16 --
Pay Class
Range Code Allocated Classes A B C D E
9 2106 Computer Operations MO 1/1/02 2095.56 2192.62 2286.22 2386.75 2509.82
Assistant HR 1/1/02 12.09 12.65 13.19 13.77 14.48
8810 Park Laborer
8710 Street Laborer
9.5 2253 Community Programming MO 1/1/02 2138.89 2237.69 2334.76 2456.09 2554.88
Assistant HR 1/1/02 12.34 12.91 13.47 14.17 14.74
4111 Engineering Aid
8821 Park Specialist I
6611 Lead Parking
Enforcement Officer
4611 Traffic Aid
10 6252 Police Services Specialist I MO. 1/1/02 2192.62 2286.22 2386.75 2509.82 2608.62
8204 Vehicle Maintenance Attendant HR 1/1/02 12.65 13.19 13.77 14.48 15.05
10.5 6511 Animal Control Officer MO 1/1/02 2237.69 2334.76 2456.09 2554.88 2676.22
(Lead) HR 1/1/02 12.91 13.47 14.17 14.74 15.44
2232 Central Storekeeper
2105 Computer Operator/
Programmer
7124 Department Assistant IV
8421 Equipment Operator I
5121 Housing Rehabilitation
Assistant
8320 Laboratory Assistant
8822 Park Specialist II
3310 Planning Specialist
8731 Sewer Maintenance Specialist I
8721 Street Cleaning Specialist I
8631 Utility Worker
8311 Wastewater Treatment Plant Operator I
8331 Water Treatment Plant Operator I
11 2254 Municipal Producer MO 1/1/02 2286.22 2386.75 2509.82 2608.62 2736.88
4211 Traffic Signal Aide HR 1/1/02 13.19 13.77 14.48 15.05 15.79
11.5 2107 Computer Operations MO 1/1/02 2234.76 2456.09 2554.88 2676.22 2804.48
Technician HR 1/1/02 13.47 14.17 14.74 15.44 16.18
8542 Facility Maintenance Specialist
8621 Monument Setter
5154 Neighborhood Development Assistant
7611 Print Shop Operator
12 6212 Assistant Evidence MO 1/1/02 2386.75 2509.82 2608.62 2736.88 2861.68
Technician HR 1/1/02 13.77 14.48 15.05 15.79 16.51
4410 Code Inspection Trainee
8422 Equipment Operator II
8671 Irrigation Specialist I
7315 Utility Service Representative
7151 Water/Irrigation Division
Administrative Specialist
PERSIX 2002 Work Ordinance (11/20/2001) -- 17 --
Pay Class
Range Code Allocated Classes A B C D E
12.5 2312 Accounting Technician MO 1 /1 /02 2456.09 2554.88 2676.22 2804.48 2927.54
2230 Assistant Buyer HR 1/1/02 14.17 14.74 15.44 16.18 16.89
5254 Athletic Coordinator
8830 Cemetery Specialist
2316 Financial Services Specialist
5152 Housing Accounting Specialist
7141 Pension/Records Clerk
8823 Park Specialist III
8840 Pool Maintenance Specialist
5255 Recreation Coordinator
8641 Solid Waste Maintenance Worker
8722 Street Cleaning Specialist II
8332 Water Treatment Plant Operator II
13 4121 ,Engineering Technician I MO 1/1/02 2509.82 2608.62 2736.88 2861.68 2988.21
(Design) HR 1/1/02 14.48 15.05 15.79 16.51 17.24
4122 Engineering Technician I (Records)
4131 Engineering Technician I (Survey)
8111 Park Supervisor I
6610 Parking Enforcement Officer
4441 Permit Technician
4621 Traffic Technician I
13.5 2252 Community Programming MO 1/1/02 2554.88 2676.22 2804.48 2927.54 3064.47
Coordinator HR 1/1/02 14.74 15.44 16.18 16.89 17.68
2101 Computer Programmer
8651 Concrete Specialist I
8672 Irrigation Specialist II
8663 Traffic Sign Specialist
8741 Waterworks Specialist I
8743 Waterworks Specialist III
14 8423 Equipment Operator III MO 1/1/02 2608.62 2736.88 2861.68 2988.21 3128.61
8221 Machinist HR 1/1/02 15.05 15.79 16.51 17.24 18.05
5122 Neighborhood Development
Rehabilitation Specialist I
6242 Police Records Supervisor *
6253 Police Services Specialist II
4221 Signal/Electrical Technician I
14.5 8203 Fleet Maintenance Technician MO 1/1/02 2676.22 2804.48 2927.54 3064.47 3199.67
2102 GIS Technician HR 1/1/02 15.44 16.18 16.89 17.68 18.46
5130 Home Remodeling Technician
8302 Industrial Waste Operator
8664 Senior Traffic Sign Specialist
8711 Street Maintenance Specialist
8750 Utilities Locator
7311 Water Service Specialist
* Retained for Police Pension Purposes
PERSIX 2002 Work Ordinance (11/20/2001) -- 18 --
Pay Class
Range Code Allocated Classes A B C D E
15 6510 Animal Control Officer MO 1/1/02 2736.88 2861.68 2988.21 3128.61 3274.20
4419 Code Compliance Officer HR 1/1/02 15.79 16.51 17.24 18.05 18.89
2310 Grant Coordinator
5151 Housing Loan Specialist
8242 Preventative Maintenance Technician
2262 Safety and Training Officer
8732 Sewer Maintenance Specialist II
8312 Wastewater Treatment Plant Operator II
8742 Waterworks Specialist II
8171 Waterworks Supervisor I
15.5 8213 Automotive Storekeeper MO 1/1/02 2804.48 2927.54 3064.47 3199.67 3355.67
8321 Laboratory Technician HR 1/1/02 16.18 16.89 17.68 18.46 19.36
6221 Corrections Officer
8205 Police Fleet Specialist
8322 Pretreatment Technician
8433 Solid Waste Crew Leader
8681 Storekeeper
16 6235 Corrections MO 1/1/02 2861.68 2988.21 3128.61 3274.20 3423.27
Administrative Specialist HR 1/1/02 16.51 17.24 18.05 18.89 19.75
4115 Engineering Utility Specialist
4310 Plans Examiner I (Residential)
6241 Police Information Specialist
4222 Signal/Electrical Technician II
8251 Waterworks Device Technician
8745 Waterworks Drafting/Service Representative
16.5 3311 Assistant Planner MO 1/1/02 2927.54 3064.47 3199.67 3355.67 3513.40
2231 Buyer HR 1/1/02 16.89 17.68 18.46 19.36 20.27
4125 Engineering Technician II
2102 GIS Technician
8825 Golf Course Maintenance Specialist
5271 Parks and Recreation Administrative Specialist
2103 Programmer Analyst
4622 Traffic Technician II
17 4420 Fire Code Inspector MO 1/1/02 2988.21 3128.61 3274.20 3423.27 3587.93
4421 Code Inspector HR 1/1/02 17.24 18.05 18.89 19.75 20.70
4141 Construction Inspector
4133 Engineering Technician III (Survey)
4134 Engineering Technician III (Design)
4135 Engineering Technician III (Development)
6211 Evidence Technician
8241 Industrial Maintenance Mechanic
8673 Irrigation Crewleader
8211 Mechanic I
8733 Sewer Maintenance Crew Leader
8701 Street Inspector
8313 Wastewater Treatment Plant Operator III
8744 Water Distribution Crewleader
PERSIX 2002 Work Ordinance (11/20/2001) -- 19 --
Pay Class
Range Code Allocated Classes A B C D E
17.5 8755 Construction Quality MO 1/1/02 3064.47 3199.67 3355.67 3513.40 3671.13
Control Technician HR 1/1/02 17.68 18.46 19.36 20.27 21.18
8713 Street Maintenance Crew
Leader
8335 Water Quality Specialist
8333 Water Treatment Plant Chief
Operator
18 2251 Cable Television Coordinator MO 1/1/02 3128.61 3274.20 3423.27 3587.93 3756.06
5123 Neighborhood Development HR 1/1/02 18.05 18.89 19.75 20.70 21.67
Rehabilitation Specialist II
6210 Senior Evidence Technician
18.5 4240 Instrument Technician MO 1/1/02 319 9.6 7 3355.67 3 513.4 0 3671.13 3 8 5 3.13
HR 1/1/02 18.46 19.36 20.27 21.18 22.23
19 3321 Associate Planner MO 1/1/02 3274.20 3423.27 3587.93 3756.06 3934.59
3320 Community Development HR 1/1/02 18.89 19.75 20.70 21.67 22.70
Specialist
3112 Engineering Associate
5124 Housing Rehabilitation
Specialist III.
8326 Laboratory Chemist
4632 Traffic Associate
2104 Senior Analyst
19.5 2108 Computer Client Services MO 1/1/02 3355.67 3513.40 3671.13 3853.13 4024.72
Technician HR 1/1/02 19.36 20.27 21.18 22.23 23.22
20 2314 Budget Analyst MO 1/1/02 3423.27 3587.93 3756.06 3934.59 4114.85
3323 Grants Writer /Compliance HR 1/1/02 19.75 20.70 21.67 22.70 23.74
Officer
3322 Senior Planner
4315 Plans Examiner II
(Commercial)
20.5 2109 Applications Developer MO 1/1/02 3513.40 3671.13 3853.13 4024.72 4217.12
4223 Signal/Electrical Technician III HR 1/1/02 20.27 21.18 22.23 23.22 24.33
21 3130 Development Engineer MO 1/1/02 3587.93 3756.06 3934.59 4114.85 4307.25
HR 1/1/02 20.70 21.67 22.70 23.74 24.85
21.5 No Allocated Classification MO 1/1/02 3671.13 3846.19 4021.26 4217.12 4404.32
HR 1/1/02 21.18 22.19 23.20 24.33 25.41
22.0 No Allocated Classification MO 1/1/02 3756.06 3934.59 4114.85 4307.25 4513.51
HR 1/1/02 21.67 22.70 23.74 24.85 26.04
22.5 3115 Project Engineer MO 1/1/02 3846.19 4021.26 4217.12 4404.32 4612.31
HR 1/1/02 22.19 23.20 24.33 25.41 26.61
23.0 2110 Database Administrator MO 1/1/02 3934.59 4114.85 4307.25 4513.51 4712.84
HR 1/1/02 22.70 23.74 24.85 26.04 27.19
PERSIX 2002 Work Ordinance (11/20/2001) -- 20 --
Pay Class
Range Code Allocated Classes A B C D E
23.5 No Allocated Classification MO 1/1/02 4021.26 4217.12 4404.32 4612.31 4815.11
HR 1/1/02 23.20 24.33 25.41 26.61 27.78
24.0 2111 Lead Applications MO 1/1/02 4114.85 4307.25 4513.51 4712.84 4948.57
System Designer HR 1/1/02 23.74 24.85 26.04 27.19 28.55
24.5 No Allocated MO 1/1/02 4217.12 4404.32 4612.31 4815.11 5056.04
Classification HR 1/1/02 24.33 25.41 26.61 27.78 29.17
25.0 2112 Network Services MO 1/1/02 4307.25 4513.51 4712.84 4948.57 5194.70
. Engineer HR 1/1/02 ,24.85 26.04 27.19 28.55 29.97
25.5 No Allocated MO 1/1/02 4404.32 4612.31 4815.11 5056.04 5307.36
Classification HR 1/1/02 25.41 26.61 27.78 29.17 30.62
26.0 No Allocated MO 1/1/02 4513.51 4712.84 4948.57 5194.70 5454.70
Classification HR 1/1/02 26.04 27.19 28.55 29.97 31.47
26.5 No Allocated MO 1/1/02 4612.31 4815.11 5056.04 5307.36 5572.56
Classification HR 1/1/02 26.61 27.78 29.17 30.62 32.15
27.0 No Allocated MO 1/1/02 4712.84 4948.57 5194.70 5454.70 5726.82
Classification HR 1/1/02 27.19 28.55 29.97 31.47 33.04
27.5 No Allocated MO 1/1/02 4815.11 5056.04 5307.36 5572.56 5849.89
Classification HR 1/1/02 27.78 29.17 30.62 32.15 33.75
28.0 No Allocated MO 1/1/02 4948.57 5194.70 5454.70 5726.82 6019.75
Classification HR 1/1/02 28.55 29.97 31.47 33.04 34.73
28.5 No Allocated MO 1/1/02 5056.04 5307.36 5572.56 5849.89 6142.82
Classification HR 1/1/02 29.17 30.62 32.15 33.75 35.44
29.0 No Allocated MO 1/1/02 5194.70 5454.70 5726.82 6019.75 6321.35
Classification HR 1/1/02 29.97 31.47 33.04 34.73 36.47"
Section 7. Subsection 2.20.110 E of the City of Yakima Municipal Code is hereby amended to
read as follows:
"E. Police Civil Service Classes
Pay Class Class
Range Code Title A B C D E
450 6124 Police Sergeant MO 1/1/02 4851.51 5094.17
HR 1/1/02 27.99 29.39
MO 7/1/02 4900.04 5144.43
HR 7/1/02 28.27 29.68
400 6121 Police Officer MO 1/1/02 3300.20 3563.66 3764.73 3925.92 4470.18
HR 1/1/02 19.04 20.56 21.72 22.65 25.79
MO 7/1/02 3333.14 3600.06 3802.86 3965.79 4515.25
HR 7/1/02 19.23 20.77 21.94 22.88 26.05"
PERSIX 2002 Work Ordinance (11/20/2001) -- 21 --
Section 8. Subsection 2.20.110 G of the City of Yakima Municipal Code is hereby amended to
read as follows:
"G. Seasonal or Temporary Work Classes
Steps
Pay
Range Code Class Title 1 . 2 3
913 9113 Outside City Worker III 1/1/02 HR 6.90 7.25 7.98
914 9114 Outside City Worker IV 1/1/02 HR 7.25 7.98 8.78
913 9124 (Inside) City Worker III 1/1/02 HR 6.90 7.25 7.98
914 9125 (Inside) City Worker IV 1/1/02 HR 7.25 7.98 8.78
915 9126 Temporary Refuse Helper 1/1/02 HR. 10.01 10.94 11.95"
Section 9. This ordinance shall be in full force and effect thirty days after its passage,
approval and publication as provided by law and by the City Charter.
PASSED BY THE CITY COUNCIL, signed and approved this 20 day of
November , 2001.
ATTEST: Mary Place, Mayor
.1<aA-e-y tee-6.4,
City Clerk
Publication Date 11 - 23 - 2001
Effective Date 01 - 01 - 2002
PERSIX 2002 Work Ordinance (11/20/2001) -- 22 --
BUSINESS OF THE CITY COUNCIL
YAKIMA, WASHINGTON
41. AGENDA STATEMENT
Item No. , S
For Meeting Of 11/20/01
ITEMTTTLE: Legislation Amending the Classification and Compensation Plan for Certain City
Employees and Legislation Amending subsection B of Section 2.24.010, subsections B and
E of Section 2.40.030 and adding new Section 2.40.035, all of the City of Yakima
Municipal Code
SUBMITTED BY: Dick Zais, City Manager'
Sheryl Smith, Deputy Human Resources Manager
Carol Bates, Charter Civil Service Commission Chief Examiner
CONTACT PERSON/TELEPHONE: Sheryl M. Smith, x6090
SUMMARY EXPLANATION:
The attached ordinance amends the Classification and Compensation Plan to implement wage
adjustments pursuant to current collective bargaining agreements effective January 1, 2002.
These adjustments are required by the terms of the current YPPA (Yakima Police Patrolman's
Association), AFSCME- Municipal, and IAFF Fire LEOFF /PERS /Public Safety Dispatchers
collective bargaining agreements. Negotiations are ongoing with the AFSCME - Transit bargaining
unit and therefore no adjustment is included in this ordinance.
Pursuant to my November 6, 2001 notice to the Council, this ordinance also incorporates the
• management pay and compensation adjustments which would take effect pursuant to the
current formula prescribed in the Yakima Municipal Code, Section 2.20.116B. Attachment A is
a copy of the November 6, 2001 memorandum to Council outlining the requirements of the
current Municipal Code provisions is attached for information purposes. Additionally, this
memorandum described benefit changes to longevity pay, bereavement leave and sick leave
cashouts. Attachment B is an ordinance adjusting the longevity pay schedule for management
employees amending subsection B of Section 2.24.010 of Chapter 2.24 of the City of Yakima
Municipal Code. Attachment C is an ordinance increasing the maximum compensation a
management employee may receive for exchange of sick leave upon leaving service with the City
and providing three days of bereavement leave for management employees for the death of an
immediate family member amending subsections B and E of Section 2.40.030 of Chapter 2.40
and adding new Section 2.40.035 to Chapter 2.40 of the City of Yakima Municipal Code.
This classification and compensation ordinance also incorporates the recommendations of the
Charter Civil Service Commission on the 2001 reclassification studies effective January 1, 2002.
Attachment D is a report from the Charter Civil Service Chief Examiner regarding the 2001
reclassifications. The office of the Chief Examiner received 12 requests for reclassifications and
four new classifications for 2001.
• Continued •
Resolution Ordinance X Contract Other (Specify) Report
Funding Source Operating Budge f the affected Divisions
APPROVED FOR SUBMITTAL: V. > i
III
STAFF RECOMMENDATION: Recommend approval. City Manager
g
BOARD /COMMISSION RECOMMENDATION:
COUNCIL ACTION:
Of those requests, 16 were forwarded to R.1-1W Consulting Services for detailed review. The
attached reclassification /classification summary report involves 16 current employees, from 9
different classifications, who had their reclassification requests approved by the Civil Service
Commission at the October 1, 2001 meeting. All recommendations are subject to City Council
review and approval. The estimated annualized cost of the recommendations is $36,187.80.
Last, this classification and compensation ordinance is being amended to reflect the change in
the minimum wage effective January 1, 2002.
This ordinance amends the Classification and Compensation Plan by adjusting base wages as
shown below:
Base Wage Effective Estimated
Employee Group °A. Change Date Settlement Cost
Yakima Police Patrolman's Assoc. 3.0% 1/1/02 5353,000
1.0% 7/1/02
AFSCME - Municipal 3.25% 1/1/02 $486,000
Fire LEOFF /PERS /Dispatch 3.0% 1/1/02 $248,000
1.0% 7/1/02
All Management 2.92 %" 1/1/02 $386,000
0.67% 7/1/02
Total $1,473,000
2001 Reclasses $36,000
Grand Total $1,509,000
The estimated costs of the labor settlements, the management pav and compensation /benefit •
adjustments and the reclassification studies have been budgeted in the 2002 Preliminary
Budget.
(a) Estimated cost shown is inclusive of base wage increases plus negotiated benefit
enhancements.
(b) The base wage increases for management effective January 1, 2002 and July 1, 2002 have
been reduced by the cost of benefit changes described in Attachment A and reflected in
legislation amending the Yakima Muncipal Code.
• •
Attachment A
•
MEMORANDUM
DATE: November 6, 2001
TO: Mayor and Members of the Council
FROM: Dick Zais, City Manager
SUBJ: Notice of 2002 Management Pay and Compensation Adjustment (PACA)
Section 2.20.116A of the Yakima Municipal Code adopted by the City Council in December
1994 requires the City Manager to give written notice "at least thirty days before the
implementation date of the anticipated management PACA based on the latest available
projections using the management PACA formula in subsection B of this section."
0 Section 2.20.116B of the Yakima Municipal Code provides "A management pay and
compensation adjustment shall be computed as of January 1st of each successive reference
year based upon the following formula: Management PACA = Average Bargaining Unit
PACA + Balancing Adjustment." Further, Section 2.20.115 defines PACA as "the total
annualized percentage change in the economic value of employee compensation and
benefits, including, but not limited to, salary, longevity, paid leave, holidays, deferred
compensation and other forms of employee compensation, said change to be measured
from one calendar year to the next succeeding calendar year."
The formula above requires that a balancing adjustment be calculated when a change
occurs after the calculation of any given year's PACA due to the settlement of one or more
labor contracts. Specifically, YMC Section 2.20.115 Subsection 8 defines the Balancing
Adjustment as "the positive or negative change in the average bargaining unit PACA for
the prior year, which change has occurred after computation of the management PACA for
the prior year due to delayed resolution of bargaining unit negotiation. This change must
be incorporated into the computation of the management PACA for the reference year in
order to achieve equality between the management PACA and the average bargaining unit
PACA." Further, YMC Section 2.20.116, Subsection B states If the balancing adjustment is
positive as of January 1st in a particular reference year, then management employees shall
receive a lump sum payment as deferred earnings from the prior year equal to the
incremental amount that would have otherwise been paid if bargaining unit negotiations
had been resolved at the beginning of the prior year."
• Based upon the criteria outlined above, the Management 2002 PACA is estimated to be
4.58% above the 2000 level. However, the actual pay adjustment is estimated to be 3.59%
above the 2000 level when proposed enhancements to some benefit programs are
considered. A detailed explanation of the benefit changes is provided within this report.
The application of the formula outlined above is presented below.
•
•2000 -2001 BALANCING ADJUSTMENT
The first step of the calculation process required above, is to determine the amount of the
Balancing Adjustment for 2000 due to the settlement of the AFSCME Transit 2000 -2001
labor contract. This calculation includes deferred compensation and adjustments to
medical insurance premium contributions where applicable as a part of total
compensation.
Employee Group 2000 Settlement
YPPA 2.60%
AFSCME Municipal 2.60%
Fire LEOFF /PERS /Com 2.44%
AVERAGE 2.48
Current Adjusted Level (After Transit 2000 Settlement) 2.56%
2000 BALANCING ADJUSTMENT
(Required by Transit Settlement) 0.08%
• 2001 PACA ADJUSTMENT
For 2001, all employee groups of the City of Yakima, including management, have agree
to a wage and benefit freeze.
• 2002 PACA ADJUSTMENT
The second step of the PACA process is to calculate the average of all pay and
compensation adjustments approved by City Council for employee bargaining units for
2002. The computations are shown below:
2002 Annualized 2002 Estimated
Employee % Change in Total Cost Impact
Group Compensation Salary & Benefits
Fire LEOFF /PERS /Com 4.79% $248,000
AFSCME- Municipal 3.62% $486,000
AFSCME- Transit Not Settled $0
YPPA 5.31% $353,000
TOTAL 13.72% (Average 4.58 %) $1,087,000
Total 2002
Mgmt. PACA 4.58% $386,000
GRAND TOTAL -- ALL GROUPS $1,473,000 *
*This amount has been fully budgeted in the 2002 preliminary budget. •
Below please find an explanation of the adjustment to the 4.58% Pay and Compensation
Adjustment to reflect changes in certain employment benefits. The proposed benefit
• changes reduce the 2002 Pay and Compensation Adjustment from 4.58% to 3.59 %. Exhibit
A is a summary of the calculations of the Pay and Compensation Adjustment and the
benefit adjustments resulting in an adjusted 2002 PACA of 3.59 %.
•BENEFIT ADJUSTMENTS
The management employees have met several times this year to discuss a variety of issues
including employment benefits for management. Concern has been expressed over
several years regarding the management benefit package as it compares to union employee
benefit packages. The most recent collective bargaining settlements with unionized
employees has resulted in improvements to their benefit packages which in turn impacts
the City's ability to promote, recruit and retain well trained individuals for our
management positions. In light of this, the management group has explored several
alterations to their benefit package with the goal of equalizing and enhancing benefits
between management and other employee groups. Proposed benefit changes include an
increase in the sick leave cashout maximums for termination, retirement and death of an
employee, implementation of three days of bereavement leave annually and adjustments
to the longevity schedule to be implemented over a two year period. Exhibit B is a
summary report and draft legislation for these changes distributed to all management
employees on October 22, 2001 which provided detailed information on the PACA
adjustment and benefit improvements. I have also previously reviewed these proposed
changes with council members informally.
•The management group ou P is sensitive to the City's current economic circumstances and
therefore, recognizes that improvements to benefits can be costly. Consequently, it has
been recommended to reduced the percentage amount of pay and compensation
adjustment resulting from the formula contained in YMC Section 2.20.116B which is 4.58%
to 3.59% to offset the cost of the benefit changes and the additional cost to the City for the
2002 health insurance premiums.
The Legislation implementing the 2002 PACA and other employee group's wage
adjustments required by collective bargaining will be presented to Council on November •
20, 2001 to be effective January 1, 2000. The cost of these adjustments are included in the
2002 Preliminary Budget.
III
Exhibit A
City of Yakima -
Management Pay and Compensation Adjustment (PACA)
2002 Calculation
09/ 07/ 2001
PACA (based on contract effective dates) .
Total
Compensation
01 -Tan-02 01 -Jul -02 Adjustment
Fire (3 Units) 3.79% 1.00% 4.79%
Police 4.31% 1.00% 5.31%
AFSCME - Municipal 3.62% 0 3.62%
AFSCME- Transit unk unk unk
Total Wage Increases 11.72% 2.00% 13.72%
Number of Bargaining Units 3 3 3
PACA Wage Increase: Percentage 3.91% 0.67% 4.58%
2002 Cost $386,000
Less % for Health Insurance increase 0.34%
(increase is based upon 2002 premium rates for
Medical /Dental coverage - excludes LEOFF I med.)
PACA available for wage 3.57% 0.67% 4.24%
1
Longevity Enhancement 0.51% III
g 1)
Sick Leave Cashout Enhancement 2) 0.14%
Base wage Proposal 2.92% 0.67% ` 3.59%
1) Revised longevity schedule - an additional 0.5% at 5, 10,15, 20; and 1.0% at 24+ years
effective 1/1/02. Effective 1/1/03, an additional 0.5% at 5,10, 15, 20, and 1.0% at 24+ years.
(Revised schedule shown below.)
Current 2002 2003
5 Years 1.50% 2.00% 2.50%
10 Years 3.00% 3.50% 4.00%
15 Years 4.50% 5.00% 5.50%
20 Years 6.00% 6.50% 7.00%
24 + Years 8.00% 9.00% 10.00%
2) Maximum sick leave cashout at retirement increased from 90 days (720 hours) to 125 days
(1,000 hours), with a cap increasing from $25,000 to $37,500 (50 %). Costing assumes 1
confidential and 1 supervisory employee.
3) Implement Bereavement Leave to allow for up to 3 days of paid leave p er y ear for all III management employees.
Attachment 13
ORDINANCE NO. 2001-
AN ORDINANCE relating to personnel; adjusting the longevity pay schedule for
management employees; amending subsection B of Section 2.24.010 of
Chapter 2.24 of the City of Yakima Municipal Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. Subsection B of Section 2.24.010 of the City of Yakima Municipal Code is
hereby amended to read as follows:
"B. Effective October 21, 1991 January 1, 2002, all employees of the
fire department and all management employees as defined in subsection
2.04.030(D} 2.20.115 of this code . - - - - _ -. , = - . - .. = - - -- - .. -
time and who have completed periods of service as hereinafter set forth; and
effective January 1, 1980, police officers and sergeants of the Yakima police
department who arc continuously employed €4:111 time, and permanent seas onal
employees who have completed periods of service as hereinafter set forth, shall
receive compensation, called longevity pay, in addition to their regular salary,
according to the following schedule, to be paid on the first applicable day
following the thirty -first day of December and the thirtieth day of June of each
year; provided, that permanent seasonal -employees of the Yakima police
department shall be paid arty longevity pay to which they may be entitled upon
the termination of any season worked.
Years of Service Percent of Base Pay
5 X2_0
10 ( • 3.5
15 445_0
20 ( 6.5
24 i 89_0
Effective January 1, 2003, all such management employees shall receive
longevity pay, in addition to their regular salary, according to the following
schedule, to be paid on the first applicable day following the thirty -first day of
December and the thirtieth day of June of each year."
Years of Service 1 Percent of Base Pay
5 2_5
10 4_0
15 5_5
20 1 7_0
24 1 10.00
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(lklord -sick leave exchange -pm
Section 2. This ordinance shall be in full force and effect 30 days after its passage,
approval, and publication as provided by law and by the City Charter.
PASSED BY THE CITY COUNCIL, signed and approved this day of , 2001.
A "1"1 "EST: Mary Place, Mayor
City Clerk
Publication Date:
Effective Date:
•
Page 2
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•
Attachment C
ORDINANCE NO. 2001-
AN ORDINANCE relating to personnel; increasing the maximum compensation a
management employee may receive for exchange of sick leave upon
leaving service with the City; providing three days of bereavement leave
for management employees for the death of an immediate family
member; amending subsections B and E of Section 2.40.030 of Chapter
2.40 of the City of Yakima Municipal Code; and adding new Section
2.40.035 to Chapter 2.40 of the City of Yakima Municipal Code.
BE IT ORDAINED BY THE CITY OF YAKIMA:
Section 1. Subsections B and E of Section 2.40.030 of the City of Yakima Municipal
Code are hereby amended to read as follows:
"2.40.030 Sick leave.
B. Permissible Use of Sick Leave. An employee eligible for sick leave
with pay shall be granted such leave for the following reasons:
1. Personal illness or physical incapacity resulting from causes
beyond employee's control;
2. Quarantine of employee due to exposure to a contagious disease;
3. On -the -job injuries; any employee receiving sick leave with pay,
who is eligible for time -loss payments under the workman's compensation law
shall, for the duration of such payment, receive only that portion of the
employee's regular salary which, together with said payments, will equal the
employee's regular salary. In order not to work an undue hardship on the
employee caused by the time lag involved in time -loss payments, the employee
shall be paid full salary and on receipt of time -loss payments shall endorse such
payments to the city. Said employee shall be charged with sick leave only for
that portion of the employee's regular salary for which the city is not reimbursed
by the workman's compensation payments endorsed to the city;
4. Subject to and in accordance with section 2.40.035 of this chapter,
;the death of a member of the immediate family of an employee or employee's
spouse; for purposes of subparagraph, "immediate family" mc\ans any husband,
wife, parent, grandparent, child, grandchild, brother, or sister. No leave of
absence in excess of three days for a family death shall be taken by an employee
approved by the appointing authority;
5. Serious injury or illness to members of employee's immediate
family living with and dependent upon the employee, constituting an
emergency or crisis; any sick leave granted for this purpose must be
recommended by the department head and approved by the appointing
authority;
6. Illness and disability caused or contributed to by pregnancy,
miscarriage, abortion, or childbirth;
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(lk)ord -sick leave exchange -pm
7. Sick leave shall not be allowed for arty period of time that the
employee is gainfully employed by another employer; •
8. Leave taken pursuant to and in accordance with the Family and
Medical Leave Act of 1993 and the FMLA policy of the city of Yakima.
E. Sick Leave Exchange. All permanent management employees as
defined by YMC 6 2.20.115 may exchange accrued sick leave for pay or for
additional leave time as appropriate, in accordance with the options provided
the employee, subject to the following provisions:
1. Except as otherwise provided in subsection (E)(3), Ne-exchange of
accrued sick leave for additional lc ave days or for cash will be granted for those
employees with ninety days or less than ninety days (720 hours) of accrued sick
leave except in accordance with the following:
a. Effective January 1, 1988 2002, upon retirement or dc\ath the
employee's accrued sick leave up to ninety Sys or less will be exchanged for
pay at the rate of fifty percent of the employee's current base pay to a maximum
of twelve eighteen thousand five seven hundred and fifty dollars.
b. Effective January 1, 1988 2002, upon termination under honorable
conditions, as distinct from retirement or death, the employee's accrued sick
leave up to ninety days or ley; will be exchanged for pay at the rate of twenty -
five percent of the employee's current base pay to a maximum of twelve eighteen
thousand five seven hundred and fifty dollars. Honorable termination includes
layoff for budget reasons, resignation with proper notice, and position abolition. •
2. Except as otherwise provided in subsection (E)(3), Eexchange of
accrued sick leave for additional leave days or for cash will be granted to
employees who have accrued ninety days (720 hours) -erne or more days subject
to the following provisions:
a. Effective January 1, 1988 2002, upon retirement or death, the
employee's accrued sick leave up through a maximum of ninety one hundred
twenty five days (1000 hours) will be exchanged for pay at the rate of one
hundred percent of the employee's current base pay to a maximum of twenty-
five thirty seven thousand five hundred dollars.
b. Effective January 1, 1988 2002, upon termination under honorable
conditions, as defined in subsection EZ(11(b1 above, as distinct from death or
retirement, the employee's accrued sick leave up to a maximum of ninety one
hundred twenty five days (1000 hours) will be exchanged for pay at the rate of
fifty percent of the employee's current base pay to a maximum of twelve
eighteen thousand five seven hundred and fifty dollars.
c. Employees who have accrued more than ninety days (720 hours)
of sick leave may exchange such sick leave for bonus (additional) leave days at
the rate of four days of sick leave for each additional leave day, not to exceed a
total of five added leave days annually, utilization of which would be subject to
the scheduling and approval by the department head.
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(1k)ord -sick leave exchange -pm
•
3. Effective January 1, 2002, upon the death of an employee, the
employee's accrued sick leave up through a maximum of one hundred twenty
five days (1000 hours) will be exchanged for pay at the rate of one hundred
percent of the employee's current base pav to a maximum of thirty seven
thousand five hundred dollars.
34. In December of each year, any accruals beyond the one- hundred-
twenty -day limitation applicable to fire department employees not covered by
the Washington State Law Enforcement Officer's and Firefighter's Retirement
System will be automatically exchanged based upon the formula of eight hours
pay for each thirty -two hours accrued or a percentage thereof for smaller
accruals. Such pay will appear on the employee's final paycheck for the year.
45. Sick Leave Exchange Procedure. Any peniftaftent management
employee may exchange accrued sick leave as provided in subsections LED),
LE112L or LE)3) of this section at the option of the employee, subject to the
following conditions and provisions, effective January 1, 1978:
a. A request for such an exchange shall be made to the director of
finance and budget. All requests shall be in writing and shall be signed by the
employee making the request, or the legal representative of the estate of the
employee in the event of the death of the employee.
b. Requests will be accepted only during the first five working days
of each month with exchanged leave to be available within fifteen calendar days
of the date the request is received by the office of the director of finance and
• budget. Exceptions to the above will be made for 'death, termination, layoff or
disability retirement.
c. No request will be granted for less than eight hours' pay or a
minimum of three days' leave.
d. No exchange will be granted to an employee who has been
terminated for cause, as defined by civil service.
efnpleyee,
Section 2. New Section 2.40.035 is hereby added to the City of Yakima Municipal
Code to read as follows:
"Bereavement leave 2.40.035.
In the event of the death of a member of the immediate family of a
management employee or his /her spouse, the employee shall be granted up to
three days of bereavement leave without loss of pay per calendar year. For
purposes of this section, "immediate family" means husband, wife, parent,
grandparent, child, grandchild, brother, or sister of the employee or his /her
spouse. No leave of absence in excess of three days for a family death shall be
taken by an employee unless additional leave is recommended by the
employee's department head and approved by the appointing authority.
• Approved leave in excess of three days for the death of a family member shall be
Page 3
(ik)ord -sick leave exchange -pm
debited against the employee's accrued sick leave, annual leave, compensatory
time and /or other accrued leave."
110
Section 3. This ordinance shall be in full force and effect 30 days after its passage,
approval, and publication as provided by law and by the City Charter.
PASSED BY THE CITY COUNCIL, signed and approved this day of , 2001.
Al EST: Mary Place, Mayor
City Clerk
Publication Date:
Effective Date:
III
•
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Attachment D
•
-�: , � �MEMORANDUMF.; =�'; :>
DATE: November 20, 2001
TO: The Honorable Mayor and Council Members
FROM: Carol Bates, Chief Examiner
Glenn Rice, Assistant City Manager
SUBJ: Charter Civil Service Reclassification Studies and New
Classifications as Recommended by Charter Civil Service Commission
and City Management
Charter Civil Service provides the employees under its jurisdiction the prerogative to
request a review and analysis of their jobs when sufficient evidence supports a
preliminary conclusion that the job has significantly changed in response to service
• needs and technical requirements.
The office of the Chief Examiner received 12 requests for reclassifications and 4 new
classification requests in 2001. Of those requests, the Chief Examiner preliminarily
approved and forwarded 16 to RHW Consulting Services for detailed review. One
reclassification was denied and two reclassifications were set aside for further study.
The following reclassification /classification summary report involves 16 individuals, from
9 different classifications. Their reclassification requests were formally approved by the
Civil Service Commission at the October 1, 2001 meeting. All recommendations are
subject to City Council review and approval, to become effective January 1, 2002. The
additional funds exist in other savings within their respective department's 2002
Budgets.
The positions are listed according to the Classification /Reclassification Summary in
Appendix "A ".
The annualized cost of implementing the final salary recommendation from the Civil
Service Commission and Management for all the affected positions is listed in Appendix
"
Following each narrative is a tab reference to Appendix "C ", so that you may review the
Classification /Reclassification Reports as prepared by RHW Consulting Services and
the Chief Examiner.
III
1
RECLASSIFICATION ACTIONS •
1. Park Maintenance Supervisor
• Park Maintenance Supervisor - current pay range 976 ($3,542.87 - $4,312.45)
• RHW Consulting Services recommends a new class specification of Parks
Superintendent and allocated to pay range 974 ($3,910.32 - $4,756.18) to be
competitive with market prevailing rates, maintain intemal equity, and reflect
changes in the position's duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 974 ($3,910.32 - $4,756.18)
• See Appendix C -1
Commission's Recommendation: Accept and approve RHW Consulting
Services recommendation
Management's Recommendation: Accept and approve RHW Consulting
Services recommendation
2. Vehicle Maintenance Attendant
• Vehicle Maintenance Attendant - current pay range 10.0 ($2,123.29-
$2,527.15)
• RHW Consulting Services recommends a new class specification, Police
Fleet Specialist and allocate to pay range 15.5 ($2,716.08 - $3,249.94) to be
consistent with prevailing market rates, maintain internal equity and reflect
changes in the job duties •
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 15.5 ($2,716.08 - $3,249.94)
• See Appendix C -2
Commission's Recommendation: Accept the class specification and allocated
to pay range 15.5
Management's Recommendation: Accept and approve Commission's
recommendation
3. Account Clerk II
• Account Clerk, current pay range 8.5 ($1,982.90- $2,378.09)
• Department recommends a new class specification, Financial Services
Specialist and allocate to pay range 12.5 ($2,378.09- $2,835.68) to be
consistent with prevailing market rates, maintain internal equity and reflect
changes in the job duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 12.5 ($2,378.09 - $2,835.68)
• See Appendix C -3
Commission's Recommendation: Accept class specification and allocate and
allocation to pay range 12.5 ($2,378.09 - $2,835.68)
Management's Recommendation: Accept and approve Commission's
recommendation
2
4. Computer Programmer
• Computer Programmer, current pay range 13.5 ($2,475.15 - $2,967.41)
• RHW Consulting Services recommends a new class specification, Computer
Client Services Technician and allocate to pay range 19.5 ($3,249.94-
$3,898.19) to be consistent with prevailing market rates, maintain intemal
equity and reflect changes in the job duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 19.5 ($3,249.94 - $3,898.19)
• See Appendix C-4
Commission's Recommendation: Accept class specification and allocate and
allocation to pay range 19.5 ($3,249.94 - $3,898.19)
Management's Recommendation: Accept and approve Commission's
recommendation
5. Computer Programmer
• Computer Programmer, current pay range 13.5 ($2,475.15- $2,967.41)
• RHW Consulting Services recommends a new class specification,
Applications Developer and allocate to pay range 20.5 ($3,402.47 - $4,083.65)
to be consistent with prevailing market rates, maintain internal equity and
reflect changes in the job duties
• Commission accepted and approved the creation of a new class specification
• •
and allocated to pay range 20.5 ($3,402.47 - $4,083.65)
• See Appendix C -5
Commission's Recommendation: Accept class specification and allocate and
allocation to pay range 20.5 ($3,402.47 - $4,083.65)
Management's Recommendation: Accept and approve Commission's
recommendation
6. Programmer Analyst
• Programmer Analyst, current pay range 16.5 ($2,835.68 - $3,402.47)
• RHW Consulting Services recommends a new class specification, Database
Administrator and allocate to pay range 23.0 ($3,811.53 - $4,563.78) to be
consistent with prevailing market rates, maintain internal equity and reflect
changes in the job duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 23.0 ($3,811.53- $4,563.78)
• See Appendix C -6
Commission's Recommendation: Accept class specification and allocate and
allocation to pay range 23.0 ($3,811.53- $4,563.78)
Management's Recommendation: Accept and approve Commission's
recommendation
3
•
7. Senior Analyst
• Senior Analyst, current pay range 19.0 ($3,171.94- $3,811.53)
• RHW Consulting Services recommends a new class specification, Lead
Application Systems Designer and allocate to pay range 24.0 ($3,984.86-
$4,792.57) to be consistent with prevailing market rates, maintain intemal
equity and reflect changes in the job duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 24.0 ($3,984.86 - $4,792.57)
• See Appendix C -7
ommission s ' ecommen • ation: ccep c ass spec' Ica ion an. a oca e an.
allocation to pay range 24.0 ($3,984.86 - $4,792.57)
Management's Recommendation: Accept and approve Commission's
recommendation
8. Senior Analyst
• Senior Analyst, current pay range 19.0 ($3,171.94- $3,811.53)
• RHW Consulting Services recommends a new class specification, Network
Services Engineer and allocate to pay range 25.0 ($4,172.05 - $5,031.76) to
be consistent with prevailing market rates, maintain internal equity and reflect
changes in the job duties
• Commission accepted and approved the creation of a new class specification •
and allocated to pay range 25.0 ($4,172.05 - $5,031.76)
• See Appendix C -8
Commission's Recommendation: Accept class specification and allocate and
allocation to pay range 25.0 ($4,172.05 - $5,031.76)
Management's Recommendation: Accept and approve Commission's
recommendation
9. GIS Technician
• GIS Technician, current pay range 14.5 ($2,591.28 - $3,099.14)
• Division recommends allocation to pay range 16.5 ($2,835.68 - $3,402.47) to
be consistent with prevailing market rates, maintain intemal equity
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 16.5 ($2,835.68 - $3,402.47)
• See Appendix C -9
Commission's Recommendation: Accept allocation to pay range 16.5
($2,835.68- $3,402.47)
Management's Recommendation: Accept and approve Commission's
recommendation
4
NEW CLASSIFICATIONS
1. Executive Assistant
• • New position in Assistant City Manager's Office
• Pay range 980 ($2,920.16 - $3,542.87)
• Position will be competitive
• RHW Consulting Services recommends the new class specification,
allocation to pay range 980 ($2,920.16 - $3,542.87) to be consistent with
prevailing market rates, maintain intemal equity and reflect changes in the job
duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 980 ($2,920.16 - $3,542.87)
• See Appendix C-la
Commission's Recommendation: Accept class specification and allocation to
pay range 980 ($2,920.16 - $3,542.87)
Management's Recommendation: Accept and approve Commission's
recommendation
2. Financial Services Officer
• New position in Finance and Budget Department (Finance Division)
• Pay range 972 ($4,312.45 - $5,241.50)
• Position will be competitive
• RHW Consulting Services recommends the new class specification,
allocation to pay range 972 ($4,312.45 - $5,241.50) to be consistent with
prevailing market rates, maintain internal equity and reflect changes in the job
duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 972 ($4,312.45- $5,241.50)
• See Appendix C -2a
Commission's Recommendation: Accept class specification and allocate and
allocation to pay range 972 ($4,312.45 - $5,241.50
Management's Recommendation: Accept and approve Commission's
recommendation
3. Financial Services Officer - Treasury
• New position in Finance and Budget Department (Finance Division)
• Pay range 972 ($4,312.45 - $5,241.50)
• Position will be competitive
• RHW Consulting Services recommends the new class specification,
allocation to pay range 972 ($4,312.45 - $5,241.50) to be consistent with
prevailing market rates, maintain internal equity and reflect changes in the job
duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 972 ($4,312.45 - $5,241.50)
• See Appendix C -3a
Commission's Recommendation: Accept class specification and allocate and
allocation to pay range 972 (4,312.45 - $5,241.50
Management's Recommendation: Accept and approve Commission's
recommendation
5
4. Financial Services Technician - Payroll
• New position in Finance and Budget Department (Finance Division)
•
• Pay range 981 ($2,780.21 - $3,378.20)
• Position will be competitive
• RHW Consulting Services recommends the new class specification,
allocation to pay range 981 ($2,780.21 - $3,378.20) to be consistent with
prevailing market rates, maintain internal equity and reflect changes in the job
duties
• Commission accepted and approved the creation of a new class specification
and allocated to pay range 981 ($2,780.21 - $3,378.20)
• See Appendix C-4a
Commission's Recommendation: Accept class specification and allocate and
allocation to pay range 981 ($2,780.21 - $3,378.20)
Management's Recommendation: Accept and approve Commission's
recommendation
6
APPENDIX A
•
RECLASSIFICATION /CLASSIFICATION SUMMARY
Current Classification Recommendation Reclassifications
Pay Ranges Pav Ranges
RECLASSIFICATIONS
1. Park Maintenance Supervisor Parks Superintendent
Pay Range 976 ($3,542.87- $4,312.45) Pay Range 974 ($3,910.32 - $4,756.18)
John Thomas & Randy Murphy
2. Vehicle Maintenance Attendant Police Fleet Specialist
Pay Range 10 ($2,123.29 - $2,527.15) Pay Range 15.5 ($2,716.08- $3,249.94)
Keith Emhoff
3. Account Clerk 11 Financial Services Specialist
Pay Range 8.5 ($1,982.90- $2,378.09) Pay Range 12.5 ($2,378.09 - $2,835.68)
Glenda Godfrey, Judy Leavitt, Christina
• Payer, Ed Ring, Debbie Romias
4. Computer Programmer Computer Client Services Technician
Pay Range 13.5 ($2,475.15- $2,967.41) Pay Range 19.5 ($3,249.94 - $3,898.19)
Delyle Walters, Jodi Thompson
5. Computer Programmer Applications Developer
Pay Range 13.5 ($2,475.15- $2,967.41) Pay Range 20.5 ($3,402.47 - $4,083.65)
Rosanne Brackney, Les Newport
6. Programmer Analyst Database Administrator
Pay Range 16.5 ($2,835.68 - $3,402.47) Pay Range 23.0 ($3,811.53- $4,563.78)
Ethan Schrank
7. Senior Analyst Lead Application Systems Designer
Pay Range 19.0 ($3,171.94 - $3,811.53) Pay Range 24.0 ($3,984.86 - $4,792.57)
Troy Tschauner
8. Senior Analyst Network Services Engineer
Pay Range 19.0 ($3,171.94 - $3,811.53) Pay Range 25.0 ($4,172.05 - $5,031.76)
Ray Yocom
• 9. GIS Technician GIS Technician
Pay Range 14.5 ($2,591.28 - $3,099.14) Pay Range 16.5 ($2,835.68 - $3,402.47)
Jill Ballard
APPENDIX A
NEW CLASSIFICATIONS •
1. Executive Assistant
Pay Range 980 ($2,920.61 - $3,542.87)
2. Financial Services Officer
Pay range 972 ($4,312.45 - $5,241.50)
3. Financial Services Officer- Treasury
Pay range 972 ($4,312.45 - $5,241.50)
4. Financial Services Technician - Payroll
Pay Range 981 ($2,780.21 - $3,378.20)
DENIED
1. Bilingual Department Assistant III -ONDS
Pay Range 8.5 ($1,982.90 - $2,378.09)
4110
•
Charter Civil Service 2001 Fification lmapct Analysis APPENDIXO
Employee Classification Pay Current Consultant Pay Difference Annual
Range • Pay Recom
. .
Park Maintenance Supervisor 976.0 . 974.0
Incumbent 1 Parks Superintendent $4,229.52 $4,527.38 $297.86 $3,574.32
Incumbent 2 $4,438.98 $4,527.38 $88.40 $1,060.80
Totataijo*1 ' ' ' $4635 12
Vehicle Maintenance Attendant 10.0 15.5
Incumbent 1 Police Fleet Specialist $2,527.15 $2,716.08 $188.93 $2,267.16
TatOtiBiiOgOltiii*Ot Poc Dapariment $2261 18
Accounting Clerk II 8.5 12.5
Incumbent 1 Financial Services Specialist $2,497.69 $2,591.28 $93.59 $1,123.08
Incumbent 2 $2,497.69 $2,591.28 $93.59 $1,123.08
Incumbent 3 $2,497.69 $2,591.28 $93.59 $1,123.08
Incumbent 4 $2,497.69 $2,591.28 $93.59 $1,123.08
_ .
Incumbent 5 $2,497.69 $2,591.28 $93.59 $1,123.08
T04)1 ' ' ............
Computer Programmer 13.5 19.5
Incumbent 1 Computer Client Services Technician $2,977.81 $3,249.94 $272.13 $3,265.56
Incumbent 2 $2,851.28 $3,249.94 $398.66 $4,783.92
Total Budget lmpact for Computer Client Services Technician $8,049.48
Computer Programmer 13.5 20.5
Incumbent 1 Applications Developer $3,116.47 $3,402.47 $286.00 $3,432.00
Incumbent 2 $3,116.47 $3,402.47 $286.00 $3,432.00
Total Budget Impact for Applications Developer $6,864.00 •
1
Charter Civil Service 2001 Reclassification |mopotAnalysis APPENDIX B
Employee Classification Pay Current Consultant Pay Difference Annual
Range Pay Recom Impact
-' _ ' - '
' - - ---'—'-- ---'- ' ' -- - -- — - - '-
16.5 23.0
- -- _ —
Incumbent Database Administrator $3,572.33 �.811�� $239.20 $2,870.40
--' '--
Total Budget mpact for Database Administrator $2.870.40
Semkor Analyst 1A� 24.0
-- --- ---^----'------ ------ �4OO� 1Q '-- ' �4172 ��OQ 8E �2�}38��
)noumnbent1 Lead Designer �O2�/ ,/��5 b9�j �/uu�uu
---
Tota mpact for Lead Application Systems De igner $2/038.32
Senior 19.0 25.0
—' _--_--' - ---- ' _-_-
Incumbent 1 Network $4.002.19 $4,172.05 $169.86 $2,038.32
----- -' -- — -- '
Total - — |-- for $2]]3832
o n�pac� Engineer
G|STmchnician 14.5 16.5
- -- -
Incumbent 1 GIS Tech ician $3,09914 $3,249.94 $150.80 $1
Total -'---|�� hxG|STmohn��n $1,)OB�)
Budget Impact ---''-- -- - '---- -'-
�
`
`o=_-~_-~ .^~., : ~~~~ '_ __-_. _----_ 0. -
ID III III
10
, -„,e ,e. ,^ , �•, u t:37, r.,.. ....��w. r. »:� ` •': , c .« - c �
DATE: November 20, 2001
TO: The Honorable Mayor and Council Members
FROM: Charter Civil Service Commission
SUBJ: Charter Civil Service Reclassification Studies
The reclassification studies currently before the Commissions were conducted by
RHW Consulting Services. This transmittal memorandum will outline for the
Council's background, information regarding the Charter Civil Service system
and reclassification studies, covering:
• What is a reclassification study
• Why are reclassification studies conducted
• • Legal authority for the studies
• Effect on pay of a reclassification study
• Financial impact of these reclassification studies
The Charter Civil Service Commission (hereinafter referred to as the
"Commission ") and personnel system were established by an amendment to the
City Charter in 1959. The Commission is responsible for the personnel system
for over half of the City's workforce and two of their functions are position
classification and allocation.'
1. What is a Reclassification Study?
The Charter Civil Service Rules and Regulations, Chapter IV, Classification Plan,
require that the Chief Examiner ascertain the duties and responsibilities of each
position in the classified service. Class specifications which set forth in general
terms, duties to be performed within the class; supervision received; the extent of
authority exercised over others; major worker characteristics; unusual working
1 A classification plan groups all positions in the classified service into classes based upon their
• duties and responsibilities. A class is defined as a group of positions similar in duties and
responsibilities so that the same class title may be used; the same entrance qualifications may be
required; and the same schedule of pay may be applied equitably under similar employment
conditions. Allocation refers to the assignment of a position to a class on the basis of the kind,
difficulty and responsibility of the position.
Page 1
conditions; licenses, registrations and certifications required and minimum
qualifications are prepared by the Chief Examiner and submitted to the Civil
Service Commission for approval. When an appropriate class does not exist, the
Chief Examiner is required to propose a new class and submit it to the
Commission for approval who in turn submit a revised classification plan in
ordinance form to the Council for approval and adoption. This is the standard
procedure for the creation of new classifications.
The Charter Civil Service Rules, Chapter IV, Classification, Section D (2),
Reclassification, require the following actions as classifications change and
evolve due to legal mandates, organizational change, or specific needs of the
City:
"2. Reclassification: Whenever the duties of an existing
position no longer substantially resemble the original class, the
appointing authority shall prepare a revised description of the
position and submit it to the Chief Examiner for evaluation no later
than March 31st of the calendar year for consideration during the
following calendar year. Reclassification may be requested by the
appointing authority or incumbent in any position using
procedures prescribed by the Chief Examiner. The Chief Examiner
or the Commission, may initiate action to investigate the duties of •
any position or the entire classified service. No later than April 30th
of the calendar year, the Chief Examiner shall investigate the
request and determine if the position has changed substantially. If
in the Chief Examiner's determination a reclassification study is
warranted, the Chief Examiner shall submit the reclassification
request and documentation to the contracted compensation
consulting firm for study and recommended allocation on January
1St of the following calendar year. If the Chief Examiner denies the
reclassification request, the incumbent may submit additional
information for consideration no later than May 31st for
reconsideration by the Chief Examiner.
In the event the Chief Examiner determines the duties or
responsibilities of a classification have substantially increased, the
Chief Examiner will recommend to the appointing authority that
special assignment pay be granted to the affected employee(s)
providing that special pay and that the additional duties warrant
such consideration.
The Human Resources Manager shall annually request funds to
conduct reclassification studies. All reclassification studies
conducted by any compensation consulting firm shall be conducted
under the auspices of the Chief Examiner.
Page 2
• Without limiting the generality of rights of appeal under these
Rules, the determinations of the Chief Examiner or the appointing
authority herein are appealable to the full Civil Service
Commission as other appeals are handled under the terms of this
Rule, and any denial of forwarding for reclassification study or
denial of special assignment pay shall be forwarded to the
employee in writing and time frames for appeals shall begin to run
from the date of any such letter.
Nothing contained in this Rule shall prevent the Commission for
good cause shown from awarding retroactive pay or other
appropriate remedy to an employee for proper circumstances
shown in the event that reclassification is not handled in a
reasonable and proper manner under the terms of this Rule, or
otherwise.
2. Legal Authority for Reclassification Studies.
City Charter, Article XVI, Civil Service, was adopted by a vote of the people
March 10, 1959 and was effective June 1, 1959. Section 1 of this Article states:
"The general purpose of this charter amendment is to establish for
the City of Yakima a system of personnel administration based on
merit principles and governing the appointment, promotion,
transfer, layoff, removal, discipline and welfare of its employees
and other incidents of city employment."
Article XVI further grants the Civil Service Commission in Section 5 rule making
authority as shown below:
"It shall be the duty of the Civil Service Commission:
(a) To make suitable rules and regulations not inconsistent
with the provisions hereof. Such rules and regulations
shall provide in detail the manner in which examinations
may be held, and appointments, promotions, transfers,
reinstatements, demotions, suspensions, and discharges
shall be made, and may also provide for any other matter
connected with the general subject of personnel
administration and which may be considered desirable to
further carry out the general purposes of this Article, or
• which may be found to be in the interest of good
personnel administration."
Page 3
As a result of this rule making authority, the Charter Civil Service Commission
has promulgated a set of rules and regulations, (hereinafter referred to as the
"Rules "); the most recent set was adopted April 20, 1995. Chapter IV,
Classification Plan, governs the classification plan and the allocation of positions
to a classification and an appropriate pay range.
Article XVI grants to the Civil Service Commission and the Chief Examiner
authority for classification and salary administration. Article XVI, Section 4
states:
"A pay and classification plan with job descriptions providing
equal pay for equal work shall be devised by the chief examiner
with the cooperation and approval of the civil service commission
which shall be submitted in ordinance form to the City Council for
passage."
The Council has the ultimate authority over pay, as decided in a Yakima County
Superior Court case between the City of Yakima and the Charter Civil Service
Commission. As a result, the Commission can recommend changes in the
allocation of a classification, but the Council is the final determining body in the
allocation of a classification and setting of salaries.
3. Effect on Pay of a Reclassification Study.
Upon the adoption of the classification and compensation ordinance by Council
approving a reclassification study, the Rules allow the incumbent to be promoted
without competition under certain circumstances or if the Commission
determines that the preservation of merit system principles are best served by
requiring competition for the position, the Commission may require that
competition take place. The Rules state:
3. Effect of Reclassification:
a. If a position is reallocated to a class in a higher pay
range, the incumbent may be promoted upon
recommendation of the Chief Examiner and with the
approval of the Commission if such person has
permanent status; meets the minimum qualifications
for the position at the time of reclassification; and has
been performing the reclassified duties for a period of
not less than six months. However, if the
Commission determines that the preservation of merit
system principles will be best served by requiring
competition among qualified persons, it may direct
that such competition take place. If the incumbent is
Page 4
• ineligible for the position, or elects not to compete for
the position, such person may be transferred to a
vacant position or be laid off in accordance with the
provisions of Chapter XI of these Rules and
Regulations.
The effect of a reclassification action, considered an appointment to a reclassified
position, on an employee's pay is also governed by the Rules. Chapter IV,
Section D (3) (b) require that an employee's pay be adjusted as follows:
"b. Upon appointment of an employee to a reallocated position,
the employee's pay shall be adjusted as follows:
(1) If the appointment has the effect of a promotion, the
pay shall be adjusted to the step in the higher pay
range which is next higher in compensation to the
employee's current base pay. A probationary period
shall be served by the employee if the reclassified
duties have not been performed for at least six
months.
• (2) If a position has been reallocated to a lower pay
range, the employee's pay shall not be reduced but
shall remain as an authorized exceptional rate until
the pay range exceeds that rate at which time the pay
will be adjusted to the pay step in the range which is
next above the exceptional rate with no change in the
employee's annual review date.
The City of Yakima Municipal Code, hereinafter referred to as the "Municipal
Code ", also governs salary administration. Municipal Code Chapter 2.20
governs the classification and compensation plan, contents of the plan, procedure
for determining salary ranges, policy for pay steps, policy for present employees,
transfers, promotions, reclassifications, demotions and other salary matters.
Chapter 2.20.060, Section 2 governs the effects on pay of promotions and
reclassifications and specifically requires that an employee's pay be adjusted as
follows if the employee's position is reclassified to a higher pay range:
"a. If the employee's rate of pay in the lower class is below the
minimum salary of the higher class, the employee's rate of pay
shall be increased to the minimum rate of the higher class.
b. If the employee's rate of pay in the lower class falls within the
range of pay for the higher class, the employee shall be advanced to
Page 5
the pay step in the higher range which is next higher in amount
above the employee's pay before promotion." •
The employee's anniversary date (annual merit step increase review date) is
potentially impacted by a reclassification action and Chapter 2.20.060, Section 2
requires:
"d. In the case of reclassification, the employee shall be eligible for
a within -range increase on the employee's normal anniversary
date. For employees who have been at the maximum of the salary
range for more than one year, the date of reclassification shall
become the employee's anniversary date for further within -range
increases."
The results of the studies conducted by RHW Consulting Services indicated that
the duties of the classifications had substantially changed and that reallocation to
a higher pay range was warranted. How that reallocation affects the individual
employee's rate of pay will vary with each employee as required by the Rules
shown above. An example of an adjusted rate of pay due to a reclassification to a
higher pay range is illustrated below.
0 Example: Employee A's classification has been reallocated from pay range 8.5
to pay range 10.5. At the time of reclassification, Employee A was at step E (top
step) of range 8.5 earning $2,017.56 per month or $11.64 per hour.
Assuming the Commission recommended that Employee A be promoted
without competition as provided for in the Rules, Employee A's rate of pay
would be adjusted to Step D of pay range 10.5 or $2,100.76 or $12.12 per hour. It
is important to note that Employee A does not automatically move to the top
step (step E) of the new range because that was where he/ she was at the time of
reclassification. The Rules and Code both require that the employee's pay be
adjusted to the step in the higher range, which is next higher in compensation to
the employee's current base pay.
RECOMMENDATIONS:
This memorandum transmits to the Council for consideration and action the
recommendations of the Commission and Chief Examiner on the attached
reclassification studies conducted by RHW Consulting Services. The source of
funding for the recommended reclassification actions is the operating budget of
the Division for each affected employee. 0
Page 6