§ 33.01 SALARY SCHEDULE ESTABLISHED.

   (A)   The job classifications and corresponding pay bands 1 through 9 shown in division (G) below are established as of June 28, 2021. Employees of the city not elsewhere provided for in a contract or ordinance, are assigned to a pay band by the Mayor.

   (B)   Each pay band establishes base hourly rates for hourly personnel and salaried personnel are hourly rate equivalents. The hourly rates or hourly rate equivalents shall be used since the city's electronic payroll system bases the calculation of payroll on an hourly rate. However, those personnel who are salaried or salaried/exempt are compensated properly as salaried personnel based on a weekly salary.

   (C)   All municipal employee classifications listed in this section shall be paid on a bi-weekly basis.

   (D)   Pay bands 1 through 3 include hourly, non-exempt job classifications. These classes are eligible to earn overtime either through federal overtime statutes or city practice and/or policy. The bi-weekly compensation for employees not listed in § 33.18 shall be based on the number of hours actually worked during the bi-weekly pay period, and the hourly rate of compensation for such employees shall be based on the hourly schedule listed in division (G) below, except where otherwise provided by ordinance.

   (E)   Pay bands 4 through 9 include only “exempt” salaried job classifications. These job classifications, when paid on a salaried basis, are exempt from federal overtime requirements. These personnel are paid on a biweekly basis, which is based on two weeks at their regular weekly salary. They are compensated on a salaried basis in accordance with Federal law. Payments of less than a full weekly salary to an exempt employee shall be in accordance with Federal law. Furthermore, the city and an employee may agree to pay part-time personnel in these bands on an hourly basis.

   (F)   As used in this section the term BASE SALARY refers to the minimum salary before any extra pay is received such as longevity, lump sum payments for seniority, shift differential, certification pay, or other fringe benefit factors.

   (G)   The pay bands are established as follows (pay rates/steps are outlined in divisions (O) through (T) of this section):

 

Pay Band 1(B1)

Customer Service Specialist

Park Maintenance Specialist

Secretary

 

Pay Band 2 (B2)

Administrative Secretary

Clerk of Council

Finance Specialist

Fitness Specialist

Payroll Specialist

Sports Specialist

Systems Analyst

Tax Specialist

 

Pay Band 3 (B3)

Aquatics/Fitness Manager

Automotive Mechanic Supervisor

Chemist

Code Enforcement Officer

Parks & Recreation Business Office Supervisor

Maintenance Coordinator

Natural Resources Manager

Public Works Supervisor

Shift Captain (Fire)

Victim Advocate

Wastewater Collection Maintenance Supervisor

Wastewater Treatment Plant Chief Operator

Water Treatment Plant Chief Operator

 

Pay Band 4 (B4)

Community Affairs Coordinator

GIS Specialist

Housing Program Administrator

Natural Resources Coordinator

Network Administrator

Recreation Coordinator

Senior Planner

Sustainability Coordinator

 

Pay Band 5 (B5)

Arborist

Assistant City Engineer

Assistant Fire Chief

Assistant Prosecutor

City Surveyor

GIS Coordinator

Community Development Administrator

Public Works Assistant Superintendent

Tax Commissioner

Assistant Utilities Business Office Manager

Water Distribution/Wastewater Collection Assistant Superintendent

Water Pollution Control Assistant Superintendent

Water Supply Assistant Superintendent

 

Pay Band 6 (B6)

City Engineer

City Prosecutor

Assistant Electric Superintendent

Fire Deputy Chief

GIS Manager

Police Deputy Chief

Public Works Superintendent

Utilities Business Office Manager/Deputy Finance Director

Water Distribution/Wastewater Collection Superintendent

Water Pollution Control Superintendent

Water Supply Superintendent

 

Pay Band 7 (B7)

Assistant Utilities Director

City Attorney

Communications Director

Economic Development Director

Electric Superintendent

Engineering Director

Finance Director

Fire Chief

Human Resources Director

Information Technology Director

Parks and Recreation Director

Planning Director

Police Chief

Public Works Director

 

 

Pay Band 8 (B8)

Director of Administrative Services

Director of Public Infrastructure/Utilities Director

Director of Public Safety/Safety Director

Director of Public Services

 

 

PayBand 9 (B9)

Municipal Administrator

 

   (H)   Pay bands are vertical numerical readings along the schedules in division (G) above. These numbers are keyed to job classifications. Changes in classifications represent changes in job titles and responsibilities at levels appropriate to an individual’s education, training, and experience.

   (I)   Newly hired employees may, at the city’s discretion, be paid any base rate within the designated pay band; however, in no case shall the rate assigned exceed the hiring maximum established for the designated pay band.

   (J)   An employee, who is reclassified into a higher pay band, as a result of a promotion to a new classification that is assigned to a higher pay band, shall be assigned into the new pay band at a rate commensurate with his/her skills and abilities. The rate assigned will not exceed the “hiring maximum” for that pay band. However, the promotion of an employee into the salaried/exempt position of Assistant Fire Chief shall result in the base rate of the employee being adjusted to match the base rate of the existing employees classified in that rank.

   (K)   An employee may be demoted if he or she exhibits an inability or unwillingness to perform assigned duties or for disciplinary reasons. An employee so demoted for such cause(s) shall be reduced to a pay rate within the lower pay band wherein the pay reduction is commensurate with the disciplinary action involved. However, in no case shall the employee be assigned to a pay rate that would exceed the hiring maximum established by ordinance for that pay band.

   (L)   Whenever an employee voluntarily applies for and then accepts a position in a lower pay band, or whenever an employee is laid off due to lack of funds or lack of work in one classification and is entitled to a demotion to a lower classification where he or she previously held a full-time status, the pay rate of the employee shall be reduced to a pay rate in the lower grade that would not exceed the highest base rate paid to employees already classified in the same position within the new pay band. However, in no case would the employee’s new rate exceed the established hiring maximum for that pay band nor would the employee receive an increase to his/her base rate.

   (M)   Whenever the Municipal Administrator or his or her designee determines that it is necessary to temporarily assign an employee to perform the duties of a position above that which the employee currently holds, such employee shall be temporarily reclassified to the higher job classification and shall receive a temporary increase in pay, which shall be established as outlined in division (J) of this section. If the employee is temporarily reclassified from an hourly, non-exempt position (eligible for overtime) to a salaried position that is exempt from earning overtime, the reclassification shall result in the employee being exempt from overtime while so assigned to the exempt classification. Furthermore, the employee so assigned shall continue to receive all other fringe benefits at the levels he or she received prior to the temporary reclassification to the higher job classification. Training periods at a higher level shall not be computed when determining “acting time.” The employee, must be assigned to and perform all the functions that are normally performed by an occupant of the higher classification in order to be reclassified and receive the increased rate of pay.

   (N)   The pay band hiring maximums previously outlined in division (G) of this section are for hiring purposes only. If a base rate increase results in an employee's base rate exceeding the established “hiring” maximum, the employee will still be granted the full base rate increase. The base pay adjustment for 2021 shall be effective for the pay cycle commencing June 28, 2021. Subsequent annual pay adjustments shall be effective for the pay cycle commencing June 27, 2022, and then again for the pay cycle commencing June 26, 2023. The annual pay adjustments are outlined in the following Sections (O) through (T) and will be administered through the Finance Department. (Temporary and/or other seasonal part-time employees are not eligible to receive these pay adjustments as their pay is governed by either § 33.03 or § 33.04 of this chapter.)

   (O)   Pay Bands 1-3. Placement in the pay system, as of June 28, 2021, shall be administered through the Finance Department. Those whose rates are below the pay band “target” shall be placed in a step, those at or above the pay band “target” shall receive a rate adjustment of 2.00% on their base rate. The following shall serve as the 2021 pay steps for the non-bargaining hourly, who are assigned to Pay Bands 1 through 3 as previously established in division (G).

 

2021
2.00%	Minimum	2	3	Target	Hiring Maximum
B1	$15.75	$16.45	$17.16	$17.86	$20.86
B2	$21.45	$22.38	$23.31	$24.25	$30.16
B3	$25.61	$27.64	$29.67	$31.71	$34.24

 

   (P)   Pay Bands 1-3. Placement in the pay system, as of June 27, 2022, shall be administered through the Finance Department. Those whose rates are below the pay band “target” shall be placed in a step, those at or above the pay band “target” shall receive a rate adjustment of 2.50% on their base rate. The following shall serve as the 2022 pay steps for the non-bargaining hourly, who are assigned to Pay Bands 1 through 3 as previously established in division (G).

 

2022
2.50%	Minimum	2	3	Target	Hiring Maximum
B1	$16.14	$16.86	$17.59	$18.31	$21.38
B2	$21.99	$22.94	$23.89	$24.86	$30.91
B3	$26.25	$28.33	$30.41	$32.50	$35.10

 

   (Q)   Pay Bands 1-3. Placement in the pay system, as of June 26, 2023, shall be administered through the Finance Department. Those whose rates are below the pay band “target” shall be placed in a step, those at or above the pay band 'target” shall receive a rate adjustment of 3.00% on their base rate. The following shall serve as the 2023 pay steps for the non-bargaining hourly, who are assigned to Pay Bands 1 through 3, as previously established in division (G).

 

2023
3.00%	Minimum	2	3	Target	Hiring Maximum
B1	$16.62	$17.37	$18.12	$18.86	$22.02
B2	$22.65	$23.63	$24.61	$25.61	$31.84
B3	$27.04	$29.18	$31.32	$33.48	$36.15

 

   (R)   Pay Bands 4-9. Placement in the pay system, as of June 28, 2021, shall be administered through the Finance Department. Those whose rates are below the pay band “target” shall receive a pay adjustment toward the pay band “target.” Those who are at or above the pay band “target” shall receive a rate adjustment of 2.00% on their base rate. The following shall serve as the 2021 pay bands for the non-bargaining salaried/exempt personnel, who are assigned to Pay Bands 4 through 9, as previously established in division (G).

2021
2.00 %	Minimum	Target	Hiring Maximum
B4	$29.05	$32.83	$37.10
B5	$32.12	$36.29	$41.01
B6	$38.38	$43.37	$49.01
B7	$44.25	$50.00	$56.50
B8	$46.01	$51.99	$61.66
B9	$51.86	$58.60	$68.93

 

   (S)   Pay Bands 4-9. Placement in the pay system, as of June 27, 2022, shall be administered through the Finance Department. Those whose rates are below the pay band “target” shall receive a pay adjustment toward the pay band “target.” Those who are at or above the pay band “target” shall receive a rate adjustment of 2.50% on their base rate. The following shall serve as the 2022 pay bands for the non-bargaining salaried/exempt personnel, who are assigned to Pay Bands 4 through 9, as previously established in division (G).

2022
2.50%	Minimum	Target	Hiring Maximum
B4	$29.78	$33.65	$38.03
B5	$32.92	$37.20	$42.04
B6	$39.34	$44.45	$50.24
B7	$45.36	$51.25	$57.91
B8	$47.16	$53.29	$63.20
B9	$53.16	$60.07	$70.65

 

   (T)   Pay Bands 4-9. Placement in the pay system, as of June 26, 2023, shall be administered through the Finance Department. Those whose rates are below the pay band “target” shall receive a pay adjustment toward the pay band “target”. Those who are at or above the target shall receive a rate adjustment of 3.00% on their base rate. The following shall serve as the 2023 pay bands for the non-bargaining salaried personnel, who are assigned to Pay Bands 4 through 9, as previously established in division (G).

2023
3.00%	Minimum	Target	Hiring Maximum
B4	$30.67	$34.66	$39.17
B5	$33.91	$38.32	$43.30
B6	$40.52	$45.78	$51.75
B7	$46.72	$52.79	$59.65
B8	$48.57	$54.89	$65.10
B9	$54.75	$61.87	$72.77

 

(1980 Code, § 33.01) (Ord. 3746, passed 6-19-1978; Am. Ord. 4089, passed 5-4-1981; Am. Ord. 4231, passed 6-21-1982; Am. Ord. 4310, passed 5-23-1983; Am. Ord. 4459, passed 7-16-1984; Am. Ord. 4826, passed 12-21-1987; Am. Ord. 5115, passed 1-16-1990; Am. Ord. 5206, passed 9-17-1990; Am. Ord. 5349, passed 11-18-1991; Am. Ord. 5418, passed 4-6-1992; Am. Ord. 5805, passed 1-3-1995; Am. Ord. 6114, passed 2-3-1997; Am. Ord. 6355, passed 8-17-1998; Am. Ord. 6578, passed 3-6-2000; Am. Ord. 6619, passed 6-5-2000; Am. Ord. 6729, passed 3-5-2001; Am. Ord. 6856, passed 10-1-2001; Am. Ord. 6926, passed 2-19-2002; Am. Ord. 7086, passed 4-7-2003; Am. Ord. 7200, passed 2-17-2004; Am. Ord. 7335, passed 1-3-2005; Am. Ord. 7377, passed 4-4-2005; Am. Ord. 7400, passed 6-6-2005; Am. Ord. 7476, passed 10-17-2005; Am. Ord. 7538, passed 3-20-2006; Am. Ord. 7646, passed 3-5-2007; Am. Ord. 7742, passed 2-19-2008; Am. Ord. 7877, passed 4-6-2009; Am. Ord. 7913, passed 8-17-09; Am. Ord. 7936, passed 10-19-2009; Am. Ord. 8082, passed 3-7-2011; Am. Ord. 8144, passed 12-5-2011; Am. Ord. 8262, passed 8-19-2013; Am. Ord. 8353, as amended, passed 9-15-2014; Am. Ord. 8422, passed 6-1-2015; Am. Ord. 8441, passed 7-6-2015; Am. Ord. 8509, passed 5-16-2016; Am. Ord. 8562, passed 3-6-2017; Am. Ord. 8607, passed 6-19-2017; Am. Ord. 8648, passed 12-28-2017; Am. Ord. 8658, passed 2-20-2018; Am. Ord. 8750, passed 3-18-2019; Am. Ord. 8923, passed 5-17-2021; Am. Ord. 8942, passed 6-7-2021; Am. Ord. 9019, passed 8-15-2022; Am. Ord. 9051, passed 12-19-2022; Am. Ord. 9070, passed 3-6-2023; Am. Ord. 9110, passed 6-29-2023; Am. Ord. 9122, passed 9-18-2023; Am. Ord. 9162, passed 2-20-2024; Am. Ord. 9166, passed 3-4-2024)