(A) Annual review.
(1) Village employee wages, as well as listed employee benefits, outlined in this section shall be reviewed by the Employee Compensation Committee beginning in the first week of June of each calendar year.
(2) The Employee Compensation Committee shall consist of the Village Clerk Treasurer, the Mayor, the Village Administrator, the Chair of the Council Finance Committee, and any other individual assigned by Village Council.
(3) This review will be based on such factors including, but not limited to: departmental evaluations, administrative evaluations, employee performance evaluations, the fiscal health of the village, and other circumstances that may affect the village at the time of the review.
(4) The review shall be completed by September 30 of that calendar year and the recommendations shall be presented to Village Council for their consideration.
(5) Village Council shall decide to adopt or modify the recommendations as a part of the village budget for the next fiscal year. Village Council shall do so prior to October 31 of the year that the recommendations were received by them from the Employee Compensation Committee.
(B) Verification. This section outlines the wages for specific job titles, available additives, and available stipends. Please note the final wage accorded a specific employee is established by applying a specific job title’s base wage and adding the appropriate additives and/or stipends for which that specific employee has attained. These additives and stipends are based on years of service, licenses obtained, and extended job duties. Each of these additives or stipends is to be certified in writing and placed in the specific employee’s employee file to provide verification. Such verification originates from the State of Ohio for licenses and specific agencies for training certification, and in such cases the appropriate department head and the Village Administrator or the Mayor, as appropriate, shall provide verification in writing. In the case of additives such as longevity, the Village Clerk-Treasurer will provide verification in writing. For verification of extended job duties, the Village Administrator shall provide such for the utility and street departments, and the Mayor for the Police
and Fire Departments based on those department head’s recommendation. All verifications shall be in writing and placed in the specific employee’s employee file filed in Village Hall.
(C) Village employees’ wages will consist of the following factors:
Base wage |
Applicable additives |
Earned stipends |
Final wage |
(D) Pay Range Plans.
(1) For village employees within the Electric, Parks, Police, Street, Wastewater, Water, Paramedic Services, and Administrative Departments a Pay Range Plan shall be established. The Pay Range portion of the plan shall consist of all Job Classifications assigned to specific pay grades as determined by the Employee Compensation Committee and approved by Village Council.
(2) The pay grades shall consist of a minimum, middle, and maximum rate of pay determined by the Employee Compensation Committee. The Pay Range Plan shall provide a flexible means of employee compensation based on the review process outlined in division (A), Annual Review. Factors to be considered shall include, but not limited to, ability, merit, longevity, applicable licenses and training, appropriate educational accomplishments, and so forth.
(E) Implementation of Pay Range Plan.
(1) Within each village department there shall be different job descriptions. The job descriptions shall be based on, but not limited to: the knowledge, skills, and abilities required to perform the essential functions of the job.
(2) In the initial implementation of a Pay Range Plan the compensation, current employees will be progressed through the newly assigned pay grade based on length of time employed with the village and length of time employed with the village in the specific position. Employees will receive 75% credit for years spent in the current position and 25% credit for additional years employed by the village in a different capacity. For example, a Merchant Lineman I who has been employed with the village for 15 continuous years, but only five years as Merchant Lineman 1 would receive 6.25 years of service credit and be placed 20% through the corresponding pay grade.
(3) Future employees shall be assigned to a pay grade that listed herein. Department heads shall have the ability to hire within the pay grade upon request and approval of the Village Council, but the starting rate of any new employee shall never exceed the midpoint of the pay grade. The employee will then move within the pay ranges of the pay grade based on annual reviews as determined by the Employee Compensation Committee and Village Council.
(4) Job Classifications will be assigned to pay grades based on, but not limited to, knowledge, experience, skills, and abilities needed to perform the essential functions of the position.
(5) Beginning in June of each year, the Employee Compensation Committee shall review the job performance of each village employee to determine if and the amount of any additional compensation that should be accorded to each employee during the following fiscal year. This determination shall be based on job performance reviews and the recommendations of the applicable department head, and the appropriate administrator or elected official. The department heads and members of the administration shall provide such job performance reviews or recommendations to the Employee Compensation Committee no later than May 15th of each year.
(6) Any movement in compensation by an employee, except for additional compensation for state licenses received, for additional compensation for stipends for additional ranks or duties assigned, and for additional compensation for additives earned, within the applicable pay range will require the authorization of the majority of the Employee Compensation Committee and the approval of the Village Council. This process shall be completed by September 30 of that same calendar year.
(7) Recommendations for additional compensation or advancement requests will be included in the annual budget preparation process and if approved will not become effective until the following calendar year. Any increase in compensation, bonuses, merit awards, or promotions will be subject to sufficient available funding and the final budget approved by Village Council.
(F) Pay grades.
Job Classification | Pay Grade | Minimum | Maximum |
Job Classification | Pay Grade | Minimum | Maximum |
Village Administrator | XX | $40,000 | $90,000 |
Police Chief | XX | $40,000 | $65,000 |
Electric Superintendent | 13 | 25.00 | 35.00 |
Wastewater Superintendent | 12 | 21.00 | 30.00 |
Water Superintendent | 12 | 21.00 | 30.00 |
Journeyman Electric Lineman | 12 | 21.00 | 30.00 |
Trainee I | 11 | 20.00 | 29.00 |
Merchant Lineman I | 11 | 20.00 | 29.00 |
Lineworker Basic I | 11 | 20.00 | 29.00 |
Assistant Wastewater Superintendent | 10 | 19.00 | 28.00 |
Assistant Water Superintendent | 10 | 19.00 | 28.00 |
Trainee II | 10 | 19.00 | 28.00 |
Merchant Lineman II | 10 | 19.00 | 28.00 |
Lineworker Basic II | 10 | 19.00 | 28.00 |
Trainee III | 9 | 18.00 | 27.00 |
Merchant Lineman III | 9 | 18.00 | 27.00 |
Lineworker Basic III | 9 | 18.00 | 27.00 |
Superintendent of Public Services | 9 | 18.00 | 27.00 |
Water Technician | 8 | 17.00 | 26.00 |
Wastewater Technician | 8 | 17.00 | 26.00 |
Trainee IV | 8 | 17.00 | 26.00 |
Merchant Lineman IV | 8 | 17.00 | 26.00 |
Lineworker Basic IV | 8 | 17.00 | 26.00 |
Electric Lineman Trainee | 7 | 16.00 | 25.00 |
Street Technician | 7 | 16.00 | 25.00 |
Water Laborer | 6 | 14.00 | 23.00 |
Wastewater Laborer | 6 | 14.00 | 23.00 |
Full-time Paramedic | 5 | 13.00 | 22.00 |
Utility Clerk | 4 | 12.00 | 17.00 |
Part-time Paramedic | 4 | 12.00 | 21.00 |
Part Time Clerical | 3 | 10.00 | 15.00 |
Part Time Meter Reader | 3 | 10.00 | 15.00 |
Seasonal Worker | 2 | 8.15 | 16.00 |
Part-time Custodian | 1 | $45.00/ week | $63.00/ week |
Income Tax Administrator | XX | $7,000.00 | $12,000.00 |
(G) Merit rewards. Merit rewards may be given to employees upon the recommendation of their supervisor and shall be given in a one-time lump sum payment. All meritorious rewards must be approved by the Employee Compensation Committee.
(Ord. 29-2015, passed 8-17-2015; Ord. 44-2016, passed 11-7-2016; Ord. 59-2016, passed 12-19-2016; Ord. 93-2017, passed 12-4-2017; Ord. 66-2020, passed 11- 16-2020; Ord. 80-2020, passed 12-21-2020; Ord. 59-2021, passed 11-15-2021; Ord. 55-2022, passed 11-7-2022)