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Position Personnel Classification Pay Grade
(a) ADMINISTRATIVE
Mayor 1 Unclassified See Sec. 141.01
Auditor 1 Unclassified See Sec. 143.01
City Attorney 1 Unclassified See Sec. 147.03
Asst. City Attorney 1 Unclassified 22
Asst. City Prosecutor 2 p/t Unclassified 19
City Attorney Secretary 1 Unclassified 15
City Attorney Legal Clerk 1 Classified 12
Criminal Justice Program Administrator 1 Unclassified 12
Mayor's Secretary 1 Unclassified 15
Clerk of Courts 1 Unclassified 18
Assistant Clerk of Courts 1 Classified 11
Data Entry Operator 1 p/t Classified 8
Data Entry Operator 1 Classified 8
Clerk of Council 1 Unclassified 16
Asst. Clerk of Council 1 p/t Unclassified 10
Tax Administrator 1 Classified 17
Deputy Auditor 1 Unclassified 15
Auditor's Secretary 1 p/t Unclassified 10
Finance Manager 1 Classified 22
Civil Service Administrative Assistant 2 p/t Unclassified 15
Special Events and Media Coordinator 1 Unclassified 14
**(Asst. Clerk of Council to be shared with Development Administrative Assistant)
(b) DEPARTMENT OF COMPUTER SYSTEMS
Director of Computer Systems 1 Unclassified 22
Network Systems Administrator 1 Classified 19
(c) DEPARTMENT OF DEVELOPMENT
Development Director 1 Unclassified 22
Development Director Administrative Assistant 1 Unclassified 13
Planning and Zoning Administrator 1 Classified 19
(d) HUMAN RESOURCES DEPARTMENT
Director of Human Resources 1 Unclassified 22
Human Resources Generalist 1 Unclassified 12
(e) PARKS & RECREATION DEPARTMENT
Director 1 Unclassified 22
Administrative Assistant 1 Unclassified 13
Senior Center Manager 1 Classified 16
Senior Citizens Assistant 2 p/t Classified -5
Recreation Superintendent 1 Classified 16
Grounds Superintendent 1 Classified 16
Assistant Grounds Superintendent/
Arborist 1 Classified 14
Arborist 1 Classified 14
Parks Grounds Maintenance 2 Classified 4
Field and Landscape Operator 2 Classified 6
Horticulturist 1 Classified 10
Recreation Coordinator 1 Classified 7
Seasonal & Occasional Variable Unclassified See 160.03(d) & (e)
Senior Center Activities Instructor 1 p/t Classified -3
(f) POLICE DEPARTMENT
Director of Public Safety 1 Unclassified 22
Chief of Police 1 Classified 26A
Deputy Chief of Police 1 Classified 24A
Lieutenant 2* Classified See Chapter 166
Sergeant 9 Classified See Chapter 166
Police Officer 57 Classified See Chapter 166
Dispatcher 9 Classified See Chapter 162
Support Services Supervisor 1 Classified 18
Property Room Coordinator 1 Classified 10
Property Room Clerk 1 p/t Classified 7
Chief of Police
Administrative Assistant 1 Classified 14
Administrative Assistant 1 Classified 14
Public Safety Records Technician 3 Classified 9
Public Safety Records/Research Technician 1 Classified 10
Court Specialist 1 Classified 10
Command & Staff
Administrative Assistant 1 Classified 11
Administrative Assistant 1 Classified 11
Accreditation Manager 1 p/t Classified 10
Training Coordinator 1 p/t Classified 10
Court Liaison 2 p/t Classified 13
Public Safety Social Worker/
Victim Advocate 1 Classified 16
Victim Advocate 1 Classified 16
*(3rd position will expire once current Lieutenant on military leave retires)
(g) SERVICE DEPARTMENT
(1)
Director of Public Service 1 Unclassified 22
ServiceAdministrative Assistant 1 Unclassified 13
Secretary 1 Classified 8
Maintenance Foreman 1 Classified 16
Custodian 3 Classified 5
Maintenance Crew Leader 1 Classified 12
(2) Building Division
Chief Building Official 1 Classified 19
Asst. Chief Building Inspector 1 Classified 17
Building Inspector I 3 Classified 14
Permit Technician 2 Classified 11
Code Compliance Officer 4 Classified 10
(3) Water/Wastewater Division
Superintendent 1 Classified 18
Asst. Superintendent 1 Classified 15
Maintenance Spec/Equip Operator 6 Classified 10
Billing Manager 1 Classified 15
Account Clerk 2 4 Classified 8
(4) Street Division
Superintendent 1 Classified 18
Asst. Superintendent 1 Classified 15
Administrative Assistant 1 Classified 8
(To be shared with Storm Water Utility Division)
Maintenance Spec/Equip Operator 5 Classified 10
Maintenance Spec/Equip Operator 1* Classified 10
(To be shared with Storm Water Utility Division)
Fleet Maintenance Supervisor 1 Classified 14
Fleet Maintenance Technician 1 Classified 10
(4)(a) Storm Water Utility Division
Asst. Superintendent 1 Classified 14
Administrative Assistant 1 Classified 8
(To be shared with Street Division)
Maintenance Spec/Equip Operator 2 Classified 10
Maintenance Spec/Equip Operator 1* Classified 10
(To be shared with Street Division)
(h) Department of Engineering
Director of Engineering 1 Unclassified 22
(Ord. 91-07. Passed 11-26-07; Ord. 3-08. Passed 1-14-08; Ord. 12-08. Passed 3-24-08; Ord. 13-08. Passed 3-24-08; Ord. 29-09. Passed 5-26- 09; Ord. 104-09. Passed 12-28-09; Ord. 14-11. Passed 3-28-11; Ord. 36-11. Passed 9-12-11; Ord. 88-12. Passed 12-10-12; Ord. 41-13. Passed 6-10-13; Ord. 83-14. Passed 10-27-14; Ord. 96-14. Passed 12-8-14; Ord. 28-15. Passed 3-28-15; Ord. 39-15. Passed 5-11-15; Ord. 51-15. Passed 6-22-15; Ord. 68-15. Passed 7-27-15; Ord. 44-16. Passed 5-9-16; Ord. 110-16. Passed 10-24-16; Ord. 119-16. Passed 11-14-16; Ord. 19-17. Passed 3-13-17; Ord. 136-17. Passed 11-27-17; Ord. 55- 18. Passed 4-23-18; Ord. 77-18. Passed 7-9-18; Ord. 125-18. Passed 12-17-18; Ord. 24-19. Passed 2-11-19; Ord. 67-19. Passed 5-28-19; Ord. 77-19. Passed 6-24-19; Ord. 145-19. Passed 12-16-19; Ord. 40- 2020. Passed 5-26-20; Ord. 96-2020. Passed 12-7-20; Ord. 29-2021. Passed 3-22-21.)
Beginning July 1, 2021 with the implementation of steps, the following pay grades shall be in effect.
(a) Full Time Employees — non supervisory personnel.
CITY OF REYNOLDSBURG, OHIO
SALARY SCHEDULE
Pay Grade | Step 1 | Year 2 COLA 2% | Step 2 | Year 4 COLA 2% | Step 3 | Year 6 COLA 2% | Step 4 | Year 8 COLA 2% | Step 5 | Year 10 COLA 2% | Step 6 |
Pay Grade | Step 1 | Year 2 COLA 2% | Step 2 | Year 4 COLA 2% | Step 3 | Year 6 COLA 2% | Step 4 | Year 8 COLA 2% | Step 5 | Year 10 COLA 2% | Step 6 |
3 | $15.91 | COLA 2% | $16.70 | COLA 2% | $17.54 | COLA 2% | $18.41 | COLA 2% | $19.34 | COLA 2% | $20.30 |
4 | $16.88 | COLA 2% | $18.51 | COLA 2% | $20.12 | COLA 2% | $21.74 | COLA 2% | $23.30 | COLA 2% | $24.96 |
5 | $17.30 | COLA 2% | $18.97 | COLA 2% | $20.62 | COLA 2% | $22.29 | COLA 2% | $23.89 | COLA 2% | $25.58 |
6 | $17.65 | COLA 2% | $19.35 | COLA 2% | $21.02 | COLA 2% | $22.73 | COLA 2% | $24.36 | COLA 2% | $26.09 |
7 | $18.00 | COLA 2% | $19.74 | COLA 2% | $21.44 | COLA 2% | $23.18 | COLA 2% | $24.85 | COLA 2% | $26.61 |
8 | $19.13 | COLA 2% | $20.78 | COLA 2% | $22.45 | COLA 2% | $24.08 | COLA 2% | $25.75 | COLA 2% | $27.41 |
9 | $20.05 | COLA 2% | $21.78 | COLA 2% | $23.53 | COLA 2% | $25.24 | COLA 2% | $26.99 | COLA 2% | $28.73 |
10 | $20.55 | COLA 2% | $22.53 | COLA 2% | $24.12 | COLA 2% | $25.87 | COLA 2% | $27.67 | COLA 2% | $29.45 |
11 | $20.96 | COLA 2% | $22.77 | COLA 2% | $24.60 | COLA 2% | $26.38 | COLA 2% | $28.22 | COLA 2% | $30.04 |
12 | $21.38 | COLA 2% | $23.23 | COLA 2% | $25.09 | COLA 2% | $26.91 | COLA 2% | $28.78 | COLA 2% | $30.64 |
13 | $21.81 | COLA 2% | $23.69 | COLA 2% | $25.59 | COLA 2% | $27.45 | COLA 2% | $29.36 | COLA 2% | $31.25 |
14 | $22.24 | COLA 2% | $24.16 | COLA 2% | $26.11 | COLA 2% | $27.99 | COLA 2% | $29.95 | COLA 2% | $31.88 |
15 | $22.69 | COLA 2% | $24.65 | COLA 2% | $26.63 | COLA 2% | $28.55 | COLA 2% | $30.55 | COLA 2% | $32.52 |
* Nonexempt payroll will be based upon hourly rates derived from the annual rates.
** Scale will automatically adjust by 2% each year beginning January 1, 2022.
(b) Supervisory Pay Range.
Pay Grade | Minimum | Maximum |
Pay Grade | Minimum | Maximum |
14 | $26.00 | $40.00 |
15 | $27.00 | $42.00 |
16 | $28.00 | $44.00 |
17 | $29.00 | $46.00 |
18 | $30.00 | $48.00 |
19 | $31.00 | $50.00 |
20 | $32.00 | $52.00 |
21 | $34.00 | $54.00 |
22 | $36.00 | $56.00 |
(c) Senior Police Management.
Pay Grade | Minimum | Maximum |
24A | $50.00 | $65.00 |
26A | $55.00 | $70.00 |
*Nonexempt payroll will be based upon hourly rates derived from the annual rates.
*Scale will automatically adjust by 2% each year beginning 2022.
(d) Part Time Employee. Part time employees’ rate of pay shall be set by the Appointing Authority within the pay grade assigned.
(e) Seasonal Employee.
(1) Parks and Recreation Department:
Seasonal Recreation Employee $8.00 - $30.00
Seasonal Maintenance Employee $8.50 - $16.00
Bus/Van Driver $9.50 per hour - $16.00
(2) Service Department:
Water/Wastewater Laborer $10.00 - $12.00 per hour
Service Seasonal Laborer $10.00 - $12.00 per hour
(3) Street Department
Street Seasonal Laborer $10.00 - $12.00 per hour
(f) Occasional Labor/Independent Contract. Unless otherwise indicated, occasional shall be paid at the rate mandated as the minimum wage by the Fair Labor Standards Act. Exceptions to this area are as follows:
(1) Parks and Recreation Department:
Umpire/Referee $7.00 to $60.00 per game
Program Assistant $7.80 - $20.00 per game/hour
(2) Service Department (Building Division):
Building Plans Examiner
Residential/Inspector $13.00 - $16.00 per hour
(g) Other.
(1) Intern – permitted by a department that has funding available within the department budget for a college intern that will be on payroll on a part-time basis not to exceed six-months. There will be no benefits, holiday, vacation and sick leave earned.
(Ord. 91-07. Passed 11-26-07; Ord. 65-12. Passed 8-8- 12; Ord. 88-12. Passed 12-10-12. Ord. 41-13. Passed 6-10-13; Ord. 44- 16. Passed 5-9-16; Ord. 45-16. Passed 5-9-16; Ord. 136-17. Passed 11-27-17; Ord. 154-17. Passed 12-18-17; Ord. 77-18. Passed 7-9-18; Ord. 67-19. Passed 5-28-19; Ord. 77-19. Passed 6-24-19; Ord. 96-2020. Passed 12-7-20.)
(a) Water/Wastewater Departments - License Compensation.
(1) Any employee in the Water Department or Waste Water Department who receives a Class I, Class II, or Class III license from the Ohio EPA shall receive an additional amount per month for the highest held as follows:
Class I $75.00
Class II $100.00
Class III $150.00
(2) An employee may be compensated for the highest license regardless of how many are within the Department.
(b) All Second Shift Chapter 160 Eligible Employees Shift Differential. A shift differential of seventy-five cents ($.75) per hour worked shall be paid to any Chapter 160 eligible employees when the majority of their regularly scheduled shift is after 1:00 p.m. and before 6:00 a.m.
(c) Employees who work less than twenty hours per week on a regular basis will receive no benefits.
(Ord. 91-07. Passed 11-26-07; Ord. 96-07. Passed 11-26-07; Ord. 41- 13. Passed 6-10-13; Ord. 77-18. Passed 7-9-18; Ord. 96-2020. Passed 12-7-20.)
(a) Policy.
(1) Exempt (salary): Administrative, executive, professional, and certain other employees paid on a salary basis may be exempted or may fall into one of the specific categories of "non-covered" employees under the FLSA. The following positions are exempt from overtime compensation:
Safety Director
Service Director
Parks & Recreation Director
Development Director
Deputy Chief of Police
Computer Systems Director
Human Resources Director
Chief Building Official
Superintendent of Water/Wastewater
Chief of Police
Superintendent of Streets
Clerk of Courts
Planning & Zoning Administrator
Finance Manager
Clerk of Council
Tax Administrator
Assistant City Prosecutors
Assistant City Attorney
Criminal Justice Program Administrator
Such employees shall not receive a reduction in pay for absences of less than an entire work period (normally five days). Absences will first be deducted from the employee's accumulated sick leave, vacation, or other paid leave time, as appropriate. Sick leave, vacation leave, and holiday pay are based upon a forty hour week for exempt employees.
(2) Nonexempt (hourly): Employees that fall into the non-exempt status, either by ordinance or the Federal Fair Labor Standards Act (FLSA), are paid a set wage on an hourly basis.
(3) Part-time employees are expected to work their normally prescribed amount of work hours as determined by the City.
(Ord. 91-07. Passed 11-26-07; Ord. 92.14. Passed 11- 24-14; Ord. 77-18. Passed 7-9-18; Ord. 125-18. Passed 12-17-18; Ord. 96-2020. Passed 12-7-20.)
(a) Overtime will be authorized by the appointing authority or designee when it is necessary to prevent loss of life, damage to property, or to continue essential City services. Only full-time non-exempt employees are eligible for overtime pay.
(b) Full-time employees required to work, in excess of the established regular work week, holidays and/or any paid leave during the scheduled work week, shall be compensated for the excess hours at the rate of one and one-half times their current rate of pay. Employees must submit a time sheet by noon on Monday in order to be paid for overtime in the prior two weeks. If not, overtime will be paid in the following pay period. Part-time employees must work more than forty hours per week in order to qualify for overtime pay.
(c) The work period for calculating overtime shall be 12:00 a.m. Saturday through 11:59 p.m. Friday, unless the City has established an alternative work period for certain classes of employees. The City's right to use dual calculations to compute overtime owed to employees covered by collective bargaining agreements remains intact.
(d) In case of death of an employee, any earned overtime hours worked credited to such employee shall be paid to the surviving spouse, or to the estate of the deceased, if there is no surviving spouse.
(Ord. 91-07. Passed 11-26-07.)
Full-time employee of the City shall be eligible for longevity compensation at the conclusion of six years of continuous service. Employees who are eligible for longevity prior to November 1, 2014 will have an adjusted longevity payment date of November 1. Longevity will be paid on the pay period that includes November 1 annually. Full-time employees who become eligible for longevity as of November 1, 2014 will be paid longevity on their actual anniversary date with the City. The new rate effective January 1, 2019 is:
From (Conclusion of): To (Conclusion of):
6th year 9th year $550.00 annually
10th year 14th year $600.00 annually
15th year 19th year $650.00 annually
20th year — $700.00 annually
Employee must be employed by the City on their longevity payment date to receive longevity pay. Longevity pay will not be prorated.
(Ord. 91-07. Passed 11-26-07; Ord. 125-18. Passed 12-17-18.)
(a) Salary Schedule and Pay Grades.
(1) Effective January 1, 2021 the City will update the step program for non-bargaining unit employees in pay grades 1 through 15 in non-supervisory roles as reflected in Section 160.03(a). Effective January 1, 2021, any adjustments in step assignments will be made at the discretion of the Appointing Authority to fall in line with the new step program being implemented. Effective January 1, 2023, each employee will then move through their steps on their anniversary date of each year that falls on years that end in odd numbers. Effective January 1, 2022 and each January 1 thereafter the scale will adjust by two percent (2%) each year.
(2) The Appointing Authority will determine what step an individual is assigned based upon the qualification at the time of the initial hiring/transfer/promotion. In the event an individual does not meet expectations on their annual review, moving to the next step could be delayed. Any employee not meeting performance standards will be notified of a delay of the step increase by six (6)-months. At the six (6)-month mark there will be another evaluation of performance and if the employee meets the performance standards, they will be granted their step increase and then move forward to their next step on their anniversary date. The denial of an increase is not a disciplinary action nor a reduction in pay, the employee has simply not earned an increase.
(3) If there are specific required certifications and/or licenses that is required for a position and it is achieved, the Appointing Authority may authorize the moving to a higher step within the range.
(4) For supervisory staff in pay grades 14 - 26A hiring rate of pay will be based upon the minimum and maximum range set forth in each pay grade, based upon qualifications and approval of the appointing authority. Annual increases will be based upon annual performance reviews/feedback from their supervisor and/or Appointing Authority within the approved ranges and will be effective January 1 of each year. Any other salary adjustments will be made at the discretion of the Appointing Authority.
(5) All employee change forms shall be signed by the Appointing Authority, City Auditor or designee of the City Auditor, and the Human Resources Director to confirm that such change forms are consistent with the requirements set forth in Chapter 160.
(b) Cost of Living Adjustments. On January 1 of each calendar year that is an even number, there will be a two (2) percent cost of living adjustment for all non-bargaining unit employees.
(c) Promotions. Upon promotion, the employee's rate of pay shall be adjusted from their current pay grade and step and to the assigned pay grade and the step determined by the Appointing Authority.
(d) Transfers and Certain Other Appointments. Upon lateral transfer or appointment to a classification within the same Pay Grade, the employee's pay rate will be set by the Appointing Authority pursuant to Section 160.08
(a)(2). If that lateral transfer or appointment is to a classification with a lower Pay Grade, the appointing authority may establish the employee's pay at an equitable rate within the lower Pay Grade authorized by Reynoldsburg Section 160.03
Salary Schedule. Promotion transfers and appointments will be approved by the Appointing Authority. All benefits are retained when an employee transfers or is appointed to another position within the service of the City for any reason.
(Ord. 91-07. Passed 11-26-07; Ord. 41-13. Passed 6-10- 13; Ord. 77-18. Passed 7-9-18; Ord. 125-18. Passed 12-17-18; Ord. 67- 19. Passed 5-28-19; Ord. 75-19. Passed 6-24-19; Ord. 77-19. Passed 6- 24-19; Ord. 96-2020. Passed 12-7-20.)
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