Salary Range | Class Title | Min. | Max. |
A1 | Commission Employees (City Manager & Clerk of the City Commission) | $1,425.23 | $5,976.92 |
A2 | Department Heads/Directors/Chiefs | $1,909.85 | $5,096.31 |
A3 | Assistant Directors/Superintendents/Technical/Municipal Court Clerk | $1,425.23 | $4,402.15 |
A4 | Project Managers/Program Managers/Supervisors/Municipal Court Bailiff & Probation Officers | $1,293.23 | $3,284.77 |
A5 | Administrative Executives/Assistants/Secretaries/Municipal Court Deputy Clerks | $763.38 | $2,366.77 |
(a) Upon successfully completing their probationary period of employment, all officers and employees may be afforded an adjustment, not to exceed five percent (5%), based upon a written evaluation of their performance. The probationary period shall be one calendar year commencing with the date of employment. Part time employees shall serve the same probationary period.
(b) An Administrative Benefit Review Committee comprised of the Commission President (or designee), a City Commissioner appointed by the City Commission, City Manager, Law Director, and Finance Director, shall convene at least annually to make recommendations regarding administrative salary adjustments. It is the Commission’s intent to maintain a fair compensation package that recognizes inflationary pressures, cost-of-living increases and employee contributions that maintain and improve quality of life for the Citizens of the City of Sandusky, while remaining fiscally responsible stewards of public funds.
(c) All City employees not presently covered by a collective bargaining agreement with AFSCME Local No. 1519, IAFF Local No 327 or F.O.P. Ohio Labor Council, Inc. shall be considered for an annual market adjustment to their salary. The Administrative Benefit Review Committee shall make a recommendation to the Finance Committee. After the Finance Committee and the Administrative Benefit Review Committee agree on the recommendation, it shall then go before the Commission for approval. The process should be completed prior to the first pay period of each fiscal year. All recommendations shall take into consideration the City’s ability to fund such an increase.
(d) In addition to the annual market adjustment, the Administrative Benefit Review Committee shall make a recommendation for the amount of a special merit bonus allocation pool, if any, which will be awarded to those City employees not presently covered by a collective bargaining agreement with AFSCME Local No. 1519, IAFF Local No. 327, or F.O.P. Ohio Labor Council, Inc. who have exhibited extraordinary service to the City during the prior fiscal year. The Administrative Benefit Review Committee shall recommend the allocation of the funds based upon an annual written review of employee performance and the recommendation of supervisors. The Administrative Benefit Review Committee shall make a recommendation to the Finance Committee. After the Finance Committee and the Administrative Benefit Review Committee agree on the recommendation, it shall then go before the Commission for approval. The process should be completed prior to the first pay period of each fiscal year.
(e) Employee’s biweekly salaries may exceed the maximum allowed under this section only if they receive an annual market adjustment approved by the Administrative Benefit Review Committee, Finance Committee and City Commission as provided for in subsections 145.05(c) and (d). Employees starting salary cannot exceed the maximum allowed under this section.
(f) The Employees salary ranges shall automatically increase at the same rates as the annual market adjustment for that calendar year. An up to date salary chart shall be kept by the Finance Director. (Ord. 22-110. Passed 6-13-22.)