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(a) The annual minimum rate and the annual maximum range for salary groups E-1, E-2, E-3, E-4, and E-5 will increase by the same percentage, effective the same date of the applicable AFSCME Local 2058 wage increase.
The current base annual salary ranges for groups E-1, E-2, E-3, E-4, and E-5 are as follows:
SALARY GROUP | MINIMUM | MAXIMUM |
E-1 | $75,288.27 | $106,336 .77 |
E-2 | $80,722.49 | $120,308 .70 |
E-3 | $83,825.99 | $136,568 .61 |
E-4 | $93,917.15 | $178,134 .59 |
(b) The annual minimum rate and the annual maximum range for salary groups L-1, L-2, L-3, and L-4 will increase by the same percentage, effective the same date of the applicable AFSCME Local 2058 wage increase.
The current base annual salary ranges for groups L-1, L-2, L-3, and L-4 are as follows:
SALARY GROUP | MINIMUM | MAXIMUM |
L-1 | $59,377.07 | $106,880.08 |
L-2 | $77,190.42 | $136,568.61 |
L-3 | $100,941.92 | $144,882.48 |
L-4 | $112,817.11 | $154,383.08 |
(c) Salary ranges shall be reviewed periodically to determine the market average for like level positions based upon a salary survey for such comparable positions. Recommendations to adjust the ranges may be presented to City Council.
(d) Base annual salaries for Directors and Executive Group members of the Mayor's staff shall be set by the Mayor within the range of the employee's designated Salary Group. Base annual salaries for Commissioners and Managers shall be set by respective Directors within the range of the employee's designated Salary Group, subject to the approval of the Mayor. Base annual salaries for the L group shall be set by the Director of Law within the range of the L-1 through L-4 employees, subject to the approval of the Mayor. Base annual salaries for Executive Directors shall be set by their respective boards or commissions within the range of the employee's designated Salary Group, subject to the approval of their Appointing Authority. The base annual salary for the Clerk of Council, the Director of the Plan Commission and the City Auditor shall be set by City Council within the designated salary range.
Adjustments in base annual salaries beyond the minimum for the range shall be in accordance with the following principles and guidelines:
1. In setting employee salary within the executive exempt groups, consideration shall be given to any significant market disparity for different positions.
2. Merit-based increases shall only be provided upon review of information obtained via objective performance reviews or other established criteria. The amount of any increase shall be determined at the discretion of the Mayor, or in the case of the L group, by the Director of Law subject to approval by the Mayor, where it is determined that such an increase is in the best interest of the City of Toledo, based upon review of objective information presented. Criteria that should be considered includes length or frequency of outstanding performance; regularity with which outstanding performance or unique contribution is demonstrated; overall significance or importance of the employee's work product to his/her department; whether the employee has new permanent job duties and/or responsibilities of importance to his/her department; and whether the employee has acquired additional competencies, which are critical in carrying out the functions of the classification.
3. Special circumstances may justify deviating from these guidelines in specific cases. Special circumstances shall include consideration of any special education, certification, or licensure that increases the employee's value to the City.
(e) Longevity Pay:
Effective the first full pay period in September of 1995, any employee in salary groups E-1 through E-4 who became employed by the City prior to July 1, 1982 and who therefore has received longevity pay, shall no longer receive longevity as a separately itemized payment. Such employee's longevity pay shall be incorporated into the employee's base annual salary by multiplying the longevity annual base rate by the appropriate percentage and including the result in the annual salary. Longevity pay shall be added to the employee's base annual salary based upon the employee's present longevity base rate or the rate as listed below if it is greater.
An employee promoted to the executive group after the first full pay period in September of 1995 who has been receiving longevity pay, shall have that pay incorporated into his or her base annual salary using this same methodology. The employee shall only have the amount of longevity pay from their permanent position prior to the promotion added to their new base annual salary.
Once longevity pay has been incorporated into an employee's base annual salary, the employee will not receive further automatic increases once the next plateaus of years of service for longevity pay purposes are reached.
LONGEVITY BASE RATES | |
SALARY GROUP | ANNUAL RATE |
LONGEVITY BASE RATES | |
SALARY GROUP | ANNUAL RATE |
L-1 | $18,570.24 |
L-2 | $23,720.32 |
L-3 | $24,639.68 |
L-4 | $25,091.04 |
E-1 | $23,720.32 |
E-2 | $25,091.04 |
E-3 | $26,530.40 |
E-4 | $27,541.28 |
LONGEVITY FACTOR | |
CALENDAR YEARS OF CONTINUOUS SERVICE | PERCENT OF LONGEVITY BASE WAGE |
AFTER 5 YEARS | 2% |
AFTER 10 YEARS | 4% |
AFTER 15 YEARS | 6% |
AFTER 20 YEARS | 8% |
(Ord. 599-23. Passed 11-21- 23; Ord. 122-24. Passed 4-10-24.)
(a) Effective January 1, 2024, the City of Toledo will implement a Career Enhancement Program for Police Deputy Chiefs. The purpose of the Career Enhancement Program is to provide the path to improve the skills, enhance productivity, evaluate performance, promote professional growth, as well as job satisfaction. This concept is further designed to provide compensation for advanced education as well as certain designated skills or a combination of formal educational and professional training. The net result will be an economic asset to the City of Toledo.
(b) All Police Deputy Chiefs are eligible for the Career Enhancement Program. It shall be the responsibility of the individual Deputy Chief to complete the application form between November 1 and November 30 of each year to update his standing in the career enhancement program.
(c) Any disputes involving the review of an individual Deputy Chief's standing in the Career Enhancement Program shall be evaluated by the Career Enhancement Program Evaluation Committee. The Career Enhancement Program Evaluation Committee shall be comprised of one individual selected by the Chief of Police, one individual selected by the Executive Board of the Association and the third member selected by the first two.
(d) Applications to the Career Enhancement Program shall be reviewed annually. Percentage increases shall be based upon a Deputy Chief's achievements as of November 30 of each year.
(e) Payment for each year of eligibility will occur in January of the following year in a lump sum payment by special check based upon the appropriate percentage of the base annual full rate effective in December of the prior year. Payments shall be made in January of each year. Deputy Chiefs who leave the City in good standing during the year shall receive upon application a pro-rated payment as part of their severance pay.
(f) College and/or Degrees (Only the highest degree obtained shall count).
Associate Degree | 1% |
Bachelor Degree | 1.5% |
Advanced Degree | 2% |
(g) Specialty Assignments.
ISB Command Officers | 2% |
ISB Senior Command Officers (15 years seniority) | 3% |
Senior Special Operations Bureau Command Officers (15 years seniority) | 4% |
Bureau Command Officers | 2% |
FOD Command Officers (15 years seniority) | 2.5% |
FOD Command Officers | 2% |
Bomb Squad Command Officers | 4% |
Senior Command Officers (15 years seniority) | 2% |
FOD Canine Unit | 2% |
Motorcycle Unit | 4% |
(h) Deputy Chiefs shall be limited to one specialty assignment or senior status category despite any overlap.
(i) The combined assignment and education percentages shall be capped at five percent (5%). Only the highest degree obtained shall count toward the total percentage.
(Ord. 599-23. Passed 11-21-23.)
(a) Beginning in January 2024, the City will pay an annual incentive stipend in order to further both the employee's individual interest in improving his or her professional development and education, as well as the public interest in the improved operation of the particular plant and a more qualified workforce.
Not Required for Current Position | Job Requirement |
Not Required for Current Position | Job Requirement | |
Class 1 | $1,050.00 | $1,250.00 |
Class 1 Treatment | $1,250.00 | $1,475.00 |
Class 2 | $1,800.00 | $2,100.00 |
Class 2 Treatment | $2,100.00 | $2,500.00 |
Class 3 | $2,600.00 | $3,650.00 |
Class 4 | $4,175.00 | $5,200.00 |
Operator in Training | $525.00 | $625.00 |
Operator in Training/Treatment | $625.00 | $725.00 |
(b) The stipends listed in the chart above will be paid to any exempt employee and executive exempt employee who possesses the certification, whether it is required for his or her position or not. The employee's certification must be valid when the stipend is paid in January in order to receive it. Employees who become certified after the stipend is paid are ineligible to receive it until the following calendar year. Part-time employees who are eligible for the stipend will receive half the amount listed above for the certification(s) obtained.
(c) Employees who are designated as the primary Operator of Record for their Division by the Director of the Department of Public Utilities will also receive a stipend. The primary Operator of Record for Distribution and the primary Operator of Record for Collection will receive $5,725.00. The primary Operator of Record for Treatment will receive $6,250.00. Employees who hold one of these certifications but are a backup for the Operator of Record are ineligible for this stipend.
(d) Employees may be paid for multiple different types of certifications; however, once an employee obtains an advanced certification in a particular specialty, he or she will only be compensated for the highest level achieved. The City will observe all Ohio EPA regulations regarding certification priority.
(e) Operators in Training are to obtain proper contact hours approved by the Ohio EPA. Individuals must renew their certification every two years to maintain their incentive pay status.
(Ord. 599-23. Passed 11-21-23.)
If any section of this chapter or of any rider thereto should be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any provision or section of this chapter should be restrained by such tribunal pending a final determination as to its validity, the remainder of this chapter or any rider thereto, or the application of such provision or section to persons or circumstances other than those as to which it has been held invalid or as to which compliance with or enforcement of has been restrained, shall not be affected thereby.
(Ord. 599-23. Passed 11-21-23.)