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RESOLUTION NO. 2017-40 <br /> A RESOLUTION OF THE CITY COUNCIL OF THE CITY <br /> OF ROSEMEAD, CALIFORNIA, ESTABLISHING ANNUAL <br /> SALARY RANGES AND BENEFITS FOR CLASSIFICATIONS IN <br /> THE MANAGEMENT SERVICE OF THE CITY OF ROSEMEAD <br /> WHEREAS, THE FOLLOWING classifications in the Management Service of the City of <br /> Rosemead ("City") are critical to the efficient and effective operations of the City, the City <br /> Council recognizes the management nature and responsibilities of the positions; and <br /> WHEREAS, employees in these classifications are exempt under the provisions of the <br /> Federal Fair Labor Standards Act and serve in an"at-will" employment capacity; <br /> NOW THEREFORE, BE IT RESOLVED that effective beginning July 1, 2017, the salary <br /> ranges and benefits for the affected classifications will be as follows: <br /> SECTION 1: APPLICABILITY <br /> Full-time Team Members in the following classifications are covered by this Resolution: <br /> Management Service Unit <br /> Assistant Cit Mana.er <br /> Director of Community <br /> Develo•ment <br /> Director of Finance <br /> Director of Parks & Recreation <br /> Director of Public Works <br /> SECTION 2: COMPENSATION SALARY RANGE ADJUSTMENTS BASED ON LABOR MARKET <br /> COMPARISONS <br /> A basic tenet of the compensation system is that the City will not provide annual across-the- <br /> board "cost of living adjustments" (COLA). Rather, the City will annually adjust salary ranges to <br /> the "target" of 95% of the average prevailing wage rates for similar occupations in the survey <br /> cities, provided that the City has the financial budgeted resources to do so. (Salary range <br /> adjustments will not result in automatic salary increases for Team Members unless the Team <br /> Member's salary rate is below the bottom of the salary range). This target of 95% of the average <br /> is based on the professionally recognized principle that a deviation of plus or minus five percent <br /> (+/-5%) constitutes a "competitive position" in the labor market. This is particularly true when <br /> total compensation and benefit variations are taken into account. Such determinations on <br /> salary range adjustments would be made on a classification-by-classification basis as dictated <br /> by labor market conditions and the City's ability to pay. <br /> The "target" of 95% of the average prevailing wage rates will be determined by calculating the <br /> average mid-point base pay of the survey cities. The selected pay range will then be reduced <br /> by five percent (5%) in recognition of the City's rich benefits allowance and the principle that +/- <br /> 5% of the average constitutes a "competitive" position in the labor market. On an annual basis, <br /> the non-benchmark to benchmark linkages will be reviewed. <br /> If a Team Member's base salary is below the adjusted minimum salary range of his/her <br /> classification, his/her salary will be adjusted to the minimum salary range in the range for that <br />