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01-1222\ � /� R4Gl�lAL Presented By Refened To Council File # � 1 � �� Green Sheet # �.ppppG Committee: Date WFIEREAS, the department and office d'uectors bear a unique responsibility for the 2 0 6 7 R m�r��.�, - ��. a�, a�.,o� � Pk�...k.�cv.'C awe.wl-1- No.r. a t, � e o., RESOLUTION CITY OF SAINT PAUL. MINNESOTA the � be included : Requested by Department of: By: Fozm ApPf4Yed b5r Ci effective and efficient delivery of City services; and WHEREAS, reasonable performance pay will benefit the City by providing incentive and rewazd to department and office directors for effective and efficient perFormance of their duties; now therefore be it 8 RESOLVED, that the "Wage and Benefit Policy for Nonrepresented Management and 9 Legislative Personnel", authorized by the resolution under C.F. No. 272557, as amended by 16 resolutions under C.F. Nos. 89-2281, 90-677, 91-312, 93-1064, 93-1923, 96-187, and 00-470, be i l amended by the attached policy by inclusion to authorize performance pay for deparlmen��- 12 office directors• and be it 13 �'J and certain Cit Council employees S�crt" 1ia+e.. 14 FINALLY RESOLVED, that this resolufion shall take effect and be in force after its 15 passage, approval and publication, or after January 1, 2001, which ever is later. Adoption Certified by Covncil Secretary By: �,�_ a ' • y �� , Approved by r: Date ��G.G.C� � By: Approved hy Mayor foz Submission to Council By: (-�� " �n�R�� _(// �, �L�� :� � � Adopted by Council: Date �a.s . .1.��-00 ` a �-��.�r Revised Julv , 2001 ��Q � N o v . �.�- aoc � Wage and Benefit Policy for Non-Represented Management and Legislative Personnel Risk Management Division 240 City Hall 15 West Kellogg Boulevard St Pau! MN 55102 (651 � 266-8880 �t•��ss. WAGE AND BENEFIT POLICY This policy for nonrepresented management personnel shall appiy to empioyees with the following titles which are not represented by a certified bargaining unit: Administrative Assistant Administrative Assistant--Pu61ic Works Administrative Manager Affirmative Action Director Assistant Director ofi Human Resources Assistant Fire Chief Assistant to the Mayor I Assistant to the Mayor II Assistant to the Mayor 1II Assistant to the Mayor IV Assistant to the Mayor V Assistant to the Mayor VI Budget Director Chief Internal Auditor Chief of Police Citizen Service Program Director City Attorney City Clerk and Commissioner of Registration Council Fiscal Policy Director Council Investigation and Research Center Director Deputy Chief of Police Deputy Mayor Director, Department of Technology and Management Services Director, Financial Services Director, Huma� Rights Director, LIEP Director, Planning and Economic Development Director, Department of Pubiic Works Employee Benefits Manager Energy Conservation Specialist Executive Assistant to the Mayor Executive �irector, Civic Center Financial Analyst Fire Chief General Manager, Water Utility Human Resources and Management Systems Analyst Human Resources Director Human Resources Manager Human Resources Senior Consultant Manager Human Resources Specialist 1 Human Resources Specialist II Human Resources Speciaiist III Human Resources Specialist IV Labor Relations Director Labor Relations Manager Labor Relations Specialist Legislative Aide Library Director Management Assistant 11� Director, Civic Center -1- 01-1i?i- Mayor's Chief of Staff Parks and Recreation Director Policy Analyst Program Administrator Project Manager fV, Public Works Research Analyst f Research Analyst IV Risk Manager Safety/ADA Coordinator Secretary to the Mayor Senior Consultant Special Events Coordinator Systems and Organizational Development Specialist 7raining and Development Manager CAFETERIA PLAN Under the Cafeteria Plan, the employee's selection wilf be limited to the insurance plans offered by the employer, and the employee must se{ect at least singfe coverage hospitalJmedical insurance, dental insurance, and employee life insurance in an amount equai to one-and-one-half (1.5} times the employee's salary. For the purpose of this selection, the employee's annuaf salary shall be 6ased on the salary as of the first day of the first payroll period in each fiscal year. Beginning with the July 1996 premium payments, the employer's direct contribution for benefits will be increased to 100% ofi the premium cost for those selecting single health coverage, an additional 70% of the dependent health premium for those selecting family coverage, and 100°!0 of the life insurance premium cost for an amount of coverage equaiing one-and-one-half 11.5� times the employee's annual salary. fhe employer's direct contribution wiif be applied to the benefit premium costs before the employee's contribution to the benefit premium costs under the Cafeteria Plan. SlCK LEAVE--DISABILITY INSURANCE The provisions of the Civil Service Rules pertaining to the accumulation and use of sick leave credits shall not apply to employees covered by this policy. In lieu of the sick leave provisions of the Civil Service Rules, such employees shall be eligible for six i61 discretio�ary days off with pay in each fiscal year. The maximum number of accumulated discretionary days which may be given in any fiscal year shall be twenty-one (21}, of which fifteen (15) wili be defined as disability bridge days. Disability bridge days can be used onty after three (3} consecutive days of absence due to iliness or injury. fn addition to the discretionary days, the empioyer wifl provide for the employee short-term and long-term disability coverage. Employees returning to or accepting an appointment to a title not covered by the poficy shalf be covered by the sick leave provisions app(icable to that title upon appointment to such title. Any previously accumulated sick leave balance shal! be restored upo� such appointment. VACATION Employees covered by this policy shafl be eligible for paid vacation as foliows: YEARS OF SERVICE # OF VACATfON DAYS 1 through 8 years 15 days 9 through 15 years 20 days 16 years and thereafter 25 days -2- o i -taa� WAGES Effective January 1, 1996 and thereafter, the leve! of increase, or decrease, to salary rates applicahle to titles covered 6y this po(icy shafl be adjusted to reflect the average wage increase, or decrease, included in the agreements of the City's five largest bargaining units. PERFORMANCE PAY The emolovees holdina the followinq iob titles are eliaible for oerformance oav' Affirmative Action Director Chief of Police Citv Attornev Citv Clerk and Commissioner of Repistration Citizen Service Proarem Director Director. Department of Technoloqv and Manaaement Services Director, Financiaf Services Director. Human Riqhts Director. LIEP Director Planninq and Economic Develooment Director. Deoartment of Public Works Executive Assistant to the Mavor Fire Chief General Manaqer, Water Utilitv Human Resources Director Labor Relations Director Librarv Director salarv. The Mavor, in his or her sole discretion. based uAOn such performance measures as he or she deems aoorooriate mav award to an eliqible emplovee performance oav of uo to five (51 percent of the empiovee's base annual salarv, or a step increase, but not both. - t - �,,,,_cm,,,,,,,,,;� ;,.� i',rre�e, eL�a..r.«or'� Das.�.t..p��n. c�a�.H.Vs.rCurmahc� Me�.s�.eea ca i�r dce.wn5 aoo sr:..'F�. s _ � m►y w.r dv event their employment is terminated hy the employer and the emp(oyee is completely separated from City employment. An empioyee covered by this policy, not electing to retum to a previously held City position, is eligible under this policy. This amount of payment for employees holding unclassified titfes shall be equal to two weeks pay tor each year of service in a title covered by the policy. However, this amount shall not exceed twelve (12) weeks pay. Unclassitied employees who could return to a previously held cfassified position, and classified empioyees, shall be eiigible fior a severance pay program if s(he meets the foflowing requirements: - The employee must be voiuntarily separated firom City employment or have been subject to separation by lay-off or compulsory retirement. - The empioyee must file a waiver of re-employmeni with the City which will clearly state that by requesting severance pay the empioyee waives all claims to reinstatement or re-employmeM with the City. The Iump sum payment for classified empioyees covered by this poiicy is based on years of service with the City: -3- O � - �yir YEARS OF SERVICE AMOUtJT 15 $ 8,000 25 S 1 Q000 For the purpose of this severance program, a death of an employee shail be considered as separation ofi employment, and if the empfoyee wouid have met ali of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. The manner of payment of severance in amounts of te� thousand doilars (810,0p0} or Iess shail be made in accordance with the provisions of City Ordinance No. 11490. This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said Ordinance and in such cases, the provisions of this article shall control. Employees who are terminated for cause, misconduct, or any other disciplinary reason sha(1 not be eligible for any payment under this employer termination program. This emp(oyer termination program replaces any existing severance pay plans currentfy applica6le to employees covered by this policy. Employees returning to, or accepting an appointment to, a title not covered by this pol+cy shall be covered by the severance pay pfan applicable to that title and shal! not be e(igible for any payment under this employer termination program. In addition, any Police or Fire non-represented employee separated from City employment who has accumulated balance of at least one thousand eight hundred fifty {1,850) hours of sick 4eave credits and at least twenty-five (25) years of service at the time of his/her separation from service shall he granted severance pay in the amount of thirty thousand dollars ($30,000), The manner ot payment ot such severance pay shall be made in three consecutive annual payments of ten thousand dollars ($10,000) each. The annual payments shall be made in February of each year. Tha tirst payment shall be made during the month of February in the year following the year in which the employee separates his/her employment. Sick leave requirements will be reduced by 2% for each full year of City service served under the non-represented benefit package and pro-rated for partial years. RETIREE INSURANCE To be eligible for City contribution to certain health and Iife insurance benefiits, the employee must meet the following co�ditions: ♦ Se receiving benefits from a Public Employee Retirement Act covering employees of the City of Saint Paul at the time of retirement. ♦ Have severed his/her relations with the City under one of the retiree plans. ♦ Have completed at least 20 years of service with the City of Saint Pau1 or be receiving a disability pension related to the City of Saint Paui. ♦ Elect to participate in the City's health and life insurance program. A retiree's participation in the City`s heaith and life insurance plan must be continuous. If an � o�.�saa- eligibte employee chooses not to participate at the time of hislher retirement, or if a retiree discontinues his/her participation, such retiree wiil not be eiigible fior any future participation in the City's health pians or fior any City contribution. Eariy Retirees: Employees hired prior to January 7, 1990 who meet the above requirements wifl 6e eiigible to receive an employer contribution to the health care premium to a maximum of 535� per momh until such early retiree becomes eligible tor Medicare. Employees hired onlafter January 1, 1990 who meet the above requirements will be eligible to receive an employer contri6ution to the hea(th care premium to a maximum of 5300 per month until such eady retiree becomes eligible for Medicare. Regular Retirees: Employees hired prior to January 7, 1990 who meet the above requirements and are eligible for Medicare will be eligible to receive an employer contribution to the health care premium to a maximum of $550 per month. Employees hired on/after January 1, 1990 who meet the above requirements and are eligible for Medicare wili be efigible to receive an employer contribution to the heatth care premium to a maximum of $300 per month. EARLY RETIREE LffE INSURANCE The empfoyer wilf contribute the cost of 55,000 of tife insurance coverage for such early retirees who qualify for health benefits until the eariy retiree reaches age sixty-five i65�, at which time the life insurance coverage shall terminate. SURVIVOR HEALTH BENEFITS The surviving spouse and/or dependent of an employee covered by this policy carrying family coverage at the time of his/her death due to a job connected injury or illness which was determined to arise out of, and in the course of, his/her employment under workers' compensatio� Iaw shall continue to be eligible for City contribution toward the City's health insurance plan in the same proportion as is provided for employees under this policy. At age sixty-five (651 the City's contribution will be in the same proportion as is provided to retirees under this policy. fn the event of the death of a retiree who is participating in the City's health insurance program, the surviving spouse or dependent of the deceased may continue to participate in the City's health insurance pian at their own cost. Eligibility to continue to participate shali terminate once such spouse remarries or becomes eligible for group health insurance through an employer. Eligibility to continue to participate shall terminate when such dependent fails to meet the definition of dependent in the City's health insurance pian or becomes eligibie for group health insurance through an employer. -5- o � -ia.s� GREEN SHEET Susan Kimberly (266-8519) TOTAL # OF StGNATURE PAGES Approval of an amendment to the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel" in order to authorize per£ormance-based pay for Department and Office Directors. a PLANNING COMMISSION CIBCAMMITTEE CIVIL SERVICE COMMISSION Cuxrently the Mayor does not h2ve the authority to grant performance-based compensation ta Cabinet-level employees. He or she can only award "step" increases. VANTAGESIfAPPROVED Mayor wi11 have the flexibility to award performance-based compensation or step increases. (The Mayor would not have the authority to award both in any given year.) None f3L::ti_ �Z: �Z`i � CRY�'ROpEY ❑ CIIYq.iAII _ ❑ R141q41FRNLFf dR ❑ AYYICYLiiR�lIACtT¢ o w.��,��, <<� ❑ (CLIP ALL LOCATIONS FOR SIGNATURE) tlas this cersaJfi�m ever ww�cetl undw a coMiaa tor tnis aepartmenC7 YES NO Nas this ce+�� sver heen a cM1Y empbvee? YES NO Does ihis peisonihrm possess a sldll nat nom�allypossess¢tl by ary wrrent cilY �pbY�7 YES NO IsMiB petson?rm e tarpetetl vendoYt VES NO No 2C10006 fJ�YCGUICL Mayor will have less flexibility to compensate Cabinet-level employees. I'OTAI AMOUNT OF TRANSACTION S COSTIREYENUEBUDGETED(CIRCLEON� YE8 NO UNDING SOURCE ACTIVI7Y NUMBER muwcw_ rt+FORxuroN �otPwN� ORCGINAL � Presented By Refened To Council File # Q ( ., �} Green Sheet # a.ppfl� �� Committee: Date 2 3 4 5 6 7 S 9 10 I1 12 � 13 14 15 WFIEREAS, the department and o�ce d'uectors bear a unique responsibility for the effective and e�cient delivery of City services; and WHEREAS, reasonable performance pay will benefit the City by providing incentive and rewazd to department and o�ce directors for effective and efficient performance of their duties; now therefore be it RESOLVED, that the "Wage and Benefat Policy for Nonrepresented Management and Legislative Personnel", authorized by the resolution under C.F. No. 272557, as amended by resolutions under C.F. Nos. 89-2281, 90-677, 91-312, 93-1064, 93-1923, 96-187, and 00-470, be amended by the attached policy by inclusi_ o� to authorize perf rmance pay for department a�d--� office directors; and be it �""� �"� �� / _ R , -�-�� --- ��, ,� Y`"�.�,-- �--� C � M c�' �, F ALLY RESOLVEp, that this resolution shall take effect and be in force after it �" passage approval and publication, or after January 1, 2001, which ever is later. C� �..a, �.._.;_ c�c�.�, Q,�..�.,.� �' � �._,�. ,� .�- �-.�-`, o �-;- a. -� �� . Requested by Department of: BY: Fozm .(I2�� Adoption Certified by Council Secretary Byc Approved 6y Mayor: Date RESOLUTION CITY OF SAINT PAUL, MINNESOTA Approved by Mayor for Submission to Council By: �-� l�/l79�C� "" SY: Adopted by Council: Date o � -u�a�� GREEN SHEET Susan Ri.mberly (266-8529) sou TOTAL �f OF StGNATURE PAGES nv,u,�r o� No 200006 c;;i-_�� _ � � a'r�nou�v � arrcaaK ❑wnxcu�aa�uxoa ❑nnx�eucmauxno �MYWIPAtLIT�tIT/ `� • ❑ �CUP ALL LOCATIONS FOR SIGNATURq Approval of an amendment to the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel" in order to authorize performance-based pay for Department and Office Directors. PLRNNING COMM(SSfON C!B COMA!lTTEE CML SERVICE COMMISSION � u;� �m, e�e.wo�a u�r. cw,�a�c r« n�. d�e�m�em� YES MO Hes Mis peraoNGim aerbem a dtY �abyee9 Y� NO Does mis peisavfim vaeea a clad na � bfr em ane'rt dly emdovee7 YES MO k Ctie pdeaurum atarpetMwnEo(t YES NO Currently the Mayor does not have the authority to grant performance-base@ compensation to Cabinet-level emploqees. He or she can only award "step" increases. Mayox will have the flexibilitq to award performaace-based compeasatioa or step increases. (The Mayor wou2d not have the authority to award both in any given year.) None Mayor wiZl have less flexibility to compensate Cabinet-level employees. �rn�wsacrwH s cosrm�v�ue SOURCE ACiNI7Y NIMBER � c� -�a.a.a- Mayor's Chief of Staft Parks and Recreation Director � Policy Analyst Program Administrator Project Manager IV, Pubiic Works Research Analystl Researcfi AnalystlV Risk Manager SafetylADA Coordinator Secretary to the Mayor Senior Consuitant Speciai Events Coordinator Systems and Organizational Development Specialist Training and Development Manager CAFETERIA PLAN � Under the Cafeteria Pfan, the employee's selection wilf be limited to the insurance plans offiered by the employer, and the employee must select at least single coverage hospitai/medicai insurance, denial insurance, and employee life insurance in an amount equal to one-and-one-half (1.5) times the empioyee's salary. For the purpose of this selection, the empfoyee's annuaf salary shail be based on the salary as of the first day of the first payrol� period in each fiscal year. Beginning with the July 1996 premium payments, the employer's direct coniribution for benefits wili 6e increased to 100% of the premium cost for those selecting singie health coverage, an additionaf 70% of the dependent health premium for those selecting family coverage, and 100% of the life insurance premium cost for an amount of coverage equafing one-and-one-half (1.5) times the employee's annual sa4ary. The empioyer's direct contribution wiil be applied to the benefit premium costs before the empioyee's contribution to the benefit premium costs under the Cafeteria Plan. SICK LEAVE--DISABILITY INSURANCE The provisions of the Civil Service Rules pertai�ing to the accumulation and use of sick ieave credits shall not appiy io employees covered by this policy. tn iieu of the sick leave provisions of the Civi1 Service Rules, such employees shali be e�igible for six (6) discretionary days off with pay in each fiscal year. The maximum number of accumulated discretionary days which may be given in any fiscal year shall 6e twenty-one {21), of which fifteen (15} Wi�{ be defined as disability bridge days. Disability bridge days can be used only after three (3) consecutive days of absence due to iliness or injury. In addition to the discretionary days, the employer will provide for the employee short-term and long-term disability coverage. Employees returning to or accepting an appointment to a title not covered by the policy shall be covered by the sick Ieave provisions applicable to that title upon appointment to such title. Any previously accumulated sick leave balance sfiall be restored upon such appointment. VACATION Employees covered by this policy shaN be eligible for paid vacation as follows: YEARS OF SERVtCE � 1 through 8 years 9 through 15 years 16 years and therea4ter # OF VACATION DAYS 15 days 20 days 25 days -2- c�-�aa� WAGES � Effective January 1, 1996 and thereafter, the ievel of increase, or decrease, to salary rates applicable to titles covered by this policy shai! be adjusted to retlect the average wage increase, or decrease, included irt the agreements of the City's five fargest bargaining units. PERFORMANCE PAY i'he emAlovees holdina the followina io6 titles are elioible for �erformance oav Aftirmative Action Director Chief of Potice Citv Attornev Citv Clerk and Commissioner of Reaistration Citizen Service Proaram Director Director Deoartment of Technoloav and Manaoement Services Director, Financial Services Director. Human Riphts � Director. LIEP Director. Plannina and Economic DeveloDment DirecTOr. De�artment of Public Works Executive Assistant to the Mavor Fire Chief General Manaoer. Water Utilitv Human Resources Director Labor Relations Direetor Librarv Director � Parks and Recreation Director _+ �.. �°".---� '� � �' '�^�� "� c �'�-� '�R- �-�-�'-�: J, k*-�-"---�'� � ��-•--� � salary. The Mavor, in his or her sole discretion based uoon such performance measures he or uV she deems aoArooriate mav award to an eliQibie emolovee oerformance oav of uo to five (5) ercem of the em lo ee`s base annua! sala or a ste increase but not both. �` � � w�=, o-� � �.... ��. �� ^-' EMPIOYER TERMINA710N PROGRAM o" �S ,� °��,� q� �� "�-<- G� Y� n�- C_ r�c. 0 Employees appointed to itle overed by thi oficy shal( be eligible for a lump sum payment in the event iheir employment is terminated by the employer and the employee is completely separated from City employment. An employee covered by this poticy, not etecting to return to a previousfy heid Ciiy positiort, is eligible under this policy, This amounT of payment for employees holding uncfassified titfes shall be equai to two weeks pay for each year of service in a title covered by the policy. However, this amount shall noi exceed twelve (12) weeks pay. � Uneiassified emptoyees wfio could return to a previously held classified position, and classified Q�} '� �" employees, shall be eligibie for a severance pay program if s/he meets the following requirements: �`.- _ .,. . -�.,..� - The empioyee must be voluntarily separated from City employment or have been subject t��'�""� separation by lay-off or compuisory retirement. �� - The employee must file a waiver of re-employment with the City which wifi clearly state that b}rs`�"�^�- requesting severance pay the employee waives al� claims to reinstaiement or re-employment � with the City. The lump sum payment for classified employees covered by this policy is based on years ot service with the City: -3- . \ C RIGI�AL Presented By Referred To Committee: Date �� WHEREAS, the department and office directors beaz a unique responsibility for the 2 effective and efficient delivery of City services; and 12 office directors• and be it 13 �'J and certain City Council employees S�ev� 1ier4 14 FINALLY RESOLVED, that this resolution shall take effect and be in force after its 15 passage, approval and publication, or after January 1, 2001, which ever is later. 4 WHEREAS, reasonable performance pay will benefit the City by providing incentive 5 and reward to department and office directors for effective and efficient performance of their 6 duties; now therefore be it 7 8 RESOLVED, that the "Wage and Benefit Policy for Nonrepresented Management and 9 Legislative Personnel", authorized by the resolution under C.F. No. 272557, as amended by 10 resolutions under C.F. Nos. 89-2281, 90-677, 91-312, 93-1064, 93-1923, 96-187, and 00-470, be 11 amended by the attached policy by inclusion to authorize perFormance pay for departmen��- RESOLVED, that the funding for s Office and the Citv Council. Councii File # 0 { � �� GreenSheet# �,00�� ded in the budget of Requested by Department of: By: Adoption Certified by Council Secretary By �� c� ` � _ �_ Approved by r: Date y L.Y/ Gfr�Y ( By: A m��r.�r.�d. - �o.,. �.t, aod� �S`�e..�1w'l�cvn��'YY�cr�� n7CJ. dl� �a0�\ � RESOLUTION CITY OF SAINT PAUL. MINNESOTA g� AP � d �� G7 rn N `— O I y _ � � � -//ac l_. Approved by Mayor for Submission to Council By: �-�� /`� /��AG�j ' v ( �, PUSLfSNED �+ 1 3 Adopted by Council: Date a.� . a.� Qp, o �-\b�-a- Revised Jatv , 2001 �� N o v , �5�� a. � Wage and Benefit Policy for Non-Represented Management and Legislative Personnel Risk Management Division 240 City Hall 15 West Kellogg Boulevard St Paul MN 55102 (651) 266-8880 o�-�is�- WAGE AND BENEFIT POLICY This policy for nonrepresented management personnel shall apply to employees with the following titles which are not represented by a certified bargaining unit: Administrative Assistant Administrative Assistant--Public Works Administrative Manager Affirmative Action Director Assistant Director of Human Resources Assistant Fire Chief Assistant to the Mayor I Assistant to the Mayor 11 Assistant to the Mayor III Assistant to the Mayor IV Assistant to the Mayor V Assistant to the Mayor VI Budget Director Chief Internal Auditor Chief of Police Citizen Service Program Director City Attorney City Clerk and Commissioner of Registration Council Fiscal Policy Director Council Investigation and Research Center Director Deputy Chief of Police Deputy Mayor Director, Department of Technology and Management Services Director, Financial Services Director, Human Rights Director, �IEP Director, Planning and Economic Development Director, Department of Public Works Employee Benefits Manager Energy Conservation Specialist Executive Assistant to the Mayor Executive Director, Civic Center Financial Analyst Fire Chief General Manager, Water Utility Human Resources and Management Systems Analyst Human Resources Director Human Resources Manager Human Reso�rces Senior Consultant Manager Human Resources Specialist I Human Resources Specialist II Human Resources Specialist III Human Resources Specialist IV Labor Relations Director Labor Relations Manager Labor Relations Specialist Legislative Aide Library Director Management Assistant III Director, Civic Center -1- o � -t�� Mayor's Chief of Staff Parks and Recreation Director Policy Analyst Program Administrator Project Manager IV, Public Works Research Analyst I Research Analyst IV Risk Manager Safety/ADA Coordinator Secretary to the Mayor Senior Consultant Special Events Coordinator Systems and Organizational Development Specialist Training and Development Manager CAFETERIA PLAN Under the Cafeteria P�an, the employee's selection will be limited to the insurance plans offered by the employer, and the employee must select at least single coverage hospital/medical insurance, dental insurance, and employee life insurance in an amount equal to one-and-one-half (1.5) times the employee's salary. For the purpose of this selection, the employee's annual salary shall be based on the salary as of the first day of the first payroll period in each fiscal year. Beginning with the July 1996 premium payments, the employer's direct contribution for benefits will be increased to 100% of the premium cost for those selecting single health coverage, an additional 70% of the dependent health premium for those selecting family coverage, and 700% of the life insurance premium cost for an amount of coverage equaling one-and-one-hatf (1.5) times the employee's annual salary. The employer's direct contribution will be applied to the benefit premium costs before the employee's contribution to the benefit premium costs under the Cafeteria Plan. SICK LEAVE--DISABILITY INSURANCE The provisions of the Civil Service Rules pertaining to the accumulation and use of sick leave credits shall not apply to employees covered by this policy. In lieu of the sick leave provisions of the Civil Service Rules, such employees shall be eligible for six (6) discretionary days otf with pay in each fiscal year. The maximum number of accumulated discretionary days which may be given in any fiscal year shall be twenty-one (21), of which fifteen (15) will be defined as disability bridge days. Disability bridge days can be used only after three (3) consecutive days of absence due to illness or injury. In addition to the discretionary days, the employer will provide for the employee short-term and long-term disability coverage. Employees returning to or accepting an appointment to a title not covered by the policy shall be covered by the sick leave provisions applicable to that title upon appointment to such title. Any previously accumulated sick leave balance shall be restored upon such appointment. VACAT40N Employees covered by this policy shall be eligible for paid vacation as follows: YEARS OF SERVICE # OF VACATION DAYS 1 through 8 years 15 days 9 through 15 years 20 days 16 years and thereafter 25 days -2- o � -�aaa WAGES Effective January 1, 1996 and thereafter, the level of increase, or decrease, to salary rates applicable to titles covered by this policy shall be adjusted to reflect the average wage increase, or decrease, inciuded in ihe agreements of the City's five largest bargaining units. PERFORMANCE PAY The emolovees holdina the followinq iob titles are eliqible for performance oav• Affirmative Action Director Chief of Police Citv Attarnev Citv Clerk and Commissioner of Reaistration Citizen Service Proqram Director Director. Department of Technoloav and Manaqement Services Director, Financial Services Director. Human Riqhts Director, LIEP Director, Planninq and Economic Develooment Director, Department of Public Works Exec�tive Assistant to the Mavor Fire Chief General Manaqer, Water Utilitv Human Resources Director Labor Relations Director Librarv Director Parks and Recreation Director ca.a„v�c,:t F.n<. Pe\:�y D:rec�aY Ce..v..c:\ 'Q�swr.4� CaGl.�4�... 0 ire �v salarv. The Mavor in his or her sole discretion based uoon such oerformance measures as he or she deems aopropriate mav award to an eliaible emolovee performance oav of up to five (5) Unclassified employees who could return to a previously held classified position, and classified employees, shall be eligible for a severance pay program if slhe meets the folfowing requireme�ts: - The employee must be voluntarily separated itom City employment or have been subject to separation by lay-off or compulsory retirement. - The employee must file a waiver of re-empfoyment with the City which will clearly state that by requesting severance pay the employee waives all claims to reinstatement or re-employment with the City. The lump sum payment for classified employees covered by this policy is based on years of service with the City: -3- event their employment is terminated by the emp{oyer and the empioyee is compfetely separated from City employment. An employee covered by this policy, not electing to return to a previously held City position, is eligible under this policy. This amount of payment for employees holding unclassified titles shall be equal to two weeks pay for each year ot service in a title covered by the policy. However, this amount shall not exceed twelve (12) weeks pay. O 1- \�SY YEARS OF SERVICE AMOUNT 15 S 8,000 25 $10,000 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. The manner of payment of severance in amounts of ten thousand dollars {$10,000) or less shal! be made in accordance with the provisions of City Ordinance No. 11490. This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said Ordinance and in such cases, the provisions of this article shall control. Employees who are terminated for cause, misconduct, or any other disciplinary reason shall not be eligible for any payment under this employer termination program. This employer termination program replaces any existing severance pay plans currently applicable to employees covered by this policy. Employees returning to, or accepting an appointment to, a title not covered by this policy shall be covered by the severance pay plan applicable to that title and shall not be eligible for any payment under this employer termination program. In addition, any Police or Fire non-represented employee separated from City employment who has accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least twenty-five (25) years of service at the time of his/her separation from service shall be granted severance pay in the amount of thirty thousand dollars ($30,000). The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollars (510,000) each. The annual payments shall be made in February of each year. The first payment shall be made during the month of February in the year following the year in which the employee separates his/her employment. Sick leave requirements will be reduced by 2% for each full year of City service served under the non-represented benefit package and pro-rated for partial years. RETIREE INSURANCE To be eligible for City contribution to certain health and life insurance benefits, the employee must meet the following conditions: ♦ Be receiving benefits from a Public Employee Retirement Act covering employees of the City of Saint Paul at the time of retirement. ♦ Have severed his/her relations with the City under one of the retiree plans. ♦ Have completed at least 20 years of service with the City of Saint Paul or be receiving a disability pension related to the City of Saint Paul. ♦ Elect to participate in the City's health and life insurance program. A retiree's participation i� the City's health and life insurance plan must be continuous. If an ''� o�.�saa- eligible employee chooses not to participate at the time of his/her retirement, or if a retiree discontinues his/her participation, such retiree will not be eligible for any future participation in the Gity's health plans or for any City contribution. Early Retirees: Employees hired prior to January 1, 1990 who meet the above requirements will be eligible to receive an employer contribution to the health care premium to a maximum of $350 per month until such early retiree becomes eligible for Medicare. Employees hired on/after January 1, 1990 who meei the above requirements will be eligi6le to receive an employer contribution to the health care premium to a maximum of $300 per month until such early retiree becomes eligible for Medicare. Regular Retirees: Employees hired prior to January 1, 1990 who meet the above requirements and are eligible for Medicare will be eligible to receive an employer contribution to the health care premium to a maximum of $550 per month. Employees hired on/after January 1, 1990 who meet the above requirements and are eligible for Medicare will be eligible to receive an employer contribution to the health care premium to a maximum of $300 per month. EARLY RETIREE LIFE INSURANCE The employer will contribute the cost of 55,000 of life insurance coverage for such early retirees who qualify for health benefits until the early retiree reaches age sixty-five (65), at which time the life insurance coverage shall terminate. SURVIVOR HEALTH BENEFITS The surviving spouse and/or dependent of an employee covered by this policy carrying family coverage at the time of his/her death due to a job connected injury or illness which was determined to arise out of, and in the course of, his(her employment under workers' compensation law shall continue to be eligible for City contribution toward the City's health insurance plan in the same proportion as is provided for employees under this policy. At age sixty-five (65) the City's contribution wi11 be in the same proportion as is provided to retirees under this policy. In the event of the death of a retiree who is participating in the City's health insurance program, the surviving spouse or dependent of the deceased may continue to participate in the City's health insurance plan at their own cost. Eligibility to continue to participate shall terminate once such spouse remarries or becomes eligible for group health insurance through an employer. Eligibility to continue to participate shall terminate when such dependent fails to meet the definition of dependent in the City's health insurance plan or becomes eligible for group health insurance through an employer. -5- ,�----� - � diTACT PERSON Susan Rimberly (266-8519) IvC �.�� ii-�-oi � xuYBERFOR ROUTYIG ORDBt I TOTAL # OF SIGNATURE PAGES GREEN SHEET oE..R,�rort�rde o� -�a-a�- � 11�1., a�rcou¢� � GIYATIqtlEY ❑ OrvCLiRIC ❑ RWICNLaER1�CFSOR ❑ AI�tItLLfFR1n�tCiG ❑ WYORIORAfIIiIAM) I��J ❑ � (CLIP ALL LOCATIONS FOR SIGNATURE) Approval of an amendment to the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel" in order to authorize performance-based pay for Department and Office Directors. PLANNING CAMMISSION CIB COMMITTEE CIVIL SERVICE CAMMISSION Has Mis Pe�rm e�erxrorked under a contraR tor Nis departmeM? YES NO Has mis ce��m e.er eeen a aty emWovee? VES NO Does Nis persoNfirm possess a sidll not rwmiallYP� bY arry curreM ciry empbyee? YES NO Is Mis persaJfirm a taryeled vendof! VES NO Cu.rrently the Mayor does not have the authority to grant performance-based compensation tc Cabinet-level employees. He or she can only award "step" increases. Mayor will have the flexibility to award performance-based compensation or step increases. (The Mayor would not have the authority to award both in any given year.) None Mayor will have less flexibility to compensate Cabinet-level employees. iAOUNT OF TRANSACTION SOURCE iNFOanwnoN �owwr.� COSTIREVENUE BUDQETED (CIRCLE ON� ACTNITY NWdBER li'�;U' � ORIGINAL Presented By Refeaed To Council File # � ( � ��. GreenSheet# S,ppp� tr Committee: Date 2 4 5 6 7 10 I1 12 � 13 14 IS WHEREAS, the department and office directors beaz a unique responsibility for the effective and efficient delivery of City services; and WHEREAS, reasonable performance pay will benefit the City by providing incentive and reward to department and office directors for effective and efficient performance of their duties; now therefore be it RESOLVED, that the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel", authorized by the resolution under C.F. No. 272557, as amended by resolutions under C.F. Nos. 89-2281, 90-677, 91-312, 93-1064, 93-1923, 96-187, and 00-470, be amended by the attached policy by inclusi_ or� to authorize perfgrmance pay for departmen�ax�—� office directors; and be it ��^''"�l Q�� _ Q, , -'�---� - E - �-°- � �' � �•...^.,-_-- �---� C 4' M � G-.�, F ALLY RESOLVED, that this resolution shail take effect and be in force after it �' passage approval and publication, or after January 1, 2001, which ever is later. C'� �- , �..�. �-�_._:.. c�c� �.�.,.� � , o �, �. � � �� -�--� � . RequesCed by Department of: By: Forni Adopted by Council: Date Adoption Certified by Council Secretary By: Approved by Mayor: Date RESOLUTION CITY OF SAINT PAUL, MINNESOTA Approved by Mayor for Submission to Council Sy: C-'�'�'�Y!'( " /�77�� Byc o � -►a�> Susan &imberly (266-8519) NUYBERFOR GREEN SHEET nou,mr simo. No 200006 arrca� � R011TIIIG � TOTAL � OF SIGNATURE PAGES � CIYATf0111lY ❑ UIVCLOIK ❑ wMxGLfQYCFfOR ❑ NYIGLf �IYVCRI�.YYTYRI tf IJ ❑ � (CLIP ALL LOCATIONS FORSIGNATURE) Approval of an amendment to the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel" in order to authorize performance-based pay for Department and Office Directors. a PLANNING COMMISSION CIB COMMITTEE CM� SERVICE COMMISSION Hes this De�swilfirtn e�erworla.M undtta mn6adforMie tlepartment7 YES ND Fles tles O�soMrm ew ban a aZY dnObYce7 YE3 NO Doec tlus Dersonlfirm D�es a Wa'A naf riormalbD�seacetl dY �Y ��Y emPloyee4 YES NO h Mie �na�im a taipAed �doR YES NO ieln 8A VBB 8rrexe(t m r6larate alw�t�aM aMwU ro.evan e�.aaf � Currently the Mayor does not have the authority to grant performance-based compensation ta Cabinet-level employees. He or she can only award "step" increases. NANTAGES IF APPRpV� � Mayor will have the flexibility to award performance-based compensation or step increases. (The Mayor would not have the authority to award both in aay given year.) None. Mayor will have less flexibility to compensate Cabinet-level employees. �crrvm xue�eoc C1-li?� Mayor's Chief of Staff Parks and Recreation Director � Poticy Analyst Program Administrator Project Manager IV, Pubiic Works Research Analyst I Research Analyst IV Risk Manager Safety/ADA Coordinator Secretary to the Mayor Senior Consultant Special Events Coordinator Systems and Organizationai Development Specialist Training and Development Manager CAFETERIA PLAN � Under the Cafeteria Plan, the employee's selection wili be limited to the insurance plans offered by the employer, and the employee must select at least single coverage hospital/medical insurance, dental insurance, and employee life insurance in an amount equal to one-and-one-half (1.5) times the empioyee's saiary. For the purpose of this selection, the employee's annua{ safary shall be based on the salary as of the first day of the first payroll period in each fiscal year. Beginning with the July 1996 premium payments, the employer's direct contribution for benefits will be increased to 100% of the premium cost for those selecting single health coverage, an additional 70% of the dependent heaith premium for those selecting family coverage, and 100% of the life insurance premium cost for an amount of coverage equaling one-and-one-haif (1.5) times the employee's annual salary. The employer's direct contribution will be applied to the benetit premium costs before the employee's contribution to the benefit premium costs under the Cafeteria Plan. SICK LEAVE--DtSABILITY 1NSURANCE The provisions of the Civil Service Rules pertaining to the accumulation and use of sick leave credits shall not apply to employees covered by this policy. In lieu of the sick Ieave provisions of the Civil Service Rutes, such employees shail be eligible for six (6) discretionary days off with pay in each fiscal year. The maximum number of accumulated discretionary days which may be given in any fiscal year shall be twenty-one (21), of which fifteen (15) will be defined as disability bridge days. Disability bridge days can be used only after three (31 consecutive days ofi absence due to iilness or injury. In addition to the discretionary days, the employer will provide for the employee short-term and long-term disability coverage. Empfoyees returning to or accepting an appointment to a title not covered by the policy shall be covered by the sick leave provisions applicable to that title upon appointment to such title. Any previously accumulated sick leave balance shali be restored upon such appointment. VACATION Employees covered by this policy shali be eligible for paid vacation as follows: YEARS OF SERVICE � 1 through 8 years 9 through 15 years 16 years and thereafter # OF VACATION DAYS 15 days 20 days 25 days -2- a �.��aa� WAGES Effective January 7, 1996 and thereafter, the level of increase, or decrease, to salary rates applicabie to titles covered by this policy shall be adjusted to reflect the average wage increase, or decrease, included in the agreements of the City's five largest bargaining units. PERFORMANCE PAY The emofovees ho(dina the followina iob titles are eliaible for oerformance oav Affirmative Action Director Chief ot Police Ciiv Attom� Citv Clerk and Commissioner of Reqistration Citizen Service Proarem Director Director. Deoartment of Technoloqv and Manaaement Services Director, Financial Services Director. Human Ri4hts Director. LIEP Director. Planninq and Economic Develooment Director. Deoartment of Public Works Executive Assistant to the Ma or Fire Chief Ggneral Manaqer, Water Utilitv Human Resources Director Labor Retations Director Librarv Director C°`�^--�1 � �-�--�t � "'`--� � � �- �..�. °�- �-,^^,-�-� a„� k�--� � '��-�---�� salarv. The Mavor. in his or her sole discretion based uoon such oerformance measures as he or V V she deems aoorooriate. mav award to an eliqible emolovee oerformance oav of uo to five (51 ercent of the em lo ee`s base annual sala or a ste increase but not both. �� C � ,�_, o-�a �-�.- ' /�.., � � �� EMPLOYER TERMIiVA7tOlt1 PROGRA�_` G �� `� �..a.,N' o,,r.�„�� p b ' X-c. D Employees appointed to itle overed by thi olicy shall be eligibie for a lump sum payment in the event their employment is terminated by the empioyer and the employee is completely separated from City empioyment. An employee covered by this policy, not electing to return to a previously hetd City position, is eligible under this policy. This amount of payment for employees holding unciassified titles shail be equai to two weeks pay for each year of service in a title covered by the policy. However, this amount shalt not exceed twelve (12) weeks pay. Unciassified employees who coutd return to a previously held classified position, and employees, shall be eligible for a severance pay program if s/he meets the fotiowing classified �3 V �-"` equirements: � separation by lay-off or compulsory retirement. �„ __ a � J � rw 1 ��1f1 � .�' - The employee must file a waiver of re-employment with the City which will clearly state that bys�`�+`^�+ requesting severance pay the employee waives ail claims to reinstatement or re-employment � with the City. The lump sum payment for classified employees covered by this policy is based on years of service with the City: -3- \ � /� R4Gl�lAL Presented By Refened To Council File # � 1 � �� Green Sheet # �.ppppG Committee: Date WFIEREAS, the department and office d'uectors bear a unique responsibility for the 2 0 6 7 R m�r��.�, - ��. a�, a�.,o� � Pk�...k.�cv.'C awe.wl-1- No.r. a t, � e o., RESOLUTION CITY OF SAINT PAUL. MINNESOTA the � be included : Requested by Department of: By: Fozm ApPf4Yed b5r Ci effective and efficient delivery of City services; and WHEREAS, reasonable performance pay will benefit the City by providing incentive and rewazd to department and office directors for effective and efficient perFormance of their duties; now therefore be it 8 RESOLVED, that the "Wage and Benefit Policy for Nonrepresented Management and 9 Legislative Personnel", authorized by the resolution under C.F. No. 272557, as amended by 16 resolutions under C.F. Nos. 89-2281, 90-677, 91-312, 93-1064, 93-1923, 96-187, and 00-470, be i l amended by the attached policy by inclusion to authorize performance pay for deparlmen��- 12 office directors• and be it 13 �'J and certain Cit Council employees S�crt" 1ia+e.. 14 FINALLY RESOLVED, that this resolufion shall take effect and be in force after its 15 passage, approval and publication, or after January 1, 2001, which ever is later. Adoption Certified by Covncil Secretary By: �,�_ a ' • y �� , Approved by r: Date ��G.G.C� � By: Approved hy Mayor foz Submission to Council By: (-�� " �n�R�� _(// �, �L�� :� � � Adopted by Council: Date �a.s . .1.��-00 ` a �-��.�r Revised Julv , 2001 ��Q � N o v . �.�- aoc � Wage and Benefit Policy for Non-Represented Management and Legislative Personnel Risk Management Division 240 City Hall 15 West Kellogg Boulevard St Pau! MN 55102 (651 � 266-8880 �t•��ss. WAGE AND BENEFIT POLICY This policy for nonrepresented management personnel shall appiy to empioyees with the following titles which are not represented by a certified bargaining unit: Administrative Assistant Administrative Assistant--Pu61ic Works Administrative Manager Affirmative Action Director Assistant Director ofi Human Resources Assistant Fire Chief Assistant to the Mayor I Assistant to the Mayor II Assistant to the Mayor 1II Assistant to the Mayor IV Assistant to the Mayor V Assistant to the Mayor VI Budget Director Chief Internal Auditor Chief of Police Citizen Service Program Director City Attorney City Clerk and Commissioner of Registration Council Fiscal Policy Director Council Investigation and Research Center Director Deputy Chief of Police Deputy Mayor Director, Department of Technology and Management Services Director, Financial Services Director, Huma� Rights Director, LIEP Director, Planning and Economic Development Director, Department of Pubiic Works Employee Benefits Manager Energy Conservation Specialist Executive Assistant to the Mayor Executive �irector, Civic Center Financial Analyst Fire Chief General Manager, Water Utility Human Resources and Management Systems Analyst Human Resources Director Human Resources Manager Human Resources Senior Consultant Manager Human Resources Specialist 1 Human Resources Specialist II Human Resources Speciaiist III Human Resources Specialist IV Labor Relations Director Labor Relations Manager Labor Relations Specialist Legislative Aide Library Director Management Assistant 11� Director, Civic Center -1- 01-1i?i- Mayor's Chief of Staff Parks and Recreation Director Policy Analyst Program Administrator Project Manager fV, Public Works Research Analyst f Research Analyst IV Risk Manager Safety/ADA Coordinator Secretary to the Mayor Senior Consultant Special Events Coordinator Systems and Organizational Development Specialist 7raining and Development Manager CAFETERIA PLAN Under the Cafeteria Plan, the employee's selection wilf be limited to the insurance plans offered by the employer, and the employee must se{ect at least singfe coverage hospitalJmedical insurance, dental insurance, and employee life insurance in an amount equai to one-and-one-half (1.5} times the employee's salary. For the purpose of this selection, the employee's annuaf salary shall be 6ased on the salary as of the first day of the first payroll period in each fiscal year. Beginning with the July 1996 premium payments, the employer's direct contribution for benefits will be increased to 100% ofi the premium cost for those selecting single health coverage, an additional 70% of the dependent health premium for those selecting family coverage, and 100°!0 of the life insurance premium cost for an amount of coverage equaiing one-and-one-half 11.5� times the employee's annual salary. fhe employer's direct contribution wiif be applied to the benefit premium costs before the employee's contribution to the benefit premium costs under the Cafeteria Plan. SlCK LEAVE--DISABILITY INSURANCE The provisions of the Civil Service Rules pertaining to the accumulation and use of sick leave credits shall not apply to employees covered by this policy. In lieu of the sick leave provisions of the Civil Service Rules, such employees shall be eligible for six i61 discretio�ary days off with pay in each fiscal year. The maximum number of accumulated discretionary days which may be given in any fiscal year shall be twenty-one (21}, of which fifteen (15) wili be defined as disability bridge days. Disability bridge days can be used onty after three (3} consecutive days of absence due to iliness or injury. fn addition to the discretionary days, the empioyer wifl provide for the employee short-term and long-term disability coverage. Employees returning to or accepting an appointment to a title not covered by the poficy shalf be covered by the sick leave provisions app(icable to that title upon appointment to such title. Any previously accumulated sick leave balance shal! be restored upo� such appointment. VACATION Employees covered by this policy shafl be eligible for paid vacation as foliows: YEARS OF SERVICE # OF VACATfON DAYS 1 through 8 years 15 days 9 through 15 years 20 days 16 years and thereafter 25 days -2- o i -taa� WAGES Effective January 1, 1996 and thereafter, the leve! of increase, or decrease, to salary rates applicahle to titles covered 6y this po(icy shafl be adjusted to reflect the average wage increase, or decrease, included in the agreements of the City's five largest bargaining units. PERFORMANCE PAY The emolovees holdina the followinq iob titles are eliaible for oerformance oav' Affirmative Action Director Chief of Police Citv Attornev Citv Clerk and Commissioner of Repistration Citizen Service Proarem Director Director. Department of Technoloqv and Manaaement Services Director, Financiaf Services Director. Human Riqhts Director. LIEP Director Planninq and Economic Develooment Director. Deoartment of Public Works Executive Assistant to the Mavor Fire Chief General Manaqer, Water Utilitv Human Resources Director Labor Relations Director Librarv Director salarv. The Mavor, in his or her sole discretion. based uAOn such performance measures as he or she deems aoorooriate mav award to an eliqible emplovee performance oav of uo to five (51 percent of the empiovee's base annual salarv, or a step increase, but not both. - t - �,,,,_cm,,,,,,,,,;� ;,.� i',rre�e, eL�a..r.«or'� Das.�.t..p��n. c�a�.H.Vs.rCurmahc� Me�.s�.eea ca i�r dce.wn5 aoo sr:..'F�. s _ � m►y w.r dv event their employment is terminated hy the employer and the emp(oyee is completely separated from City employment. An empioyee covered by this policy, not electing to retum to a previously held City position, is eligible under this policy. This amount of payment for employees holding unclassified titfes shall be equal to two weeks pay tor each year of service in a title covered by the policy. However, this amount shall not exceed twelve (12) weeks pay. Unclassitied employees who could return to a previously held cfassified position, and classified empioyees, shall be eiigible fior a severance pay program if s(he meets the foflowing requirements: - The employee must be voiuntarily separated firom City employment or have been subject to separation by lay-off or compulsory retirement. - The empioyee must file a waiver of re-employmeni with the City which will clearly state that by requesting severance pay the empioyee waives all claims to reinstatement or re-employmeM with the City. The Iump sum payment for classified empioyees covered by this poiicy is based on years of service with the City: -3- O � - �yir YEARS OF SERVICE AMOUtJT 15 $ 8,000 25 S 1 Q000 For the purpose of this severance program, a death of an employee shail be considered as separation ofi employment, and if the empfoyee wouid have met ali of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. The manner of payment of severance in amounts of te� thousand doilars (810,0p0} or Iess shail be made in accordance with the provisions of City Ordinance No. 11490. This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said Ordinance and in such cases, the provisions of this article shall control. Employees who are terminated for cause, misconduct, or any other disciplinary reason sha(1 not be eligible for any payment under this employer termination program. This emp(oyer termination program replaces any existing severance pay plans currentfy applica6le to employees covered by this policy. Employees returning to, or accepting an appointment to, a title not covered by this pol+cy shall be covered by the severance pay pfan applicable to that title and shal! not be e(igible for any payment under this employer termination program. In addition, any Police or Fire non-represented employee separated from City employment who has accumulated balance of at least one thousand eight hundred fifty {1,850) hours of sick 4eave credits and at least twenty-five (25) years of service at the time of his/her separation from service shall he granted severance pay in the amount of thirty thousand dollars ($30,000), The manner ot payment ot such severance pay shall be made in three consecutive annual payments of ten thousand dollars ($10,000) each. The annual payments shall be made in February of each year. Tha tirst payment shall be made during the month of February in the year following the year in which the employee separates his/her employment. Sick leave requirements will be reduced by 2% for each full year of City service served under the non-represented benefit package and pro-rated for partial years. RETIREE INSURANCE To be eligible for City contribution to certain health and Iife insurance benefiits, the employee must meet the following co�ditions: ♦ Se receiving benefits from a Public Employee Retirement Act covering employees of the City of Saint Paul at the time of retirement. ♦ Have severed his/her relations with the City under one of the retiree plans. ♦ Have completed at least 20 years of service with the City of Saint Pau1 or be receiving a disability pension related to the City of Saint Paui. ♦ Elect to participate in the City's health and life insurance program. A retiree's participation in the City`s heaith and life insurance plan must be continuous. If an � o�.�saa- eligibte employee chooses not to participate at the time of hislher retirement, or if a retiree discontinues his/her participation, such retiree wiil not be eiigible fior any future participation in the City's health pians or fior any City contribution. Eariy Retirees: Employees hired prior to January 7, 1990 who meet the above requirements wifl 6e eiigible to receive an employer contribution to the health care premium to a maximum of 535� per momh until such early retiree becomes eligible tor Medicare. Employees hired onlafter January 1, 1990 who meet the above requirements will be eligible to receive an employer contri6ution to the hea(th care premium to a maximum of 5300 per month until such eady retiree becomes eligible for Medicare. Regular Retirees: Employees hired prior to January 7, 1990 who meet the above requirements and are eligible for Medicare will be eligible to receive an employer contribution to the health care premium to a maximum of $550 per month. Employees hired on/after January 1, 1990 who meet the above requirements and are eligible for Medicare wili be efigible to receive an employer contribution to the heatth care premium to a maximum of $300 per month. EARLY RETIREE LffE INSURANCE The empfoyer wilf contribute the cost of 55,000 of tife insurance coverage for such early retirees who qualify for health benefits until the eariy retiree reaches age sixty-five i65�, at which time the life insurance coverage shall terminate. SURVIVOR HEALTH BENEFITS The surviving spouse and/or dependent of an employee covered by this policy carrying family coverage at the time of his/her death due to a job connected injury or illness which was determined to arise out of, and in the course of, his/her employment under workers' compensatio� Iaw shall continue to be eligible for City contribution toward the City's health insurance plan in the same proportion as is provided for employees under this policy. At age sixty-five (651 the City's contribution will be in the same proportion as is provided to retirees under this policy. fn the event of the death of a retiree who is participating in the City's health insurance program, the surviving spouse or dependent of the deceased may continue to participate in the City's health insurance pian at their own cost. Eligibility to continue to participate shali terminate once such spouse remarries or becomes eligible for group health insurance through an employer. Eligibility to continue to participate shall terminate when such dependent fails to meet the definition of dependent in the City's health insurance pian or becomes eligibie for group health insurance through an employer. -5- o � -ia.s� GREEN SHEET Susan Kimberly (266-8519) TOTAL # OF StGNATURE PAGES Approval of an amendment to the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel" in order to authorize per£ormance-based pay for Department and Office Directors. a PLANNING COMMISSION CIBCAMMITTEE CIVIL SERVICE COMMISSION Cuxrently the Mayor does not h2ve the authority to grant performance-based compensation ta Cabinet-level employees. He or she can only award "step" increases. VANTAGESIfAPPROVED Mayor wi11 have the flexibility to award performance-based compensation or step increases. (The Mayor would not have the authority to award both in any given year.) None f3L::ti_ �Z: �Z`i � CRY�'ROpEY ❑ CIIYq.iAII _ ❑ R141q41FRNLFf dR ❑ AYYICYLiiR�lIACtT¢ o w.��,��, <<� ❑ (CLIP ALL LOCATIONS FOR SIGNATURE) tlas this cersaJfi�m ever ww�cetl undw a coMiaa tor tnis aepartmenC7 YES NO Nas this ce+�� sver heen a cM1Y empbvee? YES NO Does ihis peisonihrm possess a sldll nat nom�allypossess¢tl by ary wrrent cilY �pbY�7 YES NO IsMiB petson?rm e tarpetetl vendoYt VES NO No 2C10006 fJ�YCGUICL Mayor will have less flexibility to compensate Cabinet-level employees. I'OTAI AMOUNT OF TRANSACTION S COSTIREYENUEBUDGETED(CIRCLEON� YE8 NO UNDING SOURCE ACTIVI7Y NUMBER muwcw_ rt+FORxuroN �otPwN� ORCGINAL � Presented By Refened To Council File # Q ( ., �} Green Sheet # a.ppfl� �� Committee: Date 2 3 4 5 6 7 S 9 10 I1 12 � 13 14 15 WFIEREAS, the department and o�ce d'uectors bear a unique responsibility for the effective and e�cient delivery of City services; and WHEREAS, reasonable performance pay will benefit the City by providing incentive and rewazd to department and o�ce directors for effective and efficient performance of their duties; now therefore be it RESOLVED, that the "Wage and Benefat Policy for Nonrepresented Management and Legislative Personnel", authorized by the resolution under C.F. No. 272557, as amended by resolutions under C.F. Nos. 89-2281, 90-677, 91-312, 93-1064, 93-1923, 96-187, and 00-470, be amended by the attached policy by inclusi_ o� to authorize perf rmance pay for department a�d--� office directors; and be it �""� �"� �� / _ R , -�-�� --- ��, ,� Y`"�.�,-- �--� C � M c�' �, F ALLY RESOLVEp, that this resolution shall take effect and be in force after it �" passage approval and publication, or after January 1, 2001, which ever is later. C� �..a, �.._.;_ c�c�.�, Q,�..�.,.� �' � �._,�. ,� .�- �-.�-`, o �-;- a. -� �� . Requested by Department of: BY: Fozm .(I2�� Adoption Certified by Council Secretary Byc Approved 6y Mayor: Date RESOLUTION CITY OF SAINT PAUL, MINNESOTA Approved by Mayor for Submission to Council By: �-� l�/l79�C� "" SY: Adopted by Council: Date o � -u�a�� GREEN SHEET Susan Ri.mberly (266-8529) sou TOTAL �f OF StGNATURE PAGES nv,u,�r o� No 200006 c;;i-_�� _ � � a'r�nou�v � arrcaaK ❑wnxcu�aa�uxoa ❑nnx�eucmauxno �MYWIPAtLIT�tIT/ `� • ❑ �CUP ALL LOCATIONS FOR SIGNATURq Approval of an amendment to the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel" in order to authorize performance-based pay for Department and Office Directors. PLRNNING COMM(SSfON C!B COMA!lTTEE CML SERVICE COMMISSION � u;� �m, e�e.wo�a u�r. cw,�a�c r« n�. d�e�m�em� YES MO Hes Mis peraoNGim aerbem a dtY �abyee9 Y� NO Does mis peisavfim vaeea a clad na � bfr em ane'rt dly emdovee7 YES MO k Ctie pdeaurum atarpetMwnEo(t YES NO Currently the Mayor does not have the authority to grant performance-base@ compensation to Cabinet-level emploqees. He or she can only award "step" increases. Mayox will have the flexibilitq to award performaace-based compeasatioa or step increases. (The Mayor wou2d not have the authority to award both in any given year.) None Mayor wiZl have less flexibility to compensate Cabinet-level employees. �rn�wsacrwH s cosrm�v�ue SOURCE ACiNI7Y NIMBER � c� -�a.a.a- Mayor's Chief of Staft Parks and Recreation Director � Policy Analyst Program Administrator Project Manager IV, Pubiic Works Research Analystl Researcfi AnalystlV Risk Manager SafetylADA Coordinator Secretary to the Mayor Senior Consuitant Speciai Events Coordinator Systems and Organizational Development Specialist Training and Development Manager CAFETERIA PLAN � Under the Cafeteria Pfan, the employee's selection wilf be limited to the insurance plans offiered by the employer, and the employee must select at least single coverage hospitai/medicai insurance, denial insurance, and employee life insurance in an amount equal to one-and-one-half (1.5) times the empioyee's salary. For the purpose of this selection, the empfoyee's annuaf salary shail be based on the salary as of the first day of the first payrol� period in each fiscal year. Beginning with the July 1996 premium payments, the employer's direct coniribution for benefits wili 6e increased to 100% of the premium cost for those selecting singie health coverage, an additionaf 70% of the dependent health premium for those selecting family coverage, and 100% of the life insurance premium cost for an amount of coverage equafing one-and-one-half (1.5) times the employee's annual sa4ary. The empioyer's direct contribution wiil be applied to the benefit premium costs before the empioyee's contribution to the benefit premium costs under the Cafeteria Plan. SICK LEAVE--DISABILITY INSURANCE The provisions of the Civil Service Rules pertai�ing to the accumulation and use of sick ieave credits shall not appiy io employees covered by this policy. tn iieu of the sick leave provisions of the Civi1 Service Rules, such employees shali be e�igible for six (6) discretionary days off with pay in each fiscal year. The maximum number of accumulated discretionary days which may be given in any fiscal year shall 6e twenty-one {21), of which fifteen (15} Wi�{ be defined as disability bridge days. Disability bridge days can be used only after three (3) consecutive days of absence due to iliness or injury. In addition to the discretionary days, the employer will provide for the employee short-term and long-term disability coverage. Employees returning to or accepting an appointment to a title not covered by the policy shall be covered by the sick Ieave provisions applicable to that title upon appointment to such title. Any previously accumulated sick leave balance sfiall be restored upon such appointment. VACATION Employees covered by this policy shaN be eligible for paid vacation as follows: YEARS OF SERVtCE � 1 through 8 years 9 through 15 years 16 years and therea4ter # OF VACATION DAYS 15 days 20 days 25 days -2- c�-�aa� WAGES � Effective January 1, 1996 and thereafter, the ievel of increase, or decrease, to salary rates applicable to titles covered by this policy shai! be adjusted to retlect the average wage increase, or decrease, included irt the agreements of the City's five fargest bargaining units. PERFORMANCE PAY i'he emAlovees holdina the followina io6 titles are elioible for �erformance oav Aftirmative Action Director Chief of Potice Citv Attornev Citv Clerk and Commissioner of Reaistration Citizen Service Proaram Director Director Deoartment of Technoloav and Manaoement Services Director, Financial Services Director. Human Riphts � Director. LIEP Director. Plannina and Economic DeveloDment DirecTOr. De�artment of Public Works Executive Assistant to the Mavor Fire Chief General Manaoer. Water Utilitv Human Resources Director Labor Relations Direetor Librarv Director � Parks and Recreation Director _+ �.. �°".---� '� � �' '�^�� "� c �'�-� '�R- �-�-�'-�: J, k*-�-"---�'� � ��-•--� � salary. The Mavor, in his or her sole discretion based uoon such performance measures he or uV she deems aoArooriate mav award to an eliQibie emolovee oerformance oav of uo to five (5) ercem of the em lo ee`s base annua! sala or a ste increase but not both. �` � � w�=, o-� � �.... ��. �� ^-' EMPIOYER TERMINA710N PROGRAM o" �S ,� °��,� q� �� "�-<- G� Y� n�- C_ r�c. 0 Employees appointed to itle overed by thi oficy shal( be eligible for a lump sum payment in the event iheir employment is terminated by the employer and the employee is completely separated from City employment. An employee covered by this poticy, not etecting to return to a previousfy heid Ciiy positiort, is eligible under this policy, This amounT of payment for employees holding uncfassified titfes shall be equai to two weeks pay for each year of service in a title covered by the policy. However, this amount shall noi exceed twelve (12) weeks pay. � Uneiassified emptoyees wfio could return to a previously held classified position, and classified Q�} '� �" employees, shall be eligibie for a severance pay program if s/he meets the following requirements: �`.- _ .,. . -�.,..� - The empioyee must be voluntarily separated from City employment or have been subject t��'�""� separation by lay-off or compuisory retirement. �� - The employee must file a waiver of re-employment with the City which wifi clearly state that b}rs`�"�^�- requesting severance pay the employee waives al� claims to reinstaiement or re-employment � with the City. The lump sum payment for classified employees covered by this policy is based on years ot service with the City: -3- . \ C RIGI�AL Presented By Referred To Committee: Date �� WHEREAS, the department and office directors beaz a unique responsibility for the 2 effective and efficient delivery of City services; and 12 office directors• and be it 13 �'J and certain City Council employees S�ev� 1ier4 14 FINALLY RESOLVED, that this resolution shall take effect and be in force after its 15 passage, approval and publication, or after January 1, 2001, which ever is later. 4 WHEREAS, reasonable performance pay will benefit the City by providing incentive 5 and reward to department and office directors for effective and efficient performance of their 6 duties; now therefore be it 7 8 RESOLVED, that the "Wage and Benefit Policy for Nonrepresented Management and 9 Legislative Personnel", authorized by the resolution under C.F. No. 272557, as amended by 10 resolutions under C.F. Nos. 89-2281, 90-677, 91-312, 93-1064, 93-1923, 96-187, and 00-470, be 11 amended by the attached policy by inclusion to authorize perFormance pay for departmen��- RESOLVED, that the funding for s Office and the Citv Council. Councii File # 0 { � �� GreenSheet# �,00�� ded in the budget of Requested by Department of: By: Adoption Certified by Council Secretary By �� c� ` � _ �_ Approved by r: Date y L.Y/ Gfr�Y ( By: A m��r.�r.�d. - �o.,. �.t, aod� �S`�e..�1w'l�cvn��'YY�cr�� n7CJ. dl� �a0�\ � RESOLUTION CITY OF SAINT PAUL. MINNESOTA g� AP � d �� G7 rn N `— O I y _ � � � -//ac l_. Approved by Mayor for Submission to Council By: �-�� /`� /��AG�j ' v ( �, PUSLfSNED �+ 1 3 Adopted by Council: Date a.� . a.� Qp, o �-\b�-a- Revised Jatv , 2001 �� N o v , �5�� a. � Wage and Benefit Policy for Non-Represented Management and Legislative Personnel Risk Management Division 240 City Hall 15 West Kellogg Boulevard St Paul MN 55102 (651) 266-8880 o�-�is�- WAGE AND BENEFIT POLICY This policy for nonrepresented management personnel shall apply to employees with the following titles which are not represented by a certified bargaining unit: Administrative Assistant Administrative Assistant--Public Works Administrative Manager Affirmative Action Director Assistant Director of Human Resources Assistant Fire Chief Assistant to the Mayor I Assistant to the Mayor 11 Assistant to the Mayor III Assistant to the Mayor IV Assistant to the Mayor V Assistant to the Mayor VI Budget Director Chief Internal Auditor Chief of Police Citizen Service Program Director City Attorney City Clerk and Commissioner of Registration Council Fiscal Policy Director Council Investigation and Research Center Director Deputy Chief of Police Deputy Mayor Director, Department of Technology and Management Services Director, Financial Services Director, Human Rights Director, �IEP Director, Planning and Economic Development Director, Department of Public Works Employee Benefits Manager Energy Conservation Specialist Executive Assistant to the Mayor Executive Director, Civic Center Financial Analyst Fire Chief General Manager, Water Utility Human Resources and Management Systems Analyst Human Resources Director Human Resources Manager Human Reso�rces Senior Consultant Manager Human Resources Specialist I Human Resources Specialist II Human Resources Specialist III Human Resources Specialist IV Labor Relations Director Labor Relations Manager Labor Relations Specialist Legislative Aide Library Director Management Assistant III Director, Civic Center -1- o � -t�� Mayor's Chief of Staff Parks and Recreation Director Policy Analyst Program Administrator Project Manager IV, Public Works Research Analyst I Research Analyst IV Risk Manager Safety/ADA Coordinator Secretary to the Mayor Senior Consultant Special Events Coordinator Systems and Organizational Development Specialist Training and Development Manager CAFETERIA PLAN Under the Cafeteria P�an, the employee's selection will be limited to the insurance plans offered by the employer, and the employee must select at least single coverage hospital/medical insurance, dental insurance, and employee life insurance in an amount equal to one-and-one-half (1.5) times the employee's salary. For the purpose of this selection, the employee's annual salary shall be based on the salary as of the first day of the first payroll period in each fiscal year. Beginning with the July 1996 premium payments, the employer's direct contribution for benefits will be increased to 100% of the premium cost for those selecting single health coverage, an additional 70% of the dependent health premium for those selecting family coverage, and 700% of the life insurance premium cost for an amount of coverage equaling one-and-one-hatf (1.5) times the employee's annual salary. The employer's direct contribution will be applied to the benefit premium costs before the employee's contribution to the benefit premium costs under the Cafeteria Plan. SICK LEAVE--DISABILITY INSURANCE The provisions of the Civil Service Rules pertaining to the accumulation and use of sick leave credits shall not apply to employees covered by this policy. In lieu of the sick leave provisions of the Civil Service Rules, such employees shall be eligible for six (6) discretionary days otf with pay in each fiscal year. The maximum number of accumulated discretionary days which may be given in any fiscal year shall be twenty-one (21), of which fifteen (15) will be defined as disability bridge days. Disability bridge days can be used only after three (3) consecutive days of absence due to illness or injury. In addition to the discretionary days, the employer will provide for the employee short-term and long-term disability coverage. Employees returning to or accepting an appointment to a title not covered by the policy shall be covered by the sick leave provisions applicable to that title upon appointment to such title. Any previously accumulated sick leave balance shall be restored upon such appointment. VACAT40N Employees covered by this policy shall be eligible for paid vacation as follows: YEARS OF SERVICE # OF VACATION DAYS 1 through 8 years 15 days 9 through 15 years 20 days 16 years and thereafter 25 days -2- o � -�aaa WAGES Effective January 1, 1996 and thereafter, the level of increase, or decrease, to salary rates applicable to titles covered by this policy shall be adjusted to reflect the average wage increase, or decrease, inciuded in ihe agreements of the City's five largest bargaining units. PERFORMANCE PAY The emolovees holdina the followinq iob titles are eliqible for performance oav• Affirmative Action Director Chief of Police Citv Attarnev Citv Clerk and Commissioner of Reaistration Citizen Service Proqram Director Director. Department of Technoloav and Manaqement Services Director, Financial Services Director. Human Riqhts Director, LIEP Director, Planninq and Economic Develooment Director, Department of Public Works Exec�tive Assistant to the Mavor Fire Chief General Manaqer, Water Utilitv Human Resources Director Labor Relations Director Librarv Director Parks and Recreation Director ca.a„v�c,:t F.n<. Pe\:�y D:rec�aY Ce..v..c:\ 'Q�swr.4� CaGl.�4�... 0 ire �v salarv. The Mavor in his or her sole discretion based uoon such oerformance measures as he or she deems aopropriate mav award to an eliaible emolovee performance oav of up to five (5) Unclassified employees who could return to a previously held classified position, and classified employees, shall be eligible for a severance pay program if slhe meets the folfowing requireme�ts: - The employee must be voluntarily separated itom City employment or have been subject to separation by lay-off or compulsory retirement. - The employee must file a waiver of re-empfoyment with the City which will clearly state that by requesting severance pay the employee waives all claims to reinstatement or re-employment with the City. The lump sum payment for classified employees covered by this policy is based on years of service with the City: -3- event their employment is terminated by the emp{oyer and the empioyee is compfetely separated from City employment. An employee covered by this policy, not electing to return to a previously held City position, is eligible under this policy. This amount of payment for employees holding unclassified titles shall be equal to two weeks pay for each year ot service in a title covered by the policy. However, this amount shall not exceed twelve (12) weeks pay. O 1- \�SY YEARS OF SERVICE AMOUNT 15 S 8,000 25 $10,000 For the purpose of this severance program, a death of an employee shall be considered as separation of employment, and if the employee would have met all of the requirements set forth above, at the time of his or her death, payment of the severance pay may be made to the employee's estate or spouse. The manner of payment of severance in amounts of ten thousand dollars {$10,000) or less shal! be made in accordance with the provisions of City Ordinance No. 11490. This severance pay program shall be subject to and governed by the provisions of City Ordinance No. 11490 except in those cases where the specific provisions of this article conflict with said Ordinance and in such cases, the provisions of this article shall control. Employees who are terminated for cause, misconduct, or any other disciplinary reason shall not be eligible for any payment under this employer termination program. This employer termination program replaces any existing severance pay plans currently applicable to employees covered by this policy. Employees returning to, or accepting an appointment to, a title not covered by this policy shall be covered by the severance pay plan applicable to that title and shall not be eligible for any payment under this employer termination program. In addition, any Police or Fire non-represented employee separated from City employment who has accumulated balance of at least one thousand eight hundred fifty (1,850) hours of sick leave credits and at least twenty-five (25) years of service at the time of his/her separation from service shall be granted severance pay in the amount of thirty thousand dollars ($30,000). The manner of payment of such severance pay shall be made in three consecutive annual payments of ten thousand dollars (510,000) each. The annual payments shall be made in February of each year. The first payment shall be made during the month of February in the year following the year in which the employee separates his/her employment. Sick leave requirements will be reduced by 2% for each full year of City service served under the non-represented benefit package and pro-rated for partial years. RETIREE INSURANCE To be eligible for City contribution to certain health and life insurance benefits, the employee must meet the following conditions: ♦ Be receiving benefits from a Public Employee Retirement Act covering employees of the City of Saint Paul at the time of retirement. ♦ Have severed his/her relations with the City under one of the retiree plans. ♦ Have completed at least 20 years of service with the City of Saint Paul or be receiving a disability pension related to the City of Saint Paul. ♦ Elect to participate in the City's health and life insurance program. A retiree's participation i� the City's health and life insurance plan must be continuous. If an ''� o�.�saa- eligible employee chooses not to participate at the time of his/her retirement, or if a retiree discontinues his/her participation, such retiree will not be eligible for any future participation in the Gity's health plans or for any City contribution. Early Retirees: Employees hired prior to January 1, 1990 who meet the above requirements will be eligible to receive an employer contribution to the health care premium to a maximum of $350 per month until such early retiree becomes eligible for Medicare. Employees hired on/after January 1, 1990 who meei the above requirements will be eligi6le to receive an employer contribution to the health care premium to a maximum of $300 per month until such early retiree becomes eligible for Medicare. Regular Retirees: Employees hired prior to January 1, 1990 who meet the above requirements and are eligible for Medicare will be eligible to receive an employer contribution to the health care premium to a maximum of $550 per month. Employees hired on/after January 1, 1990 who meet the above requirements and are eligible for Medicare will be eligible to receive an employer contribution to the health care premium to a maximum of $300 per month. EARLY RETIREE LIFE INSURANCE The employer will contribute the cost of 55,000 of life insurance coverage for such early retirees who qualify for health benefits until the early retiree reaches age sixty-five (65), at which time the life insurance coverage shall terminate. SURVIVOR HEALTH BENEFITS The surviving spouse and/or dependent of an employee covered by this policy carrying family coverage at the time of his/her death due to a job connected injury or illness which was determined to arise out of, and in the course of, his(her employment under workers' compensation law shall continue to be eligible for City contribution toward the City's health insurance plan in the same proportion as is provided for employees under this policy. At age sixty-five (65) the City's contribution wi11 be in the same proportion as is provided to retirees under this policy. In the event of the death of a retiree who is participating in the City's health insurance program, the surviving spouse or dependent of the deceased may continue to participate in the City's health insurance plan at their own cost. Eligibility to continue to participate shall terminate once such spouse remarries or becomes eligible for group health insurance through an employer. Eligibility to continue to participate shall terminate when such dependent fails to meet the definition of dependent in the City's health insurance plan or becomes eligible for group health insurance through an employer. -5- ,�----� - � diTACT PERSON Susan Rimberly (266-8519) IvC �.�� ii-�-oi � xuYBERFOR ROUTYIG ORDBt I TOTAL # OF SIGNATURE PAGES GREEN SHEET oE..R,�rort�rde o� -�a-a�- � 11�1., a�rcou¢� � GIYATIqtlEY ❑ OrvCLiRIC ❑ RWICNLaER1�CFSOR ❑ AI�tItLLfFR1n�tCiG ❑ WYORIORAfIIiIAM) I��J ❑ � (CLIP ALL LOCATIONS FOR SIGNATURE) Approval of an amendment to the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel" in order to authorize performance-based pay for Department and Office Directors. PLANNING CAMMISSION CIB COMMITTEE CIVIL SERVICE CAMMISSION Has Mis Pe�rm e�erxrorked under a contraR tor Nis departmeM? YES NO Has mis ce��m e.er eeen a aty emWovee? VES NO Does Nis persoNfirm possess a sidll not rwmiallYP� bY arry curreM ciry empbyee? YES NO Is Mis persaJfirm a taryeled vendof! VES NO Cu.rrently the Mayor does not have the authority to grant performance-based compensation tc Cabinet-level employees. He or she can only award "step" increases. Mayor will have the flexibility to award performance-based compensation or step increases. (The Mayor would not have the authority to award both in any given year.) None Mayor will have less flexibility to compensate Cabinet-level employees. iAOUNT OF TRANSACTION SOURCE iNFOanwnoN �owwr.� COSTIREVENUE BUDQETED (CIRCLE ON� ACTNITY NWdBER li'�;U' � ORIGINAL Presented By Refeaed To Council File # � ( � ��. GreenSheet# S,ppp� tr Committee: Date 2 4 5 6 7 10 I1 12 � 13 14 IS WHEREAS, the department and office directors beaz a unique responsibility for the effective and efficient delivery of City services; and WHEREAS, reasonable performance pay will benefit the City by providing incentive and reward to department and office directors for effective and efficient performance of their duties; now therefore be it RESOLVED, that the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel", authorized by the resolution under C.F. No. 272557, as amended by resolutions under C.F. Nos. 89-2281, 90-677, 91-312, 93-1064, 93-1923, 96-187, and 00-470, be amended by the attached policy by inclusi_ or� to authorize perfgrmance pay for departmen�ax�—� office directors; and be it ��^''"�l Q�� _ Q, , -'�---� - E - �-°- � �' � �•...^.,-_-- �---� C 4' M � G-.�, F ALLY RESOLVED, that this resolution shail take effect and be in force after it �' passage approval and publication, or after January 1, 2001, which ever is later. C'� �- , �..�. �-�_._:.. c�c� �.�.,.� � , o �, �. � � �� -�--� � . RequesCed by Department of: By: Forni Adopted by Council: Date Adoption Certified by Council Secretary By: Approved by Mayor: Date RESOLUTION CITY OF SAINT PAUL, MINNESOTA Approved by Mayor for Submission to Council Sy: C-'�'�'�Y!'( " /�77�� Byc o � -►a�> Susan &imberly (266-8519) NUYBERFOR GREEN SHEET nou,mr simo. No 200006 arrca� � R011TIIIG � TOTAL � OF SIGNATURE PAGES � CIYATf0111lY ❑ UIVCLOIK ❑ wMxGLfQYCFfOR ❑ NYIGLf �IYVCRI�.YYTYRI tf IJ ❑ � (CLIP ALL LOCATIONS FORSIGNATURE) Approval of an amendment to the "Wage and Benefit Policy for Nonrepresented Management and Legislative Personnel" in order to authorize performance-based pay for Department and Office Directors. a PLANNING COMMISSION CIB COMMITTEE CM� SERVICE COMMISSION Hes this De�swilfirtn e�erworla.M undtta mn6adforMie tlepartment7 YES ND Fles tles O�soMrm ew ban a aZY dnObYce7 YE3 NO Doec tlus Dersonlfirm D�es a Wa'A naf riormalbD�seacetl dY �Y ��Y emPloyee4 YES NO h Mie �na�im a taipAed �doR YES NO ieln 8A VBB 8rrexe(t m r6larate alw�t�aM aMwU ro.evan e�.aaf � Currently the Mayor does not have the authority to grant performance-based compensation ta Cabinet-level employees. He or she can only award "step" increases. NANTAGES IF APPRpV� � Mayor will have the flexibility to award performance-based compensation or step increases. (The Mayor would not have the authority to award both in aay given year.) None. Mayor will have less flexibility to compensate Cabinet-level employees. �crrvm xue�eoc C1-li?� Mayor's Chief of Staff Parks and Recreation Director � Poticy Analyst Program Administrator Project Manager IV, Pubiic Works Research Analyst I Research Analyst IV Risk Manager Safety/ADA Coordinator Secretary to the Mayor Senior Consultant Special Events Coordinator Systems and Organizationai Development Specialist Training and Development Manager CAFETERIA PLAN � Under the Cafeteria Plan, the employee's selection wili be limited to the insurance plans offered by the employer, and the employee must select at least single coverage hospital/medical insurance, dental insurance, and employee life insurance in an amount equal to one-and-one-half (1.5) times the empioyee's saiary. For the purpose of this selection, the employee's annua{ safary shall be based on the salary as of the first day of the first payroll period in each fiscal year. Beginning with the July 1996 premium payments, the employer's direct contribution for benefits will be increased to 100% of the premium cost for those selecting single health coverage, an additional 70% of the dependent heaith premium for those selecting family coverage, and 100% of the life insurance premium cost for an amount of coverage equaling one-and-one-haif (1.5) times the employee's annual salary. The employer's direct contribution will be applied to the benetit premium costs before the employee's contribution to the benefit premium costs under the Cafeteria Plan. SICK LEAVE--DtSABILITY 1NSURANCE The provisions of the Civil Service Rules pertaining to the accumulation and use of sick leave credits shall not apply to employees covered by this policy. In lieu of the sick Ieave provisions of the Civil Service Rutes, such employees shail be eligible for six (6) discretionary days off with pay in each fiscal year. The maximum number of accumulated discretionary days which may be given in any fiscal year shall be twenty-one (21), of which fifteen (15) will be defined as disability bridge days. Disability bridge days can be used only after three (31 consecutive days ofi absence due to iilness or injury. In addition to the discretionary days, the employer will provide for the employee short-term and long-term disability coverage. Empfoyees returning to or accepting an appointment to a title not covered by the policy shall be covered by the sick leave provisions applicable to that title upon appointment to such title. Any previously accumulated sick leave balance shali be restored upon such appointment. VACATION Employees covered by this policy shali be eligible for paid vacation as follows: YEARS OF SERVICE � 1 through 8 years 9 through 15 years 16 years and thereafter # OF VACATION DAYS 15 days 20 days 25 days -2- a �.��aa� WAGES Effective January 7, 1996 and thereafter, the level of increase, or decrease, to salary rates applicabie to titles covered by this policy shall be adjusted to reflect the average wage increase, or decrease, included in the agreements of the City's five largest bargaining units. PERFORMANCE PAY The emofovees ho(dina the followina iob titles are eliaible for oerformance oav Affirmative Action Director Chief ot Police Ciiv Attom� Citv Clerk and Commissioner of Reqistration Citizen Service Proarem Director Director. Deoartment of Technoloqv and Manaaement Services Director, Financial Services Director. Human Ri4hts Director. LIEP Director. Planninq and Economic Develooment Director. Deoartment of Public Works Executive Assistant to the Ma or Fire Chief Ggneral Manaqer, Water Utilitv Human Resources Director Labor Retations Director Librarv Director C°`�^--�1 � �-�--�t � "'`--� � � �- �..�. °�- �-,^^,-�-� a„� k�--� � '��-�---�� salarv. The Mavor. in his or her sole discretion based uoon such oerformance measures as he or V V she deems aoorooriate. mav award to an eliqible emolovee oerformance oav of uo to five (51 ercent of the em lo ee`s base annual sala or a ste increase but not both. �� C � ,�_, o-�a �-�.- ' /�.., � � �� EMPLOYER TERMIiVA7tOlt1 PROGRA�_` G �� `� �..a.,N' o,,r.�„�� p b ' X-c. D Employees appointed to itle overed by thi olicy shall be eligibie for a lump sum payment in the event their employment is terminated by the empioyer and the employee is completely separated from City empioyment. An employee covered by this policy, not electing to return to a previously hetd City position, is eligible under this policy. This amount of payment for employees holding unciassified titles shail be equai to two weeks pay for each year of service in a title covered by the policy. However, this amount shalt not exceed twelve (12) weeks pay. Unciassified employees who coutd return to a previously held classified position, and employees, shall be eligible for a severance pay program if s/he meets the fotiowing classified �3 V �-"` equirements: � separation by lay-off or compulsory retirement. �„ __ a � J � rw 1 ��1f1 � .�' - The employee must file a waiver of re-employment with the City which will clearly state that bys�`�+`^�+ requesting severance pay the employee waives ail claims to reinstatement or re-employment � with the City. The lump sum payment for classified employees covered by this policy is based on years of service with the City: -3-