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CC Resolution No. 8414 , RESOIIJl'ION NO ~l, 1 L. , A RESOIlJI'ION OF 'IRE Cl'I'Y CXXJNCIL OF 'IRE CIT'i OF aJPERl'INO AMrnDING THE M1\Nl\GEMENl' œMPENSATION ~ WHEREAS, the City Council desires to II'Odify the reiJnbJrsement schedule for eligilile persons un:ler the Management CoItpæ1sation Program for attendance at conferences, meetin;¡s and training sessions; ard NCW, 'lliEREFORE BE IT RESOLVED that the Management Cœrpensation Program be ëII!'oenJed as shown in Attachment "A" INhich is incorporated in this resolution by this reference. PASSED AND AOOPI'ED at a regular City Council meeting of the City of CUpertino this lst day of Julv , 1991 by , the follówin;¡ vote: Vote Member of· the city council AYES: Goldman, Rogers, Sorensen, Szabo, Koppel NOES: None ABSEm': None ABS'1'AD'I : None APPOOVED: /s/ Barb Koppel Mayor, City of CUpertino ATI'EST: /s/ Dorothy Cornelius City Clerk MANAGEMENT COMPENSATION PROGRAM I N D E X Cateaorv Policy No. 1 2 3 3 3 3 3 4 5 6 7 8 9 10 11 12 13 Paq PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY 1 SCHEDULES OF PAY GRADES AND OTHER SALARY RATES 3 I POLICY , ~ II DEFINITIONS 5 III REIMBURSEMENT SCHEDULE 5 IV ATTENDANCE AUTHORIZATION 6 V FUNDING -; AUTOMOBILE ALLOWANCES AND MILEAGE REIMBURSEMENTS 8 ASSOCIATION MEMBERSHIPS AND PROFESSIONAL PUBLICATIONS COMPENSATORY TIME OFF 9 lO HEALTH BENEFITS PLAN - EMPLOYER CONTRIBUTION FLEXIBLE HOLIDAYS 11 12 LIFE AND LONG TERM DISABILITY INSURANCE 13 DEFERRED COMPENSATION 14 PUBLIC EMPLOYEES RETIREMENT SYSTEM CONTRIBUTION l5 DENTAL INSURANCE - EMPLOYER CONTRIBUTION l6 ADMINISTRATIVE LEAVE l7 city of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 1 PROGRAM PURPOSE AND DEFINITIONS FOR ELIGIBILITY It is City of CUpertino policy that those certain persons holding positions hereinafter defined and designated either as management positions shall be eligible for participation under the Management Compensation Program as hereby adopted by action of the City Council and as same may be amended. or as otherwise modified from time to time. It is the stated purpose of this Management Compensation Program to give recognition to and to differentiate those eligib~e employees from represented employees who achieve econom~c gain and other conditions of employment through negotiation. It is the intent that through this policy and those which are adopted or" as may be modified or rescinded from time to time such recognition may be given. Eligibility for inclusion within this Management Compensation Program is limited to persons holding positions as management employees. These are as designated by the Appointing Authority and may be modified as circumstances warrant. As defined under Section 2.52.290 of the Cupertino Municipal Code, a management employee is any employee having significant responsibilities for formulating and administering City policies and programs, including but not limited to the chief executive officer and Department Heads; and, any employee having authority to exercise independent judgment to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward or discipline other employees, or having the responsibility to direct them, or to adjust their grievances, or effectively to recommend such action if in connection with the foregoing, the exercise of such authority is not of a merely routine or clerical nature but requires the use of independent judgment. Although subject to the per.onnel Code, the as manageaent positions: change in accordance with provision of fOllowing positions have been designated MANAGEMIHT POSITIONS; 510-105-01 Cowan R. Position Title city Manager Director of Finance Director of Parks and Recreation Director of community Development position No. Incumbent 210-102-01 310-103-01 410-104-01 Brown, D. snyder, B. Dowling, S. -1- MANAGEMENT POSITIONS (continued): Position No. Incumbent 710-106-01 810-107-01 Viskovich, B. Brown, B. 610-101-01 410-608-01 420-218-01 430-218-01 440-218-01 450-218-01 460-218-01 520-215-01 530-210-01 710-603-01 720-206-01 730-602-01 cornelius, D. Botelho, Robert Lamy, J. McCarthy, D. Hanel, C. Snow,D. O'Dowd, M. Antonucci, J. Caughey, M. McKee, K. Whitten, T. Mahan, D. 730-602-02 Moore, J. 460-602-01 Alvarez, E. 750-607-01 740-605-01 460-605-01 740-604-01 720-219-01 Davis, J. Silva R. Lomas, Jr., R. Subega, F. Grigg, G. Adopted by Action of the City Council April 1, 1974 Revised October 28, 1974 Revised March, 1978 Revised June, 1981 Revised June, 1982 Revised July, 1985 Revised July, 1987 Revised January, 1989 Revised July, 1989 Revised JUly, 1990 Revised April, 1991 Revised May, 1991 Position Title Director of PUblic Works Assistant to the City Manager City Clerk Facility Projects Mgr. Recreation Supervisor Recreation Supervisor Recreation Supervisor Recreation Supervisor Recreation Supervisor Building Official City Planner Public Works Superintendent Deputy Dir. of Public Works Grounds Maintenance Supervisor Grounds Maintenance Supervisor Grounds Maintenance Supervisor Water Supervisor Facility Supervisor Facility Supervisor Street Supervisor Traffic Engineer -2- City of cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 2 SCHEDULES OF PAY GRADES AND OTHER SALARY RATES It is City of Cupertino policy that eligible persons under the Management compensation Program shall be compensated for services rendered to and on behalf of the City on the basis of equitability of pay for duties and responsibilities assigned, meritorious service and comparability with similar work in other public and private employment in the same labor market; all of which is contingent upon the City's ability to pay consistent with its fiscal policies. As rates of pay and schedules of pay grades developed through meet and confer processes are subject to the underlying provisions of the Pay Plan for administration purposes so are those rates of pay and schedule of pay grades included herein as a part of this Management Compensation Program. The inclusion herein of said rates and schedules does not affect any effective dates or otherwise reflect on the approval processes required but is shown as an integral part of this Program for completeness of record. Adopted by Action of the City council April 1, 1974 Revised 8-8-78 Revised 7-4-79 (Pay Plan) Revised 6-80 (Pay Plan) -3- City of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 3 I. POLICY A. Manaaement Personnel It is City of Cupertino policy that eligible persons, other than the City Manager, under the Management Compensation Program shall be reimbursed in accordance with the schedules, terms and conditions as set forth herein for attendance at conferences, meetings and training sessions as defined below for each. It is the intent of this policy to encourage the continuing education and awareness of said persons in the technical improvements and innovations in their fields of endeavor as they apply to the City. One means of implementing this encouragement is through a formal reimbursement schedule for authorized attendance at such conferences, meetings and training sessions. B. Non-Manaaement Personnel When authorized by a Department Head, a non-management person may attend a conference, meeting or training session subject to the stated terms and conditions included herein for each with payment toward or reimbursement of certain expenses incurred being limited to authorized actual costs thereof. II. DEFINITIONS A. Budaetarv Limitations Funding expenses training as a line capability incurred sessions item for for payment toward or reimbursement of for attendance at conferences, meetings and shall be limited to the amount appropriated each applicable account. B. Conferences A conference is an annual organization the membership of of the City or the individual. meeting of a work related which may be held in the name C. DeDartment Head Director of Finance Director of Parks and Recreation Director of Planning and Development Director of Public Works Assistant to the City Manager City Clerk -4- D. Desianated Assistants Recreation supervisors Assistant Planning Director Building Official Deputy Director of Public Works Public Works superintendent Traffic Engineer E. Local Area A local area is that within an approximate lOO mile radius or two hours drive of the city. F. Meetinas A meeting is any scheduled function of a work related organization other than an annual meeting and may consist of a luncheon or dinner or a one or two day meeting not properly classified as a training" session. G. Middle Manaaement The number and designation of middle management personnel shall be those management positions exclusive of Department Heads and the City Manager as set forth in Policy No. 1 of the Management Compensation Program. H. Trainina session A training session is any type of seminar or workshop the attendance at which is for the purpose of obtaining information of a work related nature to benefit the City's operations or to the enhance the attendee's capabilities in the discharge of assigned duties and responsibilities. III. REIMBURSEMENT SCHEDULE A. Reaistration Registration fees for authorized attendance at a conference, meeting or training session will be paid by the City. B. TransDortation When an expenditure is authorized or is eligible for reiabursement, the City will pay transportation costs from the attendee's home to the destination and return on the basis of the costs for the nearest route by air at air coach fare. Transportation costs also may include limousine or taxi service to and from the attendee's home and the airport or for airport or destination parking charges for personal automobiles so parked when such is used in lieu of travel by air. Use of a personal automobile for City business shall be reimbursed at a rate per mile then in effect for such use except in no case shall it exceed air coach fare. -5- Transportation continued: Reimbursement for use of a personal automobile on City business within a local area will not be made so as to supplement that already being paid to those persons receiving a monthly mileage allowance. C. Hotel Payments toward or reimbursement of hotel or lodging expenses is limited to the actual costs of the room. Such payments or reimbursements shall not be made for hotel or lodging expense when incurred within the local area. Exceptions to this requirement shall be for attendance at the Annual League of California cities Conference and for those nights when attendance at other conferences, meetings and training sessions official functions would preclude the return to the City by the attendee within two hours after the end of the normal working day. D. Per Diem For conferences, meetings and training sessions lasting two or more days, a per diem allowance shall be allowed in lieu of actual costs for food, tips, miscellaneous expenses, etc., unless otherwise noted herein to the contrary. Payments toward or reimbursement of attendance at such functions lasting less than two days shall be limited to the actual costs consistent with the application of reasonable standards. Costs of special luncheon or dinner meetings or other programs on the agenda and not covered by registration fees may be paid or reimbursed in addition to the per diem allowance when approved by the City Manager. The authorized per diem rate shall be $50.00 for attendance at conferences, meetings or training sessions. No payment shall be made for any expenses incurred which are of a personal nature or not within a standard of reasonableness for the situation as may be defined by the City Manager. IV. ATTENDANCE AUTHORIZATION A. Budaetarv Limitations Notwithstanding any attendance, authorization contained herein, reimbursement for expenses incurred or expenditures made relative to conferences, meetings or training sessions shall not exceed the budgetary limitations. -6- B. A Department Head and one designatged assistant may attend a conference. Attendance by any other employee, management or non-management, may be authorized by the Department Head subject to such attendance being on the employee's own time (compensatory time off or vacation time) and with transportation and lodging being at the employee's own expense. The city may pay registration fees. C. Meetinas Any employee, management or non-management, may attend a meeting when authorized by the Department Head. D. Trainina Sessions Any employee, management or non-management, may attend a training session when authorized by the Department Head. V. FUNDING A. Appropriation policv It shall be the policy of the City to appropriate funds as set forth herein with such appropriations being subject to availability of resources. B. Appropriations will be made on the basis of $2,715.00 for each Department Head, and $1,350.00 for each designated assistant to be used as payments toward or reimbursement of expenses incurred for attendance at conferences and meetings. The conference or meeting, location and attendee shall be at the discretion of the Department Head. C. Trainina Sessions Payments toward attendance at annually through or reimbursement of training sessions, the budget process. expenses will be incurred in appropriated There also will be Parks and Recreation or reimbursement of training programs. Excluded from this funding determined each year and Division for costs incurred nature and applicable to all an appropriation to the Department of each year to be used as payments toward expenses incurred for its in-service capability is that amount to be appropriated to the Personnel in training programs of a general employees. Revised July, 1983 Revised July 1, 1985 Revised July, 1987 Revised July I, 1988 Revised July 1, 1991 -7- city of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy NO. 4 AUTOMOBILE ALLOWANCES AND MILEAGE REIMBURSEMENTS It is City of CUpe~tino policy that eligible persons under the Management Compensation Program shall be compensated fairly for the use of personal automotive vehicle~ on City business. In many instances the use of personal vehicles is a condition of employment due to the absence of sufficient City owned vehicles for general transportation purposes. It is not intended, however, that such a condition of employment should work an undue hardship. For this reason the following policies shall apply for mileage reimbursements. Those personnal such use Submission Department persons who occasionally are required to used their automobiles for City business shall be reimbursed for at an appropriate rate established by the City Council. of a reimbursement request must be approved by the Head. An exception to the foregoing paragraph shall be for the City Manager, Department Heads, Recreation Supervisors, Assistant City Engineer, Traffic Engineer, Public Works Superintendent and Building Official. The salaries of those identified reflect an allowance for the use of personal automotive vehicles. The identified persons shall be eligible for reimbursement for travel which exceeds two hundred miles round trip. While recognition is given that similar or modified automobile allowances and mileage reimbursement schedules may be applicable to employees not eligible under the Management Compensation Program, its inclusion as a policy under said Program is for completeness of records. Adopted by Action of the City Council April 1, 1974 Revised JUly 2, 1974 Revised May 24, 1979 Revised June, 1980 Revised July, 1981 Revised August, 1984 Revised July, 1987 Revised January, 1989 Revised July, 1990 -8- City of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 5 ASSOCIATION MEMBERSHIPS AND PROFESSIONAL PUBLICATIONS It is city of Cupertino policy that eligible persons under the Management Compensation Program shall be entitled to City sponsored association memberships as well as receiving subscriptions to professional and technical publications. Such sponsorship, however, shall be conditioned upon the several factors as set forth below. Each association for which membership is claimed must be directly related to the field of endeavor of the person to be benefitted. Each claim for city sponsored membership shall be submitted by or through the Department Head with his concurrence to the City Manager for approval. Memberships in associations as sponsored by the City shall be limited to not more than one person for each association except as may otherwise be authorized by the City Manager in unusual cases. Anyone person may however, be eligible for sponsored membership in more than one association should such be considered warranted by the City Manager. Subscriptions to or purchase of professional and technical publications may be provided at City expense when such have been authorized by the Department Head providing the subject matter and material generally contained therein are related to municipal governmental operations. Adopted by Action of the city Council April 1, 1974 -9- city of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 6 COMPENSATORY TIME ,OFF Management and confidential employees are ineligible for overtime payments for time worked in excess of what otherwise would be considered as a normal work day or work week for other employees. However, no deduction from leave balances are made when such an employee is absent for less than a regular work day. Nothing in this policy precludes the flexible work schedule, which may include an absence of a full eight hour day, when forty hours have been worked in the same work week. Adopted by Action of the City Council April 1, 1974 Revised June, 1980 Revised July, 1991 -10- city of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 7 HEALTH BENEFIT PLANS - EMPLOYER CONTRIBUTION It is the policy of the City of Cupertino to provide group hospital and medical insurance under which employees in Management positions and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees and their families through comprehensive health plans available only through employer sponsorship. Although the premium cost for the insurance provided remains the ultimate responsibility of the employee in a Management position, the City shall contribute an amount of $320.00 per employee per month towards the premium or pay the full cost of the premium if less than this amount. If the premium amounts for any employee covered by this policy are less than $320.00 per month, the difference between the premium amount and $320.00 will be contributed by the City to a deferred compensation account in the employee's name in accordance with Policy No. lO of this plan and the regulations of the compensation deferment program of the City. Enrollment in the plan or plans made available pursuant to this policy shall be in accordance with Personnel Rules of the City and the provisions of the contract for such insurance between the City and carrier or carriers. Adopted by Action of the City Council September 16, 1974 Revised July 7, 1975 Revised July 19, 1976 Revised July 1, 1977 Revised August 7, 1978 Revised July 2, 1979 Revised June, 1980 Revised June, 1981 Revised June, 1982 Revised July, 1983 Revised July, 1984 Revised July, 1987 Revised July, 1988 Revised July, 1989 Revised July, 1990 Revised July, 1991 -11- City of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 8 FLEXIBLE HOLIDAYS It is the policy of the City of Cupertino to recognize days of historical and national significance as holidays of the City without loss of payor benefits. Recognizing the desirable times throughout the year, it is the policy of the City of Cupertino to provide days off in lieu of holidays for management employees at such times as are convenient for each employee and supervisor, when such policy is compatible with the workload and schedule of the City. ' Employees occupying management positions shall be provided 20 hours per calendar year as a non-work time with full pay and benefits in addition to those holidays set forth in Section 8.l of the Rules on Conditions of Employment. For payroll purposes, each such in-lieu-of time off shall be recorded as holiday leave. Adopted by Action of the City Council July 7, 1975 Amended June, 1980 Amended June, 1989 -12- city of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 9 LIFE AND LONG TERM DISABILITY INSURANCE It is the policy of the City of Cupertino to make available group insurance for Management employees that will mitigate the personal and family financial hardships resulting from continuing disability that prevents an employee from performing gainfully in his or her occupation. It is further the pOlicy of the City of Cupertino to provide life insurance benefits in an amount of five times the employees annual salary to a maximum of $250,000.00. Employees occupying Management positions may enroll in the disability income program and the life insurance program offered if eligible under the contract provisions of the policy and the personnel rules of the City. The full cost of premiums for these programs shall be paid by the City for such employees. Adopted by Action of the 'City Council September 16, 1974 Revised July 19, 1976 Revised June, 1980 Revised July, 1981 Revised June, 1982 -13- city of Cupertino MANAGEMENT COMPENSATION PROGRAM POlicy No. lO DEFERRED COMPENSATION It is the policy of the City of Cupertino to provide equitable current compensation and reasonable retirement security for management employees for services performed for the City. The City participates in State and Federal retirement systems and deferred compensation plans have been established. Both the employee and employer may make constributions from current earnings to these plans. The purpose of this policy is to promote means by which compensation may be provided in such manner and form to best meet the requirements of the City and the needs of individual employees, thereby increasing the ability to attract and retain competent management employees. The City shall maintain and administer means by which employees in management positions may defer portions of their current earnings for future utilization. Usage of such plans shall be subject to such agreements, rules and procedures as are necessary to properly administer each plan. Employee contributions to such plans may be made in such amounts as felt proper and necessary to the employee. Employer contributions shall be made pursuant to Management Compensation Plan policies numbers 7 or 10, or in such other form as determined desirable and proper by the City Council. Adopted by Action of the City Council July 7, 1975 Revised June, 1980 Revised July, 1987 -14- city of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 11 PUBLIC EMPLOYEES RETIREMENT SYSTEM CONTRIBUTION It is employee's System not the policy of the City of Cupertino to pay the eligible contribution rate to the Public Employees Retirement to exceed seven percent (7%) of the applicable salary. Adopted June, 1981 Revised June, 1987 Revised June, 1989 Revised July, 1990 Revised July, 1991 -15- City of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 12 DENTAL INSURANCE - EMPLOYER CONTRIBUTION It is the policy of the City of Cupertino to provide dental insurance under which employees in Management positions and their dependents may be covered. The purpose of this program is to promote and preserve the health of employees. The premium cost for the insurance provided by the City shall not exceed $53.90 per month per employee. Enrollment in the plan or plans made available purusant to this policy shall be in accordance with Personnel Rules of the City and the provisions of the contract' for such insurance between the City and carrier or carriers. Adopted by Action of the City Council July 1, 1983 Revised July, 1987 Revised July, 1988 Revised July, 1989 Revised July, 1990 Revised July, 1991 -16- City of Cupertino MANAGEMENT COMPENSATION PROGRAM Policy No. 13 ADMINISTRATIVE LEAVE Department Heads and the City Manager shall receive sixteen (16) hours of administrative leave with pay. The administrative leave must be taken prior to the end of the second pay period in June of each fiscal year. If the leave time is not taken, it will be converted to a cash-payment to be received prior to July 1st of each year. This leave time is not included in the vacation accrual schedule in the Rules and Conditions on Employment. Adopted July, 1988 -17- Cl'I'Y OF aJ<,t:;KJ:.l!'IO C!ASSES OF f1:6ITIONS BY PAY GRADE MÞ.NAGEMENI' f1:6ITIONS EFFECI'IVE JUNE 19, 1991 Classes of Positions Listed Alphabetically Building Official City Planner Deputy Director of Public Works Facility SUpervisor Groun:Js Maintenance SUpervisor Public Works SUperinterx:ient Recreation SUpervisor street SUpervisor Traffic Ergineer Water SUpervisor Pay Grade 58l 580 593 523 523 558 513 523 572 523 CITY OF aJPERI'INO Cl/ISSES OF K.6ITIONS BY PAY GRADE ~ K.6ITIONS EFFECI'IVE JUNE 19, 1991 Classes of Positions Listed by Pay Grade Pay Grade 513 Recreation SupeIvisor Pay Grade 523 Facility SupeIvisor GrouMs SupeIvisor street SupeIvisor Water SupeIvisor Pay Grade 558 Public Works SUperinterdent Pay Grade 572 Traffic Ergineer Pay Grade 580 City Planner Pay Grade 581 Blilding Official Pay Grade 593 Deputy Director of Public Works SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 500 Hour 18.4104 19.3309 20.2974 22.3779 Month 3191,1360 3350.6893 3518.2160 3878.8360 501 Hour 18,5025 19.4276 20,3990 22.4900 Month 3207,1000 3367.4507 3535.8267 38982667 502 Hour 18,5950 19.5248 20.5010 22,6024 Month 3223,1333 3384.2987 3553.5067 3917,7493 503 Hour 18.6880 19.6224 20,6035 22,7154 Month 3239,2533 3401,2160 3571,2733 3937,3360 504 Hour 18,7814 19,7205 20,7065 22,8289 Month 3255.4427 3418,2200 3589.1267 3957,0093 505 Hour 18.8753 19.8191 20.8101 22,9431 Month 3271.7187 3435,3107 3607,0840 3976.8040 506 Hour 18.9697 19.9182 20,9141 23.0578 Month 328R0813 3452.4880 3625.1107 3996.6853 507 Hour 19.0645 20,0177 21.0186 23.1730 Month 3304,5133 3469,7347 3643.2240 4016,6533 508 Hour 19.1598 20.1178 21.1237 23,2889 Month 3321.0320 3487.0853 3661.4413 4036.7427 509 Hour 19.2556 20.2184 21,2293 23.4053 Month 3337,6373 3504,5227 3679.7453 4056,9187 510 Hour 19.3519 20.3195 21.3355 23.5224 Month 3354.3293 3522.0467 3698.1533 4077.2160 SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 511 Hour 19.4487' 20.4211 21.4422 23,6400 Month 3371.1080 3539.6573 3716.6480 4097.6000 512 Hour 19.5459 20.5232 21.5494 23,7582 Month 3387,9560 3557,3547 3735,2293 4118,0880 513 Hour, 19,6436 20.6258 21.6571 238770 Month 3404,8907 3575,1387 3753.8973 4138,6800 514 Hour 19,7418 20,7289 21,7653 23,9963 Month 3421,9120 3593,0093 3772.6520 <1' ~9,3587 515 Hour 19.8405 20.8325 21,8741 24,1162 Month 3439.0200 3610.9667 3791,5107 4180,1413 516 Hour 19.9397 20.9367 21.9835 24,2368 Month 3456,2147 3629,0280 3810.4733 4201,0453 517 Hour 20,0394 21,0414 22.0935 24,3581 Month 3473.4960 3647,1760 3829.5400 4222,0707 518 Hour 20.1396 21.1466 22.2039 24.4798 Month 3490.8640 3665.4107 3848.6760 4243,1653 519 Hour 20.2403 21 .2523 22.3149 24,6021 Month 3508.3187 3683.7320 3867.9160 4264,3640 520 Hour 20.3415 21.3586 22.4265 24.7252 Month 3525.8600 3702.1573 3887,2600 4285,7013 521 Hour 20.4432 21 .4654 22.5387 24,8489 Month 3543.4880 3720.6693 3906.7080 4307,1427 SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 522 Hour 20.5454 21,5727 22,6513 24,9731 Month 3561.2027 3739,2680 3926.2253 4328.6707 523 Hour 20.6481 21,6805 22.7645 25.0978 Month 3579,0040 3757,9533 3945.8467 4350,2853 524 Hour 20.7513 21,7889 22,8783 25,2233 , Month 3596.8920 3776.7427 3965,5720 4372,0387 525 Hour 20.8551 21 ,8979 22,9928 25,3495 Month 3614,8840 3795,6360 3985.4187 4393,9133 526 Hour 20.9594 22.0074 23,1078 25.4764 Month 3632.9627 3814.6160 4005,3520 4415.9093 527 Hour 21,0642 22.1174 23.2233 25,6037 Month 3651,1280 3833.6827 4025.3720 4437,9747 528 Hour 2U 695 22.2280 23.3394 25.7317 Month 3669.3800 3852.8533 4045.4960 4460,1613 529 Hour 21,2753 22.3391 23.4561 25,8603 Month 3687.7187 3872.11 07 4065.7240 4482.4520 530 Hour 21.3817 22.4508 23.5733 25.9896 Month 37Q6.1613 3891.4720 4086.0387 4504,8640 531 Hour 21.4886 22.5630 23.6912 26,1196 Month 3724.6907 3910,9200 4106.4747 4527,3973 532 Hour 21,5960 22.6758 23.8096 26.2501 Month 3743.3067 3930.4720 4126.9973 4550.0173 SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 533 Hour 21.7040 22.7892 23.9287 26.3814 Month 3762.0267 3950.1280 4147,6413 4572.7760 534 Hour 21.8125 22.9031 24,0483 26,5132 Month 3780.8333 3969,8707 4168.3720 4595.6213 535 Hour 21.9216 23.0177 24.1686 26,6459 Month 3799.7440 3989,7347 4189,2240 4618,6227 536 Hour 22,0312 23,1328 24,2894 26,7791 Month 3818.7413 4009.6853 4210,1627 4641,7107 537 Hour 22.1414 23,2485 24A109 26,9130 Month 3837,8427 4029.7400 4231,2227 4664,9200 538 Hour 22.2521 23.3647 24,5329 27,0475 Month 3857,0307 4049,8813 4252,3693 4688,2333 539 Hour 22.3634 23A816 24,6557 27,1829 Month 3876,3227 4070,1440 4273.6547 4711,7027 540 Hour 22.4752 23.5990 24.7790 27,3189 Month 3895.7013 4090A933 4295,0267 4735,2760 541 Hour 22.5876 23.7170 24,9029 27 A554 Month 3915.1840 4110.9467 4316.5027 4758,9360 542 Hour 22.7005 23.8355 25.0273 27,5926 Month 3934.7533 4131 A867 4338.0653 4782.7173 543 Hour 22.8140 23.9547 25.1524 27,7305 Month 3954A267 4152.1480 4359.7493 4806.6200 SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 544 Hour 22,9281 24.0745 25.2782 27,8692 Month 3974,2040 4172.9133 4381.5547 4830.6613 545 Hour 23.0427 24,1948 25A045 28,0084 Month 3994.0680 4193,7653 4403.4467 4854.7893 546 Hour 23,1579 24,3158 25.5316 28,1486 Month 4014,0360 4214,7387 4425.4773 4879,0907 547 Hour 23,2737 24,4374 25.6593 28,2894 Month 4034.1080 4235.8160 4447,6120 4903A960 548 Hour 23,3901 24,5596 25.7876 28.4309 Month 4054,2840 4256.9973 4469.8507 4928,0227 549 Hour 23.5071 24,6825 25.9166 28,5730 Month 4074,5640 4278,3000 4492.2107 4952.6533 550 Hour 23.6246 24.8058 26.0461 28.7158 Month 4094.9307 4299,6720 4514.6573 4977.4053 551 Hour 23.7427 24.9298 26.1763 28,8594 Month 4115A013 4321,1653 4537.2253 5002.2960 552 Hour 23,8614 25.0545 26.3072 29,0037 Month 4135.9760 4342.7800 4559.9147 5027,3080 553 Hour 23.9807 25.1797 26.4387 29.1486 Month 4156.6547 4364A813 4582.7080 5052A240 554 Hour 24.1 006 25.3056 26.5709 29.2944 Month 4177.4373 4386,3040 4605.6227 5077,6960 SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 555 Hour 24.2211 25.4322 26.7038 29.4410 Month 4198.3240 4408,2480 4628.6587 5103.1067 556 Hour 24.3422 25,5593 26.8373 29,5882 Month 4219.3147 4430,2787 4651.7987 5128,6213 557 Hour 24.4639 25,6871 26.9715 29,7361 Month 4240.4093 4452.4307 4675.0600 5154.2573 558 Hour 24.5862 25.8155 27.1063 29,8847 Month 4261.6080 4474.6867 4698.4253 5180.0147 559 Hour 24.7091 25.9446 27,2418 30,0341 Month 4282.9107 4497.0640 4721.9120 5205,9107 560 Hour 24.8326 26,0742 27.3779 30.1841 Month 4304,3173 4519,5280 4745.5027 5231.9107 561 Hour 24,9568 26.2046 27.5148 30.3350 Month 4325.8453 4542.1307 4769.2320 5258.0667 562 Hour 25.0816 26.3357 27,6525 30.4869 Month 4347.4773 4564,8547 4793.1000 5284.3960 563 Hour 25.2070 26.4674 27.7908 30,6393 Month 4369.2133 4587.6827 4817.0720 5310.8120 564 Hour 25.3330 26.5997 27.9297 30.7925 Month 4391.0533 4610.6147 4841.1480 5337.3667 565 Hour 25.4597 26.7327 28.0693 . 30.9464 Month 4413.0147 4633.6680 4865.3453 5364.0427 SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 566 Hour 25,5870 26.8664 28.2097 31,1012 Month 4435.0800 4656.8427 4889.6813 5390,8747 567 Hour 25.7149 27,0006 28,3506 31,2565 Month 4457,2493 4680,1040 4914.1040 5417,7933 568 Hour 25.8435 27.1357 28.4925 31.4130 Month 4479.5400 4703.5213 4938.7000 5444.9200 . 569 Hour 25.9727 27,2713 28.6349 31,5699 Month 4501,9347 4727,0253 4963.3827 5472,1160 570 Hour 26,1026 27.4077 28.7781 31,7279 Month 4524,4507 4750,6680 4988.2040 5499,5027 571 Hour 26.2331 27,5448 28.9220 31,8865 Month 4547.0707 4774.4320 5013.1467 5526,9933 572 Hour 26.3643 27.6825 29.0666 ' 32.0459 Month 4569.8120 4798.3000 5038.21 07 5554.6227 573 Hour 26.4961 27.8209 29,2119 32.2061 Month 4592.6573 4822.2893 5063.3960 5582.3907 574 Hour 26.6286 27.9600 29.3580 32.3672 Month 4615.6240 4846.4000 5088.7200 5610.3147 575 Hour 26.7617 28.0998 29.5048 32.5290 Month 4638.6947 4870,6320 5114.1653 5638.3600 576 Hour 26.8955 28,2403 29.6523 . 32.6916 Month 4661,8867 4894.9853 5139.7320 5666,5440 SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 577 Hour 27.0300 28,3815 29.8006 32.8551 Month 4685,2000 4919A600 5165.4373 5694.8840 578 Hour 27.1652 28.5235 29.9497 33.0196 Month 4708,6347 4944,0733 5191,2813 5723.3973 579 Hour 27.3010 28.6661 30.0994 33,1846 Month 4732.1733 4968.7907 5217.2293 5751,9973 580 Hour 27A375 28,8094 30,2499 33,3505 Month 4755.8333 4993,6293 5243.3160 5780,7533 581 Hour 27,5747 28.9534 30.4011 33.5173 Month 4779.6147 5018.5893 5269.5240 5809,6653 582 Hour 27.7126 29.0982 30,5531 33,6848 Month 4803.5173 5043.6880 5295.8707 5838.6987 583 Hour 27,8512 29.2438 30.7060 33,8534 Month , 4827,5413 5068.9253 5322.3733 5867,9227 584 Hour 27,9905 29.3900 30.8595 34.0226 Month 4851.6867 5094.2667 5348.9800 5897.2507 585 Hour 28.1305 29.5370 31.0139 34,1928 Month 4875.9533 5119.7467 5375.7427 5926.7520 586 Hour 28.2712 29,6848 31.1690 34.3639 Month 4900.3413 5145.3653 5402.6267 5956A093 587 Hour 28A 126 29.8332 31.3249 ' 34.5357 Month 4924.8507 5171,0880 5429.6493 5986.1880 SCHEDULE OF PAY GRADES EFFECTIVE JUNE 19, 1991 RANGE STEP A STEP B STEP C MAXIMUM 588 Hour 28.5547 29.9824 31,4815 . 34.7084 Month 4949.4813 5196.9493 5456,7933 6016,1227 589 Hour 28,6975 30.1324 31,6390 34,8821 Month 4974,2333 5222.9493 5484.0933 6046,2307 590 Hour 28,8410 30,2831 31,7973 35,0566 Month 4999,1067 5249,0707 5511,5320 6076.4773 591 Hour 28,9852 30,4345 31,9562 35.2317 Month 5024,1013 5275,3133 5539,0747 6106,8280 592 Hour 29,1301 30,5866 32.1159 35,4078 Month 5049.2173 5301.6773 5566.7560 6137,3520 593 Hour 29.2758 30,7396 32.2766 35,5849 Month 5074.4720 5328.1973 5594.6107 6168,0493 594 Hour 29.4222 30.8933 32.4380 35.7629 Month 5099,8480 5354.8387 5622.5867 6198.9027 595 Hour 29,5693 31,0478 32.6002 35,9417 Month 5125.3453 5381,6187 5650.7013 6229,8947 596 Hour 29.7171 31,2030 32.7632 36.1215 Month 5150.9640 5408.5200 5678.9547 6261.0600 597 Hour 29.8657 31.3590 32.9270 36.3021 Month 5176.7213 5435,5600 5707.3467 6292.3640 598 Hour 30.0150 31,5158 33.0916 . 36.4835