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t <br />Pay Plan. Roseville has three formalized �ay �lans which cover a71 nonunzon <br />fu11-time employees. Adjustments to �hese plans are reco�mended annually by <br />�he Cit,y Mana�er and brought to the Council for adoption in late Dece�ber. <br />Department Heads, Assistants and profess�ona7 employe�s are included in <br />the Manaaement/Ad�inistrative Pay Pian. Sa7ary adjustments under the plan are <br />based so1ely on the employee's performance review �!hich is conducted annually. <br />Emp1oyees meet with an individual su�ervisor �o e�a1uate his/her past job <br />�erformance to identify strengths and weaknesses and to establish �oa7s and <br />objectives for the coming year. The City Council conducts an annual evaluation <br />of �he Planager. <br />Nonunion first-line supervisors and confidential employees are covered by the <br />Su{�er�isory/Confzdential Pay Pian. The plan establishes salary ranges, but <br />does not set out fixed pay steps within the ranges. <br />Err►ployees no� included in either of the above pay blans, and not covered by <br />a union contract, are inc7uded under the City's 7echnical and Clerical pay plan. <br />The plan estab�ishes three pay stens within each grade: entry, six-months, <br />and two-year levels. Pay ranqes established by Council resolution are based <br />on salary data of comparable posi�ions from 32 metropoliian suburban cammunities. <br />In addition, employees receive merit ad,jusirtents based or� performance revieavs <br />conducted by their supervisors. <br />Police Officers, Po7ice Sergeants, and Public Works and Recreation P�aintenance <br />Supervisors have separate bargaininn units an� are represented by Teamsters <br />Loca1 320. PubTic Works and Recreation rtaintenance employees are represented <br />by IUa� Local 44, Public ldorks maintenance em�loyees and Police Officers' <br />contracts are neqotiated .jaintly with several other suburban commun�ties by <br />ihe ��etropoiitan Area Manaqers Associaiion (MAMA). Police Sergeants and <br />Public Works mainter�ance sunervisors are negotiated individually 6y the P�anager. <br />A11 contracts are subject to approval of the Council. <br />Below is a summary af general personnei policies and employee benefits: <br />(Par�icular benefits r�ay vary for unionized er�ployees based an their existing <br />contract). <br />�ec�ul ar LJork Day. Most Ci ty empl oyees work 5 days week7y; P�fonday thru <br />Friday, from 8:(}� a.m, to 4:30 p.m. Certain jobs within the City; such <br />as �olice officers, equipment operators and liquor clerks, require a <br />different work �chedu7e. Their scf�edules are set by Departr�eni Heads, <br />with approval of the City Manager. <br />Proba�ionary_Period. The City has a minimum 6--r�onth probationary period <br />for a71 neu� emp7oyees, wi�h the excepiion of police. {Police Officers <br />have one--year nrobati onary peri od ). <br />Uacation. Regular fuil-time employees accrue vacation benefits at the <br />rate indicated beTow: <br />Less than 5 years of service <br />5-15 years of service <br />15 or more years of service <br />-sa- <br />10 days annua�ly <br />15 days annually <br />20 da_ys annua1ly <br />