Laserfiche WebLink
I�E����'T F�1� ���lI���L ��TI�l� <br />Date: 9/19/OS <br />Item #: 6, <br />Department Approval: Manager Approved: Agenda Section: <br />Work session discussion <br />Item Description: <br />I. Staff Compensation Study & Proposed Plan Consideration <br />��. Council Compensation & Benefits Study & Proposed Plan Consideration <br />I. Staff Compensation Study & Proposed Plan Consideration <br />Staff Compensation Plans within Roseville: <br />The City of Roseville has five different employee groups for compensation purposes. Three of those groups are <br />rcpresenied by labor unions and their compensation is negotiated as part of a collective bargaining agreement and <br />hence can not completely be set into a set formal pay plan. Therefore union groups will not be fornlaIly included <br />as part of this presentation. The remaining staff is non-union and belongs to one of two compensation plans: <br />Exempt Plan or Non-Exempt Plan. All of the compensation plans are approved annually with the budget by the <br />City Council. Each plan is updated on January 1 of each year, and maximum rates are adjusted by the Council <br />through the approved cost of living adjustment to reflect current trends in the ��arket. When the ����un� rate is <br />adjusted, each step is adjusted according to the appropriate percentage of the maximum rate. At that time, <br />individual salaries are moved to reflect the new step rate. <br />Union Groups - Assignment to a particular plan is detenx�i�ed by their position <br />1. Int'1 Union of Operating Engineers, Loca149 (known as the "49ers"} — represents approximately 28 <br />maintenance staff in Public Works and Parks and Recreation. <br />2. Law Enforcement Labor Services (LELS) —represents approximately 38 Police Officers in the Police <br />Department. <br />3. Teamsters, Local 320 - represents approximately 8 Police Sergeants. <br />Non-Union Groups - Assignment to a particular plan is determined using the criteria outlined under the <br />Fair Labor Standards Act (FLSA) to assess eligibility for overtime pay of each position. <br />1. Exempt — Salaried professional and management staff representing approximately 41 across all city <br />departments. Staff assigned to this category spends a maj ority of their time supervising others and/ar <br />performing professional work. This group is not eligible for overtime pay. <br />2. Nan-Exempt — office and technical staff representing approximately 49 across all city departments. Staff <br />in this category are paid on an hourly basis and qualify for overtime compensation. <br />Dotta Bacon Page 1 of 9 911512005 <br />