S-1302 - 01/11/2011 - SALARY ADMIN PLAN - Ordinances Supporting DocumentsITEM 6.G.3)
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AGENDA ITEM
Regular Session Meeting
of
January 11, 2011
SUBJECT: Proposed 2011 Salary Plan and Salary Administration Policy
FROM: Blaine Wing, Assistant Village Manager V
BUDGET SOURCE/BUDGET IMPACT: Personnel Salaries
RECOMMENDED MOTION: While the Village Board recognizes that even during these
difficult economic times the Village of Oak Brook continues to have a very dedicated,
skilled and reliable workforce, effective January 1, 2011, the Village has to be fiscally
responsible and thus I move to approve a 0% Cost of Living Adjustment (COLA),
amending the Merit Pay compensation percent range to 0% for 2011, a continuation of the
existing longevity pay, and to implement a revised policy to fill non- essential employee
vacancies. Further, I move to approve Ordinance S -1302, " An Ordinance Approving The
2011 Salary Plan And Salary Administration Policy For Non - Represented Employees Of
The Village Of Oak Brook, Illinois ".
Background/History:
Besides the outlined changes, while the Village works with a consultant on a new compensation
plan and policy during 2011, it is both the Citizen Finance Advisory Committee's and staff's
recommendation that the Village's basic framework salary plan and policy remain the same until
any substantial changes are ready to be brought before the Village Board.
Recommendation:
Maintaining a zero (0 %) Cost of Living Adjustment (COLA) and a zero (0 %) Merit Pay
compensation percent range during 2011 until the 2011 Compensation Study is completed,
continuing the existing longevity pay, and implementing a revised policy to fill non - essential
employee vacancies.
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1
Merit Pay Point Scale:
The current Employee Performance Appraisal form contains a point scale for each of the merit
categories. For example, the current "Excellent' rating is between 91 -100 points. Staff will be
maintaining the rating categories, but the merit compensation percentage will remain at zero
(0 %) percent for 2011, unless changed by the Village Board during 2011.
Longevity Pay
As budgeted and contained within the union contracts, the proposed Salary Plan for 2011 has the
continuation of the Meritorious Longevity Pay for those employees that have reached the top
(maximum) of the pay grade based on years of service. The premise of this benefit is that
employees are recognized for dedicated service in that full time Oak Brook employees receiving a
performance review score equating to "Meets All Standards" performance shall receive an annual
one (1) time lump -sum longevity pay. Employees with ten (10) or more years of fulltime
continuous service as of January 1 of each year, will receive annual longevity pay in accordance
with the following schedule: Years 10 — 14: $400.00; Years 15 — 19: $500.00; Years 20 and on:
$600.00.
Non - Essential Employee Hiring Review:
Acknowledging the continued difficult economic climate, in addition to the above items staff is
recommending continuing the policy on filling non - essential employee vacancies (exempting
Seasonal and budgeted Part-Time employees). This hiring policy change would require the
filling of all non - budgeted (Part-Time and Full -Time) position vacancies to be reviewed by the
Village Manager and approved by a majority of the Village Board prior to being filled.
Attachments: Salary Plan (Proposed 2011)
2
ORDINANCE 2011- SAP -EXI -S -1302
AN ORDINANCE APPROVING THE 2011 SALARY PLAN AND
SALARY ADMINISTRATION POLICY FOR NON - REPRESENTED
EMPLOYEES OF THE VILLAGE OF OAK BROOK, ILLINOIS
WHEREAS, pursuant to the Village of Oak Brook Personnel Manual, the Village endeavors to
compensate its employees fairly and competitively, and therefore has established a Salary Plan and
Salary Administration Policy in Appendix A to the Personnel Manual (the "Salary Plan "); and
WHEREAS, the Village Manager has recommended that changes be made to the salary amounts
and merit percentages in that Salary Plan, as set forth in Exhibit "A" to this Ordinance; and
WHEREAS, the Village Manager also recommends the approval of these changes to the Salary
Plan to be effective as of January 1, 2011; and
NOW, THEREFORE, BE IT ORDAINED BY THE PRESIDENT AND BOARD OF TRUSTEES OF
THE VILLAGE OF OAK BROOK, DU PAGE AND COOK COUNTIES, ILLINOIS as follows:
Section 1: That the Village Manager's recommendation with regard to changes in the Salary Plan
is hereby accepted and those changes as reflected in Exhibit A hereto are approved.
Section 2: That all or any part of the Salary Plan that is not affected by the terms of Exhibit A
hereto shall remain in full force and effect.
Section 3: That this ordinance shall be in full force and effect from and after its passage, approval
and publication as required by law.
Section 4: That all ordinances, resolutions or motions in conflict with the provisions of this
ordinance be and the same are hereby repealed to the extent of such conflict.
APPROVED THIS 11`h day of January, 2011.
PASSED THIS 11th day of January, 2011.
Ayes:
Nays:
Absent:
John W. Craig
Village President
ATTEST:
Charlotte K. Pruss
Village Clerk
Updated 116111 2011 SALARY PLAN Exhibit A
The following salary adjustment guidelines shall be used for the 2011 salary increases based upon performance evalations
for non Top Of Grade (TOG) employees and consistent with the provisions of the Salary Administration Policy approved for 2011.
Category: 2011 Guidelines: Cateoorv: 2011 Guidelines:
Unsatisfactory 0.00% Merit Meets Standards 0.00% Merit
Below Standards 0.00% Merit Above Standards 0.00% Merit
Needs Improvement 0.00% Merit Page 1 of 2 Excellent 0.00% Merit
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inlmum
1
Golf Course Laborer
Z511,742
Receptionist
2
Police Records Clerk
$36,195
$48,863
$12,668
3
Administrative Payroll Assistant
$39,712
$53,610
$13,898
Accounting Assistant
Associate Golf Professional
Building Permit Coordinator
Library Assistant
Membership Coordinator
Office Coordinator
Purchasing Clerk
Secretary
Water Billing Clerk
4
Communications Operator
$44,322
$59,835
$15,513
Community Service Officer
Executive Secretary
P.W. Employee I
S.C. Maintenance Employee
5
Building Maintenance Technician
$48,932
$66,058
$17,126
Comm Dev't Admin Technician
Communications Supervisor
Librarian
P.W. Employee II
6
Accountant
$53,543
$72,282
$18,739
Administrative Assistant
Building Inspector
Engineering Technician
Fire Prevention Inspector
P.W. Mechanic
Sports Core Mechanic
7
Civil Engineer 1
$60,591
$81,797
$21,206
Human Resources Coordinator
P.W. Foreman
P.W. Head Mechanic
Senior Librarian
8
Assistant Finance Director
$69,105
$93,292
$24,187
Building Inspecfions Supervisor
Civil Engineer II
Golf Course Superintendent
Information Systems Specialist
Police Sergeant
P.W. General Foreman
9
Battalion Chief
$77,620
$104,788
$27,168
Information Services Manager
Police Lieutenant
'
10
Assistant Village Manager
$86,136
$116,283
$30,147
Deputy Police Chief
Deputy Fire Chief
Library Director
Sports Core Director
11
Director of Community Development
$94,651
$127,778
$33,127
Finance Director
Fire Chief
Police Chief
Public Works Director & Village Engineer
The following salary adjustment guidelines shall be used for the 2011 salary increases based upon performance evalations
for non Top Of Grade (TOG) employees and consistent with the provisions of the Salary Administration Policy approved for 2011.
Category: 2011 Guidelines: Cateoorv: 2011 Guidelines:
Unsatisfactory 0.00% Merit Meets Standards 0.00% Merit
Below Standards 0.00% Merit Above Standards 0.00% Merit
Needs Improvement 0.00% Merit Page 1 of 2 Excellent 0.00% Merit
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