S-1276 - 01/12/2010 - SALARY ADMIN POLICY - Ordinances Supporting Documentsco
I'1'l'M 6.H.
AGENDA ITEM
Regular Session Meeting
of
January 12, 2010
SUBJECT: Proposed 2010 Salary Plan and Salary Administration Policy
FROM: Blaine Wing, Assistant Village Manager 04
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, 2010, the Village has to be fiscally
responsible and thus I move to approve a zero percent (0 %) Cost of Living Adjustment
(COLA), amending the Merit Pay compensation percent range to zero percent (0 %) for
2010, 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 -1276, " An
Ordinance Approving The 2010 Salary Plan And Salary Administration Policy For Non -
Represented Employees Of The Village Of Oak Brook, Illinois ".
Background /History:
With the recent focus on the 2010 Budget and staffing re- organization, the Finance Advisory
Committee is scheduled to review and recommend to the Village Board an overall employee
compensation plan in 2010. Besides the included changes, while the Committee continues to
review the Village's Salary Plan and Salary Administration Policy, it is both the Committee's
and staff's recommendation that the basic framework remain the same until any substantial
changes are ready to be brought before the Village Board.
Recommendation:
Being fully aware of the continued global economic crisis and the recently approved 2010
Budget, it is both the Finance Advisory Committee's and staff s recommendation for a zero
percent (0 %) Cost of Living Adjustment (COLA) increase for 2010, adjusting the Merit Pay
compensation percent range to zero percent (0 %) for 2010, continuing,the existing longevity pay,
and implementing a revised policy to fill non - essential employee vacancies.
521
Merit Pay Point Scale:
The current Employee Performance Appraisal form contains a point scale for each of the merit
categories. For example, as of July 1, 2009, the current "Excellent" rating is between 91 -100
points. Staff will be maintaining the rating categories, but starting on January 1, 2010 the merit
compensation percentage will be adjusted to zero percent (0 %) percent for 2010.
Longevity Pay:
As budgeted and contained within the union contracts, the proposed Salary Plan for 2010 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 beginning in their tenth (10th) year of employment and
commencing annually thereafter according to the following schedule: Years 10 — 14: $400.00;
Years 15 —19: $500.00; Years 20 and on: $600.00.
Non - Essential Employee Hiring Review:
Again acknowledging the currently volatile economic climate, in addition to the above items,
staff is recommending a six -month policy change to fill 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 during thesfirst six months of 2010.
Attachments: Salary Plan (Proposed 2010)
2
ORDINANCE 2010 - SAP -EX1 -S -1276
AN ORDINANCE APPROVING THE 2010 SALARY PLAN AND
SALARY ADMINISTRATION POLICY FOR NON - REPRESENTED
EMPLOYEES OF THE VILLAGE OF OAK BROOK, ILLINOIS
WHEREAS, pursuant to Section 4 07 of 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, 2010, 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 12th day of January, 2010
PASSED THIS 12th day of January, 2010
Ayes
Nays
Absent
John W Craig
Village President
ATTEST
Charlotte K Pruss
Village Clerk
Updated 118110 2010 SALARY PLAN Exhibit A
The following salary adjustment guidelines shall be used for the 2010 salary increases based upon performance evalations
for non Top Of Grade (TOG) employees and consistent with the provisions of the Salary Administration Poilcy approved for 2010
Category 2010 Guidelines.
Unsatisfactory 0 00% Merit
Below Standards 0 00% Merit
Needs Improvement 0 00% Merit
Page 1 of 2
Category 2010 Guidelines
Meets Standards 0 00% Merit
Above Standards 0 00% Merit
Excellent 0 00% Merit
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1
Golf Course Laborer
-T
$33,549
$45,291
$11,742
Receptionist
2
JPolice Records Clerk
$36,195
$48,863
$12,668
3
Administrative Clerk
$39,712
$53,610
$13,898
Accounting Assistant
Associate Golf Professional
Building Permit Coordinator
Library Assistant
Membership Coordinator
Office Coordinator
Payroll & Purchasing Clerk
Secretary
lWater Billing Clerk
4
Communications Operator
$44,322
$59,835
$15,513
Community Service Officer
Executive Secretary
P W Employee I
IS C Maintenance Employee
5
Building Maintenance Technician
$48,932
$66,058
$17,126
Comm Dev't Admin Technician
Communications Supervisor
Librarian
JPW Employee II
6
Accountant
$53,543
$72,282
$18,739
Administrative Assistant
Building Inspector
Engineering Technician
Fire Prevention Inspector
P W Mechanic
ISports Core Mechanic
7
Civil Engineer 1
$60,591
$81,797
$21,206
Human Resources Coordinator
P W Foreman
P W Head Mechanic
iSenior Librarian
8
Assistant Finance Director
$69,105
$93,292
$24,187
Building Inspections Supervisor
Civil Engineer 11
Golf Course Superintendent
Information Systems Specialist
Police Sergeant
P W General Foreman
9
Battalion Chief
$77,620
$104,788
$27,168
Information Services Manager
I
Police Lieutenant
i
10
Assistant Village Manager
$86,136
$116,283
$30,147
Deputy Police Chief
Deputy Fire Chief
Library Director
ISports
Core Director I
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 2010 salary increases based upon performance evalations
for non Top Of Grade (TOG) employees and consistent with the provisions of the Salary Administration Poilcy approved for 2010
Category 2010 Guidelines.
Unsatisfactory 0 00% Merit
Below Standards 0 00% Merit
Needs Improvement 0 00% Merit
Page 1 of 2
Category 2010 Guidelines
Meets Standards 0 00% Merit
Above Standards 0 00% Merit
Excellent 0 00% Merit
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