R-704 - 02/24/1998 - SALARY ADMIN PLAN - Resolutions Supporting Documents Ad
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VILLAGE OF OAK BROOK
1200 OAK BROOK ROAD
OAK BROOK , ILLINOIS 60523- 22ii
PHONE: 630 990.3000
FAX: 630 990-0876
MF�MQRANDUM
DATE: February 24, 199FI
TO: Village President and Board of Trustees
SUBJECT: 1998 Salary Plan and Salary Administration Policy for Non-Union Employees
RECOMMENDATION: That the Village Board adopt a resolution approving the
Salary Plan and Salary Administration Policy for non-union employees, effective
January 1, 1998,in the form attached hereto.
The Board received my recommendations concerning the 1998 Salary Plan and amendments to the
Salary Administration Policy last week, and had an opportunity to discuss them at the Committee-of-
the-Whole meeting yesterday evening.
At the Committee-of-the-Whole session, two members of the Board suggested that the job content
evaluation of the Executive Chef position be reviewed in order to determine whether the position
should be placed in Grade 8 rather than Grad.: 7. That review has been conducted and is summarized
in the attached memorandum from Mike Crotty. The upshot is that we believe there is justification for
awarding additional job content points in the accountability category, which would shift the position
into Grade 8.
In addition to Mike's memorandum, I have attached another copy of the proposed resolution and its
exhibits, including a revised Salary Plan exhibit that reflects the change.
Stephen B. Veitch
Village Manager
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VILLAGE OF OAK BROOK
1200) OAK BROOK ROAD
OAK 1, R,)0K I L L t N 0 1 S 605 ' ::? 255
PHONE: 630 990-3000
FAX: 630 990-0876
MEMORANDUM
DATE: February 24, 1998
TO: Stephen B. Veitch, Village Manager ����/
FROM: Michael A. Crotty, Assistant to Village Manager VA
RE: Executive Chef Position Analysis
In response to the questions raised at last night's Committee of the Whole meeting, I have
analyzed the position of Executive Chef according to the Hay Management Consultant's
procedure. As you are aware, since there are no positions comparable to the Executive
Chef among our arbitrated list of comparable communities, Hay relied on internal equity to
determine the Executive Chef salary range.
Hay uses a point factor structure that recognizes "know-how", "problem-solving",
"accountability" and, where applicable, "working conditions". These factors are scored
using a series of matrices. Positions are assigned points depending on the matrix cell in
which they are deemed to best fit in each category. Within each cell, there is a degree of
flexibility in selecting the number of points to be assigned.
After analyzing the Executive Chef position, it appears that the "know-how", "problem-
solving" and"working conditions" factors were applied fairly in relation to other positions
in grades 7 and 8. A case can, however, be made that the consultant slightly underscored
the position as it relates to "accountability". As suggested at last night's meeting, the
Executive Chef position is accountable for health and safety issues relating to food service
administration and delivery. While the consultant placed the Executive Chef position
within the appropriate cell for "accountability', she assigned the lowest point value
available. l believe that she did not sufficiently take into account the food safety aspects
of the job.
Assigning the next available point total for"accountability" to the Executive Chef position
would result in the position moving up from Grade 7 to Grade 8. if you agree that this
should occur, I will amend the Salary Plan for tonight's Board meeting.
/iliac
op 41
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Visitors Committee,effective March 1, 1998,to fill the term of David
Creel;term to expire February 28, 1999;and re-appointment of the
following to the Oak Brook Hotel,Convention and Visitors
Committee,effective March 1, 1998;with their terms expiring
February 28, 1999: Ralph Maxson,Oak Brook resident;John Merrill,
General Manager,Hyatt Regency Oak Brook;Tony Mira,General
Manger,Renaissance Oak Brook Hotel;Mike Campa,General
Manager,Marriott Oak Brook;and Chuck Fleming,General Manager,
JMB Retail Properties. VOICE VOTE: Motion carried.
Trustee Savino acknowledged the excellent marketing brochures
developed by the Hotel,Convention and Visitors Committee and
requested the Board of Trustees receive copies.
g nRntNANCES&RESQLXJTIONS:
;aETC 1 --70_4 RES.98-SAP-EX2-
R-704
AErPROVING THE SALARY PLAN AND SALARY e__DID INISTRATIQN POI Y FOR NON-Ulu IIQN EMPLOYEES SALARY PLAN AND
SALARY ADMIN-
EQB-$: ISTRATION POLICY
FOR NON-UNION
At the Committee-of-the-Whole meeting of February 23, 1998,two EMPLOYEES FOR
members of the Board suggested that the job content evaluation of the 1998
Executive Chef position be reviewed in order to determine whether
the position should be placed in Grade 8 rather than Grade 7. That
review has been conducted and there is justification for awarding
additional job content points in the accountability category,which
would shift the position into Grade 8.
Motion by Trustee Caleel,seconded by Trustee Savino,to pass
Resolution 98-SAP-EI2-R-704,"A Resolution Approving The
Salary Plan And Salary Administration Policy For Non-Union
Employees For 1998",as presented and waive the full reading
thereof. ROLL CALL VOTE:
Ayes: 5 - Trustees Bartecki, Caleel, McInerney, Savino and
Shumate.
Nays: 0 - None.
Absent: 1 - Trustee Kenny. Motion carried.
2. RESO . JDO EN ING RES•98 -FLSA-
THE FAIRIABQRaS ZD
STAND FOR THE R"
A�tEND ENDIVG THE
VILLAGE OF OAK BROOK: FAIR LABOR
STANDARDS ACT
The resolution amends the Fair Labor Standards Act(FLSA)Policy in POLICIES
conjunction with the adoption of the 1999 Salary Plan. The Policy
VILLAGE OF OAK BROOK Minutes 4 of February 24, 1998