S66-14 Ordinance No. G66-14
AN ORDINANCE
ESTABLISHING A PAY AND BENEFIT PLAN FOR CERTAIN APPOINTED OFFICERS
AND EMPLOYEES OF THE CITY OF ELGIN
BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY OF ELGIN, ILLINOIS:
Section 1. That effective January 1, 2015, there is hereby established the following
offices and positions and schedule of standard monthly and annual salary ranges for the City's
Non-Bargaining Unit Member Group:
Benefit Pay Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7
Group Grade
Position Title
CORPORATION COUNSEL/CHIEF A 828 $142,981 $150,131 $157,637 $165,520 $173,796 $182,484 $191,609
DEVELOPMENT OFFICER
$ 11,915 $ 12,511 $ 13,136 $ 13,793 $ 14,483 $ 15,207 $ 15,967
(NO POSITIONS IN GRADE) A 827 $136,173 $142,981 $150,131 $157,637 $165520 $173,796 $182,484
$ 11,348 $ 11,915 $ 12,511 $ 13,136 $13793 $ 14,483 $ 15,207
(NO POSITIONS IN GRADE) A 826 $129,688 $136,172 $142,981 $150,131 $157,637 $165,520 $173,796
$ 10,807 $ 11,348 $ 11,915 $ 12,511 $ 13,136 $ 13,793 $ 14,483
FIRE CHIEF A 825 $123,513 $129,688 $136,172 $142,981 $150,131 $157,637 $165,520
POLICE CHIEF A $10,293 $ 10,807 $ 11,348 $ 11,915 $ 12,511 $ 13,136 $ 13,793
(NO POSITIONS IN GRADE) 824 $117,631 $123,513 $129,688 $136,172 $142,981 $150,131 $157,637
$ 9,803 $ 10,293 $ 10,807 $ 11,348 $ 11,915 $ 12,511 $ 13,136
ASSISTANT CITY MANAGER/CHIEF A 823 $112,030 $117,631 $123,513 $129,688 $136,172 $142,981 $150,131
OPERATING OFFICER
$9,336 $ 9,803 $ 10,293 $ 10,807 $ 11,348 $ 11,915 $ 12,511
CHIEF FINANCIAL OFFICER A
PUBLIC SERVICES DIRECTOR A
COMMUNITYDEV DIRECTOR A 822 $106,694 $112,030 $117,631 $123,513 $129,688 $136,172 $142,981
HUMAN RESOURCES DIRECTOR A $ 8,891 $ 9,336 $ 9,803 $ 10,293 $ 10,807 $ 11,348 $ 11,915
CHIEF TECHNOLOGY A
OFFICER
ASSISTANT FIRE CHIEF A 821 $101,613 $106,694 $112,030 $117,631 $123,513 $129,688 $136,172
COMMUNICATIONS DIRECTOR A $ 8,468 $ 8,891 $ 9,336 $ 9,803 $ 10,293 $ 10,807 $ 11,348
PARKS AND RECREATION A
DIRECTOR
POLICE DEPUTY CHIEF
311 CITIZEN SERVICES DIRECTOR A 820 $96,775 $101,613 $106,694 $112,030 $117,631 $123,513 $129,688
BATTALION CHIEF(FIRE) A $ 8,065 $ 8,468 $ 8,891 $ 9,336 $ 9,803 $ 10,293 $ 10,807
POLICE COMMANDER A
ASSISTANT CORP COUNSEL II B 819 $92,167 $96,775 $101,613 $106,694 $112,030 $117,631 $123,513
CITY ENGINEER A $ 7,681 $ 8,065 $ 8,468 $ 8,891 $ 9,336 $ 9,803 $ 10,293
ECONOMIC DEVELOPMENT A
DIRECTOR
RECREATION&FACILITIES SUPT. B
WATER DIRECTOR A
FIRE MARSHAL A 818 $87,778 $92,167 $96,775 $101,613 $106,694 $112,030 $117,631
POLICE LIEUTENANT B $ 7,315 $ 7,681 $ 8,065 $ 8,468 $ 8,891 $ 9,336 $ 9,803
BUILDING MAINTENANCE SUPT B 817 $83,598 $87,778 $92,167 $96,775 $101,613 $106,694 $112,030
PURCHASING OFFICER B $ 6,967 $ 7,315 $ 7,681 $ 8,065 $ 8,468 $ 8,891 $ 9,336
PROFESSIONAL STANDARDS B
OFFICER
PUBLIC WORKS SUPERINTENDENT B
SENIOR ENGINEER- B
DEVELOPMENT
SENIOR PLANNER B
ASSISTANT CORP COUNSEL I B 816 $79,617 $83,598 $87,778 $92,167 $96,775 $101,613 $106,694
ENGINEER II B $ 6,635 $ 6,967 $ 7,315 $ 7,681 $ 8,065 $ 8,468 $ 8,891
GOLF OPERATIONS DIRECTOR B
POLICE SERGEANT B
BUILDING&DEVELOPMENT B 815 $75,827 $79,617 $83,598 $87,778 $92,167 $96,775 $101,613
MANAGER
CITIZEN SERVICE SUPERVISOR B $ 6,319 $ 6,635 $ 6,967 $ 7,315 $ 7,681 $ 8,065 $ 8,468
CITY CLERK B
CODE ENFORCEMENT MANAGER B
CULTURAL CENTER DIRECTOR B
FINANCE MANAGER B
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CENTRE ASSOCIATE MANAGER- C 814 $72,214 $75,827 $79,617 $83,598 $87,778 $92,167 $96,775
CUSTOMER SERVICE
CENTRE ASSOCIATE MANAGER- C $ 6,018 $ 6,319 $ 6,635 $ 6,967 $ 7,315 $ 7,681 $ 8,065
OPERATIONS
CHIEF WATER PLANT OPERATOR C
ENGINEER I C
ITS NETWORK MANAGER C
ITS SENIOR DATABASE ANALYST
PUBLIC WORKS SUPERVISOR C
SENIOR HUMAN RESOURCES C
ADVISOR
SENIOR MANAGEMENT ANALYST C
SR. PUBLIC SAFETY SYSTEMS C
SPEC.
FIRE CODE OFFICIAL B 813 $68,776 $72,214 $75,827 $79,617 $83,598 $87,778 $92,167
GOLF COURSE SUPERINTENDENT B $ 5,731 $ 6,018 $ 6,319 $ 6,635 $ 6,967 $ 7,315 $ 7,681
311 CITIZEN SERVICES C 812 $6,5501 $68,776 $72,214 $75,826 $79,618 $83,598 $87,778
COORDINATOR
GIS PLANNER C $ 5,458 $ 5,731 $ 6,018 $ 6,319 $ 6,635 $ 6,966 $ 7,315
ITS SPECIALIST NETWORK ADMIN. C
ITS TRAINING SPECIALIST C
ASSOCIATE PLANNER C 811 $62,382 $65,502 $68,776 $72,214 $75,827 $79,617 $83,598
HISTORIC PRESERVATION C $ 5,198 $ 5,458 $ 5,731 $ 6,018 $ 6,319 $ 6,635 $ 6,967
PLANNER
PLAN EXAMINER C
PUBLIC HEALTH COORDINATOR C
PUBLIC SAFETY C
COMMUNICATIONS SHIFT SUPV.
VICTIM ASSISTANCE COORD. C
ACCOUNTANT C 810 $59,411 $62,382 $65,501 $68,776 $72,214 $75,827 $79,617
ASST GOLF OPERATIONS C $ 4,951 $ 5,198 $ 5,458 $ 5,731 $ 6,018 $ 6,319 $ 6,635
DIRECTOR
CHEMIST C
EXECUTIVE ASSISTANT* C
LEGAL SECRETARY/PARALEGAL C
PUBLIC SAFETY SUPERVISOR- C
PLANNING&RESEARCH
RISK MANAGEMENT ASSISTANT C
SENIOR RECREATION C
SUPERVISOR-AQUATIC
PROGRAMS
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SENIOR RECREATION C
SUPERVISOR-ERC PROGRAMS
SENIOR RECREATION C
SUPERVISOR-COMMUNITY
PROGRAMS
SENIOR RECREATION C
SUPERVISOR-HEALTH&FITNESS
PROGRAMS
SPECIAL EVENTS&COMMUNITY C
ENGAGEMENT COORDINATOR
PUBLIC SAFETY SYSTEM C 809 $56,582 $59,411 $62,382 $65,501 $68,776 $72,214 $75,827
SPECIALIST
$ 4,715 $ 4,951 $ 5,198 $ 5,458 $ 5,731 $6,018 $ 6,319
HEMMENS ASST TECHNICAL C 808 $53,888 $56,582 $59,411 $62,382 $65,501 $68,776 $72,214
SUPERVISOR
HUMAN RESOURCES ADVISOR C $ 4,491 $ 4,715 $ 4,951 $ 5,198 $ 5,458 $ 5,731 $ 6,018
MANAGEMENT ANALYST C
RECREATION MEMBERSHIP C
COORDINATOR
RECREATION SOFTWARE C
SPECIALIST
ACCOUNTING TECHNICIAN C 807 $51,321 $53,888 $56,582 $59,411 $62,382 $65,501 $68,776
ITS HELP DESK-USER SUPPORT C $ 4,277 $ 4,491 $ 4,715 $ 4,951 $ 5,198 $ 5,458 $ 5,731
PUBLIC SAFETY C
PROPERTY/EVIDENCE
TECHNICIAN
311 GRADUATE INTERN C 806 $48,878 $51,321 $53,888 $56,582 $59,411 $62,382 $65,501
(ONE STEP)
ADMINISTRATIVE ASSISTANT II* C $ 4,073 $ 4,277 $ 4,491 $ 4,715 $ 4,951 $ 5,198 $ 5,458
DEPUTY CITY CLERK* C
LEGAL SECRETARY* C
FLEET SERVICE ASSISTANT C 805 $46,552 $48,878 $51,321 $53,888 $56,582 $59,411 $62,382
$ 3,879 $ 4,073 $ 4,277 $ 4,491 $ 4,715 $ 4,951 $ 5,198
ADMINISTRATIVE ASSISTANT I* C 804 $44,335 $46,552 $48,878 $51,321 $53,888 $56,582 $59,411
COMMUNITY OUTREACH C $ 3,695 $ 3,879 $ 4,073 $ 4,277 $ 4,491 $ 4,715 $ 4,951
SPECIALIST
PATRON RELATIONS SUPERVISOR C
COMMUNITY RESTIT.WORK C 803 $4,2221 $44,335 $46,552 $48,878 $51,321 $53,888 $56,582
COORDINATOR
ERC OFFICE MANAGER C $ 3,518 $ 3,695 $ 3,879 $ 4,073 $ 4,277 $ 4,491 $ 4,715
PARKING CONTROL SUPERVISOR
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(NO POSITIONS IN GRADE) 802 $40,211 $42,221 $44,335 $46,552 $48,878 $51,321 $53,888
$ 3,351 $ 3,518 $ 3,695 $ 3,879 $ 4,073 $ 4,277 $ 4,491
(NO POSITIONS IN GRADE) 801 $38,297 $40,211 $42,221 $44,335 $46,552 $48,878 $51,321
$3 ,191 $ 3,351 $ 3,518 $ 3,695 $ 3,879 $ 4,073 $ 4,277
*(Confidential position)
Section 2. That the following benefit program is hereby established:
Group A
1) Vacation - 1 to 9 years of service - 3 weeks
10 years to 21 years of service - 4 weeks
22 or more years of service - 5 weeks
The city manager in the city manager's discretion may also consider and include up to
nine (9) years of non-City of Elgin prior professional or supervisory service of an employee in
the same or similar field in determining years of service of an employee for the purpose of
vacation.
The accumulation of vacation leave shall be limited as provided by Ordinance No. S11-
09, as amended.
2) Sick Leave For employees hired prior to March 1, 2010, sixty (60) days (in 12-
hour increments for Fire shift personnel) placed on account when commencing employment, plus
annual accrual of one day (8 hours) per month. For employees hired on or after March 1, 2010,
thirty (30) days (in 12-hour increments for Fire shift personnel) placed on account when
commencing employment, plus annual accrual of.5 days (4 hours) per month.
3) Life Insurance - in an amount equal to the nearest $1,000 of the employee's
annual base salary.
4) Holidays - New Year's Day, Martin Luther King Day, Memorial Day,
Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve,
Christmas Day, and New Year's Eve. Fire shift personnel shall receive additional pay for hours
actually worked on holidays at a straight-time rate. Twelve (12) hours of personal time off for
each holiday which falls on a scheduled day off as well as for each of any undesignated holidays
shall also be received by fire shift personnel.
5) Uniform Allowances - $50 uniform allowance differential for Police
management personnel above the authorized annual employee allowances for the Police
employee group, in addition to providing replacement for uniforms damaged while on duty.
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6) Fire Battalion Chiefs - Fire Battalion Chiefs shall be paid at their current hourly
rate of pay at straight time for hours worked filling a vacant shift position on a scheduled day off
which otherwise would have been filled by overtime. This provision shall relate only to shift
positions only and not any other duties.
7) Personal Days - Three (3) personal days shall be provided per year, but not
including Fire shift personnel.
Group B
1) Vacation - 1 to 5 years of service - 2 weeks
6 to 10 years of service - 3 weeks
11 to 21 years of service - 4 weeks
22 or more years of service - 5 weeks
The city manager, in the city manager's discretion, may also include up to five (5) years
of non-City of Elgin prior professional or supervisory service of an employee in the same or
similar field in determining years of service of an employee for the purpose of vacation.
The accumulation of vacation leave shall be limited as provided by Ordinance No. S11-
09, as amended.
2) Sick Leave - For employees hired prior to March 1, 2010, thirty (30) days placed
on account upon commencement of employment plus annual accrual of one day (8 hours) per
month. For employees hired on or after March 1, 2010, twenty (20) days placed on account
when commencing employment, plus annual accrual of.5 days (4 hours) per month.
3) Life Insurance - in an amount equal to the nearest $1,000 of the employee's
annual base salary.
4) Holidays - New Year's Day, Martin Luther King Day, Memorial Day,
Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve,
Christmas Day, and New Year's Eve. Police shift personnel will receive additional eight (8)
hours holiday pay at their straight-time hourly rate whether the holiday is worked or not or an
additional eight(8)hours of compensatory time for each holiday if they so select.
5) Uniform Allowances - $50 uniform allowance differential for Police
management personnel above the authorized annual employee allowances for the Police
employee group, in addition to providing replacement for uniforms damaged while on duty.
6) Police management personnel shall receive compensation for court appearance on
days off at a rate equivalent to 150% of their current hourly rate of pay for actual hours with a
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minimum of two hours pay. Total compensation for standby for court duty on day off is $40.
Police Lieutenants shall be paid at a rate equivalent to 150% of their current hourly rate of pay
for hours worked over 8.25 hours per day. Police Lieutenants shall have the option of
compensatory time for hours in excess of their regular 8.25 shift hours with a maximum accrual
of 80 hours.
7) Personal Days - Three (3) personal days shall be provided per year, but not
including Fire shift personnel.
Group C
1) Vacation - 1 to 5 years of service - 2 weeks
6 to 11 years of service - 3 weeks
12 to 21 years of service - 4 weeks
22 or more years of service - 5 weeks
The city manager, in the city manager's discretion, may also include up to five (5) years
of non-City of Elgin prior professional or supervisory service of an employee in the same or
similar field in determining years of service of an employee for the purpose of vacation.
The accumulation of vacation leave shall be limited as provided by Ordinance No. S11-
09, as amended.
2) Sick Leave - For employees hired prior to March 1, 2010, fifteen (15) days placed
on account upon commencement of employment plus annual accrual of one day (8 hours) per
month. For employees hired on or after March 1, 2010, fifteen (15) days placed on account
when commencing employment, plus annual accrual of.5 days (4 hours) per month.
3) Life Insurance - in an amount equal to the nearest $1,000 of the employee's
annual base salary.
4) Holidays - New Year's Day, Martin Luther King Day, Memorial Day,
Independence Day, Labor Day, Thanksgiving Day, the day after Thanksgiving, Christmas Eve,
Christmas Day, and New Year's Eve. Police shift personnel will receive an additional eight (8)
hours holiday pay at their straight-time hourly rate whether the holiday is worked or not or an
additional eight(8)hours of compensatory time for each holiday if they so select.
5) Uniform Allowances - $50 uniform allowance differential for Police
management personnel above the authorized annual employee allowances for the Police
employee group, in addition to providing replacement for uniforms damaged while on duty.
6) Police management personnel shall receive compensation for court appearance on
days off at a rate equivalent to 150% of their current hourly rate of pay for actual hours with a
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minimum of two hours pay. Total compensation for standby for court duty on day off is $40.
Police Sergeants shall be paid at a rate equivalent to 150% of their current hourly rate of pay for
hours worked over 8.25 hours per day. Police Sergeants shall have the option of compensatory
time for hours in excess of their regular 8.25 shift hours with a maximum accrual of 80 hours.
7) Personal Days - Three (3)personal days shall be provided per year.
Police Management Sick Leave Bonus. All police management employees on the active
payroll as of the beginning of a payroll year, shall have established a $240 sick leave occurrence
bank. For each 8 hours of sick leave used during a payroll year, $40.00 shall be deducted from
the employee's individual sick leave bonus bank. Employees on the payroll at the end of the
payroll year shall receive a voucher payment equal to the balance remaining in their individual
sick leave bonus bank.
Police Management Voluntary Fitness Program. Police management personnel shall be
eligible to participate in the police department's voluntary physical fitness program under the
same terms and conditions provided for other police department employees.
Medical Insurance for Groups A, B, and C - Comprehensive major medical insurance
program for employee and dependents with employee option to continue coverage upon
separation from employment according to one of the available coverage options. Effective
March 1, 2010, for employees hired prior to March 1, 2010, the City will pay 85% of the
specified premium for the coverage selected (i.e., single, single plus one, or family) and the
employee will pay via payroll deduction the remaining 15% of the specified premium. Effective
March 1, 2010, for employees hired on or after March 1, 2010, the City will pay 80% of the
specified premium for the coverage selected (i.e., single, single plus one, or family) and the
employee will pay via payroll deduction the remaining 20% of the specified premium.
Notwithstanding anything to the contrary in Ordinance G70-02, as amended, employees hired on
or after March 1, 2010, shall not be eligible to continue to participate in the City's group health
insurance plan pursuant to Ordinance No. G70-02, as amended. Employees who have alternative
health insurance coverage may elect to discontinue to participate in the City's health insurance
plan pursuant to the City's health insurance opt out program adopted pursuant to Resolution No.
05-38, as amended by Resolution No. 09-24. The opt out benefit to such employees shall be in
the annual amount of $3,000 prorated based upon employment with the city during the
applicable plan year and shall be paid at the employee's option either to a Health Reimbursement
Account or in the form of additional compensation to the employee to be paid in a lump sum,
less appropriate deductions, on December 1 in the applicable plan year.
Vacation and Sick Leave Buy Back for Groups A, B, and C - Effective January 1, 2010, an
employee determined by the City Manager in the City Manager's sole and exclusive discretion to
be outstanding and deserving of a performance reward may sell back to the City at the
employee's then current salary rate up to five (5) accrued and unused vacation days each
calendar year and up to five (5) accrued and unused sick days each calendar year. The
determination by the City Manager as to whether any employee qualifies for such vacation
and/or sick leave buy back and the amount thereof shall be in the sole and exclusive discretion of
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the City Manager and shall not be subject to any review, appeal, grievance and/or arbitration
procedures.
401 (a) Plan for Groups A, B, and C - Effective March 14, 2010, the City's deferred
compensation program (under Section 401(a) of the U.S. Tax Code) for all non-contract
(Management Group) employees, whereby the City contributed 4% against a 2% or higher
(maximum 10%)matching contribution by the employee into the program, shall be terminated.
Longevity Pay for Groups A, B, and C - Effective March 14, 2010, employees hired prior to
January 1, 2010, shall receive as additional earnings annual longevity pay in the amount of an
additional 4% of the employee's annual salary. Longevity pay shall be paid to employees in
installments with each payroll. Employees hired on or after March 1, 2010, shall not be eligible
for or receive longevity pay.
Section 3. That all ordinances in conflict with the provisions of this ordinance are
hereby repealed to the extent of any such conflict.
Section 4. That this ordinance shall be in full force and effect from and after January
1, 2015, upon its passage in the manner provided by law.
s/David J. Kaptain
David J. Kaptain, Mayor
Presented: December 17, 2014
Passed: December 17, 2014
Omnibus Vote: Yeas: 9 Nays: 0
Recorded: December 17, 2014
Published: December 19, 2014
Attest:
s/Kimberly Dewis
Kimberly Dewis, City Clerk
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