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G57-15 Ordinance No. G57-15 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, 2016, 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 I Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Position Title Group Grade CORPORATION COUNSEL/CHIEF A 828 $146,555 153,884 161,577 169,658 178,140 187,046 196,399 DEVELOPMENT OFFICER $12,213 12,824 13,465 14,138 14,845 15,587 16,367 (NO POSITIONS IN GRADE) A 827 $139,577 146,555 153,884 161,577 169,658 178,140 187,046 $11,631 12,213 12,824 13,465 14,138 14,845 15,587 (NO POSITIONS IN GRADE) A 826 $132,930 139,576 146,555 153,884 161,578 169,658 178,140 $11,078 11,631 12,213 12,824 13,465 14,138 14,845 FIRE CHIEF A 825 $126,601 132,930 139,576 146,555 153,884 161,577 169,658 POLICE CHIEF A $10,550 11,078 11,631 12,213 12,824 13,465 14,138 (NO POSITIONS IN GRADE) 824 $120,571 126,601 132,930 139,576 146,555 153,884 161,577 $10,048 10,550 11,078 11,631 12,213 12,824 13,465 ASSISTANT CITY MANAGER/CHIEF A 823 $114,831 120,571 126,601 132,930 139,576 146,555 153,884 OPERATING OFFICER CHIEF FINANCIAL OFFICER A $9,569 10,048 10,550 11,078 11,631 12,213 12,824 PUBLIC SERVICES DIRECTOR A COMMUNITY DEV DIRECTOR A 822 $109,361 114,831 120,571 126,601 132,930 139,576 146,555 HUMAN RESOURCES DIRECTOR A $9,113 9,569 10,048 10,550 11,078 11,631 12,213 INFORMATION TECHNOLOGY A SERVICES DIRECTOR A ASSISTANT FIRE CHIEF A 821 $104,154 109,361 114,831 120,571 126,601 132,930 139,576 COMMUNICATIONS DIRECTOR A $8,679 9,113 9,569 10,048 10,550 11,078 11,631 PARKS AND RECREATION A DIRECTOR POLICE DEPUTY CHIEF A 311 CITIZEN SERVICES DIRECTOR A 820 $99,194 104,154 109,361 114,831 120,571 126,601 132,930 BATTALION CHIEF(FIRE) A $8,266 8,679 9,113 9,569 10,048 10,550 11,078 POLICE COMMANDER A ASSISTANT CORP COUNSEL II B 819 $94,471 99,194 104,154 109,361 114,831 120,571 126,601 CITY ENGINEER A $7,873 8,266 8,679 9,113 9,569 10,048 10,550 ECONOMIC DEVELOPMENT A DIRECTOR RECREATION&FACILITIES SUPT. B WATER DIRECTOR A FIRE MARSHAL A 818 $89,972 94,471 99,194 104,154 109,361 114,831 120,571 POLICE LIEUTENANT B $7,498 7,873 8,266 8,679 9,113 9,569 10,048 BUILDING MAINTENANCE SUPT B 817 $85,688 89,972 94,471 99,194 104,154 109,361 114,831 PURCHASING OFFICER B $7,141 7,498 7,873 8,266 8,679 9,113 9,569 PROFESSIONAL STANDARDS B OFFICER PUBLIC WORKS SUPERINTENDENT B SENIOR ENGINEER- B DEVELOPMENT SENIOR PLANNER B CHIEF WATER PLANT OPERATOR B ASSISTANT CORP COUNSEL I B 816 $81,608 85,688 89,972 94,471 99,194 104,154 109,361 ENGINEER II B $6,801 7,141 7,498 7,873 8,266 8,679 9,113 GOLF OPERATIONS DIRECTOR B POLICE SERGEANT B 2 BUILDING&DEVELOPMENT B 815 $77,722 81,608 85,688 89,972 94,471 99,194 104,154 MANAGER CITIZEN SERVICE SUPERVISOR B $6,477 6,801 7,141 7,498 7,873 8,266 8,679 CITY CLERK B CODE ENFORCEMENT MANAGER B CULTURAL CENTER DIRECTOR B FINANCE MANAGER B CENTRE ASSOCIATE MANAGER- C 814 $74,019 77,722 81,608 85,688 89,972 94,471 99,194 CUSTOMER SERVICE CENTRE ASSOCIATE MANAGER- C $6,168 6,477 6,801 7,141 7,498 7,873 8,266 OPERATIONS ENGINEER I C ITS NETWORK MANAGER C ITS SENIOR DATABASE ANALYST C PUBLIC WORKS SUPERVISOR C SENIOR HUMAN RESOURCES C ADVISOR SENIOR MANAGEMENT ANALYST C SR.PUBLIC SAFETY SYSTEMS C SPEC. DEPUTY DIRECTOR OF C EMERGENCY COMMUNICATIONS FIRE CODE OFFICIAL B 813 $70,495 74,019 77,722 81,608 85,688 89,972 94,471 GOLF COURSE SUPERINTENDENT B $5,875 6,168 6,477 6,801 7,141 7,498 7,873 311 CITIZEN SERVICES C 812 $67,139 70,495 74,019 77,722 81,608 85,688 89,972 COORDINATOR GIS PLANNER C $5,595 5,875 6,168 6,477 6,801 7,141 7,498 ITS SPECIALIST NETWORK ADMIN C ITS TRAINING SPECIALIST C ASSOCIATE PLANNER C 811 $63,941 67,139 70,495 74,019 77,722 81,608 85,688 HISTORIC PRESERVATION C $5,328 5,595 5,875 6,168 6,477 6,801 17,141 PLANNER PLAN EXAMINER C PUBLIC HEALTH COORDINATOR C PUBLIC SAFETY C COMMUNICATIONS SHIFT SUPERVISOR VICTIM ASSISTANCE C COORDINATOR 3 t_ ACCOUNTANT C 810 $60,896 63,941 67,139 70,495 74,019 77,722 81,608 ASST GOLF OPERATIONS C $5,075 5,328 5,595 5,875 6,168 6,477 6,801 DIRECTOR CHEMIST C EXECUTIVE ASSISTANT* C LEGAL SECRETARY/PARALEGAL* C PUBLIC SAFETY SUPERVISOR- C PLANNING&RESEARCH RISK MANAGEMENT ASSISTANT C SENIOR RECREATION SUPERVISOR C -AQUATIC PROGRAMS SENIOR RECREATION SUPERVISOR C ERC PROGRAMS SENIOR RECREATION SUPERVISOR C -COMMUNITY PROGRAMS SENIOR RECREATION SUPERVISOR C -HEALTH&FITNESS PROGRAMS SPECIAL EVENTS&COMMUNITY C -ENGAGEMENT COORDINATOR ERC PROGRAM SUPERVISOR C 809 $57,997 q5,0755,328 63,941 67,139 70,495 74,019 77,722 PUBLIC SAFETY SYSTEM C $4,833 5,595 5,875 6,168 6,477 SPECIALIST HEMMENS ASST TECHNICAL C 808 $55,235 57,997 60,896 63,941 67,139 70,495 74,019 SUPV HUMAN RESOURCES ADVISOR C $4,603 4,833 5,075 5,328 5,595 5,875 6,168 MANAGEMENT ANALYST C RECREATION MEMBERSHIP C COORD RECREATION SOFTWARE C SPECIALIST ACCOUNTING TECHNICIAN C 807 $52,604 55,235 57,997 60,896 63,941 67,139 70,495 ITS HELP DESK-USER SUPPORT C $4,384 4,603 4,833 5,075 5,328 5,595 5,875 PUBLIC SAFETY C PROPERTY/EVIDENCE TECHNICIAN GIS ANALYST C 311 GRADUATE INTERN(ONE C 806 $50,100 52,604 55,235 57,997 60,896 63,941 67,139 STEP ADMINISTRATIVE ASSISTANT II* C $4,175 4,384 4,603 4,833 5,075 5,328 5,595 DEPUTY CITY CLERK* C LEGALSECRETARY* C 4 FLEET SERVICE ASSISTANT C 805 $47,716 50,100 52,604 55,235 57,997 60,896 63,941 $3,976 4,175 4,384 4,603 4,833 5,075 5,328 ADMINISTRATIVE ASSISTANT I* C 804 $45,443 47,716 50,100 52,604 55,235 57,997 60,896 COMMUNITY OUTREACH C $3,787 3,976 4,175 4,384 4,603 4,833 5,075 SPECIALIST PATRON RELATIONS SUPERVISOR C COMMUNITY RESTIT.WORK C 803 $43,277 45,443 47,716 50,100 52,604 55,235 57,997 COORD ERC OFFICE MANAGER C $3,606 3,787 3,976 4,175 4,384 4,603 4,833 PARKING CONTROL SUPERVISOR C (NO POSITIONS IN GRADE) 802 $41,217 43,277 45,443 47,716 50,100 52,604 55,235 $3,435 3,606 3,787 3,976 4,175 4,384 4,603 (NO POSITIONS IN GRADE) 801 $39,254 41,217 43,277 45,443 47,716 50,100 52,604 $3,271 3,435 3,606 3,787 3,976 4,175 4,384 *(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 at initial hire. If an employee is granted vacation accrual in a higher range than one (1)to nine (9)years of service, he or she shall not advance to the next range until he or she has attained the required number of years of service with the city for such range. The accumulation of vacation leave shall be limited as provided by Ordinance No. S 11-09, 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 5 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. 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. Employees commencing employment between January 1 and June 30 in a year shall receive all three (3) personal days for such year. Employees commencing employment between July 1 and December 31 in a year shall receive one (1)personal day for such year. 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 at initial hire. If an employee is granted vacation accrual in a higher range than one (1)to five (5) years of service, he or she shall not advance to the next range until he or she has attained the required number of years of service with the city for such range. 6 The accumulation of vacation leave shall be limited as provided by Ordinance No. S 11-09, 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 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. Employees commencing employment between January 1 and June 30 in a year shall receive all three (3) personal days for such year. Employees commencing employment between July 1 and December 31 in a year shall receive one(1)personal day for such year. 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 7 ` field in determining years of service of an employee for the purpose of vacation at initial hire. If an employee is granted vacation accrual in a higher range than one (1)to five (5) years of service, he or she shall not advance to the next range until he or she has attained the required number of years of service with the city for such range. The accumulation of vacation leave shall be limited as provided by Ordinance No. S 11-09, 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 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. Employees commencing employment between January 1 and June 30 in a year shall receive all three (3) personal days for such year. Employees commencing employment between July 1 and December 31 in a year shall receive one (1) personal day for such 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. 8 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 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. Sick Leave Conversion For Vacation Leave—Accrued sick leave over 480 hours (60 days) (or over 720 hours (60-12 hour days) for fire shift employees) may be converted at the rate of three 9 (3) days of sick leave for one(1) day of vacation leave. Such conversion is limited to a maximum of five (5) days of vacation leave (or 12-12 hour periods for fire shift employees) in any one calendar year. The minimum balance of sick leave after such conversion shall not be less than 60 days. Sick Leave Conversion for Severance Pay — Upon retirement or leaving city employment in good standing, employees may be eligible to convert accrued sick leave for severance pay. An employee with accrued sick leave of more than 720 hours (90) days (or 1,080 hours (90-12 hour days)for fire shift employees)may convert up to a maximum of 20 days or 160 hours of sick leave for severance pay(240 hours for fire shift employees),as long as the remaining balance of accrued sick leave does not total less than 90 days of accrued sick leave. Such conversion shall be at the rate of three (3) days of sick leave for one (1) day of severance pay. Accrued sick leave applied by an employee for IMRF service credit shall not be eligible for sick leave conversion for severance pay. Adiustment of Pay Grades Within Groups A, B and C - The City Manager, in the City Manager's discretion,may either increase or decrease the pay grades for positions within the non- bargaining unit member group based upon the completion of periodic salary or market surveys. Such adjustments shall be limited to movement within the A,B and C benefit group classifications and shall not exceed the maximum amount of compensation within the benefit group as established by the City Council in the most recent ordinance establishing the pay and benefit plans for the non- bargaining unit member group. Such adjustments of pay grades by the City Manager shall be identified in the subsequent ordinance to be adopted by the City Council establishing a pay and benefit plan for the non-bargaining unit member group. 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, 2016,upon its passage in the manner provided by law. zz David J. Ka am, M yor Presented: December 16, 2015 Passed: December 16, 2015 Vote: Yeas: 9 Nays: 0 Recorded: December 16, 2015 Published: December 17, 2015 Attest: / • Kimberly Dewis, (City Clerk ^" J 10 .'