HomeMy WebLinkAbout95-25
ORDINANCE N0. 95-25
AMENDING THE POSITION CLASSIFICATION AND
COMPENSATION PLAN FOR THE TOWN OF PULASKI
VIRGINIA
f
Adopted: 8/1/95
Effective: 8/1/95
322
ORDINANCE ~'o . 95-25
AMENDING THE POSITION CLASSIFICATION AND COMPENSATION PLAN
FOR THE TOWN OF PULASKI, VIRGINIA
.7
BE IT ORDAINED by the Council of the Town of Pulaski, Virginia, sitting in regular session
on August 1, 1995, that:
WHEREAS, the Position Classification Plan is the official or approved system of grouping
positions into appropriate classes; and, _ -
WHEREAS, the Town was assisted by Radford University in revising the Town's
Classification and Compensation Plan to develop objective criteria in evaluating positions
within the Town; and,
WHEREAS, this criteria groups positions with similar education, knowledge and
responsibilities together; and,
WHEREAS, Chapter 3 of the Personnel Rules and Regulations is the official compensation
plan for the Town. The Compensation Plan sets forth the salary ranges for each position
covered by the Classification Plan; and,
WHEREAS, the schematic index of class specifications (Attachment A) and rating system and
criteria (Attachment B) are hereby amended and attached to this Ordinance; and,
WHEREAS, in order to align the Classification Plan and Compensation Plan, the
Compensation Plan is amended and is Attachment C of this Ordinance.
This Ordinance shall be effective upon adoption and is hereby adopted this 1st day of August,
1995, by the recorded vote of the Town Council as follows:
John A. Johnston - Aye Roy H. D'Ardenne, Jr. -Absent
John W. Stone - Absent W. Edgar Hale - Awe
Bettye H. Steger - Absent Alma H. Holston -Aye
W. H. Schrader, Jr. - Aye E. G. Black, Jr. - Awe
BY:
Andrew L. Graham, Mayor
Attest:
Ruth A. Harrell
Clerk of Council
a:5ord9524
323-
itle Salary Range Total Points
Water Treatment Plant Operator I
Engineering Technician II 6
Crew Supervisor 7
Police Officer 7
Assistant Park Manager 7
Firefighter Sergeant 7
Master Police Officer 7
Juvenile Intervention Specialist g
Clerk of Council g
Crime Prevention Specialist g
Police Corporal g
Code Compliance Officer g
Superintendent of Fleet Maintenan 8
superintendent of Water/Sewer 8
Fire Marshal g
Superintendent of Streets g
Superintendent of General Proper[ 8
Chief Waterworks Operator 8
Sports Coordinator 9
Police Sergeant 9
Senior Center Director 9
Project Engineer 9
Fire Captain 9
Park Manager 9
Police Commander 10
Assistant Finance Director 10
Assistant Town Engineer 10
Econonuc Development Director 12
•
1404
1336
1442
1513
1544
1501
1513
1595
1566
1660
1619
1658
1616
1586
1619
1586
1616
1658
1727
1725
1701
1760
1739
1687
1848
1833
1798
2086
2
325
ATTACHMENT A
lassPlan Sorted on Total Points
26-Jul-95
Title Salary Range Total Points
Account Clerk II 3 955
Engineering Aide 3 1026
Custodian 3 979
Recepdonist/Switchboard Operato 3 970
Equipment and Supplies Clerk 3 1001
Park Maintenance Technician 3 1055
Street Sweeper 3 1052
Meter Reader 3 1052
Caretaker 3 1005
Secretary 4 1095
Laborer General Properties 4 1065
~quipment Maintenance Technici 5 1251
Dispatcher/Parking Enforcement 5 1239
Automotive Mechanic 6 1404
Administrative Secretary 6 1358
Water Treatment Plant Operator II 6 1404
Accounts Payable Clerk 6 1307
Crew Leader 6 1404
Personnel Technician 6 1307
Utility Clerk 6 1345
Crirne Prevention Analyst 6 1345
Chief Dispatcher 6 1345
Account Clerk for Property Taxes 6 1345
Firefighter 6 1382
Motor Equipment Operator 6 1404
.Laboratory Technician 6 1307
1
324
~itle Salary Range Total Points
Director of Parks 12 2086
Assistant Town. Manager 13 2235
Director of Finance 13 2205
Director of Public Works 13 2183
Town Engineer 13 2110
Fire Chief 13 2241
Chief of Police 13 2241
•
3
326
A'II'ACHI~IENT B
•
•
•
Compensable
Factors Value of Factor as
% of Total
Wei ht Number
of
Levels Total
Points Points per
Level
Education/
Knowledge 28 5 700 700, 560, 420,
280,140
Skills !
Ex erience 22 5 550 550, 440, 330, 270,
110
Com lexi 17 4 425 425, 319, 213, 107
Res onsibili 17 4 425 425, 319, 213, 107
Safe & Risk 8.5 3 212 212, 141, 70
Personal Contacts 4.5 3 113 113, 76, 38
Ph sisal Demands 1.5 3 38 3$, 25, 12
Work
Environment 1.5 3 37 37, 24, 11
TOTAL 100% ~ 30 2500 2500 - 595
Percentage of Total Points Assigned to each Factor
Education
Skills/Knowledge
Complexity
Responsibility
Safety/R.isk
Personal Contacts
Physical Demands
Work Environmen
100 / 355 = 28%
80 1355 = 22%
60 / 355 = 17%
60 / 355 = 17%
30 / 355 = 8.5%
15 / 355 = 4.5%
5 / 355 = 1.5%
~ / 355 = 1.5%
355
Total Points Assigned to Each Level
total factor points
number of levels =incremental difference
EDUCATION /KNOWLEDGE
This factor addresses the educational backgrounds and/or technical knowledge required to perform
. acceptably in this job.
- Master's Degree
- Knowledge of broad conceptual ideals needed to formulate
and implement organizational goals and policy
(i.e. Assistant Town Manager)
LEVEL 2:
-Bachelor's Degree
- Knowledge of a wide range of administrative, clerical, or technical
procedures and operations needed to carry out organizational policy.
(i.e. Chief of Police, Director of Finance, Director of Parks & Recreation)
- Associate's Degree
- State License or Technical Certification
-Knowledge of specific procedures and operations needed to perform
• specialized technical or clerical tasks
(.e. Chief Waterworks Operator, Coordinator of Sports & Athletics, Lieutenant of Investigations,)
LEVEL 4:
-High School Diploma or GED
- Knowledge of standard rules and procedures, which require training
or experience, that are needed to perform wide variety of assigned tasks
(i.e. Police Officer, Equipment Maintenance Technician, Superintendent Water & Sewer Department)
LEVEL 5:
- No High School Diploma or GED
- Knowledge of basic routines and procedures which require little or no
training and follow step-by-step instructions to perform a limited
range of assigned tasks
(i.e. Park Maintenance Technician, Crew Supervisor)
SKILLS /EXPERIENCE
• 1"his factor addresses the essential background and training required to successfully perform the job.
LEVEL 1:
-Skilled ability to envision goals and formulate a concrete plan of
action to achieve organizational ideals
-Possesses excellent verbal and written communication skills
-Understands and interprets financial reports
- 8 to 10 years experience in related job
(i.e. Assistant Town Manger, Chief of Police, Director of Finance)
LEVEL Z:
-Skilled ability in interpreting and applying organizational policy to
individual situations
- Skilled in team building activities
-Easily demonstrated experience with various computer applications
and software packages
-Possesses excellent leadership skills
-Previous accounting experience including preparation of budgets
• (i.e. Director of Senior Center, Project Engineer, Superintendent: water & Sewer Department)
E L
-Interprets technical manuals and drawings
-Performs basic arithmetic computations
-Performs repair and maintenance work of specialized equipment
-Observes and reads gauges, dials, and other instruments
- Uses power tools, sets up and operates machinery
- Types 45 wpm
-Skilled in the operation of standard office equipment, (i.e. dictaphones,
photocopiers, wordprocessors, etc.}
{i.e. Crime Prevention Coordinator, Receptionist/Switchboard Operator, Laborer: Gen. Properties)
LEVEL 4:
-Reads and comprehends basic guidelines and standard policy
-Memorizes and retains verbal instructions
(i.e. Caretaker, Equipment & Supplies Clerk)
LEVEL 5:
• -Follows verbal directions
- Reads and carries out simple written instructions
- -Performs under direct consistent supervision
- 0 to 1 year experience in related field
328
COMPLEXITY of JOB
This factor addresses the nature and variety of assigned tasks and the cognitive abilities needed to
perform those tasks.
LEVEL 1:
-Job consists of varied, conceptual tasks that involve
generating ideas and designs, formulating goals, and
instigating organizational policy and procedures
-Decision making is continual and applied to conceptual
issues and problems at the organization-wide level
- Time constraints must be considered
(i.e. Assistant Town Manager, Fire Chief, Town Engineer)
LEVEL 2:
-Job consists of many varied tasks performed concurrently,
necessitating the ability to prioritize
-Tasks involve many differing detailed processes that
may have no apparent and direct connection but are used
to enforce organizational policy
-Decision making involves the assessment of unusual circumstances,
use of varied approaches, and at times insufficient data applied
to departmental problems orsituation-specific issues
(i.e. Dfrr~e~re€-F~esce, Project Engineer, Secretary to Town Manager)
LEVEL 3:
-Job consists of few varied tasks
-Tasks are somewhat related but involve different processes
and methods that the employee must be able to apply to assigned tasks
-There are limited choices to consider when making a decision
(i.e. Superintendent: Water & Sewer Department, Firefighter Master Mechanic, Engineering Technician II)
LEVEL 4:
-Job consists of few unvaried tasks
-Tasks follow clearly stated and defined routines with little or no variance
. -There are few or no choices to be made in deter~-;ning
what needs to be done
(i.e. Account Clerk II, Caretaker, Laborer)
329
•
RESPONSIBILITY
This factor addresses the nature of direct control exercised over issuing work assignments and the
accountability for the quality of completed tasks.
LEVEL 1:
-Administrative Responsibilities
-Dictates organizational policy
- Completed tasks are usually accepted without change
-Supervises all department/unit managers
(i.e. Town Manager, Assistant Town Manager)
LEVEL Z:
-Managerial responsibilities
• -Determines unit functions and issues general work assignments
which incorporate the organization's mission and goals
- Assists in the hiring of new employees and the evaluation of rlieir
subsequent performance
- Organizes work teams and assigns resources and project deadlines
- Completed tasks are reviewed to establish feasibility and compliance
with corporate mission
- Supervises all teams assigned to functional unit
(i.e. Chief of Police, Fire Chief Town Engineer)
LEVEL 3: _
- Works in self-directed work group
- Takes initiative to determine plan of action to meet assigned deadline
- Coordinates work activities of a single group
- Trains other employees
(i.e. Fire Captain, Police Officer, Project Engineer)
LEVEL 4:
• -Work is specifically assigned and closely monitored
-Consults team leader as needed with problems that arise
(i.e. Engineering Technician II, Equipment & Supplies Clerk, Laborer)
330
PHYSICAL DEMANDS
This factor addresses the requirements and physical demands placed on the employee by the work
assignment - includesphysical characteristics and abilities, and the physical exertion involved in the
work.
LEVEL 1;
-Regularly works more than 45 hours per week
-Heavy Lifting required
- Standing for most of work day required
- Walking over rough terrain required
-Foot /hand /eye coordination required
Ci.e. Firefighter, Police Officer, Caretaker)
~.,EVEL 2:
- Regularly works 40 hours a week
• -Moderate to heavy lifting required
-Frequent stooping, squatting, bending required
- Climbing stairs /ladders required
(i.e. Fire Chief, Superintendent: Water & Sewer Department, Assistant Town Manager)
LEVEL 3:
-Regularly works 40 or fewer hours per week
-Little or no lifting required
- Sits for most of the day
(i.e. Director of Finance, Dispatcher: Day Shift, Administrative Secretary)
•
333
PERSONAL CONTACTS
This factor addresses the amount and nature of contrtct with the public that is incorporated into
assigned job functions.
LEVEL 1:
High degree of public contact:
- involves regularly addressing public crises and concerns
and communicating sensitive information
- contact is usually face-to-face in a public forum or through
the television media
- contact directly affects organizational image
- specifically designated as a job function
(i.e. Assistant Town Manager, Chief of Police, Fire Chief)
• LEVEL 2•
Moderate degree of public contact:
- includes membership on community and agency boards and committees
-involves routine verbal and face-to-face greeting of individuals
- involves phone contact of a direct and specific nature
- specifically designated as a job function
(i.e. Park Manager, Police Officer, Administrative Secretary)
LEVEL 3:
Low degree of public contact:
- involves routine non-verbal contact with the public
- contact indirectly affects organizational image
- not specifically stated as a job function
(i.e. Superintendent: Water & Sewer Department, Crew Leader, Caretaker)
•
332
SAFETY and RISK
This factor addresses the amount of personal risk associated with performing assigned job functions.
LEVEL 1:
Potential of high risk -probability of death or
disability is greater than that for the general population
(i.e. Fire Chief, Police Officer, Firefighter Master Mechanic)
LEVEL 2:
Potential of moderate risk -probability of accident or injury
requiring hospitalization is greater than "that for the general
population
r~.e. Park Manager, Engineering Technician, Laborer)
LEVEL 3:
Potential of low risk -probability of minor injury
is at or below that for the general population
(i.e. Assistant Town Manager, Equipment & Supplies Clerk, Receptionist/Switchboard Operator}
•
331
WORK ENVIRONMENT
This factor addresses the risks and discomforts in the employee's physical surroundings, or in the nature
of the work assigned.
LEVEL 1:
-High stress environment
- Works under time pressure
- Work requires incumbent to be on call
(i.e. Town Manager, Chief of Police, Fire Captain)
LEVEL 2:
-Moderate stress environment
• =Shift work required
Work is indoor/outdoors, and in all weather conditions
- Works with chemical agents, i.e. acids, caustics,
cleaning agents, etc.
-Personal protective equipment required,
i.e. safety glasses, hearing protection, respirator, etc
(i.e. Park Manager, Project Engineer, Laborer: General Properties)
LEVEL 3
- Low stress level
- No shift/weekend work required
- Works alone or without direct supervision
-Minimal environmental or temperate changes encountered
- Quiet work place
(i.e. Director of Finance, Receptionist/Switchboard Operator, Equipment & Supplies Clerk)
•
334
AT'PACHM~iT C
• Attachment C
Compensation Plan
Adopted: August 1,1995
Grade Pointe Salary- Salary -
Minimum Magirnum
1 700-820 $9,008 $13,512
2 821-941 $10,754 $16,132
3 942-1062 $12,502 $18,752
4 1063-1183 $14,250 $21,374
5 1184-1304 $15,998 $23,996
6 1305-1425 $17,745 $26,617
7 1426-1546 $19,492 $29,238
8 1547-1667 $21,239 $31,859
9 1668-1788 $22,986 $34,480
10 1789-1909 $24,734 $37,100
11 1910-2030 $26,479 $39,719
12 2031-2151 $28,227 $42,341
13 2152-2272 $29,976 $44,964
14 2273-2393 $31,729 ________ _____$47,485_______________
U
U
335
I, Ruth A. Harrell, Clerk of the Council of the Town of Pulaski, Virginia, do
• hereby certify that the foregoing Ordinance No. 95-25 Amending the Position
Classification and Compensation Plan for the Town of Pulaski, Virginia, is a true
and correct copy as set out and adopted by the Pulaski Town Council at their
regular meeting of Council held August 1, 1995.
G( ,~ic.~,~'!
Rut A. Harrell, Clerk of council
•
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