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Employee Comp Wage UpgradeCITY OF DUBUQUE, IOWA MEMORANDUM January 3, 2001 TO: FROM: SUBJECT: The Honorable Mayor and City Council Members Michael C. Van Milligen, City Manager Employee Compensation DEPARTMENT MANAGER SALARIES The City Council selected "Compensation Policy for Professionals" as one of this year's priorities. Man~, of the Department Manager's salaries are lower than the salaries for comparable positions in similarly-sized cities. The impact of the competitiveness of Department Manager salaries was felt in recent recruitments. Due to the quantity and quality of applicants for Human Rights Director and Building Services Manager, we were unable to make a selection on the first recruitment and began a second recruitment for these positions. The results of the second recruitments were successful. We received only 16 applications for Finance Director. In all these cases, we were fortunate and ended up with exceptional employees. However, with as few applications as were received, this could have easily not been the case. In addition, in December of 2000, we began the recruitment process for Community and Economic Development Director and received only sixteen applications. In order to address the issue of Department Manager and other professional positions, I recommend that we implement a new Wage Plan for Non-Bargaining Unit Employees. The current Non-Bargaining Unit Wage Plan contains six steps for each salary range. There is a 5% differential between steps and a 5% differential between salary ranges. The proposed wage plan provides for a 5.5% differential between steps and a 5.5% differential between salary ranges. The first year cost, should we implement this schedule, is ~235,230. This first year cost woutd occur in the fiscal year which begins on July 1,2002. This represents a 2.68% increase over the previous fiscal year base wage in addition to the across-the-board wage increase that will go into effect on July 1, 2002. The second year cost would occur in the fiscal year which begins on July 1, 2003, and is ~210,024. This represents a 2.31% increase over the previous fiscal year base wage in addition to an across-the-board increase. The proposed wage plan will place the salaries of most Department Manager positions at or near the average for the comparison group. To accomplish this wage plan, the startinQ wages for fifteen classifications in salary grades 24 through 28 would be reduced. However, the maximum rates for these positions would not be lowered and the salaries of current employees would not be reduced should you decide to implement the proposed wage plan. As evidenced by the large number of applications we receive ~hen we recruit for vacancies in many positions in these salary ranges, we are competitive in the wage rates for these positions. We will continue to remain competitive in these positions should you approve the proposed wage plan. I also recommend that the proposed wage plan be increased by 3% across-the-board on July 1, 2002, and 2.5% across-the-board on July 1,2003. This recommendation provides an average wage increase for non-bargaining unit employees of 5.68% in the fiscal year beginning July 1, 2002, and 4.81% in the fiscal year beginning on July 1, 2003. This is due to the combination of the across-the-board increases and changes to the differential between salary ranges and salary steps. The implementation of the proposed wage plan for non-bargaining unit employees would create an additional cost of $43,823.00 or .47% in the fiscal year beginning on July 1, 2004. This increase in compensation will need to be factored into the wage adjustment for the fiscal year beginning July t, 2004. I am not, however, requesting that you establish the wage adjustment for the fiscal year beginning July 1, 2004. As a reminder, I will be presenting to you a recommendation to approve a 3% across- the-board wage increase for non-bargaining unit employees effective July 1, 2001, which is consistent with the wage guideline and the settlements that have been reached with the Transit Union and Police Association for the fiscal year beginning July 1, 2001. NON-BARGAINING UNIT WAGE PLAN Across the Competitive I Total Board Increase Adjustment July 1, 2001 (FY 2002) 3.0% 3.00% July 1, 2002 (FY 2003) 3.0% 2.68% 5.68% July 1, 2003 (FY 2004) 2.5% 2.31% 4.81% SUMMARY The City of Dubuque is an attractive employer and we typically receive an excellent response to many of our recruitments. One of the reasons for our ability to attract and retain qualified employees relates to our wage and benefit package. We must continue to remain competitive, and in order to do so, it is important that we make the necessary adjustments to the wage plan. BUDGET IMPACT To support the recommended adjustments beginning in Fiscal Year 2003, Road Use Tax Funds that were shifted to the capital improvement budget ($940,000) will be shifted back to the operating budget to the extent necessary to maintain no property tax asking impact. This is the assumption used in the Fiscal Year 2002-2006 Capital Improvement Program budget and this maintains the strong commitment to the street program with the average annual investment at $6,250,900, which is more than triple the pre-1995 investment of $2.1 million per year. RECOMMENDATION To summarize, I recommend implementation of the proposed Non-Bargaining Unit Wage Plan that provides for a 5.5% differential between steps and a 5.5% differential between salary ranges. Implementation of the proposed Non-Bargaining Unit Wage Plan would begin on July 1, 2002. In addition to an across-the-board wage increase of 3% effective July 1,2001, which is the wage guideline previously established by the City Council, I recommend that the proposed Non-Bargaining Unit Wage Plan be increased by 3% on July 1, 2002, and 2.5% on July 1, 2003. Thank you for your consideration. CC: Barry Lindahi, Corporation Counsel Tim Moerman, Assistant City Manager Pauline Joyce, Administrative Services Manager Randy Peck, Personnel Manager Prepared by: Personnel Department; Address: City Hall, 50 W. 13th Street; Telephone: 319-5894125 RESOLUTION NO. 92-01 APPROVING THE WAGE PLANS AND COMPENSATION PACKAGES FOR NON-BARGAINING UNIT EMPLOYEES FOR FISCAL YEAR 2002, FISCAL YEAR 2003, AND FISCAL YEAR 2004. Whereas, the City of Dubuque "compensation policy for professionals" is one of the priorities of the City Council for Fiscal Year 2001; and Whereas, many of the Department Manager salaries are lower than the salaries for comparable positions in similarly-sized cities; and Whereas, in order to address the salaries of Department Managers and other professional positions, a new Non-Bargaining Unit Wage Plan for General Employee classifications, which provides for a 5.5% differential between pay steps and a 5.5% differential between salary ranges, has been recommended by the City Manager effective July 1, 2002; and Whereas, the City Manager has recommended that the Non-Bargaining Unit Wage Plan for General Employee classifications be increased by 3% across-the-board effective July 1, 2001, 3% across-the-board effective July 1, 2002, and 2.5% across-the-board on July 1, 2003; and Whereas, the City Manager has recommended that the Non-Bargaining Unit Wage Plan for Non-assigned classifications, with the exception of Mayor, City Council Members, Assistant City Attorney, City Solicitor and Airport Operations Specialist, be increased by 3% across-the-board effective July 1, 2001, 5.68% across-the-board effective July 1, 2002, and 4.81% across-the-board effective July 1, 2003; and Whereas, the City Council provides a compensation package to non-bargaining unit employees similar to the compensation package to be received by bargaining unit employees; and Whereas, the proposed wage increases for non-bargaining unit employees are consistent with the wage increases to be received by the employees represented by the Firefighters Association bargaining unit. NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF DUBUQUE, IOWA: Section 1: That the Non-Bargaining Wage Plan for General Employees and Non- Assigned Classifications is hereby approved. Passed, approved and adopted this 6th day of March , 2001. Terrance M. Duggan, Mayor Attest: Jeanne F. Schneider, City Clerk CITY OF DUBUQUE, IOWA MEMORANDUM January 3, 2001 TO: FROM: SUBJECT: The HonorabLe Mayor and City Council Members Michael C. Van Milligen, City Manager Employee Compensation DEPARTMENT MANAGER SALARIES The City Council selected "Compensation Policy for Professionals" as one of this year's priorities. Many of the Department Manager's salaries are lower than the salaries for comparable positions in similarly-sized cities. The impact of the competitiveness of Department Manager salaries was felt in recent recruitments. Due to the quantity and quality of applicants for Human Rights Director and Building Services Manager, we were unable to make a selection on the first recruitment and began a second recruitment for these positions. The results of the second recruitments were successful. We received only 16 applications for Finance Director. In all these cases, we were fortunate and ended up with exceptional employees. However, with as few applications as were received, this could have easily not been the case. In addition, in December of 2000, we began the recruitment process for Community and Economic Development Director and received only sixteen applications. In order to address the issue of Department Manager and other professional positions, I recommend that we implement a new Wage Plan for Non-Bargaining Unit Employees. The current Non-Bargaining Unit Wage Plan contains six steps for each salary range. There is a 5% differential between steps and a 5% differential between salary ranges. The proposed wage plan provides for a 5.5% differential between steps and a 5.5% differential between salary ranges. The first year cost, should we implement this sch~dui~, is t~235~230. This first year Cost would occur in the fiscal year w~ich begins on July 1,2002. This represents a 2.68% increase over the previous fiscal year base wage in addition to the across-the-board wage increase that will go into effect on July 1, 2002. The second year cost would occur in the fiscal year which begins on July 1, 2003, and is $210,024. This represents a 2.31% increase over the previous fiscal year base wage in addition to an across-the-board increase. The proposed wage plan will place the salaries of most Department Manager positions at or near the average for the comparison group. To accomplish this wage plan, the startinq wages for fifteen classifications in salary grades 24 through 28 would be reduced. However, the maximum rates for these positions would not be lowered and the salaries of current employees would not be reduced should you decide to implement the proposed wage plan. As evidenced by the large number of applications we receive when we recruit for vacancies in many positions in these salary ranges, we are competitive in the wage rates for these positions. We will continue to remain competitive in these positions should you approve the proposed wage plan. I also recommend that the proposed wage plan be increased by 3% across-the-board on July 1,2002, and 2.5% across-the-board on July 1,2003. This recommendation provides an average wage increase for non-bargaining unit employees of 5.68% in the fiscal year beginning July 1, 2002, and 4.81% in the fiscal year beginning on July 1, 2003. This is due to the combination of the across-the-board increases and changes to the differential between salary ranges and salary steps. The implementation of the proposed wage plan for non-bargaining unit employees would create an additional cost of $43,823.00 or .47% in the fiscal year beginning on July 1, 2004. This increase in compensation will need to be factored into the wage adjustment for the fiscal year beginning July 1, 2004. I am not, however, requesting that you establish the wage adjustment for the fiscal year beginning July 1, 2004. As a reminder, I will be presenting to you a recommendation to approve a 3% across- the-board wage increase for non-bargaining unit employees effective July 1, 2001, which is consistent with the wage guideline and the settlements that have been reached with the Transit Union and Police Association for the fiscal year beginning July 1, 2001. Across the Competitive Total Board Increase Adjustment July 1, 2001 (FY 2002) 3.0% 3.00% July 1, 2002 (FY 2003) 3.0% 2.68% 5.68% July 1, 2003 (FY 2004) 2.5% 2.31% 4.81% SUMMARY The City of Dubuque is an attractive employer and we typically receive an excellent response to many of our recruitments. One of the reasons for our ability to attract and retain qualified employees relates to our wage and benefit package. We must continue to remain competitive, and in order to do so, it is important that we make the necessary adjustments to the wage plan. BUDGET IMPACT To support the recommended adjustments beginning in Fiscal Year 2003, Road-Use Tax Funds that were shifted to the capital improvement budget ($940,000) will be shifted back to the operating budget to the extent necessary to maintain no property tax asking impact. This is the assumption used in the Fiscal Year 2002-2006 Capital Improvement Program budget and this maintains the strong commitment to the street program with the average annual investment at $6,250,900, which is more than triple the pre-1995 investment of $2.1 million per year. RECOMMENDATION To summarize, I recommend implementation of the proposed Non-Bargaining Unit Wage Plan that provides for a 5.5% differential between steps and a 5.5% differential between salary ranges. Implementation of the proposed Non-Bargaining Unit Wage Plan would begin on July 1, 2002. In addition to an across-the-board wage increase of 3% effective July 1, 2001, which is the wage guideline previously established by the City Council, I recommend that the proposed Non-Bargaining Unit Wage Plan be increased by 3% on July 1, 2002, and 2.5% on July 1, 2003. Thank you for your consideration. IV[ich~el C ~an Milligen, City Manag-'~-~r CC: Barry Lindahl, Corporation Counsel Tim Moerman, Assistant City Manager Pauline Joyce, Administrative Services Manager Randy Peck, Personnel Manager CITY OF DUBUQUE, IOWA GENERAL EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 7/1/2001 THROUGH 6/30/2002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Secretary GE-24 Hourly 811.05 811.60 812.16 812.79 $13.42 $14.11 Bi-weekly 8884.00 8928.00 8972.80 81,023.20 81,073.60 81,128.80 Annually 822,984.00 824,128.00 825;292.80 826,603.20 827,913.60 829,348.80 Account Clerk I (Confidential) Library Assistant GE-25 Hourly 811.60 812.16 812.79 813.42 814.11 814,78 Bi-weekly 8928.00 8972.80 81,023.20 81,073.60 81,128,80 81,182.40 Annually 824,128.00 825,292.80 826,603.20 827,913.60 829,348.80 830,742.40 Custodian - Library Lead Paint Assistant Lead Secretary Permit Clerk Planning Technician GE-26 Assisted Housing GE-27 Specialist Environmental Sanitarian Assistant intake Specialist Maintenance Worker - Library Rehabilitation Assistant Stenographer Zoning Enforcement Officer GE-28 Wages01-O2.xls - Revised 02/21/2001 Hourly 812.16 812.79 813.42 814.11 814.78 815.53 Bi-weekly 8972.80 81,023.20 81,073.60 81,128.80 81,182.40 81,242.40 Annually 825,292.80 826,603.20 827,913.60 829,348.80 830,742.40 832,302.40 Hourly 812.79 813.42 814.11 814.78 815.53 816.33 Bi-weekly 81,023.20 81,073.60 81,128.80 81,182.40 81,242.40 81,306.40 Annually 826,603.20 827,913.60 829,348.80 830,742,40 832,302.40 833,966.40 Hourly 813.42 814.11 814.78 815.53 816.33 817.14 Bi-weekly 81,073.60 81,128.80 81,182.40 81,242.40 81,306.40 81,371.20 Annually 827,913.60 829,348.80 830,742.40 832,302.40 833,966.40 835,651.20 CITY OF DUBUQUE, IOWA GENERAL EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 7/1/2001 THROUGH 613012002 Accountant - PT GE-30 InformationTechnology Specialist Fiscal Coordinator Lead Public Safety Dispatcher Lead Paint Inspector - 2yr/3yr Library Aide Office Manager Purchasing Coordinator Survey Technician Video Production Assistant Airport Operations Specialist (40 hour work week) Building Supervisor Circulation Supervisor Concessions Manager Engineering Assistant II Lab Technician II Water Distribution Foreman GE-31 Assistant Planner GE-32 Assisted Housing Supervisor Environmental Sanitarian Lead Applications/ Network Analyst Librarian I Public Information Officer · Rehabilitation Specialist Hourly 914.78 915.53 $16.33 917.14 $t8.00 918.88 Bi-weekly 91,182.40 91,242.40 91,306.40 91,371.20 91,440.00 91,510.40 Annually 930,742.40 932,302.40 933,966.40 935,651.20 937,440.00 939,270.40 Hourly 815.53 816.33 817.14 818.00 818.88 819.85 Bi-weekly 81,242.40 81,306.40 81,371.20 81,440.00 81,510.40 81,§88.00 Annually 832,302.40 833,966.40 83§,6§1.20 837,440.00 839,270.40 941,288.00 Hourly 816.33 817.14 818.00 818.88 819.85 820.84 Bi-weekly 81,306.40 81,371.20 81,440.00 81,510.40 81,588.00 81,667.20 Annually 833,966.40 835,651.20 837,440.00 839,270.40 841,288.00 843,347.20 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Animal Control Officer GE-29 Hourly 814.11 $14.78 815.53 816.33 817.14 818.00 Deputy City Clerk Bi-weekly 81,128.80 81,182.40 81,242.40 81,306.40 91,371.20 81,440.00 Desktop Publishing Specialist Annually 929,348.80 830,742.40 832,302.40 $33,966.40 $36,651.20 837,440.00 Engineering Assistant I Material Control Clerk User Technology Specialist CITY OF DUBUQUE, IOWA GENERAL EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 71112001 THROUGH 6/30/2002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Aquatics & Therapeutic GE-33 Hourly $17.14 $18.00 $18.88 $19.85 $20.84 $21.88 Recreation Supervisor Bi-weekly $1,371.20 $1,440.00 $1,510.40 $1,588.00 $1,667.20 $1,750.40 Civic Center Operations Supervisor Annually $35,651.20 $37,440.00 $39,270.40 $41,288.00 $43,347.20 $45,510.40 Customer Service Supervisor Fixed Base Operation Supervisor Golf Course Supervisor Personnel Assistant Recreation Program Supervisor Survey Party Chief Technical Director II Traffic Engineering Assistant Transit Operations Supervisor Water Engineering Assistant Assistant Fire Marshall GE-34 Community Development Specialist Events Coordinator Inspector II Librarian II WPC Maintenance Supervisor Hourly ~ 18.00 $18.88 $19.85 $20.84 $21.88 $22.95 Bi-weekly $1,440.00 $1,510.40 $1,588.00 $1,667.20 $1,780.40 91,836,00 Annually $37,440.00 $39,270.40 $41,288.00 $43,347.20 $45,510.40 $47,736.00 CITY OF DUBUQUE, IOWA GENERAL EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 7/1/2001 THROUGH 6/30/2002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Airport Operations & GE-35 Hourly $18.88 $19.85 $20.84 $21.88 $22.95 $24.10 Maintenance Supervisor Bi-weekly $1,510.40 $1,588.00 $1,667.20 $1,750.40 $1,836.00 $1,928.00 Assistant Water Annually $39,270.40 $41,288.00 $43,347.20 $45,510.40 $47,736.00 $50,128.00 Plant Manager Associate Planner Civil Engineer I Communications Supervisor EMS Supervisor Equipment Maintenance Supervisor Landfill Supervisor Neighborhood Development Specialist Senior Housing Inspector Senior Network/Systems Administrator Solid Waste Management Supervisor Surveyor Water Distribution Supervisor Assistant WPC Plant Manager/Chemist Park Division Manager Parking System Supervisor Police Lieutenant Recreation Division Manager GE-36 Assistant Finance Director Cable Franchise Administrator Civil Engineer II Public Health Specialist Street/Sewer Maintenance Supervisor Transit Manager GE-37 Hourly $19.85 $20.84 $21.88 $22.95 $24.10 $25.31 Bi-weekly $1,588.00 $1,667.20 $1,750.40 $1,836.00 $1,928.00 $2,024.80 Annually $41,288.00 $43,347.20 $45,510.40 $47,736.00 $50,128.00 $52,644.80 Hourly $20.84 ,~21.88 $22.95 $24.10 $25.31 $26.58 Bi-weekly $1,667.20 $1,750.40 $1,836.00 $1,928.00 $2,024.80 $2,126.40 Annually $43,347.20 $45,510.40 $47,736.00 $50,128.00 $52,644.80 $55,286.40 CITY OF DUBUQUE, IOWA GENERAL EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 7/I/2001 THROUGH 613012002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Assistant Fire Chief GE-38 Hourly $21.88 $22.95 $24.10 $25.31 $26.58 $28.17 Assistant Fire Chief/ Bi-weekly $1,750.40 $1,836.00 $1,928.00 $2,024.80 $2,126.40 $2,253.60 Fire Marshal Annually $45,510.40 $47,736.00 ~50,128.00 $52,644.80 $55,286.40 $58,593.60 Building Services Manager City Clerk Police Captain Water Department Manager Water Pollution Control Manager Civic Center Manager GE-39 Hourly $22.95 $24.10 $25.31 $26.58 $28.17 $29.30 Ri-weekly $1,836.00 $1,928.00 $2,024.80 $2,126.40 $2,253.60 $2,344.00 Annually $47,736.00 $50,128.00 $52,644.80 $55,286.40 $58,593.60 $60,944.00 Assistant City Engineer Assistant Police Chief City Planner Housing Services Manager Human Rights Director GE-40 Airport Manager GE-41 Information Services Manager Leisure Services Manager Library Director Operations and Maintenance Manager Personnel Manager Community/Economic Development Director Finance Director GE-42 Hourly $24.10 $25.31 $26.58 $28.17 $29,30 $30.78 Ri-weekly $1,928.00 $2,024.80 $2,126.40 $2,253.60 $2,344.00 $2,462.40, Annually $50,128.00 $52,644.80 955,286.40 $58,593.60 $60,944.00 ~64,022.40 Hourly $25.31 $26.58 $28.17 $29.30 $30.78 $32.32 Bi-weekly $2,024,80 $2,126.40 $2,253.60 $2,344.00 $2,462.40 ~2,§85.60 Annually ~52,644.80 ~55,286.40 ~58,593.60 .~60,944.00 $64,022.40 ~67,22§.60 Hourly ~26.58 $28.17 $29.30 $30.78 932.32 $33.92 Bi-weekly $2,126.40 92,253.60 $2,344.00 $2,462.40 ~2,585.60 ~2,713.60 Annually $55,286.40 958,593.60 ~60,944.00 $64,022.40 $67,225.60 $70,553.60 CITY OF DUBUQUE, IOWA GENERAL EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 7/1/2001 THROUGH 6/30/2002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F GE-43 Hourly $28.17 $29.30 $30.78 $32.32 $33.92 $35.63 Bi-weekly ~2,253.60 $2,344.00 ~2,462.40 $2,585.60 ~2,713.60 ~2,850.40 Annually $58,593.60 $60,944.00 $64,022.40 $67,225.60 $70,553.60 $74,110.40 Administrative Services Manager Assistant City Manager Fire Chief Police Chief Public Works Director/City Engineer Corporation Counsel GE-44 Hourly $29.30 ~30.78 $32.32 $33.92 $35.63 ~37.39 Bi-weekly $2,344.00 ~2,462.40 $2,585.60 82,713.60 $2,850.40 ~2,991.20 Annually $60,944.00 $64,022.40 $67,225.60 $70,553.60 874,110.40 $77,771.20 GE-45 Hourly $30.78 832.32 $33.92 $35.63 ~37.39 ~39.26 Bi-weekly ~2,462.40 ~2,585.60 $2,713.60 $2,850.40 $2,991.20 ~3,140.80 Annually 864,022.40 ~67,225.60 $70,553.60 $74,110.40 $77,771.20 981,660.80 CITY OF DUBUQUE, IOWA NON-ASSIGNED EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 7/1/2001 THROUGH 6/30/2002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F Laborer-Airport/Street (Seasonal) Laborer II Rec/Park ~ Seasonal - Long Human Rights Intern - Seasonal Legal Intern - Seasonal Laborer I (Rec)- Seasonal - Short Laborer I (Rec)- Part-time - on call House Staff - Cashier House Staff - Cashier - Reimburseable Usher III Usher III - Reimburseable Laborer I - on call c.c. Laborer I - on call - Reimbureeable Laborer II - Stage - on call Laborer II - Stage ~ on call - Reimburseable Pool Cashier - Seasonal Usher II - on call Usher II - on call - Reimburseable Operation Paint Brush Representative Part-time Engineering Intern - Seasonal NA-01 NA-02 NA-03 NA-04 NA-05 NA-06 NA-07 NA-08 NA-09 NA- 10 96,29 96.53 96.53 96.93 97.15 99.14 96,65 $8.47 96.62 97.26 95.88 96.65 910.49 97.41 CITY OF DUBUQUE, IOWA NON-ASSIGNED EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 711/2001 THROUGH 6~30~2002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E 'F Laborer i/Park - Seasonal - Short NA-11 $6.53 $6.65 Line Serviceworker Helper - Seasonal Park Fee Collector - Seasonal Recreation Supervisor- Seasonal Starter - Seasonal Assistant City Attorney - PT City Solicitor - PT Airport Operations Specialist (112 hours) Assistant Golf Professional Snack Bar Manager Recreational Leader- Seasonal Jr. Recreation Leader - Seasonal Pool Checker - Seasonal Lifeguard - Seasonal Concessions Worker II - on call Concessions Stocker II - on call Swimming Pool Manager - Seasonal Council Member- PT Mayor - PT NA-12 (32.00 hours bi-weekly) $1,2§6,32 (64.00 hours bi-weekly) 82,§12.64 NA~I 3 89.71 810.21 810.72 811.25 811.80 812.41 NA-14 86.29 86,47 86,63 NA-15 85.11 85,30 NA-16 84.41 NA-17 85.99 86.19 86.37 NA-18 ~6.95 NA-19 87.50 87,73 NA-20 (40 hours bi-weekly) 8268,42 Effective 1-1-02 8307.69 NA-21 (40 hours bi-weekly) 8402.73 Effective 1-1-02 $423,08 CITY OF DUBUQUE, IOWA NON-ASSIGNED EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 71112001 THROUGH 613012002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A 6 C D E F Clerical Help - Seasonal NA-22 $6.53 Historical Preservation Intern - Seasonal Planning Intern - Seasonal Recreation Field Supervisor - Seasonal NA-23 $8,20 Library Student Assistant - PT NA-24 96.26 $6.46 96,65 Rec. Program Assistant - Seasonal NA-25 911,57 Equipment Operator - Seasonal NA-26 99.52 Park Ranger - Seasonal Sanitation Driver - Seasonal Truck Driver - Seasonal Line Serviceworker - PT NA-27 911.59 911.89 912.16 912.47 $12.74 913,01 Finance Intern - Seasonal NA-28 96.39 Usher I - on call NA-29 95,44 Usher I - on call - Reimburseable Concessions Worker I - on call NA-30 96,26 Head Lifeguard - Seasonal NA-31 96,63 Bartender II - on call NA-32 97.60 Bartender I - on call NA-33 96,54 Engineering Aide - Seasonal NA-34 910.35 Pre-School Instructor - Seasonal NA-35 99.47 910,66 911,83 Lead Paint Intern - Seasonal NA-36 98,15 CITY OF DUBUQUE, IOWA NON-ASSIGNED EMPLOYEES SALARY AND WAGE SCHEDULE EFFECTIVE 7/1/2001 THROUGH 6~30~2002 POSITION SALARY STEP STEP STEP STEP STEP STEP CLASSIFICATION GRADE A B C D E F GIS/Engineering Intern - Seasonal NA-37 GIS/Planning Intern - Seasonal Camera Operator - PT - on call NA-38 Computer Programmer Intern-Seasonal NA-39 $9.23 $8.25 ~7.73