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CC Resolution No. 40 RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
BAYTOWN ADOPTING THE RECOMMENDED CLASSIFICATION
AND SALARY PLANS FOR THE CITY OF BAYTOWN, AS PRE-
PARED BY GRIFFENHAGEN-KROEGER , INC., WITH THE EX-
CEPTION OF THE RECOMMENDED PLAN FOR RECOGNITION
FOR STABILITY OF EMPLOYMENT AND STEPS ONE (1) AND
FOUR (4) OF INSTALLATION AND ADMINISTRATION.
WHEREAS, on September 20, 1%3, the City of Baytown entered into an agreement
with Griffenhagen-Kroeger, Inc. , management consultants, in order to obtain profes-
sional assistance and recommendations regarding the classification and compensation
of all City jobs and related matters ; and
WHEREAS, Griffenhagen-Kroeger, Inc. agreed to gather and analyze information
relating to the duties and responsibilities of all positions, to group them into
appropriate classes and to prepare a complete set of class specifications for use in
all personnel processes; and
WHEREAS, Griffenhagen-Kroeger, Inc, agreed to develop a compensation plan which
will provide for competitive rates in relation to the applicable labor markets and
appropriate relationships between the various classes of work; and
WHEREAS, Griffenhagen-Kroeger, Inc, has completed their report on the position
classification and salary recommendations and in order to give effect to this plan,
with the exception of recommendations hereinafter mentioned, the City Council hereby
adopts said plan; NOW, THEREFORE,
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF BAYTOWN:
Section 1: That henceforth, the "Classification and Salary Plans, Baytown,
Texas", as submitted by Griffenhagen-Kroeger, Inc. , are hereby adopted except for the
following deletions, to-wit:
"Recognition for Stability of Employment
Authorities in the field of personnel compensation differ on the necessity for
recognition of longevity of employment. Some say that longevity pay is contrary to the
principle of rewarding quality of performance and that the salary funds expended might
be better used in paying higher entrance salaries. Others point out the value of en-
couraging the retention of experienced employees after they have reached the maximum for
their class.
Since Baytown now has a form of longevity bonus and since stability of employment
is desirable, we are proposing a plan which we believe will provide maximum value to
both the City and its employees-:
1. Employees would qualify for the stability payment after serving in
City employment for a total of five years. At that time, they would
be eligible for 1/2 of 1% of their annual salary multiplied by the
number of years of service, or, 5 x 1/2% = 2-1/2%. By not recognizing
stability until after five years of service the City can avoid payment
to casual or short term personnel. Also, by that time a sufficient
sum will be built up to result in a substantial amount for the employee
who does remain.
2. For each additional year after five they would qualify for an additional
1/2 of 1% up to and including the tenth year. After the tenth year the
employee has usually identified himself sufficiently with the City and
is less likely to shift jobs. Therefore, after the tenth year, stabil-
ity payments would continue at the same rate as the tenth year.
3. We recommend that payments for stability be made in a single payment
on the December payroll to those who qualify and are actually in the
service on December 1. This should serve as an inducement to remain
with the City and will provide the money in an amount large enough to
be significant and at the same time of year when it will be particul-
arly appreciated.
4. Since, under the provisions of Article 1583-2 of the Texas Penal Code
fire and police employees are given longevity pay of $2.00 a month for
each year of service, only those receiving over $4800 a year would be
entitled to any additional payment under the plan being proposed here
for other City employees.
Installation and Administration
After adoption of the proposed salary plan, we recommend the following steps for
its installation and administration.
1. On the effective date of the plan, each employee then in the service
of the City will be adjusted to the new base rate for his class or to
the applicable growth step which is next higher in dollar value above
his current rate. However, if the increase produced by this formula
is less than 2-1/2% of his current rate, the employee's new rate shall
be adjusted to the next higher growth increment. If the application
of this procedure results in obvious inequities, the City Manager should
be authorized to take the necessary corrective actions.
4. On the regular payroll date closest to December 1 of each year, follow-
ing the adoption of the new salary plan, lump sum payments for stability
based on the number of years of service with the City shall be made in
accordance with the conditions stated in this report."
.INTRODUCED, REND and PASSED by the City Council this, the day of 1 ,
1%4.
C. L. Liggett, M.D. , Mayor
ATTEST:
� l d
Edna Oliver, City Clerk
APPROVED:
1 I Q
ICJ
Georg handler, City Attorney