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05 Staff Report - Management Compensation FY 2005-06c- a 40 P it P 4 34 T ftL C so" v A 9 4 fill 0211". ifti-iT FY M" A W 0 N ~7 ee a 16 ° 06 a . RESOLUTION Ot' THE TONAT-N ~OTJi .CI ':)l; .C V4 'fiJ `T .C S; C:IAITON, APPROVING TIIE v1ANAC LIB tiI: IB`C' `31 -NS 'CXON:'P RESOLVED, by the own C d~ or, Santa Qlara, State of California, that the :~T' li C) agpunj n : Q` nipen aficjz :`Plata t Fi ,c,a.[1 u Year 2C)() -2006, ace v ff which is attache,, ~1eret.0' 3s~ ~er~b a z~~~ T 3 pp • ;PASSED AND A-DOPD at a zxac t nie~~~~rrz~cei'l' a`~`tlie; s g ° t Los (ratos,,C'alifomiaa 2`{°t()~ L~~, the follotivina vote: ® :OUNCIL ,NENM ° ANES: . NAYS: AR ST ✓NT;~ a' AFB STAIN: ° SIGNED: 'LOS ATIES'l. C=LIRh' /\T)-.'VlU,\:ISTIR-- TOR OF TC MN. -C}E~' r_1;To; , ° LOS GATQS, CALTFORNITA, 717 9 L 9 4 A A 9 & X B' 17 - ' 171, UP A g "L Ojil f n . ' M SATION PLAN 'Fis6al Year 2... .R I 9 f R v V. A a ffi ~ L~ a .y IE Additionally, there are jdertti~aBre- diff~rerfO!! iii: °w, irk. requ remenfsi between Los Gatos managerraen't,.and'presumpt6vel~v comparable,posiiibnsi other agencies. These diffke~ ces: acRue' aqa bsP th'et setting z f' rate strictly on the basis of "prevailing avaqjp;, ~o~'t ~ c~egree~ p;oss if . rar e r will reflect consideration of the• valuet 61' pesiti'ong-., Thisi consideration will take intoi -account: 4if~bt:eoee5. and sMbi-ities► iia' positions, within the respective! to-ianagpm'en~.and: erg pi;oyee'jg z pt' gg,. 'The esfablishr ent and maiptena er ~Df r are gerrierit; ranges] ,shall bea guided by the principle that; 46, supekxisQr' shoufd' wce vei lesst compensation than their highest; paid subordilrate; if',' sii-nilar~ awotmy- of time is worked. The establishweAt;-and; adjust'mQo~~)f'-satar-,'rajROS[sfia be effected through resolution;-Ofrti e',T'oWr C,r~ur~ci9 A and B Ranges - All management, classes; shall' f avai YwQ ranl~ %r "''Ak" and "B". The ranges will. rreviwl,fpt `dssillr adji,stm'ers' to:~ e effective the first pay period in,: - eptembZr:, F''of' Ma Bement; 6rou I Il": the general or cost-of-living ad'ustwentst slAl. be, We. samei ass *oset ,granted to the employee associatiomi cepres ntibg,sworn. pmsiS'dm5.. Ran, 5qi adjustments also may be mad'erto: pt:evenl'':sa{ar.~n"compa'stionI and' e7asurer the objectives of this plan are,rnatnfafngt -ala r tge~ acid is 'rn; nts', 5txa apply to the ranges only for Qrdup:1'39~ 1',P&knAOrs, l ante: adj~sYn-u:nt'si may also be made in the evenf.af'mat-et ally, baege tobiassigpmemt's4. A Range - The "A" rmt q F :aRf?zdl ~ r~cr' ti ,level an'd' fol'fjr,~ qualified employees. Ti :ei 01 r.bmpn-MM, e p; Etatiartst rep ' a ~ which would normally be<associated'with'tliesekvels,4 Theta geNst- ito be used to initially' grant: at salary{ Lased' -onr -anticipaTed' performance level and, thegeafter td: recoqpiie &angest iii' such' Iperformance. The A ra1~ atll; h'av ; s, rea'cf ~fS rcf to top salary with no set' steps. They iiowestC salary,- ih: the, range, would be appropriate fbt ~aa amew emp€oy..eel who. minimally: satisTiest fob requirements. Theit'op Df: thei ranq:e-isi reserved; for, erplbyeesi Who perform alt the highest',(%el':tof . 1 Range - The "B" range is( designed' for those; emp*oyeesr vAc sei ® performance and value: fo; they Tegvn! clearty,, 'exceed: n©rmat° expectations. The tops safaq bt},any q'Nerr Q'13;" mrager °shall: exceed: the top salary of the A. "iangnr of'tli:O class fj,1'5,% (seq..App ndi~cr ~k). Placement in the ra'jge; Q ~orlti~ mf; ttpbri; tfi atisl C i of ;specific requirements and approvaI.'#t-l'o.vt~j Manager:, V-1 IN Salary Progressions Within Ranges, - Employees,. b'gth 9rppts; apidinnf; and during the course of heir,'7rtplt~;e al 1eevrni sale' amount not to exceed the maxtm.Lim; not their rangea Eb ployeest shallr r reviewed for salary increases al, such. ftes, 'ttEiei Town M'amager:' or- department head deems appropti,,rovid6d htrver;,tiaf;at! l ast.rn~ review will be conducted annllg., Managernent Group I and Grorapt R evacuations e'. s ed;ul'e',d; to. b'e,- completed in September of eaQfij. r;ear., Man'agen1ent; i;rdtipF I acid C'~dGi ! k salary range adjustments in Fi'dr51w+11 b'etfftreluus~ Auqust 28; 2005. The sole consi&&ation, in: fhet granting, et withfmttartge' ® salary adjustments shall be petformancet, Kanag~tmenft Grorapi III sacar$,' R range adjustments are effective) molar Lra 248ra} e'ct srstent~vt!itfii tie, Town) of l_os. Gatos Police Officers' Aswgtiatibn, Mof~nciwjidL4r4df'f J`r~d'er fbni dfi~, Salary adjustments for ernploye'es, bejowi 1hei 1'eveli cif,' Department H'ead', shad be made upon the recommend'atibry of tAe` DepatXmQnt;444e 1 ! ipif approval of the Town Manage',>, S:aiarj :a7dfustnierit9i fa ©.e0,86M. 11L' .Heads small be,.determ ned, and,.approveck b Kei`Fbwa Manage4., it is intended thaf incremental salaryia,$.i sti.iierntsjl)ea,r,a:.direct rel'atiocrs~ip to progress of the employee tmar~:6ttslying, p;~r or ric ~~expecta#ibr~ , Upon employment, the eniployeei and' llisXlttee srrper;v sor- shall deuolbpr a, progress plan including a deiiihiiion: ol~` pe4ormance7 goals„ scl~ adl ~ ~E' performance reviews, and o~rtliiie; bf. Vassibta; •wit< i6 rangpl adibslm itiv. Range adjustments average appro ci+n ely' ✓a'.f d u9tra n I Qbwt and' ® above this amount are permitta l skvitH4 parMefer8r est k~9is'h~'dl b~4 tli~ Town Manag r. While salauy~ adj ~strr~entst r~orrnaifjl~ ih~pl~~; i'r~creases,, reductions maybe made in insl'ances otim' rrsatisfactoryr'pe,rformance;, Prior, to being finalized, progress pYansi slaalLi' re.vibwod and iappros/ed; by, thei concerned Department Head orrTown,lAari;a~,tt`i'~'tl;Vei case!6TIDepart'm'ant- Heads. The To%vn Nlanggerc', 8Hz ill) ggtaqlis lhl~i_ paraui Ete,mr fbr' unplernentation and the salart~ rogres or , rkid~l~' es on, an anti uatbqsis,,, Labor Market Survey - Surveys a~gonpjos! nj!~Nfn~' up h'Q:labp('Mask~ti ~ shall be used as determined' appropGiatei 6T the S.MA Odr .County Employee Relations Service an0 Town Manager', Thei defermfna~ori; of.' position comparability shall take ahtb:, accou t' scWQi of.' responsibility;, functions supervised, staff mazer, ~Wgi.gt', Ond' relied{ factors.. Consideration will not be given; tp: Jf Qf m relati " tt~: irf tirr~'f e ts, Su fi' as performance length of servie, , [Od, competericY' 8uFp~~rrrer~t~f f~en-(4f%'g. shall be considered part of compensatibn-pard.,: ln:dr, fo; dtrair~e ,the► position of the Town's benefit' package' in r:el'ation fry thei lafwv markef6 benefit information shall arso! b*e; inclbded: in! •tbv. sorve,X,, af,. others' Municipalities. s aceptional Contribution Pay: - e; basics salbryr rarj9psr'N' arrd~ "V' aref ° designed to ensure that emplayees:have' r lpbfential. ft'ai aia l~r i i ; i~j internally justified, competitive:witi : sal i~ gsipa4~ V attXer age ivies,, atid~c P, should provide compensation; approplWett5 proc9irci~i at t-e• staGdardsr° established by the Town. 1t is: recog.pized',.Ihoweverr, tbatsatnea emp`l'oyee~ij imay mare an infrequent or "onei tir;nz-": sibni~ aet;-Coratrib;utiogfO[7ti~e, VVV which,exceeds expectations or.'jdb,.requirernenfs, ° 'The Exceptional Contribution. l Ray, Rrogfaraa (ECPP is,. clams'bned: ~ recognize and encourage thisi fyye; o#' G@ntribu€o'u,.. Tbca cOntri~utibri: cannot be within job expectatfgns: aeg~ tn.ust; r.osolf; i'rY an; i~1entif6lblbi effd' clearly recognized positive im)~atf; dr~-thoi Jiown~ 0461ha>;ity~ Such' ii npact must be definable in terms -of;'.dbirar, cost: reauctibnsi andZiDr; ocreased; productivity without additional: POstv.. Exarraples, ©f} indi~atgrs. f," sw~ , M contribution include the following:; ® Within the employee'sr a(ea, air' respoos~bilit~' lheret been a; Consistent, exceptionalfV.' ~igft Iev.Q); Of iuctiWi i vvl'th repeatia successful implementatiloRsr A' prpg,ress€vei and ---Dp to,-dafe ;operational and managerial.'sysfems, ° a !Employee initiates a seri6s 4i nua5vei:a roac sl for provi .magi Town services which result in, sfg ifican cOst savibgsi ~T,+itt~r reduction in service levef_. Employee develops proxjm' ffM Or°mattes,siaggies4ibnsiwl ichlrresult{i ° @gperational irrn roveir # { h~sX, W, n;4r! I; rea', e w iresfaoilsibility, ° !Employee develops a 1dgrarp',. syst'erri, ar.' p p rocedkor bitr, trls ' ' ;own initiative which rest"h a; measurabt6r, gnificao~ imprFov.ei emt: yin Town services or govrrt;t~f~all,e~fcieic F!CPP may be granted at ;An", t' bV- tl e; Towrl, ManagOV 0~~ ' recommendation by the emplege r!5. peen? tl JLfead. rn:.an ariounf not;f0 exceed --7-' , 3% of salary (iV axiinum; Brf?amge compensationi};.,.Arnouriati~; greater than " 3 r of base) sa'lary,, ma4 be: 'gTarnti5d: by,' `ther Tbwra; Council upon recommendation-of.{`the~Tbwrt Maraa'ge're. Vh.yrven-ftaalt fre*. ,made in a lump sum. ° ° 9 - 0 @ ~ w _ S E 10 die Town Manager shall be responsibler for' $,cr, ae uaT revif~;w. ~inflprop3;5ocf changes to the Management CompejzsatibnT. lhfi-,. SUPPLENF.- VTfAL BENEFITS a. El ibilit - Management emplbyees,wilf be' of gil?I,odor; erne it rQfi;'t#~ fir day of tl~e month following their` hir.oidake,,, With the exception of the Cash; Alloca~bz P'ro.~rarg'„ nog w4expended dol#ax, amoUmts associated with sele'cfec bane it : _ y~y.' 1J,Et di bursed'r To 5~ terminating employee. All benefit selections are subj~dfi tt -VmYe,-.an(?, ~dera~~cr'~e~, aeg~rlation~; and laws regarding employee) ll~ersefiN. and, tax) sfatwv.. X1'0; guarantee, is; made regarding the tax-exempt status: of,' aray- arad allkenefitspresented ow a selected except those allowed Bglaw,. m Benefit selections must e madei during; opercen,ca-llrne f Vo,changa way` be made after that time unless! suth')Aangesure: ar.result of'a) ~uaiifyIg:' event or are permitted by the -APplaw e. Public ~oyees Retimm a stEEM Th4t ,ovviit s;kj 11 cpN to, contract with PERS to provid t ~ 2,11~4a ; 51 reti iementprflgra)~~ fbr nan=, 1 safety management personnel arxt fbe; 3A at, 501 ietireroent: jprggram, ibe safety managementWsonnel, Vacation e • 'Management I - Accrual,Sche 'et 0 - 60 mos. 15 days per`ear ~l'.6 tirs~ pera+ ~ito~ • 61 - 120 mos. 20 days peqear SPA. 51 errs: per'pn.91 petiacty., 121 mos. & over 25 days Oer,`~ eat- • • Management II -Accrual Scheau1 ; 0 - 60 mos. 15 days per-year, firs: peri-pay, period). 61 -120 mos. 20 days pQr,~e r`'(6. 2'5i hrs:, ~er:`pa~ p'eriodY` 21 180 mos. 23 days er' e f ~7, ,Q8~ hrs~, peir'p~, pcrioO; : • $ mos & over 25 days per, year,`_;7~:irs; per, pay' period Management III - Accrual Schedbfo 0 - 36 mos. 10 days per'ynr',("Z.138'. h'rst per.-ay,'Veriodj,, 37 to 60 mos. 15 days } er'~rear, (kQ li;r , p r'pa~;. pe(:iod)~: ay gii ion: 61 to 120 mos. 20 days p ear, F `I , h~f per -pr 121 to 180 mos. 23 days perryear. ¢;..Q$l hrs, }er,'pa peciod~~ 181 mos. & over 25 days perryear.-~;,,,,-,T~(~90rs!per,'p .'periodj, 5, & 'The maximum vacation leave-accrual; sh f?'Be., 50Wba;jrs'• for' Manapm. emt: ° f and I The maximum vacation! leave, accruall tshalf be' 3444 IhQorl~ Management III. Accrual -of,' vacali&n- leaves s`l~oll1 eea wRffr . Ise ,maximum accrual level is reaE~csd'.. T&O Town, Plaroger -I a~;, thei a4hof; p, to establish vacation accrual ,r,-ales * riftl maWaW_rsi at they . el of! 6irifik# based upon experience and years:.Qf,'service, Vacation Cash-cut - Vacation, reaver:cashLouf! fox( ~iti~# r g 7 ~ tr rioupl and I I is permitted twice a year'ifaf R' pmt r' i;d,,lurie., 'To arrio.unt' fa h.el cashed out is limited to the aniouril;.accr?ued1, wu , Ill. M'anagersi arer eligible to cash out up to 40 hoursr of,vacation; l asgd',An: accruAresr of November 30t"_ Cash-out will beq pelid diarii ,q thermnfht of'DecieFWbgr. Personal Leave - Managemenf; 'roue+ll a~td~ L!; m to~S:, ar r efigib le; f6r:, maximum of forty- igf►t (48) o rsi prsc ri~u1: 1`eavei eacli. -eatL-nd'ar dear,, ff or Group I and Group 11 emplbyeea. persQP4 Lave, hasi po; cash: varue, may not be carried over from: year, f©: year, not, mayr,it! big cashed-Quf% Management Group Ill employees! ace, eli~i er fgrl , rraaxir> u rY ot''tvvontyi (20) hours of personal leave, Manag;eraer4 G~eu I; i' ay~f c isfi~ 3.u1?; e~'r personal leave at base pay if,' ifs It P.a used; L ly, %,ei e*d' ,oV PTbvmbe. 'Management Group Ill may- use: personal; !'eauet d'ultq ire. mnt Cff December; however, employeesi desiring; acs: receives cornpe`nsatbn' fbr those hours shall dog so ia: ronjijn-clion, wit)l kbggi arf ual (~s.V oirt; i November. Sick Leave - Sick leave accruesi iat Khei r=ates af' 9, us!! per monA .7.y. tours per pay period) with a 1'109' hogr.'accroal: limit fo~r.,Group, 11 and: GrGulpi F.' 11 Managers, and an I-IB0,.hour'.-accrual: fMK!for{15rQ;upilll 1Vlar+agers:. Sick' Leave a~~atrf I~i'a7~ageniet { roy;i:_vesj wfui forrnjheffet employment with the Town, may- casl'k arrtl tbeir accrued, siK leave, ass follows: 59 months of'service at ZS%.iDf'vOfuO 0 -119 months of service at 37'.&%jOf`vA 120 or more months of servicei~at;5a.%,of ~tafae- ° 'Management Group Ill employer may cas` ; bU lot 4bi hours, oft ° accumulated sick leave at rye n' 3t cemkte ' of eo fdj year, Management Qroup l ands lI' mays cash ut;Z:i'~ accr.e~' silk; (IEEav?jj twice a yearDecember or J.un,4-, pacsuanTrtq; %e: s-Ar AUei aboge., 6;i M In order to be eligible for tha s c1C~'I~aue ~as~u-out prog~am,F (~'FoBp Managers must maintain a silCKOe-ave. bafarace, of. at leasT: 1houz after, the annual cash-out. Group j 44l; artaIg.wN whq teref t t wif ; af sit #'c; leave balance of at least f f : t rYi .y; ca8kout; -ttie''r ntire► balaneel pursuant to the schedule above., xotip! III'Managers•who terwir4aTe with. ar sick leave balance of at least 20Q hours;may'caste'.-,oa;tlZeirlentirel balancer pursuant to the schedule above;. - 9 Sick-leave Conversion at_Refi'reml ErnpfggoSr hired[ ihToi arty.- iegular~j full-time Town position prior for N'overAer,, i6!,. 209.,, wha- retie ftorn' the' Town, may convert 900% of Ceivalue: oftb*eraccrtied' sidk:li~~ve foial-~dlhar: equivalent at their hourly rater .of' yayl~at Wer tiir~Q' -of, yofr nt'.. Th'i's'. amount shall be held in an ; qq out', tinder' 1110 -lcontroi, of,' 1hel TNwn'. The; account will not accrue interost'warA' Wj1l' ll be6 paid, ih: cash, tot the retiree: - or any beneficiaries. The employee~s portion: af.`thetll medicap payment shall be withheld from their montli~y~ retirement: payment by,, PFIRS►.. From • Lhe account established, the► Town will pay, tl4e refii:ee4 9uarterijr in.° advance, the retiree's portion! of medicO p M( raf~.' il ail: oriosr aro[ depleted from the account or ttii?,ketfroei dO,s-,, fiich~~Xer,' i eu first':, Tier retiree will be responsible fbr,' 10.011A of thei'r' sharer :of' hifi rec rnedicaF insurance payments once theiaceootit Ni ex€4austed. adtrnirtistrati beau - Upon a pro"vat oP l~9'sd lei;' QO~ar-l'ii e , H6~fd 4tir 6g tha Town Manager in the casct q#' 0006YOafri a adds,);,} SroNp: I. anti 81 i1nanagement employees arm •elib.Ni Q for up to.. 0 l ours► a4mintistrativel leave with pay per calendar, year}, Rd}b,4islrative; rave,` dfles; rat R accumulate from year to year, and; ma.y nof, bemasl~ed'.oi LAdministrative leave may be graVt~dl i-b rOcp'gnitbri; (0 extraordirlar~,6' work% hours by management pe(-qp'ijrie;l., 5pecitie, Pxamplesi include: unanticipated emergency situations;, extrLaordii ary-C'ouncibur, Comwissiov meetings, and extensive weekend'-or'everi0!q,uvo a Salary Adiustmeats For ManagewW-Errploye'esil C3ll Extertd'ed L'~ ire°I-, rnanagernent employee who Yst ext n~ 6e lave, 4omi hls/l err paSitioa due to sickness, disability; or ermpl'oyea-initiated, leave: without: pay, sTajua shall receive no salary adjustriient until, let'urnir"11iul&time;woiR.. Vacation or sick leave may bet x1s'.od, ft.. a~su , t.OtirWati' ri: oP joayrolf status in order to retain insuraPcei 1 ~a e%si under 6e: casli: al' cat%arr benefits program. Employees. wfta aro--@bsenT"frotR work,, dwel tcx a.work related disability shall not be, subjedtl fo! the., prouisibQ,. rabove; and'. Willi be. onsidered for a salary adust~merl::o:ierreular,~s'ohed'ril'e~ m s a sick leave during any period of nauthdrized, 4eave',r susp?nsIon: withouf'. ,pay, or leave without pay. XL - Contirtuation Of Benefits ManagemaemD employeest shaT coral>*bue, to- receive. fringe benefits so long' as, *oset emp#bgeesi to mi, ih -Qr #4 (bw nr `payroll a Disabili lnsuranoe -The T!N. a' n'NilI i'd~ a tor• a: S.ho,rf' ty , pro,v ~T.eYrm; isa'tV X, policy effective the 8th calendar d'ay,;,coverageraf Q`/&. of weekNleam. 105sr 'up to a maximum of $1,300&.eekIor,, 121,weeks;,. Long; Term, Disability benefits begin on the 91 st day,, ofI<d abilif, cbv,(~ragef at" 15.0,11 , of worth. I , earnings bpAo a Maximum,of.$~h£~fl0i'm`o., - r Life Insurance Management ~awptoyeesr shall. neceive+ Tcawn~ paid; lifei ;insurance coverage providing'covee-of ~$'50,a0Q trfei arRd $5D~,Qfl'~irdcc{c far, death benefit or equal to anrwjjl; safia y!, v fri 'li ►;~s{ fil er', Qdditibriar v 'life insurance may be purchas~e~ irY;~ecor'c#aricet~vith~~tie'rovvn~sa~ct'J-rren~ lift insurance carrier and relevant'J.R,S"4 regulations,,. Vision Plan: - Management emp byees! shatil: be enrGlli t im 'ei `f -own s, vision-care health plan (VSP Plan! R.- O.tn' a; $2.Q oa= airy., 'TherT mm: sh'all' pay for the employee-only cQora~,, At;own; cosfi,, ewpYoXees.kmay. enroll eligible dependents upon' hirea an4 alT-blankkepu5 g ® P. Employee Assistance Program, -''Mava~ernentr ewpl'ogei-_s! are, eli~;lbt'r i participate in the Town's emp`o s Xan e' ~a am, e, premi)jm; - shall be paid by the Tower d IL Cash Allocation E& Family Medical; l'rxsuranca Plao_ Effective January r 2004 VS-ba e ►n~er,'~~i, 2.Q M g Group I Managers. sfiO re aivei at:eas;ka7ccafov 6M. DTI! ~~nmonfh, ' Group li & Group ill manager-sitshail.reeetrera.-casl~:rall'oeatL'on: of .1 81 per month; v Management employees hii;oirf pr of `to' JQ`I r, N 2.0. 31 r~jaY~ -C~,Cms:ol €Q: receive up to $913 per math of, hei'vcash. all`ocatlou iw-c- as~;. w Management employees Hired ora, 0101y1 1',, 2803, ors later, jn. a,j use} they cash allocation for the pur&, asei ol'heneitsi-onY . I i I w ,EffMivO, „ummy 12945r Ty)-ana frill; -avQ*Oje ti Rj df a Cash Allocation P'lain,ot, a FanAY MedicaY'I M'nsurarrce l t as; ollQwsr Cash Allocation Plan All managers hired on or after~i'avebC';~, 2Q:r4.~11~ ret;ee~;.cas; allocation for benefits of $4;0 por,'rr~r Ftt~;; All managers hired beforea Rovembev IQ, 20044 shall' re~ej~ e.. of pa's'ha allocation for benefits of $9LU,ger."oMh.;; Managers participating in t% Ofan;may, weceive! tl etbenefif asLcash,. benefits which card be purchasoc-tlirof. @h thE) das6 ail©,cal'10apfav iIoclbdh medical, dental and vision insuranee.t t~esei berieTifst aoe. avail'ablei on a' pre-tax basis. If the premium cost of. the; health p'faw exceezs tl~e,7iowg contribution, the employee tbaal pain t royghk payroll, 6d'ggt~ ' #lle7 difference between the rno ti, V prernibm and fti4'w, o tpWpt %4 the Town, Arty ar ount received in cashi'is•faxa` fe. Ekprgyees! etecting tQ• receivp_; cash have the option of recei' fng papp, ,rat: ih Qeri first: Mo' rpVcfrec cs Of; .,each mgnth 3(twenty-foVr irpq13.; a' yQarj or,Uiget a1Xpa i~ J?e.wr.okif,,r,'and'. ,3 jne, 2mffv Medical Fr urance Managers shall receive ar ~4,2fFd per, nnionth. coofributiow Zowarf: monthiy health insurance pcen iumsa Wthel pwffl tmf costsi ex edkhet Town contribution, the managers6aH tb ro is payroll; d 3 r €:an'thet difference between the mnti + remiurn' and'ftie~ axnbtrnfi- onl?r1bta 'ed' by the Town, Tip employee Shall;forfeit.G~y,'t~;n~rsFioulh'e+`Tjor' contribution exceed jh cosh; of hey preen t i s:~ ,t. Deferred _Compensation The. Town, -will: offer° pro VIM odeferred: ;compensation to all Managers. g 9: APPENDIX A a MARAG€MENT COMPENSATION PLAN BI-WEEKLY SALARY SCHEDULE a B=MANGE MAXIMUM FY ? 2005-06 EFFEaTIVE 849-2-0,04 8728-2005 a GROUP 1 MANALG RS Felice thief 4 L,4 3,3 50,5 0P: Assistant Town Manager 5,8 i 1 1 ?;5,?55;c9 mrnunity Development Dire-Ote ~irectpr of Parks & Public Works 871_125;7G5:9fl Finance Director 871 1_125 4 _ Police Captain a 5,493,085,395-,---, Community Services Director 5.267,fi5~ 1 8-7- Human Resources Director 5.40x'.455 1#3 t Lbrary Director 5,2137,1;;5;1-653:87 gR0UP0 11 MANAGERS A,ssistant Commun fy Development Director 5.207 Management Information Systems Manager' Superintendent 4,838 .424;7-91-~9 `!'own Engineer a 52~7~154 r 9~ 53 Accounting Manager 4.138.814;05-7,64 Assistant Library Dire-16F 411 3.t31~: Clerk Administrator 4;438.81A,0-67.64 Economic Vitality Manager $ 4,138,814.-D57-:64 Administrative Pr_og ams N'an<3 srlarnLs GODF # RPA,C4 4_1:33 8144'57 :04 parks and Public Works Supervisor 4.133.&t4;Gla7- 4 Ac7immistratiye 5ewice6 Manager 4.138.814;t~5 4 GROUP III MANAGERS (A-Range Maxi muml A Police Sergeant: Effective Januaty 2, 2005 4385.47