Title
Compensation of the Aldermen, Alderwomen, and City Manager - For the purpose of adjusting the compensation and allowances to be paid to the Aldermen and Alderwomen for the term of office commencing on the first Monday in December, 2021; and for adjusting the compensation to be paid to the City Manager.
Body
CITY COUNCIL OF THE
City of Annapolis
Ordinance No. O-11-21
Sponsor: Alderman Gay
Co-sponsored by:
Referred to:
Rules and City Government Committee
AN ORDINANCE concerning
Compensation of the Aldermen, Alderwomen, and City Manager
FOR the purpose of adjusting the compensation and allowances to be paid to the Aldermen and Alderwomen for the term of office commencing on the first Monday in December, 2021; and for adjusting the compensation to be paid to the City Manager.
BY repealing and re-enacting with amendments the following portions of the Code of the City of Annapolis, 2021 Edition:
Section 3.08.030
WHEREAS, on October 12, 2020, in accordance with the provisions of Article II, Section 4 of the Annapolis City Charter, the City Council appointed a Council Compensation Commission via the adoption of R-52-20 to review the compensation and allowances to be paid to the Mayor and Aldermen/Alderwomen during the terms of office commencing on the first Monday in December 2021, and compensation and allowances to be paid to the City Manager; and
WHEREAS, on February 8, 2021 pursuant to the Annapolis City Charter, Article II, Section 4(b)(2), the Council Compensation Commission submitted its report containing recommendations on compensation for the Mayor, Aldermen/Alderwomen and the City Manager; and
WHEREAS, on February 22, 2021, pursuant to the Annapolis City Charter, Article II, Section 4(b)(3), a public hearing was held regarding the Commission’s recommendations; and
WHEREAS, on March 8, 2021, pursuant to the Annapolis City Charter, Article II, Section 4(b)(3), the City Council accepted the Commission’s recommendations.
SECTION I: BE IT ESTABLISHED AND ORDAINED BY THE ANNAPOLIS CITY COUNCIL that the Code of the City of Annapolis shall be amended to read as follows:
Title 3 - HUMAN RESOURCES
CHAPTER 3.08 - EXEMPT SERVICE
3.08.030 - Salary.
A. 1. For purposes of setting annual salaries, the following positions in the exempt service are assigned grades in the City's pay plan as indicated:
|
Position |
Grade |
|
Executive Office Associate |
A10 |
|
Recruitment/Employee Relations Administrator |
A15 |
|
Communications Officer |
A15 |
|
Deputy Fire Chief |
F18 |
|
Human Resources Manager |
A19 |
|
Director of Transportation |
A20 |
|
Deputy City Manager for Resilience and Sustainability |
A20 |
|
Director of Recreation and Parks |
A20 |
|
City Attorney |
A20 |
|
Assistant City Attorney |
A18 |
|
Attorney I |
A14 |
|
Attorney II |
A16 |
|
Director of Finance |
A20 |
|
Director of Planning and Zoning |
A20 |
|
Constituent Services Officer |
A14 |
|
Community Services Specialist |
A10 |
|
Community Engagement Administrator |
A14 |
|
Administrative Assistant |
A8 |
|
Assistant City Manager |
A14 |
|
Public Information Officer and Quartermaster |
A12 |
|
Fire Chief |
F20 |
|
Police Chief |
P20 |
|
Police Major |
P18 |
|
Police Captain |
P17 |
|
Director of Public Works |
A20 |
|
Economic Development Manager |
A17 |
|
Development/Events Specialist |
A12 |
|
Chief of Staff |
A16 |
|
Director of the Office of Emergency Management |
A20 |
|
Management Information Technology Manager |
A19 |
2. The salary of the Mayor for the term of office commencing on the first Monday in December, 2017, shall be an annual salary of ninety-eight thousand dollars and an entitlement to the benefits afforded to the City's exempt service employees.
3. The salary of each Alderman and Alderwoman for the term of office commencing on the first Monday in December, 20172021, shall be an annual salary of fifteen thousand dollars INCREASED BY THE PERCENTAGE OF THE CONSUMER PRICE INDEX (CPI), AS CALCULATED FOR THE 12-MONTH AVERAGE ANNUALLY FOR THE WASHINGTON-BALTIMORE METROPOLITAN AREA. IN YEAR TWO OF THEIR TERM, THE ANNUAL SALARY SHALL FIRST INCREASE BY $1000, THEN INCREASE BY THE CPI RATE AS DESCRIBED IN YEAR ONE. IN YEAR THREE, THE ANNUAL SALARY SHALL FIRST INCREASE BY AN ADDITIONAL $1000, THEN INCREASE BY THE CPI RATE AS DESCRIBED IN YEAR ONE. IN YEAR FOUR, THE ANNUAL SALARY WILL FIRST INCREASE BY AN ADDITIONAL $1000, THEN INCREASE BY THE CPI RATE AS DESCRIBED IN YEAR ONE. Each Alderman and Alderwoman shall be afforded an annual allowance of one thousand five hundred dollars $2,000 to be used exclusively for expenses related to the performance of usual and customary constituent services; such expenses may include supplies for town halls and constituent outreach, education, and training. Aldermen and Alderwomen shall participate in the Maryland State Retirement and Pension System.
4. The salary of the City Manager shall be:
i. Salary and Performance Reviews. A base salary for the City Manager ranging from one hundred thirty thousand dollars to one hundred eighty thousand dollars per year, with incremental increases based upon annual performance reviews conducted by the Mayor. The initial base salary shall be fixed within the provided range based upon the City Manager's education and employment experience. The annual performance review shall be based upon criteria established in advance by the Mayor in consultation with the Manager of Human Resources. The base salary and increments shall be subject to cost of living increases (COLAS) every two years, based uponCOMMENSURATE WITH COLAS awarded to other City exempt service employees during the two-year period. The City Manager's compensation shall be subject to reduction to the same extent as other City exempt service employees, including reductions based upon furloughs or similar actions.
ii. Benefits. The City Manager is entitled to receive the same benefits as other City exempt service employees, including but not limited to inclusion in the City's health care and retirement plans, in which the City and the employee contribute in the same proportion as other City exempt service employees.
iii. Allowances. The City shall provide the City Manager with a City vehicle, or additional compensation to reimburse the use of a personally-owned vehicle.
iv. Severance Pay. Three months' severance pay of salary if a City Manager has been removed from the position without cause, but there shall be no severance pay if the removal is for cause. Grounds for removal that constitute cause shall be 1) conviction of a felony or a crime of moral turpitude; or 2) malfeasance or misfeasance in office.
B. Salary raises for the list of positions included in the table in Section 3.08.030A.1:
1. Shall be justified by a performance evaluation by the City Manager or the Mayor, whichever is the Appointing Authority, that exceeds the minimum requirements for the position and shall be entirely at the discretion of the City Manager or the Mayor, with the exception of those positions listed in Subsection (B)(2) of this Section;
2. Shall be justified for the following positions by a performance evaluation by the Department Director that exceeds the minimum requirements for the position:
i. Deputy Fire Chiefs
ii. Police Captains
iii. Police Major
iv. Recruitment/Employee Relations Administrator
v. Assistant City Attorney
vi. Attorney I
vii. Attorney II
viii. Public Information Officer and Quartermaster
ix. Economic Development Manager.
3. May not be awarded to an individual more frequently than once per year;
4. May not be for an amount exceeding one pay step in the grade range for the position as set in Subsection (A)(1) of this Section;
5. May not cause an individual's salary to exceed the maximum salary of the assigned grade.
C. Longevity salary increases awarded to civil service employees shall not be a benefit of the exempt service.
D. A City employee appointed to a position specified in Subsection (A)(1) of this Section shall be provided pay as follows:
1. If the employee is appointed to a position in a higher grade, the salary shall be at a rate in the new pay grade which is at a minimum five percent higher than the employee's salary prior to promotion or shall be assigned to the minimum of the new grade, whichever is higher.
2. If the employee is appointed to a position in a lower grade or if the position is reclassified to a classification in a lower grade or if the employee's classification is reallocated to a lower grade, the employee's new pay shall be at a level within the new grade that is closest to and not lower than the level at which the employee was paid in the former grade. If the level at which the employee was paid in the former grade is more than the maximum pay for the new grade, the employee's new pay shall remain the same as the employee's pay in the former grade and the employee is not eligible for any form of pay increase unless or until the maximum pay in the new grade is increased to a level that exceeds the employee's pay.
E. The Mayor, City Manager, or Department Director, whichever is the Appointing Authority, may make an initial appointment at a salary greater than the first step of the assigned grade for positions that report to them. Appointments to the following positions do not require City Council approval and initial appointments may be made at a salary greater than the first step of the assigned grade subject to the availability of funding:
1. i. Administrative Assistant
ii. Assistant City Manager
iii. Executive Office Associate
iv. Chief of Staff
v. Communications Officer
vi. Constituent Services Officer
vii. Community Engagement Administrator
viii. Community Services Specialist
ix. Development/Events Specialist
x. Deputy Fire Chiefs
xi. Police Captains
xii. Police Major
xiii. Recruitment/Employee Relations Administrator
xiv. Assistant City Attorney
xv. Attorney I
xvi. Attorney II
xvii. Public Information Officer and Quartermaster
xviii. Economic Development Manager
F. The appointment and initial salary for the following positions is subject to confirmation by the City Council:
1. i. City Manager
ii. City Attorney
iii. Police Chief
iv. Fire Chief
v. Director of Transportation
vi. Director of Recreation and Parks
vii. Director of Finance
viii. Director of Planning and Zoning
ix. Director of Public Works
x. Director of the Office of Emergency Management
xi. Deputy City Manager for Resilience and Sustainability
xii. Human Resources Manager
xiii. Management Information Technology Manager
SECTION II: AND BE IT FURTHER ESTABLISHED AND ORDAINED BY THE ANNAPOLIS CITY COUNCIL that this Ordinance shall take effect at the beginning of the next City Council term.
EXPLANATION
CAPITAL LETTERS indicate matter added to existing law.
[brackets] indicate matter stricken from existing law.
Underlining indicates amendments