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File #: O-11-21    Version: 1 Name:
Type: Ordinance Status: Adopted
File created: 3/30/2021 In control: Rules & City Government Committee
On agenda: 4/26/2021 Final action: 5/10/2021
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.
Sponsors: Dajuan K. Gay
Indexes: Rules and City Government Committee
Attachments: 1. O-11-21 First Reader, 2. O-11-21 Staff Report, 3. O-11-21 Fiscal Impact Note, 4. O-11-21 SIGNED

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