To provide a policy addressing the purpose of the City's Pay and Classification Plan.

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Ezra Mason
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1 HR-018 PAY AND CLASSIFICATION PLAN REVISED DATE: October 13, 2015 LAST REVISION: SEPTEMBER 14, 2015 PURPOSE: To provide a policy addressing the purpose of the City's Pay and Classification Plan. POLICY: The Pay and Classification Plan provides an inventory of regular positions in the City service as well as job descriptions for each class of employment, the allocation of each position to its proper class, and the policies and procedures governing the plan. A classification shall be established for each group of positions in which the degree of similarity in the duties and responsibilities warrant common treatment in the selection, appointment, compensation and other employment processes, with the same descriptive title being needed to designate all positions in the classification (class). Position descriptions for each classification include a title, a description of the nature of work and relative responsibilities of the position, examples of work which are illustrative of the duties of position, requirements of work in terms of knowledge, skills and abilities necessary for performance of the assignments, and a statement of minimum qualifications for recruitment. Each position will be assigned a job classification and an appropriate pay range. Classifications and pay ranges shall be listed in the City Pay and Classification Plan(s). An authorized regular position may not be filled until it has been classified into the Pay and Classification Plan by Human Resources. The Pay and Classification Plan is the foundation upon which all major phases of the personnel program are constructed and should be used as follows: 1. A guide in recruiting and evaluating candidates for employment. 2. To determine lines of promotions and developing an employee training program. 3. To determine the salary range for each position. 4. To provide uniform pay information which is understood by City officials, employees and the general public. 5. To assist in perfecting and revising organizational structure, clarifying lines of authority and affixing responsibility.

2 Human Resources shall be responsible for the proper and continuous maintenance of the Pay and Classification Plan so that it reflects a competitive market and organizational value for each City position. Human Resources shall also be responsible for developing position descriptions, revision of the existing position descriptions, and the abolishment of job classes that are no longer needed. Human Resources shall also be responsible for overseeing the proper updating of the listing of job classifications for PERC Certifications. PROCEDURE: Requests for position classification or reclassification may be initiated by a Department/Office Director or an incumbent employee when it is believed that a significant change in the duties of a particular position has occurred. Human Resources shall be responsible for reviewing all reclassification requests and completing necessary job audits to determine appropriate classification. If a suitable classification does not exist, Human Resources shall recommend the establishment of a new classification for inclusion in the Pay and Classification Plan. Positions covered under the Collective Bargaining Agreement are subject to the terms and conditions as outlined in the appropriate article. Attached are the Pay Grades and Titles for Non-represented classifications which is made up of those classifications, which include a separate pay plan for Public Safety Executive and Management classifications (except for Police and Fire Chief). Five bargaining unit contracts govern the pay and classification status of certain employees as decided by the Public Employee Relations Commission. These units include: 1. Supervisory 2. Professional 3. General 4. Police 5. Fire Contact Human Resources for copies of these bargaining unit agreements. Revised 10/01/2005; Revised 11/20/2006; Revised 01/03/2007; Revised 09/13/12, Revised 03/14/14, Revised August 19, 2014, Revised November 6, 2014, May 15, 2015

3 PAY RANGES AND TITLES Classification Pay Grade Minimum Maximum Administrative Assistant I 3 $ 40, $ 64, Legal Secretary 3 $ 40, $ 64, Administrative Assistant II 4 $ 42, $ 68, Budget and Procurement s Technician 4 $ 42, $ 68, Human Resources Technician 4 $ 42, $ 68, Volunteer s Officer 4 $ 42, $ 68, Paralegal 5 $ 45, $ 73, Public Relations and Design Coordinator 5 $ 45, $ 73, Telecommunications Coordinator 5 $ 45, $ 73, Accreditation Program Manager 6 $ 49, $ 78, Assessments Liens Officer 6 $ 49, $ 78, Chief Assistant To The Mayor 6 $ 49, $ 78, Economic Development Representative 6 $ 49, $ 78, Executive Assistant 6 $ 49, $ 78, Human Resource Analyst 6 $ 49, $ 78, Human Resources and Risk Management Data Analyst 6 $ 49, $ 78, Management Budget Analyst 6 $ 49, $ 78, Public Utilities Outreach Coordinator 6 $ 49, $ 78, Risk Management Analyst 6 $ 49, $ 78, Environmental Sustainability Coordinator 7 $ 52, $ 84, Financial Analyst 7 $ 52, $ 84, Human Resources Officer 7 $ 52, $ 84, Sr Human Resources and Risk Management Acct Analyst 7 $ 52, $ 84, Sr Management Budget Analyst 7 $ 52, $ 84, Assistant Parks and Athletics Manager 8 $ 56, $ 89, Collections Attorney 8 $ 56, $ 89, Municipal Prosecutor I 8 $ 56, $ 89, Procurement Contracts Officer 8 $ 56, $ 89, Program and Event Manager 8 $ 56, $ 89, Artspark and Cultural Affairs Division Administrator 9 $ 60, $ 96, Emergency Operations Coordinator 9 $ 60, $ 96, Grants and Special Projects Manager 9 $ 60, $ 96, Human Resources Administrator 9 $ 60, $ 96, Parking s Operations Manager 9 $ 60, $ 96, Procurement Manager 9 $ 60, $ 96, Public Information Manager 9 $ 60, $ 96, Special Projects Manager Community Development 9 $ 60, $ 96, Utilities Customer Manager 9 $ 60, $ 96, Budget Officer 10 $ 64, $ 102, Deputy City Clerk 10 $ 64, $ 102,953.72

4 Classification Pay Grade Minimum Maximum Fiscal Affairs Manager 10 $ 64, $ 102, Fire Rescue Business and Compliance Manager 10 $ 64, $ 102, Parks Manager Athletics and Parks 10 $ 64, $ 102, Parks Manager Recreation and Aquatics 10 $ 64, $ 102, Parks Manager Recreation and Aquatics 10 $ 64, $ 102, Municipal Prosecutor II 10 $ 64, $ 102, Accounting Systems Manager 11 $ 68, $ 110, Assistant Building Official 11 $ 68, $ 110, Assistant City Attorney 11 $ 68, $ 110, Budget Manager 11 $ 68, $ 110, Contract Compliance Officer 11 $ 68, $ 110, Corridor Redevelopment Manager 11 $ 68, $ 110, GIS Manager 11 $ 68, $ 110, Manager Communication and Support s 11 $ 68, $ 110, Planning Manager 11 $ 68, $ 110, Public Utilities Manager-UU 11 $ 68, $ 110, Public Utilities Manager-WTP 11 $ 68, $ 110, Public Utilities Manager-WWTP 11 $ 68, $ 110, Systems and Programming Manager 11 $ 68, $ 110, Chief Building Official 12 $ 73, $ 117, Division Director, Real Estate 12 $ 73, $ 117, Assistant Director, Planning 13 $ 79, $ 127, Assistant Director, Parks, Recreation & Cultural Arts 13 $ 79, $ 127, Assistant Director, Public Utilities 13 $ 79, $ 127, Assistant Director, Public Works 13 $ 79, $ 127, Division Director, General Accounting 13 $ 79, $ 127, Division Director, Procurement s 13 $ 79, $ 127, Division Director, Treasury 13 $ 79, $ 127, Economic Development Specialist 13 $ 79, $ 127, Assistant Director, Budget and Financial s 14 $ 85, $ 137, Assistant Director, Human Resources and Risk Mgmt. 14 $ 85, $ 137, Code Enforcement Manager 14 $ 85, $ 137, Deputy Director, Public Utilities Finance 14 $ 85, $ 137, Deputy Director, Public Utilities Operations 14 $ 85, $ 137, Deputy Director, Public Works/City Engineer 14 $ 85, $ 137, Public Safety Legal Advisor 14 $ 85, $ 137, Senior Assistant City Attorney 14 $ 85, $ 137, Senior Litigation Counsel 14 $ 85, $ 137, City Clerk 15 $ 92, $ 148, Director, Building/Chief Building Official 15 $ 92, $ 148, Director, Community and Economic Development 15 $ 92, $ 148,484.41

5 Classification Pay Minimum Maximum Grade Director, Human Resources 15 $ 92, $ 148, Director, Parking and Intergovernmental Affairs 15 $ 92, $ 148, Director, Labor Relations 15 $ 92, $ 148, Director, Parks Recreation and Cultural Arts 15 $ 92, $ 148, Director, Planning 15 $ 92, $ 148, Director, Public Affairs and Marketing 15 $ 92, $ 148, Chief Civic Affairs Officer 16 $ 100, $ 160, Chief Development Officer 16 $ 100, $ 160, Deputy, City Attorney 16 $ 100, $ 160, Director, Development s 17 $ 108, $ 173, Director, Information Technology 17 $ 108, $ 173, Director, Public Utilities 17 $ 108, $ 173, Director, Public Works 17 $ 108, $ 173, Director, Financial s 18 $ 116, $ 187, Fire Chief 18 $ 116, $ 187, Police Chief 18 $ 116, $ 187, Assistant City Manager - Finance & Administration 19 $ 126, $ 202, Assistant City Manager Public Safety 19 $ 126, $ 202, Assistant City Manager Sustainable Development 19 $ 126, $ 202,011.40

6 FIRE NON-REPRESENTED PAY PLAN Fiscal Year Effective October 1, 2014 (3.5% Adjustment and add Step 20) Years of Battalion Chief Fire Division Chief Deputy Fire Chief 9 $111, $117, $123, $117, $123, $129, $126, $132, $139, $128, $135, $141, Fiscal Year Effective October 1, 2015 (2.5% Adjustment, move Step 14 to Step 12 and move Step 19 to Step 15) Years of Battalion Chief Fire Division Chief Deputy Fire Chief 9 $114, $120, $126, $120, $126, $133, $129, $135, $142, $131, $138, $145, Fiscal Year Effective October 1, 2016 (2.5% Adjustment) Years of Battalion Chief Fire Division Chief Deputy Fire Chief 9 $117, $123, $129, $123, $130, $136, $132, $139, $146, $135, $141, $149, Fiscal Year Effective October 1, 2016 (Alternative Pay Plan) (3.0% Adjustment)

7 Years of Battalion Chief Fire Division Chief Deputy Fire Chief 9 $118, $124, $130, $124, $130, $137, $133, $139, $146, $135, $142, $149,747.16

8 POLICE NON-REPRESENTED PAY PLAN Fiscal Year Effective October 1, 2014 (3.5% Adjustment and add Step 20a which is 2.5% above Step 20) Years of Major Assistant Chief 15 $123, $129, $132, $139, a $135, $142, Fiscal Year Effective October 1, 2015 (2.5% Adjustment, move Step 15 to Step 13 and move Step 20 to Step 16) Years of Major Assistant Chief 13 $126, $133, $135, $142, a $139, $146, Fiscal Year Effective October 1, 2016 (2.5% Adjustment) Years of Major Assistant Chief 13 $130, $136, $139, $146, a $142, $149, Fiscal Year Effective October 1, 2016 (Alternative Pay Plan) (3.0% Adjustment)

9 Years of Major Assistant Chief 13 $130, $137, $139, $146, a $143, $150,481.24

CITY OF KETTERING, OHIO AN ORDINANCE. By: MR. KLEPACZ AND MRS. SCHRIMPF No

CITY OF KETTERING, OHIO AN ORDINANCE By: MR. KLEPACZ AND MRS. SCHRIMPF No. 4281-16 TO PROVIDE FOR THE TABLE OF ORGANIZATION, POSITION CLASSIFICATION PLAN, COMPENSATION PLAN AND PAY SCHEDULES AND RULES