Number
050456
Version
SUBSTITUTE 1
Reference
Sponsor
THE CHAIR
Title
A substitute ordinance to make uniform the rates of pay of offices and positions in the City service under the control of the Common Council of the City of Milwaukee.
Body
The Mayor and Common Council of the City of Milwaukee do ordain as follows:
Part 1. The uniform rates of pay of offices and positions in the City service under the control of the Common Council of the City of Milwaukee shall be as follows:
Section 1. Members of Boards and Commissions
Rates for Section 1 effective Pay Period 1, 2000 (December 26, 1999)
except for Pay Ranges 047 and 050
Pay Range 036
Official Rate-Biweekly
115.38
Commissioner of Election
Member, Standards and Appeals
Member, City Plan Commission
Pay Range 037
Official Rate-Biweekly
161.54
City Service Commissioner
Member, Board of Zoning Appeals
Pay Range 040
Official Rate-Biweekly
244.23
Member, Board of Review
Pay Range 041
Official Rate-Biweekly
253.85
Fire and Police Commissioner
Pay Range 047
Official Rate-Biweekly (Rate effective PP 1, 2005)
1,869.98
Administrative Officer, Board of
Zoning Appeals 1/
1/ To receive the same percentage increases as approved for management positions.
Pay Range 050
Official Rate-Biweekly (No increase for PR 050)
575.37
Physician, Fire
Physician, Police
Sec. 2. Management Employees.
Rates for Section 2 (2005 rates in effect for salary grades 001-020)
Note: In no case shall the salary of any City official exceed that of the Mayor.
Salary Grade 001
Official Rate-Biweekly
1,321.85 1,362.89 1,405.20 1,448.86 1,493.82 1,540.22
1,588.04 1,637.34 1,688.21 1,740.64 1,794.68 1,850.42
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Administrative Services Specialist 1/
Custodian Supervisor I
Executive Administrative Assistant I
Human Resources Assistant
Office Supervisor I
Pension Specialist
1/ For one position in the Sensitive Crimes Division of the Criminal Investigation Bureau of the Police Department, recruitment is authorized up to the third step.
Salary Grade 002
Official Rate-Biweekly
1,408.56 1,452.30 1,497.40 1,543.89 1,591.81 1,641.25
1,692.24 1,744.79 1,798.96 1,854.82 1,912.40 1,971.69
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Administrative Specialist
Auditor
Benefits Analyst
Building Maintenance Supervisor I
Building Services Supervisor
Claims Adjuster
Community Services Specialist
Disability Specialist
Document Services Supervisor
Emerging Business Analyst
Equipment Inventory Supervisor
Executive Administrative Assistant II
Financial Systems Analyst
Fiscal Research Analyst
Fiscal Review Analyst Assistant
Housing Construction Specialist
Housing Manager-Assistant
Housing Stores Supervisor
Labor Research Analyst
Legislative Research Analyst Assistant
Legislative Assistant
Loan Specialist
Management Accountant
Neighborhood Development Analyst
Network Coordinator-Assistant
Office Supervisor II
Payroll Coordinator
Pension Counselor
Printing Operations Supervisor
Project Control Analyst
Property Management Training Coordinator
Purchasing Agent
Research Analyst
Resident Liaison
Safety Specialist
Stores Assistant Supervisor
Vehicle Salvage Supervisor
Salary Grade 003
Official Rate-Biweekly
1,501.08 1,547.69 1,595.75 1,645.31 1,696.40 1,749.09
1,803.39 1,859.41 1,917.13 1,976.63 2,038.02 2,101.38
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Automotive Mechanic Supervisor I
Bookbinder Supervisor
Budget and Management Analyst
Chief Teller-Water
Computer Operations Coordinator
Delinquent Accounts Supervisor
Diversity Specialist
Housing Manager I
Human Resources Analyst
Human Resources Information Analyst
Inventory Supervisor
Labor Relations Analyst
Management Services Adjuster
Management Services Specialist
Occupational Health Nurse
Pension Specialist-Senior
Personnel Analyst
Pest Control Supervisor
Project Analyst
Sewer Examiner Supervisor
Trade Development Representative
Salary Grade 004
Official Rate-Biweekly
1,600.17 1,649.85 1,701.09 1,753.92 1,808.37 1,864.52
1,922.41 1,982.15 2,043.67 2,107.12 2,172.57 2,240.20
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Administrative Specialist-Senior
Area Maintenance Supervisor
Assistant Producer
Auditor-Senior
Benefits Analyst-Senior
Claims Adjuster-Senior
Community Outreach Liaison
Community Services Specialist-Senior
Disability Specialist-Senior
Emerging Business Analyst-Senior
Employee Assistance Coordinator
Employee Benefits Analyst
Environmental Specialist Supervisor
Equipment Operations Supervisor I 1/ 2/
Fire Dispatch Supervisor 3/
Fiscal Review Analyst Associate
Geographic Information Supervisor
Health Insurance Specialist 4/
Health Project Coordinator (Asthma)
Health Project Coordinator (CCR)
Health Project Coordinator (FIMR)
Health Project Coordinator (Lead)
Health Project Coordinator (Meta House)
Health Project Coordinator (READII)
Health Project Coordinator-Tobacco Use Prevention Program
Housing Construction Specialist-Senior
Housing Employment Coordinator
Housing Environmental Coordinator
Housing Manager II
Housing Programs Supervisor
Housing Project Expediter
Inventory Manager
Legislative Analyst
Legislative Research Analyst Associate
License Coordinator
Management Accountant-Senior
Meter Reader Assistant Supervisor
Meter Repair Assistant Supervisor 5/
Meter Services Coordinator
Microcomputer Coordinator-Senior
Neighborhood Development Analyst-Senior
Network Coordinator-Associate
Parking Enforcement Supervisor
Parks and Playgrounds Supervisor
Payroll Coordinator-Senior
Production Services Coordinator
Project Control Analyst-Senior
Purchasing Agent-Senior
Research Analyst-Senior
Safety Specialist-Senior 1/
Sanitation Supervisor 1/ 6/
Secretary, Board of Zoning Appeals
Street Repair Supervisor
Systems Analyst-Assistant
Technical Coordinator 5/
Technical Services Supervisor 1/
Telecommunications Analyst-Assistant
Tow Lot Assistant Manager
Urban Forestry Supervisor 1/
Water Distribution Supervisor I 5/
1/ The incumbents of positions in this class, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in snow and ice control operations which result in an excessive amount of overtime work, to receive 4.8% additional biweekly salary as compensation for such overtime work.
2/ To be appointed at a rate equal to that received by newly appointed Sanitation Supervisors, Salary Grade 004.
3/ Appointments to be made to the eighth step.
4/ Appointment shall be up to the fourth step at the discretion of the Commissioner of Health.
5/ The incumbents of positions in this class, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in emergency restoration of water service to affected customers which result in an excessive amount of overtime work, to receive $75 additional biweekly as compensation for such overtime work.
6/ Sanitation Supervisors to be appointed at the next step in Salary Grade 004 that is equal to or above the maximum rate paid to the Operations Driver/Worker classification. This rate shall be calculated on the basis of an 8.8 hour work day for the Operations Driver/Worker. Once appointed, subsequent salary adjustments for Operations Driver/Worker shall not result in further adjustment to the rate paid to Sanitation Supervisors. This amount may, however, be modified as a result of future across-the-board adjustments granted to management.
Salary Grade 005
Official Rate-Biweekly
1,705.72 1,758.70 1,813.29 1,869.60 1,927.66 1,987.51
2,049.25 2,112.87 2,178.46 2,246.12 2,315.86 2,388.14
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the program's guidelines as administered by the Department of Employee Relations.
Accounting Systems Specialist
Automotive Mechanic Supervisor II 1/
Bridge Operator Supervisor
Budget and Management Analyst-Senior
Building Maintenance Supervisor II 2/
Chief Chemist-Water Plant
Claims Adjuster Specialist
Community Services Coordinator
Compliance Analyst
Customer Services Specialist
Delinquent Tax Collection Specialist
Diversity Specialist-Senior
DPW Customer Service Supervisor
DPW Inventory and Purchasing Coordinator
Employee Benefits Analyst-Senior
Enforcement and Training Manager
Enterprise Community Grant Coordinator
Field Operations Inspection Specialist
Fleet Maintenance Supervisor
Health Center Administrator
Health Program Monitor
Housing Construction Supervisor
Housing Manager III
Housing Rehabilitation Coordinator
Human Resources Analyst-Senior
Human Resources Information Analyst-Senior
Injury and Violence Prevention Program Coordinator
Labor Relations Analyst-Senior
Lead Project Coordinator (CDBG)
Lead Project Coordinator (LDG)
Lead Project Coordinator (POEP)
Legislative Library Manager
Machine Shop Supervisor
Management Accounting Specialist
Mechanical Maintenance Supervisor
Medical Assistance Outreach Coordinator
Meter Reader Supervisor
Meter Repair Supervisor 3/
Nutritionist Coordinator
Occupational Health Nurse-Senior
Pension Counseling Supervisor
Permits and Communications Specialist
Personnel Analyst-Senior
Printing and Stores Supervisor
Procurement Specialist
Program Monitor
Public Information Coordinator
Records and Forms Specialist
Rent Assistance Supervisor
Rental Rehabilitation Specialist
Revenue Collection Specialist
Sewer Maintenance Program Manager
Sewer Operations Supervisor
Site Improvement Specialist
Street Operations Supervisor
Systems and Project Manager
Telecommunications Specialist
Tobacco Control Program Coordinator
Training and Development Specialist
Vital Statistics Supervisor
Water Claims Specialist
Water Marketing Specialist
1/ The incumbents of positions in this class, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in snow and ice control operations which result in an excessive amount of overtime work, to receive 4.8% additional biweekly salary as compensation for such overtime work.
2/ One position to be studied for proper classification and pay allocation when vacated by current incumbent, James Kotras.
3/ The incumbents of positions in this class, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in emergency restoration of water service to affected customers, which results in an excessive amount of overtime work, to receive $75 additional biweekly as compensation for such overtime work.
Salary Grade 006
Official Rate-Biweekly
1,817.85 1,874.29 1,932.48 1,992.50 2,054.38 2,118.16
2,183.94 2,251.74 2,321.69 2,393.77 2,468.09 2,545.23
Accountant III
Architectural Services Specialist
Assistant Principal Planner
Auditing Specialist
Budget and Management Analyst-Lead
Building Construction Inspection Assistant Supervisor
Building Maintenance Assistant Manager
Building Services Manager 1/
Code Enforcement Assistant Supervisor
Community Housing and Preservation Manager
Community Lead Program Manager
Computer Operations Supervisor
Contract Compliance Officer
Contract Liaison Officer
Economic Development and Media Specialist
Economic Development Specialist
EDP Auditor
Election Services Manager
Electrical Inspection Assistant Supervisor
Electronic Technician Supervisor 2/
Environmental Health Supervisor
Environmental Health Field Supervisor
Environmental Policy Analyst
Equipment Inventory Manager
Equipment Operations and Training Manager 1/
Financial Systems Analyst-Senior
Financial Systems Specialist
Fiscal Review Analyst-Senior
GIS Developer
Grant Monitor
Health Communication Officer
Housing Evaluation Supervisor
Information Management Analyst
International Economic Development Manager
Internet Services Coordinator
Inventory Services Manager
Investments and Financial Services Specialist
Community Lead Program Manager
Labor Relations Specialist
Landlord Training and Development Manager
Legislative Representative
Legislative Specialist
Legislative Research Analyst-Senior
Management Accounting Specialist-Senior
Management and Accounting Officer
Neighborhood Development Specialist
Network Coordinator-Senior 3/
Nuisance Control Supervisor
Parking Citation Review Manager
Parking Enforcement Assistant Manager
Pension Accounting Specialist
Personnel Analyst-Lead
Personnel Officer
Plan Examination Assistant Supervisor
Plumbing Inspection Assistant Supervisor
Police Payroll Supervisor
Procurement Administrator
Producer
Program Manager
Public Relations Supervisor
Real Estate Specialist
Residential Rehabilitation Supervisor
Revenue and Financial Services Assistant
Safety Supervisor 1/
Sanitation Shop Supervisor 1/
Sanitation Survey Coordinator 1/
Security Manager
Senior Housing Manager
Staff Assistant
Systems Analyst-Associate
Telecommunications Analyst-Associate
Telecommunications Supervisor
Utilities Services Liaison 4/
Veterinarian
Water Billing Services Supervisor
Water Communication Center Supervisor
Water Distribution Supervisor II 5/
Water Maintenance Manager
Water Research Chemist
1/ The incumbents of positions in this class, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in snow and ice control operations which result in an excessive amount of overtime work, to receive 4.8% additional biweekly salary as compensation for such overtime work.
2/ Recruitment may be up to the fourth step.
3/ One position to be paid at Salary Grade 008 rates while held by Kimberly Berry.
4/ One position to be paid at Salary Grade 008 rates while held by William Van Clief.
5/ The incumbents of positions in this class, if certified by the Commissioner-Public Works as being, when appropriate, regularly involved in emergency restoration of water service to affected customers which results in an excessive amount of overtime work, to receive $90 additional biweekly as compensation for such overtime work.
Salary Grade 007
Official Rate-Biweekly
1,937.79 1,997.96 2,060.00 2,123.97 2,189.93 2,257.93
2,328.04 2,400.33 2,474.87 2,551.73 2,630.96 2,712.75
Accounting Supervisor
Auditor-Lead
Automated Systems Supervisor
Budget and Policy Specialist
Building Maintenance Manager
Business Development Representative (MIS)
Certification and Salary Systems Administrator
Child Care Program Manager
City Payroll Specialist
Claims Adjuster Supervisor
Clinic Operations Manager
Common Council Committee Clerk
Communicable and Infectious Disease Program Supervisor
Communications Manager
Contracting Officer
Customer Services Supervisor
Data Communications Specialist
DCD Personnel Officer
Delinquent Tax Collection Supervisor
Document Services Manager
Economic Development Specialist-Senior
Environmental Health Technology Coordinator
Financial Services and Marketing Manager
Financial Systems Supervisor
Fire Dispatch Manager
Fire Equipment Repairs Supervisor
Fire Personnel Officer
FMIS Systems Analyst-Senior
Functional Applications Analyst 1/
General Accounting Manager
Health Personnel Officer
Healthcare Outreach Coordinator
Housing Production Manager
Human Resources Representative
Inspection and Records Manager
Labor Relations Representative
Laboratory Operations Manager
Lead Hazard Prevention Manager
Lead Staff Assistant
Legislative Fiscal Analyst-Lead
Library Branch Manager
Library Personnel Officer
Manager of Nursing Practice
Management Librarian
Management Services Analyst
Member Services Manager
Meter Repair Manager 2/
Parking Financial Manager
Plant and Equipment Repair Supervisor
Plant Automation Specialist
Principal Planner
Procurement Officer
Program Coordinator
Public Health Emergency Response Planning Coordinator
Public Health Nurse Supervisor
Public Relations Manager
Purchasing Agent Manager
Recruiting and Training Specialist
Recycling Specialist 3/
Revenue Collection Supervisor
Sanitation District Manager 3/
School Health Manager
Shop and Maintenance Supervisor 3/
Small Business Development Officer
Staff Assistant to the Council President
Staff Assistant to the Mayor
Staff Assistant to the Mayor-Senior
Staff Development Manager
Systems and Administration Supervisor
Systems Coordinator
Teen Pregnancy Prevention Program Manager
Tenant Selection and Certification Manager
Trade Development Representative-Senior
Urban Forestry Manager 3/
Water Quality Analyst
Water Security Manager 4/
Well Women’s Program Manager
WIC Program Manager
1/ Recruitment is authorized up to the eighth step of the salary grade.
2/ The incumbents of positions in this class, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in emergency restoration of water service to affected customers which results in an excessive amount of overtime work, to receive $90 additional biweekly as compensation for such overtime work.
3/ The incumbents of positions in this class, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in snow and ice control operations which result in an excessive amount of overtime work, to receive 4.8% additional biweekly salary as compensation for such overtime work.
4/ Recruitment may be at any step in the salary grade.
Salary Grade 008
Official Rate-Biweekly
2,064.86 2,128.99 2,195.11 2,263.28 2,333.53 2,406.01
2,480.71 2,557.74 2,637.17 2,719.07 2,803.51 2,890.69
Accounting Manager-City Development
Assistant Accounting Manager
Assistant City Payroll Manager
Assistant Grant Fiscal Manager
Automotive Mechanic Supervisor III 1/
Budget and Management Special Assistant
Building and Fleet Maintenance Manager
Building Code Specialist
Building Construction Inspection Supervisor
Business Operations Manager
Business Systems Coordinator
Central Maintenance and Support Services Manager
Code Enforcement Inspection Supervisor
Communications Policy Coordinator 2/
Community Information Services Coordinator
DPW Inventory and Purchasing Manager
Electrical Inspection Supervisor
Electrical Services Supervisor I
Emerging Business Enterprise Manager
Engineering Systems Analyst
Equipment Acquisition and Disposal Coordinator 1/
Fair Housing and Employment Manager
Fire Equipment Repairs Manager
Fiscal Officer
Fiscal Planning Specialist
GIS Developer - Senior
Greenhouse and Nursery Manager
Historic Preservation Officer
Information Management Analyst-Senior
Investments and Financial Services Coordinator
Land Development Officer
Legislative Coordinator
Legislative Research Supervisor
Maintenance Operations Manager
Management Electrical Engineer
Municipal Health Services Program Manager
Network Administrator
Nuisance and Environmental Health Manager
Pension Investment Analyst
Plan Examination Supervisor
Plumbing Inspection Supervisor
Project Manager 3/
Public Works Accounting Manager
Quality Assurance Coordinator 1/
Staff Assistant-Senior
Systems Analyst-Senior
Systems Security Administrator
Telecommunications Analyst-Senior
Tow Lot Manager
Water Distribution District Supervisor 4/
Water Meter Services Manager
Water Revenue Manager
Zoning Administration Supervisor
1/ The incumbents of positions in this class, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in snow and ice control operations which result in an excessive amount of overtime work, to receive 4.8% additional biweekly salary as compensation for such overtime work.
2/ Recruitment is authorized up to the seventh step of the salary grade.
3/ Recruitment is authorized up to the eighth step of the salary grade.
4/ The incumbents of positions in this class, if certified by the Commissioner-Public Works as being, when appropriate, regularly involved in emergency restoration of water service to affected customers which results in an excessive amount of overtime work, to receive $100 additional biweekly as compensation for such overtime work.
Salary Grade 009
Official Rate-Biweekly
2,201.75 2,270.15 2,340.64 2,413.30 2,488.23 2,565.52
2,645.18 2,727.32 2,811.99 2,899.33 2,989.34 3,082.34
Accountant IV
Business Finance Manager
Business Operations Manager-Health
Commercial and Residential Rehabilitation Manager
Community Services Manager
Consumer Environmental Health Manager
Council Records Manager
Data Base Analyst
Diversity and Outreach Officer
Economic Development Marketing Manager
Economic Development Policy Coordinator
Epidemiologist
Functional Applications Analyst-Senior 1/
Grant Compliance Manager
Healthcare Access and Services Manager
Home Environmental Health Manager
Human Resources Coordinator
Information Systems Auditor-Senior
Infrastructure Support Services Manager
Labor Relations Officer
Librarian V 2/
Library Business Operations Manager
License Division Assistant Manager
Maternal and Child Health Division Manager
Mayor’s Liaison Officer
MIS Financial Officer
Neighborhood Development Manager
Network Systems Integrator
Operations and Dispatch Manager 3/
Permits and Communications Manager
Port Finance Officer
Port Operations Supervisor
Public Relations Officer
Publications and Information Manager
Redevelopment and Special Projects Manager
Research Services Specialist
Sewer Services District Manager
Special Assistant to the City Attorney
Special Assistant to the City Treasurer
Special Assistant to the Comptroller
Staff Assistant-Manager
Street Repair District Manager
Supervising Assessor Assistant
Systems Analyst-Lead
Vector and Nuisance Control Manager
Water Plant Automation Manager
Water Plant Operations Manager-North
Water Plant Operations Manager-South
1/ Recruitment is authorized up to the eighth step of the salary grade.
2/ One position of Librarian V which functions as Circulation Manager for the Milwaukee Public Library System and the Milwaukee County Federated Library System to be studied for possible downgrading if the position's responsibilities are diminished through loss of funding from the Milwaukee County Federated Library System.
3/ The incumbents of positions in this classification, if certified by the Commissioner of Public Works as being, when appropriate, regularly involved in snow and ice control operations which result in an excessive amount of overtime work, to receive 4.8% additional biweekly salary compensation for such overtime work.
Salary Grade 010
Official Rate-Biweekly
2,346.43 2,419.29 2,494.45 2,571.87 2,651.74 2,734.10
2,818.99 2,906.54 2,996.79 3,089.84 3,185.77 3,285.05
Accounting Manager
Alderman 1/
Assistant Court Administrator
Auditing Manager
Business Systems Supervisor
Central Services Manager
Data Services Manager
Electrical Services Manager
Electrical Services Supervisor II 2/
Environmental Scientist
Fiscal Planning Specialist-Senior
Fiscal Review Manager
Grant-in-Aid Fiscal Coordinator
Legislative Coordinator-Senior
Long Range Planning Manager
Network Manager
Operations and Maintenance Manager
Parking Enforcement Manager
Planning Administration Manager
Public Debt Specialist
Revenue and Financial Services Specialist
Section 8 Program Manager
Sewer Services District Manager-Senior
Special Assistant to the Mayor
Telecommunications Engineer
Traffic Signal Manager
Water Accounting Manager
l/ At the commencement of the 2004 term of office, the salary for members of the Common Council (Aldermen) was placed at the eighth step of the salary grade based on rates in effect at the commencement of the 2000 term ($2,525.60 biweekly; $65,665.60 annually). Effective Pay Period 10, 2005, the salary rate for Aldermen was placed at the fifth step of the salary grade in effect at the commencement of the 2004 term ($2,587.06 biweekly; $67,263.56 annually). Effective Pay Period 10, 2006, Aldermen shall advance to the sixth step of the salary grade in effect at the commencement of the 2004 term ($2,667.41 biweekly; $69,352.66 annually). Effective Pay Period 10, 2007, Aldermen shall advance to the seventh step of the salary grade in effect at the commencement of the 2004 term ($2,750.23 biweekly; $71,505.98 annually). The foregoing rates and pay step progression are authorized and provided for in s. 350-100 of the Milwaukee code of ordinances.
At the commencement of the 2004 term of office, the salary of the Common Council President was placed at the twelfth step of the salary grade based on rates in effect at the commencement of the 2000 term ($2,854.49 biweekly; $74,216.74 annually). Effective pay period 10, 2005, the salary of the Common Council President was placed at the ninth step of the salary grade in effect at the commencement of the 2004 term ($2,923.70 biweekly; $76,016.20 annually). Effective Pay Period 10, 2006, the rate of the President shall advance to the tenth step of the salary grade in effect at the commencement of the 2004 term ($3,014.48 biweekly; $78,376.48 annually). Effective Pay Period 10, 2007, the rate for the President shall advance to the eleventh step of the salary grade in effect at the commencement of the 2004 term ($3,108.07 biweekly; $80,809.82 annually). The foregoing rates and pay step progression are authorized and provided for in s. 350-100 of the Milwaukee code of ordinances.
2/ The employee in this title who is designated to hold the Type C Contractors Electrical license for the City in the Buildings and Fleet Division shall receive an additional $120.00 per pay period.
Salary Grade 011
Official Rate-Biweekly
2,501.58 2,579.27 2,659.36 2,741.91 2,827.08 2,914.86
3,005.39 3,098.69 3,194.90 3,294.10 3,396.41 3,502.08
Administrative Services Manager
Associate Director
Bridge Maintenance Manager
Budget and Management Reporting Manager
Budget and Policy Manager
Building Construction Inspection Administrator
Business Systems Manager
Chief Operations Officer
City Economist
City Payroll Manager
COMPASS Project Policy Director
Data Base Administrator
Disease Control and Prevention Manager
Electrical Services Manager-Senior
Employment Manager
Environmental Policy Coordinator
ERS Financial Officer
Executive Director-Deferred Compensation Board
Finance and Planning Manager
FMIS Project Manager (Application Specialist)
GIS Developer - Project Leader
Information Systems Manager-ERS 1/
Information Systems Manager-MPD
Information Technology Manager-MFD
Insurance Risk Administrator
Legislative Fiscal Manager
Legislative Reference Bureau Manager
License Division Manager
Marketing Development Services Manager
Police Budget and Administration Manager
Police Department Personnel Administrator
Policy and Administration Manager
Port Marketing Manager
Procurement Manager
Public Works Personnel Administrator
Safety Director
Sanitation Area Manager
Supervising Assessor
Systems Analyst-Project Leader
Telecommunications Analyst-Project Leader 2/
Urban Development Manager
Urban Forestry District Manager
Vehicle and Equipment Repairs Manager
Water Business Manager
Water Plant Manager-North
Water Plant Manager-South
1/ One position filled by Jon Granger, to be paid at rates consistent with Salary Grade 014.
2/ Recruitment is authorized up to the ninth step of the salary grade.
Salary Grade 012
Official Rate-Biweekly
2,665.84 2,748.62 2,833.97 2,921.97 3,012.70 3,106.24
3,202.73 3,302.16 3,404.72 3,510.43 3,619.44 3,732.16
Applications Development Manager
Architectural Project Manager
Budget and Policy Manager-Senior
Chief Microbiologist
Chief Chemist
Chief Virologist
Election Commission-Executive Director
Enterprise Information Manager
Functional Applications Manager 1/
Housing Operations Manager
Human Resources Manager
Inspector of Police
Investments and Financial Services Manager
Legislative Fiscal Manager-Senior
Library Technical Services Manager
Management Civil Engineer-Senior 2/
Mechanical Engineer IV
Network Planning Manager
Permit and Development Center Manager
Sewer Services Manager
Structural Design Manager
Supervising Architect
Traffic Control Engineer IV
Water Distribution Manager
Worker’s Compensation and Safety Manager
1/ Recruitment is authorized up to the ninth step of the salary grade.
2/ Robert Rehm to be paid at Salary Grade 013 rates while occupying this position.
Salary Grade 013
Official Rate-Biweekly
2,841.16 2,929.38 3,020.37 3,114.16 3,210.83 3,310.56
3,413.33 3,519.33 3,628.59 3,741.30 3,857.46 3,977.91
Civil Engineer V
Deputy City Clerk
Electrical Engineer V
Electrical Services Operations Manager
Enterprise Systems Manager
Fleet Services Manager
Forestry Services Manager
Housing and Neighborhood Development Manager
Manager of Neighborhood and Extension Services
Policy Planning Coordinator
Sanitation Services Manager
Special Assistant-Water
Special Deputy City Treasurer
Street and Bridges Services Manager
Street Lighting Engineer
Traffic Control Engineer V
Water Quality Manager
Salary Grade 014
Official Rate-Biweekly
3,028.88 3,122.93 3,219.90 3,319.87 3,422.97 3,529.26
3,638.87 3,751.85 3,868.35 3,988.46 4,112.31 4,240.59
Accounts Director
Administration and Projects Manager
Chief Court Administrator
City Forestry Services Manager
Deputy Chief of Police
Employee Benefits Director
Employes' Retirement System-Deputy Director
Engineer in Charge
Facilities Manager
Financial Services Director
FMIS Project Director
Labor Negotiator
Legislative Liaison Assistant Director
Professional Services Manager (MIS)
Public Works Coordination Manager
Sanitation Operations Manager
Telecommunications Manager
Salary Grade 015
Official Rate-Biweekly
3,228.33 3,328.55 3,431.93 3,538.51 3,648.35 3,761.67
3,878.46 3,998.89 4,123.08 4,251.12 4,383.11 4,519.54
Administration and Control Director
Block Grant Director
Chief Assessor 1/
City Clerk 2/
City Purchasing Director
Deputy City Treasurer
Deputy Comptroller
Fire and Police Commission-Executive Director
Housing Management Director
Information Systems Manager
Manager of Central Library Services
Planning Director
Public Health Laboratories Director
1/ In the event that a position of Deputy Commissioner of Assessments or an equivalent is created, the classification of Chief Assessor shall revert back to Salary Grade 012.
2/ For additional salary information see Part II, Sec. 12 e (6) of this Salary Ordinance.
Salary Grade 016
Official Rate-Biweekly
3,440.82 3,547.69 3,657.84 3,771.43 3,888.54 4,009.29
4,133.77 4,262.16 4,394.50 4,530.94 4,671.64 4,817.39
Administration and Transportation Design Manager
Administration Deputy Director
Administrative Services Director
Assistant Chief of Police
Buildings and Fleet Superintendent
Chief Investment Officer 1/ 2/
Chief of Staff
Employee Relations Deputy Director
Employes' Retirement System-Executive Director 1/
Environmental Manager
Environmental Services Superintendent
Health Operations Director
Infrastructure Operations Manager
Milwaukee Economic Development Corporation Director
Municipal Judge 3/ 4/
Sanitation Services Superintendent
Supervising Engineer
Water Works Superintendent
1/ Recruitment may be at any step in the Salary Grade.
2/ Compensation may be at any step in the Salary Grade upon approval of the Employes' Retirement System-Executive Director and the Annuity and Pension Board.
3/ For reserve and substitute Municipal Judges effective January 1, 1996, the compensation rates shall be as follows: $40 per hour and $20 per half hour or a minimum of $110 per half day and $220 per full day of courtroom session, as established by Resolution #951153.
4/ For additional salary information see Part II, Sec. 12 e (6) of this Salary Ordinance.
Salary Grade 017
Official Rate-Biweekly
3,667.61 3,781.53 3,898.95 4,020.02 4,144.82 4,273.56
4,406.24 4,543.07 4,684.16 4,829.60 4,979.57 5,134.79
Budget Director (MMSD)
Budget and Management Director
Chief Information Officer
City Librarian
City Treasurer 1/
Comptroller 1/
Deputy Commissioner-City Development
Legislative Liaison Director
Municipal Port Director
1/ For additional salary information see Part II, Sec. 12 e (6) of this Salary Ordinance.
Salary Grade 018
Official Rate-Biweekly
3,909.46 4,030.85 4,156.03 4,285.06 4,418.14 4,555.34
4,696.80 4,842.63 4,993.01 5,148.05 5,307.89 5,473.11
Administration Director
Chief of Police
City Engineer
Commissioner-City Development
Commissioner-Building Inspection
Commissioner of Assessments
Deputy City Attorney 1/
Employee Relations Director
Fire Chief
Operations Division Director
1/ One position of Assistant City Attorney is to be vacant for each position of Deputy City Attorney that is filled.
Salary Grade 019
Official Rate-Biweekly
4,166.96 4,296.35 4,429.76 4,567.30 4,709.15 4,855.39
5,006.14 5,161.58 5,321.87 5,487.13 5,657.50 5,833.55
City Attorney 1/
Commissioner-Health
Commissioner-Public Works
1/ For additional salary information see Part II, Sec. 12 e (6) of this Salary Ordinance.
Salary Grade 020
Official Rate-Biweekly
4,441.34 4,579.24 4,721.45 4,868.06 5,019.21 5,175.08
5,335.78 5,501.47 5,672.30 5,848.43 6,030.06 6,218.13
Mayor 1/
l/ At the commencement of the 2004 term of office, the Mayor’s salary was placed at the tenth step of the salary grade based on rates in effect at the commencement of the 2000 term ($5,081.92 biweekly; $132,129.92 annually). Effective pay period 10, 2005, the Mayor’s salary was placed at the seventh step of the salary grade in effect at the commencement of the 2004 term ($5,205.64 biweekly; $135,346.64 annually). Effective Pay Period 10, 2006, the Mayor shall advance to the eighth step of the salary grade in effect at the commencement of the 2004 term ($5,367.29 biweekly; $139,549.54 annually). Effective Pay Period 10, 2007, the Mayor shall advance to the ninth step of the salary grade in effect at the commencement of the 2004 term ($5,533.95 biweekly; $143,882.70 annually). The foregoing rates and pay step progression are authorized and provided for in s. 350-100 of the Milwaukee code of ordinances.
(Note that for 2004, management Salary Grades 011-020 were frozen at 2003 rates of pay. However, starting
PP 10, 2005, the rates for Mayor were based on the“delayed” 2004 rates in effect as of PP 1, 2005 (in italics.)
Sec. 2a. Association of Municipal Attorneys.
Rates for Sec. 2a. effective Pay Period 1, 2006 (January 1, 2006)
(See Part II. Sec 14. for explanation of the pay plan for Assistant City Attorney)
Pay Range 148
Official Rate-Biweekly
Minimum Maximum
1,956.60 4,631.32
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate based upon the Program's guidelines as administered by the Department of Employee Relations.
Assistant City Attorney 1/ 2/
1/ One vacant position of Assistant City Attorney to be included at the maximum rate of Pay Range 148 for Patrick B. McDonnell, presently filling a position of Deputy City Attorney and one vacant position of Assistant City Attorney to be included at the maximum rate of Pay Range 148 for Linda Burke, presently filling a position of Deputy City Attorney.
2/ The City Attorney has sole discretion to hire an Assistant City Attorney at any point in the established pay range.
Sec. 3. Operations, Maintenance, Laboring, and related classes (District Council 48, AFSCME).
Rates for Sec. 3. effective Pay Period 1,2006 (January 1, 2006)
Pay Range 200
Official Rate-Biweekly
1,029.13 1,102.22 1,146.91 1,167.83 1,190.31
1,212.86 1,235.36 1,274.45
Community Services Aide
Custodial Nursing Assistant
Custodial Worker I 1/
1/ Effective August 7, 1988, the Custodial Worker I assigned on a regular basis at the Fire Department shall be paid an $8 per pay period premium contingent upon doing scrubbing and waxing.
Pay Range 205
Official Rate-Biweekly
1,110.20 1,186.41 1,235.36 1,261.10 1,286.85
1,312.52 1,355.13
City Laborer (Seasonal) 1/
Temporary Election Laborer 2/
Environmental Health Laborer (Seasonal)
1/ Employees represented by Local 61, LIUNA, in the Department of Public Works, Sanitation Division to be paid at the following biweekly rates while working in the Department of Public Works-Sanitation Division effective Pay Period 1, 2006: $1,097.57, 1,184.92, 1,237.34, 1,264.97, 1,292.47, 1,319.99 and 1,351.33.
2/ Incumbents are limited to the first step of the pay range.
Pay Range 210
Official Rate-Biweekly
1,180.65 1,261.10 1,286.85 1,312.52 1,341.78 1,381.61
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Urban Forestry Specialist Trainee 1/
1/ Recruitment is authorized up to the third step of the range.
Pay Range 215
Official Rate-Biweekly
1,289.45 1,315.13 1,344.38 1,370.87 1,414.07
Custodial Worker II-City Laborer 1/ 2/ 3/ 4/ 5/ 6/ 7/
1/ The incumbent of one position of Custodial Worker II-City Laborer in the Buildings and Grounds Division of the Police Department shall receive $5.00 biweekly additional, while assigned to the operation of the floor scrubbing machine.
2/ Effective August 7, 1988, incumbents shall receive an additional $10 biweekly while assigned to rubbish removal at the City Hall complex, provided the employee performed the assignment for at least five working days during the pay period.
3/ Employees permanently assigned to Branch Libraries of the Milwaukee Public Library System will receive an additional sixth step of $1,440.51 (2006).
4/ Effective Pay Period 3, 1998, positions in the Police Department will receive an additional one dollar ($1.00) per hour for each hour an employee works overtime plowing snow or salting.
5/ Effective March 31, 1997, Milwaukee Public Library Custodial Workers who are regularly assigned to the Central Library shall receive an additional twenty-nine cents ($0.29) per hour while assigned to the Automotive Services Unit as a back-up delivery driver to operate the delivery truck. Effective Pay Period 22, 2000, the additional twenty-nine cents ($0.29) per hour shall be increased to fifty cents ($0.50) per hour.
6/ Effective Pay Period 22, 2000, employees in this classification in the Maintenance Services Section of the Police Department shall receive a premium of $10 biweekly while assigned to and performing work on the wax crew.
7/ Effective Pay Period 17, 2001, one position employed in the Milwaukee Public Library and permanently assigned to the dock shall be eligible for an additional sixth step of $1,440.51 (2006).
Pay Range 220
Official Rate-Biweekly
1,302.27 1,329.76 1,357.62 1,385.80 1,429.79
City Laborer (Regular) 1/
Garage Attendant 2/ 3/ 4/ 5/
Tow Lot Attendant
1/ Employees operating air hammers for eight or more consecutive hours will be paid the same step in the Special Street Repair Laborer pay range.
2/ Garage Attendants in the Police Department, certified as Trackmeter Technicians, and regularly performing speedometer verification work, shall receive additional compensation of $15 on a biweekly basis.
3/ Effective Pay Period 3, 1998, positions in the Police Department will receive an additional one dollar ($1.00) per hour for each hour an employee works overtime plowing snow or salting.
4/ One position of Garage Attendant filled by Thomas Bigelow to be paid at rates consistent with Pay Range 230, so long as he occupies this title.
5/ Effective Pay Period 24, 2004, Garage Attendants employed in the Department of Public Works, Operations Division, when performing service calls and towing shall be paid at the pay rate of Pay Range 238, in lieu of being rolled up to the Truck Driver classification.
Pay Range 225
Official Rate-Biweekly
1,315.13 1,344.38 1,370.87 1,400.74 1,445.55
Boiler-Custodial Worker
Crew Leader
Special Street Repair Laborer
Pay Range 230
Official Rate-Biweekly
1,325.60 1,352.08 1,381.90 1,413.36 1,459.83
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Custodial Worker III
Hydrant Service Worker
Laborer (Electrical Services) 1/ 2/ 3/
Meter Shop Laborer
Sewer Laborer I
Special Pipe Yard Laborer
Special Service Laborer
Urban Forestry Laborer 4/
Water Distribution Laborer 5/
1/ An employee in the Recreational Facilities Division assigned to operate the small tractor loader/auger, will be paid at rates consistent with Pay Range 245 while actually operating this equipment.
2/ Effective Pay Period 26, 2003, when assigned to work on the pole rig crew, an employee in the Laborer (Electrical Services) classification shall be paid at the Special Laborer (Electrical Services) pay rate (Pay Range 245).
3/ One position filled by Wayne Johnson to be paid rates consistent with Pay Range 235.
4/ An employee in this classification who attains and maintains a certification by the State of Wisconsin for pesticide application will advance one step in the pay range. If at the maximum step, will advance one step to: $1,487.14 (2006).
5/ Auxiliary positions shall function as field investigator helpers on a year round basis on the second and third shift.
Pay Range 235
Official Rate-Biweekly
1,355.56 1,384.18 1,415.64 1,448.80 1,496.95
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Asphalt Worker 1/
Automotive Mechanic Helper
Boiler Operator
Bridge Laborer I
Building Maintenance Mechanic I 2/ 3/ 4/
Equipment Mechanic I 5/
Labor Crew Leader I
Maintenance Worker
Pipe Layer
Plant Mechanic I 6/
Tire Repair Worker I
Tow Lot Crew Leader
Traffic Sign Worker I
Vehicle Services Assistant 7/
Water Distribution Repair Worker I 8/
Water Maintenance Worker 6/
Water Plant Laborer 6/ 9/
Water Plant Operator I
1/ Effective Pay Period 9, 1993, employees in this classification shall not advance beyond step three without a Commercial Drivers License. The following employees to be paid at the biweekly rate of $1,432.18 for 2006: Mark Smith and Samuel Watkins. These employees will continue to receive general increases.
2/ Employees in the Maintenance Operations and Training Section of the Housing Management Division of the Department of City Development who are assigned to the second or third shift shall receive an additional $12.00 per pay period while assigned to nighttime troubleshooting responsibilities in public housing projects City-wide.
3/ Positions in the Police Department receive an additional $6.90 biweekly plus, effective Pay Period 22, 2000, the additional seventy-six cents ($0.76) per hour premium received by these employees when assigned to supervisory duties for a full shift shall be increased to one dollar ($1.00) per hour.
4/ Effective Pay Period 3, 1998, positions in the Police Department will receive an additional one dollar ($1.00) per hour for each hour an employee works overtime plowing snow or salting.
5/ One Equipment Mechanic I position in the Forestry Division who attains and maintains a certification from the State of Wisconsin for pesticide application will advance one step in the pay range. If at the maximum step, will advance one step to: $1,525.03 (2006).
6/ When an employee in this classification is assigned lead worker duties for a full shift, he or she shall receive an additional sixty-eight cents ($0.68) per hour.
7/ Effective Pay Period 24, 1995, the premium rate received by employees in this classification when assigned to supervisory duties for a full shift in the Police Department shall receive an additional fifty cents ($.50) per hour.
8/ Receives an additional $.25 per hour when assigned to the operation of the backhoe-endloader in the yard.
9/ While occupying this title, James Poster shall be paid an official biweekly rate consistent with his former title of Water Laborer Crew Leader under Step 5 of Pay Range 245.
Pay Range 238
Official Rate-Biweekly
1,370.94 1,400.15 1,431.64 1,465.01 1,514.35
Asphalt Plant Operator
Bridge Laborer II
Cement Finisher Helper
Heavy Equipment Lubricator
Mason Helper
Nursery Laborer 1/
Sewer Laborer II
Special Municipal Equipment Laborer 2/
1/ An employee in this classification who attains and maintains a certification by the State of Wisconsin for pesticide application will advance one step in the pay range. If at the maximum step, will be advanced one step to $1,542.78 (2006).
2/ This pay rate is in lieu of being rolled up to the Truck Driver classification and takes into account that 40 to 50% of time involves Tow Truck duties.
Pay Range 240
Official Rate-Biweekly
1,386.32 1,416.16 1,447.65 1,481.22 1,531.77
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Garage Custodian
Labor Crew Leader II 1/
Upholsterer I
Voting Machine Technician
Water Meter Technician I
1/ An employee in this classification who attains and maintains a certification by the State of Wisconsin for pesticide application will advance one step in the pay range. If at the maximum step, will be advanced one step to $1,560.55 (2006).
Pay Range 245
Official Rate-Biweekly
1,419.54 1,450.95 1,484.10 1,518.91 1,569.37
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Bridge Laborer Crew Leader
Equipment Mechanic II
Meter Shop Utility Worker
Parking Meter Technician
Pipe Yard Crew Leader
Sewer Crew Leader I
Special Laborer (Electrical Services)
Street Repair Crew Leader
Tire Repair Worker II
Traffic Sign Worker II
Utility Worker (Electrical Services)
Pay Range 247
Official Rate-Biweekly
1,483.59 1,516.77 1,551.88 1,590.40 1,644.98
Bookmobile Operator
Pay Range 248
Official Rate-Biweekly
1,436.46 1,469.60 1,504.74 1,543.28 1,597.81
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Building Maintenance Mechanic II 1/ 2/ 3/
Equipment Mechanic III 4/
Heating and Ventilating Mechanic I 3/
Sewer Crew Leader II
Sewer Examiner I
Truck Driver (Over 3.5 Tons)
1/ Employees in the Maintenance Operations and Training Section of the Housing Management Division of the Department of City Development who are assigned to the second or third shift shall receive an additional $12.00 per pay period while assigned to nighttime troubleshooting responsibilities in public housing projects City-wide.
2/ Positions in the Police Department receive an additional $6.90 biweekly plus, effective Pay Period 22, 2000, the additional seventy-six cents ($0.76) per hour premium received by these employees when assigned to supervisory duties for a full shift, shall be increased to one dollar ($1.00) per hour.
3/ Effective Pay Period 3, 1998, positions in the Police Department will receive an additional one dollar ($1.00) per hour for each hour an employee works overtime plowing snow or salting.
4/ Effective Pay Period 9, 1993, an employee in this classification in the Forestry Division who attains and maintains a certification by the State of Wisconsin for pesticide application will advance one step in the pay range. If at the maximum step, will advance one step to $1,627.90 (2006) biweekly.
Pay Range 249
Official Rate-Biweekly
1,439.43 1,473.74 1,510.30 1,551.28 1,609.14
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Facility Mechanic 1/ 2/
Plant Mechanic II 1/ 2/
Water Meter Technician II
1/ Effective Pay Period 4, 2002, employees in the Plant Mechanic II or Facility Mechanic classification who are assigned to fill in as a Water Treatment Plant Operator but who have not successfully completed the chemistry lab training, shall be rolled up to the Water Treatment Plant Operator classification during the time period they are working as a Water Treatment Plant Operator.
2/ Effective Pay Period 4, 2002, a Plant Mechanic II or Facility Mechanic who may be assigned to fill in and perform the duties of a Water Treatment Plant Operator and who has successfully completed the chemistry lab training shall advance one step or if at the fifth step shall advance to $1,655.03 (2006) biweekly. The pay rates in this paragraph are in lieu of receiving additional compensation or roll up pay for the time period when a Plant Mechanic II or Facility Mechanic is assigned to fill in as a Water Treatment Plant Operator. In order to retain the special biweekly rate noted in this paragraph, an employee must maintain their proficiency (by demonstration) in lab work.
Pay Range 250
Official Rate-Biweekly
1,453.44 1,488.25 1,525.43 1,567.67 1,626.26
Booster Station Operator
Sewer Field Investigator
Upholsterer II
Pay Range 252
Official Rate-Biweekly
1,473.96 1,508.05 1,545.19 1,587.48 1,646.00
Asphalt Repair Crew Leader
Heating and Ventilating Mechanic II 1/ 2/ 3/ 4/
Maintenance Technician I
Plant Mechanic III
Sewer Crew Leader III
Water Distribution Repair Worker II 5/
Water Distribution Tapping Specialist
Water Treatment Plant Operator 6/ 7/ 8/
1/ The premium rate received by employees in this classification when assigned to supervisory duties for a full shift in the Police Department shall be seventy-six cents ($0.76) per hour. Effective Pay Period 22, 2000, the premium rate received by employees in this classification when assigned to supervisory duties for a full shift in the Police Department shall be one dollar ($1.00) per hour.
2/ Police Department employees working in the design and installation of air handling systems will receive an additional sixth step of $1,689.47 (2006).
3/ Effective Pay Period 24, 1995, positions in the Police Department will receive an additional fifty cents ($.50) per hour for each hour an employee works overtime plowing snow or salting.
4/ Effective Pay Period 3, 1998, an employee appointed to this classification shall be recruited at the third pay step of the pay range provided the individual has an Associate degree in electronics, mechanical systems, computer technology, air conditioning and refrigeration or related HVAC/R and mechanical maintenance. Any current Heating and Ventilating Mechanics II who are at the first or second step of the pay range and who have one of the above listed Associate degrees shall advance to the third pay step of the pay range.
5/ Effective March 9, 1982, Water Distribution Repair Workers II shall receive a task rate equal to the difference in the hourly maximum salaries of the Water Distribution Repair Worker II and Water Distribution Chief Repair Worker when acting as Water Distribution Chief Repair Worker according to the guidelines outlined in the Milwaukee Water Works "Guidelines for Payment of Task Rate to (Water) Distribution Repair Worker II" dated November 19, 1981. Effective Pay Period 1, 2006 this differential is $3.93 per hour ($314.40 biweekly).
6/ Effective Pay Period 4, 2002, employees in this classification who have completed one year at the fifth step are eligible for a sixth step of $1,705.24 (2006) biweekly.
7/ Employees who were appointed to the Water Plant Operator I and Water Plant Operator II classification prior to January 22, 2002 and who are promoted to the Water Treatment Plant Operator classification, but do not meet all the qualifications of the Water Treatment Plant Operator classification shall be frozen at their biweekly rate in effect at the time of their promotion. Effective the next pay period following their attainment of all the qualifications, such employees shall advance to the next higher pay step at least $10 biweekly higher than their current pay rate.
8/ An employee whose promotion to this classification was effective prior to Pay Period 4, 2002 and who was at the sixth step of Water Plant Operator II prior to their promotion, shall continue to be paid at the sixth step of Pay Range 249, until such date on or after Pay Period 4, 2002 that they are eligible for advancement to the sixth step of Pay Range 252.
Pay Range 254
Official Rate-Biweekly
1,436.50 1,526.09 1,563.16 1,605.44 1,664.04
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program’s guidelines as administered by the Department of Employee Relations.
Equipment Mechanic IV
Field Investigator
Vehicle Services Technician 1/ 2/ 3/ 4/
1/ Employees appointed prior to June 1, 1989, with one year of service at the fifth step and employees appointed on or after June 1, 1989, who complete one year of service at the fifth step and have eight (8) current ASE Automotive Certifications shall be paid $1,695.47 (2006).
2/ Recruitment to be at the third step for personnel having completed the Automotive Mechanic apprenticeship training program.
3/ Effective Pay Period 24, 2004, Employees in the Department of Public Works, Operations Division, who have completed one year of service at the special 6th step and who obtain and maintain at all times the Automotive Service Excellence (ASE) Master Automobile Certification, shall be paid a biweekly rate of $1,754.81 (2006 rate). This certification consists of a series of tests given by the National Institute for Automotive Service Excellence (ASE). The Master Automobile Certification test currently consists of eight (8) certifications A1 through A8. If there are changes in the ASE program requiring additional certifications to maintain the ASE Master Automobile certification status, the employee must obtain and maintain those certifications to retain this pay rate.
4/ Effective Pay Period 24, 2004, individuals who have a current Automotive Service Excellence (ASE) Master Automobile certification at time of their regular appointment to the Vehicle Services Technician classification in the Department of Public Works, Operations Division, may be paid at the second step of the pay range. Effective Pay Period 24, 2004, employees in the classification of Vehicle Services Technician employed in the Department of Public Works, Operations Division, who obtain an ASE Master Automobile certification after their regular appointment to that classification and before they reach the 5th step of their pay range, shall advance to the next higher step of their pay range effective the next pay period following their submission of their ASE Master Automobile certification to the Department.
Pay Range 255
Official Rate-Biweekly
1,491.22 1,526.09 1,563.16 1,605.44 1,664.04
Lead Housing Maintenance Mechanic
Nursery Crew Leader
Urban Forestry Specialist 1/
Water Meter Specialist
1/ Effective Pay Period 24, 1995, incumbents in this classification who attain and maintain a certification by the International Society of Arboriculture as a Certified Arborist and/or a certification in Professional Grounds Management and/or certification by the State of Wisconsin for pesticide application will advance one step in the pay range. If at the maximum step, the employee will advance one step to $1,695.34 (2006).
Pay Range 258
Official Rate-Biweekly
1,503.48 1,539.48 1,579.08 1,623.23 1,704.81
Maintenance Technician II 1/
1/ An employee appointed to this classification shall be recruited at the third pay step of the pay range provided the individual has an Associate degree in electronics, mechanical systems, computer technology, air conditioning and refrigeration or related HVAC/R and mechanical maintenance.
Pay Range 260
Official Rate-Biweekly
1,515.69 1,552.83 1,595.07 1,641.13 1,705.24
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program’s guidelines as administered by the Department of Employee Relations.
Automotive Electrician 1/ 2/
Automotive Maintenance Mechanic 1/ 3/
Fuel Systems Technician 1/
Lead Equipment Mechanic 4/
Parking Meter Technician -Lead
Printer
Sewer Examiner II
Vehicle Services Technician-Heavy 5/ 6/ 7/ 8/
Water Plant Operator III
1/ An employee who completes one year of service at the fifth step and has met certain criteria established by the Department such as ASE subtests, MATC courses, and welder’s certification, shall be paid an additional step of $1,737.42 (2006) biweekly.
2/ Effective Pay Period 24, 2004, employees employed in the Department of Public Works, Operation Division, shall be paid a biweekly rate of $1,798.23 (2006 rate) provided they have completed one year of service at the special 6th step and meet the following criteria;
(1) Obtain and maintain at all times two Automotive Service Excellence (ASE) certifications of T-6 and A-6 (The National Institute for Automotive Service Excellence (ASE) gives the two ASE certifications.); and
(2) Obtain and maintain at all times an Electronic Technology certificate in Basic Electronics from MATC or from another accredited school approved by the City or obtain and maintain at all times a related certificate as determined by the City from an accredited school approved by the City.”
3/ Effective Pay Period 24, 2004, employees employed in the Department of Public Works, Operations Division, who have completed one year of service at the special 6th step and who complete and maintain at all times the State of Wisconsin Structural Welding certificate, including any renewals if required, shall be paid a biweekly rate of $1,798.23 (2006 rate).
4/ Effective Pay Period 9, 1993, an employee in this classification in the Forestry Division who attains and maintains a certification by the State of Wisconsin for pesticide application will advance one step in the pay range. If at the maximum step, will advance one step to $1,737.47 (2006) biweekly.
5/ Employees appointed prior to June 1, 1989, with one year of service at the fifth step and employees appointed on or after June 1, 1989, who complete one year of service at the fifth step and have five (5) current ASE Truck Certifications shall be paid $1,737.42 (2006) biweekly.
6/ Receives an additional $8.00 biweekly when working on automatic transmissions.
7/ Effective Pay Period 24, 2004, employees employed in the Department of Public Works, Operations Division, who have completed one year of service at the special 6th step and who obtain and maintain at all times the Automotive Service Excellence (ASE) Master Medium/Heavy Certification, shall be paid a biweekly rate of $1,798.23 (2006 rate). This certification consists of a series of tests given by the National Institute for Automotive Service Excellence (ASE). The Master Medium/Heavy Certification test currently consists of seven (7) certifications T2 through T8. If there are changes in the ASE program requiring additional certifications to maintain the ASE Master Medium/Heavy certification status, the employee must obtain and maintain those certifications to retain this pay rate.
8/ Effective Pay Period 24, 2004, individuals who have a current ASE Master Medium/Heavy certification at the time of their regular appointment to the Vehicles Services Technician-Heavy classification in the Department of Public Works, Operations Division may be paid at the second step of the pay range. Effective Pay Period 24, 2004, employees in the classification of Vehicle Services Technician-Heavy who obtain an ASE Master Medium/ Heavy certification after their regular appointment to that classification and before they reach the 5th step of their pay range, shall advance to the next higher step of their pay range effective the next pay period following their submission of their ASE Master Medium/Heavy certification to Department.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,515.69, $1,552.83, $1,595.07, $1641.13, $1,705.24.
Pay Range 262
Official Rate-Biweekly
1,534.09 1,571.06 1,618.22 1,666.65 1,727.12
Fluid Power Systems Technician 1/ 2/
Heating and Ventilating Mechanic III
1/ An employee who completes one year of service at the fifth step and has met certain criteria established by the Department such as ASE subtests, MATC courses and welder’s certifications, shall be paid an additional step of $1,759.78 (2006) biweekly.
2/ Effective Pay Period 24, 2004, employees employed in the Department of Public Works, Operations Division, shall be paid a biweekly rate of $1,821.13 (2006 rate) provided they have completed one year of service at the special 6th step and they meet one of the following criteria:
(1) Obtain and maintain at all times a certificate in Fluid Power Maintenance from MATC or another accredited school approved by the City or obtain and maintain at all times a related certificate as determined by the City from an accredited school approved by the City; or
(2) Have an Associates Degree in Fluid Power Technology, or related field as determined by the department, from an accredited school approved by the City.
Pay Range 265
Official Rate-Biweekly
1,561.95 1,604.18 1,649.40 1,696.56 1,760.66
Automotive Mechanic, Lead Worker
Sewer Maintenance Scheduler
Sewer Repair Crew Leader
Pay Range 268
Official Rate-Biweekly
1,571.49 1,617.59 1,666.43 1,719.44 1,790.29
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program’s guidelines as administered by the Department of Employee Relations.
Automotive Body Repair/Painting Technician 1/
Machinery Technician
Maintenance Technician III
1/ An employee in this classification who completes one year of service at the fifth step and has two (2) current ASE Body Repair and Painting Certifications shall be paid an additional step of $1,824.23 (2006).
Pay Range 270
Official Rate-Biweekly
1,602.18 1,648.33 1,697.11 1,750.13 1,820.99
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program’s guidelines as administered by the Department of Employee Relations.
Demand Recorder Technician
Field Service Mechanic 1/
Maintenance Millwright
Metal Fabricator
Power Plant Blacksmith
Tire Repair Worker III
Water Department Blacksmith
Water Plant Heating and Ventilating Mechanic
1/ Effective Pay Period 17, 2001, employees shall be eligible for a special sixth step of $1,857.42 (2006) biweekly if one of the following criteria is met:
a. Employees who were appointed to the Field Service Mechanic classification prior to June 1, 1989; or
b. Employees who obtain and maintain at all times Master Automobile Technician ASE certification and have completed one year of service at the fifth step; or
c. Employees who obtain and maintain at all times Master Medium/Heavy Truck Technician ASE certification and have completed one year of service at the fifth step; or
d. Employees who obtain and maintain at all times ASE certification in four (4) Medium/Heavy Truck areas including Diesel Engines and Brakes and four automobile areas, including Engine Performance and Brakes and who have completed one year of service at the fifth step.
Pay Range 272
Official Rate Biweekly:
1,117.20 1,143.42
Port Maintenance Trainee 1/ 2/
1/ Employees will advance to the next step in the pay range upon certification by the Port Director of having attained the required skills outlined in the Port of Milwaukee’s “Maintenance Training Requirements” of February 15, 1991 and as amended in Appendix D of the 2003 City/AFSCME labor agreement.
2/ To receive a premium rate of $23.39 per hour while operating the milling machine or lathe.
Pay Range 274
Official Rate -Biweekly
1,196.76 1,293.79 1,398.69
Port Maintenance Associate 1/ 2/ 3/ 4/
1/ Employees will advance to the next step in the pay range upon certification by the Port Director of having attained the required skills outlined in the Port of Milwaukee’s “Maintenance Training Requirements” of February 15, 1991 and as amended in Appendix D of the 2003 City/AFSCME labor agreement.
2/ To receive a premium rate of $23.39 per hour while operating the milling machine or lathe.
3/ The following individual will be paid at rates consistent with Pay Range 245: Bill DiGiorgio.
4/ In instances where an employee achieves a new skill in the career ladder between the skills 27 and 32 and such achievement does not advance the employee to a new pay rate, the employee will be paid an additional premium of $0.50 per hour when he or she is required to perform these skills.
Pay Range 275
Official Rate-Biweekly
1,602.18 1,648.33 1,697.11 1,750.13 1,855.56
Automotive Services Specialist
Instrument Technician I
Pay Range 276
Official Rate-Biweekly
1,528.95 1,625.98 1,685.42
Port Maintenance Technician 1/ 2/ 3/
1/ Employees will advance to the next step in the pay range upon certification by the Port Director of having attained the required skills outlined in the Port of Milwaukee’s “Maintenance Training Requirements” of February 15, 1991 and as amended in Appendix D of the 2003 City/AFSCME labor agreement.
2/ To receive a premium rate of $23.39 per hour while operating the milling machine or lathe.
3/ In instances where an employee achieves a new skill in the career ladder between the skills 27 and 32 and such achievement does not advance the employee to a new pay rate, the employee will be paid an additional $0.50 per hour when required to perform these skills.
Pay Range 280
Official Rate-Biweekly
1,786.83
Port Mechanic 1/ 2/
1/ To receive a premium rate of $23.39 per hour while operating the milling machine or lathe.
2/ Dale Johnson shall be paid at rates consistent with Pay Range 270 after obtaining a welder’s certification and U.S. Coast Guard’s Mates license.
Pay Range 281
Official Rate-Biweekly
1,688.86 1,744.15 1,803.77 1,864.54 1,932.39
Water Plant Instrumentation Specialist
Pay Range 282
Official Rate-Biweekly
1,709.31 1,764.55 1,824.16 1,884.92 1,960.98
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program’s guidelines as administered by the Department of Employee Relations.
Machinist I
Power Plant Steamfitter 1/
Urban Forestry Crew Leader 2/
Water Distribution Chief Repair Worker
Water Systems Operator in Charge 3/
1/ Recruitment to be at the third step.
2/ An employee in this classification who attains and maintains a certification by the International Society of Arboriculture as a Certified Arborist will advance one step in the pay range. If at the maximum step, the employee will advance one step to $1,998.06 (2006) biweekly.
3/ Upon attaining certification as licensed state certified Water Plant Operator, the incumbent will advance one step in the pay range. If at the maximum step will be advanced one step to $2,031.54 (2006) biweekly. Effective Pay Period 9, 1993, in order to retain the extra pay step, employees must maintain current State certification as Water Plant Operator.
Pay Range 285
Official Rate-Biweekly
1,718.54 1,774.61 1,835.37 1,897.21 1,974.20
Automotive Machinist 1/
1/ Effective Pay Period 12, 2004 (May 23, 2004), one position held by James Fields, in the Operations Division of the Department of Public Works, to be paid at rates consistent with Pay Range 934 while performing contract administrator duties.
Pay Range 287
Official Rate-Biweekly
1,682.11 1,743.47 1,809.59 1,879.13 1,942.04 2,039.78
Machine Repairperson
Water Plant Steamfitter/HVAC Specialist 1/
1/ Recruitment may be authorized up to the fourth step of the pay range.
Pay Range 290 (ALEASP)
Official Rate-Biweekly
1,781.72 1,867.98 1,958.46 2,053.32 2,152.76 2,257.00
Electronic Technician 1/
Video Electronic Technician
1/ Employees with a minimum of three years of relevant job experience as an electronic technician may be appointed at the second step of the pay range. Employees with a minimum of four years of relevant job experience as an electronic technician may be appointed at the third step of the pay range.
Pay Range 291
Official Rage-Biweekly
1,725.65 1,809.18 1,896.84 1,988.69 2,085.01 2,185.95 2,257.00
Senior Water Treatment Plant Operator 1/
1/ Employees who were appointed to the Water Plant Operator III and Water Plant Operator in Charge classification prior to January 22, 2002, and who are promoted to the Senior Water Treatment Plant Operator classification, but do not meet all the qualifications of the Senior Water Treatment Plant Operator classification, shall be frozen at their biweekly rate in effect at the time of their promotion. Effective the next pay period following their attainment of all the qualifications, such employees shall advance to the next higher pay step at least $10 biweekly higher than their current pay rate.
Sec. 4. Services and Related Classes (District Council 48, AFSCME; Nonrepresented; ALEASP).
Rates for Sec 4 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 300
Official Rate-Biweekly
1,052.73 1,071.11 1,115.77 1,136.72 1,159.23
1,181.79 1,204.19 1,243.35
Health Interpreter Aide
Pay Range 305
Official Rate-Biweekly
1,090.97 1,112.47 1,159.23 1,181.79 1,204.19
1,229.98 1,269.05
Public Health Aide
Public Health Aide-Tuberculosis Control
Pay Range 309
Official Rate-Biweekly
1,079.15 1,155.29 1,204.19 1,229.98 1,255.67
1,281.40 1,323.98
Clinic Assistant
Duplicating Equipment Operator I
Offset Press Operator I
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,079.39, $1,155.58, $1,204.53, $1,230.34, $1,256.03, $1,281.75, $1,324.32.
Pay Range 314
Official Rate-Biweekly
1,149.54 1,229.98 1,255.67 1,281.40 1,310.66 1,350.55
Laboratory Assistant I
Pay Range 324
Official Rate-Biweekly
1,200.96 1,281.40 1,310.66 1,337.19 1,380.42
Inventory Assistant I
Inventory Control Assistant I
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,201.30, $1,281.75, $1,310.97, $1,337.55, $1,380.78.
Pay Range 325
Official Rate-Biweekly
1,255.67 1,281.40 1,310.66 1,337.19 1,380.42
Microfilm Technician I
Security Guard 1/
1/ The incumbents of positions in the Department of Public Works, Operations Division, to receive one additional increment. Those incumbents who are at the fifth step shall receive $1,411.85 (2006).
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,255.67, $1,281.40, $1,310.66, $1,337.19, $1,380.42.
Pay Range 329
Official Rate-Biweekly
1,226.73 1,310.66 1,337.19 1,367.07 1,411.85
Electrical Parts Clerk I
Pay Range 330
Official Rate-Biweekly
1,281.40 1,310.66 1,337.19 1,367.07 1,411.85
Duplicating Equipment Operator II
Stores Clerk II
Pay Range 335
Official Rate-Biweekly
1,310.66 1,337.19 1,367.07 1,398.53 1,444.91
Delivery Driver
Inventory Control Assistant II
Laboratory Assistant II
Microfilm Technician II
Offset Press Operator II
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,310.66, $1,337.19, $1,367.07, $1,398.53, $1,444.91.
Pay Range 338
Official Rate-Biweekly
1,323.98 1,350.55 1,380.42 1,411.85 1,459.83
Document Technician
Duplicating Technician
Inventory Assistant II
Pay Range 340
Official Rate-Biweekly
1,337.19 1,367.07 1,398.53 1,431.59 1,479.75
Duplicating Equipment Operator III
Inventory Control Assistant III
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,337.55, $1,367.44, $1,398.89, $1,431.98, $1,480.14.
Pay Range 345
Official Rate-Biweekly
1,367.07 1,398.53 1,431.59 1,466.42 1,516.96
Inventory Clerk
Equipment Parts Assistant
Pay Range 347
Official Rate-Biweekly
1,418.92 1,444.91 1,470.95 1,496.95 1,531.77
Inventory Assistant III 1/
1/ An employee in this classification, assigned on a regular basis to operate the skid steer loader with the pallet and material handler attachment, shall be paid an additional premium of $31.20 biweekly until such time as that employee shall no longer be assigned to operate the skid steer loader on a regular basis.
Pay Range 350
Official Rate-Biweekly
1,398.53 1,431.59 1,466.43 1,503.62 1,559.18
Assistant Stores Supervisor
Infrastructure Stores Clerk IV
Inventory Control Assistant IV
Inventory Assistant IV
Lead Equipment Parts Assistant
Pay Range 355
Official Rate-Biweekly
1,431.59 1,466.43 1,503.62 1,545.82 1,604.42
Bookbinder
Pay Range 360
Official Rate-Biweekly
1,466.43 1,503.62 1,545.82 1,591.07 1,651.55
Inventory Assistant V
Lead Bookbinder
Meter Reader-Commercial
Water Meter Investigator
Water Revenue Collector
Sec. 5. Clerical and Office classes (Nonrepresented; District Council 48, AFSCME; ALEASP - Association of Law Enforcement Allied Services Personnel; and Local 61, Laborers’ International Union).
Rates for Sec. 5 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 400
Official Rate-Biweekly
929.53 1,001.10 1,042.22 1,061.55 1,082.39
1,104.95 1,127.44 1,163.28
Court Services Assistant I
Library Technician I
Office Assistant I 1/
Records Technician I
Temporary Office Assistant I 2/
1/ Appointment may be made at one or two steps above the normal appointment step based on 2,040 hours or 4,080 hours of cumulative satisfactory clerical pool experience or “Temporary” title experience in this pay range within the immediate preceding five years. Once appointed, experience in the clerical pool shall not count toward additional salary increments; a new salary anniversary date is established.
2/ Incumbents are limited to the first step of the pay range.
Employees represented by Local 61, LIUNA, in the Department of Public Works, Sanitation Division, shall be paid at the following biweekly rates effective Pay Period 1, 2006: $896.24, 976.81, 1,020.53, 1,041.03, 1,063.19, 1,087.03, 1,110.93 and 1,134.76.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $929.78, $1,001.36, $1,042.54, $1,061.86, $1,082.68, $1,105.24, $1,127.72, $1,163.56.
Pay Range 405
Official Rate-Biweekly
1,035.88 1,052.73 1,096.50 1,115.77 1,136.72
1,159.23 1,181.79 1,217.54
Data Entry Operator I
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,036.19, $1,053.01, $1,096.79, $1,116.06, $1,137.01, $1,159.54, $1,182.11, $1,217.86.
Pay Range 406
Official Rate-Biweekly
999.16 1,072.21 1,116.81 1,136.50 1,157.82
1,180.79 1,203.81 1,240.01 1,269.75
Library Circulation Assistant I 1/
1/ Effective Pay Period 19, 2003, one position held by Paula Dorsey, in the Milwaukee Public Library, to be paid at rates consistent with Pay Range 936 while performing contract administrator duties.
Pay Range 410
Official Rate-Biweekly
1,079.10 1,103.65 1,149.91 1,175.69 1,201.43
1,227.13 1,269.75
Court Services Assistant II 1/ 2/
Health Access Assistant I
Health Access Interpreter
Health Services Assistant I
Library Technician II 1/ 2/
Microfilm Processor 2/
Office Assistant II 1/ 2/ 3/ 8/
Police District Office Assistant 4/
Purchasing Assistant I
Records Technician II
Temporary Office Assistant II 5/ 6/
Transcriptionist II 7/
1/ Persons employed by the City prior to and on a continuous basis since December 31, 1972, who qualify for the Merit Increment Promotional Program for clerical personnel, shall be paid $1,296.22 biweekly (2006). Applies to employees holding positions formerly classified as Clerk II and Clerk Typist II.
2/ Appointment may be made at one or two steps above the normal appointment step based on 2,040 hours or 4,080 hours of cumulative satisfactory clerical pool experience or "Temporary" title experience in this pay range within the immediate preceding five years. Once appointed, experience in the clerical pool shall not count toward additional salary increments; a new salary anniversary date is established. Applies to employees holding positions formerly classified as Clerk II, Clerk Typist II and Microfilm Clerk.
3/ Office Assistant II positions represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,079.36, $1,103.87, $1,150.26, $1,176.04, $1,201.77, $1,227.49, $1,270.12. In addition above employees eligible for the clerical merit program shall be paid the following biweekly rate effective Pay Period 1, 2006: $1,296.61.
Office Assistant II positions filled by Margaret Hall or Susan Leavy, represented by the Association of Law Enforcement Allied Services Personnel and assigned to perform the same duties, as determined by the Chief, as those they performed when they were assigned to the Stolen Vehicle Desk, shall be paid at the following rates effective Pay Period 1, 2006: $1,079.36, $1,103.87, $1,150.26, $1,176.04, $1,201.77, $1,227.49, $1,256.79 so long as they continue to perform such duties. No other Office Assistant II shall be eligible for such rates.
Office Assistant II positions filled by Margaret Hall or Susan Leavy, represented by the Association of Law Enforcement Allied Services Personnel and assigned to perform the same duties, as determined by the Chief, as those they performed when they were assigned to the Stolen Vehicle Desk, are eligible to receive two additional pay steps effective Pay Period 1, 2006 consisting of $1,283.25 and $1,326.44 biweekly, so long as they continue to perform such duties. No other Office Assistant II shall be eligible for the additional steps.
4/ Positions assigned to Police District Stations and represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,079.36, $1,103.87, $1,150.26, $1,176.04, $1,201.77, $1,227.49, $1,256.79. In addition above employees eligible for the clerical merit program shall be paid the following biweekly rate effective Pay Period 1, 2006: $1,296.61.
Positions assigned to Police District Stations and represented by the Association of Law Enforcement Allied Services Personnel are eligible to receive two additional pay steps effective Pay Period 1, 2006 consisting of $1,283.25 and $1,326.44 biweekly.
5/ Incumbents are limited to the first step of the pay range.
6/ Temporary employees in the Office of the Election Commission who were employed in this capacity prior to July 1, 1982, shall retain their salary and benefit status.
7/ Employees assigned to the Milwaukee Police Department's "Transcription Unit" and represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,079.36, $1,103.87, $1,150.26, $1,176.04, $1,201.77, $1,227.49, $1,256.79.
Employees assigned to the Milwaukee Police Department's "Transcription Unit" and represented by the Association of Law Enforcement Allied Services Personnel are eligible to receive two additional pay steps effective Pay Period 1, 2006 consisting of $1,283.25 and $1,326.44 biweekly.
8/ One position filled by Ron Wilson to be paid rates consistent with Pay Range 445.
Employees represented by Local 61, LIUNA, in the Sanitation Division of the Department of Public Works shall be paid at the following biweekly rates effective Pay Period 1, 2006: $1,059.59, 1,085.64, 1,134.76, 1,162.03, 1,189.47, 1,216.71 and 1,247.74. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rate: $1,275.90 (2006).
Pay Range 415
Official Rate-Biweekly
1,133.79 1,155.29 1,204.19 1,229.98 1,255.67
1,281.40 1,323.98
Clerk Stenographer II 1/ 2/ 3/
Claims Processor I
Communications Assistant I 1/ 4/
Data Entry Operator II 1/
Legal Office Assistant I
1/ Persons employed by the City prior to and on a continuous basis since December 31, 1972, who qualify for the Merit Increment Promotional Program for clerical personnel, shall be paid $1,350.55 (2006) biweekly. Applies to employees holding positions formerly classified as Buyer Assistant I, Clerk Stenographer II, Key Entry Operator II and Law Stenographer I.
2/ Appointment may be made at one or two steps above the normal appointment step based on 2,040 hours or 4,080 hours of cumulative satisfactory clerical pool experience or "Temporary" title experience in this pay range within the immediate preceding five years. Once appointed, experience in the clerical pool shall not count toward additional salary increments; a new salary anniversary date is established.
3/ The following incumbent shall retain the title of Clerk Stenographer II until she vacates her current position, at which time the title shall revert to Office Assistant II in Pay Range 410:
Georgina Polzin (Library).
4/ Employees employed at the Milwaukee Public Library shall be eligible to be paid a special 8th step of $1,350.55 (2006 rate) biweekly after completing one year at the 7th step in lieu of added duties and responsibilities and will continue to receive across the board increases.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,134.13, $1,155.58, $1,204.53, $1,230.34, $1,256.03, $1,281.75, $1,324.32. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rate effective Pay Period 1, 2006: $1,350.92.
Pay Range 424
Official Rate-Biweekly
1,133.79 1,155.29 1,204.19 1,229.98 1,255.67
1,282.89 1,312.71 1,357.53
Library Circulation Assistant II
Mail Processor
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,133.79, $1,155.29, $1,204.19, $1,229.98, $1,255.67, $1,282.89, $1,312.71, 1,357.53.
Pay Range 425
Official Rate-Biweekly
1,227.13 1,256.41 1,282.89 1,312.71 1,357.53
Audio Machine Technician
Clerk Typist III 1/
Computer Assistant I
Court Services Assistant III 2/
Customer Service Representative I
Health Access Assistant II
Health Services Assistant II
Help Desk Representative I 3/
Library Technician III
Medical Benefits Assistant I
Occupational Health Technician
Office Assistant III 1/ 4/
Police Telecommunicator
Temporary Customer Service Representative I 5/
Temporary Office Assistant III
Transcriptionist III 6/
1/ Persons employed by the City prior to and on a continuous basis since December 31, 1972, who qualify for the Merit Increment Promotional Program for clerical personnel, shall be paid the following biweekly rates: One increment: $1,390.71. Two increments: $1,425.49 (2006 rates). Applies to employees holding positions formerly classified as Clerk III, Clerk Typist III and Control Clerk.
2/ Effective Pay Period 24, 2004, employees employed in the Municipal Court shall be eligible to receive an additional $1.00 per hour while performing interpreter duties for court proceedings from Spanish to English and vice versa.
3/ Appointment may be up to the third step of the pay range with the approval of the Department of Employee Relations and the concurrence of the Chair or Vice-Chair of the Committee on Finance and Personnel.
4/ If Margaret Hall or Susan Leavy are promoted to Office Assistant III and are assigned to perform the same duties, as determined by the Chief, as those they performed when they were assigned to the Stolen Vehicle Desk, they shall be eligible to receive two additional pay steps effective Pay Period 1, 2006 consisting of $1,391.08, and $1,425.88 biweekly, so long as they continue to perform such duties. No other Office Assistant III shall be eligible for the two additional steps.
5/ Incumbents are limited to the first step of the pay range unless they were hired prior to July 1, 1982. Service credit in this classification shall not count toward salary advancement in other positions except as provided for specified class titles.
6/ Employees functioning as lead workers regularly assigned to the Milwaukee Police Department's "Transcription Unit" and represented by the Association of Law Enforcement Allied Services Personnel are eligible to receive two additional pay steps effective Pay Period 1, 2006 consisting of $1,391.08 and $1,425.88.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,227.49, $1,256.79, $1,283.25, $1,313.09, $1,357.90. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates effective Pay Period 1, 2006: $1,391.08 and $1,425.88.
Pay Range 430
Official Rate-Biweekly
1,255.67 1,281.40 1,310.66 1,337.19 1,380.42
Clerk II (Field)
Copy Cataloging Technician I
Computer Assistant II
Pay Range 435
Official Rate-Biweekly
1,281.40 1,310.66 1,337.19 1,367.07 1,411.85
Accounting Assistant I 1/ 2/
Administrative Assistant I 1/
Claims Processor II
Clerk Stenographer III 1/ 3/
Communications Assistant II
Customer Service Representative II
Data Entry Operator III
Help Desk Representative II 4/
Key Entry Operator III 1/
License Assistant I
Medical Benefits Assistant II
Personnel Payroll Assistant I 1/
Programmer Trainee
Purchasing Assistant II
Teller-Water II
1/ Persons employed by the City prior to and on a continuous basis since December 31, 1972, who qualify for the Merit Increment Promotional program for clerical personnel, shall be paid the following biweekly rates: One increment: $1,444.91. Two increments: $1,479.75 (2006 rates). Applies to employees holding positions formerly classified as Account Clerk I, Buyer Assistant II, Clerk Stenographer III, Key Entry Operator III, and Law Stenographer II.
2/ One position filled by Carla Tietyen to be paid at rates consistent with Pay Range 445.
3/ The following incumbents to retain the title of Clerk Stenographer III until they vacate their current positions, at which time the title shall revert to Office Assistant III in Pay Range 425; Karen Jach, Matthew Kleman (DCD); Dianna Miller (Police); Carol Talakowski (DPW-Infrastructure).
4/ Appointment may be up to the third step of the pay range with the approval of the Department of Employee Relations and the concurrence of the Chair or Vice-Chair of the Committee on Finance and Personnel.
Employees represented by Local 61, LIUNA, in the Department of Public Works-Sanitation Division, shall be paid the following biweekly rates effective Pay Period 1, 2006: $1,271.80, 1,302.74, 1,330.88, 1,362.50 and 1,395.77. In addition, above employees eligible for Clerical Merit Increments shall be paid the following biweekly rates: One increment: $1,430.79. Two Increments: $1,467.65.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,281.75, $1,310.97, $1,337.55, $1,367.44, $1,412.22. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates effective Pay Period 1, 2006: $1,445.31 and $1,480.14.
Pay Range 437
Official Rate-Biweekly
1,305.53 1,333.72 1,365.41 1,398.77 1,433.86
1,470.79 1,510.26
Legal Office Assistant II 1/
1/ Recrutiment may be up to the third step of the pay range.
Pay Range 440
Official Rate-Biweekly
1,310.66 1,337.19 1,367.07 1,398.53 1,444.91
Accounting Program Assistant I
Clerk III (Field) 1/
1/ Current incumbent, Kathleen Schram (DPW-Infrastructure) to retain the title of Clerk III (Field) until she vacates her current position, at which time the title shall revert to Office Assistant III in Pay Range 425.
Pay Range 441 (ALEASP)
Official Rate-Biweekly
1,323.28 1,349.85 1,379.72 1,411.15 1,457.56
Lead Police Telecommunicator
Pay Range 445
Official Rate-Biweekly
1,337.19 1,367.07 1,398.53 1,431.59 1,479.75
Account Clerk II 1/
Accounting Assistant II 1/
Administrative Assistant II
Archives Technician
Clerk IV 1/ 2/
Clerk Stenographer IV 1/
Communications Assistant III
Copy Cataloging Technician II
Court Services Assistant IV 2/
Customer Service Representative III
Library Circulation Assistant III
Medical Benefits Assistant III
Office Assistant IV 1/ 3/
Personnel Clerk 1/
Personnel Payroll Assistant II 1/
Purchasing Assistant III
Teller
1/ Persons employed by the City prior to and on a continuous basis since December 31, 1972, who qualify for the Merit Increment Promotional Program for clerical personnel, shall be paid the following biweekly rates: One increment: $1,516.96. Two increments: $1,559.18. Three increments: $1,604.42 (2006 rates). Applies to employees holding positions formerly classified as Account Clerk II, Clerk IV, Clerk Stenographer IV, Law Stenographer III, Lead License Clerk and Research and Statistical Clerk.
2/ Effective Pay Period 24, 2004, employees employed in the Municipal Court shall be eligible to receive an additional $1.00 per hour while performing interpreter duties for court proceedings from Spanish to English and vice versa.
3/ One position in the Milwaukee Police Department's "Transcription Unit" functioning as a group leader on the day shift to be eligible to receive two additional pay steps effective Pay Period 1, 2006 consisting of $1,513.79 and $1,548.62 biweekly.
With the exception of the Communications Assistant III position, employees represented by Local 61, LIUNA, in the Sanitation Division of the Department of Public Works, shall be paid the following biweekly rates effective Pay Period 1, 2006: $1,333.43, 1,365.03, 1,398.47, 1,433.53 and 1,470.45. In addition, above employees eligible for the Clerical Merit Increments shall be paid the following biweekly rates: One increment: $1,509.96. Two increments: $1,554.68. Three increments: $1,602.77. Employees in the Communications Assistant III position and represented by Local 61, LIUNA, in the Sanitation Division of the Department of Public Works shall be paid the following biweekly rates: $1,335.27, 1,366.87, 1,400.16, 1,435.16, 1,472.01.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,337.55, $1,367.44, $1,398.89, $1,431.98, $1,480.14. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates effective Pay Period 1, 2006: $1,517.39, $1,559.60 and $1,604.86.
Pay Range 450
Official Rate-Biweekly
1,365.41 1,398.77 1,433.86 1,470.79 1,510.26
1,555.05 1,603.03
Docketing Specialist
Legal Office Assistant III
Pay Range 455
Official Rate-Biweekly
1,398.53 1,431.59 1,466.43 1,503.62 1,559.18
Clerk Dispatcher II
Communications Assistant IV
Council File Specialist
License Specialist
Employees represented by Local 61, LIUNA, in the Department of Public Works-Sanitation Division, shall be paid the following biweekly rates effective Pay Period 1, 2006: $1,400.16, 1,435.16, 1,472.01, 1,511.44, 1,556.11.
Pay Range 460
Official Rate-Biweekly
1,431.59 1,466.43 1,503.62 1,545.82 1,604.42
Accounting Assistant III
Accounting Program Assistant II
Administrative Services Assistant
City Payroll Assistant
Communications Assistant V
Lead Teller-Water
Microcomputer Services Assistant
Office Coordinator
Personnel Payroll Assistant III
Program Assistant I 1/
Service Center Coordinator
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,431.59, $1,466.43, $1,503.62, $1,545.82, $1,604.42.
Employees represented by Local 61, LIUNA, in the Department of Public Works, Operations Division, shall be paid at the following biweekly rates effective Pay Period 1, 2006: $1,431.59, 1,466.43, 1,503.62, 1,545.82 and 1,604.42.
1/ Effective Pay Period 4, 2005, the positions held by Karen Flory (City Attorney) and Mark Antin (DCD) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,457.89 1,503.17 1,549.85 1,597.96 1,647.57 1,698.74
1,751.52 1,805.90 1,861.96 1,919.79 1,979.38 2,040.75
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
Pay Range 475
Official Rate-Biweekly
1,470.79 1,510.26 1,555.05 1,603.03 1,653.05
1,706.78 1,765.44
Accounting Program Assistant III
City Payroll Assistant-Senior
Legal Office Assistant IV
Pay Range 478 (ALEASP)
Official Rate-Biweekly
1,365.03 1,399.28 1,461.34 1,527.11 1,595.84
1,685.84 1,753.88 1,821.54
Police Dispatcher 1/
1/ Police Dispatcher positions to be administratively reclassified to Police Alarm Operator upon becoming vacant, to a maximum of 15 positions, according to the specifications of settlement case No. 98-CV-009353. Upon conclusion of the settlement, Police Alarm Operator positions to be administratively reclassified to Police Dispatcher upon becoming vacant.
Sec. 6. Police Aides (MPA - Milwaukee Police Association)
Rates for Sec. 6 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 480
Official Rate-Biweekly
816.53 949.45 999.68 1,023.13 1,048.49
1,073.76 1,099.12 1,128.14
Police Aide 1/
1/ Advancement to next higher rate on completion of six months of service.
Sec. 7. Parking Checkers (ALEASP - Law Enforcement Allied Services Personnel - Police Support Services Personnel Unit.)
Rates for Sec. 7 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 490
Official Rate-Biweekly
1,138.16 1,246.35 1,274.78 1,303.18 1,335.38 1,378.10
Parking Checker
Pay Range 495
Official Rate-Biweekly
1,296.70 1,340.27 1,385.38 1,432.12 1,493.84
Lead Parking Checker
Sec. 8. Professional, Technical and Administrative classes; Inspectors (District Council 48, AFSCME; Nonrepresented; ALEASP, and Local 61, LIUNA).
Rates for Sec. 8 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 500
Official Rate-Biweekly
1,281.40 1,310.66 1,337.19 1,367.07 1,411.85
Audiovisual Specialist I
Building Maintenance Inspection Intern
Computer Operator I 1/
Nuisance Control Officer I 2/
Pest Control Officer 3/
Sanitation Inspector
Sanitation Intern
Television Production Specialist I
1/ Persons employed by the City prior to and on a continuous basis since December 3l, 1972, who are represented by District Council 48, AFSCME, AFL-CIO, and who qualify for the Merit Increment Promotional Program for clerical personnel, shall be paid the following biweekly rates:
One increment: $1,444.91. Two increments: $1,479.75 (2006 rates).
2/ Employees in this classification may be eligible for an additional 6th step of $1,402.83 (2005).
3/ Effective Pay Period 3, 1998:
a. Employees in this classification who attain and maintain a 3.0 ornamental and turf license will advance one step in the pay range. If at the maximum step, the employee shall be paid the biweekly rate of $1,444.91 (2006).
b. Recruitment of an employee in this classification shall be at the second step for those employees who have a 3.0 ornamental and turf license at the time of hire.
c. Employees in this classification who attain and maintain the 3.0 ornamental and turf license and who have completed one year of service at the maximum of the pay range and who have satisfactorily completed the Purdue University's Pest Control Technology Course shall be paid at the biweekly rate of $1,479.75 (2006).
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,281.75, $1,310.97, $1,337.55, $1,367.44, $1,412.22. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates effective Pay Period 1, 2006: $1,445.31 and $1,480.14.
Employees represented by Local 61, LIUNA, in the Department of Public Works, Operations Division, shall be paid at the following biweekly rates effective Pay Period 1, 2006: $1,281.40, 1,310.66, 1,337.19, 1,367.07, and 1,411.85.
Pay Range 503
Official Rate-Biweekly
1,204.19 1,229.98 1,255.67 1,281.40 1,310.66
1,348.01 1,385.38 1,438.20
Dietetic Technician
Lead Education Assistant
Pay Range 504
Official Rate-Biweekly
1,281.40 1,318.82 1,357.35 1,396.98 1,437.78 1,479.75
Library Reference Assistant
Library Services Assistant
Water Laboratory Technician
Pay Range 505
Official Rate-Biweekly
1,337.19 1,367.07 1,398.53 1,431.59 1,479.75
Audiovisual Specialist II 1/
Computer Operator II 2/
Graphic Designer I
Production Technician
Relocation Specialist I
1/ Effective Pay Period 4, 2005, the position held by David LaHaye (DCD) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,457.89 1,503.17 1,549.85 1,597.96 1,647.57 1,698.74
1,751.52 1,805.90 1,861.96 1,919.79 1,979.38 2,040.75
He shall continue to receive an increment on his salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as he remains in that position.
2/ Persons employed by the City prior to and on a continuous basis since December 31, 1972, who are represented by District Council 48, AFSCME, AFL-CIO, and who qualify for the Merit Increment Promotional Program for clerical personnel, shall be paid the following biweekly rates: One increment: $1,516.96. Two increments: $1,559.18. Three increments: $1,604.42 (2006 rates).
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,337.55, $1,367.44, $1,398.89, $1,431.98, $1,480.14. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates effective Pay Period 1, 2006: $1,517.39, $1,559.60 and $1,604.86.
Pay Range 508
Official Rate-Biweekly
1,296.70 1,340.27 1,385.38 1,432.12 1,493.84
Claims Assistant Representative
Trade Development Assistant
Pay Range 510
Official Rate-Biweekly
1,367.07 1,398.53 1,431.59 1,466.43 1,516.96
Librarian Intern
Title Searcher I
Pay Range 515
Official Rate-Biweekly
1,312.31 1,431.59 1,503.62 1,545.82 1,604.42
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Programmer I 1/
Television Production Specialist II
1/ Appointment may be up to the third step of the pay range with the approval of the Department of Employee Relations and the concurrence of the Chair or Vice-Chair of the Committee on Finance and Personnel.
Pay Range 516
Official Rate-Biweekly
1,398.53 1,431.59 1,466.43 1,503.62 1,545.82 1,588.49
Nuisance Control Officer II
Pay Range 520
Official Rate-Biweekly
1,431.59 1,466.43 1,503.62 1,545.82 1,604.42
Computer Operator III
Pay Range 522
Official Rate-Biweekly
1,435.09 1,476.34 1,523.23 1,573.51 1,625.73
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Water Microbiologist I 1/
1/ Recruitment may be at any step in the pay range.
Pay Range 525
Official Rate-Biweekly
1,466.43 1,503.62 1,545.82 1,591.07 1,651.55
Office Coordinator II
Relocation Specialist II
Pay Range 526
Official Rate-Biweekly
1,435.09 1,513.75 1,614.63 1,663.43 1,716.46
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Water Chemist I 1/
1/ Effective March 9, 1997, upon attaining a State of Wisconsin certification as a Grade T or 1 Subclass S waterworks operator, the incumbent will advance one step in the pay range. If at the maximum step, the incumbent will advance one step to (PP 1, 2006) $1,767.95 biweekly. In order to retain the extra pay step, employees must maintain current state certification as a Grade T or 1 Subclass S waterworks operator.
Pay Range 528
Official Rate-Biweekly
1,447.70 1,539.60 1,581.80 1,627.08 1,687.50
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Librarian I 1/
1/ Recruitment may be up to the second step of the pay range.
Pay Range 529
Official Rate-Biweekly
949.96 1,014.48
Code Enforcement Intern
Pay Range 530
Official Rate-Biweekly
1,503.62 1,545.82 1,591.07 1,638.24 1,702.19
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Administrative Assistant III
Assistant Planner
Code Enforcement Inspector I
Communicable Disease Specialist
Computer Scheduler
Customer Service Representative-Lead 1/
Environmental Enforcement Officer I
Environmental Health Specialist I 2/
Health Project Assistant
Lead Project Assistant
Lead Risk Assessor I 2/
Lead Teller
Library Technician IV
Program Assistant II 3/ 4/
Property Assessment Technician
Radiologic Technologist 5/
Rent Assistance Specialist I
1/ One position filled by Jo Waechter to be paid at rates consistent with Pay Range 540.
2/ Effective Pay Period 22, 2000, employees in this classification in the Health Department, who pass the National Fire Academy Five Core courses for the State Fire Inspectors Certification Program (or State Fire Inspection Certificate when available) and who complete at least one year of service at the fifth step of Pay Range 530, shall advance to a new Special Attainment Step of $1,719.22 (2006 rate) biweekly. In lieu of the above criteria, employees appointed to the Environmental Health Specialist I classification in the Health Department on or after July 1, 2003, who pass the Fire Inspection I exam as presented by the International Code Council and who complete at least one year of service in the fifth step of the Pay Range shall advance to a new Special Attainment Step of $1,719.22 (2006 rate).
3/ Effective Pay Period 4, 2005, the positions held by Frank Ferraro and Denise Mueller (DNS) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,457.89 1,503.17 1,549.85 1,597.96 1,647.57 1,698.74
1,751.52 1,805.90 1,861.96 1,919.79 1,979.38 2,040.75
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
4/ Effective Pay Period 4, 2005, the position held by Terri Grote (DCD) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,656.21 1,707.64 1,760.67 1,815.34 1,871.71 1,929.82
1,989.74 2,051.56 2,115.24 2,180.92 2,248.67 2,318.66
She shall continue to receive an increment on her salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as she remains in that position.
5/ Recruitment is authorized up to the third step of the pay range.
Employees represented by Local 61, LIUNA, in the Department of Public Works-Sanitation Division, shall be paid the following biweekly rate effective Pay Period 1, 2006: $1,499.99, 1,542.11, 1,587.22, 1,634.26 and 1,698.08.
Pay Range 532
Official Rate Biweekly
1,432.12 1,480.52 1,530.64 1,582.57 1,636.39 1,705.43
Benefits Services Specialist I
Claims Representative
Information Technology Specialist
Microcomputer Hardware Technician
Pay Range 534
Official Rate-Biweekly
1,491.13 1,591.07 1,638.24 1,688.86 1,757.50
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Data Base Specialist
Pay Range 535
Official Rate-Biweekly
1,545.82 1,591.07 1,638.24 1,688.86 1,757.50
Forestry Inspector I
Graphic Designer II 1/
Inspector, Docks and Dredging
Production Designer II
Public Works Inspector I 2/ 3/
Testing Laboratory Specialist
1/ Effective Pay Period 4, 2005, the position held by Janice Kotowicz (DCD) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,656.21 1,707.64 1,760.67 1,815.34 1,871.71 1,929.82
1,989.74 2,051.56 2,115.24 2,180.92 2,248.67 2,318.66
She shall continue to receive an increment on her salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as she remains in that position.
2/ Incumbents of this position, when assigned by competent authority to perform tunnel work under air, shall receive additional compensation of $24.00 biweekly to be paid on a daily basis for each day on which such work is performed.
3/ Effective Pay Period 17, 2001, the additional forty ($40) dollars biweekly received by employees in this classification while assigned as the “Resident (Lead) Inspector” to a state funded project for any time during a pay period shall be increased to eighty ($80) dollars biweekly.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 2006: $1,545.82, $1,591.07, $1,638.24, $1,688.86, $1,757.50.
Pay Range 536
Official Rate-Biweekly
1,491.15 1,565.70 1,644.06
Property Appraiser 1/
1/ While occupying this title, William Daub to be paid at the biweekly rate of $1,803.77 (2006). This employee will continue to receive general increases.
Pay Range 540
Official Rate-Biweekly
1,591.07 1,638.24 1,688.86 1,744.15 1,817.12
Benefits Services Specialist II 8/
Credit Services Specialist 8/
Code Information Specialist
Forestry Inspector II 1/ 2/
Inspection Specialist 3/
Municipal Court Clerk I
Pay Services Specialist
Public Works Inspector II 2/ 3/ 4/ 5/ 6/ 7/
Real Estate Specialist I
Relocation Specialist III
Salvage and Sales Coordinator
Tax Enforcement Specialist
Title Searcher II
1/ Effective Pay Period 9, 1993, employees who complete one year of service at the maximum step shall be eligible for one "M-step" at the biweekly rate of $1,886.05 (2006) contingent upon meeting criteria in footnote 3/. Credits allowed to meet the criteria for "M-step" advancement shall meet the provisions of footnote 3/, except Forestry or horticultural courses may be substituted for "engineering" related courses.
2/ For these classifications, the 5th step of the pay range will be $1,803.77 (2006).
3/ Effective Pay Period 17, 2001, employees in these classifications shall be eligible for the following three additional M-steps (2006 rates), provided that the following criteria is met:
M-Step Criteria needed
M-Step 1: $1,886.05 30 credits only or 8 years of service and 15 credits
M-step 2: $1,942.63 45 credits only or 10 years of service and 25 credits
M-step 3: $2,000.92 60 credits only or 12 years of service and 40 credits
Credits allowed to meet the criteria for “M” step advancement shall be as provided for in the labor agreement between the City of Milwaukee and District Council 48, AFSCME.
4/ Incumbents of this position, when assigned by competent authority to perform tunnel work under air, shall receive additional compensation of $24.00 biweekly to be paid on a daily basis for each day on which such work is performed.
5/ Effective Pay Period 17, 2001, employees in the Public Works Inspector II classification as of Pay Period 17, 1990, and who are currently at the first “M-Step” of the Public Works Inspector II pay range, shall advance to M-Step 2 at the rate of $1,942.63 (2006) biweekly.
6/ Effective Pay Period 17, 2001, employees in this classification while assigned as the “Resident (Lead) Inspector” to a state funded project for any time during a pay period shall receive an additional eighty ($80) dollars biweekly.
7/ Effective Pay Period 17, 2001, a Public Works Inspector II in the Infrastructure Division, who is trained and capable of performing all the duties of a Water Construction Coordinator and who is assigned to perform the full range duties of a Water Construction Coordinator for time in excess of eight hours during a pay period shall receive an additional forty ($40) biweekly during that pay period. When such inspector is assigned for at least 8 hours on both the last and first work days of consecutive pay periods, he or she shall receive an additional forty ($40) dollars biweekly for one pay period. A Public Works Inspector II shall not be entitled to more than one forty ($40) dollar payment per pay period.
8/ Effective Pay Period 4, 2005, positions held by Katherine Cooper, Vaughn Brooks (DER) and Angela Jackson (DCD), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,368.15 1,410.63 1,454.42 1,499.61 1,546.14 1,594.16
1,643.66 1,694.68 1,747.33 1,801.61 1,857.54 1,915.23
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
Pay Range 541
Official Rate-Biweekly
1,591.07 1,638.24 1,688.86 1,744.15 1,886.76
Code Enforcement Inspector II 1/
Environmental Enforcement Officer II
Environmental Health Specialist II 2/ 3/
Lead Risk Assessor II 2/
Rent Assistance Specialist II
Rent Assistance Inspector 4/
Vector and Nuisance Control Specialist
1/ Employees who attain and maintain a (1) Commercial Building Code Certification, (2) UDC Construction Certification and/or (3) pass the National Fire Academy Five Core courses for the State Fire Inspectors Certification Program (or State Fire Inspection Certificate when available) and who complete at least one year of service in the fifth step of Pay Range 541 shall advance to the following increments provided they meet the minimum criteria specified for each additional increment (2006 rates):
Increment One: $1,904.70 provided an employee attains and maintains one of above certifications;
Increment Two: $1,922.62 provided an employee attains and maintains two of above certifications;
Increment Three: $1,940.59 provided an employee attains and maintains all three of above certifications.
Employees not at the fifth step of Pay Range 541 who attain and maintain all three of the above specified certifications shall advance one additional step in the pay range. After such employee advances to the 5th step of Pay Range 541, such employee shall advance as outlined above.
2/ Employees in this classification employed in the Health Department who pass the National Fire Academy Five Core courses for the State Fire Inspectors Certification Program (or State Fire Inspection Certificate when available) and who complete at least one year of service in the fifth step of Pay Range 541 shall advance to a new Special Attainment Step of $1,904.70 (2006 rate). In lieu of the above criteria, employees appointed to the Environmental Health Specialist II classification in the Health Department on or after July 1, 2003, who pass the Fire Inspection I exam as presented by the International Code Council and who complete at least one year of service in the fifth step of the Pay Range shall advance to a new Special Attainment Step of $1,904.70 (2006 rate).
3/ Effective Pay Period 24, 2004, employees in this classification employed in the Department of Neighborhood Services who complete at least one year of service in the fifth step of Pay Range 541 and who attain and maintain a (1) Commercial Building Code Certification and/or (2) for employees appointed to the classification prior to July 1, 2003, either completes the National Fire Academy Five Core Courses when it was available prior to 1995, or completes and passes the exam for MATC State Vo-tech Fire Inspector Class Part I or passes the Fire Inspector 1 exam as presented by the International Code Council and for employees appointed to the classification on or after July 1, 2003, passes the Fire Inspector 1 exam as presented by the International Code Council shall advance to one of the following increments provided the employee meets the minimum criteria specified for that increment:
Increment One: $1,904.70 (2006 rate) provided an employee attains and maintains one of above certifications; and
Increment Two: $1,922.62 (2006 rate) provided an employee attains and maintains all two of above certifications.
4/ Effective Pay Period 4, 2005, the position held by Daniel Montemayor (DCD) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,457.89 1,503.17 1,549.85 1,597.96 1,647.57 1,698.74
1,751.52 1,805.90 1,861.96 1,919.79 1,979.38 2,040.75
He shall continue to receive an increment on his salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as he remains in that position.
Pay Range 542
Official Rate-Biweekly
1,663.43 1,716.46 1,785.19 1,842.51 1,886.76
Water Chemist II 1/
1/ Effective March 9, 1997, upon attaining a State of Wisconsin certification as a Grade T or 1 Subclass S waterworks operator, the incumbent will advance one step in the pay range. If at the maximum step, the incumbent will advance one step to $1,943.37 (2006) biweekly. In order to retain the extra pay step, employees must maintain current state certification as a Grade T or 1 Subclass S waterworks operator.
Pay Range 544
Official Rate-Biweekly
1,638.24 1,688.86 1,744.15 1,803.77 1,877.89 1,915.46
Librarian II
Pay Range 545
Official Rate-Biweekly
1,638.24 1,688.86 1,744.15 1,803.77 1,877.89
Accountant I 1/
Bridges and Public Buildings Inspector 2/
Library Security Investigator
Radiologic Technologist-Mammographer 3/
1/ Effective Pay Period 4, 2005, the positions held by Diane Kronberg and Denise Mundt (DCD) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,457.89 1,503.17 1,549.85 1,597.96 1,647.57 1,698.74
1,751.52 1,805.90 1,861.96 1,919.79 1,979.38 2,040.75
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
2/ Effective Pay Period 24, 2004, employees in this classification who have completed one year of service at the 5th step shall be eligible to advance annually on their anniversary date to the following steps, provided that the following additional criteria is met:
M-step Biweekly Rate Criteria Needed
M-1 $1,941.74 (2006 rate) Commercial Building Code certificate and either 30
credits or 8 years of service and 15 credits
M-2 $2,000.92 (2006 rate) Commercial Building Code and either 45 credits
Or 10 years of service and twenty-five credits
Credits allowed to meet the criteria for M-step advancement shall be as follows:
(1) Credits obtained in the engineering curriculum of any college or university accredited by the North Central Association of Colleges and Secondary Schools.
(2) Credits obtained in college-level engineering technology courses in two year associate degree programs at technical colleges, junior colleges and institutes.
(3) At least 75% of the credits used for “M” step advancement must be in engineering related or architectural courses.
Employees in this classification who are at the 6th step as of Pay Period 24, 2004 shall not be required to meet the criteria for M-1 only.
3/ Recruitment is authorized up to the third step of the pay range.
Pay Range 546
Official Rate-Biweekly
1,638.24 1,702.89 1,770.22 1,840.36 1,913.44 2,002.87
Benefits Services Specialist III 1/
Business Services Specialist 1/ 2/ 3/
Housing Programs Specialist 1/
Property Manager
Real Estate Specialist II
Rent Assistance Specialist III 1/
1/ Effective Pay Period 4, 2005, positions held by Cynthia Brown, Rebeca Delgado, Connie Keller, Donna Miller, Lou Williams, Wanda Williford, Marcia Friske and Judy Lathan-Carson (DCD), Crystal Owens and Therese Biernat (DER), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,553.65 1,601.90 1,651.64 1,702.94 1,755.81 1,810.35
1,866.55 1,924.53 1,984.27 2,045.86 2,109.40 2,174.98
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
2/ Effective Pay Period 4, 2005, positions held by Dawn Hoogland and Judith Skenandore (DOA-CBGA), and Joan Rossetti (DPW-Admin), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,656.21 1,707.64 1,760.67 1,815.34 1,871.71 1,929.82
1,989.74 2,051.56 2,115.24 2,180.92 2,248.67 2,318.66
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
3/ Effective Pay Period 4, 2005, the position held by Patricia Arms (DPW-Water), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,765.46 1,820.29 1,876.79 1,935.08 1,995.17 2,057.12
2,121.03 2,186.88 2,254.76 2,324.79 2,396.97 2,471.78
She shall continue to receive an increment on her salary anniversary date, if not at the maximum, and she shall receive future AFSCME across the board wage increases as long as she remains in that positions.
Pay Range 547
Official Rate-Biweekly
1,682.11 1,743.47 1,809.59 1,879.13 1,942.04 2,039.78
Environmental and Disease Control Specialist 1/
Rent Assistance Coordinator 2/
Water Microbiologist II
1/ Recruitment may be up to the third step of the pay range.
2/ Effective Pay Period 4, 2005, the position held by Assefa Damte (DCD) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,656.21 1,707.64 1,760.67 1,815.34 1,871.71 1,929.82
1,989.74 2,051.56 2,115.24 2,180.92 2,248.67 2,318.66
He shall continue to receive an increment on his salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as he remains in that position.
Pay Range 548
Official Rate-Biweekly
1,827.98 1,954.26 2,023.64 2,084.33 2,146.87
Housing Rehabilitation Specialist 1/
1/ Effective Pay Period 4, 2005, the positions held by Dick Haak, Jeff Keen, Brian Pellett, Hamid Sarlati and John Worm (DCD), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,765.46 1,820.29 1,876.79 1,935.08 1,995.17 2,057.12
2,121.03 2,186.88 2,254.76 2,324.79 2,396.97 2,471.78
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
Pay Range 549
Official Rate-Biweekly
1,864.54 1,993.35 2,064.11 2,126.01 2,189.80
Boiler Inspector I 1/
Building Construction Inspector I 1/
Electrical Inspector I 1/
Elevator Inspector I 1/
Sprinkler Construction Inspector I 1/
1/ Effective Pay Period 24, 1995, recruitment for these classifications shall be up to the fourth step at the discretion of the department head.
Pay Range 550
Official Rate-Biweekly
1,688.86 1,744.15 1,803.77 1,864.54 1,932.39
Personnel filling positions in this pay range under the Career Internship program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Administrative Assistant IV 1/
1/ Current incumbent, Peggy Clements (Police Department), to retain the title of Administrative Assistant IV, until she vacates her current position, at which time the title shall revert to Administrative Assistant III in Pay Range 530.
Pay Range 553
Official Rate-Biweekly
1,688.86 1,744.15 1,803.77 1,864.54 2,006.71
Building Code Enforcement Inspector 1/
Environmental Health Coordinator 4/
Housing Rehabilitation Inspector 1/ 2/
Lead Risk Assessor III 3/
Special Compliance Inspector 1/ 2/
1/ Effective Pay Period 3, 1998, employees in these job classifications who complete at least one year
of service at the fifth step and who attain and maintain one or more of the following certifications shall receive an additional increment as specified below provided the employee meets the criteria specified for each additional increment: (a) Uniform Dwelling Code (UDC) Construction certification; (b) pass the National Fire Academy Five Core Courses for the State Fire Inspectors Certification Program (or State Fire Inspection Certificate when available) and/or (c) Commercial Building Code Certification. The increment shall be as follows (2006 rates):
(a) Increment One: $2,026.76 provided the employee attains and maintains one of the above certifications;
(b) Increment Two: $2,046.83 provided the employee attains and maintains two of the above certifications;
(c) Increment Three: $2,066.91 provided the employee attains and maintains all three of the above certifications.
2/ Effective Pay Period 22, 2000, employees in these job classifications who are not at the fifth step and who attain and maintain all three of the certifications specified in footnote "1/" shall advance one additional step in the pay range. After such employees advance to the fifth step, such employees shall advance as outlined in footnote "1/."
3/ Employees in this classification who pass the National Fire Academy Five Core courses for the State Fire Inspectors Certification Program (or State Fire Inspection Certificate when available) and who complete at least one year of service in the fifth step of Pay Range 553 shall advance to a new Special Attainment Step of $2,026.76 (2006 rate).
4/ Effective Pay Period 4, 2005, the position held by Julie Hults (Health), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,457.89 1,503.17 1,549.85 1,597.96 1,647.57 1,698.74
1,751.52 1,805.90 1,861.96 1,919.79 1,979.38 2,040.75
She shall continue to receive an increment on her salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as she remains in that position.
Pay Range 555
Official Rate-Biweekly
1,744.15 1,803.77 1,864.54 1,919.05 1,991.47
Driver Training Instructor
Environmental Hygienist
Forestry Technical Services Coordinator
Municipal Court Clerk II 1/
Sidewalk Repair Specialist 2/ 3/
1/ Effective Pay Period 24, 2004, employees employed in the Municipal Court shall be eligible to receive an additional $1.00 per hour while performing interpreter duties for court proceedings from Spanish to English and vice versa.
2/ Effective Pay Period 24, 2004, employees in the Sidewalk Repair Specialist classification who have completed one year of service at the 5th step shall be eligible to advance annually on their anniversary date to the following steps, provided that the following additional criteria is met:
M-step Biweekly Rate Criteria Needed
M-1 $2,067.43 (2006 rate) 30 credits only or 8 years of service and 15 credits
M-2 $2,127.43 (2006 rate) 45 credits only or 10 years of service and 25 credits
Credits allowed to meet the criteria for M-step advancement shall be as follows:
(1) Credits obtained in the engineering curriculum of any college or university accredited by the North Central Association of Colleges and Secondary Schools.
(2) Credits obtained in college-level engineering technology courses in two year associate degree programs at technical colleges, junior colleges and institutes.
(3) At least 75% of the credits used for “M” step advancement must be in engineering related courses.”
3/ For this classification, the 5th step of the pay range will be $1,978.15 (2006).
Pay Range 556
Official Rate-Biweekly
1,744.15 1,803.77 1,864.54 1,919.05 2,054.10 2,126.68
Electrical Plan Examiner I
Plan Examiner Specialist
Programmer II 1/
1/ Appointment may be up to the third step of the pay range with the approval of the Department of Employee Relations and the concurrence of the Chair or Vice-Chair of the Committee on Finance and Personnel.
Pay Range 557
Official Rate-Biweekly
1,783.31 1,843.79 1,898.45 1,957.56 2,029.89 2,070.49
Librarian III 1/
1/ Recruitment may be up to the fourth step of the pay range.
Pay Range 558
Official Rate-Biweekly
1,688.86 1,744.15 1,803.77 1,864.54 1,955.82
2,008.57 2,074.66
Associate Planner
Geographic Information Specialist
Lead Program Information Specialist
Pay Range 559
Official Rate-Biweekly
1,943.37 1,999.55 2,057.32 2,116.77 2,177.95 2,240.90
Lead Water Chemist
Pay Range 560
Official Rate-Biweekly
1,864.54 1,919.05 1,978.15 2,037.28 2,128.78
Assessment Analysis Specialist
Investigator/Adjuster 1/
Urban Forestry Technician
1/ Effective Pay Period 4, 2005, positions held by Steve Carini and Robert Overholt (City Attorney), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,656.21 1,707.64 1,760.67 1,815.34 1,871.71 1,929.82
1,989.74 2,051.56 2,115.24 2,180.92 2,248.67 2,318.66
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
Pay Range 565
Official Rate-Biweekly
1,919.05 1,978.15 2,037.28 2,115.43 2,206.96 2,251.10
Librarian IV
Pay Range 572
Official Rate-Biweekly
1,744.15 1,803.77 1,864.54 1,919.05 2,029.45
Building Inspection Enforcement Coordinator 1/ 2/ 3/
Special Enforcement Inspector 1/ 2/ 3/
1/ The fifth step shall be $2,068.17 (2006) for employees in these classifications.
2/ Effective Pay Period 3, 1998, employees in these job classifications who complete at least one year of service at the fifth step and who attain and maintain one or more of the following certifications shall receive an additional increment as specified below provided the employee meets the criteria specified for each additional increment: (a) Uniform Dwelling Code (UDC) Construction certification; (b) pass the National Fire Academy Five Core Courses for the State Fire Inspectors Certification Program (or State Fire Inspection Certificate when available) and/or (c) Commercial Building Code Certification. The increment shall be as follows (2006 rates):
(a) Increment One: $2,088.86 provided the employee attains and maintains one of the above certifications;
(b) Increment Two: $2,109.52 provided the employee attains and maintains two of the above certifications;
(c) Increment Three: $2,130.22 provided the employee attains and maintains all three of the above certifications.
3/ Effective Pay Period 22, 2000, employees in these job classifications who are not at the fifth step and who attain and maintain all three of the certifications specified in footnote "2/" shall advance one additional step in the pay range. After such employees advance to the fifth step, such employees shall advance as outlined in footnote "2/."
Pay Range 576
Official Rate-Biweekly
1,978.15 2,037.28 2,115.43 2,193.63 2,340.75
Senior Planner
Senior Planner-Architectural Design
Pay Range 587
Official Rate-Biweekly
2,063.29 2,153.31 2,247.18 2,345.17 2,460.79
Zoning and Development Coordinator
Pay Range 588
Official Rate-Biweekly *
1,726.19 1,812.11 1,885.40 1,959.97 2,038.32 2,120.45
* *
2,205.12 2,293.58 2,384.57 2,480.60 2,579.16 2,682.79
Senior Property Appraiser 1/ 2/
*An employee shall move from the minimum step in the pay range to the maximum step in the pay range in annual increments, except in order to advance beyond step 4, step 8 or step 10, the employee must have met the respective criteria for steps 5, 9 or 11 as outlined in the City/Union October 29, 1999 Memorandum of Understanding. Advancement for current employees is as outlined in the City/Union October 29, 1999 Memorandum of Understanding.
1/ Employees in this classification who attain and maintain the designation of either "Residential evaluation Specialist" or "Certified Assessment Evaluator" from the International Association of Assessing Officers (IAAO) or a Master's Degree in Real Estate or its equivalent as determined by the Commissioner of Assessments and who meet the criteria of the next step above their current step, shall advance one step in the pay range. If at the maximum pay step, the employee shall advance one step to $2,763.67 (2006).
2/ While occupying this title, Johnie Farmer to be paid at the rate of $2,029.45 (2006) biweekly.
. The above employee will continue to receive general increases.
Pay Range 589
Official Rate-Biweekly
2,126.01 2,189.80 2,255.48 2,323.14 2,392.83
Boiler Inspector II 1/ 2/ 3/
Building Construction Inspector II 1/ 2/ 3/
Electrical Inspector II 1/ 2/ 3/
Elevator Inspector II 1/ 2/ 3/
Sprinkler Construction Inspector II 1/ 2/ 3/
1/ Employees in these job classifications assigned by the Commissioner of Building Inspection as a project leader will receive one additional pay step while working in that capacity. If the employee assigned as project leader is being paid at the maximum of the range, he or she will receive a rate 3% above the biweekly maximum of the range while working as a project leader.
2/ Effective Pay Period 24, 2004, employees who complete at least one year of service at the third step of Pay Range 589 shall advance to the fourth step provided they meet one of the following criteria:
(1) Have obtained an Associate’s degree in civil engineering, architecture, construction management, construction technology or field related closely to construction; or
(2) Hold a Wisconsin license as a Professional Engineer or Professional Architect; or
(3) Have successfully completed 60 college credits of which a minimum of 39 credits are engineering-related, architectural design-related, or construction management-related and 9 credits are job-related or engineering-related, architectural design-related, or construction management-related, or
(4) Have 14 years of City service as a Building Construction Inspector and have successfully completed 40 college credits of which a minimum of 26 credits engineering related, architectural design related or construction management related and 6 credits are job related or engineering related, architectural design related or construction management related.
For (3) and (4) above, Engineering related, architectural design related or construction management related credits allowed to meet the criteria shall be credits obtained in the engineering curriculum, architectural design curriculum or construction management curriculum of any college or university accredited by the North Central Association of colleges and Secondary Schools or credits obtained in college-level engineering, architectural design or construction technology courses in two-year associate degree programs at technical colleges, junior colleges and institutes. Job-related credits shall be credits determined by the Commissioner of Building Inspection as job related.
3/ The fifth step of the pay range is reserved for those employees who have obtained a bachelor’s degree in civil engineering, architecture, construction management, construction technology, or a field closely related to construction. Consideration will also be given for the attainment of professional licenses such as that of Professional engineer or Professional Architect.
Pay Range 591
Official Rate-Biweekly
2,246.98 2,333.68 2,437.16 2,531.17 2,628.83 2,730.25
Network Analyst-Senior 1/
1/ Appointment may be up to the third step of the pay range with the approval of the Department of Employee Relations and the concurrence of the Chair or Vice-Chair of the Committee on Finance and Personnel.
Pay Range 592
Official Rate-Biweekly
1,450.13 1,499.61 1,552.19 1,607.34 1,664.68 1,740.07
Market Analyst 1/
Public Health Educator I
1/ Position to be studied when vacated by Michael Mathias.
Pay Range 593
Official Rate-Biweekly
1,607.34 1,664.68 1,726.73 1,792.67 1,861.17 1,945.74
Public Health Educator II
Pay Range 594
Official Rate-Biweekly
1,664.68 1,726.73 1,792.67 1,861.17 1,932.41 2,019.86
Accountant II 5/ 6/
Client Services Representative (MIS)
Housing Services Specialist 6/
Microcomputer Analyst
Network Specialist 1/ 5/ 6/
Nutritionist 2/ 3/
Paralegal 4/ 5/
Project Assistant
Public Health Social Worker 2/
Research Assistant 6/
1/ Appointment may be up to the third step of the pay range with the approval of the Department of Employee Relations and the concurrence of the Chair or Vice-Chair of the Committee on Finance and Personnel.
2/ Recruitment to be up to the third step.
3/ The City shall pay a premium of $20.00 biweekly to one position of Nutritionist while assigned to the Women, Infants, and Children's Nutrition Program.
4/ Effective Pay Period 4, 2005, the position held by Barbara Teipner Wargolet (City Attorney) shall be paid the following biweekly rates. Effective 4/24/05 the incumbent transferred as a paralegal from the City Attorney to ERS as the same rates of pay. (updated effective Pay Period 1, 2006):
1,457.89 1,503.17 1,549.85 1,597.96 1,647.57 1,698.74
1,751.52 1,805.90 1,861.96 1,919.79 1,979.38 2,040.75
She shall continue to receive an increment on her salary anniversary date, if not at the maximum, and shall receive future nonmanagement/nonrepresented across the board wage increases as long as she remains in this position.
5/ Effective Pay Period 4, 2005, positions held by Lisa Ames, Angelique Pettigrew-Davis, and Jean Semenuk (City Attorney), Mary Duket (Comptroller) and April Wilks (DPW-Administration) shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,457.89 1,503.17 1,549.85 1,597.96 1,647.57 1,698.74
1,751.52 1,805.90 1,861.96 1,919.79 1,979.38 2,040.75
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
6/ Effective Pay Period 4, 2005, positions held by Emma Kennis, Suzanne Kramer, Loyce Howard (DCD), John Egan (DPW-Infrastructure) and Joan Dimow (DER), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,656.21 1,707.64 1,760.67 1,815.34 1,871.71 1,929.82
1,989.74 2,051.56 2,115.24 2,180.92 2,248.67 2,318.66
They shall continue to receive an increment on their salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as they remain in those positions.
Pay Range 595
Official Rate-Biweekly
1,726.73 1,792.67 1,861.17 1,932.41 2,006.53 2,096.89
Engineering Systems Specialist
Operations Analyst
Pay Range 596
Official Rate-Biweekly
1,792.67 1,861.17 1,932.41 2,006.53 2,083.56 2,177.04
Network Analyst-Assistant 1/ 2/
Network Services Coordinator-Senior
1/ Appointment may be up to the third step of the pay range with the approval of the Department of Employee Relations and the concurrence of the Chair or Vice-chair of the Committee on Finance and Personnel.
2/ Effective Pay Period 4, 2005, the position held by Corey Richards (DOA), shall be paid the following biweekly rates (updated effective Pay Period 1, 2006):
1,656.21 1,707.64 1,760.67 1,815.34 1,871.71 1,929.82
1,989.74 2,051.56 2,115.24 2,180.92 2,248.67 2,318.66
He shall continue to receive an increment on his salary anniversary date, if not at the maximum, and shall receive future AFSCME across the board wage increases as long as he remains in that position.
Pay Range 598
Official Rate-Biweekly
2,006.53 2,083.56 2,163.71 2,246.98 2,333.68 2,437.16
Automated Systems Specialist
Network Analyst-Associate 1/
Programmer Analyst 1/
1/ Appointment may be up to the third step of the pay range with the approval of the Department of Employee Relations and the concurrence of the Chair or Vice-Chair of the Committee on Finance and Personnel.
Pay Range 599
Official Rate-Biweekly
2,193.63 2,283.37 2,371.01 2,433.67 2,576.72
2,714.71 2,823.29
Facilities Control Specialist 1/ 2/
1/ Position shall be studied upon vacancy by David Vega.
2/ Recruitment may be up to the fifth step of the pay range.
Sec. 9. Drafters, Technicians, and Related Classes (District Council 48, AFSCME).
Rates for Sec. 9 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 600
Official Rate-Biweekly
1,170.06 1,258.82 1,289.66 1,324.50 1,412.82
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Drafting Technician I
Engineering Drafting Technician I
Engineering Technician I 1/
Geographic Information Technician I
Instrument Recorder Technician I
Property Records Drafting Technician I
1/ Incumbents of this position, when assigned by competent authority to perform tunnel work under air, shall receive additional compensation of $24.00 biweekly to be paid on a daily basis for each day on which such work is performed.
Pay Range 602
Official Rate-Biweekly * *
1,361.17 1,399.82 1,440.42 1,483.72 1,532.96 1,667.33
Drafting Technician II
Engineering Drafting Technician II
Engineering Technician II 1/
Geographic Information Technician II
Instrument Recorder Technician II
Property Records Drafting Technician II
1/ Incumbents of this position, when assigned by competent authority to perform tunnel work under air, shall receive additional compensation of $24.00 biweekly to be paid on a daily basis for each day on which such work is performed.
* (1) Employees holding a Wisconsin license as a Professional Engineer, Registered Land Surveyor, or Registered Designer, shall advance annually through the "M" steps in lieu of the college credit requirements stated below.
(2) Effective January 1, 1995, employees who complete at least one year of service in the fourth step of Pay Range 602 shall advance annually in the Pay Range 602 "M" steps on their anniversary date, provided they meet the following criteria:
"M” Step Criteria Needed
M-1 (fifth step) 30 credits
M-2 (sixth step) 35 credits
Credits allowed to meet the criteria for "M" step advancement shall be as provided for in the labor agreement between the City of Milwaukee and District Council 48, AFSCME.
(3) Employees who advance or have advanced to the fourth step of the range (regular maximum) upon completion of three years of service at that step subsequent to that date, will be eligible for the fifth step, at the end of the three more years, will be eligible for the sixth step in lieu of the college credit requirement noted above.
Pay Range 604
Official Rate-Biweekly
1,588.78 1,654.53 1,723.22 1,794.84 1,869.60
* * *
1,947.67 2,029.06 2,127.43
Construction Coordinator
Drafting Technician IV
Engineering Drafting Technician IV
Landscape Designer 1/
Property Records Drafting Technician IV
1/ The Landscape Designer is not eligible for “M” steps in Pay Range 604.
* (1) Employees holding a Wisconsin license as a Professional Engineer, Registered Land Surveyor, or Registered Designer, shall advance annually through the "M" steps in lieu of the college credit requirements stated below.
(2) Effective January 1, 1995, employees who complete at least one year of service in the fourth step of Pay Range 604 shall advance annually in the Pay Range 604 "M" steps on their anniversary date, provided they meet the following criteria:
"M” Step Criteria Needed
M-1 (sixth step) 30 credits or 8 years of service and 15 credits.
M-2 (seventh step) 45 credits or 10 years of service and 25 credits.
M-3 (eighth step) 60 credits or 12 years of service and 40 credits.
Credits allowed to meet the criteria for "M" step advancement shall be as provided for in the labor agreement between the City of Milwaukee and District Council 48, AFSCME.
Pay Range 606
Official Rate-Biweekly
1,869.60 1,947.67 2,029.06 2,114.08 2,202.75
* *
2,295.33 2,405.29
Drafting Technician V
Engineering Drafting Technician V
Landscape Architect 1/
Water Construction Coordinator
1/ Employees holding the title of Landscape Architect shall be eligible for all steps of Pay Range 606.
* (1) Employees holding a Wisconsin license as a Professional Engineer, Registered Land Surveyor, or Registered Designer, shall advance annually through the "M" steps in lieu of the college credit requirements stated below.
(2) Effective January 1, 1995, employees who complete at least one year of service in the fifth step of Pay Range 606 shall advance annually in the Pay Range 606 "M" steps on their anniversary date, provided they meet the following criteria:
"M” Step Criteria Needed
M-1 (sixth step) 60 credits or 14 years of service and 40 credits.
M-2 (seventh step) 75 credits or 16 years of service and 55 credits.
Credits allowed to meet the criteria for "M" step advancement shall be as provided for in the labor agreement between the City of Milwaukee and District Council 48, AFSCME.
Pay Range 607
Official Rate-Biweekly
2,344.37 2,447.46 2,554.10 2,665.45 2,795.03
Communications Facilities Coordinator
Recreation Facilities Coordinator
Sec. 10. Technicians, Engineers, and Architects of Milwaukee (TEAM).
Rates for Sec. 10 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 619
Official Rate-Biweekly (2006)
1,530.45 1,597.17 1,666.81 1,739.53 1,828.65
Assessment Technician I
Pay Range 620
Official Rate-Biweekly
1,597.17 1,666.81 1,739.53 1,815.34 1,894.52
* * *
1,977.13 2,063.29 2,166.64
*Technical "M" ranges
Engineering Technician IV 1/
1/ Incumbents of this position, when assigned by competent authority to perform tunnel work under air, shall receive additional compensation of $24.00 biweekly to be paid on a daily basis for each day on which such work is performed.
* Employees holding a Wisconsin license as a Professional Engineer, Registered Land Surveyor or Registered Designer shall advance annually through the "M" steps in lieu of the college credit requirements stated below.
Engineering Technicians IV who complete at least one year of service in the fifth step of Pay Range 620 shall advance annually in Pay Range 620 "M" steps on their anniversary dates, provided they meet the following criteria:
"M" Step Criteria Needed
M-l (sixth step) 30 credits or eight years of service and 15 credits.
M-2 (seventh step) 45 credits or 10 years of service and 25 credits.
M-3 (eighth step) 60 credits or 12 years of service and 40 credits.
Credits allowed to meet the criteria for "M" step advancement shall be as provided for in the labor agreement between the City of Milwaukee and Technicians, Engineers and Architects of Milwaukee (TEAM).
Pay Range 621
Official Rate-Biweekly
1,815.34 1,894.52 1,977.13 2,063.29 2,166.64
Parking Operations Assistant
Pay Range 622
Official Rate-Biweekly
1,894.52 1,977.13 2,063.29 2,153.31 2,247.18
* *
2,345.17 2,460.79
*Technical "M" ranges
Assessment Technician II
Engineering Technician V
* Employees holding a Wisconsin license as a Professional Engineer, Registered Land Surveyor or Registered Designer shall advance annually through the "M" steps in lieu of the college credit requirements stated below.
Engineering Technicians V and Assessments Technicians II who complete at least one year of service in the fifth step of Pay Range 622 shall advance annually in Pay Range 622 "M" steps on their anniversary dates, provided they meet the following criteria:
"M" Step Criteria Needed
M-l (sixth step) 60 credits or 14 years of service and 40 credits.
M-2 (seventh step) 75 credits or 16 years of service and 55 credits.
Credits allowed to meet the criteria for "M" step advancement shall be as provided for in the labor agreement between the City of Milwaukee and Technicians, Engineers and Architects of Milwaukee (TEAM).
Pay Range 624
Official Rate-Biweekly
1,815.34 1,894.52 1,977.13 2,063.29 2,166.64
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Architectural Designer I 1/
Civil Engineer I 1/ 2/
Electrical Engineer I 1/
Mechanical Engineer I 1/
Traffic Control Engineer I 1/
1/ Recruitment and employment may be at any of the first four rates in the pay range, subject to the control and authorization of the Board of City Service Commissioners.
2/ Incumbents, when assigned by competent authority to perform tunnel work under air, shall receive additional compensation of $24.00 biweekly to be paid on a daily basis for each day on which such work is performed.
Pay Range 625
Official Rate-Biweekly
2,015.62 2,112.33 2,213.78 2,320.02 2,431.35
2,548.08 2,670.37
Plan Examiner II
Pay Range 626
Official Rate-Biweekly
2,063.29 2,153.31 2,247.18 2,345.17 2,460.79
Architectural Designer II
Civil Engineer II
Electrical Engineer II
Mechanical Engineer II
Traffic Control Engineer II
Pay Range 627
Official Rate-Biweekly
2,247.18 2,345.17 2,447.46 2,554.10 2,678.79
Facilities Construction Project Coordinator
Facilities Maintenance Coordinator
Parking Operations Coordinator
Pay Range 628
Official Rate-Biweekly
2,344.37 2,447.46 2,554.10 2,665.45 2,795.03
Architect III
Civil Engineer III
Electrical Engineer III
Engineering Technician VI
House Services Supervisor
Mechanical Engineer III 1/
Traffic Control Engineer III
1/ Appointment for one position of Mechanical Engineer III in the Department of City Development may be up to and including the third step.
Pay Range 629
Official Rate-Biweekly
2,344.37 2,447.54 2,555.22 2,667.67 2,785.03
2,907.58 3,035.50
Plan Examiner III 1/
1/ Recruitment may be up to the fourth step of the pay range.
Pay Range 630
Official Rate-Biweekly
2,665.45 2,781.68 2,903.00 3,029.57 3,175.05
Civil Engineer IV
Sec. 11. Microbiologists, Chemists, Virologists (Association of Scientific Personnel).
Rates for Sec. 11 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 635
Official Rate-Biweekly
1,344.68 1,373.72 1,406.35 1,440.69 1,476.82 1,542.05
Medical Laboratory Technician
Pay Range 640
Official Rate-Biweekly
1,435.09 1,476.34 1,523.23 1,573.51 1,625.73
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Chemist I 1/
Microbiologist I 1/
Virologist I 1/
1/ Appointment may be at any step of the pay range.
Pay Range 642
Official Rate-Biweekly
1,682.11 1,743.47 1,809.59 1,879.13 1,942.04 2,039.78
Chemist II 1/
Microbiologist II 1/
Virologist II 1/
1/ Effective with appointments after October 23, 2000, appointment may be at any step in the pay range.
Pay Range 644
Official Rate-Biweekly
1,942.04 2,010.40 2,078.60 2,168.76 2,259.10 2,359.81
Chemist III 1/
Microbiologist III 1/
Virologist III 1/
1/ Effective with appointments after October 23, 2000, appointment may be at any step in the pay range.
Pay Range 646
Official Rate-Biweekly
2,168.76 2,259.10 2,359.81 2,437.68 2,518.12 2,601.21
Laboratory Information Systems Specialist
Sec. 12. Public Health Nurses, Associate Public Health Nurses, Public Health Nurse Interns (Staff Nurses Council).
Rates for Sec. 12 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 665
Official Rate-Biweekly
1,432.16 1,485.13 1,539.97 1,596.99 1,660.85
Public Health Nurse Intern 1/
1/ Recruitment shall be at the first or second step of the range, subject to applicable experience under criteria established by the City.
Pay Range 666
Official Rate-Biweekly
1,660.85 1,727.29 1,796.39 1,868.24 1,942.97
1,982.01 2,039.48
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Associate Public Health Nurse 1/ 2/
Public Health Nurse 1/ 2/ 3/
1/ The City shall pay a premium of $45.00 biweekly for Public Health Nurses or Associate Public Health Nurses assigned on a full-time basis with full responsibilities to one of the following job assignments: Health Center Coordinator, Charge Nurse/STD Clinic, Charge Nurse/TB, Lead (Pb) Program Coordinator, Charge Nurse/Staff Development Unit, Charge Nurse/Family Health Clinic, Charge Nurse/WIC, Health Information Coordinator, Immunization Coordinator, and PHN Coordinator-HIV Women's Program. Effective Pay Period 25, 2003, Public health Nurses assigned on a full-time basis with full responsibilities to the job assignment of PHN Coordinator-Adolescent School Health (ASHP) shall also be eligible for the $45 biweekly premium.
2/ Effective Pay Period 17, 2002, a Public Health Nurse or Associate Public Health Nurse shall be eligible to receive an additional thirty ($30) dollars biweekly special Attainment Pay provided they meet one or more of the following criteria and have provided the department with the appropriate documentation:
Criterion One: A nurse has a Master’s Degree of Nursing approved by the National League of Nursing (NLN) and has submitted the diploma verifying such degree to the Public Health Nurse Manager.
Criterion Two: A nurse has an American Nurses’ Association (ANA) certification in Community Health Nurse, Family Nurse Practitioner, Pediatric Nurse Practitioner, Gerontological Nurse Practitioner or a National Certification Corporation (NCC) certification as a Women’s Health Care Nurse Practitioner and has submitted the certificate to the Public Health Nurse Manager or an American Nurses Credentialing Center (ANCC) certification as a Psych/Mental Health Nurse or an AIDS Certified Registered Nurse (ACRN) certification by the HIV/AIDS Nursing Certification Board (HANCB).
Criterion Three: A nurse has a Department of Public Instruction Certification and has submitted the certificate to the Public Health Nurse Manager.
A nurse who does not maintain his/her certification under one of the criteria listed above, shall not be eligible to continue to receive Special Attainment Pay unless he/she maintains eligibility by meeting another specified criterion above. A nurse who satisfies more than one criterion shall not receive more than one Special Attainment Pay of $30 biweekly. A nurse appointed prior to June 21, 1981, who does not have a BSN degree as of January 1, 1989, but who has an American Nurses’ Association Certification approved by the Public Health Nurse Manager shall be deemed to qualify for this special attainment pay.
3/ Recruitment shall be at the first, second, third, or fourth pay step subject to applicable experience under criteria established by the City. In addition, effective Pay Period 17, 2002, recruitment may be up to the second step based upon market conditions as determined by the City.
Pay Range 670
Official Rate-Biweekly
2,018.25 2,096.97 2,178.74 2,263.71 2,351.99 2,443.73
Nurse Practitioner-STD/HIV Program
Sec. 13. Machinists and Related Classes (Local 494, Electrical Workers-Machine Shop).
Rates for Sec. 13 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 694
Official Rate-Biweekly
1,614.81 1,663.79 1,715.52 1,771.79 1,832.81
Electrical Services Welder
Pay Range 696
Official Rate-Biweekly
1,773.55 1,834.28 1,900.00 1,966.93 2,035.84
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Electrical Services Blacksmith
Electrical Services Machinist I
Pay Range 698
Official Rate-Biweekly
1,834.28 1,900.00 1,966.93 2,035.84 2,106.65
Machinist II
Sec. 14. Bridge Operators and Related Classes (Local 195, Electrical Workers).
Rates for Sec. 14 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 704
Official Rate-Biweekly
1,414.61 1,446.33 1,479.71 1,514.85 1,551.86
Bridge Operator 1/
1/ Bridge Operators assigned to the maintenance crew on a full-day basis will be paid a premium of $0.50 per hour effective Pay Period 1, 2002 (December 23, 2001).
Pay Range 710
Official Rate-Biweekly
1,489.51 1,521.25 1,554.58 1,589.82 1,637.75
Bridge Operator Lead Worker 1/
1/ Bridge Operator Lead Workers assigned to the maintenance crew on a full-day basis will be paid a premium of $0.50 per hour effective Pay Period 1, 2002 (December 23, 2001).
Sec. 15. Fire Equipment Repair Classes (International Association of Machinists and Aerospace Workers).
Rates for Sec. 15 effective Pay Period 1,2006 (January 1, 2006)
Pay Range 722
Official Biweekly Rate
1,250.43 1,322.66 1,413.91 1,449.05 1,500.53
Fire Mechanic Helper 1/
1/ An employee hired after January 1, 1988, shall not be eligible to attain step 5 of this pay range. Step 4 shall be the highest step attainable by employees hired after January 1, 1988.
Pay Range 724
Official Biweekly Rate
1,231.80 1,304.55 1,395.76 1,430.77 1,574.56
Fire Stores Clerk 1/
1/ Current incumbent, Andrew Pozorski, to retain the title of Fire Stores Clerk until he vacates his current position, at which time the title shall revert to Inventory Control Assistant III in Pay Range 340.
Pay Range 726
Official Biweekly Rate
1,318.95 1,393.35 1,488.26 1,523.23 1,562.49 1,624.10
Fire Equipment Repairer I 1/
1/ An employee may be eligible to attain step 6 of this pay range after completing one year of service in step 5 and after meeting established requirements for attaining step 6. The requirements for attaining step 6 shall be established by agreement between labor and management.
Pay Range 732
Official Biweekly Rate
1,452.63 1,541.69 1,649.51 1,703.16 1,776.34
Fire Equipment Repairer II 1/
1/ Employees occupying this position classification on August 21, 1988, may attain the fifth step of this pay range through the process described in Article 10, paragraphs 3 and 4 of the City/IAMAW Agreement. Mark Madritsch, if promoted to this classification, may attain the fifth step of this pay range through the process described in Article 10, paragraphs 3 and 4 of the City/IAMAW Agreement. Any other individual entering this position classification shall not be eligible to be paid at step 5 of this pay range. Step 4 shall be the highest step attainable by other individuals in this classification.
Pay Range 733
Official Biweekly Rate
1,476.58 1,566.64 1,676.21 1,732.41 1,793.22 1,821.82
Fire Equipment Machinist
Fire Equipment Metal Fabricator
Fire Equipment Compressed Air Technician
Fire Equipment Welder
Fire Building and Equipment Maintenance Specialist
Pay Range 734
Official Biweekly Rate
1,476.58 1,566.64 1,676.21 1,732.41 1,793.22 1,839.79
Fire Equipment Mechanic 1/ 2/
1/ Requirement for advancement to the sixth step of Pay Range 734 shall be employment by the City of Milwaukee as a Fire Mechanic as of June 1, 1989. Employees entering this classification after June 1, 1989, must maintain the appropriate current ASE certifications in order to attain the sixth step.
2/ Employees occupying the position of Fire Equipment Mechanic shall be eligible to receive, for all hours of active service, an additional fifteen cents per hour per level for the attainment and maintenance of the Emergency Vehicle Technician (EVT), Fire Apparatus Technician Level I, II and Master Level III certifications. Effective pay period 11, 2005, the pay for EVT Level I Certification shall be increased to twenty-five cents per hour, the pay for EVT Level II Certification shall be increased to fifty cents per hour, and the pay for EVT Master Level III Certification shall be increased to seventy-five cents per hour. EVT payments continue to be payable to employees who have advanced to Step 6 of Pay Range 734 and who have attained and maintained an EVT Level I, an EVT Level II or an EVT Master Level III certification.
Sec. 16. Sanitation Workers and Related Classes (Local 61, Laborers' International Union).
Rates for Sec. 16 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 740
Official Rate-Biweekly
1,340.50 1,370.59 1,401.04 1,434.17 1,469.18
Cart Maintenance Technician
Sanitation Worker 1/
Sanitation Worker/Shop Clerk
Scale Operator
1/ Sanitation Workers who work on crews that utilize rear container loaders shall receive a ten cent (10c) per hour premium.
Pay Range 741
Official Rate-Biweekly
1,370.94 1,402.81 1,435.66 1,470.59 1,507.92
Field Headquarters Coordinator
Utility Crew Worker
Pay Range 742
Official Rate-Biweekly
1,383.96 1,414.43 1,447.71 1,482.57 1,549.58
Sanitation Crew Leader
Sec. 16a. Public Works Driving Positions (District Council 48, AFSCME and Local 61 Laborers International Union).
Rates for Sec. 16a effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 750
Official Rate-Biweekly
1,110.30 1,340.76 1,370.31 1,403.65 1,455.12
1,504.80 1,559.95 1,617.93 1,677.82 1,743.85
Operations Driver/Worker 1/ 2/ 3/ 4/ 5/
1/ All Local 423 employees on the current Operations Driver seniority list who were working full time as of July 1, 2001 shall be placed in the new pay range at the minimum of step seven (7).
2/ All Local 61 employees on the current Operations Driver seniority list who were working full time as of July 1, 2001 shall advance to a minimum of step 7.5 of $1,585.66 (2006 rate) after five full years of service.
3/ Employees while operating Equipment No. 55013 shall be paid at the hourly rate in Pay Range 962.
4/ Effective Pay Period 3, 1998, employees shall receive an additional $2.77 per hour ($221.60 biweekly) while assigned to operate the Reach All or Hydro Crane.
5/ Effective Pay Period 17, 2001, an employee while assigned as the utility person shall receive an additional $0.50 per hour.
Sec. 17. Plumbing Inspectors and Related Classes (Plumbers’ Local #75).
Rates for Sec. 17 effective Pay Period 1, 2006 (January 1, 2006) or as noted
Pay Range 785
Official Rate-Biweekly
1,978.91 2,038.28 2,099.43 2,162.42 2,227.28
Plumbing Inspector I 1/
1/ Effective Pay Period 10, 2005 (April 24, 2005), recruitment for Plumbing Inspector I position shall be
up to the second step of the pay range at the discretion of the department head. Effective on the appointment date of a Plumbing Inspector I who is appointed after April 24, 2005, Plumbing Inspectors I who were appointed to the Plumbing Inspector I classification prior to April 24, 2005, who are in a pay step lower than the pay step of the newly appointed Plumbing Inspector I, shall advance to the same pay step as the newly appointed Plumbing Inspector I. Effective Pay Period 1, 2006, recruitment for Plumbing Inspector I position shall be up to the third pay step of the pay range at the discretion of the department head. Effective on the appointment date of a Plumbing Inspector I who is appointed in Pay Period 1, 2006 or after, Plumbing Inspectors I who were appointed prior to Pay Period 1, 2006, who are in a pay step lower than the pay step of the newly appointed Plumbing Inspector I, shall advance to the same pay step as the newly appointed Plumbing Inspector I.
Pay Range 786
Official Rate-Biweekly (Rates effective Pay Period 13, 2005)
2,307.20
Landscape and Irrigation Specialist 1/ 2/
1/ The Landscape and Irrigation Specialist is compensated at 92% of the outside prevailing hourly rate for journeymen plumbers. (Effective PP 13, 2005 (June 5, 2005) the hourly rate is $28.84 ($2,307.20 biweekly) 92% of the outside rate of $31.35 per hour.)
2/ Effective Pay Period 13, 2004, when the Landscape and Irrigations specialist in the Forestry Section of the Operations Division of the Department of Public Works is assigned to supervisory or lead worker duties, determining and writing specifications for irrigation materials consistent with industry standards or assisting in design of irrigation systems, he/she shall be paid at 95% of the outside prevailing hourly rate for journeyman plumbers. (Effective PP 13, 2005 (June 5, 2005) the hourly rate is $29.78 ($2,382.40 biweekly) 95% of outside rate of $31.35 per hour.)
Pay Range 788
Official Rate-Biweekly
2,162.42 2,227.28 2,294.11 2,362.92 2,433.81
Plumbing Inspector II 1/
1/ The fourth step of the pay range is reserved for those employees who have obtained an associate's degree in civil engineering, architecture, construction management, construction technology, or a field closely related to construction or who have attained and maintain the Automatic Fire System Sprinkler Tester certification. Any changes in these requirements will be determined by mutual agreement between DER and DNS.
The fifth step of the pay range is reserved for those employees who have obtained a bachelor's degree in civil engineering, architecture, construction management, construction technology, or a field closely related to construction or who have attained and maintain the following four certifications/licenses:
Privately Owned Waste Water Treatment Systems
Master Plumber
Reduced Pressure Backflow Prevention
Two Pound Gas
Any changes in these requirements will be determined by mutual agreement between DER & DNS.
Pay Range 796
Official Rate-Biweekly
2,015.62 2,112.40 2,213.78 2,320.02 2,431.35
2,548.08 2,670.37
Mechanical Plan Examiner II
Pay Range 798
Official Rate-Biweekly
2,344.37 2,447.54 2,555.22 2,667.67 2,785.03
2,907.58 3,035.50
Mechanical Plan Examiner III
Sec. 18. Police Officers and Related Classes (Milwaukee Police Association).
Rates for Section 18 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 801
Official Rate-Biweekly
1,637.01 1,797.43 2,004.99 2,084.62 2,207.19
Police Officer 1/
1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract.
Pay Range 804
Official Rate-Biweekly
2,164.25 2,232.96 2,304.63
Court Liaison Officer
Identification Technician
Police Alarm Operator 1/
1/ Police Dispatcher positions to be administratively reclassified to Police Alarm Operator upon becoming vacant, to a maximum of 15 positions, according to the specifications of settlement case No. 98-CV-009353. Upon conclusion of the settlement, Police Alarm Operator positions to be administratively reclassified to Police Dispatcher upon becoming vacant.
Pay Range 808
Official Rate-Biweekly
2,278.95 2,369.02 2,462.76
Detective
Document Examiner
Latent Print Examiner
Pay Range 812
Official Rate-Biweekly
2,464.37 2,547.01 2,629.69
Chief Document Examiner
Identification Systems Specialist
Pay Range 813
Official Rate-Biweekly
2,369.02 2,462.76 2,560.20 2,661.52 2,766.79 2,876.40
Police Audiovisual Specialist 1/
1/ When vacated by the present incumbent, Robert Hempe, the position shall be studied to determine whether it should be civilianized.
Sec. 19. Police Department Supervisors (Milwaukee Police Supervisors' Organization).
Rates for Sec. 19 effective Pay Period 1, 2003 (December 22, 2002)
Pay Range 831
Official Rate-Biweekly
1,856.77 1,930.05 2,006.29 2,085.56 2,167.99 2,253.78
Police Sergeant 1/ 2/
1/ Recruitment to be at fourth step.
2/ Effective Pay Period 1, 1992, employees in Pay Range 831 shall receive an amount equal to one percent of base salary in lieu of any other compensation for time spent underfilling authorized positions at the direction of the employee’s commanding officer. This payment shall be construed as part of the employee’s base salary solely for the purpose of computing pension benefits and shall not be included in the determination of any other benefits.
Pay Range 835
Official Rate-Biweekly
2,085.56 2,167.99 2,253.78 2,342.93 2,435.67 2,532.00
Police Identification Supervisor
Pay Range 836
Official Rate-Biweekly
2,167.99 2,253.78 2,342.93 2,435.67 2,532.00 2,632.31
Administrative Lieutenant of Police 1/
Administrative Lieutenant of Police (Health and Safety) 1/
Communications Maintenance Manager 2/
Lieutenant of Detectives 1/
Lieutenant of Police 1/
1/ Recruitment to be at fourth step.
2/ Position to be civilianized and reallocated to Salary Grade 007 when vacated by Samuel Steffan.
Pay Range 839
Official Rate-Biweekly
2,435.67 2,532.00 2,632.31 2,736.57 2,845.10 2,957.88
Captain of Police 1/
1/ Recruitment to be at fourth step.
Pay Range 842
Official Rate-Biweekly
2,736.57 2,845.10 2,957.88 3,075.23 3,197.23 3,324.11
Deputy Inspector of Police 1/
1/ Recruitment to be at fourth step.
Sec. 20. Firefighters and Related Classes (Local 215, Milwaukee Professional Fire Fighters' Association).
Rates for Section 20 effective Pay Period 1, 2006 (January 1, 2006).
Pay Range 850
Official Rate - Biweekly
1,308.04 1,362.28 1,514.68 1,667.47 1,835.93
2,021.74 2,207.19
Fire Paramedic 1/
Firefighter 1/
1/ Effective March 1, 1990, all Emergency Medical Technician-II's in this classification who are assigned by the Chief Engineer, Fire, to perform paramedic services shall receive a 5% annual lump sum, non-pensionable premium payment for as long as Milwaukee County reimburses the City of Milwaukee for such premium. This premium shall be calculated as 5% of the employee's applicable annual base salary. This premium shall cease in the event that Milwaukee County eliminates its funding for the 5% premium. Effective January 1, 2006, the first $1,000 of this amount shall be included in an employee’s final average salary solely for purposes of computing pension benefits and shall not be included in the determination of any other benefits.
Pay Range 853
Official Rate - Biweekly
1,649.29 1,685.73 2,082.11 2,164.92 2,337.37
Heavy Equipment Operator 1/ 2/
1/ Effective March 1, 1990, all Emergency Medical Technician-II's in this classification who are assigned by the Chief Engineer, Fire, to perform paramedic services shall receive a 5% annual lump sum, non-pensionable premium payment for as long as Milwaukee County reimburses the City of Milwaukee for such premium. This premium shall be calculated as 5% of the employee's applicable annual base salary. This premium shall cease in the event that Milwaukee County eliminates its funding for the 5% premium. Effective January 1, 2006, the first $1,000 of this amount shall be include in an employee’s final average salary solely for purposes of computing pension benefits and shall not be included in the determination of any other benefits.
2/ Employees who are promoted from the Firefighter classification to the Heavy Equipment Operator classification shall be appointed at the top pay step.
Pay Range 856
Official Rate - Biweekly
2,109.02 2,192.32 2,278.95 2,369.02 2,462.76
Administrative Fire Lieutenant 2/ 3/
Fire Lieutenant 1/ 2/ 3/
Fire Paramedic Field Lieutenant 1/ 2/ 3/ 4/
Paramedic Field Lieutenant 1/ 2/ 3/ 4/
Paramedic Lieutenant 1/ 2/ 3/
Vehicle Operations Instructor 3/
1/ Effective March 1, 1990, all Emergency Medical Technician-II's in this classification who are assigned by the Chief Engineer, Fire, to perform paramedic services shall receive a 5% annual lump sum, non-pensionable premium payment for as long as Milwaukee County reimburses the City of Milwaukee for such premium. This premium shall be calculated as 5% of the employee's applicable annual base salary. This premium shall cease in the event that Milwaukee County eliminates its funding for the 5% premium. Effective January 1, 2006, the first $1,000 of this amount shall be included in an employee’s final average salary solely for purposes of computing pension benefits and shall not be included in the determination of any other benefits.
2/ Employees promoted from the Firefighter classification to the Administrative Fire Lieutenant, Fire Lieutenant, Fire Paramedic Field Lieutenant, Paramedic Lieutenant, or Paramedic Field Lieutenant classifications shall be appointed at the fourth pay step.
3/ Effective Pay Period 5, 1992, employees occupying this classification shall receive on a biweekly basis an amount equal to one percent of biweekly base salary in consideration for underfilling. This amount shall be included in an employee’s final average salary solely for purposes of computing pension benefits and shall not be included in the determination of any other benefits.
4/ Positions to be reclassified to Fire Lieutenant upon becoming vacant.
Pay Range 857
Official Rate - Biweekly
2,369.02 2,462.76 2,560.20 2,661.52 2,766.79 2,876.40
Administrative Captain-EMS 1/ 2/
Administrative Fire Captain 2/
Fire Captain 1/ 2/
Vehicle Operations Training Coordinator 2/
1/ Effective March 1, 1990, all Emergency Medical Technician-II's in this classification who are assigned by the Chief Engineer, Fire, to perform paramedic services shall receive a 5% annual lump sum, non-pensionable premium payment for as long as Milwaukee County reimburses the City of Milwaukee for such premium. This premium shall be calculated as 5% of the employee's applicable annual base salary. This premium shall cease in the event that Milwaukee County eliminates its funding for the 5% premium. Effective January 1, 2006, the first $1,000 of this amount shall be included in an employee’s final average salary solely for purposes of computing pension benefits and shall not be included in the determination of any other benefits.
2/ Employees promoted from the Fire Lieutenant, Administrative Fire Lieutenant, or Vehicle Operations Instructor classification to the Fire Captain, Administrative Fire Captain, Administrative Captain-EMS or Vehicle Operations Training Coordinator classifications shall be appointed at the fourth step of Pay Range 857.
Sec. 21. Fire Equipment Dispatchers (Local 494, Electrical Workers, Fire Equipment Dispatchers).
Rates for Sec. 21 effective Pay Period 1, 2006 (January 1, 1006)
Pay Range 858
Official Rate-Biweekly
1,365.39 1,399.65 1,461.72 1,527.54 1,596.26
1,686.31 1,754.34 1,822.04
Fire Equipment Dispatcher
Sec. 22. Fire Department Management.
Rates for Section 22 effective Pay Period 1, 2003 (December 22, 2002)
Pay Range 863
Official Rate-Biweekly
2,435.67 2,532.00 2,632.31 2,736.56 2,845.11 2,957.88
Battalion Chief, Assistant EMS Coordinator 1/ 2/
Battalion Chief, Fire 1/
1/ Recruitment at the fourth step.
2/ Effective Pay Period 1, 1994, one position assigned to the Bureau of Emergency Medical Services shall receive a 5% annual, lump sum, non-pensionable premium payment for as long as Milwaukee County reimburses the City of Milwaukee for such premium. This premium shall be calculated as 5% of the employee's applicable annual base salary. This premium shall cease in the event that Milwaukee County eliminates its funding for the 5% premium.
Pay Range 865
Official Rate-Biweekly
2,736.56 2,845.11 2,957.88 3,075.23 3,197.23 3,324.11
Deputy Chief, Fire 1/ 2/
1/ Recruitment at the fourth step.
2/ Effective Pay Period 1, 1994, one position assigned to the Bureau of Emergency Medical Servcies shall receive a 5% annual, lump sum, non-pensionable premium payment for as long as Milwaukee County reimburses the City of Milwaukee for such premium. This premium shall be calculated as 5% of the employee's applicable annual base salary. This premium shall cease in the event that Milwaukee County eliminates its funding for the 5% premium.
Pay Range 867
Official Rate-Biweekly
3,736.09 3,884.56 4,038.89 4,199.53 4,366.51 4,540.18
First Assistant Chief Engineer 1/
1/ Recruitment at the fourth step.
Sec. 23. Hourly, Part-time, Intermittent; Miscellaneous Personnel (classes paid biweekly are represented by District Council 48, AFSCME, or are Nonrepresented.)
Pay ranges in Sec. 23 marked with an asterisk (*) include general increases for 2006.
Pay Range 902*
Official Rate-Hourly
7.13 7.73 8.33
High School Intern 1/
Summer youth Intern
1/ Salary advancements to next succeeding step to be after 520 hours of service upon recommendation by the department.
Pay Range 906*
Official Rate-Hourly
7.30 7.85 8.37 8.91
Library Circulation Aide 1/
Library Computer Service Aide 2/
1/ Salary advancements to next succeeding step to be after 4 months of service upon recommendation by the department.
2/ Recruitment may be up to the second step of the pay range.
Pay Range 910*
Official Rate-Hourly
9.51 10.99 12.47
College Intern 1/ 2/ 3/
Team Leader 4/
1/ Salary advancements to next succeeding step to be after 520 hours of service upon recommendation by the department.
2/ With the approval of the Employee Relations Director, bona fide graduate students performing Graduate Intern work may be paid at rates consistent with those paid to Graduate Interns.
3/ With the approval of the Employee Relations Director, students with junior status may be appointed up to the second step and students with senior status may be appointed up to the third step.
4/ Appointment may be up to the third step of the pay range based upon prior experience.
Pay Range 918*
Official Rate-Hourly
8.46 8.89 9.31 9.86
Document Services Assistant 1/
Temporary Document Services Assistant 2/
1/ Salary advancements to next succeeding step to be upon completion of 1,040 hours of work at each step.
2/ Recruitment may be at the first or second step of the pay range.
Pay Range 923*
Official Rate-Hourly
9.73 10.12 10.56 10.94
Lead Data Entry Aide 1/
1/ Salary advancements to succeeding step to be upon completion of 1,040 hours of work at each step.
Pay Range 924*
Official Rate-Hourly
10.36 12.34 12.74
Production Assistant 1/
1/ Salary advancements to next succeeding step to be upon completion of 1,040 hours of work at each step.
Pay Range 925*
Official Rate-Biweekly
816.53
Fire Cadet
Temporary Circulation Clerk
Pay Range 926*
Official Rate-Hourly
10.99 12.47
Urban Forestry Intern 1/
1/ Recruitment shall be at the first step of the range. Employees who have completed one successful season of work in Forestry may advance to the second step, upon recommendation by the Forestry Division.
Pay Range 927*
Official Rate-Hourly
12.09 13.18 14.37
Computer Operator Aide 1/
Engineering Inspection Assistant 2/
Traffic Control Assistant 2/
1/ Employees to be advanced to the next higher step in the pay range after completion of 520 hours of work.
2/ Students hired shall be compensated as follows: Freshmen are to be appointed at the first step, and sophomores, juniors, and seniors may be appointed up to the third step.
Pay Range 928*(ALEASP)
Official Rate-Hourly
12.24 12.90 13.61 14.31 15.18
Police Telecommunicator (Seasonal) 1/
1/ Employees to be advanced to the next step in the pay range after each season (June through September 1) of successful job experience.
Pay Range 929*
Official Rate-Hourly
11.32 11.98
School Crossing Guard 1/ 2/ 3/
Legislative Services Aide
1/ Receives the second rate specified above after 190 work days or one full year as a School Crossing Guard.
2/ Employees who have worked as auxiliary School Crossing Guard for less than 190 days or one full year shall receive $13.58 (2006) per hour. Employees who have worked as auxiliary School Crossing Guard for more than 190 days or more than one year shall receive $14.34 (2006) per hour.
3/ Any School Crossing Guard assigned to train another School Crossing Guard shall receive fifty (50c) cents per hour in addition to their base rate as a regular or auxiliary School Crossing Guard while performing such training assignment.
Pay Range 930*
Official Rate-Hourly
13.12 14.53 16.51
Accounting Intern 1/
Engineering Intern 2/
Graduate Intern 3/ 4/
Information Technology Intern 1/
1/ Students with junior status may be appointed up to the second step. Students with senior status may be appointed up to the third step.
2/ Engineering Interns to be paid the following hourly rates: $11.37 for junior status students and $12.28 for senior status students (2006).
3/ Graduate Interns are eligible to advance to the next step of the pay range after completion of 520 hours of service upon recommendation by the Department.
4/ Graduate Interns attending law school may be hired up to the second step in the pay range.
Pay Range 931*
Official Rate-Hourly
15.70 16.24 16.82
Microbiologist Project Assistant 1/
1/ Recruitment may be at any step in the pay range.
Pay Range 934*
Official Rate-Biweekly
2,154.28
District Council 48 Contract Administrator-Local 33
Pay Range 936*
Official Rate-Biweekly
1,449.83
District Council 48 Contract Administrator
Pay Range 939* (ALEASP)
Official Rate-Hourly
13.49 13.83 14.18*
Police Services Specialist
*Active employees who have completed one year of service at Step 2 may advance to Step 3.
Pay Range 940*
Official Rate-Hourly
17.39 18.01 19.09
Health Education Assistant
Pay Range 943
Official Rate-Hourly
10.00
Truck Driver (Winter Relief)
Pay Range 944
Official Rate-Hourly
12.00
Equipment Operator (Winter Relief)
Temporary Reference Specialist
Pay Range 945
Official Rate-Hourly
13.00
Equipment Operations Supervisor (Winter Relief)
Sanitation Supervisor (Winter Relief)
Pay Range 950*
Official Rate-Hourly
44.23
Municipal Court Commissioner
Pay Range 951*
Official Rate-Biweekly
1,502.57 1,552.81 1,616.36
Building Construction Inspector Intern
Pay Range 954*
Official Rate-Hourly
20.98
Asphalt Raker
Pay Range 955*
Official Rate-Biweekly
1,651.13
Snow Driver
Sec. 24. Construction Equipment Operators (Local 139, International Union of Operating Engineers and District Council 48, AFSCME.)
Rates for Sec. 24 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 956
Official Rate-Hourly
25.03
Tractor Operator (Under 40 H.P.)
Pay Range 957
Official Rate-Hourly
25.67
Snow Operator-Light
Pay Range 958
Official Rate-Hourly
26.87
Harbor Crane Operator
Pay Range 960
Official Rate-Hourly
25.97
Asphalt Plant Operating Engineer
Directional Boring Machine Operator/Worker, 40 hp and over
Tractor, Bulldozer, End Loader or
Grader Operator 1/ 2/ 3/
1/ An employee while operating a snowblower which is mounted on a Grader or a Heavy Loader shall be paid at the hourly rate in Pay Range 962 (Backhoe pay).
2/ An employee while operating the Log Loader shall be paid an additional twenty cents (.20) per hour, except effective Pay Period 1 through 8, 2002, an employee while operating a Log Loader shall be paid at the hourly rate in Pay Range 961. Thereafter, this exception shall be for the time period Pay Period 25 through Pay Period 8 (snow and ice control operation season).
3/ An employee assigned to operate the skid steer loader with grinder attachment and to perform some Asphalt Worker duties shall be paid at the hourly rate in Pay Range 956.
Pay Range 961
Official Rate-Hourly
26.63
Snow Operator-Heavy
Pay Range 962
Official Rate-Hourly
26.36
Clamshell Operator
Crane Operator
Grad All Operator 1/
Roller Operator 2/
1/ Effective Pay Period 17, 1987 (August 9, 1987), an employee while operating a Grad All shall be paid an additional thirty-five cents ($0.35) per hour.
2/ Effective Pay Period 1, 2002, an employee while operating the Backhoe shall be paid the hourly rate in Pay Range 961.
Sec. 25. Electrical Workers & Related Classes (Local 494, Electrical Workers, Electrical Group).
Rates for Sec. 25 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 974
Official Rate-Hourly
16.62 17.75 19.16 20.56
Electrical Worker 1/ 2/ 3/
1/ Steps one, two and three of this pay range represent, respectively, 59%, 63% and 68% of the outside prevailing hourly rate for Journeyman Wireman.
2/ Step four of this pay range represents 73% of the outside prevailing hourly wage for Journeyman Wireman. Employees in this classification are only eligible for the fourth (4th) step of the pay range upon recommendation of the Electrical Worker Review Committee and approval of the Division Head in which the Electrical worker is employed.
3/ Effective Pay Period 8, 2000, an employee who has completed the training period on the Directional Boring Machine, 40 hp and over, shall be paid a rate consistent with Pay Range 960, when assigned to work as the primary locator or primary operator with the Directional Boring Machine, 40 hp and over.
Pay Range 975
Official Rate-Hourly
13.38 16.06 20.07 24.09
Electrical Mechanic Apprentice 1/ 2/
1/ An employee of the Department of Public Works who is appointed directly as an Electrical Mechanic Apprentice and who has an hourly rate of pay higher than an Electrical Mechanic Apprentice shall retain either the higher rate of pay or the third step of the Apprentice pay range whichever is lower. The employee shall retain this rate of pay unchanged until such time as the step of the Apprentice pay range to which the employee is entitled by virtue of his/her years of service as an Electrical Mechanic Apprentice equals or exceeds this rate of pay. Then, the employee shall be compensated at the applicable step which equals or exceeds his/her former rate.
2/ Steps one, two, three, and four of this pay range represent 50%, 60%, 75% and 90% of the City's hourly rate for Electrical Mechanic, respectively.
Pay Range 978
Official Rate-Hourly
26.76
Electrical Mechanic 1/ 2/ 3/ 4/ 5/ 6/ 7/ 8/
1/ The above rate represents 95% of the outside prevailing hourly wage for Journeyman Wireman.
2/ An Electrical Mechanic who has not successfully completed the City of Milwaukee Electrical Mechanic Apprenticeship program shall receive, while serving his/her initial probationary period as an Electrical Mechanic, an hourly rate equal to ninety percent (90%) of the hourly rate of a City Electrical Mechanic.
3/ In divisions other than the Infrastructure Division, an Electrical Mechanic who is assigned for the full day by the Division to act as crew chief supervising the work of four or more crew members shall be paid a premium of one dollar fifty cents ($1.50).
4/ In the Infrastructure Division, an Electrical Mechanic assigned crew chief duties supervising four or more crew members (two or more crew members for pole crews and traffic cable crews) at the beginning of the day shall be paid a premium of one dollar fifty cents ($1.50) for all hours worked as crew chief. An Electrical Mechanic assigned to relief crew chief duties shall be paid a premium of one dollar fifty cents ($1.50) for all hours worked as crew chief provided he/she works a minimum of three hours as crew chief.
5/ An Electrical Mechanic in the Infrastructure Division who is assigned as duty electrician at the Canal Street Shop for weekend and holiday duty shall be paid a premium of one dollar fifty cents ($1.50).
6/ An Electrical Mechanic who is regularly assigned to rotating telephone switch maintenance duties shall be paid a premium of one dollar fifty cents ($1.50) per hour for each hour actually worked.
7/ An Electrical Mechanic who is assigned duty as “On-Call Mechanic” shall be paid fifteen dollars ($15) for each weekday (Monday through Friday) and thirty-six dollars ($36) for each weekend day or holiday provided he/she is required to carry a communication device outside his/her regularly scheduled hours of work on such weekdays, weekend days or holidays and provided he/she is available to respond to calls for service during such days.
8/ The employee in this title who is designated to hold the Type C Contractors Electrical License for the City in the Buildings and Fleet Division shall receive an additional $1.50 per hour.
Sec. 26 Construction Trades Classes (Milwaukee Building and Construction Trades Council).
Rates for Sec. 25 effective Pay Period 1, 2006 (January 1, 2006)
Pay Range 981
Official Rate-Hourly
23.55
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Painter 1/ 2/
1/ An employee in the Painter job classification shall receive an additional thirty cents ($0.30) per hour when assigned to operate spray equipment and is actually performing the spraying and cleaning of spray equipment.
2/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Pay Range 982
Official Rate-Hourly
24.76
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Cement Finisher 1/
1/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Pay Range 983
Official Rate-Hourly
23.93
Painter Leadworker, House 1/ 2/ 3/ 4/
1/ An employee in the Painter Leadworker, House job classification shall receive an additional thirty cents ($0.30) per hour when he/she is either assigned to operate spray equipment and is actually performing the spraying and cleaning of spray equipment or is leading a crew which is actually spraying and cleaning spray equipment.
2/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
3/ Effective Pay Period 7, 2002, the employee in this job classification in the Infrastructure Division with limited additional supervisory duties and responsibilities shall receive $1.12 per hour more than the highest painter classification he or she supervises.
4/ One position filled by Dennis Hermann to be paid at rates consistent with Pay Range 985.
Pay Range 984
Official Rate-Hourly
24.26
Painter, Bridge and Iron
Pay Range 985
Official Rate-Hourly
26.19
Painter Supervisor, House 1/ 2/
1/ An employee in the Painter Supervisor, House job classification shall receive an additional thirty cents ($0.30) per hour for the entire regular day when a Painter or Painter Leadworker, House receives a thirty cents ($0.30) per hour task rate for spray painting or cleaning of spray painting equipment.
2/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Pay Range 986
Official Rate-Hourly
25.01
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Carpenter 1/
1/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Pay Range 987
Official Rate-Hourly
24.44
Painter Leadworker, Bridge and Iron 1/
1/ Effective Pay Period 7, 2002, the employee in this job classification in the Infrastructure Division with limited additional supervisory duties and responsibilities shall receive $1.12 per hour more than the highest painter classification he or she supervises.
Pay Range 988
Official Rate-Hourly
26.90
Painter Supervisor, Ironwork
Pay Range 989
Official Rate-Hourly
28.22
Personnel filling positions in this pay range under the Career Internship Program shall be paid a prorated percentage of the authorized rate, based upon the Program's guidelines as administered by the Department of Employee Relations.
Bricklayer, Buildings 1/
Sewer Mason 1/
1/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Pay Range 990
Official Rate-Hourly
25.76
Ironworker 1/
1/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Pay Range 991
Official Rate-Hourly
27.65
Carpenter Supervisor 1/ 2/
1/ Effective Pay Period 16, 1988, an employee in this classification shall be paid at either an hourly rate of 50c more than the hourly rate of the job classification of the highest paid employee he/she had been assigned by the Division to supervise for a full day or the hourly rate of Pay Range 991, whichever is greater.
2/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Pay Range 992
Official Rate-Hourly
27.66
Ironworker Supervisor 1/
1/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Pay Range 993
Official Rate-Hourly
26.33
Carpenter Leadworker (Auxiliary) 1/
1/ Effective Pay Period 5, 1998 (February 22, 1998), employees in job classifications in this pay range who perform lead abatement duties which under federal regulations require the use of respirators and personal protective clothing shall receive an additional thirty-five cents ($0.35) per hour while performing such duties.
Part II. Administration of Pay Plan.
Sec. 1. Official rates of pay: The official rates of pay listed in all sections of this ordinance except Part 1, Sec. 23 are the biweekly rates listed therein. In Part 1, Sec. 23, 24, 25 and 26, the official rates of pay are either hourly or daily rates, as specified with the exception of Pay Ranges 925, 934, 936, 951 and 955 where the official rates of pay are biweekly. Other rates of pay, such as monthly or annual, listed in any section of this ordinance are for informational purposes only.
Sec. 2. Appointments, Salary Advancement, Salary Anniversary Dates
Appointment at Minimum: Appointment to City positions shall be at the minimum rate in the scale except as otherwise provided by Part II, Section 2, 3, and 12 of this Ordinance.
Salary Advancement-Nonmanagment employees: Salary advancement above the rate of initial appointment shall be made at the next higher rate upon the completion of each year of service at that particular rate until the maximum rate is received, except as provided in Part II, Sec. 12, Sec. 14 or as specified below.
Timing of Salary Advancement - Nonmanagement Employees: In order to eliminate two rates of pay for the same officer or employee in any period and to reduce and simplify payroll preparation and the auditing thereof, salary advancement within any pay range shall follow the completion of 26 biweekly pay periods and not the precise anniversary date. For the purpose of determining the proper time for the initiation of salary advancements, appointments during a pay period shall be considered as having been made at the beginning of such period.
Department heads are directed insofar as possible to make appointments effective at the beginning of a biweekly pay period. Absence or absences from work without pay for any cause for 10 or more work days in the aggregate shall defer salary advancement for one additional pay period for each such 10 days' absence.
Appointment to a New or Reclassified Position: Appointment of a person in the service of the City to a new position or a reclassified position who has received the same rate of pay for at least one year shall be at the salary increment next above the rate currently received but not in excess of the maximum of the scale, except as may be provided in Part II, Sec. 12 of this ordinance.
Increases in Salary Ranges: When the salary range for a position is increased in conjunction with an across-the-board adjustment, the incumbent shall receive the step in the adjusted salary range that is equivalent to the step previously received.
Hourly Employees - Job Change: Whenever an employee in a position compensated on an hourly basis is appointed, transferred, or reinstated to a position the salary of which is determined under this ordinance, the amount of earnings in the twelve month period immediately preceding such appointment, transfer, or reinstatement shall be calculated. The rate of pay in the new position shall be the increment in the scale next above the amount of the employee's earnings for said period, but not in excess of the maximum increment in said scale.
Hourly Employees - Rates of Pay - Salary Advancement: Payrolls for positions with an official hourly rate listed in Part I, Sec. 23, 24, 25 and 26 shall be based upon the number of hours or days employees are actually employed. Salary advancement above the rate at initial appointment shall be made at the next higher rate upon the completion of each year of service unless otherwise indicted in a footnote within the specific pay range at that particular rate until the maximum rate is received.
Promotion or Reallocation Pay Increase: Appointment or promotion of an officer or employee to a higher level classification or reallocation to a higher level pay range shall be at the pay rate in the new pay range that is at least $10 more biweekly than the employee was receiving except as provided in Part II, Sec. 12 of this ordinance. In those instances where the next higher pay rate (step) is less than $10.00 biweekly higher than the employee was receiving, the next step above the higher pay rate (step) shall be paid.
Salary Anniversary Date:
• All nonmanagement employees who are not at the maximum of their pay range will retain their salary anniversary date when they are promoted or reallocated to a higher level pay range.
• All nonmanagement employees who are at the maximum of their pay range will receive a new salary anniversary date when promoted or reallocated to a higher-level nonmanagement pay range. This new salary anniversary date shall be based upon the effective date of such appointment, promotion, or reallocation.
• Employees promoted into job titles contained in the Management Pay Plan (Part I, Sec. 2 of the Salary Ordinance) shall retain their previous salary anniversary date.
Combining Pay Rates into the City's System: Whenever a pay rate in prior salary ranges is not included in salary ranges established in this ordinance, the salary of the officer or employee compensated thereunder shall be advanced to the next higher pay rate in the range established under this ordinance or under previous ordinances as set forth in Part II, Sec. 9.
Minimum Rate of Pay: The salary of an officer or employee receiving less than the minimum of the salary range established in this ordinance shall be advanced to the minimum step of the range unless specifically authorized otherwise.
Sec. 3. Recruitment Above the Minimum: To recruit qualified persons, appointment of a person to a position may be at a rate above the minimum rate within the established pay range provided it is determined by the Common Council that such rate is necessary and provided there is a footnote authorizing it. Otherwise a recruitment study request must be made to the Department of Employee Relations to determine the appropriate pay range necessary to recruit qualified candidates. With regard to positions covered by Part I, Sec. 2 of this Salary Ordinance, salary rates shall be in accordance with special provisions included in that section and in Part II, Sec.12 (for management) or Sec. 14 (for Assistant City Attorneys) of this ordinance.
Public Health Nurses and Public Health Nurse Supervisor: Any person who has held, by regular appointment, a position in the City service classified as Public Health Nurse, or Public Health Nurse Supervisor, has resigned in good standing from the service, and meets the criteria listed below, may upon recommendation of the appointing authority, be re-employed in such position or in another position of the same classification at a pay step above the minimum rate of the established pay range. The pay step may not, however, be higher than one pay step above the current recruitment step which the individual would be eligible for on the basis of the time they previously worked in positions in the same pay range. The criteria for being paid this higher rate is 1) determination by the Department of Employee Relations that there are recruitment problems for such position due to the shortage of qualified personnel and 2) in the judgement of the Department of Employee Relations, supported by a review of the employment history of the individual, such re-employment above the minimum rate would best serve the interests of the City.
Candidates with Masters' Degrees: Except as otherwise provided in this ordinance, any qualified candidate for appointment to a City position allocated to Salary Grades 001 through 003 and Pay Ranges 500 through 535, which requires for appointment possession of a bachelor's degree from a school approved by the Department of Employee Relations, who possesses a master's degree, may upon review of the appropriateness of graduate training by the Department of Employee Relations be initially employed at the third rate of the pay range (or for positions in Salary Grade 001 through 003), the fourth step, upon approval of the Department of Employee Relations. Any incumbent of a City position allocated to Salary Grades 001 through 003 and Pay Ranges 500 through 535 requiring for appointment the possession of a bachelor's degree from a school approved by the Department of Employee Relations may, upon earning a master's degree from such an approved school and approval of the Department of Employee Relations after a review of the appropriateness of graduate training, be advanced to that step in the pay range or salary grade to which the employee would otherwise have been entitled had initial appointment been at the third or fourth step of the pay range or salary grade. Such employees shall retain their salary anniversary dates.
Sec. 4. Voluntary Demotions and Demotions Resulting from Bumping for Year Round Positions: Whenever an employee (except those in bargaining units having different seniority and layoff contract provisions from the District Council 48 bargaining unit) is bumped down, or elects to take a voluntary demotion to another position in anticipation of being bumped, from positions which have traditionally provided year-round employment, the employee shall be paid at the normal maximum rate of the position the employee bumps to if this rate is not higher than the rate the employee was paid prior to being bumped.
If the maximum rate of the position the employee bumps to is higher than the rate the employee had been earning, the employee shall be paid the highest rate in the new range which does not exceed the rate the employee had been earning.
An employee who elects to take a position in a rate range which has special attainment steps, who meets the qualifications prescribed, or who would have qualified for them on the date the appropriate contract became effective, shall be paid the appropriate step.
In no event shall the employee, by application of this provision, be paid in excess of the rate the employee was earning prior to the reduction unless otherwise authorized.
When an employee who has been bumped to another position as specified in this paragraph is appointed to a different position, the employee shall be paid at least the highest step in the new range which does not exceed the step from which the employee had initially been bumped.
Whenever an employee in a year-round position, other than those affected by the layoff procedure specified in the above paragraph, compensated in accordance with this ordinance is appointed, transferred, demoted, or reinstated to a position at a lower rate of pay, the employee shall receive the step in the pay range which represents the number of years the employee has served in the position to which the employee has been appointed and in positions which are compensated at the same or a higher rate of pay.
Seasonal Employees - Job Change - Pay Rate: Whenever an employee in a position of a seasonal or part-time nature but compensated on a biweekly basis is appointed, transferred, demoted, or reinstated to a position compensated at the same or at a lower rate of pay, the employee shall be compensated in accordance with the employee's years of service for the City in positions which are compensated at the same or a higher rate of pay.
Recall to a Different, Higher-Level Position: Notwithstanding any of the above, when an employee, except those in bargaining units having different seniority and layoff contract provisions from the District Council 48 bargaining unit, who has been reduced in rank from a position the employee previously held, is recalled to a job classification in a pay level above the employee's current position but lower than the pay level of the original position, the employee will be paid at a rate nearest the rate paid in the original position.
In no event shall the employee, by application of this clause, be paid in excess of the rate of pay the employee was earning prior to the employee's reduction unless otherwise authorized. The above paragraph will not apply to laborers and other related positions now covered by the Time-in-Grade rules for positions affected by seasonal fluctuations.
Employees Covered by Bargaining Units Other than District Council 48: An employee in a bargaining unit having different seniority and layoff contract provisions from the District Council 48 bargaining unit shall be covered by the provisions of the employee's union's specific contract.
Budgeted Amount for a Position Versus Salary Ordinance: In case of a variation between the amount of money set up in the budget for a particular position and the amount an incumbent of a position would normally receive under the terms of this ordinance, the employee shall be paid according to the terms of this ordinance.
Sec. 5. Work Schedules, Holiday Pay
Starting and Ending Day - Permanent Employees: Employment shall normally be started on the first working day of the week and not on Saturdays, Sundays, or holidays and compensation shall be effective from the first work day. Termination of service shall be effective on the last day of work or the last working day of the week and not on Saturdays, Sundays, or holidays except where it is absolutely necessary for said employees to work on such days and except that in cases of City employees shifting from one City position to another, employment shall be deemed to be continuous and there shall be no interruption of compensation.
Starting and Ending Day - Seasonal Employees: In positions of a seasonal or temporary nature, employment shall normally be started on Mondays, Tuesdays, or Wednesdays and not on Thursdays or Fridays, and services terminated on Wednesdays, Thursdays, or Fridays and not on Mondays or Tuesdays, in order to reduce unemployment compensation.
Holiday Pay: Except in cases in which added pay is allowed for holiday work, there shall be no pay reduction for holidays occurring during the course of employment of a regularly appointed employee if said employee has been regularly at work for at least two days during the calendar week in which the holiday occurred, provided, however, that no holiday pay shall be allowed in any cases where such holiday occurred within, or immediately before, or immediately after, period of disciplinary suspension or unauthorized absence. Additionally, no holiday pay shall be authorized in cases where the holiday occurred within or immediately after a period of layoff or leave of absence. A leave of absence is an authorized absence of greater than three days for purposes of this paragraph.
An absence shall be considered to be authorized only if the employee in question has duly reported his absence and has been duly excused. A holiday which falls on a Friday or on a Monday shall be considered to be immediately before, or immediately after, the adjacent Monday or Friday for purposes of interpreting this paragraph. An employee who is on sick leave with pay or on vacation with pay shall be regarded as being regularly at work for purposes of interpreting this paragraph. Nothing herein shall be construed to deny holiday pay to any employee who has served the employee's regular time on the working day immediately before, and on the working day immediately following said holiday.
Holiday Pay - Part-Time Nonmanagement/Nonrepresented Employees: Effective January 1, 1979, employees holding positions represented by District Council #48, or who are identified as nonmanagement/nonrepresented, who work an average of 20 hours per week on a year-round basis in positions which are budgeted at half-time or more shall be eligible for holiday pay to the extent they are normally scheduled. Administration of these provisions shall be in accordance with the preceding paragraph on holiday pay.
Sec. 6. Part-time Employees - Incumbents in One Position; Proportional Rate of Pay: Part-time service in any position shall carry pro rata compensation and such part-time service shall be reckoned as proportionately fractional in computing the number of incumbents allowed in any position.
Where employment in any position is on a part-time basis the determination of the part of the full-time rate to be paid shall be made by the City Comptroller.
Sec. 7. Overtime Scheduled on a Normal and Regular Basis - Group of Employees: When the work week of any group of employees is regularly and normally throughout the year more than 40 hours per week, the Common Council may provide additional compensation for said positions on the basis of the proportion of time worked normally, regularly, and throughout the year in relation to a 40-hour week period.
Bonus payment for support personnel in the Operations Division, Fleet Services Section who work overtime during Snow and Ice Control Operations: A support personnel employee in the Operations Division, Fleet Services Section shall receive a one ($1) dollar per hour premium for all overtime such employee worked during the snow and ice control operations. This bonus payment shall also be paid to a support personnel employee in the Fleet Services Repairs Unit at the Central Repair Garage for any overtime worked on repairing snow plow blades and to Repairs Unit personnel for all overtime such employee worked on a snow related assignment during the winter season. A support personnel employee shall be an Operations Division employee in the Fleet Services Section, a Stock Room or Tire Shop employee in the Fleet Services Section or a Garage Attendant, Garage Custodian, Communications Assistant III or IV in the Operations Section.
Sec. 8. Boards and Commissions: Compensation and Reimbursement. A member of a city board shall receive compensation for serving on a city board specified under s. 1, pay ranges 036 to 047, as long as the member is not receiving compensation for employment by the city or a city agency, apart from compensation for service on a board or commission; or as long as the member's name does not appear on a city biweekly payroll apart from serving on a board or commission; or as long as the member’s name does not appear on a regular payroll of the city apart from serving on a board or commission.
Reimbursement allowances for members of certain city boards are for estimated average expenditures in attending board meetings. A flat allowance of $20 per meeting shall be provided for the reimbursement of members of those city boards, commissions, committees and authorities listed below for a maximum of 20 meetings per calendar year ($400 per year). This flat allowance is intended as reimbursement for estimated average expenses, such as traveling, parking and other related expenses, normally incurred by members of such city boards as a consequence of their attending regular meetings of duly authorized city boards. Meetings eligible for reimbursement allowance do not include preparation meetings or subcommittee meetings.
It is clearly intended that members of the following types of boards and commissions shall not be eligible for any reimbursement allowances authorized by this section of the salary ordinance:
1. Boards and commissions whose members are compensated under pay ranges 036 through 047 of Part 1, Sec. 1 of the salary ordinance.
2. Boards and commissions having separate corporate identities who have the power to establish their own reimbursement policies for their members, such as the housing authority and the redevelopment authority.
3. Boards and commissions established other than by common council action.
To simplify the payment of reimbursement allowances for members of eligible boards, such payments shall be made once each year. At the end of the year such board chair shall submit to the Comptroller's office a list of members eligible for such compensation payments together with a record of the number of meetings each member has attended during that calendar year. Reimbursement shall be made at the end of the calendar year or when administratively feasible in the subsequent year. Members of the following city boards shall be eligible for a reimbursement allowance under the provisions of this section:
Arts Board
Deferred Assessment Board
Deferred Compensation Board
Equal Rights Commission
Ethics Board
Food License Review Board
Fourth of July Commission
Harbor Commission
Historic Preservation Commission
Library Board
Milwaukee Commission on Domestic Violence and Sexual Assault
Neighborhood Advisory Councils on Crime Prevention
Public Debt Commission
Safety Commission
Board of Assessment: Members of the board of assessment shall be compensated at the rate of $60 per meeting, for a maximum of 20 meetings per calendar year.
Administrative Review Appeals Board: Regular and alternate members of the administrative review appeals board shall be compensated at the rate of $180 per meeting for up to 12 meetings per year and payments shall be made every six months. Every six months the chair shall submit to the comptroller’s office a list of members eligible for payment together with a record of the number of meetings each member has attended during that six month period. Compensation shall be made at six months and at the end of the calendar year or when administratively feasible.
To simplify the payment of compensation for members of the board of assessment, payments shall be made once each year. At the end of the year the chair shall submit to the comptroller's office a list of members eligible for payment together with a record of the number of meetings each member has attended during that calendar year. Compensation shall be made at the end of the calendar year or when administratively feasible in the subsequent year.
Sec. 9. Continuation of Salary Rates and Ranges: Where duties and responsibilities of positions have remained unchanged, the salary rates and ranges established by previous ordinances are hereby declared to continue in effect to govern the pay rates and ranges of officers and employees in the positions they hold at the time of the passage of this ordinance without regard to the salary rate or to the title of the position to which they were allocated and for which the pay rate and range would constitute a reduction in the pay of the position they presently hold as an effect of the passage of this ordinance.
Return from Authorized Layoff or Leave: It is hereby declared to be the intention of the Common Council not to reduce the pay rate or range of any officer or employee or of any officer or employee returning to City service from a duly authorized layoff or leave of absence including military leaves, hospitalization, rehabilitation, or further education or vocational training.
Sec. 10. Call-in pay: Any employee, paid in accordance with the terms of this ordinance, except Fire and Police Department personnel other than employees of the Police Department's Buildings and Grounds Division within the certified collective bargaining unit represented by District Council 48, AFSCME, AFL-CIO, or those represented by the certified joint bargaining unit of Local 139, IUOE, AFL-CIO, and District Council 48, AFSCME, AFL-CIO, who reports to work at a regularly assigned time and is officially excused and sent home due to lack of work or inclement weather before completing two hours of work, shall be credited with two hours' pay at the employee's straight time rate.
Any such employee who reports to work for an emergency overtime assignment at the direction of competent authority and who is officially excused before completing three hours of work shall be credited with three hours' pay at time and one half. For emergency overtime hours which the employee is required to work on Sundays and on holidays, the employee shall be credited with three hours' pay at time and three quarters (1-3/4) such credit to be given in cash or compensatory time off in accordance with provisions of the overtime ordinance except that employees in the Housing Management Division of the Department of City Development assigned to the maintenance function in cases where they report for authorized call-ins to unlock doors for tenants unable to enter their locked apartments will be credited with a minimum of one hour's pay at time and one-half in accordance with the preceding provisions. (See s. 350-237 of the Milwaukee Code of Ordinances titled "Exclusions from Benefits.")
Sec. 11. Police Liaison Officer: The salary rate of the position of Police Liaison Officer shall be equivalent to the pay step in the pay range the employee would normally occupy had he or she remained a member of the Milwaukee Police Department. In addition, Effective Pay Period 1, 2004, an employee occupying the position of Police Liaison Officer shall receive $150 biweekly as compensation in lieu of overtime and certain other payments and allowances received by a member of the Milwaukee Police Department. Effective for employees retiring on normal service retirement between January 1, 2004, and December 31, 2006, such $150 biweekly payment shall be included in the final average salary for purposes of computing an employee’s retirement allowance. The amount an employee is entitled to include in the final average salary shall be the total amount of the $150 biweekly payments the employee received in any twelve (12) month period.
Fire Contract Administrator: The salary rate of the Association Fire Contract Administrator shall be equivalent to the step in the pay range the employee would normally occupy had he remained a member of the Milwaukee Fire Department, except the employee shall under no circumstances be eligible for any salary payments for any work performed outside his/her regularly scheduled work shift, on a holiday, on an off day, or on a vacation day.
Sec. 12. Management Pay Plan
a. Scope: This section of the Salary Ordinance pertains to management job classifications listed under salary grades 001 through 020 inclusive in Part I of this Ordinance, except as otherwise stated in this Ordinance.
b. Authority: The Department of Employee Relations shall have responsibility for administering the provisions of this section subject to the review of the Common Council's Committee on Finance and Personnel.
c. Equal Opportunity: Principles of merit and equity shall prevail in all aspects of the administration of this Ordinance. As specified in ch. 109 of the Milwaukee Code of Ordinances, it is unlawful to discriminate because of sex, race, religion, color, national origin or ancestry, age, disability, lawful source of income, marital status, sexual orientation or familial status in regard to job posting, hiring, training, tenure, promotion, compensation, or enforcement of any rule or employment policy and other terms and conditions of employment.
d. Recruitment: Except as provided elsewhere, appointment shall be at the minimum step of the grade to which the classification is allocated. In the event it becomes necessary to recruit at a rate above the minimum, the Department of Employee Relations, with the concurrence of the Chair of the Committee on Finance and Personnel, may authorize appointment up to the seventh step of the salary grade. A listing of appointments made pursuant to this provision shall be communicated to the Committee on Finance and Personnel.
e. Salary Advancement:
(1) Intent: This Ordinance is intended to provide the basic policies and procedures for administering the Management Pay Plan. It is also intended that all officers and employees shall fully cooperate with the Department of Employee Relations in the administration of this Plan. The Department of Employee Relations is authorized to develop procedures and guidelines necessary to carry out the intent of this section, including the development of guidelines for conducting annual performance reviews.
(2) Annual salary increments: Except as provided below, management employees, who demonstrate fully satisfactory performance, working in management classifications, shall be eligible for salary increments of one step per year above the initial appointment step, up to the maximum step based upon recommendation of the appointing authority after appropriate review of job performance. Such step increases may be made on the manager’s salary anniversary date. Nothing in this section shall be construed as denying the right of a department head to make the effective date of a salary increment later than the employee’s anniversary pay period.
(3) Documentation: Annual performance reviews shall be conducted in accordance with the guidelines established by the Employee Relations Department.
(4) Seasonal Managers: City employees who are appointed to management positions on a seasonal basis, and who revert to non-management classifications during the remainder of the year, shall be eligible for a full salary adjustment during the pay period in which they achieve a cumulative twenty six (26) pay periods of service in management. Such adjustments will be made under the same conditions as for others in the plan.
(5) Department Heads: Otherwise eligible heads of departments shall be entitled to receive a performance review and salary adjustment under the same conditions as established for general City managers. Evaluations of department heads shall be made by their appointment authority. For those department heads who serve under boards and commissions appointed by the Mayor, this recommended performance evaluation and salary adjustment shall be forwarded to the Mayor, who shall have final determination in assessing each department head's job performance during the preceding rating period, and approving the salary increment.
(6) Comptroller, City Attorney, Municipal Judges, City Treasurer and City Clerk: These individuals shall receive an increment on their salary anniversary pay period. These adjustments shall begin in 1995 and occur in each succeeding year thereafter, provided that the individual is otherwise eligible. It is the intent of this provision that all Municipal Judges be paid at the same rate of pay. Except in the case of the City Clerk, individuals subsequently elected to these positions shall begin at the rate being paid to their predecessor. In the case of the City Clerk, if the Steering and Rules Committee does not approve the adjustment in the amount authorized, no adjustment shall be granted.
(7) Mayor, Aldermen, President of the Common Council are paid according to s. 350-100 of the Milwaukee Code of Ordinances, which is also reflected in Part I, Section 2 of the Salary Ordinance.
f. Promotion
(1) Promotion: A promotion may take place by reclassification to a higher salary grade, reallocation to a higher salary grade, or appointment to a different, higher level position.
The promotional increase, for employees promoted within or into the Management Pay Plan, will be at the pay rate in the new salary grade which is at least 3.00 percent above the pay rate the manager was receiving at the time of such appointment or promotion. In those instances where the next pay rate (step) is less than three percent higher than the employee was receiving, the next higher pay rate (step) shall be paid.
(2) Salary anniversary date: For purposes of salary adjustment under this plan, all managers will retain their salary anniversary date when they are promoted or reallocated to a higher salary grade, except that adjustments are made for time off the payroll or deferred salary increments.
g. Demotions: Demotions of management employees are under the authority of and administered by the Department of Employee Relations. In instances where a management employee disagrees with the salary determination associated with a demotion, he or she may appeal to the Employee Relations Director. Managers, who are demoted for any of the reasons stated below, will retain their last salary anniversary date for pay progression purposes.
The placement of the manager’s salary in the new salary grade after the demotion will be determined as follows:
Type of Demotion Reason for Demotion Determination of Rate of Pay after
Demotion
Involuntary demotion Ineffective job performance Step in the lower salary grade that is at least 3%
(disciplinary action (Includes Expiration of below the rate of pay received in the higher
issued by hiring Exempt Appointment- salary grade prior to the
authority) Discharge)* demotion.
Misconduct Same relative step in the lower salary grade as
(Includes Expiration of had been the location in the higher level grade
Exempt Appointment- prior to the demotion.
Discharge)*
Involuntary Demotion Reclassification, Step in the lower salary grade that is closest to
(due to factors outside reassignment, reduction in rate of pay received prior to demotion without
the control of the work force, or anticipation of pay received prior to demotion without
manager) of such reduction. exceeding the prior rate or the maximum
(Includes Expiration of of the lower salary grade.
Exempt Appointment-
Separation)**
Voluntary Demotion Career Change Step in the lower salary grade that is at least 3%
(Includes Expiration of below the rate of pay received in the higher
Exempt Appointment- salary grade prior to the demotion.
Resignation)***
* Expiration of Exempt Appointment-Discharge- involuntary expiration of exempt appointment by the hiring authority for disciplinary reasons including unsatisfactory performance or misconduct.
**Expiration of Exempt Appointment-Separation- involuntary expiration of exempt appointment for reasons related to reclassification, reassignments, reductions in workforce or the anticipation of such reduction.
***Expiration of Exempt Appointment-Resignation - voluntary resignation by exempt employee due to career change.
h. Flexible Schedule: Employees excluded from the provision of s. 350-5 of the Milwaukee Code of Ordinances (Exclusion from Overtime) in grades 4 and above may, upon department head approval, work on a flexible schedule, so that the daily work schedule may be adjusted from time to time as necessary and appropriate to fulfill assigned duties and responsibilities. Such adjustments may include starting and quitting times that are earlier or later than established in the normal work schedule of the department, and may include more or less than eight hours in any particular day and more or less than forty hours in any particular week.
i. Overtime: Where management positions are excluded from s. 350-5 of the Milwaukee Code of Ordinances (grades 4 and above) the rates of pay established recognize the fact that a certain amount of overtime is considered appropriate and normal for these supervisory and management positions.
j. Salary Adjustment Appeals: Managers may appeal denial of an increment to the City Service Commission. The Commission may hear such cases directly or appoint one or more persons to serve as hearing examiners whose recommendations would be made to said Commission for review and approval. The Department of Employee Relations shall establish policies and procedures for conducting such appeals.
k. Correction of Obvious Errors or Inequities: In the event that a transaction made pursuant to this Section results in an obvious misapplication of its intent, the Director of Employee Relations, with the approval of the Finance and Personnel Committee Chair, is authorized to make equity adjustments or corrections.
Sec. 13. Physicians: It shall be permissible for the Commissioner of Health to schedule physicians employed in any Health Department bureau, under whatever title employed, in order to maintain complete coverage of service at any health clinic. Such authority shall extend to the filling of full time or part-time positions for a greater time than provided in this ordinance, to the rearrangement of time of presently employed physicians and to compensate said physicians on a straight-time basis in their current rate of compensation, provided that the total time and compensation of physicians shall not be in excess of the total time provided in this ordinance and in the Positions Ordinance, nor of the total appropriation provided in the budget. No additional fringe benefits shall be provided for such additional service. This action is necessary in view of the shortage of physicians available for public service.
Sec. 14. Association of Municipal City Attorney Pay Plan.
a. Scope: This section of the Salary Ordinance pertains to the Assistant City Attorney job classification listed under Pay Range 148 inclusive in Part I of this Ordinance, except as otherwise stated in this ordinance.
b. Recruitment: The City Attorney has sole discretion to hire an Assistant City Attorney at any point in the established pay range.
c. Anniversary Date: For purposes of merit salary adjustment only, Pay Period 1 will be the salary anniversary date for all Assistant City Attorneys.
d. Merit Generation and Distribution:
(1) Fiscal Year Performance Review: Each eligible Assistant City Attorney will be considered for a merit increase based upon the employee's performance the previous fiscal year.
(2) Merit Step Adjustment: Merit generation and distribution will be subject to the salary provision of the labor agreement between the City and the Association of Municipal City Attorneys.
e. Merit Increase Appeals: The reasonableness of the amount of the merit increase granted may be grieved subject to the terms of the labor agreement between the City and the Association of Municipal City Attorneys.
Part III. If any section, subsection, sentence, clause, phrase or portion of this ordinance is for any reason held invalid or unconstitutional by any court of competent jurisdiction, such holding shall not affect the validity of the remaining portions thereof. The Common Council of the City of Milwaukee hereby declares that it would have passed this ordinance and each section, subsection, clause, phrase, or portion thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases, or portions thereof be declared invalid or unconstitutional.
Part IV. Notwithstanding provisions of the above ordinance, including salary rates, employees in bargaining units which have not reached agreement with the City with regard to wages, hours, and conditions of employment for 2006 shall be paid in accordance with rates established in the 2005 Salary Ordinance, as applicable, pending such agreement with the City.
Part V. Descriptions of occupational groups (classes) covered by each section of this Ordinance are included for informational purposes only.
Part VI. All ordinances or parts of ordinances contravening the provisions of this ordinance are hereby repealed.
Part VII. This ordinance shall take effect and be in force from and after January 1, 2006 (Pay Period 1, 2006), et al, and shall be interpreted consistent with the applicable rulings thereunder.
Drafter
Dept. of Employee Relations
11/4/05
9/1/06 Correction made to Sec. 12, part g. Demotions: according to Files #040882 & 041082. TJM