Number
070969
Version
Substitute 2
Reference
070604
Sponsor
THE CHAIR
Title
Substitute ordinance to further amend the 2008 rates of pay of offices and positions in the City Service under control of the Common Council.
Analysis
This substitute ordinance makes rates of pay changes to the rates of pay to the following:
All management employees,
Body
The Mayor and Common Council of the City of Milwaukee do ordain as follows:
Part 1. Section 2 of ordinance File Number 070604 relative to rates of pay of offices and positions in the City Service is hereby amended as follows (Effective Pay Period 1, 2008 - December 30, 2007):
Delete Sec. 2, Management Employees in its entirety and substitute the following:
Sec. 2. Management Employees.
Rates for Section 2 (2008 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
Minimum Midpoint Maximum
1,404.13 1,684.87 1,965.61
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.
Administrative Services Specialist 1/
Executive Administrative Assistant I
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 6% above the minimum of the salary grade.
Salary Grade 002
Official Rate-Biweekly
Minimum Midpoint Maximum
1,496.24 1,795.34 2,094.43
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
Building Maintenance Supervisor I
Building Services Supervisor
Claims Adjuster
Disability Specialist
Document Services Supervisor
Emerging Business Analyst
Equipment Inventory Supervisor
Executive Administrative Assistant II
Legislative Assistant 1/
Management Accountant
Network Coordinator-Assistant
Office Supervisor II
Payroll Coordinator
Pension Counselor
Purchasing Agent
Safety Specialist
Stores Assistant Supervisor
1/ Appointment limited to the minimum of the salary grade except as provided for current City employees in Part II, Sections f (2) and g of the Salary Ordinance.
Salary Grade 003
Official Rate-Biweekly
Minimum Midpoint Maximum
1,594.52 1,913.36 2,232.19
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.
Budget and Management Analyst
Diversity Specialist
Fleet Repair Supervisor 1
Housing Manager I
Human Resources Analyst
Human Resources Information Analyst
Inventory Supervisor
Labor Relations Analyst
Management Services Specialist
Occupational Health Nurse
Pension Specialist-Senior
Personnel Analyst
Sewer Examiner Supervisor
Trade Development Representative
Salary Grade 004
Official Rate-Biweekly
Minimum Midpoint Maximum
1,699.78 2,039.71 2,379.64
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.
Administrative Specialist-Senior
Auditor-Senior
Building Services Supervisor II
Claims Adjuster-Senior
Community Outreach Liaison
Compliance Analyst
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 (ACHP)
Health Project Coordinator (CCR)
Health Project Coordinator -Emergency Preparedness
Health Project Coordinator (FIMR)
Health Project Coordinator - Immunizations
Health Project Coordinator (Lead)
Health Project Coordinator (MCHVP)
Health Project Coordinator - Plain Talk
Housing Manager II
Inventory Manager
Legislative Research Analyst Associate
License Coordinator
Management Accountant-Senior
Meter Reader Assistant Supervisor
Meter Repair Assistant Supervisor 5/
Network Coordinator-Associate
Parking Enforcement Supervisor
Payroll Coordinator-Senior
Purchasing Agent-Senior
Safety Specialist-Senior 1/
Sanitation Supervisor 1/ 6/
Secretary, Board of Zoning Appeals
Street Repair Supervisor 1/
Systems Analyst-Assistant
Technical Services Supervisor 1/
Telecommunications Analyst-Assistant
Tow Lot Supervisor
Urban Forestry Supervisor 1/
Vehicle Salvage Supervisor I
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 at 24% above the minimum of the salary grade.
4/ Appointment shall be up to 10% above the minimum of the salary grade 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 a rate in Salary Grade 004 that is equal to 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
Minimum Midpoint Maximum
1,811.90 2,174.35 2,536.80
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 Operator Supervisor
Budget and Management Analyst-Senior
Building Maintenance Supervisor II
Claims Adjuster Specialist
Customer Services Specialist
Diversity Specialist-Senior
DPW Customer Service Supervisor
DPW Inventory and Purchasing Coordinator
Field Operations Inspection Specialist 1/
Fleet Maintenance Supervisor
Fleet Repair Supervisor II 1/
Health Center Administrator
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)
Legislative Library Manager
Management Accounting Specialist
Management Services Adjuster
Mechanical Maintenance Supervisor
Medical Assistance Outreach Coordinator
Meter Reader Supervisor
Meter Repair Supervisor 2/
Nutritionist Coordinator
Occupational Health Nurse-Senior
Parking Operations Supervisor
Permits and Communications Specialist
Personnel Analyst-Senior
Printing and Stores Supervisor
Procurement Specialist
Public Information Coordinator
Rental Rehabilitation Specialist
Sewer Maintenance Program Manager
Sewer Operations Supervisor
Site Improvement Specialist
Street Operations Supervisor 1/
Telecommunications Specialist
Tobacco Control Program Coordinator
Training and Development Specialist
Vital Statistics Supervisor
Water Claims Specialist
Water Distribution Field Supervisor 2/
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/ 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
Minimum Midpoint Maximum
1,931.00 2,317.33 2,703.66
Accountant III
Architectural Services Specialist
Assistant Principal Planner
Auditing Specialist
Budget and Management Analyst-Lead
Building Maintenance Assistant Manager
Building Services Manager 1/
Community Lead Program Manager
Contract Compliance Officer
Contract Liaison Officer
Economic Development Specialist
EDP Auditor
Environmental Health Supervisor
Environmental Health Field Supervisor
Environmental Policy Analyst
Equipment Inventory Manager
Equipment Operations and Training Manager 1/
Financial Systems Analyst-Senior
Fiscal Review Analyst-Senior
GIS Developer
Grant Monitor
Health Communication Officer
Health and Safety Officer
Internet Services Coordinator
Inventory Services Manager
Investments and Financial Services Specialist
Community Lead Program Manager
Labor Relations Specialist
Legislative Research Analyst-Senior
Management Accounting Specialist-Senior
Management and Accounting Officer
Neighborhood Development Specialist
Network Coordinator-Senior 2/
Network Services Coordinator - Sr
Nuisance Control Supervisor
Parking Citation Review Manager
Parking Enforcement Assistant Manager
Pension Accounting Specialist
Personnel Analyst-Lead
Personnel Officer
Plan Examination 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/
Senior Housing Manager
Staff Assistant
Systems Analyst-Associate
Telecommunications Analyst-Associate
Telecommunications Supervisor
Tow Lot Assistant Manager
Utilities Services Liaison 3/
Water Distribution Business Systems Supervisor
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/ One position to be paid at rates within Salary Grade 008 while held by Kimberly Berry.
3/ One position to be paid at rates within Salary Grade 008 while held by William Van Clief.
Salary Grade 007
Official Rate-Biweekly
Minimum Midpoint Maximum
2,058.41 2,470.01 2,881.61
Accounting Supervisor
Auditor-Lead
Budget and Policy Specialist
Building Codes Enforcement Supervisor
Building Maintenance Manager
Certification and Salary Systems Administrator
Child Care Program Manager
City Payroll Specialist
Clinic Operations Manager
Communicable and Infectious Disease Program Supervisor
Compliance Officer
Customer Services Manager
Data Communications Specialist
DCD Personnel Officer
Document Services Manager
Economic Development Specialist-Senior
Electronic Technician Supervisor 1/
Environmental Code Enforcement Supervisor
Fire Dispatch Manager
Fire Equipment Repairs Supervisor
Fire Personnel Officer
Fleet Repair Supervisor III 2/
Functional Applications Analyst 3/
General Accounting Manager
Health Personnel Officer
Healthcare Outreach Coordinator
Human Resources Representative
Labor Relations Representative
Lead Hazard Prevention Manager
Legislative Fiscal Analyst-Lead
Library Branch Manager
Library Personnel Officer
Manager of Nursing Practice
Management Librarian
Management Services Analyst
MCHVP Program Manager
Member Services Manager
Plant and Equipment Repair Supervisor
Plant Automation Specialist
Principal Planner
Property Management Program Coordinator
Public Health Emergency Response Planning Coordinator
Public Health Nurse Supervisor
Recycling Specialist 2/
Revenue Collection Manager
Sanitation District Manager 2/
School Health Manager
Shop and Maintenance Supervisor 2/
Staff Assistant to the Council President
Staff Assistant to the Mayor-Senior
Systems Coordinator
Trade Development Representative-Senior
Urban Forestry Manager 2/
Water Quality Analyst
Water information Systems Security Manager
Water Security Manager 4/
Well Women’s Program Manager
WIC Program Manager
1/ Recruitment may be up to 20% above the minimum 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 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.
3/ Recruitment is authorized up to 24% above the minimum of the salary grade.
4/ Recruitment may be at any rate in the salary grade.
Salary Grade 008
Official Rate-Biweekly
Minimum Midpoint Maximum
2,193.39 2,632.01 3,070.63
Accounting Manager-City Development
Assistant Accounting Manager
Assistant City Payroll Manager
Assistant Grant Fiscal Manager
Budget and Management Special Assistant
Building Codes Court Administrator
Business Operations Manager
Business Systems Coordinator
Community Information Services Coordinator
DPW Inventory and Purchasing Manager
Electrical Services Supervisor I
Emerging Business Enterprise Manager
Engineering Systems Analyst
Equipment Acquisition and Disposal Coordinator 1/
Fire Equipment Repairs Manager
Fiscal Planning Specialist
GIS Developer - Senior
Greenhouse and Nursery Manager
Investments and Financial Services Coordinator
Legislative Coordinator
Legislative Research Supervisor
Maintenance Operations Manager
Municipal Health Services Program Manager
Neighborhood Improvement Project Manager
Network Administrator
Pension Investment Analyst
Plan Examination Supervisor
Port Facilities Supervisor
Project Manager 2/
Public Works Accounting Manager
Quality Assurance Coordinator 1/
Security Operations Manager
Staff Assistant-Senior
Systems Analyst-Senior
Systems Security Administrator
Telecommunications Analyst-Senior
Water Distribution Scheduling Manager 3/
Water Meter Services Manager
Water Revenue Manager
Youth Development Coordinator
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 24% above the minimum of the salary grade.
3/ 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
Minimum Midpoint Maximum
2,338.81 2,806.51 3,274.21
Building Construction Inspection Supervisor
Business Finance Manager
Business Operations Manager-Health
Business Operations Manager - Neighborhood Services
Commercial and Residential Rehabilitation Manager
Community Relations Manager 5/
Consumer Environmental Health Manager
Council Administration Manager
Council Records Manager
Crime & Intelligence Specialist
Data Base Analyst
Diversity and Outreach Officer
Economic Development Marketing Manager
Election Services Manager
Electrical Inspection Supervisor
Epidemiologist
Functional Applications Analyst-Senior 1/
Grant Compliance Manager
Healthcare Access and Services Manager
Home Environmental Health Manager
Information Systems Auditor-Senior
Infrastructure Support Services Manager
Labor Relations Officer
Librarian V 2/
Library Business Operations Manager
License Division Assistant Manager
Marketing and Public Relations Officer
Maternal and Child Health Division Manager
Mayor’s Liaison Officer
Neighborhood Development Manager
Operations and Dispatch Manager 3/
Parking Financial Manager
Permits and Communications Manager
Plumbing Inspection Supervisor
Port Finance Officer
Public Relations Manager
Public Relations Officer
Publications and Information 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
Tow Lot Manager
Water Distribution Construction Manager 4/
Water Plant Automation Manager
Water Plant Operations Manager-North
Water Plant Operations Manager-South
1/ Recruitment is authorized up to 24% above the minimum 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.
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.
5/ One position filled by David Heard, to be paid rates consistent with Salary Grade 015.
Salary Grade 010
Official Rate-Biweekly
Minimum Midpoint Maximum
2,492.49 2,991.02 3,489.54
Accounting Manager
Alderman 1/ 4/
Assistant Court Administrator
Auditing Manager
Building Codes Enforcement Manager
Business Systems Supervisor
Data Services Manager
Electrical Services Manager
Electrical Services Supervisor II 2/
Environmental Code Enforcement Manager
Fiscal Planning Specialist-Senior
Grant-in-Aid Fiscal Coordinator
Homeland Security Coordinator
Legislative Coordinator-Senior
Long Range Planning Manager
Network Manager
Operations and Maintenance Manager
Parking Enforcement Manager
Planning Administration Manager
Police Buildings and Fleet Manager
Research and Analysis Manager
Sewer Services District Manager-Senior
Special Assistant to the Mayor
Telecommunications Engineer
Water Accounting Manager
Water Distribution Operations Manager 3/
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, the salary rate for Aldermen was placed at 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 salary of the Common Council President was placed at 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.
3/ 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.
4/ At the commencement of the 2008 term of office, Pay Period 10, 2008, the salary for members of the Common Council (Aldermen) will increase by 2.4% ($2,816.24 biweekly; $73,222.24 annually). Effective Pay Period 10, 2009, the salary for Aldermen will increase by 2.5% ($2,886.65 biweekly, $75,052.90 annually). Effective Pay Period 10, 2010, the salary for Aldermen will increase by 2.5% ($2,958.82 biweekly; $76,929.32 annually). Effective Pay Period 10, 2011, the salary for Aldermen will increase by 2.5% ($3,032.79 biweekly; $78,852.54). The foregoing percentage increases are authorized and provided for in s. 350-100 of the Milwaukee code of ordinances.
At the commencement of the 2008 term of office, Pay Period 10, 2008, the salary of the Common Council President will increase by 2.4% ($3,182.66 biweekly; $82,749.16 annually). Effective Pay Period 10, 2009, the salary for the Common Council President will increase by 2.5% ($3,262.23 biweekly; $84,817.98 annually). Effective Pay Period 10, 2010, the salary for the Common Council President will increase by 2.5% ($3,343.79 biweekly; $86,938.54 annually). Effective Pay Period 10, 2011, the salary for the Common Council President will increase by 2.5% ($3,427.38 biweekly; $89,111.88 annually). The foregoing percentage increases are authorized and provided for in s. 350-100 of the Milwaukee code of ordinances
Salary Grade 011
Official Rate-Biweekly
Minimum Midpoint Maximum
2,657.29 3,188.68 3,720.07
Administrative Services Manager
Associate Director
Bridge Maintenance Manager
Budget and Management Reporting Manager
Budget and Policy Manager
City Economist
City Payroll Manager
COMPASS Project Policy Director
Data Base Administrator
Disease Control and Prevention Manager
Electrical Services Manager-Senior
ERS Financial Officer
Executive Director-Deferred Compensation Board
Finance and Planning Manager
FMIS Project Manager (Application Specialist)
GIS Developer - Project Leader
Information Systems Manager-MPD
Information Technology Manager-MFD
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
Safety Director
Sanitation Area Manager
Supervising Assessor
Systems Analyst-Project Leader
Telecommunications Analyst-Project Leader 1/
Urban Forestry District Manager
Water Business Manager
Water Plant Manager-North
Water Plant Manager-South
1/ Recruitment is authorized up to 28% above the minimum of the salary grade.
Salary Grade 012
Official Rate-Biweekly
Minimum Midpoint Maximum
2,831.79 3,398.14 3,964.49
Applications Development Manager
Architectural Project Manager
Assistant Planning Director
Building Construction Inspection Division Manager
Budget and Policy Manager-Senior
Chief Microbiologist
Chief Molecular Scientist
Election Commission-Executive Director
Enterprise Information Manager
Environmental Sustainability Director
Finance and Administration Manager
Functional Applications Manager 1/
Human Resources Manager
Information Systems Manager-ERS 3/
Inspector of Police 2/
Investments and Financial Services Manager
Legislative Fiscal Manager-Senior
Library Technical Services Manager
Management Civil Engineer-Senior
Mechanical Engineer IV
Neighborhoods Business Development Manager
Network Planning Manager
Permit and Development Center Manager
Port Operations Supervisor
Public Debt Specialist
Public Works Personnel Administrator
Revenue and Financial Services Specialist
Sewer Services Manager
Structural Design Manager
Traffic Control Engineer IV
Water Distribution Manager
Worker’s Compensation and Safety Manager
1/ Recruitment is authorized up to 28% above the minimum of the salary grade.
2/ Appointment of Edward Liebrecht authorized at 24% above the minimum of Salary Grade 012.
3/ Ability to recruit at any rate within the salary grade with the approval of Employee Relations and the Chair of Finance & Personnel.
Salary Grade 013
Official Rate-Biweekly
Minimum Midpoint Maximum
3,018.02 3,621.78 4,225.53
Central Library and Special Projects Director
Civil Engineer V
Deputy City Clerk
Electrical Engineer V
Electrical Services Operations Manager
Enterprise Systems Manager
Fleet Operations Manager
Forestry Services Manager
Policy Planning Coordinator
Sanitation Services Manager
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
Minimum Midpoint Maximum
3,217.43 3,860.99 4,504.55
Accounts Director
Administration and Projects Manager
Chief Court Administrator
Deputy Chief of Police
Employee Benefits Director
Employes' Retirement System-Deputy Director
Engineer in Charge
Facilities Manager
Fire and Police Commission Executive Director
Financial Services Director
Labor Negotiator 1/
Neighborhood Services Operations Manager
Public Works Coordination Manager
Telecommunications Manager
1/ Recruitment may be at any rate in the salary grade, subject to approval by the Department of Employee Relations and the Chair of the Committee on Finance and Personnel.
Salary Grade 015
Official Rate-Biweekly
Minimum Midpoint Maximum
3,429.28 4,115.08 4,800.87
Block Grant Director
Chief Assessor 1/
City Clerk 2/
City Purchasing Director
Deputy City Treasurer
Deputy Comptroller
Information Systems Manager
Neighborhood Libraries and Community Partnerships Director
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
Minimum Midpoint Maximum
3,655.01 4,386.14 5,117.27
Administration and Transportation Design Manager
Administrative Services Director
Assistant Chief of Police
Buildings and Fleet Superintendent
Chief Investment Officer 1/ 2/
Chief of Staff
Employes' Retirement System-Executive Director 1/
Environmental Manager
Environmental Services Superintendent
Health Operations Director
Infrastructure Operations Manager
Municipal Judge 3/ 4/
Water Works Superintendent
1/ Recruitment may be at any rate in the Salary Grade.
2/ Compensation may be at any rate 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
Minimum Midpoint Maximum
3,895.91 4,675.17 5,454.42
Budget and Management Director
Chief Information Officer
City Treasurer 1/
Comptroller 1/
Deputy Commissioner-City Development
Legislative Liaison Director
Milwaukee Public Library 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
Minimum Midpoint Maximum
4,152.82 4,983.32 5,813.81
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
Minimum Midpoint Maximum
4,426.35 5,311.51 6,196.67
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
Minimum Midpoint Maximum
4,717.81 5,661.50 6,605.19
Mayor 1/ 2/
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’s salary was placed at 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.)
2/ At the commencement of the 2008 term of office, Pay Period 10, 2008, the Mayor’s salary will increase by 2.4% ($5,666.76 biweekly; $147,335.76 annually). Effective pay period 10, 2009, the Mayor’s salary will increase by 2.5% ($5,808.43 biweekly; $151,019.18 annually). Effective Pay Period 10, 2010, the Mayor’s salary will increase by 2.5% ($5,953.64 biweekly; $154,794.64 annually). Effective Pay Period 10, 2011, the Mayor’s salary will increase by 2.5% ($6,102.48 biweekly; $158,664.48 annually). The foregoing percentage increases are authorized and provided for in s. 350-100 of the Milwaukee code of ordinances.
Part 2. Section 2 of ordinance File Number 060493 relative to rates of pay of offices and positions in the City Service is hereby amended as follows (Effective Pay Period 1, 2007 - December 31, 2006):
Under salary Grade 006, add the title “Water Plant Maintenance Supervisor.”
Part 3. Section 2 of ordinance File Number 070604 relative to rates of pay of offices and positions in the City Service is hereby amended as follows (Effective June 4, 2007):
Under Salary Grade 018, add footnote designation “2/” to the title “Chief of Police” and add footnote “2/” to read as follows: “Recruitment may be at any step in the Salary Grade.”
Part 4. Section 2 of ordinance File Number 070604 relative to rates of pay of offices and positions in the City Service is hereby amended as follows (Effective Pay Period 1, 2008 - December 30, 2007):
Under Salary Grade 009, add the title “Family and Community Health Operations Manager.”
Under Salary Grade 010, delete the title “Homeland Security Coordinator” and add the title “Violence Reduction & Prevention Initiative Manager.”
Under Salary Grade 011, add the title “Building Codes Enforcement Manager-Commercial.”
Under Salary Grant 012, add the title “Homeland Security Director.”
Part 5. Section 3 of ordinance File Number 070604 relative to rates of pay of offices and positions in the City Service is hereby amended as follows (Effective Pay Period 22, 2007 - October 21, 2007):
Under Pay Range 600, add the footnote designation “2/” after the title “Engineering Technician I” and add footnote “2/” to read as follows: “Employees who are assigned to Road Life Work shall receive an additional $0.75 per hour while assigned to that work.”
Under Pay Range 602, add the footnote designation “2/” after the title “Engineering Technician II” and add footnote designation “2/” to read as follows: “Employees who are assigned to Road Life Work shall receive an additional $0.75 per hour while assigned to that work.”
Part 6. Section 3 of ordinance File Number 070604 relative to rates of pay of Offices and positions in the City Service is hereby amended as follows (Effective Pay Period 1, 2008 - December 30, 2007):
Under Pay Range 225, delete the title “Special Street Repair Laborer.”
Under Pay Range 235, delete the titles “Asphalt Worker 1/”, “Labor Crew Leader I” and add the title “Infrastructure Repair Worker 1/.”
Under Pay Range 245, delete the titles “Street Repair Crew Leader” and “Bridge Laborer Crew Leader.”
Under Pay Range 252, delete the title “Asphalt Repair Crew Leader” and add the title “Infrastructure Repair Crew Leader.”
Part 7. Section 5 of ordinance File Number 070604 relative to rates of pay of offices and positions in the City Service is hereby amended as follows (Effective Pay Period 1 2008 - December 30, 2007):
Under Pay Range 406, add the designation “2/” to the title “Library Circulation Assistant 1 1/” and add footnote “2/” to read as follows: “Effective Pay Period 1, 2008, James Nowak, while occupying the title of Library Circulation Assistant I, shall be paid rates consistent with Pay Range 355.”
Part 8. Section 15 of ordinance File Number 070604 relative to rates of pay of offices and positions in the City Service is hereby amended as follows:
Under Pay Range 733, delete the title “Fire Equipment Welder.”
Under Pay Range 734, add the title “Fire Equipment Welder.”
Part 9. Section 22 of ordinance File Number 070604 relative to rates of pay of offices and positions in the City Service is hereby amended as follows (Effective November 1, 2002):
Under Pay Range 867, delete the title “First Assistant Chief Engineer 1/” and add the title “Assistant Fire Chief 1/.”
Part 10. Part II, Administration of Pay Plan, Sections 3, 4 and 12 of ordinance File Number 070604 relative to rates of pay of offices and positions in the City Service is hereby amended as follows (Effective Pay Period 1, 2008 - December 30, 2007):
Delete Sections 3, 4 and 12 in their entirety and substitute the following:
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 judgment 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 10% above the minimum for positions in Salary Grade 001 through 003), 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 or rate of pay in the pay range or salary grade to which the employee would otherwise have been entitled had initial appointment been at the third rate of the pay range or 10% above the minimum of the 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 pay range which does not exceed the rate the employee had been earning.
An employee who elects to take a position in a pay 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 or rate of pay in the new range which does not exceed the step or rate of pay 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 or rate of pay 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. 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 rate of the grade to which the classification is allocated. In the event it becomes necessary to recruit at a rate above the minimum, recruitment may be authorized at a rate up to 60% of the salary grade with the approval of the Department of Employee Relations and the Chair of the Committee on Finance and Personnel. 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) Increases Within Salary Grade: Except as provided below, employees shall be eligible for a salary increase of 3.1% within a 12-month rating period. This salary increase shall be effective on the employee’s anniversary date provided job performance during the rating period has been fully satisfactory. Job performance during the rating period must be documented by a minimum of one written performance review. These increases shall be up to the maximum of the salary grade. In the event of a less than fully satisfactory performance during the rating period, a department head may delay or withhold this salary increase. Department heads who intend to delay or withhold a salary increase must notify the Department of Employee Relations and the affected employee before taking such action. Employees have a right to appeal this decision before the City Service Commission.
(3) Exceptional Achievement Awards: For management pay plan employees, other than elected officials, a nonpensionable, non-base building, lump sum equal to 1% of the midpoint of the employee’s current salary grade may be awarded for exceptional performance that is measurable and consistent with the mission and objectives/outcomes established by policy makers for the department. These awards must be approved by the Department of Employee Relations and an individual may not receive more than one award during a 12 month period. The Department of Employee Relations shall establish administrative guidelines for approving these awards.
(4) Professional Development Awards: For management pay plan employees, other than elected officials, a nonpensionable, non-base building, lump sum award of $700 may be granted for attaining a professional degree, designation or certification that is not required by the job but is related to the mission, goals, and objectives of the department. These awards are not ongoing and must be approved by the Department of Employee Relations. The Department of Employee Relations shall establish guidelines for approving these awards.
(5) Job Performance Reviews: A minimum of one performance review shall be conducted within a 12-month rating period in accordance with the guidelines established by the Department of Employee Relations.
(6) 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.
(7) 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.
(8) Comptroller, City Attorney, Municipal Judges, City Treasurer and City Clerk: These individuals shall receive a 3.1% increase on their salary anniversary pay period up to the maximum of the salary grade. 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.
(9) 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.
(2) Professional, Management and Leadership Categories: For salary administration purposes all management job classifications have been grouped into one of three categories: Professional, Management and Leadership. Salary adjustments resulting from a promotion are based upon movement within the same category or to a new category. All promotions into or within salary grades 001 through 019 result in a 3% increase except a promotion into a classification designated as Management is 5%, a promotion into a classification designated as Leadership is 7% and the employee must be paid at least the minimum and no more than the maximum of the salary grade. The Department of Employee Relations must review and authorize the calculation of all salary rates prior to promotion.
(3) 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 A decrease in pay of 3% or the maximum of
(disciplinary action (Includes Expiration of the new salary grade, whichever is lower.
issued by hiring Exempt Appointment-
authority) Discharge)*
Misconduct Same percentage above the minimum of the
(Includes Expiration of lower salary grade as was the current rate of
Exempt Appointment- pay above the minimum of the higher salary
Discharge)* grade.
Involuntary Demotion Reclassification, Same rate of pay or the maximum of the
(due to factors outside reassignment, reduction in new salary grade, whichever is lower.
the control of the work force, or anticipation
manager) of such reduction. .
(Includes Expiration of
Exempt Appointment-
Separation)**
Voluntary Demotion Career Change A decrease in pay of 3% or the maximum of
(Includes Expiration of the new salary grade, whichever is lower.
Exempt Appointment-
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 salary grades 004 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 (salary grades 004 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 the delay or denial of an increase 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.
Part 11. All ordinances or parts of ordinances contravening the provisions of this ordinance are hereby repealed.
Part 12. The provisions of Part 9 of this ordinance are deemed to have been in force and effect from and after November 1, 2002.
The provisions of Part 2 of this ordinance are deemed to have been in force and effect from and after Pay Period 1, 2007 (December 31, 2006).
The provisions of Part 3 of this ordinance are deemed to have been in force and effect from and after June 4, 2007.
The provisions of Part 5 of this ordinance are deemed to have been in force and effect from and after Pay Period 22, 2007 (October 21, 2007).
The provisions of Parts 1, 4, 6, 7, and 10 of this ordinance are deemed to be in force and effect from and after Pay Period 1, 2008 (December 30, 2007).
The provisions of all other parts of this ordinance are deemed to be in force and effect from and after the first day of the first pay period following passage and publication.
Part 13. This ordinance will take effect and be in force from and after its passage and publication.
Drafter
City Clerk's Office
TJM
12/5/07
1/10/08 Technical correction made. TJM.