NUMB:
970830
VERS:
SUBSTITUTE
REF:
XXBY:
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
Pay Range 030
Official Rate-Biweekly
57.53
Member, Electrical Licensing and
Examining Committee
Member, Examining Committee for Engineers
and Firemen
Pay Range 036
Official Rate-Biweekly
95.89
Commissioner of Election
Member, Standards and Appeals
Member, City Plan Commission
Pay Range 037
Official Rate-Biweekly
134.25
City Service Commissioner
Member, Board of Zoning Appeals
Pay Range 040
Official Rate-Biweekly
202.52
Member, Board of Review
Pay Range 041
Official Rate-Biweekly
210.96
Fire and Police Commissioner
Pay Range 047
Official Rate-Biweekly
1,464.91
Administrative Officer, Board of
Zoning Appeals 1/
1/ To receive the same percentage increases as approved
for management and non-management/nonrepesented
positions.
Pay Range 050
Official Rate-Biweekly
575.37
Physician, Fire
Physician, Police
Sec. 2. Management Employees.
Rates for Sec. 2 effective Pay Period 1, 1996 (December 31, 1995):
Note: In no case shall the salary of any City official exceed that of the Mayor.
Salary Grade 001
Official Rate-Biweekly
1,035.51 1,067.67 1,100.82 1,135.01 1,170.24
1,206.58 1,244.05 1,282.68 1,322.52 1,363.59
1,405.93 1,449.60
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/ 2/ 3/ 4/
Custodian Supervisor I
Executive Administrative Assistant I
Human Resources Assistant
Microfilm Supervisor
Office Supervisor I
Rent Assistance Specialist
1/ One incumbent, Beverly Sanders-Waddell (City Clerk), to retain the title of Administrative Services Specialist until she vacates her current position, at which time the title shall revert to Office Assistant IV in Pay Range 445.
2/ One incumbent, Gail Wierzba (Fire Department) to retain the title of Administrative Services Specialist until she vacates her current position, at which time the title shall revert to Program Assistant I in Pay Range 460.
3/ One position to be studied when vacated by current incumbent, Jean Laskowski (DCD).
4/ One incumbent, Mary Anne Haeckel (Fire Department), to retain the title of Administrative Services Specialist until she vacates her current position, at which time the title shall revert to Administrative Assistant IV, Pay Range 550.
Salary Grade 002
Official Rate-Biweekly
1,103.44 1,137.71 1,173.04 1,209.46 1,247.01
1,285.74 1,325.67 1,366.83 1,409.27 1,453.03
1,498.15 1,544.59
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 1/
Auditor
Automated Systems Coordinator
Benefits Analyst
Building Maintenance Supervisor I
Claims Adjuster
Community Services Specialist
Custodian Supervisor II
Equal Opportunity Enterprise Analyst
Equal Rights Specialist
Executive Administrative Assistant II
Financial Systems Analyst
Fiscal Research Analyst
Fiscal Review Analyst Assistant
Housing Construction Specialist
Housing Manager-Assistant
Housing Stores Supervisor
Inventory Control Coordinator
Legislative Research Analyst Assistant
Legislative Assistant
Library Circulation Supervisor
Loan Specialist
Management Accountant
Microcomputer Coordinator
Neighborhood Development Analyst
Office Supervisor II
Paralegal
Payroll Coordinator
Pension Counselor
Project Control Analyst
Property Management Training Coordinator
Purchasing Agent
Real Estate Analyst
Rent Assistance Coordinator
Rent Assistance Inspector
Rent Assistance Specialist II
Research Analyst
Resident Liaison
Safety Specialist
Salvage and Stores Supervisor
Stores Assistant Supervisor
Systems Support Specialist
Videographer
1/ One position to be studied when vacated by current incumbent, Mark Antin (DCD).
Salary Grade 003
Official Rate-Biweekly
1,175.92 1,212.44 1,250.09 1,288.91 1,328.93
1,370.20 1,412.74 1,456.62 1,501.84 1,548.48
1,596.56 1,646.19
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.
Automotive Mechanic Supervisor I
Bookbinder Supervisor
Budget and Management Analyst
Chief Teller-Water
Computer Operations Coordinator
Delinquent Accounts Supervisor
Housing Manager I
Housing Programs Specialist
Housing Rehabilitation Specialist
Human Resources Analyst
Labor Relations Analyst
Library Automotive Supervisor
Marketing Program Coordinator
Management Services Specialist
Occupational Health Nurse
Pension Counselor-Senior
Personnel Analyst
Pest Control Supervisor
Printing and Stores Supervisor
Project Analyst
Rent Assistance Specialist III
Sewer Examiner Supervisor
Trade Development Representative
Water Billing Supervisor
Water Materials Supervisor
Salary Grade 004
Official Rate-Biweekly
1,253.55 1,292.47 1,332.60 1,373.99 1,416.65
1,460.64 1,506.00 1,552.77 1,600.98 1,650.70
1,701.96 1,754.94
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 Coordinator
Administrative Specialist-Senior
Area Maintenance Supervisor
Assistant Producer
Auditor-Senior
Automotive Stores Supervisor
Benefits Analyst-Senior
Breast Cancer Site Coordinator
Bridge Operator Supervisor
Claims Adjuster-Senior
Common Council Office Systems Coordinator
Community Services Specialist-Senior
Custodial Services Manager
Employee Assistance Coordinator
Environmental Specialist Supervisor
Equal Opportunity Enterprise Analyst-Senior
Equal Rights Specialist-Senior
Equipment Operations Supervisor I 1 2/
Financial Systems Analyst-Senior
Fiscal Review Analyst Associate
Geographic Information Supervisor
Graphics Coordinator
Health Project Coordinator (LAND)
Health Project Coordinator (Lead)
Housing Construction Specialist-Senior
Housing Employment Coordinator
Housing Environmental Coordinator
Housing Manager II
Housing Programs Supervisor
Housing Project Expediter
Investigator/Adjuster
Legislative Research Analyst Associate
Management Accountant-Senior
Meter Reader Assistant Supervisor
Meter Repair Assistant Supervisor 1/
Meter Services Coordinator
Microcomputer Coordinator-Senior
Neighborhood Development Analyst-Senior
Nutritionist Coordinator
Parks and Playgrounds Supervisor
Payroll Coordinator-Senior
Production Services Coordinator
Project Control Analyst-Senior
Purchasing Agent-Senior 4/
Real Estate Analyst-Senior
Rent Assistance Coordinator-Senior
Research Analyst-Senior
Safety Specialist-Senior 1/
Sanitation Supervisor 1/ 3/
Security Manager
Street Repair Supervisor
Systems Support Specialist-Senior
Technical Coordinator 1/
Urban Forestry Supervisor 1/
Urban Homestead Coordinator
Water Distribution Supervisor I 1/
Water Technical Systems Supervisor 1/
1/ The incumbents of positions in this class, if certified by the Commissioner-Public Works as being, when appropriate, regularly involved in snow and ice control operations or 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.
2/ To be appointed at a rate equal to that received by newly appointed Sanitation Supervisors, Salary Grade 004. For 1996, this rate shall be $39,264 ($1,506.00 biweekly).
3/ Sanitation Supervisors to be appointed at a rate equal to the maximum rate paid to the Driver Loader classification. This rate shall be calculated on the basis of an 8.8 hour work day for the Driver Loaders. Once appointed, subsequent salary adjustments for Driver Loaders shall not result in further adjustment to the rate paid to Sanitation Supervisors. For 1996, this rate shall be $39,264 ($1,506.00 biweekly). This amount may, however, be modified as a result of future across-the-board adjustments granted to management.
4/ One position, filled by Barry Parker, to be paid at the frozen rate of $1,993.90 biweekly until this rate falls within Salary Grade 004, at which time Mr. parker will be eligible to receive further authorized adjustments.
Salary Grade 005
Official Rate-Biweekly
1,336.24 1,377.73 1,420.51 1,464.62 1,510.09
1,556.99 1,605.35 1,655.19 1,706.59 1,759.58
1,814.22 1,870.84
Accounting Systems Specialist
Auditing Specialist
Automotive Mechanic Supervisor II
Breast Cancer Program Coordinator
Budget and Management Analyst-Senior
Building Maintenance Supervisor II 1/
Chief Chemist-Water Plant
Claims Adjuster Specialist
Community Relations Specialist-Senior
Community Services Coordinator
Computer Training Coordinator
Customer Services Specialist
Delinquent Tax Collection Specialist
Enforcement and Training Manager
Enterprise Community Grant Coordinator
Environmental Field Supervisor
Environmental Health Supervisor
Fleet Systems Coordinator
Health Center Administrator
Health Program Monitor
Housing Construction Supervisor
Housing Manager III
Housing Rehabilitation Coordinator
Housing Rehabilitation Specialist-Senior
Human Resources Analyst-Senior
Immunization Project Manager
Instrumentation Supervisor
Labor Relations Analyst-Senior
Lead Project Coordinator (HUD)
Machine Shop Supervisor
Management Accounting Specialist
Marketing Program Coordinator-Senior
Mechanical Maintenance Supervisor
Meter Reader Supervisor
Meter Repair Supervisor 2/
Microcomputer Specialist
Occupational Health Nurse-Senior
Payroll Specialist
Pension Counseling Supervisor
Permits and Communications Specialist
Personnel Analyst-Senior
Physician Outreach Project Coordinator
Procurement Specialist
Procurement Supervisor
Program Monitor
Public Information Coordinator
Records and Forms Specialist
Rent Assistance Supervisor
Rental Rehabilitation Specialist
Revenue Collection Specialist
Sewer Operations Supervisor
Site Improvement Specialist
Street Operations Supervisor
Systems and Project Manager
Telecommunications Specialist
Trade Development Representative-Senior
Training and Development Specialist
Vector and Nuisance Control Supervisor
Water Maintenance Scheduler
Water Maintenance Supervisor
1/ One position to be studied for proper classification and pay allocation when vacated by current incumbent, James Kotras.
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
1,424.08 1,468.30 1,513.89 1,560.90 1,609.38
1,659.34 1,710.87 1,764.00 1,818.77 1,875.26
1,933.47 1,993.90
Accountant III
Architectural Services Specialist
Assistant Principal Planner
Auditor-Lead
Automated Systems Specialist
Budget and Management Analyst-Lead
Building Construction Inspection Assistant Supervisor
Building Maintenance Assistant Manager
CDBG Fiscal Analyst-Senior
Code Enforcement Assistant Supervisor
Community Housing and Preservation Manager
Computer Operations Supervisor
Contract Compliance Officer
Contract Liaison Officer
Economic Development Specialist
EDP Auditor
Election Services Manager
Electrical Inspection Assistant Supervisor
Environmental Health Technology Coordinator
Equipment Operations Supervisor II 1/
Financial Systems Specialist
Fiscal Officer
Fiscal Review Analyst-Senior
Grant Monitor
Housing Evaluation Supervisor
Information Management Analyst
International Economic Development Manager
Investments and Financial Services Specialist
Labor Relations Specialist
Landlord Training and Development Manager
Lead Poisoning Program Manager
Legislative Specialist
Legislative Research Analyst-Senior
License Division Assistant Manager
Management and Accounting Officer
Neighborhood Development Specialist
Operations Manager
Pension Accounting Specialist
Pension Investment Analyst
Personnel Analyst-Lead
Personnel Officer
Plumbing Inspection Assistant Supervisor
Police Payroll Supervisor
Producer
Program Manager
Public Relations Supervisor
Real Estate Specialist
Residential Rehabilitation Supervisor
Safety Supervisor
Sanitation Shop Supervisor 1/ 2/
Sanitation Survey Coordinator 1/
Senior Housing Manager
Staff Assistant
Stores Services Supervisor
Systems Analyst
Veterinarian
Water Customer Services Supervisor
Water Distribution Supervisor II 3/
Water Plant Maintenance Assistant Supervisor
Water Research Chemist
WIC Program Coordinator
1/ The incumbents of positions in this class, if certified by the Commissioner-Public Works as being, when appropriate, regularly involved in snow and ice control operations which result in an excessive amount of emergency snow and ice control related overtime work, to receive $90 additional biweekly as compensation for such overtime work.
2/ To be reevaluated when vacated by the initial incumbent.
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 $90 additional biweekly as compensation for such overtime work.
Salary Grade 007
Official Rate-Biweekly
1,518.04 1,565.18 1,613.78 1,663.89 1,715.56
1,768.84 1,823.76 1,880.39 1,938.78 1,998.99
2,061.06 2,125.13
Automated Systems Supervisor
Automotive Mechanic Supervisor III
Budget and Policy Specialist
Building Maintenance Manager
Business Development Representative (MIS)
Common Council Committee Clerk
Communications Manager
Contracting Officer
Customer Services Supervisor
DCD Personnel Officer
Delinquent Tax Collection Supervisor
Economic Development Specialist-Senior
Equipment Operations Manager 1/
Financial Services and Marketing Manager
Financial Systems Supervisor
Fire Equipment Repairs Supervisor
FMIS Systems Analyst-Senior
General Accounting Manager
Health Personnel Officer
Housing Production Manager
Human Resources Representative
Inspection and Records Manager
Lead Staff Assistant
Library Branch Manager
Library Personnel Officer
Management Librarian 2/
Management Services Analyst
Meter Repair Manager 1/
Microcomputer Specialist-Senior
Network Systems Administrator
Organizational Development and Customer Services Coordinator
Plant and Equipment Repair Supervisor
Principal Planner
Procurement Officer
Program Coordinator
Public Health Nurse Supervisor
Public Works Inventory Manager
Purchasing Agent Manager
Revenue Collection Supervisor
Salary Systems Administrator
Sanitation District Manager 1/
Small Business Development Officer
Staff Assistant to the Council President
Staff Assistant to the Finance and Personnel Committee
Staff Assistant to the Mayor
Supervising Assessor Assistant
Systems Analyst-Senior
Systems and Administration Supervisor
Systems Coordinator
Technical Systems Analyst
Tenant Selection and Certification Manager
Urban Forestry Manager 1/
Vehicle and Equipment Specialist
Water Quality Analyst
Youth and Family Services Manager
1/ The incumbents of positions in this class, if certified by the Commissioner-Public Works as being, when appropriate, regularly involved in snow and ice control operations which results in an excessive amount of emergency snow and ice control related overtime work, to receive $90 additional biweekly as compensation for such overtime work.
2/ One position of Management Librarian which functions as the "InQuire librarian" to be paid at rates consistent with the classification of Librarian IV.
Salary Grade 008
Official Rate-Biweekly
1,617.59 1,667.83 1,719.62 1,773.02 1,828.06
1,884.84 1,943.36 2,003.71 2,065.93 2,130.08
2,196.22 2,264.54
Budget and Management Special Assistant
Building Code Specialist
Building Construction Inspection Supervisor
Business Operations Manager
Cable Franchise Officer 1/
Central Maintenance and Support Services Manager
Code Enforcement Inspection Supervisor
Economist/Statistician
EDP Auditor-Senior
Electrical Inspection Supervisor
Electrical Services Supervisor I
Employment Administrator
Engineering Systems Analyst
Equal Opportunity Enterprise Manager
Fair Housing and Employment Manager
Fire Equipment Repairs Manager
Fiscal Planning Specialist
Greenhouse and Nursery Manager
Historic Preservation Officer
Information Management Analyst-Senior
Land Development Officer
Legislative Coordinator
Legislative Research Supervisor
Maintenance Operations Manager
Management Electrical Engineer
Management Engineering Technician
Management Facilities Engineer
Municipal Health Services Program Manager
Parking Operations Manager
Plan Examination Supervisor
Plumbing Inspection Supervisor
Public Works Accounting Manager
Revenue and Financial Services Assistant-Senior
Quality Assurance Coordinator
Staff Assistant-Senior
Systems Project Leader
Traffic Sign Manager
Utilities Services Liaison
Water Billing Services Manager
Water Distribution District Supervisor 2/
Water Plant Maintenance Supervisor
Zoning Administration Supervisor
1/ Recruitment is authorized up to the seventh step of the salary grade.
2/ 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
1,724.83 1,778.40 1,833.62 1,890.55 1,949.25
2,009.79 2,072.20 2,136.55 2,202.88 2,271.29
2,341.82 2,414.65
Accountant IV
Assessment Systems Analyst
Auditor Supervisor
Business Finance Manager
Business Operations Manager-Health
Capital Planning and Finance Specialist
Chronic Disease Division Manager
Commercial and Residential Rehabilitation Manager
Community Services Manager
Consumer Protection Manager
Court Systems Administrator
Economic Development Marketing Manager
Economic Development Policy Coordinator
Environmental Health Technology Manager
Epidemiologist
Examinations Supervisor-Fire and Police
Grant Compliance Manager
Grant-in-Aid Fiscal Coordinator
Grant Monitor Manager
Human Resources Coordinator
Infrastructure Support Services Manager
Information Systems Services Manager
Labor Relations Officer
Librarian V 1/
Library Business Operations Manager
License Division Manager
MIS Financial Officer
Neighborhood Development Manager
Payroll Manager
Permits and Communications Manager
Port Finance Officer
Port Marketing Manager
Port Operations Supervisor
Public Health Planning Manager
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
Street Repair District Manager
Structures and Equipment Specialist 2/
Supervising Assessor
Systems Analyst-Lead
Technical Systems Supervisor
Urban Development Coordinator
Vector and Nuisance Control Manager
Water Distribution Assistant Manager 3/
Water Plant Operations Manager-North
Water Plant Operations Manager-South
1/ 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.
2/ Robert Scheder to be paid at his current salary in Salary Grade 011 while occupying this title.
3/ The incumbent, 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 010
Official Rate-Biweekly
1,838.17 1,895.24 1,954.11 2,014.77 2,077.33
2,141.85 2,208.36 2,276.94 2,347.64 2,420.54
2,495.69 2,573.46
Alderman 1/
Assessment Analysis Manager
Assistant Court Administrator
Electrical Services Supervisor II
Environmental Scientist
Fiscal Review Manager
Geographic Information Systems Manager
Lighting Services Manager
Long Range Planning Manager
Mayor's Liaison Officer
Planning Administration Manager
Public Works Information Systems Manager
Sanitation Area Manager 2/
Section 8 Program Manager
Sewer Services District Manager-Senior
Staff Assistant-Manager
Street Repair District Manager-Senior
Telecommunications Engineer 3/
Traffic Signal Manager
Water Accounting Manager
Workers Compensation and Safety Administrator
1/ At the commencement of the 1996 term of office, the salary rate for Alderman shall be the third step of the salary grade ($1,954.11 biweekly; $50,946.41 annually), and the President of the Common Council shall be paid the seventh step ($2,208.36 biweekly; $57,575.10 annually).
Effective Pay Period 10, 1997, and in each year thereafter in Pay Period 10, the salary rate for Alderman shall be advanced by one pay step, based on rates in effect at the commencement of the term as provided for in s. 350-100 of the Milwaukee Code of Ordinances. The movement through the steps of the salary grade shall continue in subsequent terms of office, based on rates in effect at the commencement of the term, until the maximum of the grade has been attained.
Effective Pay Period 10, 1998, the biweeky rate will be $2,077.33 ($54,158.96 annually).
The salary of the President of the Common Council shall be at a rate which is four pay steps above that established for members of the Common Council.
Effective Pay Period 10, 1998, the biweekly rate for the Common Council President will be $2,347.64 ($61,206.30 annually).
2/ The incumbents of positions in this class, if certified by the Commissioner-Public Works as being, when appropriate, regularly involved in snow and ice operations which result in an excessive amount of emergency snow and ice control related overtime work, to receive $100 additional biweekly compensation for such overtime work.
3/ The position filled by Michael Panlener to be paid at $2,756.99 biweekly until the maximum biweekly rate of Salary Grade 010 equals or exceeds that amount. At that time, Mr. Panlener may again receive across-the-board general pay increases.
Salary Grade 011
Official Rate-Biweekly
1,959.71 2,020.56 2,083.30 2,147.99 2,214.70
2,283.46 2,354.37 2,427.47 2,502.86 2,580.57
2,660.71 2,743.48
Bridge Maintenance Manager
Budget and Management Reporting Manager
Budget and Management Team Leader
Building Construction Inspection Administrator
Council Administration Manager
Data Base Administrator
Environmental Policy Coordinator
Executive Director-Deferred Compensation Board
Finance and Planning Manager
FMIS Project Manager (Application Specialist)
FMIS Project Manager (Information Systems Specialist)
Information Resource Manager
Insurance Risk Administrator
Legislative Fiscal Manager
Legislative Reference Bureau Manager
Marketing Development Services Manager
Maternal and Child Health Division Manager
Police Budget and Administration Manager
Police Department Personnel Administrator
Procurement Manager
Public Works Personnel Administrator
Resource Recovery Manager 1/ 2/
Safety Director
Special Assistant to the Mayor
Urban Forestry District Manager
Water Business Manager
Water Plant Manager-North
Water Plant Manager-South
Youth Initiatives Director
1/ Recruitment may be up to the seventh step of the salary grade.
2/ The incumbent of this position, if certified by the Commissioner-Public Works as being, when appropriate, regularly involved in snow and ice operations which result in excessive amounts of emergency snow and ice control related overtime work, will receive $100 additional biweekly compensation for such overtime work.
Salary Grade 012
Official Rate-Biweekly
2,088.39 2,153.24 2,220.09 2,289.03 2,360.11
2,433.40 2,508.97 2,586.87 2,667.20 2,750.02
2,835.41 2,923.73
Architectural Project Manager
Chief Microbiologist
Chief Chemist
Chief Virologist
Client Services Manager (MIS)
Election Commission-Executive Director
Housing Operations Manager
Human Resources Manager
Inspector of Police
Investments and Financial Services Manager
Management Civil Engineer-Senior
Mechanical Engineer IV
Supervising Architect
Traffic Control Engineer IV
Water Distribution Manager
Salary Grade 013
Official Rate-Biweekly
2,225.73 2,294.84 2,366.11 2,439.58 2,515.33
2,593.44 2,673.96 2,756.99 2,842.60 2,930.88
3,021.89 3,116.24
Accounts Director
Assistant City Librarian
Civil Engineer V
Electrical Engineer V
Electrical Services Operations Manager
Employes' Retirement System-Executive Director 1/
Facilities Services Manager
Financial Services Director
Sewer Services Engineer
Special Assistant-Water
Special Deputy City Treasurer
Street Lighting Engineer
Traffic Control Engineer V
Water Quality Manager
1/ Recruitment may be at any step in the salary grade.
Salary Grade 014
Official Rate-Biweekly
2,372.78 2,446.46 2,522.43 2,600.75 2,681.51
2,764.78 2,850.63 2,939.15 3,030.41 3,124.52
3,221.54 3,322.01
Administration and Projects Manager
Chief Court Administrator
City Forestry Services Manager
Deputy City Clerk
Employee Benefits Manager
Engineer in Charge
Facilities Design and Construction Manager 1/
Fleet Services Manager 2/
FMIS Project Director
Labor Negotiator
Legislative Liaison Assistant Director
Professional Services Manager (MIS)
Public Works Coordination Manager
Sanitation Operations Manager
Street and Bridges Services Manager
Technical Services Manager
Telecommunications Manager
1/ Position to be studied for proper classification and pay allocation when vacated Bernard Mielcarek.
2/ Position to be studied for proper classification and pay allocation when vacated by Edward Jackamonis.
Salary Grade 015
Official Rate-Biweekly
2,529.02 2,607.55 2,688.53 2,772.01 2,858.07
2,946.83 3,038.34 3,132.68 3,229.97 3,330.26
3,433.67 3,540.55
Administration and Control Director
Block Grant Director
Chief Assessor 1/
City Clerk
City Purchasing Director
Consumer Protection and Environmental Health Director
Deputy City Librarian
Deputy City Treasurer
Deputy Commissioner-Building Inspection
Deputy Comptroller
Fire and Police Commission-Executive Director
Housing and Neighborhood Development Director
Housing Management Director
Pension Financial Manager
Physician 2/
Planning Director
Policy Planning Coordinator
Public Health Laboratories Director
Public Health Services 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/ Appointment for Physicians assigned to the Social Hygiene Clinic may be up to and including the seventh step of the salary grade.
Salary Grade 016
Official Rate-Biweekly
2,695.50 2,779.21 2,865.50 2,954.49 3,046.23
3,140.82 3,238.35 3,338.91 3,442.59 3,549.48
3,659.71 3,773.88
Administration Deputy Director
Administrative Services Director
Assistant Chief of Police
Buildings and Fleet Director
City Forester
Employee Relations Deputy Director
Infrastructure Operations Manager
Milwaukee Economic Development Corporation Director
Municipal Judge 1/
Sanitation Services Superintendent
Special Deputy City Attorney 2/
Supervising Engineer
Transportation Design Manager
Water Works Superintendent
1/ 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.
2/ One non-bargaining unit position to be paid at Salary Grade 018 rates while held by Thomas E. Hayes.
Salary Grade 017
Official Rate-Biweekly
2,873.17 2,962.39 3,054.38 3,149.23 3,247.01
3,347.84 3,451.80 3,558.99 3,669.51 3,783.45
3,900.93 4,022.54
Budget Director (MMSD)
Budget and Management Director
Chief of Staff
City Librarian
City Treasurer
Comptroller
Deputy Commissioner-City Development
Information Systems Director
Legislative Liaison Director
Municipal Port Director
Salary Grade 018
Official Rate-Biweekly
3,062.61 3,157.71 3,255.78 3,356.87 3,461.11
3,568.58 3,679.40 3,793.65 3,911.46 4,032.91
4,158.14 4,287.56
Administration Director
Chief of Police
City Engineer
Commissioner-City Development
Commissioner-Building Inspection
Commissioner of Assessments
Deputy City Attorney
Deputy Commissioner-Public Works
Employee Relations Director
Fire Chief
Medical Director
Salary Grade 019
Official Rate-Biweekly
3,264.34 3,365.71 3,470.21 3,577.97 3,689.08
3,803.64 3,921.75 4,043.52 4,169.08 4,298.54
4,432.02 4,569.93
City Attorney
Commissioner-Health
Commissioner-Public Works
Salary Grade 020
Official Rate-Biweekly
3,479.29 3,587.33 3,698.72 3,813.58 3,931.99
4,054.09 4,179.98 4,309.78 4,443.61 4,581.59
4,723.86 4,871.21
Mayor 1/
1/ At the commencement of the 1996 term of office, the Mayor's salary shall be advanced to the seventh step of the salary grade ($4,179.98 biweekly ($108,978.05 annually).
Effective Pay Period 10, 1997, and in each year thereafter in Pay Period 10, the Mayor's salary shall be advanced by one pay step, based on rates in effect at the commencement of the term as provided for in s. 350-100 of the Milwaukee Code of Ordinances. The movement through the steps of the salary grade shall continue in subsequent terms of office, based on rates in effect at the commencement of the term, until the maximum of the grade has been attained.
Effective Pay Period 10, 1998, the biweekly rate for the Mayor will be $4,443.61 ($115,851.26 annually).
Sec. 2a. Association of Municipal Attorneys.
Rates for Sec. 2a. Effective Pay Period 1, 1997 (December 29, 1996)
(See Part II. Sec 14. for explanation of the pay plan for Assistant City Attorney)
Pay Range 148
Official Rate-Biweekly
Minimum Maximum
1,508.36 3,570.34
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/ 3/
1/ One vacant position of Assistant City Attorney to be paid at his current pay in Salary Grade 018 for Thomas E. Hayes, presently filling a position of Special Deputy City Attorney.
2/ 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 Special Deputy City Attorney.
3/ One vacant position of Assistant City Attorney to be included at the maximum rate of Pay Range 148 for Charles R. Theis, presently filling a position of Special Deputy City Attorney.
4/ 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, 1996 (December 31, 1995)
Pay Range 200
Official Rate-Biweekly
771.40 826.17 859.66 875.36 892.19
909.08 925.97 955.26
Community Services Aide
Custodial Nursing Assistant
Custodial Worker I 1/ 2/
1/ Personnel at the Central Library who are regularly assigned cleaning and maintenance duties in connection with lavatories, shall be paid, while performing such assignments, at the next higher rate in the pay range. If at the eighth step, such personnel shall be paid at the rate of $974.55 in 1996.
2/ 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
832.15 889.27 925.97 945.26 964.56
983.80 1,015.74
City Laborer (Seasonal) 1/
Environmental Health Laborer (Seasonal)
1/ Employees to be paid at the following biweekly rates while working in the Department of Public Works-Sanitation Division effective Pay Period 1, 1996: $816.70, 881.70, 920.70, 941.27, 961.73, 982.21, and 1,005.83.
Pay Range 210
Official Rate-Biweekly
884.94 945.26 964.56 983.80 1,005.74
1,035.58
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
Pay Range 215
Official Rate-Biweekly
966.50 985.76 1,007.68 1,027.53 1,059.91
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/ The following employees will be paid rates consistent with Pay Range 225, and receive general increases based on Pay Range 225 rates: Israel Acosta, Malvin Moten, and Odell Winters.
3/ The following employee will be paid rates consistent with Pay Range 220, and receive general increases based on Pay Range 220 rates: Kathleen Hanna.
4/ 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.
5/ Employees permanently assigned to Branch Libraries of the Milwaukee Public Library System will receive an additional sixth step of $1,079.72.
6/ Effective Pay Period 24, 1995, positions in the Police Department will receive an additional fifty cents ($.50) per hour for each hour an employee works overtime plowing snow or salting.
7/ 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.
Pay Range 220
Official Rate-Biweekly
976.11 996.72 1,017.62 1,038.72 1,071.71
City Laborer (Regular) 1/
Garage Attendant 2/ 3/
Tow Yard 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 $15 on a biweekly basis.
3/ Effective Pay Period 24, 1995, positions in the Police Department will receive an additional fifty cents ($.50) per hour for each hour an employee works overtime plowing snow or salting.
Pay Range 225
Official Rate-Biweekly
985.76 1,007.68 1,027.53 1,049.91 1,083.50
Boiler-Custodial Worker
Crew Leader
Special Municipal Equipment Laborer
Special Street Repair Laborer
Water Department Laborer 1/
1/ Present incumbents employed by the City in the Water Department prior to Pay Period 13, 1975, shall be paid the following biweekly rate: $1,095.94.
Pay Range 230
Official Rate-Biweekly
993.60 1,013.44 1,035.80 1,059.38 1,094.21
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/
Meter Shop Laborer
Sewer Laborer I
Special Pipe Yard Laborer
Special Service Laborer
Urban Forestry Laborer 2/ 3/
Water Distribution Laborer 4/
Water Plant Operator Trainee
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/ The following employees (who had been year round Landscape Gardeners I) will be paid at rates consistent with Pay Range 235: Andrew Washington, and Harold Burris. Any of these employees who attains and maintains a certification by the State of Wisconsin for pesticide application will advance one step in Pay Range 235. If at the maximum step, will advance one step to $1,143.08 biweekly.
3/ 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 $1,114.69.
4/ 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
1,016.06 1,037.51 1,061.10 1,085.95 1,122.04
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.
Asphalt Worker 1/
Automotive Mechanic Helper
Boiler Operator
Bridge Laborer I
Building Maintenance Mechanic I 2/ 3/ 4/
Distribution Repair Worker I 5/
Equipment Mechanic I 6/
Labor Crew Leader I
Maintenance Worker
Pipe Layer
Plant Mechanic I 7/
Tire Repair Worker I
Traffic Sign Worker I
Vehicle Services Assistant 8/
Water Buildings and Grounds Laborer 7/
Water Maintenance Worker 7/
Water Mechanic Helper
Water Plant Operator I 9/
Water Yard Equipment Operator
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 $1,073.50 for 1996: Mark Smith, Lawrence Griffen 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 $6.90 biweekly plus, effective Pay Period 24, 1995, the additional fifty cents ($.50) per hour premium received by these employees when assigned to supervisory duties for a full shift increased to seventy six cents ($.76) per hour.
4/ Effective Pay Period 24, 1995, positions in the Police Department will receive an additional fifty cents ($.50) per hour for each hour an employee works overtime plowing snow or salting.
5/ Receives an additional $.25 per hour when assigned to the operation of the backhoe-endloader in the yard.
6/ 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 $1,143.08.
7/ An employee who fills in for a full shift as a Water Laborer Crew Leader will receive an additional increment. An employee at the maximum rate will receive an additional $.68 per hour.
8/ Effective Pay Period 24, 1995, the premium rate received by employees in this classification when assigned to supervisory duties for a full shift in the Police Department shall receive an additional fifty cents ($.50) per hour.
9/ When an incumbent has successfully completed the qualifying examination for Water Plant Operator II, the operator will be given one additional step in the pay range or if at the maximum step, will be advanced one step to $1,148.81 biweekly. Effective Pay Period 9, 1993, in order to retain the extra pay step, employees must maintain their eligibility on the Water Plant Operator II eligible list. If the City abolishes the existing eligible list for the Water Plant Operator II, employees whose names appeared on the abolished list shall continue to receive such extra pay step until such time as a new eligible list for the Water Plant Operator II classification is certified. Upon certification of the new eligible list, only those employees whose names appear on the new eligible list shall be eligible to receive this extra pay step.
Pay Range 238
Official Rate-Biweekly
1,027.57 1,049.49 1,073.09 1,098.09 1,135.08
Asphalt Plant Operator
Bridge Laborer II
Cement Finisher Helper
Heavy Equipment Lubricator
Mason Helper
Nursery Laborer 1/
Sewer Laborer II
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 $1,156.38.
Pay Range 240
Official Rate-Biweekly
1,039.11 1,061.48 1,085.08 1,110.25 1,148.14
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.
Garage Custodian 1/
Labor Crew Leader II 2/
Tapper
Upholsterer I
Voting Machine Custodian
Water Meter Technician I
1/ Effective August 7, 1988, incumbents regularly assigned to the Lincoln and Ruby garages shall receive a premium of $8 biweekly while so assigned as long as the employee is required to move a variety of heavy equipment around in the garage.
2/ An employee in this classifiction 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 $1,169.71.
Pay Range 245
Official Rate-Biweekly
1,064.01 1,087.55 1,112.41 1,138.48 1,176.31
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 Services Worker II
Pipe Yard Crew Leader
Sewer Crew Leader I
Special Laborer (Electrical Services)
Street Repair Crew Leader
Tire Repair Worker II
Traffic Sign Worker II
Urban Forestry Specialist 1/
Utility Worker (Electrical Services
Water Laborer Crew Leader
Water Maintenance Mechanic 2/
1/ Effective Pay Period 24, 1995, incumbents in this classification who attain and maintain a certification by the International Society of Arboraculture 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 up to one step in the pay range. If at the maximum step, the employee will advance one step to $1,198.44.
2/ An employee who fills in for a full shift as a Water Laborer Crew Leader will receive an additional increment. An employee at the maximum rate will receive an additional $.24 per hour.
Pay Range 247
Official Rate-Biweekly
1,112.04 1,136.90 1,163.21 1,192.09 1,232.98
Driver/Worker 1417
Pay Range 248
Official Rate-Biweekly
1,076.70 1,101.53 1,127.87 1,156.75 1,197.63
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.
Bookmobile Operator
Building Maintenance Mechanic II 1/ 2/ 3/
Equipment Mechanic III 4/ 5/
Heating and Ventilating Mechanic I 6/
Sewer Crew Leader II 7/
Sewer Examiner I 8/
Truck Driver (Over 3.5 Tons) 9/ 10/ 11/ 12/ 13/
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 $6.90 biweekly plus, effective Pay Period 24, 1995, the additional fifty cents ($.50) per hour premium received by these employees when assigned to supervisory duties for a full shift increased to seventy six cents ($.76) per hour.
3/ Effective Pay Period 24, 1995, positions in the Police Department will receive an additional fifty cents ($.50) per hour for each hour an employee works overtime plowing snow or salting.
4/ Effective Pay Period 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 $1,220.19 biweekly.
5/ An employee who fills in for a full shift as a Water Laborer Crew Leader will receive an additional increment. An employee at the maximum rate will receive an additional $.24 per hour.
6/ Effective Pay Period 24, 1995, positions in the Police Department will receive an additional fifty cents ($.50) per hour for each hour an employee works overtime plowing snow or salting.
7/ Effective Pay Period 24, 1995, a Sewer Crew Leader II shall receive an additional forty cents ($.40) per hour ($32.00 biweekly) while assigned as supervisor of the catch basin crew for a full shift.
8/ Effective Pay Period 24, 1995, a Sewer Crew Leader II shall receive an additional forty cents ($.40) per hour ($32.00 biweekly) while assigned as supervisor of the catch basin crew for a full shift.
9/ Employees shall receive an additional thirty cents ($.30) per hour ($24.00 biweekly) while operating a Roll Off. Effective Pay Period 9, 1993, the task rate for employees operating a Front Loader shall increase from thirty cents ($.30) per hour ($24.00 biweekly) to thirty-five cents ($.35) per hour ($28.00 biweekly).
10/ Employees shall receive the following premium when operating rear load packers which utilize the container loaders: $.45 per hour ($36.00 biweekly) effective December 20, 1981 (Pay Period 1, 1982).
11/ Effective June 10, 1981, employees shall receive a premium of $1.25 per hour ($100.00 biweekly) when assigned to operate the petroleum tanker plus tractor.
12/ Employees shall receive an additional twenty-cents ($.20) per hour ($16.00 biweekly) while operating equipment No. #55011 and No. #55013.
13/ Employees who are Non-certified Truck Drivers and who drive in excess of twenty (20) hours during the 1996-1997 snow and ice control operations shall receive a one dollar ($1) per hour premium for all hours driven. Employees who are Certified Truck Drivers and who drive in excess of seventy-five (75) overtime hours during the 1996-1997 snow and ice control operations shall receive a one dollar ($1) per hour premium for all overtime hours driven. Employees who are either certified Truck Drivers or non-certified Truck Drivers shall also be eligible for an additional $50 or $100 special adjustment if they meet the eligibility requirements for these adjustments that are set forth in Section A.10 and/or B.6 in the 1996-1997 Snow and Ice Control Agreement between the City of Milwaukee District Council 48, AFSCME.
Pay Range 249
Official Rate-Biweekly
1,078.92 1,104.64 1,132.04 1,162.75 1,206.12
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.
Plant Mechanic II 1/
Water Meter Technician II
Water Plant Operator II 2/
1/ Effective Pay Period 9, 1993, an employee who is placed on a Water Plant Operator III eligible list and who maintains his/her eligibility for appointment to a Water Plant Operator III position by taking and passing future Water Plant Operator III examinations shall advance one step or if at the top step, shall advance to $1,240.54 biweekly. If the City abolishes the existing eligible list for Water Plant Operator III, employees whose names appeared on the abolished list shall continue to receive such extra pay step until such time as a new eligible list for the Water Plant Operator III classification is certified. Upon certification of the new eligible list, only those employees whose names appear on the new eligible list shall be eligible to receive this extra pay step.
2/ When an incumbent has successfully completed the qualifying examination for Water Plant Operator III, the operator will be given one additional step in the pay range or if at the maximum step will be advanced one step to $1,240.54 biweekly. Effective Pay Period 9, 1993, in order to retain the extra pay step, employees must maintain their eligibility on the Water Plant Operator III eligible list. If the City abolishes the existing eligible list for the Water Plant Operator III, employees whose names appeared on the abolished list shall continue to receive such extra pay step until such time as a new eligible list for the Water Plant Operator III classification is certified. Upon certification of the new eligible list, only those employees whose names appear on the new eligible list shall be eligible to receive this extra pay step.
Pay Range 250
Official Rate-Biweekly
1,089.43 1,115.52 1,143.38 1,175.04 1,218.95
Booster Station Operator
Field Investigator
Sewer Trouble Investigator
Upholsterer II
Pay Range 252
Official Rate-Biweekly
1,104.80 1,130.36 1,158.19 1,189.90 1,233.75
Asphalt Repair Crew Leader
Distribution Repair Worker II 1/
Heating and Ventilating Mechanic II 2/ 3/ 4/
Plant Mechanic III
Sewer Crew Leader III
1/ Effective March 9, 1982, Distribution Repair Workers II shall receive a task rate equal to the difference in the hourly maximum salaries of the Distribution Repair Worker II and Chief Distribution Repair Worker when acting as Chief Distribution Repair Worker according to the guidelines outlined in the Milwaukee Water Works "Guidelines for Payment of Task Rate to Distribution Repair Worker II" dated November 19, 1981. For 1996, this differential is $44.39.
2/ Effective Pay Period 24, 1995, the premium rate received by employees in this classification when assigned to supervisory duties for a full shift in the Police Department shall increase from fifty cents ($.50) to seventy-six cents ($.76) per hour.
3/ Police Department employees working in the design and installation of air handling systems will receive an additional sixth step of $1,266.35.
4/ Effective Pay Period 24, 1995, positions in the Police Department will receive an additional fifty cents ($.50) per hour for each hour an employee works overtime plowing snow or salting."
Pay Range 254
Official Rate-Biweekly
1,076.74 1,143.87 1,171.65 1,203.35 1,247.29
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.
Housing Equipment Mechanic
Vehicle Services Technician 1/ 2/
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 $1,270.84 biweekly.
2/ Recruitment to be at the third rate for personnel having completed the Automotive Mechanic apprenticeship training program.
Pay Range 255
Official Rate-Biweekly
1,117.75 1,143.87 1,171.65 1,203.35 1,247.29
Lead Housing Maintenance Mechanic
Nursery Crew Leader
Water Meter Specialist
Pay Range 258
Official Rate-Biweekly
1,126.93 1,153.91 1,183.61 1,216.68 1,262.69
Special Equipment Operator 1/ 2/
1/ Employees shall receive an additional twenty cents ($.20) per hour ($l6.00 biweekly) while operating Brooms or Utility Trucks.
2/ Effective Pay Period 24, 1995, employees shall receive an additional one dollar ($1.00) per hour ($80.00 biweekly) while assigned to operate the Reach All.
Pay Range 260
Official Rate-Biweekly
1,136.09 1,163.93 1,195.57 1,230.10 1,278.15
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/
Automotive Maintenance Mechanic 1/
Chief Distribution Repair Worker
Fuel Systems Technician 1/
Lead Equipment Mechanic 2/
Printer
Sewer Examiner II
Urban Forestry Crew Leader 3/
Vehicle Services Technician-Heavy 4/ 5/ 6/
Water Plant Operator III 7/
Water Laboratory Technician
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 $1,302.29 biweekly.
2/ 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 $1,302.31 biweekly.
3/ 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, will be advanced one step to $1,302.31.
4/ 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 $1,302.29 biweekly.
5/ Receives an additional $8.00 biweekly when working on automatic transmissions.
6/ Effective May 19, 1996, one position, held by John Garland to be paid at rates consistent with Pay Range 934 while performing contract administrator duties.
7/ When an incumbent has successfully completed the qualifying examination for either Water Plant Operator in Charge or Water System Operator in Charge, the operator will be given one additional step in the pay range or if at the maximum step will be advanced one step to $1,317.40 biweekly. Effective Pay Period 9, 1993, in order to retain the extra pay step, employees must maintain their eligibility on the Water Plant Operator in Charge or Water Systems Operator in Charge eligible lists. If the City abolishes the existing eligible list for the Water Plant Operator in Charge or Water Systems Operator in Charge, employees whose names appeared on the abolished list shall continue to receive such extra pay step until such time as a new eligible list for the Water Plant Operator in Charge or Water System Operator in Charge classification is certified. Upon certification of the new eligible list, only those employees whose names appear on the new eligible list shall be eligible to receive this extra pay step.
Pay Range 262
Official Rate-Biweekly
1,149.87 1,177.58 1,212.92 1,249.23 1,294.56
Fluid Power Systems Technician 1/
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 $1,319.04 biweekly.
Pay Range 264
Official Rate-Biweekly
1,162.29 1,189.24 1,218.94 1,252.04 1,298.03
Equipment Operator/Worker
Pay Range 265
Official Rate-Biweekly
1,170.76 1,202.41 1,236.32 1,271.66 1,319.70
Automotive Mechanic, Lead Worker
Sewer Maintenance Scheduler
Pay Range 268
Official Rate-Biweekly
1,177.91 1,212.47 1,249.08 1,288.79 1,341.91
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/
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 $1,367.35.
Pay Range 270
Official Rate-Biweekly
1,200.90 1,235.50 1,272.06 1,311.81 1,364.92
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 Services Specialist
Demand Recorder Technician
Driver Training Instructor
Field Service Mechanic
Maintenance Millwright
Power Plant Blacksmith
Tire Repair Worker III
Water Department Blacksmith
Water Plant Heating and Ventilating Mechanic
Pay Range 272
Official Rate-Biweekly
834.22 870.76 916.42
Port Maintenance Worker I 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.
2/ To receive a premium rate of $15.27 per hour while operating the milling machine or lathe.
Pay Range 274
Official Rate-Biweekly
951.67 1,015.60
Port Maintenance Worker II 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.
2/ To receive a premium rate of $15.27 per hour while operating the milling machine or lathe.
3/ The following individuals will be paid at rates consistent with Pay Range 245: Bill DiGiorgio, Joseph DiGiorgio, and Myron Kowalski.
Pay Range 275
Official Rate-Biweekly
1,200.90 1,235.50 1,272.06 1,311.81 1,390.83
Instrument Technician I
Pay Range 276
Official Rate-Biweekly
1,059.53 1,123.47
Port Maintenance Technician I 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.
2/ To receive a premium rate of $15.27 per hour while operating the milling machine or lathe.
Pay Range 278
Official Rate-Biweekly
1,196.11 1,245.27
Port Maintenance Technician II 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.
2/ To receive a premium rate of $15.27 per hour while operating the milling machine or lathe.
3/ LeRoy Kamenick to be paid rates consistent with Pay Range 250 and be paid rates consistent with Pay Range 260 when he obtains a welder's certification and U.S. Coast Guard's Mates license.
Pay Range 280
Official Rate-Biweekly
1,320.08
Port Mechanic 1/ 2/
1/ To receive a premium rate of $15.27 per hour while operating the milling machine or lathe.
2/ Dale Johnson paid at rates consistent with Pay Range 270 after obtaining a welder's certification and U.S. Coast Guard's Mates license.
Pay Range 282
Official Rate-Biweekly
1,281.21 1,322.63 1,367.30 1,412.84 1,469.84
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.
Instrument Technician II
Machinist I
Power Plant Steamfitter 1/
Water Plant Operator in Charge 2/
Water Systems Operator in Charge 2/
1/ Recruitment to be at the third rate.
2/ 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 $1,522.73 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
1,288.13 1,330.15 1,375.70 1,422.03 1,479.75
Automotive Machinist
Pay Range 290
Official Rate-Biweekly
1,335.47 1,400.15 1,467.97 1,539.06 1,613.60 1,691.73
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.
Sec. 4. Services and Related Classes (District Council 48, AFSCME; Nonrepresented).
Rates for Sec 4. effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 300
Official Rate-Biweekly
789.07 802.83 836.32 852.02 868.90
885.80 902.60 931.94
Bindery Worker I
Health Interpreter Aide
Pay Range 305
Official Rate-Biweekly
817.73 833.85 868.90 885.80 902.60
921.94 951.20
Bindery Worker II
Public Health Aide
Pay Range 309
Official Rate-Biweekly
808.87 865.94 902.60 921.94 941.20
960.47 992.39
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, 1996: $809.06, 866.17, 902.85, 922.19, 941.46, 960.73, 992.64.
Pay Range 310
Official Rate-Biweekly
849.84 865.94 902.60 921.94 941.20
960.47 992.39
X-Ray Technician I
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $850.09, 866.17, 902.85, 922.19, 941.46, 960.73, 992.64.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $837.95, 855.02, 893.92, 914.43, 934.87, 955.30, and 978.56.
Pay Range 314
Official Rate-Biweekly
861.63 921.94 941.20 960.47 982.39 1,012.30
Laboratory Assistant I
Pay Range 324
Official Rate-Biweekly
900.18 960.47 982.39 1,002.30 1,034.69
Infrastructure Stores Clerk I
Inventory Control Assistant I
Stores Clerk I
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $900.44, 960.73, 982.64, 1,002.57, 1,034.96.
Pay Range 325
Official Rate-Biweekly
941.20 960.47 982.39 1,002.30 1,034.69
Microfilm Technician I
Security Guard 1/
Water Laboratory Helper
1/ The incumbents of positions in the Department of Public Works, Buildings and Fleet Division, to receive one additional increment. Those incumbents who are at the fifth step shall receive $1,058.26.
Pay Range 329
Official Rate-Biweekly
919.48 982.39 1,002.30 1,024.69 1,058.26
Electrical Parts Clerk I
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $911.82, 978.56, 999.69, 1,023.44, and 1,048.45.
Pay Range 330
Official Rate-Biweekly
919.48 982.39 1,002.30 1,024.69 1,058.26
Bookbinder Trainee
Duplicating Equipment Operator II
Stores Clerk II
X-Ray Technician II 1/
1/ Effective Pay Period 20, 1994, recruitment is authorized up to the fifth step of the pay range.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $960.73, 982.64, 1,002.57, 1,024.96, 1,058.53 .
Pay Range 335
Official Rate-Biweekly
982.39 1,002.30 1,024.69 1,048.26 1,083.04
Delivery Driver
Electrical Parts Clerk II
Inventory Control Assistant II
Laboratory Assistant II
Microfilm Technician II
Offset Press Operator II
Water Materials Clerk II
Pay Range 338
Official Rate-Biweekly
992.39 1,012.30 1,034.69 1,058.26 1,094.21
Infrastructure Stores Clerk II 246
Pay Range 340
Official Rate-Biweekly
1,002.30 1,024.69 1,048.26 1,073.04 1,109.15
Duplicating Equipment Operator III
Inventory Control Assistant III
Lead Offset Press Operator
Service Center Coordinator
Stores Clerk III
Vehicle Parts Clerk
Water Parts Clerk
X-Ray Technician III 2/ 3/
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 $1,129.93.
2/ Employees who have completed at least one year at step 5 and who are assigned to the Milwaukee Breast Cancer Awareness Program and hold a certification in Mammography shall advance to a 6th step of $1,137.03.
3/ Recruitment may be authorized up to the third step of the pay range.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $1,002.57, 1,024.96, 1,048.53, 1,073.33, 1,109.43.
Pay Range 344
Official Rate-Biweekly
983.65 1,048.26 1,073.04 1,099.15 1,137.03
Meter Reader-Residential 1/
1/ The City will pay an incentive premium of $0.50 per meter reading visit for all visits over the average number of visits per route for each full day assigned to meter reading for an employee who meets or exceeds the threshold number and satisfies the terms and conditions as defined in the City/Union October 23, 1996 Memorandum of Understanding.
Pay Range 345
Official Rate-Biweekly
1,024.69 1,048.26 1,073.04 1,099.14 1,137.03
Inventory Clerk
Water Materials Clerk III
Pay Range 347
Official Rate-Biweekly
1,063.54 1,083.04 1,102.54 1,122.04 1,148.14
Infrastructure Stores Clerk III 1/
1/ One position, held by Peter Eschweiler, 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
1,048.26 1,073.04 1,099.15 1,127.03 1,168.68
Assistant Stores Supervisor
Infrastructure Stores Clerk IV
Inventory Control Assistant IV
Pay Range 355
Official Rate-Biweekly
1,073.04 1,099.15 1,127.03 1,158.68 1,202.58
Bookbinder 912
Pay Range 360
Official Rate-Biweekly
1,099.15 1,127.03 1,158.68 1,192.58 1,237.92
Lead Bookbinder
Library Investigator
Meter Reader-Commercial 1/
Water Meter Investigator 1/
Water Revenue Collector 1/
1/ The City will pay an incentive premium of $0.50 per meter reading visit for all visits over the average number of visits per route for each full day assigned to meter reading for an employee who meets or exceeds the threshold number and satisfies the terms and conditions as defined in the City/Union October 23, 1996 Memorandum of Understanding.
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, 1996 (December 31, 1995)
Pay Range 400
Official Rate-Biweekly
696.72 750.37 781.20 795.69 811.30
828.21 845.06 871.92
Court Services Assistant I
Library Technician I
Office Assistant I 1/
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, Laborers' International Union in the Department of Public Works-Sanitation Division, shall be paid the following biweekly rates effective Pay Period 1, 1996: $673.40, 733.93, 766.78, 782.20, 798.84, 816.76, 834.71, and 852.61)
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $ 696.92, 750.56, 781.43, 795.91, 811.52, 828.44, 845.28, 872.17.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $675.49, 732.41, 765.13, 780.49, 797.06, 815.00, 832.87, and 850.76.
Pay Range 404
Official Rate-Biweekly
735.42 789.07 821.87 836.32 852.02
868.90 885.80 912.60
Claims Processor I
Employees represented by Local 61, Laborers' International Union in the Department of Public Works-Sanitation Division, shall be paid the following biweekly rates effective Pay Period 1, 1996: $666.54, 773.69, 808.51, 823.84, 840.49, 858.39, 876.35, and 894.18)
Pay Range 405
Official Rate-Biweekly
776.45 789.07 821.87 836.32 852.02
868.90 885.80 912.60
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, 1996: $776.67, 789.28, 822.10, 836.54, 852.24, 869.12, 886.05, 912.85
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $760.08, 773.47, 808.27, 823.60, 840.25, 858.17, 876.09, 893.92.
Pay Range 406
Official Rate-Biweekly
748.92 803.67 837.11 851.86 867.84
885.06 902.31 929.45
Library Circulation Assistant I
Pay Range 410
Official Rate-Biweekly
808.84 827.23 861.92 881.24 900.54
919.79 951.75
Court Services Assistant II 1/ 2/
Library Circulation Assistant II 1/
Library Technician II 1/ 2/
Microfilm Processor 2/
Office Assistant II 1/ 2/ 3/
Office Assistant II (Police District Station) 3/
Purchasing Assistant I
Temporary Office Assistant II 4/ 5/ 6/
Transcriptionist 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 $971.59 biweekly. 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 assigned to Police District Stations or to the Police Tow Desk, represented by the Association of Law Enforcement Allied Services Personnel, are eligible to receive two additional pay steps consisting of (1996) $961.86 biweekly and $994.22 biweekly.
Office Assistant II positions assigned to Police District Stations or to the Police Tow Desk, represented by the Association of Law Enforcement Allied Services Personnel, to be paid at the following rates: (1996) $809.04, 827.45, 862.17, 881.50, 900.80, 920.05, 942.02. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rate: $971.86.
Office Assistant II positions who are not assigned to Police District Stations or to the Police Tow Desk, represented by the Association of Law Enforcement Allied Services Personnel, to be paid at the following rates: (effective Pay Period 1, 1996) $809.04, 827.45, 862.17, 881.50, 900.80, 920.05, 952.02. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rate: (1996) $971.86.
4/ Incumbents are limited to the first step of the pay range.
5/ Employees in the City Treasurer's Office who were employed in this capacity prior to July 1, 1982, shall retain their salary and benefit status.
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.
Employees represented by Local 61, Laborers' International Union in the Department of Public Works-Sanitation Divison shall be paid the following biweekly rates effective Pay Period 1, 1996: $796.14, 815.71, 852.61, 873.15, 893.72, 914.19, and 937.50. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rate: $958.66.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $794.45, 813.96, 850.76, 871.26, 891.73, 912.15, and 935.45. In addition, said employees eligible for the Clerical Merit Increment shall be paid $956.50 (one increment).
Pay Range 415
Official Rate-Biweekly
849.84 865.94 902.60 921.94 941.20
960.47 992.39
Clerk Stenographer II 1/ 2/ 3/
Claims Processor II
Communications Assistant I 1/ 4/
Data Entry Operator II 1/
Legal Office Assistant I
Mobile Services Clerk 5/
Temporary Stenographer II 6/ 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 $1,012.30 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 incumbents shall retain the title of Clerk Stenographer II until they vacate their current positions, at which time the title shall revert to Office Assistant II in Pay Range 410: Marva Atterberry (DCD); Karen Kamlah (DER); Georgina Polzin (Library); Mary Bandish, and Kathryn Lenarchich, (Police Department); Donna Luty (Port); Jean Clark and Susan Platz (DPW-Water).
4/ The incumbents of two positions in the Library, Gail Brown and Sharon Wilson to be paid $1,012.30 biweekly, in view of added duties and responsibilities, and will continue to receive across-the-board increases.
5/ The following incumbents to retain the title of Mobile Services Clerk until they vacate their current positions, at which time the title shall revert to Library Circulation Assistant II, Pay Range 410: Aladd Cobb and Carmen Maldonado.
6/ Incumbents to be recruited and limited to the third step in the pay range. Employees represented by Local 61, Laborers' International Union in the Department of Public Works-Sanitation Division shall be paid the following biweekly rates effective Pay Period 1, 1996: $838.20, 855.27, 894.18, 914.70, 935.14, 955.58, and 978.83. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rate: $999.98.
7/ The following incumbents in DER to retain the title Temporary Stenographer II until they vacate their current positions, at which time the title shall revert to Temporary Office Assistant II in Pay Range 410: Carole Christopherson, Laurie Diaz-Deleon, Jane Greenwald, Naomi Walker and Rose Wiencek.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $850.09, 866.17, 902.85, 922.19, 941.46, 960.73, 992.64. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rate: 1,012.57.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $837.95, 855.02, 893.92, 914.43, 934.87, 955.30, and 978.56. In addition, said employees eligible for the Clerical Merit Increment shall be paid $999.69.
Pay Range 424
Official Rate-Biweekly
849.84 865.94 902.60 921.94 941.20
961.59 983.95 1,017.54
Mail Processor
Pay Range 425
Official Rate-Biweekly
919.79 941.75 961.59 983.95 1,017.54
Audio Machine Technician
Clerk III 1/ 2/
Clerk Typist III 1/ 3/
Computer Assistant I
Court Services Assistant III 4/
Customer Service Representative I
Library Technician III
Medical Benefits Assistant I
Office Assistant III 1/ 5/
Police Telecommunicator
Temporary Customer Service Representative I
Temporary Office Assistant III 6/ 7/
Transcriptionist III
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: $1,042.39. Two increments: $1,068.47. Applies to employees holding positions formerly classified as Clerk III, Clerk Typist III and Control Clerk.
2/ The following incumbents to retain the title of Clerk III until they vacate their current positions, at which time the title shall revert to Office Assistant II in Pay Range 410: Renee McCrory (Building Inspection).
3/ The following incumbents to retain the title of Clerk Typist III until they vacate their current positions, at which time the title shall revert to Office Assistant II in Pay Range 410: Valerie Edwards (DPW-Sanitation).
4/ Effective Pay Period 24, 1995, position in the Municipal Court to receive an additional $.50 per hour while performing interpreter duties for court proceedings from Spanish to English and vice versa.
5/ Incumbents assigned to the Police Tow Desk are eligible to receive two additional pay steps above the maximum of Pay Range 425 consisting of $1,042.68 and $1,068.76.
6/ Employees in the City Treasurer's Office who were employed in this capacity prior to July 1, 1982, shall retain their salary and benefit status.
8/ 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.
Employees represented by Local 61, Laborers' International Union in the Department of Public Works-Sanitation Division, shall be paid the following biweekly rates effective Pay Period 1, 1996: $914.19, 937.50, 958.59, 982.40, and 1,007.43. In addition, above employees eligible for Clerical Merit Increments shall be paid the following biweekly rates: one increment: $1,033.90; two increments: $1,061.59.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $920.05, 942.02, 961.86, 984.22, 1,017.81. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates: $1,042.68 and 1,068.76.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $912.15, 935.45, 956.50, 980.22, and 1,005.25. In addition, said employees eligible for the Clerical Merit Increment shall be paid $1,031.61 (one increment) and $1,059.27 (two increments).
Pay Range 430
Official Rate-Biweekly
941.20 960.47 982.39 1,002.30 1,034.69
Clerk II (Field) 1/ 2/
Copy Cataloging Technician I
Computer Assistant II
1/ The following incumbents to retain the title of Clerk II (Field) until they vacate their current positions, at which time the title shall revert to Office Assistant III in Pay Range 425: Carolyn Jackson, Renea Rewolinski, Maria Roche, Rene Rewolinski, Patricia Roundy, Marvece Sandles and Maureen Vargo (DPW-Administration); Dannette Gnas, Margaret Grunau, Kristin Toth (DPW-Forestry), Kelly Novotny (DPW-Infrastructure).
2/ One incumbent, Edgar Maurus (DPW-Buildings & Fleet) shall retain the title of Clerk II (Field) until he vacates his current position, at which time the title shall revert to Office Assistant II in Pay Range 410.
Pay Range 435
Official Rate-Biweekly
960.47 982.39 1,002.30 1,024.69 1,058.26
Accounting Assistant I 1/
Administrative Assistant I 1/
Clerk Stenographer III 1/ 2/
Communications Assistant II
Customer Service Representative II 3/
Data Entry Operator III
Key Entry Operator III 1/ 4/
Law Stenographer II 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: $1,083.04. Two increments: $1,109.15. 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/ 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, Ellen Jennings, Matthew Kleman, Diane Kronberg, Joan Ostrowski, and Joan Schmeling (DCD); Patricia Kelly (DER); Karen Cutts, Patricia Krauser, Dianna Miller, (Police); Diana Engel, Carol Talakowski (DPW-Infrastructure); and Sandra Miller (DPW-Water).
3/ The present incumbent of this position, Teresa Wait, to be paid at rates consistent with Pay Range 445.
4/ One incumbent, Janet Willers, to retain the title of Key Entry Operator III until she vacates her current position, at which time the title shall revert to Office Assistant III, Pay Range 425.
Employees represented by Local 61, Laborers' International Union in the Department of Public Works-Sanitation Division, shall be paid the following biweekly rates effective Pay Period 1, 1996: $955.58, 978.83, 999.98, 1,023.73, and 1,048.74. In addition, above employees eligible for Clerical Merit Increments shall be paid the following biweekly rates: one increment: $1,075.04; two increments: $1,102.73.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $960.73, 982.64, 1,002.57, 1,024.96, 1,058.53. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates: $1,083.33 and 1,109.43.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $955.30, 978.56, 999.69, 1,023.44, and 1,048.45. In addition, said employees eligible for the Clerical Merit Increment shall be paid $1,074.73 (one increment) and $1,102.43 (two increments).
Pay Range 437
Official Rate-Biweekly
934.87 955.31 978.56 999.69 1,023.44
1,048.45 1,074.73
Legal Office Assistant II
Pay Range 440
Official Rate-Biweekly
982.39 1,002.30 1,024.69 1,048.26 1,083.04
Clerk III (Field) 1/ 2/ 3/
Lead Police Telecommunicator 4/
1/ The following incumbents to retain the title of Clerk III (Field) until they vacate their current positions, at which time the title shall revert to Office Assistant III in Pay Range 425: Robert Faulkner and Kathleen Schram (DPW-Infrastructure).
2/ Current incumbent, Jill Kramer (DPW-Infrastructure), to retain the title of Clerk III (Field) until she vacates her current position, at which time the title shall revert to Personnel Payroll Assistant I in Pay Range 435.
3/ Current incumbent, Katherine Hommel (DPW-Infrastructure), to retain the title of Clerk III (Field) until she vacates her current position, at which time the title shall revert to communications Assistant II in Pay Range 435.
4/ Recruitment may be up to and including the second step.
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $982.39, 1,002.30, 1,024.69, 1,048.26, 1,083.04.
Pay Range 445
Official Rate-Biweekly
1,002.30 1,024.69 1,048.26 1,073.04 1,109.15
Account Clerk II 1/ 2/ 3/ 4/
Accounting Assistant II 1/
Administrative Assistant II
Clerk IV 1/ 5/ 6/
Clerk Stenographer IV 1/ 6/
Communications Assistant III
Copy Cataloging Technician II
Court Services Assistant IV 5/
Customer Service Representative III
Docketing Specialist
Library Circulation Assistant III
Medical Benefits Assistant III
Office Assistant IV 1/
Personnel Clerk 1/ 7/
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: $1,137.03. Two increments: $1,168.68. Three increments: $1,202.58. 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/ Current Incumbent, Jacqueline Jagmin (City Clerk), to retain the title of Account Clerk II until she vacates her current position, at which time the title shall revert to Personnel Payroll Assistant I in Pay Range 435.
3/ Current incumbent, Patricia Sommer (DPW-Infrastructure), to retain the title of Account Clerk II until she vacates her current position, at which time the title shall revert to Accounting Assistant I in Pay Range 435.
4/ Current incumbent, Cheryl Finger (Fire Department), to retain the title of Account Clerk II until she vacates her current position, at which time the title shall revert to Office Assistant III in Pay Range 425.
5/ Effective Pay Period 24, 1995, position in the Municipal Court to receive an additional $.50 per hour while performing interpreter duties for court proceedings from Spanish to English and vice versa.
6/ Current incumbent, Karen Kane (DER), to retain the title of Clerk Stenographer IV, until she vacates her current position, at which time the title shall revert to Administrative Assistant I in Pay Range 435.
7/ Current incumlbent Catherine Tyler (DER), to retain the title of Personnel Clerk until she vacates her current position, at which time the title shall revert to Office Assistant III in Pay Range 425.
With the exception of the Clerk Dispatcher I position, employees represented by Local 61, Laborers' International Union in the Sanitation Division of the Department of Public Works, shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,001.89, 1,025.64, 1,050.75, 1,077.10, and 1,104.85. In addition, above employees eligible for the Clerical Merit Increments shall be paid the following biweekly rates: One increment: $1,134.52. Two increments: $1,168.14. Three increments: $1,204.27. Employees in the Clerk Dispatcher I position and represented by Local 61, Laborers' International Union in the Sanitation Division of the Department of Public Works shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,003.27, 1,027.02, 1,052.03, 1,078.34, and 1,106.02).
Employees represented by the Association of Law Enforcement Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $1,002.57, 1,024.96, 1,048.53, 1,073.33, 1,109.43.
In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates: $1,137.34, 1,168.99, and 1,202.92.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $999.69, 1,023.44, 1,048.45, 1,074.73, and 1,102.43." In addition, said employees eligible for the Clerical Merit Increment shall be paid $1,132.01 (one increment) and $1,165.59 (two increments) and $1,201.56 (three increments).
Pay Range 450
Official Rate-Biweekly
978.56 999.69 1,023.44 1,048.45 1,074.73
1,102.43 1,132.01
Legal Office Assistant III
Pay Range 455
Official Rate-Biweekly
1,048.26 1,073.04 1,099.15 1,127.03 1,168.68
Clerk Dispatcher II
Code Information Specialist
Communications Assistant IV
Council File Specialist 1/
License Assistant II 1/
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 $1,202.58 biweekly. Applies to employees holding positions formerly classified as Agenda Clerk and Lead License Clerk.
Employees represented by Local 61, Laborers' International Union in the Department of Public Works-Sanitation Division, shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,052.03, 1,078.34, 1,106.02, 1,135.64, and 1,169.21.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,048.45, 1,074.73, 1,102.43, 1,132.01, and 1,165.59. In addition, said employees eligible for the Clerical Merit Increment shall be paid $1,201.56 (one increment).
Pay Range 458
Official Rate-Biweekly
1,064.01 1,087.55 1,112.41 1,138.48 1,176.31
Communications Assistant V
Pay Range 460
Official Rate-Biweekly
1,073.04 1,099.15 1,127.03 1,158.68 1,202.58
Accounting Assistant III
Administrative Services Assistant
Lead Teller-Water
Microcomputer Services Assistant
Office Coordinator
Personnel Payroll Assistant III
Program Assistant I
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,074.73, 1,102.43, 1,132.01, 1,165.59, and 1,201.56.
Pay Range 470
Official Rate-Biweekly
1,127.03 1,158.68 1,192.58 1,227.92 1,275.88
Law Administrative Assistant
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,132.01, 1,165.59, 1,201.56, 1,239.05, and 1,279.32.
Pay Range 475
Official Rate-Biweekly
1,102.43 1,132.01 1,165.59 1,201.55 1,239.05
1,279.32 1,323.28
Legal Office Assistant IV
Sec. 6. Police Aides (ALEASP - Law Enforcement Allied Services Personnel Police Aide Unit).
Rates for Sec. 6 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 480
Official Rate-Biweekly
612.04 711.65 749.30 766.88 785.89 804.85
823.84 845.61
Police Aide 1/ 2/
1/ Advancement to next higher rate on completion of six months of service.
2/ One position assigned to the Personnel/Administration Bureau is excluded from the bargaining unit.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $612.04, 711.65, 749.30, 766.88, 785.89, 804.85, 823.84, and 845.61.
Sec. 7. Parking Checkers (ALEASP - Law Enforcement Allied Services Personnel - Clerical Unit.)
Rates for Sec. 7 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 490
Official Rate-Biweekly
853.10 934.20 955.50 976.79 1,000.94
1,032.95
Parking Checker
Sec. 8. Professional, Technical and Administrative classes; Inspectors (District Council 48, AFSCME; Nonrepresented).
Rates for Sec. 8 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 500
Official Rate-Biweekly
960.47 982.39 1,002.30 1,024.69 1,058.26
Audiovisual Specialist I
Building Maintenance Inspection Intern
Computer Operator I 1/
Pest Control Officer
Sanitation Intern
Television Production Specialist I
Vector and Nuisance Control Officer I 2/
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: $1,083.04. Two increments: $1,109.15.
2/ Employees in this classification may be eligible for an additional 6th step of $1,083.04.
Employees represented by the Association of Law Enforcment Allied Services Personnel to be paid at the following rates effective Pay Period 1, 1996: $960.73, 982.64, 1,002.57, 1,024.96, 1,058.53.
In addition, above employees eligible for the Clerical Merit Increments shall be paid the following biweekly rates: $1,083.33 and 1,109.43.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $955.30, 978.56, 999.69, 1,023.44, and 1,048.45. In addition, said employees eligible for the Clerical Merit Increment shall be paid $1,074.73 (one increment) and $1,102.43 (two increments).
Pay Range 503
Official Rate-Biweekly
902.60 921.94 941.20 960.47 982.39
1,010.40 1,038.40 1,078.00
Dietetic Technician
Pay Range 504
Official Rate-Biweekly
960.47 988.52 1,017.39 1,047.10 1,077.68 1,109.15
Library Services Assistant
Pay Range 505
Official Rate-Biweekly
1,002.30 1,024.69 1,048.26 1,073.04 1,109.15
Audiovisual Specialist II
Computer Operator II 1/
Graphic Designer I
Librarian Intern 2/
Relocation Specialist I
Production Technician
1/ 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: $1,137.03. Two increments: $1,168.68. Three increments: $1,202.58.
2/ Recruitment to be at the third rate for personnel having either two years of college credit and four years of community experience, or who are high school graduates and have six years of community experience.
Employees represnted by the Association of Law Enforcement Allied Services personnel to be paid at the following rates effective Pay Period 1, 1996: $1,002.57, 1,024.96, 1,048.53, 1,073.33, 1,109.43. In addition, above employees eligible for the Clerical Merit Increment shall be paid the following biweekly rates: $1,137.34, 1,168.99 and 1,202.92.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $999.69, 1,023.44, 1,048.45, 1,074.73, and 1,102.43. In addition, said employees eligible for the Clerical Merit Increment shall be paid $1,132.01 (one increment), $1,165.59 (two increments), and $1,201.56 (three increments).
Pay Range 508
Official Rate-Biweekly
971.94 1,004.59 1,038.40 1,073.44 1,119.71
Claims Assistant Representative
Trade Development Assistant
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $967.48, 1,002.12, 1,037.98, 1,075.16, and 1,113.64.
Pay Range 510
Official Rate-Biweekly
1,024.69 1,048.26 1,073.04 1,099.15 1,137.03
Title Searcher I
Pay Range 515
Official Rate-Biweekly
983.65 1,073.04 1,127.03 1,158.68 1,202.58
Computer Programmer I 1/ 2/
Engineering Programmer I
Television Production Specialist II
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.
1/ Employees will advance to the next higher step of the pay range after completing 12 months of successful service in their current step of the pay range, except that Computer Programmers I and Engineering Programmers I hired prior to July 31, 1990, shall advance to Step 3 of Pay Range 515 after completing six (6) months of successful service in Step 1 and shall advance to Step 5 of Pay Range 515 after completing six (6) months of successful service in Step 3.
2/ Effective 4/7/97, one position of "Computer Programmer I" filled by Jason Stenglein, to be paid at a rate of $1,022.00 biweekly until the individual is eligible to be advanced to the second step of the grade.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $979.90, 1,074.73, 1,132.01, 1,165.59, and 1,201.56.
Pay Range 516
Official Rate-Biweekly
1,048.26 1,073.04 1,099.15 1,127.03 1,158.68
1,190.65
Vector and Nuisance Control Officer II 1/ 2/
1/ Charles Haug and Michael Pitts to be compensated in Pay Range 530 in recognition of performing additional higher-level duties as specified by the Health Department.
2/ The following individual will be paid at rates consistent with Pay Range 541: John Cullaton.
Pay Range 520
Official Rate-Biweekly
1,073.04 1,099.15 1,127.03 1,158.68 1,202.58
Computer Operator III 108
Pay Range 522
Official Rate-Biweekly
1,075.67 1,106.58 1,141.73 1,179.41 1,218.57
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
1,099.15 1,127.03 1,158.68 1,192.58 1,237.92
Relocation Specialist II
Systems Support Assistant
Testing Laboratory Chemist I
Pay Range 526
Official Rate-Biweekly
1,075.67 1,134.62 1,210.24 1,246.81 1,286.58
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 $1,325.18 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
1,085.11 1,154.00 1,185.64 1,219.57 1,264.87
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
Employes not represented by a certified collective bargaining unit shall be paid the following biweeky rates effective Pay Period 1, 1996: $1,087.54, 1,160.62, 1,194.19, 1,230.19 and 1,267.64.
Pay Range 529
Official Rate-Biweekly
712.05 760.41
Code Enforcement Intern
Pay Range 530
Official Rate-Biweekly
1,127.03 1,158.68 1,192.58 1,227.92 1,275.88
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.
Accountant I 1/
Administrative Assistant III 2/
Assistant Planner
Code Enforcement Inspector I
Computer Scheduler
Environmental Enforcement Officer I
Environmental Health Specialist I
Health Project Assistant
Immunization Project Assistant
Lead Project Assistant
Lead Teller
Library Technician IV
Program Assistant II
Salvage and Sales Coordinator
1/ Recruitment to be at third rate for personnel with a bachelor's degree with a major in accounting from a school approved by the City Service Commission. Recruitment also to be at third rate for personnel with a bachelor's degree with a major in business administration or economics upon review and approval by the City Service Commission.
2/ Current incumbent, Karen Anderson (Health Department), to retain the title of Administrative Assistant III until she vacates her current position, at which time the title shall revert to Microcomputer Services Assistant in Pay Range 460.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,132.01, 1,165.59, 1,201.56, 1,239.05, and 1,279.32.
Pay Range 532
Official Rate Biweekly
1,073.44 1,109.71 1,147.29 1,186.22 1,226.54
1,278.30
Claims Representative
Microcomputer Hardware Technician 1/
1/ Kenneth Krueger will be paid at rates consistent with Salary Grade 005.
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,075.16, 1,113.64, 1,153.51, 1,194.81, 1,237.59, and 1,281.89.
Pay Range 534
Official Rate-Biweekly
1,117.66 1,192.58 1,227.92 1,265.88 1,317.32
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.
Data Base Specialist
Property Appraiser I
Pay Range 535
Official Rate-Biweekly
1,158.68 1,192.58 1,227.92 1,265.88 1,317.32
Forestry Inspector I
Graphic Designer II
Inspector, Docks and Dredging
Public Works Inspector I 1/
Testing Laboratory Specialist
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 not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,165.59, 1,201.56, 1,239.05, 1,279.32, and 1,323.28.
Pay Range 540
Official Rate-Biweekly
1,192.58 1,227.92 1,265.88 1,307.32 1,362.01
Forestry Inspector II 1/ 2/
Municipal Court Clerk I
Pay Services Specialist
Public Works Inspector II 2/ 3/ 4/ 5/ 6/
Relocation Specialist III
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 $1,413.68. Credits allowed to meet the criteria for "M-step" advancement shall meet the provisions of footnote 4/, 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 $1,352.01.
3/ 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.
4/ Employees who complete one year of service at the maximum step shall be eligible for one "M-Step" at the biweekly rate of $1,413.68 contingent upon obtaining thirty (30) credits or eight (8) years of service and fifteen (15) credits.
Credits allowed to meet the criteria for "M" step advancement shall be as follows:
a. Credits obtained in the engineering curriculum of any college or university accredited bv the North Central Association of Colleges and Secondary Schools.
b. Credits obtained in college-level engineering technology courses in two-year associate degree programs at technical colleges, junior colleges and institutes.
c. At least 75% of the credits used for "M" step advancement must be in engineering-related courses.
5/ Effective Pay Period 9, 1993, employees in the Public Works Inspector II classification who were at the maximum step of Pay Range 540 for at least one year as of Pay Period 17, 1990, shall advance to the "M-step" as defined in footnote 4/.
6/ Effective Pay Period 9, 1993, one position held by Roger Oldenburg, in the DPW-Infrastructure Division, to be paid at rates consistent with Pay Range 936 while performing contract administrator duties.
Employees not represented by a certified bargaining unit shall be paid the following biweekly rates: $1,201.56, 1,239.05, 1,279.32, 1,323.28 and 1,370.69
Pay Range 541
Official Rate-Biweekly
1,192.58 1,227.92 1,265.88 1,307.32 1,414.22
Code Enforcement Inspector II 1/ 2/
Environmental Enforcement Officer II
Environmental Health Specialist II
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 annually on their anniversary date to the following increments provided they meet the minimum criteria specified for each additional increment:
Increment One: $1,427.66 provided an employee attains and maintains one of above certifications;
Increment Two: $1,441.10 provided an employee attains and maintains two of above certifications;
Increment Three: $1,454.55 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.
For employees who had one or more of the certifications specified above and who were at the 5th step of Pay Range 541 or higher prior to Pay Period 24, 1995, the following shall apply:
(1) Employees at the 5th step of Pay Range 541 who have and maintain one of the above three specified certifications shall advance to Increment One above;
(2) Employees at Increment One who have and maintain two of the above three specified certifications shall advance to Increment Two above;
(3) Employees at Increment Two who have and maintain three of the above three specified certifications shall advance to Increment Three above.
Pay Range 542
Official Rate-Biweekly
1,246.81 1,286.58 1,338.08 1,381.05 1,414.22
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 $1,456.65 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 545
Official Rate-Biweekly
1,227.92 1,265.88 1,307.32 1,352.01 1,407.56
Accountant II
Bridges and Public Buildings Inspector
Librarian II
Urban Forestry Technician
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,239.05, 1,279.32, 1,323.28, 1,370.69, and 1,419.02.
Pay Range 546
Official Rate-Biweekly
1,227.92 1,276.39 1,326.87 1,379.44 1,434.20
1,501.23
Property Manager
Pay Range 547
Official Rate-Biweekly
1,260.82 1,306.81 1,356.37 1,408.49 1,455.66 1,528.91
Water Microbiologist II 1908
Pay Range 549
Official Rate-Biweekly
1,224.90 1,307.32 1,352.01 1,397.56 1,494.11
1,547.13
Boiler Inspector 1/ 2/
Building Construction Inspector 1/ 2/ 3/
Electrical Inspector 1/
Elevator Inspector 1/
Sprinkler Construction Inspector 1/
Zoning Inspector 1/
1/ Effective Pay Period 24, 1995, recruitment for these classifications shall be up to the fourth step at the discretion of the Commissioner of Building Inspection.
2/ Effective Pay Period 9, 1993, incumbents at the first or second step will advance to the third pay step, provided that they have been certified.
3/ Effective Pay Period 24, 1995, an employee who is assigned to perform hazardous occupancy plan examinations will be compensated at a biweekly rate of $1,594.04 on a prorated basis for the time period the employee is actually performing such work.
Pay Range 550
Official Rate-Biweekly
1,265.88 1,307.32 1,352.01 1,397.56 1,448.41
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
Water Accountant
Pay Range 551
Official Rate-Biweekly
1,265.88 1,307.32 1,352.01 1,397.56 1,475.98
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.
Computer Programmer II 1/
Engineering Programmer II 1/
1/ Employees will advance to the next higher step of the pay range after completing 12 months of successful service in their current step of the pay range, except that Computer Programmers II, Engineering Programmers II, and Data Processing Specialist Trainees hired prior to July 31, 1990, shall advance to Step 3 of Pay Range 551 after completing six (6) months of successful services in Step 1 and shall advance to Step 5 of Pay Range 551 after completing six (6) months of successful service in Step 3.
Pay Range 552
Official Rate-Biweekly
1,265.88 1,307.32 1,352.01 1,398.93 1,451.42
Testing Laboratory Chemist II
Pay Range 553
Official Rate-Biweekly
1,265.88 1,307.32 1,352.01 1,397.56 1,504.12
Building Code Enforcement Inspector 1/
Housing Rehabilitation Inspector
Special Compliance Inspector 1/
1/ Effective Pay Period 24, 1995, employees in these job classifications who are at the fifth step and have and maintain a (1) Commercial Building Code Certification, (2) A UDC Construction Certification and (3) pass the National Fire Academy Five Core Courses for the State Fire Inspectors Certification Program (or State Fire Inspection Certificate when available) shall receive an additional increment of $1,548.10.
Pay Range 555
Official Rate-Biweekly
1,307.32 1,352.01 1,397.56 1,438.41 1,492.71
Environmental Hygienist
Forestry Technical Services Coordinator
Municipal Court Clerk II
Sidewalk Repair Supervisor 1/ 2/
Water Construction Coordinator
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 $1,549.63 contingent upon obtaining thirty (30) credits or eight (8) years of service and fifteen (15) credits.
Credits allowed to meet the criteria for "M" step advancement shall be as follows:
a. Credits obtained in the engineering curriculum of any college or university accredited by the North Central Association of Colleges and Secondary Schools.
b. Credits obtained in college-level engineering technology courses in two-year associate degree programs at technical colleges, junior colleges and institutes.
c. At least 75% of the credits used for "M" step advancement must be in engineering-related courses.
2/ For this classification, the 5th step of the pay range will be $1,482.71.
Pay Range 556
Official Rate-Biweekly
1,307.32 1,352.01 1,397.56 1,438.41 1,539.65
1,594.04
Electrical Plan Examiner I
Lead Boiler Inspector
Lead Building Construction Inspector
Lead Elevator Inspector
Lead Sprinkler Construction Inspector
Plan Examiner Specialist
Pay Range 557
Official Rate-Biweekly
1,336.67 1,382.01 1,422.99 1,467.27 1,521.50
Librarian III
Employees not represented by a certified collective bargaining unit shall be paid the following biweekly rates effective Pay Period 1, 1996: $1,354.42, 1,402.52, 1,446.00, 1,492.97, and 1,539.90.
Pay Range 558
Official Rate-Biweekly
1,265.88 1,307.32 1,352.01 1,397.56 1,465.98
1,505.52 1,555.05
Associate Planner
Geographic Information Specialist
Pay Range 559
Official Rate-Biweekly
1,456.65 1,498.75 1,542.06 1,586.63 1,632.48 1,679.66
Lead Water Chemist
Pay Range 560
Official Rate-Biweekly
1,397.56 1,438.41 1,482.71 1,527.04 1,595.62
Assessment Analysis Specialist
Pay Range 565
Official Rate-Biweekly
1,438.41 1,482.71 1,527.04 1,585.62 1,654.23
Commercial Relocation Officer
Librarian IV
Zoning Specialist
Pay Range 572
Official Rate-Biweekly
1,307.32 1,352.01 1,397.56 1,438.41 1,521.17
Building Inspection Enforcement Coordinator 1/ 2/
Special Enforcement Inspector 1/ 2/
Property Appraiser II 3/
1/ The fifth step shall be $1,550.19 for employees in these classifications.
2/ Effective Pay Period 24, 1995, employees in these job classifications who are at the fifth step and have and maintain a (1) Commerical Building Code Certification, (2) A UDC Construction Certification and (3) pass the National Fire Academy Five Core Courses for the State Fire Inspectors Certification Program (or State Fire Inspection Certificate when available) shall receive an additional increment of $1,595.56.
3/ Effective Pay Period 24, 1995, employees in this classification who have been at pay step 5 for at least one year, and who attain and maintain the designation "Residential Evaluation Specialist" from the International Association of Assessing Officers shall advance to a sixth pay step of $1,564.71.
Pay Range 576
Official Rate-Biweekly
1,482.71 1,527.04 1,585.62 1,644.23 1,754.50
Property Appraiser III
Senior Planner
Senior Planner-Architectural Design
Pay Range 585
Official Rate-Biweekly
1,527.04 1,585.62 1,644.23 1,711.48 1,777.18 1,889.26
Property Appraiser IV
Pay Range 590
Official Rate-Biweekly
1,644.23 1,711.48 1,777.18 1,824.16 1,931.39 2,034.79
Property Appraiser V
Pay Range 592
Official Rate-Biweekly
1,086.94 1,124.03 1,163.45 1,204.77 1,247.76 1,304.27
Market Analyst 1/
Public Health Educator I
1/ Position to be studied when vacated by Michael Mathias.
Pay Range 593
Official Rate-Biweekly
1,204.77 1,247.76 1,294.27 1,343.69 1,395.04
1,458.43
Public Health Educator II
Pay Range 594
Official Rate-Biweekly
1,247.76 1,294.27 1,343.69 1,395.04 1,448.43
1,513.98
Client Services Representative (MIS)
Microcomputer Analyst
Network Specialist I
Nutritionist 1/ 2/
Project Assistant 3/
1/ Recruitment to be up to the third step.
2/ 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.
3/ Current incumbent, Eileen Francis, to retain the title of Project Assistant until she vacates her current position, at which time the title shall revert to Program Assistant II in Pay Range 530.
Pay Range 595
Official Rate-Biweekly
1,294.27 1,343.69 1,395.04 1,448.43 1,503.98
1,571.72
Engineering Systems Specialist
Operations Analyst
Pay Range 596
Official Rate-Biweekly
1,343.69 1,395.04 1,448.43 1,503.98 1,561.72
1,631.80
Network Specialist II
Programmer Analyst
Pay Range 597
Official Rate-Biweekly
1,438.41 1,482.71 1,527.04 1,585.62 1,654.23
Library Network Specialist
Pay Range 598
Official Rate-Biweekly
1,503.98 1,561.72 1,621.80 1,684.22 1,749.21
1,826.75
Network Specialist III
Sec. 9. Drafters, Technicians, and Related Classes (District Council 48, AFSCME; Nonrepresented).
Rates for Sec 9. effective Pay Period 1, 1996 (December 31, 1995).
Pay Range 600
Official Rate-Biweekly
877.01 943.55 966.67 992.78 1,058.98
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.
Drafting Technician I
Engineering Drafting Technician I
Engineering Technician I 1/
Geographic Information Technician I
Instrument Recorder Technician I
Property Records Drafting Technician I
Testing Laboratory Assistant 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
*
1,020.26 1,049.24 1,079.65 1,112.12 1,149.02
*
1,249.74
Drafting Technician II
Engineering Drafting Technician II
Engineering Technician II 1/
Geographic Information Technician II
Instrument Recorder Technician II
Property Records Drafting Technician II
Testing Laboratory Assistant 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
1,190.85 1,240.15 1,291.63 1,345.31 1,401.35
* * *
1,459.87 1,520.88 1,594.60
Delineator I
Drafting Technician IV
Engineering Drafting Technician IV
Property Records Drafting Technician IV
Construction Coordinator
* (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
1,401.35 1,459.87 1,520.88 1,584.60 1,651.09
* *
1,720.47 1,802.87
Delineator II
Drafting Technician V
Electrical Drafting Technician
* (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
1,757.23 1,834.48 1,914.42 1,997.88 2,095.00
Recreation Facilities Coordinator
Sec. 10. Technicians, Engineers, and Architects of Milwaukee (TEAM).
Rates for Sec. 10 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 619
Official Rate-Biweekly
1,147.14 1,197.16 1,249.36 1,303.84 1,370.68
Assessment Technician I
Pay Range 620
Official Rate-Biweekly
1,197.16 1,249.36 1,303.84 1,360.68 1,420.03
* * *
1,481.96 1,546.52 1,624.00
*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
1,360.68 1,420.03 1,481.96 1,546.52 1,624.00
Parking Operations Assistant
Pay Range 622
Official Rate-Biweekly
1,420.03 1,481.96 1,546.52 1,614.00 1,684.37
* *
1,757.82 1,844.48
*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
1,360.68 1,420.03 1,481.96 1,546.52 1,624.00
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 626
Official Rate-Biweekly
1,546.52 1,614.00 1,684.37 1,757.82 1,844.48
Architectural Designer II
Civil Engineer II
Electrical Engineer II
Mechanical Engineer II
Plan Examiner II
Traffic Control Engineer II
Pay Range 627
Official Rate-Biweekly
1,684.37 1,757.82 1,834.48 1,914.42 2,007.88
Facilities Construction Project Coordinator
Parking Operations Coordinator
Pay Range 628
Official Rate-Biweekly
1,757.23 1,834.48 1,914.42 1,997.88 2,095.00
Architect III
Civil Engineer III
Electrical Engineer III
Engineering Technician VI
House Services Supervisor
Mechanical Engineer III 1/
Plan Examiner III
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 630
Official Rate-Biweekly
1,997.88 2,085.00 2,175.94 2,270.82 2,379.84
Civil Engineer IV
Sec. 11. Microbiologists, Chemists, Virologists (Association of Scientific Personnel).
Rates for Section 11 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 635
Official Rate-Biweekly
1,007.90 1,029.67 1,054.12 1,079.88 1,106.95 1,155.83
Medical Laboratory Technician
Pay Range 640
Official Rate-Biweekly
1,075.67 1,106.58 1,141.73 1,179.41 1,218.57
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
1,260.82 1,306.81 1,356.37 1,408.49 1,455.66 1,528.91
Chemist II
Microbiologist II
Virologist II
Pay Range 644
Official Rate-Biweekly
1,455.66 1,506.87 1,558.01 1,625.59 1,693.30 1,768.79
Chemist III
Laboratory Information Systems Coordinator
Microbiologist III
Virologist III
Sec. 12. Public Health Nurses, Associate Public Health Nurses, Public Health Nurse Interns (Staff Nurses Council).
Rates for Sec 12 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 665
Official Rate-Biweekly
1,073.48 1,113.17 1,154.28 1,197.03 1,244.88
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
1,113.17 1,154.28 1,197.03 1,244.88 1,294.69
1,346.47 1,400.33 1,456.35 1,485.62 1,506.42
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.
Associate Public Health Nurse 1/ 2/ 3/
Public Health Nurse 2/ 3/ 4/
1/ The Associate Public Health Nurse title will be eliminated upon vacation of the position by Carole Dziegelewski.
2/ 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, and Health Information Coordinator.
3/ Effective Pay Period 1, 1996, a Public Health Nurse or Associate Public Health Nurse shall be eligible to receive an additional thirty ($30) dollar 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 is at Pay Step 6 or higher in Pay Range 666 and 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 Nursing Manager.
Criterion Two: A nurse is at Pay Step 9 or higher in Pay Range 666 and has an American Nurses' Association (ANA) certification in Community Health Nurse, Family Nurse Practitioner, Pediatric Nurse Practitioner or Gerontological Nurse Practitioner and has submitted the certificate to the Public Health Nurse Manager.
Criterion Three: A nurse is in Pay Step 9 or higher in Pay Range 666 and 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 above 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 Nursing Manager shall be deemed to qualify for this special attainment pay.
4/ Recruitment shall be at the first, second, third, or fourth pay step subject to applicable experience under criteria established by the City.
Sec. 13. Machinists and Related Classes (Local 494, Electrical Workers-Machine Shop).
Rates for Sec. 13 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 694
Official Rate-Biweekly
1,210.38 1,247.09 1,285.87 1,328.04 1,373.78
Electrical Services Welder
Pay Range 696
Official Rate-Biweekly
1,329.37 1,374.87 1,424.15 1,474.31 1,525.97
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 1/
Electrical Services Machinist I
1/ Position will be studied by the Department of Employee Relations for probable downgrading when vacated by the current incumbent (Alan Krings).
Pay Range 698
Official Rate-Biweekly
1,374.87 1,424.15 1,474.31 1,525.97 1,579.03
Machinist II
Sec. 14. Bridge Operators and Related Classes (Local 195, Electrical Workers).
Rates for Sec. 14 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 704
Official Rate-Biweekly
1,059.28 1,083.03 1,108.04 1,134.35 1,162.05
Bridge Operator 1/
1/ Bridge Operators assigned to the maintenance crew on a full-day basis will be paid a premium of $0.30 per hour effective Pay Period 1, 1995 (January 1, 1995).
Pay Range 710
Official Rate-Biweekly
1,101.89 1,125.65 1,150.62 1,176.97 1,212.89
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 $0.30 per hour effective Pay Period 1, 1995 (January 1, 1995).
Sec. 15. Fire Equipment Repair Classes (International Association of Machinists and Aerospace Workers).
Rates for Sec 15 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 722
Official Rate-Biweekly
937.26 991.40 1,059.79 1,086.12 1,124.72
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 Rate-Biweekly
923.29 977.81 1,046.19 1,072.43 1,111.05
Fire Stores Clerk 1/ 2/
1/ One position (currently occupied by Andrew Pozorski) shall be paid one additional salary increment of $43.00 biweekly.
2/ 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 Rate-Biweekly
988.61 1,044.38 1,115.53 1,141.73 1,171.17 1,217.33
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 Rate-Biweekly
1,088.81 1,155.56 1,236.38 1,276.60 1,331.45
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 & 4. 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 & 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 Rate-Biweekly
1,106.77 1,174.28 1,256.40 1,298.52 1,344.10 1,365.54
Fire Building and Equipment Maintenance Specialist
Fire Equipment Compressed Air Technician
Fire Equipment Machinist
Fire Equipment Metal Fabricator
Fire Equipment Welder
Pay Range 734
Official Rate-Biweekly
1,106.77 1,174.28 1,256.40 1,298.52 1,344.10 1,378.99
Fire Equipment Mechanic 1/
1/ Requirement for advancement to the sixth step of PR 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.
Sec. 16. Sanitation Workers and Related Classes (Local 61, Laborers' International Union).
Rates for Sec. 16 effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 740
Official Rate-Biweekly
997.47 1,019.85 1,042.52 1,067.18 1,093.22
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
1,020.12 1,043.84 1,068.27 1,094.27 1,122.05
Field Headquarters Coordinator
Utility Crew Worker
Pay Range 742
Official Rate-Biweekly
1,029.80 1,052.48 1,077.24 1,103.19 1,153.05
Sanitation Crew Leader
Pay Range 746
Official Rate-Biweekly
1,179.58 1,205.92 1,233.87 1,264.52 1,297.31
Driver-Loader
Sec. 17. Plumbing Inspectors and Related Classes (Local 75, Journeymen Plumbers and Gas-Fitters).
Rates for Sec. 17 effective Pay Period 1, 1998 (December 28, 1997)
Pay Range 785
Official Rate-Biweekly
1,392.40 1,440.21 1,491.81 1,544.39 1,655.91
Plumbing Inspector 1/ 2/
1/ Plumbing Inspectors may be hired at any step of the Pay Range.
2/ Plumbing Inspectors at the maximum step of Pay Range 785 for a minimum of one year shall be paid up to two percent (2%) more than such maximum step for attaining and maintaining approved certifications and/or licenses in accordance with the following: UDC Electric (1.0%); Commercial Building Code (1.0%); Private Sewerage (1.0%); Master Plumber (0.5%); Reduced Pressure Backflow Prevention (0.5%); Two Pound Gas (0.5%); UDC Building (0.5%); UDC HVAC (0.5%).
Pay Range 786
Official Rate-Biweekly
1,737.09
Landscape and Irrigation Specialist 1/
1/ A Landscape and Irrigation Specialist at the maximum step of Pay Range 786 for a minimum of one year shall be paid up to two percent (2%) more than such maximum step for attaining and maintaining approved certifications and/or licenses in accordance with the following: Pesticide Certification (1.0%); Master Plumber (0.5%); Reduced Pressure Backflow Prevention (0.5%).
Pay Range 796
Official Rate-Biweekly
1,628.77 1,699.83 1,773.95 1,851.29 1,932.03
Mechanical Plan Examiner 1/ 2/
Mechanical Plan Examiner (Auxiliary) 1/ 2/
1/ Appointment authorized at the second step.
2/ Mechanical Plan Examiners and Mechanical Plan Examiners (Auxiliary) at the maximum step of Pay Range 796 for a minimum of one year shall be paid up to two percent (2%) more than such maximum step for attaining and maintaining approved certifications and/or licenses in accordance with the following: UDC Electric (1.0%); Commercial Building Code (1.0%); Private Sewerage (1.0%); Master Plumber (0.5%); Reduced Pressure Backflow Prevention (0.5%); Two Pound Gas (0.5%); UDC Building (0.5%); UDC HVAC (0.5%).
Sec. 18. Police Officers and Related Classes (Milwaukee Police Association).
Rates for Sec. 18 effective Pay Period 1, 1997 (December 29, 1996)
Pay Range 801
Official Rate-Biweekly
1,216.09 1,337.25 1,494.01 1,554.18 1,646.77
Assistant Custodian of Police Property and Stores
Police Officer 1/ 2/
Police Matron
1/ Receives $20.00 additional biweekly while assigned to motorcycle duty in accordance with MOTORCYCLE PAY provision of the labor contract.
2/ Positions of Police Officer, assigned to the Open Records Section, when filled by Milton Reich and Charles Alioto, shall be paid an additional $52.62 biweekly. This amount shall be adjusted each year using the across-the-board multiplier contained in the applicable labor agreement. This payment shall not have any sum deducted for pension benefits, nor shall such payments be included in the determination of pension or other fringe benefits.
Pay Range 804
Official Rate-Biweekly
1,614.33 1,666.24 1,720.37
Court Liaison Officer
Identification Technician
Narcotics Control Officer
Police Alarm Operator
Pay Range 805
Official Rate-Biweekly
1,643.85 1,695.78 1,749.88
Latent Print Examiner
Pay Range 808
Official Rate-Biweekly
1,700.97 1,769.02 1,839.82
Detective
Document Examiner
Police Data Communications Specialist 1/
1/ Position to be civilianized and studied for proper classification and pay allocation when vacated by Harold Kralik.
Pay Range 810
Official Rate-Biweekly
1,778.64 1,841.03 1,903.46
Police Electronic Technician 1/
1/ Positions to be reclassified to Electronic Technician upon becoming vacant.
Pay Range 812
Official Rate-Biweekly
1,841.03 1,903.46 1,965.90
Chief Document Examiner
Identification Systems Specialist
Pay Range 813
Official Rate-Biweekly
1,769.02 1,839.82 1,913.40 1,989.95 2,069.46 2,152.25
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, 1998 (December 28, 1997)
Pay Range 831
Official Rate-Biweekly
1,557.48 1,619.80 1,684.62 1,752.00 1,822.09 1,895.01
Administrative Police Sergeant 1/
Police Sergeant 1/
Police Sergeant (Garage) 1/
1/ Recruitment to be at fourth step.
Pay Range 834
Official Rate-Biweekly
1,684.62 1,752.00 1,822.09 1,895.01 1,970.80 2,049.65
Police Electronic Technician Foreman
Pay Range 835
Official Rate-Biweekly
1,752.00 1,822.09 1,895.01 1,970.80 2,049.65 2,131.54
Chief Operator of Police Alarm
Police Identification Supervisor
Pay Range 836
Official Rate-Biweekly
1,822.09 1,895.01 1,970.80 2,049.65 2,131.54 2,216.82
Administrative Lieutenant of Police 1/
Communications Maintenance Manager 2/
Data Services Manager 3/
Lieutenant of Detectives 1/
Lieutenant of Police 1/
Police Health and Safety Coordinator 1/
1/ Recruitment to be at fourth step.
2/ Position to be civilianized and reallocated to Salary Grade 007 when vacated by Samuel Steffan.
3/ Position to be civilianized and reallocated to Salary Grade 007 when vacated by Ronald Hawkins.
Pay Range 839
Official Rate-Biweekly
2,049.65 2,131.54 2,216.82 2,305.45 2,397.72 2,493.60
Captain of Police 1/
1/ Recruitment to be at fourth step.
Pay Range 842
Official Rate-Biweekly
2,305.45 2,397.72 2,493.60 2,593.38 2,697.10 2,804.96
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, 1997 (December 29, 1996)
Pay Range 850
Official Rate-Biweekly
967.60 1,008.56 1,123.68 1,239.09 1,366.33
1,506.68 1,646.77
Fire Paramedic 2/ 3/
Firefighter 1/ 2/ 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.
2/ Employees hired prior to August 1, 1993 shall be paid at the following biweekly rates of pay effective Pay Period 1, 1997: $967.60, 997.51, 1,028.38, 1,156.48, 1,494.00, 1,554.18 and 1,646.77.
3/ Employees hired between August 1, 1993 and December 31, 1993 shall be paid at the following biweekly rates of pay effective Pay Period 1, 1997: $967.60, 997.51, 1,123.90, 1,328.51, 1,367.00, 1,506.75 and 1,646.77.
Pay Range 851
Official Rate-Biweekly
945.03 974.97 1,005.82 1,133.91 1,471.44 1,531.61
1,624.22 1,646.77
Paramedic 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.
Pay Range 853
Official Rate-Biweekly
1,225.36 1,252.88 1,552.29 1,614.83 1,745.09
Heavy Equipment Operator 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.
Pay Range 856
Official Rate-Biweekly
1,572.62 1,635.55 1,700.97 1,769.02 1,839.82
Administrative Fire Lieutenant 1/
Assistant Motor Vehicle Operator Instructor
Fire Audiovisual Training Specialist
Fire Lieutenant 1/ 2/
Fire Paramedic Field Lieutenant 2/
Paramedic Lieutenant 2/
Paramedic Field Lieutenant 2/
1/ Employees promoted from the Firefighter classification to the Fire Lieutenant or Administrative Fire Lieutenant classification shall be appointed at the third step of Pay Range 856.
2/ 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.
Pay Range 857
Official Rate-Biweekly
1,769.02 1,839.82 1,913.40 1,989.95 2,069.46 2,152.25
Administrative Fire Captain 1/
Fire Captain 1/ 2/
1/ Employees promoted from the Fire Lieutenant or Administrative Fire Lieutenant classification to the Fire Captain or Administrative Fire Captain classification shall be appointed at the fourth step of Pay Range 857.
2/ 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.
Sec. 21. Fire Equipment Dispatchers (Local 494, Electrical Workers, Fire Equipment Dispatchers).
Rates for Sec. 21 effective Pay Period 14, 1997 (June 29, 1997)
Pay Range 858
Official Rate-Biweekly
1,080.20 1,107.29 1,156.42 1,208.47 1,262.84
1,334.07 1,387.91 1,441.47
Fire Equipment Dispatcher
Sec. 22. Fire Department Management.
Rates for Sec. 22 effective Pay Period 1, 1997 (December 29, 1996)
Pay Range 862
Official Rate-Biweekly
1,635.55 1,700.97 1,769.02 1,839.82 1,913.40 1,989.95
Assistant Chief Dispatcher of Fire Alarm
and Telegraph 1/
1/ Recruitment at the fourth step.
Pay Range 863
Official Rate-Biweekly
1,989.95 2,069.46 2,152.25 2,238.30 2,327.88 2,420.97
Battalion Chief, Assistant EMS Coordinator 1/ 2/
Battalion Chief, Fire 1/
Battalion Chief, Vehicle Operations
Chief Dispatcher of Fire Alarm and Telegraph 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
2,238.30 2,327.88 2,420.97 2,517.84 2,618.54 2,723.26
Deputy Chief, Fire 1/ 2/ 3/
1/ One position assigned to the Bureau of Instruction and Training shall be entitled to receive a special allowance payment equal to 4% of base salary prorated on the basis of time spent assigned to the Bureau of Instruction and Training. This special allowance payment shall not be pensionable, as stated in Section 2-150.97 of the Milwaukee Code of Ordinances.
2/ Recruitment at the fourth step.
3/ 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
3,063.31 3,185.84 3,313.24 3,445.82 3,583.64 3,726.98
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 "*" amended to include an increase effective Pay Period 1, 1996 (December 31, 1995)
Pay Range 900
Official Rate-Hourly
Effective Pay Period 18, 1997
5.15
Emergency City Laborer
Youth Worker I
Pay Range 902*
Official Rate-Hourly
4.90 5.15 5.36
High School Intern 1/ 2/
1/ Employees working in the Infrastructure Division in conjunction with the Riverside High School Program shall be limited to the first step of the range.
2/ Salary advancements to next succeeding step to be after 520 hours of service upon recommendation by the department.
Pay Range 904
Official Rate-Hourly
Effective Pay Period 18, 1997
5.65 5.80
Youth Worker II/III
Pay Range 906*
Official Rate-Hourly
5.15 5.30 5.54
Library Circulation Aide 1/
1/ Salary advancements to next succeeding step to be after 6 months of service upon recommendation by the department.
Pay Range 908
Official Rate-Hourly
Effective Pay Period 18, 1997
6.40
Youth Team Leader I
Pay Range 910*
Official Rate-Hourly
5.54 5.99 6.47
College Intern 1/ 2/
Public Health Laboratory Aide 3/
Student Intern 1/ 2/ 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/ Employees to be paid at rates consistent with the second step of this pay range.
4/ High school students filling Student Intern positions to be paid High School Intern rates.
Pay Range 912
Official Rate-Hourly
Effective Pay Period 18, 1997
6.40 6.90 7.40
Youth Supervisor 1/
Youth Team leader II/III 2/
1/ Appointment rate for Youth Supervisor may be a the second step.
2/ Employees limited to the first two steps of the pay range.
Pay Range 916
Official Rate-Hourly
Effective Pay Period 18, 1997
7.40 7.90
Youth Program Assistant
Pay Range 918*
Official Rate-Hourly
6.34 6.66 6.97 7.40
Data Entry Aide 1/
1/ Salary advancements to next succeeding step to be upon completion of 1,040 hours of work at each step.
Pay Range 923*
Official Rate-Hourly
7.28 7.59 7.91 8.20
Lead Key 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
7.77 9.25 9.55
Production Assistant 1/
Youth Program Specialist 2/
1/ Salary advancements to next succeeding step to be upon completion of 1,040 hours of work at each step.
2/ Youth Program Specialist to be paid $8.40 per hour.
Pay Range 925*
Official Rate-Biweekly
612.04
Fire Cadet
Pay Range 926*
Official Rate-Hourly
7.97 8.30
Traffic Control Assistant 1/ 2/
Urban Forestry Intern 3/
1/ Students accepted into or currently enrolled in the first year of a college degree program in engineering shall be paid at the first step.
2/ Students who have completed one year of college coursework in a college degree program in engineering shall be paid at the second step.
3/ 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
8.34 9.18 9.96
Computer Operator Aide 1/ 2/
Engineering Inspection Assistant 3/
Graduate Intern 4/ 5/
1/ Employees to be advanced to the next higher step in the pay range after completion of 520 hours of work.
2/ Employees to be paid the following hourly rates for 1996: $8.85, 9.74, and 10.57.
3/ 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.
4/ Graduate Interns are eligible for advancement to the next step of the pay range after completion of 520 hours of service upon recommendation by the Department.
5/ Graduate Interns attending law school may be hired up to the second step in the pay range.
Pay Range 928*
Official Rate-Hourly
9.16 9.68 10.21 10.73 11.39
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
8.49 8.95
School Crossing Guard 1/ 2/ 3/
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 10.18 per hour. Employees who have worked as auxiliary School Crossing Guard for more than 190 days or more than one year shall receive $10.75 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
8.64 9.30
Accounting Intern 1/
Engineering Intern 2/
1/ Accounting students with Junior standing in college to be paid at the first step of the range and those with Senior standing to be paid at the second step.
2/ Engineering Interns with junior standing in a college engineering program will receive the first step and those with senior standing will receive the second step.
Pay Range 934*
Official Rate-Biweekly
1,462.29
District Council 48 Contract Administrator-Local 33
Pay Range 936*
Official Rate-Biweekly
1,587.04
District Council 48 Contract Administrator
Pay Range 939*
Official Rate-Hourly
10.11
Police Services Specialist
Pay Range 940*
Official Rate-Hourly
13.03 13.50 14.31
Health Education Assistant
Pay Range 943
Official Rate-Hourly
10.00
Truck Driver (Health) 1/
Truck Driver (Winter Relief)
1/ Employees represented by District Council 48 shall be paid the following hourly rate for 1996: $12.81.
Pay Range 944
Official Rate-Hourly
12.00
Equipment Operator (Winter Relief)
Pay Range 945
Official Rate-Hourly
13.00
Equipment Operations Supervisor (Winter Relief)
Sanitation Supervisor (Winter Relief)
Pay Range 947*
Official Rate-Daily
61.31
Election Registrar
Pay Range 948*
Official Rate-Daily
72.46
Election Inspector 1/
1/ Election Inspectors to receive an additional $10.00 for each voting machine meeting and instruction class attended by the Election Inspector prior to each election, provided that the Election Inspector subsequently serves at the election immediately following such voting machine meeting and instruction class. The Chief Inspector shall receive $25.00 per day in addition to the rate specified above.
Pay Range 951*
Official Rate-Biweekly
1,126.27 1,163.91 1,211.53
Building Construction Inspector Intern
Pay Range 954*
Official Rate-Hourly
15.73
Asphalt Raker
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, 1996 (December 31, 1996)
Pay Range 956
Official Rate-Hourly
18.75
Tractor Operator (Under 40 H.P.)
Pay Range 958
Official Rate-Hourly
20.13
Harbor Crane Operator
Pay Range 960
Official Rate-Hourly
19.46
Asphalt Plant Operating Engineer
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 Roller shall be paid an additional twenty cents (.20) per hour.
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 of $17.36.
Pay Range 962
Official Rate-Hourly
19.76
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/ An employee while operating the Backhoe shall be paid an additional twenty cents (.20) per hour.
Sec. 25. Electrical Workers & Rel. Classes (Local 494, Electrical Workers, Electrical Group).
Rates for Sec. 25 effective Pay Period 12, 1996 (June 2, 1996)
Pay Range 974
Official Rate-Hourly
12.65 13.54 14.65 15.75
Electrical Worker 1/ 2/
1/ Steps one, two and three of this pay range represent, respectively, 57%, 61% and 66% of the outside prevailing hourly rate for Electrical Mechanics (Journeymen Wiremen).
2/ Step four of this pay range represents 71% of the outside prevailing hourly wage for Electrical Mechanics (Journeymen Wiremen). 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 Superintendent of the division in which the Electrical Worker is employed.
Pay Range 975
Official Rate-Hourly
10.32 12.38 15.48 18.58
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
20.64
Electrical Mechanic 1/ 2/ 3/ 4/ 5/ 6/ 7/
1/ The above rate represents 93% of the outside prevailing hourly wage for Electrical Mechanics (Journeymen Wiremen).
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/ A Rolm-certified 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 in the Support Services Division 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.
Sec. 26 Construction Trades Classes (Milwaukee Building and Construction Trades Council.
Rates for Sec. 26 effective Pay Period 16, 1996 (July 28, 1996)
Pay Range 981
Official Rate-Hourly
17.64
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.
Painter 1/
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.
Pay Range 982
Official Rate-Hourly
17.86
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
Pay Range 983
Official Rate-Hourly
17.83
Painter Leadworker, House 1/
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.
Pay Range 984
Official Rate-Hourly
18.34
Painter, Bridge and Iron
Pay Range 985
Official Rate-Hourly
19.24
Painter Supervisor, House 1/
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.
Pay Range 986
Official Rate-Hourly
18.76
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.
Carpenter
Pay Range 987
Official Rate-Hourly
18.52
Painter Leadworker, Bridge and Iron
Pay Range 988
Official Rate-Hourly
19.94
Painter Supervisor, Ironwork
Pay Range 989
Official Rate-Hourly
22.08
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
Sewer Mason
Pay Range 990
Official Rate-Hourly
20.48
Ironworker
Pay Range 991
Official Rate-Hourly
20.36
Carpenter Supervisor 1/
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.
Pay Range 992
Official Rate-Hourly
22.11
Ironworker Supervisor
Pay Range 993
Official Rate-Hourly
19.56
Carpenter Leadworker (Auxiliary)
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, the official rates of pay are either hourly or daily rates, as specified with the exception of Pay Ranges 925, 934, 936, and 951 where the official rates of pay are biweekly. Other rates of pay 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 Scales or Ranges: Where the salary scale for a position is increased in this ordinance over the scale received under a previous ordinance, the incumbent shall receive the increment in the salary scale next above the increment received at the time the employee has completed one year of service at said rate regardless of years of service.
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 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 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 next above the pay rate the employee was receiving at the time of such appointment or promotion except as provided in Part II, Sec. 12 of this ordinance. In those instances where the next higher pay rate (step) is less than $5.00 biweekly higher than the employee was receiving, the next higher pay rate (step) shall be paid. In those instances where the next higher pay rate (step) is at least $5.00 biweekly, that pay rate (step) shall be paid.
Salary Anniversary Date: All 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. Employees promoted into job titles contained in Part I, Sec. 2 of the Salary Ordinance and covered by the Management Pay Plan shall retain their previous salary anniversary date. 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 pay range.
Except for those employees being promoted into titles contained in Part I, Sec. 2., an officer or employee compensated at the maximum rate of the employee's pay range at the time of such appointment, promotion, or reallocation shall receive a new salary anniversary date which shall be based upon the effective date of such appointment, promotion, or reallocation.
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 scale established in this ordinance shall be advanced to the minimum step of the scale.
Truck Drivers, Driver/Workers and Special Equipment Operators: Effective the first day of the next pay period following passage and publication of this amendment, persons employed as Truck Driver (Pay Range 248), Driver/Worker (Pay Range 247) and Special Equipment Operator (Pay Range 258) shall be advanced to the second step of each class on the completion of one year's service in any one or a combination of the foregoing classes, and shall be advanced to the third step of each such class on the completion of two years' service in any one or combination of the foregoing classes, and so on until the maximum rate is reached. They shall be compensated at the indicated rates only when actually employed in the class where service credit has been earned according to the above formula.
Sec. 3. Recruitment Above the Minimum: 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 in order to recruit qualified persons. Such action shall initiate with the recruitment study made by the Department of Employee Relations or other competent authority. A finding of necessity must be made prior to the holding of an examination for the position or the granting of provisional authority to fill the position. 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 or Sec. 14 of this ordinance.
Public Health Nurses and Supervising Public Health Nurses: Any person who has held, by regular appointment, a position in the City service classified as Public Health Nurse, or Supervising Public Health Nurse, and has resigned in good standing from the service, may upon recommendation of the appointing authority, be re-employed in such position or in another position of the same classification at a salary level above the minimum rate within the established pay range but no higher than the salary level above the current recruitment step which the individual would be eligible for on the basis of the time previously worked in positions in the same pay range, when, by determination of the Department of Employee Relations, such position is found to lie within a recruitment problem area because of the shortage of qualified personnel and when, 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 City Service Commission, who possesses a master's degree, may upon review of the appropriateness of graduate training by the City Service Commission, 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 City Service Commission. 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 City Service Commission may, upon earning a master's degree from such an approved school and approval of the City Service Commission 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 step 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 his reduction.
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 increment in the scale 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. 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 month or 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.
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 in the City's Visual Organizational Inventory 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 Buildings and Fleet Division who work overtime during Snow and Ice Control Operations: A support personnel employee in the Buildings and Fleet Division shall receive a one ($1) dollar per hour premium for all overtime such employee worked during the 1996-1997 snow and ice control operations. This bonus payment shall also be paid to a support personnel employee in the Buildings and Fleet Repairs Unit at the Central Repair Garage for any overtime worked on repairing snow plow blades and to Repairs Unit personnel at the Southwest Shop for all overtime such employee worked on a snow related assignment during the 1996-1997 winter season. A support personnel employee shall be a Buildings and Fleet Division employee in the Fleet Services Section, a Stock Room or Tire Shop employee in the Administrations Section or a Garage Attendant, Garage Custodian, Communications Assistant III or IV in the Operations Section.
Sec. 8. Boards and Commissions: The following shall be the reimbursement allowances for public members of certain City boards for estimated average expenses incurred in attending board meetings: A flat allowance of $15.00 per meeting shall be provided for the reimbursement of public members of those City boards, commissions, committees and authorities listed below for a maximum of twenty meetings per calendar year ($300.00 per year). This flat allowance is intended as reimbursement for estimated average expenses, such as traveling, parking and other related expenses, normally incurred by public members of such City boards as a consequence of their attending regular meetings of duly authorized City boards.
For purposes of this section, a public member is an individual appointed to a City Board who is not a City employe being compensated under the provisions of s. 350-219 of the Milwaukee Code of Ordinances; or under any other provisions of this ordinance, or any other ordinance for attendance at the meeting in question. Meetings eligible for reimbursement allowance do not include preparatory meetings or subcommittee meetings.
It is clearly intended that public 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 030 through 047 of Part I, 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 public members, such as the Housing Authority, the Redevelopment Authority and the MECCA Board.
(3) Boards and Commissions established other than by Common Council action.
To simplify the payment of reimbursement allowances for public members of eligible boards, such payments shall be made once each year. At the end of the year each board chairman shall submit to the Comptroller's Office a list of public members eligible for such compensation payments together with a record of the number of meetings each public 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.
Public 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
Employes' Retirement System, Annuity and Pension Board
Equal Rights Commission
Ethics Board
Food License Review Board
Fourth of July Commission
Harbor Commission
Historic Preservation Commission
Holiday Commission
Homestead Board
Library Board
Milwaukee Commission on Domestic Violence and Sexual
Assault
Neighborhood Advisory Councils on Crime Prevention
Policemen's Annuity and Benefit Fund, Retirement
Board of
Public Debt Commission
Safety Commission
Transportation Commission
Board of Assessment: Public members of the Board of Assessment shall be compensated at the rate of $50 per meeting, for a maximum of 20 meetings per calendar year.
Administrative Review Appeals Board: Regular and alternate public members of the Administrative Review Appeals Board shall be compensated at the rate of $50 per meeting for up to 10 meetings per year.
For purposes of these sections, a public member is an individual who is not a City employee being compensated under the provisions of s. 350-219 of the Milwaukee Code of Ordinances, or under any other provisions of this ordinance, or any other ordinance for attendance at the meeting in question.
To simplify the payment of compensation for public members of the Board of Assessment and regular and alternate members of the Administrative Review Appeals Board, 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 public members eligible for payment together with a record of the number of meetings each public 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 Community Housing Operations 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 remained a member of the Milwaukee Police Department. In addition, an employee occupying the position of Police Liaison Officer shall receive $75.00 biweekly as compensation in lieu of overtime pay and all other allowances or pay received by a member of the Milwaukee Police Department; provided that such $75.00 biweekly amount shall not have any sum deducted for pension benefits nor shall it be included in the determination of pension benefits or other fringe benefits.
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 employe 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 age, race, color, religion, sex, marital status, sexual preference, handicap, national origin, creed, political affiliation or ancestry 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 or Vice 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 Based Upon Job Performance:
(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 this administration, recognizing that commitments of time and effort will be required to make the plan successful. The Department of Employee Relations is authorized to develop procedures and guidelines necessary to carry out the intent of this section.
(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) The department of employee relations shall establish
anniversary dates for each management pay plan employee for 1995 based upon each manager's appointment date to his or her current management title and salary grade.
(6) 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.
(7) 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.
(8) 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 be considered to have a salary anniversary date of the pay period in which they were initially appointed to their current management classification and salary grade. After January 1, 1995, all managers will retain their salary anniversary date when they are promoted or reallocated to a higher salary grade.
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.
(1) Demotions attributable to the Performance or Behavior of the Manager:
(a) Ineffective Job Performance: When a manager is demoted due to ineffective job performance and returns to a lower level position previously held, that manager will receive the rate of the closest step in that lower level position as was paid prior to promotion. This rate shall include any general across-the-board adjustments granted during the interim. If the current rate is above the maximum of the lower grade, the manager shall be paid at the maximum step. If the demoted manager has not had prior service in the grade into which the demotion is made, that manager shall be placed into the same relative step in the new grade as had been their location in the former grade.
(b) Misconduct: When a management employee is demoted to a lower level position as the result of misconduct, the employee will be paid at a rate equal to the same relative step in the new management salary grade as had been the location in the prior grade.
(2) Demotions attributable to Factors Outside the Control of the Manager:
(a) Reorganizations, Reclassification, and Policy Level Reassignments: When a management employee's position is reclassified or reallocated due to a reorganization or related action, the employee will continue to be paid the closest rate in the new grade as was received prior to the reorganization, provided the rate falls within the management salary grade for the new position. If the employee's rate is higher than the maximum of the new grade, the employee's rate shall be placed at the maximum.
(b) Demotions Resulting From Reductions in the Work Force: When a management employee is assigned a different lower-level position due to a reduction in work force (or the anticipation of such a reduction), the employee will be paid the closest rate in the new grade as was received prior to this action. If the employee's pay rate is higher than the maximum of the new salary grade, the employee will receive the maximum rate of the new grade.
(c) Demotions related to Career Changes: When a manager accepts a demotion to a position in a lower management pay plan salary grade previously held for the purpose of career enhancement, or any other reason not related to layoff or less than satisfactory job performance as covered in (a) and (b), respectively, that manager will receive the same step in the lower level grade as was paid prior to promotion. This rate shall include any general across-the-board adjustments granted during the interim, as well as any merit adjustments granted to the manager while serving in the higher level position. If that combination of adjustments would place the manager above the maximum of the grade, the manager shall be paid at the maximum. If the demoted manager has not had prior service in the grade into which the demotion is made, that manager shall be placed in the same relative step in the new grade as had been his or her location in the former grade.
(3) Managers, who are demoted for any of the reasons stated above, will retain their last salary anniversary date for pay progression purposes.
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 isconsidered 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 1998 shall be paid in accordance with rates established in the 1997 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 December 28, 1997 (Pay Period 1, 1998), et al, and shall be interpreted consistent with the applicable rulings thereunder.