1779 ORDINANCE NO. 1779
AN ORDINANCE OF THE CITY OF SANFORD, FLORIDA,
RESCINDING ORDINANCE NO. 1716, AND ADOPTING A
SALARY CLASSIFICATION PLAN EFFECTIVE OCTOBER
1, 1985; PROVIDING FOR SEVERABILITY, CON-
FLICTS AND EFFECTIVE DATE.
WHEREAS, Ordinance No. 1716, passed and adopted
September 24, 1984, adopted and amended salary classification of
positions of employees of the City of Sanford; and
WHEREAS, the City Commission of the City of Sanford,
Florida deems it necessary to adjust the wages of its employees.
NOW, THEREFORE, BE IT ENACTED BY THE PEOPLE OF THE CITY
OF SANFORD, FLORIDA:
SECTION 1: That Ordinance No. 1716 of the City of
Sanford, Florida, be and the same is hereby rescinded.
SECTION 2: That that certain Salary Classification
Plan, dated October 1, 1985, attached hereto and made a part of
this Ordinance as fully and completely as though the same were
set forth in this section, be and the same is hereby adopted.
SECTION 3: If any section or portion of a section of
this ordinance proves to be invalid, unlawful or unconstitu-
tional, it shall not be held to impair the validity, force or
effect of any other section or part of this ordinance.
SECTION 4: That all ordinances or parts of ordinances
in conflict herewith be and the same are hereby revoked.
SECTION 5: That this ordinance shall become effective
immediately upon its passage and adoption, and the adjustment of
the wages of the employees of the City of Sanford, Florida, shall
be effective on October 1, 1985.
PASSED AND ADOPTED this 23rd day of September, A.D.
1985.
ATTEST:
CERTIFICATE
I, H. N. Tamm, Jr., City Clerk of the City of San-
ford, Florida, do hereby certify that a true and correct
copy of the foregoing Ordinance No. 1779, PASSED and ADOPTED
by the City Commission of the City of Sanford, Florida, on
the 23rd day of September, 1985, was POSTED at the front door
of the City Hall in the City of Sanford, Florida, on the
2nd day of October, 1985.
City of Sanford, F~
1985 - 86
SAI3LRY CLASSIFICATION
PLAN
EFFECTIVE OCTOBER 1, 1985
Adopted with the 4% cost-of living adjustment throughout
the schedule.
CITY OF SANFORD
PAY SCHEDULE 10/1/85
· ' ~" 1985-86 ~'~ Page 1 of 3
SECTION I-INSTAlLATION OF ~HE PAY SCHEDULE
RGLE 1. E~'~'~TIVE DATE OF THE PA~ SCHE~]LE
The Pay Schedule shall be effective October 1, 1985.
RULE 2. ~IATE SALARY ADJUSTMENTS
A. ~nployees now below the minimum grade shall be increased to
B. E~01oyees who are now between appropriate grades shall be increased
to the next higher grade.
RULE 3. USE OF THE PAY SCHEDULE FDR THE MINIMUM, MAXIMUM, AND I~IATE
GRADES OF EACH SALARY RANGE.
These rules shall be interpreted so as to place each employee in the
service of the Cj.ty of Sanford in an ~ppropriate grade of the salary
range for the ~grade to which b/s/her position has been allocated;
provided hc~.~ver, that an ~plcryee ~.~qose salary on the above effective
date of the adoption of the Pay Schedule is above the appropriate
salary of his/her grade shall renain at their present salary so long
as they renain in their present grade.
RULE 4. APPLICATION OF THE PAY SCHEDULE
The City Manager is hereby authorized and directed to put the Pay
Schedule into effect.
SECTION II- ADMINISTRATION OF THE PAY SCHEDULE
RULE 5. A~IVERSARY DATE OF ~MPLOTMJENT IN A GRADE
The date that an ~ployee is assigned to the grade shall be the
anniversary date in the grade and shall govern salary advances while
the e~loyee remains in that grade.
RULE 6. NE~ APPO~S
New appointments shall normally he made at the minimira step of the
~A&uropriate pay ~rade or salary range. However, appointments under
special conditions and on the rec~,,endation of the City Manager, may
be made above the minimun step and in a B grade when such action is
determined to he in the best interest of the City of Sanford because
of training or experience.
RULE 7. PERIODIC ADVANCES
A. Increases within each appropriate salary range shall normally be made
from the minim~n (A) step: The (A) or lg~est pay step shall be the
probationary or hiring rate. After six months, an employee is eligible
for advancement to the nest pay step. Should an employee not be
considered qualified and advance to the second or (B) step after six
months with the City of Sanford, they shall not he retained in the
City employment beyond a thirty day period after the six month
anniversary date of their employment. Exceptional cases may be
considered as eligible for advancement after three monthe service.
PAY SCHEDULE Page 2 of 3
· ~..~ 1985-86
3. The (3) or second step is considered the in-service training
class. An employee shall_remain in this step for a p~riod of one
year. Exceptional cases may be considered eligible for advancement
to the third step only after completing six months in the (B) step·
C. The (C) or third step is not an automatic advancement from the (B)
step. The (C) step pay rate is considered the normal pay rate for
a satisfactory employee. An employee not making the progress he/she
should, shall not be advanced to the (C) or third step.
D. The (D) or fourth step is reserved for recognition of above satisfactory
performance as evidenced by positive evaluation of ability, attitude,
initiative and longevity. Advancement to the fourth or (D) step shall
only be made after t~elve months continuous service period with the
City of Sanford in the (C) step.
M. The (E) or fifth step is reserved for evidence of continued above
satisfactory service with the City of Sanford. An employee is only
eligible for this step after twelve months of continuous service with
the City of Sanford in the (D) or fourth step. The advancement to
the fifth step of the salary range is not automatic and must be evid-
enced by positive evaluation of ability, attitude, initiative and
longevity.
F. The (F) or sixth step is reserved [br ~he employees who have mastered
their position and shown continued above satisfactory service with
the City of Sanford. An employee must have twelve months of continuous
service in the (E) or fifth step to be considered for advancement to
the (F) step.
Factors for evaluating an employee for the fourth, fifth, and sixth,
pay steps must be uniformly understood by the department heads.
ABILITY: The measure of the demonstrated proficiency of an employee. The know-
ledge and skill of the Job. It includes the output and accuracy of
the employee. Ability alone does not justify an advancement in the
pay schedule.
~TTITUDE: Lncludes such factors as alertness, regularity, drive, habits, interest,
co-operativeness and the ability to get along with ~ther people.
INITIATIVE: The measure of an employee's ability to go ahead ~rlth a program or
work~rlthout close supervision, and to do the extra work not necessari~
required.
LONGEVITY: Is'a measure of the loyalty of an employee to the City of Sanford and
recognizes that years of service provide for continuity.
..RULE 8 . AD~ANC~qT PROCEDURE
A~vancement within the pay schedule shall only be authorized within the
appropriations provided by the City*CommlSsion,'all changes of the
pay steps shall be initiated by the employee's supervisor and made bv
a vrttten request of the respective department head and must be approve,
by the City Manager before becoming final for steps A through C. All
advancements for D through F shall require final approval of the Cit~*
C~mm~ssion on the Clty Manager's recommendation. There shall be no
deviation from the time specified in grade of each respective step.
~itI~DULE 10/1/85
1985-86 Page 3 of 3
RULE 9. TEMPORARY, PART-TI}[E AND OTRER CATEGORIES
A. Part-time employees shall normally be paid at a rate proportional
to their hours of york, consistent with the pay schedule.
B. Under special conditions in the interest of the City of Sanford,
temporary, part-time and other categories of employees way be paid
at a special rate to be determined by the City Com~ssion.
~ULE 10. INTERPRETATION OF THE PAY SCheDULE
The City Manager is authorized to make necessary administrative inter-
pretations concerninE the pay schedule including personnel actions
involving re-employment, leave of absence, suspension and demotion.
RULE 11. COPIES AVAILABLE
Copies of the approved pay schedule shall be available for review by
all cu~loyees.
POSITION CLASSIFICATION
,'~ TABLE OF CONTENTS ~'~ 10/1/85
PAGE 1 OF 3
POSITION PAY SCHEDULE PAY GRADE
ACCOUNTCLERKI II 6
AC~ CSE II II 10
ADMINISTRATIVE AIDE II 10
AEMINI~A'MATIVE SERVICES DIRECTOR I 4
ASSISTANT FINANCE DIRECIDR II 13
ASSISTANT CITY MANAGER I 2
AUTOMDTIVE MECHANIC III 11
BUTT.DING INSPECTOR II 11
BUILDING/ARBOR INSPECTOR II 11
BUILDING &ZONING OFFICIAL II 14
CITY CI.RRK
CITY PLAMqER II 16
CLERK TYPIST II 3
CCMI~r~ :OPERATOR II 4
C~JSTODIAL LEAD WORKER III 6
CUSTODIAL WORKER III 1
CUSTOMER S~FICE ]qEP~ATIVE II 3
CUSTOMER SERVICE SUPERVISOR II 11
IRTA PNDCESSING OPERATOR/P~ II 11
DATA PRDCESSOR II 4
t~qGIN~:~:wJ_NG DRAFA'~R II 7
I~GIN~:~:~ING & PLAM~ING DIRECTOR I 4
]~qGIN~2RING TEG~ICIAN II 13
EQUIPM~qT OPERATOR I III 4
EQUIPMENT OPERATOR II III 7
EXECUTIVE SECRETARY II 11
FIk~t.n SUPERVISOR III 15
FINANCE DIRECTOR I 4
10 / 1 / 85
POSITION CLASSIFICATION PAGE 2 OF 3
1985 - 86
POSITION PAY SCHEDULE PAY GRADE
FOREMAN III 14
GARDENER III 15
GARDENER'S HELPER
HEAVY EQUIPMENT OPERATOR III 10
HOUSING &ZONING INSPECTOR II 11
INTERNAL AUDIT/BUDGET ANALYST II 13
JUNIOR GARDENER
LFAD MECHANIC III 18
LICENSING OFFICIAL II 9
MAINI'km~NCE SUPERINTENDENT III 19
MA/NI'P/qANCE WORKER I III 1
MAINTENANCE WORKER II III 4
MASTER GARDENER III 17
MECHANIC }4R. LPER III 3
PARKS SUPERINT~/~DENT III 17
PERSONNEL OFFICER II 12
PUBLIC UTILITIES DIRECTOR I 4
PUBLIC WORKS DIRECTOR I 3
RECREATION &PARKS DIRECTOR I 2
RECREATION SUPERINTENDP]NT III 17
RECREATION SUPERVISOR III 14
REFUSE COLLECTOR III
REFUSE PACKER LOADER/DRIVER III 7
REFt3SE SUPERINI'k~TDENT III 19
SECRETARY I II 5
SECRETARY II II 6
SECRETARY III II 8
POSITION CLASSIFICATION 10/1/85
1985 - 86 ~.~
PAGE 3 OF 3
POSITION PAY SCHEDULE PAY GRADE
STRE~U' SUPERINTENDENT III 20
STOREKEEPER III 7
SEWER SUPERINTENDENT III 20
TRADESWORER III 9
UTILITY pLANT OpERATOR III 12
UTILITY pLANT OPERATORTRAINEE III 8
UTILITY PLANT SUPERINTENDENT III 20
UTILITY pLANT SUPERVISOR III 18
WATER Mh'~R READER III 3
WATER SUPERINTENDENT III 20
/'~ POSTION CLASSIFICATION ?'~ 10/1/85
1985 - 86
PUBLIC SA~EI~ DEPARTMENTS
(PLUS 5% ADDITIONAL CARRIED IN PENSION ACCOUNT)
POLICE DEPARTMENT
POSITION PAY SCHEDULE PAY GRADE
POLICE CHIEF I 4
POLICE ADMINISTRATIVE OFFICER V 3
POLICE PLAMqING & TRAINING OFFICER
POLICE CAPTAIN ~ ' I 1
POLICE LIElrA'BNANT V 3
POLICE SERGEANT V 2
POLICE OFFICER V 1
PARKING ENFORCI}SNT SPECIALIST TECHNICIAN I~I 5
POLICE COMvIUNICATION OPERATOR I~I 6
FIRE DEPARTMENT
FIRE CHIEF I 4
ASSISTANT FIRE CHIEF I 1
FIBS LIE~,'~/I~NT IV 3
SENIOR FIREFIGHTER IV 2
FIREFIGhTeR IV 1