28 Section 5. Plan Maintenance
Increases to the Range tables and applied to the Salary Schedule are adopted and approved by the City Council via Resolution to amend the Fringe Benefit and Salary Plan.
Such recommended increases are negotiated between the City and the Cudahy Miscellaneous Employees’ Association. The City Council may further take appropriate action to extend such increases to unrepresented Management/Confidential Employees, Appointed Officials including the City Clerk, City Treasurer, and City Manager, and positions appointed by the City Manager.
In addition to negotiated increases, the City may take steps to maintain the Salary Plan by conducting regularly scheduled salary reviews and/or intermittent salary reviews as determined by changes in the labor market, and the need to compete for talent and/or retain current employees.
Section 6. Eligibility for Salary Advancement
a) Management/Confidential Employees (Non-represented)
Management/Confidential employees may receive the same considerations for salary advancement as provided to Miscellaneous Employees, at the City Manager’s discretion. b) Miscellaneous Employees (Cudahy Miscellaneous Employees’ Association)15 Salary step increases shall be considered on a merit basis only, and at prescribed times as defined in the Personnel Rules and the Cudahy Municipal Employees’ Association MOU.
Any employee receiving a promotion shall receive a salary increase consistent with the Personnel Rules and the Cudahy Municipal Employees’ Association MOU. 15 CMEA MOU, pp. 5-6.
29 Section 7. Merit Ranges
a) Appointed Officials and Management/Confidential Employees (Non-represented) Appointed City Officials including the City Clerk, City Treasurer and City Manager, as well as nonrepresented Management/Confidential employees who serve in an at-will capacity and are exempt from the classified service, may, subject to the terms and conditions set forth below, be eligible to have his/her salary increased to a maximum of fifteen percent beyond the regularly assigned top step of his/her salary range or salary set forth in an existing contract. The City Manager shall have administrative authority to assign, create and maintain the merit range (pay band) to implement the provisions of this Section.
Such increase shall be subject to documentation of the eligible employee’s outstanding performance, based on performance and achievement of previously defined goals. The City Manager shall solely determine placement within the merit range based on the employee’s performance. Notwithstanding the foregoing, with regard to increases for the City Manager and other Officials appointed by the City Council, the City Council shall determine placement within the merit range based on the employee’s performance, subject to the Appointed Official’s employment agreement, if any.
The continuation of increases pursuant to the provisions of this Section shall not be automatic, and failure to sustain “outstanding performance” shall cause the employee’s pay to revert to the regularly assigned step for his/her classification. An employee who fails to sustain “outstanding performance” shall have their compensation reduced to the “regular range”, in accordance with this section, and at the City Manager’s discretion for Management/Confidential classes, and the City Council’s discretion for Appointed Officials. Salary for Appointed Officials/ Management/Confidential employees who have an employment agreement with the City shall not be modified prior to an amendment to his/her employment agreement, unless the agreement permits the increase or decrease to be handled administratively.
The regular salary range shall constitute the regularly defined Steps in the Salary Range (A-J). The “merit range” shall constitute a “pay band” with a minimum rate set one dollar above the maximum of the “regular salary range” and the maximum set at an amount not to exceed fifteen percent beyond the regularly assigned top step of the salary range. The “pay band” shall be added to the Salary Schedule for the assigned non-represented Management/Confidential classifications and Appointed Officials when the increase is recommended by the City Manager or City Council.
In no case shall an employee receive additional merit compensation above the designated “merit range” as defined herein.
Eligibility for additional compensation granted to all employees as part of changes authorized by the City Council shall not be adversely affected by the employee’s status in steps granted beyond the regularly assigned step pursuant to the provisions of this Section. Salaries granted pursuant to this provision shall be reported to PERS as compensation earned.
30 Notwithstanding the above, provisions of an employment agreement shall supersede and control over any description of salary that may be contained in this Fringe Benefits and Salary Plan b) Miscellaneous Employees(Cudahy Miscellaneous Employees’ Association) As provided in the Cudahy Miscellaneous Employees’ Association MOU, employees may be eligible for merit longevity compensation as continuing incentive to career employees upon achieving the “J” step and completing ten continuous years of service. Employees may be eligible for a 5% stipend above their base pay rate , and after twenty (20) years, the stipend shall increase to a total of 7.5% above the base pay rate. Such payment shall be granted with the approval of the city Manager to employees who continue to “Exceed Standards” as evidenced by the performance rating of such employee, which is defined as a comprehensive rating at or above the middle column of the current reporting form, or the equivalent rating on any revised reporting form. Merit Longevity may be removed by the City Manager when the employee’s performance does not merit such additional compensation. The provisions of this section shall be administered in accordance with the specific language in the Cudahy Miscellaneous Employees’ Association MOU.
Section 8. Compaction Rule
The top step of the salary range of any Management/Confidential classification shall be a minimum of two steps (approximately ten percent) above the top step of the closest subordinate classification, with the exception of those Management/Confidential classifications supervising specialized classifications which are highly compensated due to labor market conditions. In the case of highly compensated positions due to labor market conditions, employees may directly supervise a subordinate classification where the maximum salary range exceeds the supervisory class without the two step minimum (approximately ten percent). Subordinate classification shall be defined as any position classification in which there are employees who are supervised by the Management/Confidential employee.
Section 9. Salaries Above Market Rate – Use of "Y" Rating Method The City Manager has the authority to implement a “Y” rating for employees whose range is found to exceed the market rate based on a salary survey. The employee in this case shall receive no increase in salary unless the maximum salary established by this Plan for their classifications exceeds the amount of their "Y" rate.
Section 10. Trainee Positions
The City Manager has the authority to establish a Trainee class for any class in the system. The salary range for Trainee classes shall be established with a salary range starting fifteen percent (15%) below the first step of the regular position and ending five percent (5%) below the first
31 step of the regular position. Employees who successfully complete the training program and meet the criteria for the higher level class, may be reclassified to the higher level class upon approval by the City Manager.
Section 11. Salary Differentials/Stipends
Exceptions shall be made to Sections 2 and 3 of this Plan as follows:
a. (5%) Salary Differential
After investigation and approval by the City Manager, a 5% Salary Differential shall be assigned to persons found to possess as a regular assignment such additional duties and responsibilities or whose positions entail certain hazards as to warrant additional compensation, which additional salary shall be limited to the following:
No current provisions
b. (10%) Salary Differential
After investigation and approval by the City Manager, a 10% Salary Differential shall be assigned to persons found to possess as a regular assignment such additional duties and responsibilities or whose positions entail certain hazards as to warrant additional compensation, which additional salary shall be limited to the following:
No current provisions
c. Bi-lingual Pay
1. Appointed Officials (Non-represented)
The City Clerk, City Treasurer and City Manager shall be entitled to the same compensation as provided to Management/Confidential employees, which shall be provided as a stipend rather than incorporated into base pay, when the positions have been designated as bi-lingual positions.
Notwithstanding the above, provisions of an employment agreement shall supersede and control over any description of benefits/salary that may be contained in this Fringe Benefits and Salary Plan.
2. Management/Confidential Employees (Non-represented)
Management/Confidential employees shall be entitled to the same compensation as provided to Miscellaneous employees, which shall be provided as a stipend rather than incorporated into base pay, when the positions have been designated as bi-lingual positions.
32 3. Miscellaneous Employees(Cudahy Miscellaneous Employees’ Association)16 Approved and certified employees shall be compensated with a bilingual pay stipend in the amount of $75.00 per month for oral translation duties, and $125.00 per month for oral and written translations.
The provisions of this section shall be administered in accordance with the specific language in the Cudahy Miscellaneous Employees’ Association MOU. d. Temporary Upgrade – Acting Capacity
1. Miscellaneous Employees(Cudahy Miscellaneous Employees' Association)17 An employee who has been designated by the City to serve in an acting capacity for thirty (30) consecutive work days or more shall receive Step A of the pay range for the classification in which the employee is performing active duties, or a stipend of 5% above the base pay, whichever is greater. Service in an acting capacity shall not be used as a basis for, or in support of, a request for reclassification. The City Manager or designee may determine that a position filled pursuant to an acting assignment shall be filled based on a competitive process to afford an equal opportunity for internal/external candidates. e. Temporary Upgrade – Work Out of Class
1. Miscellaneous Employees(Cudahy Miscellaneous Employees' Association)18 The City may temporarily assign employees to work out of classification. The selection of employees for an out-of-classification assignment shall be at the discretion of the City Manager or designee. A temporary out-of-class stipend of 5% above the employee’s base pay shall be authorized with advance approval by the Department Head, upon consultation and approval from the City Manager or designee when an employee is designated and scheduled to work in an out- of- class assignment. Paid holidays shall be considered as days actually worked. Other forms of authorized leave such as sick leave, emergency leave and vacation shall not be considered as days actually worked. 16 See CMEA MOU, p. 16. 17 See CMEA MOU, pp. 7. 18 See CMEA MOU, p. 7.
33 Section 12. Overtime
The City’s pay policy is intended to comply with the salary pay requirements of current State and Federal laws, and shall be construed in accordance with these laws and regulations. Further, the City shall administer the pay practices related to overtime consistent with the City’s personnel rules and the Cudahy Miscellaneous Employees’ Association MOU.
Non-exempt employees shall be paid for hours worked in accordance with all legal requirements. Overtime is calculated at one and one-half (1 ½) times the employee’s regular base rate of pay for all time worked over 40 hours in one workweek. Hours paid that are not actually worked, such as holidays, sick days, and vacation hours do not count as hours worked when calculating weekly overtime. a. Miscellaneous Employees – (Cudahy Miscellaneous Employee’s Association)19
1. For all workweeks in which there is no designated holiday that falls during the workweek or a day in which the employee is sent home due to an unexpected City closure, or by management due to lack of work or an act of God, the employee shall be eligible for overtime pay (time and one half the employee’s regular rate of pay as that term is used in the Fair Labor Standards Act) for time worked over 40 hours per workweek. In a workweek where there is a designated holiday that falls during the workweek or a day in which the employee is sent home due to an unexpected City closure, or by management due to lack of work or an act of God and is thus unable to work their regularly scheduled shift, and the employee has not taken any time off or leave during that same week (e.g. vacation, sick or other personal leave), the employee shall be eligible for overtime pay (time and one half) for time worked beyond the employee’s scheduled shift(s) during that workweek.
2. When an employee is not regularly scheduled to work on Saturdays and Sundays the employee shall receive overtime pay (time and one-half) for all time worked on those days.
When an employee works on a designated City holiday, the employee shall receive overtime pay (double time) for all time worked on the holiday.
Exempt employees are not entitled to receive overtime pay even though they may have to work hours beyond their normal schedule, as work demands require.
Section 13. Compensatory Time Off
a. Miscellaneous Employees – (Cudahy Miscellaneous Employee’s Association)20 The City’s pay policy is intended to comply with the salary pay requirements of current State and Federal laws, and shall be construed in accordance with these laws and regulations. Further, the City shall administer the pay practices related to Compensatory Time consistent with the City’s personnel rules and the Cudahy Miscellaneous Employees’ Association MOU. 19 CMEA MOU, pp. 13-14 20 CMEA MOU, p. 14-15.
33 Compensatory time is an alternative method of overtime payment to non-exempt employees. In lieu of paying a non-exempt employee for overtime worked, employees may be granted compensatory time off at the overtime rate of one and one half (1 ½) for each hour of overtime worked. Employees shall have the option of receiving overtime pay for any overtime worked. Use of earned compensatory time off must be approved in advance by the Department Head or designee. The maximum accrual limit is 120 hours.
Section 14. Executive Leave
Management/Confidential employees shall be entitled to take three (3) days (30 hours) of executive leave per fiscal year. The three (3) days (30 hours) may not be carried over to the next fiscal year and their use must have the prior permission of the City Manager. This provision shall be administered in accordance with the City’s Personnel Rules and the Cudahy Miscellaneous Employees’ Association MOU.
Section 15. On-Call (Standby) Pay
a. Miscellaneous Employees – (Cudahy Miscellaneous Employee’s Association)21 An employee who has been instructed by their direct supervisor to stand-by is free to use this time for their own benefit. Employees On-Call (Standby) shall receive two (2) hours of compensatory time for an assigned 24 consecutive hour shift, which will not be counted towards over-time calculations.
The City’s pay policy is intended to comply with the salary pay requirements of current State and Federal laws, and shall be construed in accordance with these laws and regulations. Further, the City shall administer the pay practices related to On-Call (Standby) Pay consistent with the City’s personnel rules and the Cudahy Miscellaneous Employees’ Association MOU.
Section 16. Call Back Pay
a. Miscellaneous Employees – (Cudahy Miscellaneous Employee’s Association)22 Call back duty occurs when an employee is called back in to work after their regular shift has ended. An employee called back to duty shall be paid a minimum of two (2) hours of compensatory time at a rate equal to time and one-half (1 ½) the regular hourly pay rate, and for actual hours worked at time and one-half the regular hourly pay rate, if hours worked exceeds two (2).
21 CMEA MOU, p. 15.
22 CMEA MOU, p. 15.
34 34
The City’s pay policy is intended to comply with the salary pay requirements of current State and Federal laws, and shall be construed in accordance with these laws and regulations. Further, the City shall administer the pay practices related to Call Back Pay consistent with the City’s personnel rules and the Cudahy Miscellaneous Employees’ Association MOU.
Section 17. Additional Approved Increasesin Compensation and Changesto the Salary and Classification Plans
a. Miscellaneous Employees – (Cudahy Miscellaneous Employee’s Association)23 All members shall receive:
• A 3% increase to their base rate effective July 1, 2022; • A 2.5% increase to their base rate effective July 1, 2023; and • A 2.5% increase to their base rate effective July 1 2024.
Section 18. The Provisions of This Plan Shall Be Operative on the Date of Its Adoption.
ADDENDUM:
1. HOURLY RANGE TABLES
2. ASSOCIATION RANGE TABLES
3. MANAGEMENT/CONFIDENTIAL RANGE TABLES
4. SALARY SCHEDULES
23 CMEA MOU, p. 5.
HOURLY RANGE TABLES
Compensation Salary Schedule
Effective July 1, 2022
Ranges A B C
H1 $15.45 $16.22 $17.03
H2 $16.22 $17.03 $17.89
H3 $17.04 $17.89 $18.78
H4 $17.88 $18.77 $19.71
H5 $18.78 $19.72 $20.70
H6 $19.71 $20.70 $21.73
H7 $20.70 $21.74 $22.83
H8 $21.74 $22.83 $23.97
H9 $22.82 $23.97 $25.16
H10 $23.97 $25.17 $26.42
Compensation Salary Schedule
Effective January 1, 2023
Ranges A B C
H1 $15.50 $16.28 $17.09
H2 $16.22 $17.03 $17.89
H3 $17.10 $17.96 $18.85
H4 $17.88 $18.77 $19.71
H5 $18.78 $19.72 $20.70
H6 $19.71 $20.70 $21.73
H7 $20.70 $21.74 $22.83
H8 $21.74 $22.83 $23.97
H9 $22.82 $23.97 $25.16
H10 $23.97 $25.17 $26.42
ASSOCIATION RANGE TABLES
Association Compensation Schedule
Effective July 1, 2022
Ranges A B C D E F G H I J
A1 $3,429 $3,515 $3,602 $3,693 $3,785 $3,879 $3,976 $4,076 $4,178 $4,282 A2 $3,594 $3,684 $3,776 $3,870 $3,967 $4,066 $4,168 $4,272 $4,379 $4,488 A3 $3,773 $3,867 $3,964 $4,063 $4,165 $4,269 $4,375 $4,485 $4,597 $4,712 A4 $3,956 $4,055 $4,157 $4,260 $4,367 $4,476 $4,588 $4,703 $4,820 $4,941 A5 $4,150 $4,254 $4,360 $4,469 $4,581 $4,695 $4,813 $4,933 $5,056 $5,183 A6 $4,358 $4,467 $4,579 $4,693 $4,810 $4,931 $5,054 $5,180 $5,310 $5,442 A7 $4,397 $4,507 $4,620 $4,735 $4,854 $4,975 $5,099 $5,227 $5,357 $5,491 A8 $4,573 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 A10 $5,038 $5,164 $5,293 $5,425 $5,561 $5,700 $5,842 $5,988 $6,138 $6,291 A11 $5,289 $5,421 $5,557 $5,696 $5,838 $5,984 $6,134 $6,287 $6,444 $6,605 A12 $5,358 $5,492 $5,629 $5,770 $5,914 $6,062 $6,214 $6,369 $6,528 $6,691 A13 $5,549 $5,687 $5,830 $5,975 $6,125 $6,278 $6,435 $6,596 $6,760 $6,929 A14 $5,824 $5,969 $6,118 $6,271 $6,428 $6,589 $6,754 $6,922 $7,096 $7,273 A15 $6,110 $6,263 $6,419 $6,580 $6,744 $6,913 $7,086 $7,263 $7,444 $7,631 A16 $6,410 $6,570 $6,734 $6,903 $7,075 $7,252 $7,433 $7,619 $7,810 $8,005 A17 $6,726 $6,894 $7,066 $7,243 $7,424 $7,610 $7,800 $7,995 $8,195 $8,400 A18 $7,057 $7,233 $7,414 $7,599 $7,789 $7,984 $8,183 $8,388 $8,598 $8,813 A19 $7,404 $7,589 $7,778 $7,973 $8,172 $8,377 $8,586 $8,801 $9,021 $9,246 A20 $7,771 $7,966 $8,165 $8,369 $8,578 $8,793 $9,012 $9,238 $9,469 $9,705 A21 $8,153 $8,357 $8,566 $8,780 $9,000 $9,225 $9,456 $9,692 $9,934 $10,183 A22 $8,558 $8,772 $8,992 $9,216 $9,447 $9,683 $9,925 $10,173 $10,427 $10,688 A23 $8,981 $9,205 $9,435 $9,671 $9,913 $10,161 $10,415 $10,675 $10,942 $11,216 A24 $9,427 $9,662 $9,904 $10,151 $10,405 $10,665 $10,932 $11,205 $11,485 $11,772
DIRECTOR / MANAGEMENT /
CONFIDENTIAL RANGE TABLES
Confidential Compensation Schedule
Effective July 1, 2022
Range A B C D E F G H I J
C-1 $4,083 $4,185 $4,289 $4,397 $4,506 $4,619 $4,735 $4,853 $4,974 $5,099 C-2 $4,716 $4,834 $4,955 $5,079 $5,206 $5,336 $5,469 $5,606 $5,746 $5,890 C-3 $5,349 $5,483 $5,620 $5,761 $5,905 $6,052 $6,204 $6,359 $6,518 $6,681 Director/ Manager Compensation Schedule
Effective July 1, 2022
Ranges A B C D E F G H I J
M-1 $5,619 $5,759 $5,903 $6,051 $6,202 $6,357 $6,516 $6,679 $6,846 $7,017 M-2 $6,346 $6,505 $6,667 $6,834 $7,005 $7,180 $7,360 $7,544 $7,732 $7,925 M-3 $7,498 $7,685 $7,878 $8,074 $8,276 $8,483 $8,695 $8,913 $9,136 $9,364 M-4 $8,906 $9,129 $9,357 $9,591 $9,831 $10,077 $10,329 $10,587 $10,851 $11,123 M-5 $10,295 $10,552 $10,816 $11,086 $11,363 $11,647 $11,939 $12,237 $12,543 $12,857
SALARY SCHEDULES
TITLE GROUP RATE RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J Account Clerk PT HOURLY H10 $23.97 $25.17 $26.42
Accounting Technician CMEA MONTHLY A12 $5,358 $5,492 $5,629 $5,770 $5,914 $6,062 $6,214 $6,369 $6,528 $6,691 Administrative Analyst CONFIDENTIAL MONTHLY C1 $4,083 $4,185 $4,289 $4,397 $4,506 $4,619 $4,735 $4,853 $4,974 $5,099 Administrative Assistant CMEA MONTHLY A8 $4,573 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 Administrative Clerk PT HOURLY H10 $23.97 $25.17 $26.42 Administrative Intern PT HOURLY H5 $18.78 $19.72 $20.70 Administrative Services Director MGMT MONTHLY M4 $8,906 $9,129 $9,357 $9,591 $9,831 $10,077 $10,329 $10,587 $10,851 $11,123 Assistant City Engineer CMEA MONTHLY A20 $7,771 $7,966 $8,165 $8,369 $8,578 $8,793 $9,012 $9,238 $9,469 $9,705 Assistant City Clerk MGMT MONTHLY M2 $6,346 $6,505 $6,667 $6,834 $7,005 $7,180 $7,360 $7,544 $7,732 $7,925 Assistant Engineer CMEA MONTHLY A14 $5,824 $5,969 $6,118 $6,271 $6,428 $6,589 $6,754 $6,922 $7,096 $7,273 Assistant Recreation Program Coordinator CMEA MONTHLY A5 $4,150 $4,254 $4,360 $4,469 $4,581 $4,695 $4,813 $4,933 $5,056 $5,183 Associate Engineer CMEA MONTHLY A16 $6,410 $6,570 $6,734 $6,903 $7,075 $7,252 $7,433 $7,619 $7,810 $8,005 Building Inspector CMEA MONTHLY A14 $5,824 $5,969 $6,118 $6,271 $6,428 $6,589 $6,754 $6,922 $7,096 $7,273 City Council Member ELECTED MONTHLY FLAT RATE $484
City Clerk APPOINTED MONTHLY M4 $8,906 $9,129 $9,357 $9,591 $9,831 $10,077 $10,329 $10,587 $10,851 $11,123 City Manager APPOINTED MONTHLY FLAT RATE $18,476
City Treasurer APPOINTED MONTHLY FLAT RATE $5,339
Community Development Director MGMT MONTHLY M5 $10,295 $10,552 $10,816 $11,086 $11,363 $11,647 $11,939 $12,237 $12,543 $12,857 Community Preservation Officer CMEA MONTHLY A8 $4,573 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 Community Preservation Technician PT HOURLY H8 $21.74 $22.83 $23.97 Deputy City Clerk CONFIDENTIAL MONTHLY C2 $4,716 $4,834 $4,955 $5,079 $5,206 $5,336 $5,470 $5,606 $5,746 $5,890 Executive Assistant CONFIDENTIAL MONTHLY A10 $5,038 $5,164 $5,293 $5,425 $5,561 $5,700 $5,842 $5,988 $6,138 $6,291 Finance Director MGMT MONTHLY M5 $10,295 $10,552 $10,816 $11,086 $11,364 $11,648 $11,939 $12,237 $12,543 $12,857 Human Resources Manager MGMT MONTHLY M3 $7,498 $7,686 $7,878 $8,075 $8,277 $8,484 $8,696 $8,913 $9,136 $9,364 Human Resources Specialist CONFIDENTIAL MONTHLY C3 $5,350 $5,484 $5,621 $5,761 $5,905 $6,053 $6,204 $6,359 $6,518 $6,681 Junior Deputy City Clerk CONFIDENTIAL MONTHLY C1 $4,083 $4,185 $4,290 $4,397 $4,507 $4,619 $4,735 $4,853 $4,975 $5,099 Maintenance Aide PT HOURLY H2 $16.22 $17.03 $17.89
Maintenance Leader CMEA MONTHLY A6 $4,358 $4,467 $4,579 $4,693 $4,810 $4,931 $5,054 $5,180 $5,310 $5,442 Maintenance Superintendent CMEA MONTHLY A11 $5,289 $5,421 $5,557 $5,696 $5,838 $5,984 $6,134 $6,287 $6,444 $6,605 Maintenance Supervisor CMEA MONTHLY A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 Maintenance Worker CMEA MONTHLY A3 $3,773 $3,867 $3,964 $4,063 $4,165 $4,269 $4,375 $4,485 $4,597 $4,712 Management Analyst CONFIDENTIAL MONTHLY M2 $6,346 $6,504 $6,667 $6,834 $7,005 $7,180 $7,359 $7,543 $7,732 $7,925 Maintenance Worker Janitorial CMEA MONTHLY A3 $3,773 $3,867 $3,964 $4,063 $4,165 $4,269 $4,375 $4,485 $4,597 $4,712 Municipal Enforcement Officer PT HOURLY H6 $19.71 $20.70 $21.73 Office Clerk CMEA MONTHLY A6 $4,358 $4,467 $4,579 $4,693 $4,810 $4,931 $5,054 $5,180 $5,310 $5,442 Parking Enforcement Officer CONFIDENTIAL MONTHLY A7 $4,397 $4,507 $4,620 $4,735 $4,854 $4,975 $5,099 $5,227 $5,357 $5,491 Planning Assistant CMEA MONTHLY A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 Planning Associate CMEA MONTHLY A10 $5,038 $5,164 $5,293 $5,425 $5,561 $5,700 $5,842 $5,988 $6,138 $6,291 Planning Technician PT HOURLY H7 $20.70 $21.74 $22.83
Public Safety and Services Manager MGMT MONTLY M3 $7,315 $7,498 $7,685 $7,878 $8,074 $8,276 $8,483 $8,695 $8,913 $9,136 Public Works Director/Engineer MGMT MONTHLY M5 $10,295 $10,552 $10,816 $11,086 $11,364 $11,648 $11,939 $12,237 $12,543 $12,857 Purchasing and Grants Coordinator CMEA MONTHLY A12 $5,358 $5,492 $5,629 $5,770 $5,914 $6,062 $6,214 $6,369 $6,528 $6,691 Recreation Aide PT HOURLY H1 $15.45 $16.22 $17.03
Recreation Leader PT HOURLY H3 $17.04 $17.89 $18.78
Recreation Program Coordinator CMEA MONTHLY A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 Parks and Recreation Program Manager CMEA MONTHLY A11 $5,289 $5,421 $5,557 $5,696 $5,838 $5,984 $6,134 $6,287 $6,444 $6,605 Senior Accountant CMEA MONTHLY A17 $6,726 $6,894 $7,066 $7,243 $7,424 $7,610 $7,800 $7,995 $8,195 $8,400 Senior Building Inspector CMEA MONTHLY A15 $6,110 $6,263 $6,419 $6,580 $6,744 $6,913 $7,086 $7,263 $7,444 $7,631 Senior Community Preservation Officer CMEA MONTHLY A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 Senior Parking Enforcement Officer CONFIDENTIAL MONTHLY A16 $6,410 $6,570 $6,734 $6,903 $7,075 $7,252 $7,433 $7,619 $7,810 $8,005 Senior Planner MGMT MONTHLY A17 $6,726 $6,894 $7,066 $7,243 $7,424 $7,610 $7,800 $7,995 $8,195 $8,400 Senior Recreation Leader PT HOURLY H4 $17.88 $18.77 $19.71 Supportive Services Coordinator CMEA MONTHLY A13 $5,549 $5,687 $5,830 $5,975 $6,125 $6,278 $6,435 $6,596 $6,760 $6,929
CITY OF CUDAHY
SALARY SCHEDULE EFFECTIVE DATE December 20, 2022
TITLE GROUP RATE RANGE STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I STEP J Account Clerk PT HOURLY H10 $23.97 $25.17 $26.42
Accounting Technician CMEA MONTHLY A12 $5,358 $5,492 $5,629 $5,770 $5,914 $6,062 $6,214 $6,369 $6,528 $6,691 Administrative Analyst CONFIDENTIAL MONTHLY C1 $4,083 $4,185 $4,289 $4,397 $4,506 $4,619 $4,735 $4,853 $4,974 $5,099 Administrative Assistant CMEA MONTHLY A8 $4,573 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 Administrative Clerk PT HOURLY H10 $23.97 $25.17 $26.42 Administrative Intern PT HOURLY H5 $18.78 $19.72 $20.70 Administrative Services Director MGMT MONTHLY M4 $8,906 $9,129 $9,357 $9,591 $9,831 $10,077 $10,329 $10,587 $10,851 $11,123 Assistant City Engineer CMEA MONTHLY A20 $7,771 $7,966 $8,165 $8,369 $8,578 $8,793 $9,012 $9,238 $9,469 $9,705 Assistant City Clerk MGMT MONTHLY M2 $6,346 $6,505 $6,667 $6,834 $7,005 $7,180 $7,360 $7,544 $7,732 $7,925 Assistant Engineer CMEA MONTHLY A14 $5,824 $5,969 $6,118 $6,271 $6,428 $6,589 $6,754 $6,922 $7,096 $7,273 Assistant Recreation Program Coordinator CMEA MONTHLY A5 $4,150 $4,254 $4,360 $4,469 $4,581 $4,695 $4,813 $4,933 $5,056 $5,183 Associate Engineer CMEA MONTHLY A16 $6,410 $6,570 $6,734 $6,903 $7,075 $7,252 $7,433 $7,619 $7,810 $8,005 Building Inspector CMEA MONTHLY A14 $5,824 $5,969 $6,118 $6,271 $6,428 $6,589 $6,754 $6,922 $7,096 $7,273 City Council Member ELECTED MONTHLY FLAT RATE $484
City Clerk APPOINTED MONTHLY M4 $8,906 $9,129 $9,357 $9,591 $9,831 $10,077 $10,329 $10,587 $10,851 $11,123 City Manager APPOINTED MONTHLY FLAT RATE $18,476
City Treasurer APPOINTED MONTHLY FLAT RATE $5,339
Community Development Director MGMT MONTHLY M5 $10,295 $10,552 $10,816 $11,086 $11,363 $11,647 $11,939 $12,237 $12,543 $12,857 Community Preservation Officer CMEA MONTHLY A8 $4,573 $4,688 $4,805 $4,925 $5,048 $5,174 $5,304 $5,436 $5,572 $5,711 Community Preservation Technician PT HOURLY H8 $21.74 $22.83 $23.97 Deputy City Clerk CONFIDENTIAL MONTHLY C2 $4,716 $4,834 $4,955 $5,079 $5,206 $5,336 $5,470 $5,606 $5,746 $5,890 Executive Assistant CONFIDENTIAL MONTHLY A10 $5,038 $5,164 $5,293 $5,425 $5,561 $5,700 $5,842 $5,988 $6,138 $6,291 Finance Director MGMT MONTHLY M5 $10,295 $10,552 $10,816 $11,086 $11,364 $11,648 $11,939 $12,237 $12,543 $12,857 Human Resources Manager MGMT MONTHLY M3 $7,498 $7,686 $7,878 $8,075 $8,277 $8,484 $8,696 $8,913 $9,136 $9,364 Human Resources Specialist CONFIDENTIAL MONTHLY C3 $5,350 $5,484 $5,621 $5,761 $5,905 $6,053 $6,204 $6,359 $6,518 $6,681 Junior Deputy City Clerk CONFIDENTIAL MONTHLY C1 $4,083 $4,185 $4,290 $4,397 $4,507 $4,619 $4,735 $4,853 $4,975 $5,099 Maintenance Aide PT HOURLY H2 $16.22 $17.03 $17.89
Maintenance Leader CMEA MONTHLY A6 $4,358 $4,467 $4,579 $4,693 $4,810 $4,931 $5,054 $5,180 $5,310 $5,442 Maintenance Superintendent CMEA MONTHLY A11 $5,289 $5,421 $5,557 $5,696 $5,838 $5,984 $6,134 $6,287 $6,444 $6,605 Maintenance Supervisor CMEA MONTHLY A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 Maintenance Worker CMEA MONTHLY A3 $3,773 $3,867 $3,964 $4,063 $4,165 $4,269 $4,375 $4,485 $4,597 $4,712 Management Analyst CONFIDENTIAL MONTHLY M2 $6,346 $6,504 $6,667 $6,834 $7,005 $7,180 $7,359 $7,543 $7,732 $7,925 Maintenance Worker Janitorial CMEA MONTHLY A3 $3,773 $3,867 $3,964 $4,063 $4,165 $4,269 $4,375 $4,485 $4,597 $4,712 Municipal Enforcement Officer PT HOURLY H6 $19.71 $20.70 $21.73 Office Clerk CMEA MONTHLY A6 $4,358 $4,467 $4,579 $4,693 $4,810 $4,931 $5,054 $5,180 $5,310 $5,442 Parking Enforcement Officer CONFIDENTIAL MONTHLY A7 $4,397 $4,507 $4,620 $4,735 $4,854 $4,975 $5,099 $5,227 $5,357 $5,491 Planning Assistant CMEA MONTHLY A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 Planning Associate CMEA MONTHLY A10 $5,038 $5,164 $5,293 $5,425 $5,561 $5,700 $5,842 $5,988 $6,138 $6,291 Planning Technician PT HOURLY H7 $20.70 $21.74 $22.83
Public Safety and Services Manager MGMT MONTLY M3 $7,315 $7,498 $7,685 $7,878 $8,074 $8,276 $8,483 $8,695 $8,913 $9,136 Public Works Director/Engineer MGMT MONTHLY M5 $10,295 $10,552 $10,816 $11,086 $11,364 $11,648 $11,939 $12,237 $12,543 $12,857 Purchasing and Grants Coordinator CMEA MONTHLY A12 $5,358 $5,492 $5,629 $5,770 $5,914 $6,062 $6,214 $6,369 $6,528 $6,691 Recreation Aide PT HOURLY H1 $15.50 $16.28 $17.09
Recreation Leader PT HOURLY H3 $17.10 $17.96 $18.85
Recreation Program Coordinator CMEA MONTHLY A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 Parks and Recreation Program Manager CMEA MONTHLY A11 $5,289 $5,421 $5,557 $5,696 $5,838 $5,984 $6,134 $6,287 $6,444 $6,605 Senior Accountant CMEA MONTHLY A17 $6,726 $6,894 $7,066 $7,243 $7,424 $7,610 $7,800 $7,995 $8,195 $8,400 Senior Building Inspector CMEA MONTHLY A15 $6,110 $6,263 $6,419 $6,580 $6,744 $6,913 $7,086 $7,263 $7,444 $7,631 Senior Community Preservation Officer CMEA MONTHLY A9 $4,800 $4,920 $5,043 $5,169 $5,298 $5,431 $5,566 $5,705 $5,848 $5,994 Senior Parking Enforcement Officer CONFIDENTIAL MONTHLY A16 $6,410 $6,570 $6,734 $6,903 $7,075 $7,252 $7,433 $7,619 $7,810 $8,005 Senior Planner MGMT MONTHLY A17 $6,726 $6,894 $7,066 $7,243 $7,424 $7,610 $7,800 $7,995 $8,195 $8,400 Senior Recreation Leader PT HOURLY H4 $17.88 $18.77 $19.71 Supportive Services Coordinator CMEA MONTHLY A13 $5,549 $5,687 $5,830 $5,975 $6,125 $6,278 $6,435 $6,596 $6,760 $6,929
CITY OF CUDAHY
SALARY SCHEDULE EFFECTIVE DATE January 1, 2023