2003-023OFFICIAL RECORD
RESOLUTION NO. 03-023
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SOUTHLAKE, TEXAS, AMENDING THE PERSONNEL POLICIES TO
ADOPT THE INTERIM STATUS PAY POLICY.
WHEREAS, the City of Southlake (the "City") recognizes that from time employees may
be asked to temporarily fulfill the duties and responsibilities of a significantly higher position;
and
WHEREAS, the City also recognizes that an interim assignment may last for a
significant duration of time and that an employee should be fairly compensated for these
significant additional duties; and
WHEREAS, Section 141.033 of the Texas Local Government Code requires that fire and
police personnel, when performing the duties of a higher classification, be compensated at that
pay level; and
WHEREAS, a standard policy is necessary to provide fair and equitable assignment and
compensation for all employees while in an interim status; now
THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF
SOUTHLAKE,THAT:
Section 1: The City of Southlake hereby amends the Personnel Policies to include the Interim
Status Pay policy.
Section 2: This resolution shall become effective after its passage and adoption by the City
Council.
PASSED AND APPROVED THIS THE )5-Fh_ DAY OF —W
ATTEST:
Ate. 6(4t&0
Lori Farwell, City Secretary
Rick Stacy, Mayor
tom:
D
2003.
Citv of Southlake
Personnel Policies
Section: Wage and Salary Administration
Effective Date:
Approved Bv:
Interim Status Pay
April 15, 2003
Resolution No. 03-023
1.0 Purpose and Scope
TOpic: Interim Status Pay
Revision Date:
The City recognizes that certain positions of significant responsibility and duties, may
from time to time become vacated for a variety of reasons, and that another employee
may be asked to fulfill the duties of an employee serving in a higher level position for an
interim period. It is also recognized that these duties are of such a nature and level of
responsibility, and may last for an unknown period of time, that additional compensation
is warranted for an employee asked to fulfill these interim duties. This policy is to
provide a systematic and organized approach for the administration of interim
assignments to a position of higher responsibility. This policy applies to all employees,
including fire services personnel and sworn police officers.
2.0 Definitions
2.1 Executive Management Team — the City Manager, Assistant City Manager, and
the department directors.
2.2 Deputy Director — the Assistant Finance Director, the Chief of Administrative
Services, the Fire Chief, the Police Chief, the Deputy Director of Community
Services, the Deputy Director of Public Works/City Engineer, and the Public
Works Operations Manager.
2.3 Interim Assignment — An assignment of at least thirty (30) consecutive calendar
days to a position of higher responsibility and duties.
Interim Status Pay
Effective:
Page 2 of 3
3.0 Policy
The City Manager may temporarily assign an employee to serve in a position on the
Executive Management Team. A department director may recommend, subject to City
Manager approval, an employee to serve in a deputy director position for an interim
assignment.
3.1 An interim assignment, except as provided below, shall not become effective
without the City Manager's written approval, and will stipulate the effective date
and estimated duration of the interim assignment.
3.1.1 The Department Director shall approve, in writing, all interim status
assignments for personnel below the level of deputy director, taking into
consideration the need to fill the position on an interim basis.
3.1.2 Fire and Police personnel: Except for executive management and deputy
director positions, the Director of Public Safety or his designee, will
approve interim assignments, in writing, for fire and police personnel who
perform the duties of a higher classification.
3.1.3 In the event an interim assignment extends beyond twelve (12) months,
the City Manager or Department Director, as appropriate, shall re-evaluate
the interim status assignment and determine if it shall be renewed. If
renewed, the employee is eligible for additional compensation as per
paragraph 3.2.
3.2 An employee serving in an interim assignment status will be compensated with a
temporary increase in salary of 3-5 % over the employee's current salary (placing
the employee on the step closest to this range in the higher grade, but not
exceeding 5%), or the minimum pay rate for the position in which the employee is
serving, whichever is greater.
3.2.1 Interim Status Pay will be paid commencing upon the first day following
completion of the required minimum time period, but will be effective as
of the first day of the interim assignment.
3.3 An employee acting in an interim assignment status must be qualified to perform
and must actually perform the full range of duties of the higher-level position
during the interim assignment. The duties performed of the higher level position
must be above and beyond the duties described in the employee's current job
classification.
3.4 Upon completion of the interim assignment, the employee will return to the
employee's regular job assignment and duties. The employee's compensation
will return to that employee's regular rate of pay prior to the temporary
Interim Status Pay
Effective:
Page 3 of 3
assignment.
3.4.1 If an employee's step date occurs during an interim assignment and the
employee is eligible to move to the next step, the employee shall advance
to the next step upon completion of the interim assignment.
3.5 An interim assignment does not constitute a promotion and shall in no way be
construed as a permanent assignment.