title
A resolution adopting a new pay plan for the general employees of the Metropolitan Government of Nashville and Davidson County, excluding employees of the Board of Health, Board of Education, and the Police and Fire Departments, effective July 1, 2024.
body
WHEREAS, the Metropolitan Civil Service Commission has, pursuant to Section 12.10 of the Metropolitan Charter, assigned each employment classification to a salary grade as of July 1, 2024, with such assignments being equitably related to each other; and
WHEREAS, the Civil Service Commission has adopted the salary ranges for each grade; and
WHEREAS, the Director of Personnel for the Civil Service Commission has recommended, after the Commission’s approval, desirable salary ranges for each grade to the Director of Finance; and
WHEREAS, pursuant to RS2023-2196, a one-year pay plan was approved by the Metropolitan Council to go into effect on July 1, 2023; and
WHEREAS, the pay plan adopted pursuant to RS2023-2196 included increment pay increases that are earned at various time intervals, which the Metropolitan Government proposes to continue; and
WHEREAS, the Metropolitan Government further proposes that employees paid pursuant to open pay ranges be eligible to receive merit pay increases at Appointing Authority discretion; and
WHEREAS, the Civil Service Commission has recommended that the pay scales included in the pay plan adopted pursuant to RS2023-2196 be modified by applying a cost-of-living increase as of July 1, 2024; and
WHEREAS, the Civil Service Commission recommends adjustments to the following grades, for equity and competitive purposes, by increasing salaries for these grade levels: ST05, ST06, PK00, PK01; and
WHEREAS, pursuant to Sec. 12.10 of the Metropolitan Charter, the Civil Service Commission has created the new employment classifications of 311 Call Center Manager, 311 Call Center Supervisor, Community Review Board Executive Director, Family Safety Advocate, Family Safety Advocate Senior, Industrial Control Systems Specialist, Logistics Supervisor, Office of Family Safety Assistant Director, Office of Family Safety Director, Risk and Compliance Manager, Service and Security Officer 1, Service and Security Officer 2, Waste Services Assistant Director, Waste Services Director, Youth Case Manager 1, Youth Case Manager 2, Youth Case Manager 3, and Zoning Examiner 2, necessitating the need to amend the pay plan adopted pursuant to RS2023-2196 by adding these classifications; and
WHEREAS, pursuant to Section 12.10 of the Metropolitan Charter, having been advised of its full budgetary implications, the Mayor has modified and approved the plan attached as Exhibit A, such modifications not affecting the relationships between the grades approved by the Civil Service Commission, and recommends its adoption, as modified, by the Metropolitan Council.
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE METROPOLITAN GOVERNMENT OF NASHVILLE AND DAVIDSON COUNTY:
Section 1: The pay plan adopted pursuant to RS2023-2196 and which went into effect on July 1, 2023, for the general employees of the Metropolitan Government, excluding employees of the Board of Health, Board of Education, and the Police and Fire Departments, from and after July 1, 2024, shall be as provided in Exhibit A. Exhibit A reflects a cost-of-living increase in the amount of 3.5% and the continuation of step increment adjustments. Exhibit A is incorporated into this Resolution as if fully set out herein.
Section 2: The pay plan adopted pursuant to RS2023-2196 and which went into effect on July 1, 2023, for the general employees of the Metropolitan Government, excluding employees of the Board of Health, Board of Education, and the Police and Fire Departments, from and after July 1, 2024, shall include the classifications of:
Classification Class Number Grade
311 Call Center Manager 11325 OR05
311 Call Center Supervisor 11326 OR03
Community Review Board Exec Dir 11306 DP01
Family Safety Advocate 11322 OR02
Family Safety Advocate Senior 11323 OR04
Industrial Control Systems Specialist 11333 TS14
Logistics Supervisor 11334 TS05
Office of Family Safety Asst Director 11324 OR11
Office of Family Safety Director 10802 DP02
Risk and Compliance Manager 11335 OR12
Service and Security Officer 1 11336 ST08
Service and Security Officer 2 11337 ST09
Waste Services Asst Director 11341 OR13
Waste Services Director 11342 DP02
Youth Case Manager 1 11338 OR01
Youth Case Manager 2 11339 OR03
Youth Case Manager 3 11340 OR05
Zoning Examiner 2 11343 OR06
Section 3: The pay plan adopted pursuant to RS2023-2196 and which went into effect on July 1, 2023, for the general employees of the Metropolitan Government, excluding employees of the Board of Health, Board of Education, and the Police and Fire Departments, from and after July 1, 2024, shall exclude the classifications of:
Classification Class Number Grade
Comm Oversight Board Asst Exec Dir 11028 OR09
Comm Oversight Board Exec Dir 11027 DP01
Comm Oversight Board Legal Advisor 11029 OR10
Section 4: Additional funding shall be provided to each department in the amount of 3% of that department’s total annual open range salary budget so that employees in Open Range pay classifications will have the opportunity to receive merit-based salary increases, at the discretion of the Appointing Authority, as reflected in Exhibit A. Eligibility for Open Range salary increases for FY25 will become effective as of July 1, 2024.
Section 5: Upon the adoption of the pay plan attached as Exhibit A and upon it becoming effective, the pay plan adopted pursuant to RS2023-2196 is hereby repealed.
Section 6: This Resolution shall take effect on July 1, 2024, the welfare of The Metropolitan Government of Nashville and Davidson County requiring it.
Agenda Analysis
Analysis
This resolution is the pay plan for the general Metropolitan Government employees to take effect July 1, 2024. The primary effect of this resolution would be to continue the pay plan, continue increment pay, provide a 3.5% cost-of-living-adjustment (COLA), and provide for the possibility of merit pay increases for open range employees. Step increases known as “increments” are pay increases for certain employment classifications on a six month, one year, eighteen month, or two year interval, depending upon the position. In addition to step increases, the equivalent of an additional 3% merit pay increase would be available for open range employees that do not receive increments. The amount of individual raises for open range employees are determined by department heads. The pay plan contemplates that open range employees are to be paid based upon merit, not length of service.
Per section 12.10 of the Charter, pay plans may not be amended by the Council except by making uniform modifications of all employment grades (because the relationship between pay grades must remain the same under the Charter). The pay plan amendments submitted by this resolution have been approved by the Civil Service Commission, Finance Director, and the Mayor.