HomeMy WebLinkAboutCC 1996-06-29 Agendas CITY OF NORTH RICHLAND HILLS
CITY COUNCIL WORK SESSION AGENDA
JUNE 29, 1996
The City Council of the City of North Richland Hills will conduct a Work Session on
Saturday, June 29, 1996, at Eagle Mountain Lake, 11150 Stanfield, (2 miles south of
F.M. 370), Azle, Texas. The Council will meet at 8:15 a.m. at the east end of the North
Richland Hills Community Center Parking Lot and will travel to Eagle Mountain Lake to
begin the work session.
1. Pay Plan
Police /Fire
City Wide Compensation Plan - Non - Public Safety & Public Safety
2. City Council Goals and Objectives
Full -Time Grant Administrator
3. Public Safety Building Location and Site Plan
4. Additional City Hall Parking Lot Lights
5. Mall Expansion Tax Incentives
6. Tax Abatements
7. CDBG Direct Entitlement
8. Child Advocacy
9. Mid -Year Budget Review
10. Street Construction Adjacent to New Development
11. Land Acquisition
12. Garbage
Laidlaw Commercial Recycling Exclusive Franchise
13. Fire Department Video
CITY OF NORTH RICHLAND HILL
Office of the City Council
June 28, 1996
Memo to: Mayor and City Council
From: Councilwoman JoAnn Johnson
Subject: Organization of a Local History Steering Committee
The modern history of our City has never been officially compiled and published, and
there is no methodical effort to preserve the history of our community. This has
troubled me during the time I have served on the Council. I believe we have an
obligation to those who will follow us to keep a good historical record. History is best
captured and preserved while it is happening, or not long after, within the memory of
those who are witnesses to the making of the history.
North Richland Hills is still a young city, but already buildings, roads, businesses and
neighborhoods are being changed, in some cases swept away to make way for the
new. This process, which we call progress, has brought new businesses, schools and
homes to what was yesterday farm land. Our Council has seen a more rapid pace of
change than previous Councils of the City.
Most of these changes are overwhelmingly positive, but we must not forget the past. A
community's identity and sense of place is rooted in its past. As we approach the 50th
anniversary of our young city's founding, I believe it is time that we act to preserve the
historical record.
I'm sure we all hope the next generation will learn from our successes and failures as
they strive to make a better world to live in. This can only happen if we take care to
leave them a good record. I would like to have a personal part in compiling a book and
video history of North Richland Hills. On the following page is a suggested organization
of a Local History Steering Committee, to be put in place for a short time: 1). To
compile and publish the history of North Richland Hills; and 2). To produce a video
history of the city suitable for use in the schools and on Citicable; and 3). To make
recommendations regarding the best way to preserve our history for the future.
The City Council, by undertaking this project and creating a steering committee, would
serve as sponsor for the history project. Though volunteers and private donors are
expected to contribute much, the City would take a partnership role in funding the costs
of collecting and preserving the artifacts of local history, the publication of a history of
the city, and the production of a video history series.
P.O. Box 820609 * North Richland Hills, Texas * 76182 -0609 USA
7301 Northeast Loop 820 * 817- 581 -5502 * FAX 817- 581 -5516
Local History Steering Committee - Suggested Organization and Purpose
PURPOSE OF COMMITTEE: To record the modern history of North Richland Hills, and update earlier works,
by:
1. Encouraging the donation or loan of historical records and photographs that reveal the people, places, events,
and the essential character of the City and the region.
2. Publishing an up -to -date History of North Richland Hills
3. Producing a video history of the City
4. At the conclusion of the project, bringing a recommendation to Council on how best to preserve the City's
history for the future.
Each member of the committee would have specific duties as outlined below.
TERM OF OFFICE:
The Committee will serve on an Ad Hoc basis, until the completion of the specific tasks assigned by
Council.
NUMBER OF MEMBERS:
A committee of 13 members is proposed. Because of the unique purpose of this committee, members
would be chosen for certain tasks outlined below. Each member must be willing to give the time to complete their
project within the time frame set by the committee.
Research Leaders
1. History of Roads and Transportation
2. History of Schools
3. History of Government
4. Family History
5. Church History
6. History of Land Use and Business Development
Video Project
7. Interviewer
8. Interviewer
Document & Photographic Archives
9. Photo Preservation, Restoration, and Indexing
Coordinators and Advisory Members
10. Historian (to compile a history book)
11. Council Member (To assist in compiling history, motivate and encourage)
12. Library Staff Member (To provide guidance and assist in compiling the history)
13. Citicable Staff Member
MEETINGS:
Monthly, and as needed.
METHOD OF APPOINTMENT
Council Member Appointed by Council
Staff Member Appointed by City Manager
All Other Members After a general search for citizens with the skills and interests to carry out
this local history project, those desiring to take leadership roles would be
interviewed by Council and Staff appointees, who would recommend
appointments to Council.
INTER- OFFICE MEMORANDUM
TO: C. A. Sanford, City Manager REF: PDM# 01/95/675
FROM: J. L. McGlasson, Police Chief DATE: December 12, 1995
SUBJECT: Proposed Pay Plan
The North Richland Hills Police Department is submitting a salary plan that incorporates aspects
of both a traditional 'Step Pay Plan' and a 'Merit" plan. The attached 'Step/Merit" pay plan, as
proposed by the police administration, has been agreed to by the executive board of the North
Richland Hills Police Officers Association.
The following guidelines pertain to the implementation of the proposed plan and will hopefully be
adopted as the rules and regulations governing the plan if accepted by the city administrative
staff and the city's Mayor and City Council (acting as the Board of the Crime Control and
Prevention District):
♦ All time slots listed atop the proposed pay plan shall be construed to be 'time in
grade" rather than total years in police service. 'Time in grade" means the time that
any employee has held a particular rank.
♦ Entry level personnel, at the pay grade of Police Officer, shall enter the pay plan at
Step A and shall remain in that step until they have completed their training and
have been released to work alone: At this point, the probation period begins and
runs for one calendar year from the date of release from training. When the
employee has fulfilled the probationary period of one full year, they will proceed to
Step B. At the end of the Police Officers' second full year after having fulfilled
probation, they will move to Step C and the plan's implementation shall continue in
that vein until the employee reaches the twenty year level (Step K) or is promoted.
♦ Nothing in this pay plan shall preclude the ability of the Field Training Officer
Program from causing an employee to be placed in 'remedial training" for additional
training as is now practiced. This 'remedial training' system is an assurance that
employees attain desired levels of knowledge and efficiency before being passed on
to the next level of training. For purposes of the pay plan and its implementation, the
key to the step raises begins after the employee has been released from probation.
♦ Upon promotion of any officer to a higher rank, the pay level of that officer shall be
the 'time in grade' position that is higher than the pay currently being earned at the
lower level. When this type of promotion occurs, the person shall hold their current
level of pay pending the time in grade required of their new position before they
proceed to the next step in the pay plan system. The only raises personnel are
eligible for, in circumstances where they are caught in a pay grade for longer than
usual, shall be cost of living (COLA) adjustments.
Proposed Pay Plan 12/12/95 Page 2
• All COLA adjustments shall be funded from the Crime Control and Prevention District
funds for those positions covered under the proposed pay plan. This policy shall
remain in place for the duration of the life of the Crime Control and Prevention
District.
♦ If any employee receives an evaluation indicating a rating below "average" or below
'acceptable" (depending on the evaluation system in place at any given time in the
future) the employee will not be eligible for a raise to the next step in the pay system
until they receive ratings of 'average" or 'acceptable" in two subsequent,
consecutive evaluations. If any employee receives two consecutive ratings of "below
average" or "unsatisfactory" they are subject to termination in accordance with civil
service rules and regulations.
♦ The steps set out in the proposed pay plan are designed to be predesignated and no
one shall have the authority to approve the skipping of a step at any rank. Only
promotion or normal COLA pay adjustments shall apply to creating higher salaries
for employees apart from the normal step process indicated by their rank and its step
plan.
�cGl asson
C 'ef Poli ce
_,
NORTH RICHLAND HILLS POLICE DEPARTMENT
PROPOSED MERIT AND STEP PAY PLAN
Police Merit Step Pay Plan
�.tt�, °�+' � ` � _ t .'^- r�,: .-... �.,, �. � 1-� a,.. � s'c✓" �.. �� „rec ;:: �x 5 t $.,.:�.': g� .:.�;as,�"S.ty3� , .Tw?. #��+°;: 3, c`'F�� `a"a µ' >s�`'��Ers.
Years COMM. 1 2 4 6 8 10 12 14 16 20
Step A B C D E F G H I J K
POLICE OFFICER Hourly 13.51 14.26 15.01 15.77 16.52 17.27 18.02 18.77 19.52 20.27 21.03
Monthly 2,342.00 2,472.25 2,602.50 2,732.75 2,863.00 2,993.25 3,123.50 3,253.75 3,384.00 3,514.25 3,644.75
Annually 28,104.00 29,667.00 31,230.00 32,793.00 34,356.00 35,919.00 37,482.00 39,045.00 40,608.00 42,171.00 43,737.00
Percent Increase in Salaries » » » » »»> 5.56 5.27 5.00 4.77 4.55 4.35 4.17 4.00 3.85 3.71
(Time in Grade) BASE 1 2 4 6 8 10 12
POLICE SERGEANT Hourly 19.96 20.38 20.80 21.63 22.46 23.30 24.13 24.97
Monthly 3,460.00 3,532.29 3,604.58 3,749.17 3,893.75 4,038.33 4,182.92 4,327.50
Annually 41,520.00 42,387.50 43,255.00 44,990.00 46,725.00 48,460.00 50,195.00 51,930.00
Percent Increase in Salaries » » » » » »> 2.09 2.05 4.01 3.86 3.71 3.58 3.46
(Time in Grade) BASE 2 4 6 8 10
POLICE LIEUTENANT Hourly 22.01 23.22 24.14 24.87 25.86 26.64
Monthly 3,815.00 4,024.08 4,185.08 4,310.58 4,483.08 4,617.50
Annually 45,780.00 48,289.00 50,221.00 51,727.00 53,797.00 55,410.00
Percent Increase in Salaries » » » » »> 5.48 4.00 3.00 4.00 3.00
(Time in Grade) BASE 2 4 6 8
POLICE CAPTAIN Hourly 24.27 25.58 26.73 28.22 29.53
Monthly 4,206.33 4,434.50 4,632.67 4,890.83 5,119.08
Annually 50,476.00 53,214.00 55,592.00 58,690.00 61,429.00
Percent Increase in Salaries » » » » »> 5.42 4.47 5.57 4.67
(Time in Grade) BASE 2 4 6 8
ASSISTANT POLICE Hourly 26.76 28.21 29.66 31.11 32.56
CHIEF Monthly 4,637.92 4,889.33 5,140.75 5,392.17 5,643.83
Annually 55,655.00 58,672.00 61,689.00 64,706.00 67,726.00
Percent Increase in Salaries » » » » »> 5.42 514 4.89 4.67
SALARY16.XLS
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